Manager, Software Engineering

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Manager, Software Engineering based in the United States. This is an exciting leadership opportunity for an experienced software engineering professional passionate about building high-performing teams and creating the conditions for sustainable software delivery. In this remote role, you will oversee people management, workforce planning, talent development, and organizational effectiveness within a growing Microsoft-centric engineering environment. You will partner with technical leads, architects, project managers, and product owners to align team capabilities with business priorities while preserving clear technical and delivery responsibilities. Through coaching, structured performance management, and strategic hiring, you will strengthen engineering expertise, develop future leaders, and support long-term organizational growth. You will also drive improvements in management practices, succession planning, onboarding, and cross-team collaboration to ensure teams remain productive and resilient. This position offers the opportunity to influence engineering culture, support innovative software and AI-enabled solutions, and help shape the future of a distributed technology organization. Accountabilities:

People leadership and performance management:

Manage and develop assigned software engineers through regular one-on-one meetings, clear expectations, ongoing feedback, performance reviews, professional development plans, and appropriate recognition. Address performance concerns constructively, establish improvement plans when needed, and ensure fair and consistent management practices. Career development and talent growth:

Help employees identify meaningful career paths across individual contributor and management tracks. Connect development objectives with coaching, mentoring, learning opportunities, and increasingly complex assignments while evaluating readiness for advancement based on sustained performance and demonstrated capability. Engineering team capability:

Identify skill gaps, coordinate training and mentoring, and develop strategies to strengthen technical expertise across assigned teams. Support the development of future Technical Leads and Managers through structured opportunities, clear accountability, and ongoing feedback. Sustainable delivery and organizational support:

Ensure teams have the staffing, skills, tools, role clarity, and organizational support required to deliver committed work sustainably. Collaborate with Technical Leads and Project Managers to identify delivery risks, capacity constraints, dependencies, and recovery needs without taking over their respective responsibilities. Workforce and capacity planning:

Maintain visibility into staffing levels, critical skills, workload distribution, key-person dependencies, and succession risks. Develop evidence-based hiring and internal development plans, recommend resource adjustments, and help ensure teams can maintain continuity during leadership or staffing transitions. Hiring and onboarding:

Partner with senior leadership to define workforce needs, establish role requirements, develop structured interview processes, and evaluate candidates using consistent criteria. Coordinate onboarding plans, including role expectations, access, learning objectives, stakeholder introductions, and 30-, 60-, and 90-day milestones. Leadership collaboration and role clarity:

Work closely with Technical Leads responsible for team-level technical direction, Architects responsible for cross-team architecture, Project Managers responsible for integrated delivery coordination, and Product Owners and Business Analysts responsible for product priorities and requirements. Escalate organizational, staffing, performance, and cross-team issues through appropriate leadership channels. Team culture and employee engagement:

Foster an environment where employees can raise concerns, discuss risks, challenge assumptions, and share mistakes without fear of retaliation. Address interpersonal conflicts, workload imbalances, employee relations concerns, and retention risks through appropriate management processes while maintaining confidentiality. Management systems and continuous improvement:

Improve performance management, career development, hiring, onboarding, succession planning, and team operating practices. Define implementation plans, communication approaches, governance, and success measures to ensure management processes deliver meaningful organizational outcomes. Cross-team organizational effectiveness:

Identify recurring challenges across engineering teams and coordinate improvements with peer Managers, Technical Leads, Architects, Project Managers, Product Owners, and other stakeholders. Strengthen escalation pathways, resource coordination, role clarity, and consistency in management practices. Strategic people leadership:

Partner with senior leadership and organizational stakeholders on compensation planning, career frameworks, workforce design, culture initiatives, and organizational change. Translate business priorities into staffing plans, capability development initiatives, and operational recommendations. Engineering risk and performance oversight:

Review recurring delays, production incidents, rework, quality issues, and support burdens to identify underlying staffing, capability, or organizational problems. Recommend practical improvements that reduce operational risk and protect teams from sustained overload. Broader leadership development:

Expand leadership capabilities across multiple teams by developing other Managers and Technical Leads, improving succession depth, and supporting department-level planning. Help ensure engineering teams can sustain performance through distributed ownership, documented processes, and clear decision-making structures. Requirements:

Professional experience:

At least eight years of professional software engineering or closely related technical delivery experience, including a minimum of two years of formal people-management experience within a software organization. Technical leadership background:

Previous experience as a Software Engineer Technical Lead, senior software engineer, or comparable technical leader, with sufficient technical depth to understand engineering risks, evaluate trade-offs, and engage credibly with technical teams without directly controlling implementation decisions. People management expertise:

Demonstrated ability to manage performance, deliver constructive feedback, recognize strong contributions, develop talent, conduct performance reviews, and support fair promotion and career-calibration decisions. Team development and leadership depth:

Experience building capable software teams, identifying skill gaps, mentoring emerging leaders, developing management talent, and reducing dependence on individual employees for critical knowledge or responsibilities. Workforce and capacity planning:

Proven ability to assess team capacity, identify capability gaps, forecast staffing needs, develop succession plans, and provide evidence-based workforce recommendations. Recruitment and onboarding:

Experience defining job requirements, conducting structured interviews, evaluating candidates, supporting hiring decisions, and implementing effective onboarding and employee-retention practices. Delivery and operational risk management:

Ability to collaborate with technical and project leadership on dependencies, delivery health, staffing constraints, organizational blockers, and sustainable workload management. Organizational change management:

Demonstrated success implementing improved management systems, team operating practices, career frameworks, or organizational processes, including communication, adoption, and evaluation of results. Remote team leadership:

Experience managing distributed software teams and communicating effectively across engineering, architecture, product, project delivery, and organizational functions. Technical platform familiarity:

Experience with Azure DevOps, Microsoft Azure, C#/.NET, ASP.NET Blazor, SQL Server, Microsoft Graph API, or related enterprise software technologies is beneficial. Project coordination knowledge:

Formal or informal project-management experience that strengthens planning, sequencing, dependency management, risk visibility, and cross-team coordination while respecting dedicated Project Manager responsibilities. Strategic organizational experience:

Familiarity with compensation planning, career framework development, organizational design, department-level workforce strategy, or management-system improvement is an advantage. Communication and interpersonal skills:

Excellent written and verbal communication, coaching, facilitation, conflict resolution, and relationship-building abilities, combined with sound judgment and a collaborative leadership style. Confidentiality and professional judgment:

Ability to handle sensitive employee information responsibly and collaborate effectively with human resources and people operations teams. Education:

A bachelor's degree in Computer Science, Software Engineering, Electrical Engineering, Mechanical Engineering, Information Systems, Business, Organizational Leadership, or a related field is preferred. Equivalent professional experience may also be considered. Additional qualifications:

Management, coaching, Agile, project-management, or technical certifications are advantageous. Leadership growth potential:

Ability to expand from managing assigned teams toward broader engineering organizational leadership, including developing other leaders and aligning workforce capabilities with strategic business priorities. Travel availability:

Willingness to travel up to 5% of the time to locations across the United States for business meetings, client engagements, conferences, or team activities. Work location:

Ability to work remotely from within the United States and collaborate effectively with a geographically distributed organization. Benefits:

Competitive annual compensation:

$120,750–$148,313 per year, with actual compensation depending on experience, skills, qualifications, and work location. Comprehensive medical coverage:

A choice of medical plans, including two PPO-style options and a high-deductible health plan with a Health Savings Account (HSA) option. Dental and vision insurance:

Coverage to support employees' overall health and well-being. Dependent coverage:

Medical, dental, and vision benefits available for eligible spouses or domestic partners and dependent children up to age 26. Flexible spending accounts:

Access to Flexible Spending Accounts (FSAs) to help manage eligible healthcare and other qualifying expenses. Retirement savings:

A 401(k) plan with an employer match and an optional self-directed brokerage account. Paid time off:

Paid time off, including additional time off during the final week of the year. Life insurance:

Company-paid life insurance coverage for employees and eligible dependents. Disability and accident protection:

Short-term and long-term disability coverage, along with accidental death and dismemberment (AD&D) insurance. Paid parental leave:

Paid parental leave available after one year of employment. Professional development:

Opportunities for continued learning, tuition reimbursement, and professional licensing assistance. Remote work flexibility:

The opportunity to work virtually from anywhere within the United States. Career growth:

Opportunities to expand leadership responsibilities, develop management expertise, and contribute to department-level strategy and organizational development. Collaborative culture:

A team-oriented environment that values employee development, innovation, accountability, and continuous improvement. Meaningful impact:

The opportunity to shape engineering team effectiveness and contribute to business applications, automation, and AI-enabled technology solutions. How Jobgether works: We use an

AI-powered matching process

to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Data Privacy Notice:

By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. #LI-CL1 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.