Engineering Manager

About Logicbroker, Inc.

Logicbroker is the Agentic Commerce Orchestration Engine helping enterprise retailers, brands, suppliers, and distributors connect and grow. Our Intelligent Commerce Network powers over $10B in GMV for global leaders like Samsung, Walgreens, and Home Depot by automating the entire process from discovery to doorstep and stock to dock. We make products discoverable, shoppable, fulfillable, and returnable so our clients can grow faster, delight customers, and run smarter operations.

Job Summary
Logicbroker is looking for an Engineering Manager to own the delivery and health of one of our engineering teams, in the DevOps & Infrastructure area of our platform. Our EMs are player-coaches. You are accountable for what your team ships, how well it ships, and how your engineers grow, and you're expected to be in the code regularly, not sitting one level removed from it. You set the team's technical bar in partnership with your Staff/Lead engineers and the Architect function, run the people processes that make a team durable (hiring, 1:1s, performance, career growth), and are the first escalation point when delivery, quality, or people issues need a decision. The core of this job is the same across every team at Logicbroker; what changes by domain is the stack, the migration or modernization program your team is mid-flight on, and the specific technical judgment you need to have earned credibility on.


What You'll Do:

• Contribute production code regularly as a player-coach. This is not a hands-off management role. In practice, weight your own coding toward bug fixes, technical investigation/spikes, and unblocking work (including pairing directly with an engineer who's stuck) rather than owning critical-path planned feature work.
• Own delivery for your team: translate roadmap priorities into a sequenced, realistic plan, and be accountable for what ships and when.
• Shield your team's focus time. Absorb or redirect organizational noise, interrupt-driven asks, and cross-team distraction rather than passing it straight through to your engineers.
• Run the people side of the role: hiring, onboarding, 1:1s, performance management, and career growth conversations for every engineer on your team.
• Partner with Staff/Lead engineers on technical direction. You don't have to write the design yourself, but you're accountable for it being sound and for the team following through on it.
• Set and enforce your team's engineering practices: code review discipline, testing standards, and responsible use of AI-assisted development (verification expectations, what needs elevated review, where AI tools measurably help vs. where they introduce risk).
• Own your team's contribution to the org's engineering metrics (DORA or equivalent). Track them, act on what they show, and be accountable for trends
• Act as the first point of escalation for delivery risks, interpersonal issues, and technical disagreements that can't be resolved within the team.
• Represent your team's capacity and constraints honestly in planning by pushing back on unrealistic asks rather than absorbing them silently.
• Participate in the engineering leadership on-call escalation path (not the primary rotation) for incidents that require management-level decisions (customer communication, resourcing, cross-team coordination).
• Contribute to hiring plans, org design, and technical debt prioritization conversations with the VP and peer EMs.

What We Need:

• 3+ years of people management experience, or demonstrated equivalent (tech lead with informal management scope, transitioning into a formal EM role).
• 5+ years of professional development experience, with current, hands-on coding ability in the team's core stack. This is a player-coach role. You need to be able to pick up a ticket and ship it, not just review someone else's.
• AI-assisted development is a first-class expectation, not a preference. You use AI coding tools as a standard part of your own contributions, and you set your team's norms for adoption, verification, and where elevated review is required.
• Track record of shipping on committed timelines without burning out the team to get there.
• Direct experience giving difficult feedback, managing underperformance, and making hiring/firing calls.
• Comfort operating with incomplete information and making a call anyway.
• Clear written and verbal communication; able to translate technical risk into terms a VP or non-technical stakeholder can act on.
• Demonstrated code review and system design judgment.
• Working knowledge of secure development practices and awareness of relevant compliance context (e.g., SOC 2, ISO27001, CCPA, GDPR, CE+).

Preferred Skills

• Experience managing a team through a platform migration, merger, or major technology transition.
• Familiarity with at least one of Logicbroker's core stacks deep enough to sanity-check technical proposals from your team.
• Experience setting or evolving engineering metrics (DORA, SPACE, or similar) for a team.
• Experience managing a mixed and geographically diverse team of full-time and contractor engineers.

Why Logicbroker:

Mission-Driven Culture: Be part of a company transforming digital commerce through innovation and agility-your work directly shapes how global brands connect with customers.

Collaborative, No-Ego Environment: We believe the best ideas win, not the loudest voices. You'll work alongside teammates who challenge and support each other.

Hybrid Flexibility with High-Performance Energy: Whether remote or in-office, we foster autonomy and accountability-because we trust you to own your success.

Leadership That Listens: Our executives are not just accessible-they're invested in your growth, open to your ideas, and committed to building a company where people thrive.

Celebrated Wins, Shared Learnings: From team offsites to Slack shoutouts, we celebrate progress and learn from setbacks together