Software Engineering Manager, Product Engineering - Canada

Job Description

<h3>Job Description</h3><p>Job Description<p><p>Hi , I’m Abhik, Ashby’s Co-Founder and VP of Engineering. We’re looking for a great (former) engineer who built impressive products and now builds teams of great engineers. Ashby’s success and ambition mean we’re doubling the Engineering team in the next year, and we need your experience and leadership to do it thoughtfully.</p><p>Our product and growth are exceptional. Ashby All-in-One is powerful, easy to use, and replaces several venture-backed companies&#39; worth of products (often with a <em>better</em> experience). We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway.</p><p>A big part of our secret sauce is how we run Engineering. We achieve incredible speed and quality by discarding many industry norms and being optimistic about Engineers. We consider what makes exceptional Engineers exceptional, figure out how to hire them, and build an environment that gives them the freedom and agency to <em>actually</em> be exceptional. In other words, if engineers writing product specs, making product decisions, and <em>not</em> breaking down projects into individual tickets excites you, you’ve found the right place.</p><p>As an Engineering Manager, you’ll work closely with me, Colin, and your peers to build out the team and continue scaling this unique culture.</p><p>You’ll first do that through grassroots leadership. You’ll manage three to five Engineers and hire three to five more. They’ll cover multiple teams and a variety of specializations, from Product Engineers to Site Reliability Engineers to Design Engineers. Your day-to-day will include:<ul><li><p>Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones.</p></li><li><p>Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention.</p></li><li><p>Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).</p></li></ul></p><p>You’ll also propose and lead department and company-wide initiatives. Some examples:<ul><li><p>Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback.</p></li><li><p>Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us!</p></li><li><p>Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.</p></li></ul></p><p>I’ll share more details once we meet.</p><p></p><strong>What We’re Building</strong><p>As engineers, we are used to tooling that makes us <strong>better</strong> at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back.</p><p>Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others.