Engineering Manager
What you'll own
People & Team
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Final word on hiring, team composition, performance, and culture
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Owner of the hiring process: source candidates, run the funnel, interview for product mindset and systems thinking; the SA and the team join for technical and peer-fit screens
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Run 1:1s, career conversations, promotions, and compensation discussions
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Coach engineers to become independent decision-makers — resist the urge to "save" them
Ownership culture (your primary mission)
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Introduce and steward the frameworks and practices (ADR, RFC, technical backlog) that let the team own its technical decisions
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Build mutual accountability — peers hold each other to a high bar in reviews, not the manager
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Establish "You Build It, You Run It": fair on-call rotation, blameless post-mortems, the team leads root-cause analysis
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Be the Quality Coach — set a culture where "cutting corners" is taboo
Capacity & alignment
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Match people and skills to PM priorities; protect the team's sustainable pace through releases
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Translate the roadmap into team context so engineers see the business value of their work
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Guard the Technical Sustainability budget (agreed between PM and SA) — make sure investments in tech debt and DevEx actually happen
Removing org blockers
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Remove department-level blockers and noise from other parts of the org so the team stays in flow
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Inject org context into team rituals; the team facilitates its own standups and retros
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Partner with the Solution Architect on engineering excellence, with the PM on roadmap feasibility, and with the TPM on cross-team dependencies
What this role is NOT
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You're not a Tech Lead — final say on technical standards and target architecture lives with the Solution Architect
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You don't write production code as part of your job
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You don't run the team's standups and retros — those belong to the team; you coach
Must have
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3+ years of engineering management experience, including direct people management of 7+ engineers in a cross-functional product team
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Demonstrated ability to build an ownership culture — concrete examples of moving a team from "waiting for permission" to owning decisions, code, and incidents
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Owner of the hiring process: sourcing, structured interviewing, calibration, onboarding
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Deep people management: career frameworks, performance management, conflict resolution, coaching to independence (not directive management)
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Technical credibility — you read architecture diagrams, translate technical risk into business impact, and are fluent in modern SDLC, CI/CD, observability, and Agile practices
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Familiarity with adjacent technologies in our stack (web/frontend-heavy products, distributed backends) — enough to speak the same language, not to design it
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High EQ: ability to read team dynamics, navigate interpersonal conflict, and manage stress during incidents and releases
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Comfort with ambiguity: experience navigating the messy early phase of self-organising teams
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Low ego, high influence: lead through coaching and trust, not authority
Nice to have
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Experience operating in a tandem leadership model (EM/SA, EM/Tech Lead, or a similar split)
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Experience leading multiple teams simultaneously (2+ teams).
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Experience moving a team to "You Build It, You Run It" — on-call ownership, blameless post-mortems, sustainable rotation
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Background in B2B SaaS products
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Experience scaling an engineering organisation through a growth phase
How we work
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We're moving toward a Distributed Ownership model: 5+ cross-functional teams, without classic Team Leads, supported by a Technical Core (Solution Architect, Platform Service Team) and a management layer (HoE + EMs + TPM)
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Decisions are clearly split: the PM owns priority and scope, the SA owns technical standards, the EM owns people and culture, the team owns execution. This contract only works when each role respects the others' final word — and the EM is the one who keeps it honest
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We value craft, ship for impact, and look for engineers who take their work seriously without taking themselves seriously.
Why you will like it here
Competitive Compensation
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€7,000 – €8,000 gross per month, depending on your experience and expertise
Flexible Work Setup
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Hybrid work format based in Vilnius, Lithuania - with 3 days per week in our modern office
Health & Wellbeing
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Health Coverage: Private health insurance (including dental and optics)
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Trust-Based Recovery: No "doctor’s note" needed for up to 5 days per year – take time off when you’re not feeling well. We also offer 10 fully company-paid sick days per year because your health comes first
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Extra "Me" Time: Additional time off for the truly important days in your life — like your birthday, wedding, or the birth of a child, and a guaranteed day off on December 31st to prepare for the New Year
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Support When it Matters: From gifts for your children to company support during challenging life situations, we’ve got your back
Growth & Development
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AI-First Culture: Forget the hype – we actually use it. You’ll have access to a wide suite of AI tools to automate the boring stuff and keep you at the cutting edge
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Your Gear, Your Choice: Whether you’re a Mac devotee, a Linux enthusiast, or a Windows power user, you choose your OS and hardware
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Never Stop Learning: We support your professional and language learning, host regular Tech Community events, and keep an updated office library for the lifelong learners
Great Office Experience
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Lunch Compensation: We help fuel your main break, too. Lunches here are for free or almost for free (depending on how hungry you are).
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Active Zones: Need a reset? Head to our PS5 zone, play a round of foosball or table tennis, or join an in-office Yoga class.
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Pet-friendly Office: Bring your best friend to work to cheer up the day.
Apply now
