Engineering Lead

You'd rather stay purely hands-on-code than own the direction, quality, and growth of an engineering org

Recruiting, mentoring, and performance management feel like chores rather than core to the job

You think "AI-native" is a recruiting buzzword. Here it's the operating model. If the way you'd lead engineers here is the way you led them in 2023, you will be out-shipped by teams half your size.

You're uncomfortable giving direct feedback or making hard people decisions

You prefer influencing from a distance over leading in person, on-site, every day

You're uncomfortable with rapid iteration speed and intensity of a top tier AI startup, ambiguity, or owning reliability and security outcomes end-to-end

You're a few years into managing engineers, and you have something to prove. We're not looking for someone who's held the title for a decade and wants a quieter version of it.

You've turned one specific team around, and you can tell us what it looked like before, what you actually changed, and how you knew it worked.

You've done both halves of talent density in the same year: coached someone out, and made someone else the person everyone started copying.

You can still lose an architecture debate to your best engineer on the merits, and win the rematch. There's a hands-on exercise in this loop — for a leadership role, deliberately.

You've owned a number a founder checks every week — conversion, pricing, revenue, reliability, cost — and you can say what you did the week it went the wrong way.

You've been accountable for people who didn't report to you, and it worked anyway.

Startup experience matters more to us here than brand names — AI or video, ideally. If your whole career has been inside large, stable organizations, this will be a bigger adjustment than it looks from the outside.

Burnaby, on-site, five days a week — and you read that as a feature of this job, not the price of it.

Bachelor's degree in Computer Science, Computer Engineering, or equivalent practical experience; 8+ years building software, including 3+ years managing engineers.

Growth engineering background — owning experimentation, conversion, or monetization surfaces

Enterprise/B2B engineering experience — customer-facing delivery, integrations, security reviews

Experience with security and compliance for PII-heavy systems (SOC 2, access control, data governance)

Background in creator tools, video, or the creator economy

Experience building an org or site from a similar size to 2–3x

OpusClip is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristics. OpusClip considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Opus Clip is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures.