Engineering Manager

We’re looking for someone who combines outstanding people leadership with excellent technical judgment.

7+ years of professional software engineering experience.

3+ years directly managing software engineers.

Experience leading engineering teams at high-bar startups.

Strong computer science fundamentals and the technical depth to earn the trust of senior engineers.

Experience shipping complex, user-facing products with measurable business impact.

A track record of helping engineers grow through coaching, mentorship, and clear feedback.

Strong communication skills and an ability to collaborate across engineering, product, and design.

Profound curiosity about language models, AI, and building products that improve reasoning and decision-making.

Candidates are likely not a fit if their most recent experience is primarily organizational leadership at scale (for example, Head of Engineering, VP Engineering, or Senior Director at large organizations), or if they’ve been removed from hands-on engineering management for several years.

Founders, CTOs, or engineering leaders from seed or Series A startups who remained close to the code are excellent fits.

Lead and develop a small, high-performing team of engineers, initially 2–3 people and growing over time.

Drive execution across complex product initiatives.

Partner closely with product, design, and research to turn ambiguous ideas into shipped software.

Give thoughtful feedback, coaching, and career guidance.

Participate in architecture discussions, system design reviews, and technical planning.

Improve how the team works rather than becoming another pair of hands on the keyboard.

Raise the quality bar for engineering and AI-assisted development.

Enjoy helping engineers grow even more than writing code yourself.

Care deeply about engineering craftsmanship without slowing delivery.

Can comfortably switch between coaching a teammate, reviewing architecture, and discussing product priorities in the same afternoon.

Prefer high-agency, low-process environments.

Are motivated by improving science, reasoning, and the long-term impact of AI.

Meet your team, understand the in-flight work, familiarise yourself with our product direction.

Ship a small feature or bug fix to see the engineering process end-to-end.

Participate in technical design discussions and code reviews.

Start building relationships through regular one-on-ones.

Pair extensively with engineers across the team to get to know the tech stack and your colleagues.

Take ownership of your team’s planning and delivery.

Establish a regular coaching cadence with each engineer.

Lead sprint planning, prioritization, and execution for your team’s roadmap.

Identify opportunities to improve engineering quality, process, or developer experience

Your team is consistently delivering high-quality work; the impact of this work is measured and aligned with Elicit’s strategy.

Engineers on your team have clear growth plans and are making tangible progress.

You’ve earned the trust of the engineering organization through sound technical judgment and thoughtful leadership.

You’ve helped raise the engineering bar through hiring, coaching, architecture, or process improvements.

You’re operating independently as the owner of an important area of Elicit’s engineering organization.

The qualities that matter most at Elicit include:

Honesty and integrity.

Analytical rigor.

Rapid iteration.

Bias toward action.

Strong communication.

Intellectual curiosity.

Persistence.

Proactivity.

Openness to criticism and new ideas.

Excellent people management.

Strong hiring instincts.

Technical judgment.

Product sense.