Sr. Engineering Manager

What you'll own

As Senior Engineering Manager, you'll lead multiple engineering teams (typically 4 squads, ~20 engineers) across a single technical domain.

You're accountable for:

• Domain-level technical strategy — Work with product leadership and your teams to define a 12–18 month technical vision for your domain
• Team health and growth — Build an environment where engineers thrive: hiring, developing ICs, mentoring junior managers, and creating psychological safety
• Delivery excellence — Guide your teams through discovery, planning, and execution using small-batch delivery and continuous feedback loops
• Business impact — Translate product objectives into technical solutions; quantify and communicate the impact of your domain's work
• Cross-functional leadership — Work closely with product, design, and business partners to resolve ambiguity and drive alignment
• Technical decision-making — Guide your teams on system design, architecture, and engineering practices while maintaining talabat's standards for scalability, security, and performance

90-day, 6-month, and 12-month outcomes

90 days: You've onboarded your teams, understood their technical roadmap and pain points, and delivered your first feedback to your manager on domain health and near-term priorities.

6 months: Your teams are shipping value consistently; you've identified one emerging technical leader and started mentoring them; you've coached your teams through at least one cross-domain initiative; code quality and shipping velocity are on track or improving.

12 months: Your domain has a clear technical vision communicated across the org; you've grown at least one engineer significantly (either toward IC4/Staff or toward management); your teams ship with confidence; you're contributing to 1–2 strategic initiatives beyond your domain; you're mentoring or developing a potential future manager.

What you'll bring

Leadership & people management

• 4+ years of hands-on technical leadership experience managing engineering teams
• Demonstrated ability to hire, mentor, and grow engineers — we care about your track record of developing people, not just technical skills
• Comfort with cross-functional leadership: working with product, design, business partners, and other engineering teams