Staff Engineer

Let's get into the specifics. It’s impossible to capture every nuance of a role – especially at a rapidly growing company like Mews – but if we had to distil it into a job description (which we do because this is a job description), it would be this:

As Staff Engineer, you'll own the architecture, agents and skills that let every builder in your tribe ship sound, well-architected work without waiting on a handoff, at a moment when Mews has moved almost entirely to an agentic-first engineering model. The problem this role exists to solve is easy to state and hard to do: most technical decisions now get made by builders and the agents they run, not by senior engineers in review, so the standard has to be built into the tooling itself or the gaps show up in what customers touch. Mews is rebuilding hospitality software from the ground up at a genuinely unusual pace, which makes this one of the few staff engineering roles where the leverage you build gets used by everyone around you within weeks.

You'll be attached to one tribe, reporting into its Director, and working alongside other staff engineers, staff product managers and staff designers across your division. Your job isn't to ship features. It's to produce the architecture, agents and skills that give every builder in the tribe the context to make sound calls on their own, and to stay hands-on with the hardest problems yourself: the gnarly migrations and system-wide refactors that need an approach invented rather than executed.

As Mews moves builders to own a sub-metric end-to-end, with AI covering what they're lighter in, the risk isn't slower shipping, it's the architecture fragmenting underneath the speed. This role exists so the foundations get stronger as the tribe ships faster, not shakier.

Own the tribe's engineering context, agents and skills, and be accountable for keeping them coherent, current and grounded in real product work

Build and evaluate the internal engineering agents and skills that Product Builders use daily, encoding architectural standards, review logic and quality gates directly into the tools they run

Extend and improve the tribe's agentic tooling when it isn't good enough yet, since agentic development is the default way you build, not a fallback

Stay hands-on with the hardest technical problems: gnarly migrations, system-wide refactors and architecture calls that will shape years of future building

When work ships off-bar, trace it back to what was missing in the agents or patterns and fix it at the root so the same class of miss doesn't recur

AI Fluency Level 4: in this role that means building and shipping the engineering agents and skills that Product Builders rely on every day, not just using AI tools yourself. You need enough understanding of the underlying models and infrastructure to make real engineering decisions about them, because the agents you build become part of the tribe's production system.

For more information on AI fluency at Mews, please refer to " AI Fluency at Mews: A Comprehensive Guide for Candidates " on Confluence.

A track record as a senior or staff-level engineer who has shipped and owned complex systems at scale, not just contributed to them

Experience turning hard-won technical judgment into reusable architecture, tooling or standards that other engineers actually adopt, rather than documentation that goes unused

Comfort holding a multi-cycle technical view (migrations, refactors, architecture decisions that play out over years) while still being able to drop into what needs to ship today

Clear communication across levels: builders, your Director, Principals and, when it counts, the C-suite

AI Fluency Level 4 or the equivalent hands-on experience: you've shipped something where AI is a core component and can make engineering decisions about the underlying models and infrastructure

Experience in hospitality, travel or another operationally complex B2B SaaS environment

A track record of coaching or multiplying other engineers' output, not just your own

Public writing or speaking about technical work you've shipped

Salary ranges are provided in good faith and reflect current market conditions and internal pay structures. Final compensation may be adjusted based on funding, budget constraints, or exceptional candidate qualifications, but will remain within reasonable proximity to the stated range.

This salary disclosure is provided in compliance with applicable pay transparency legislation. We are committed to equal pay practices and prohibit salary history inquiries during our recruitment process.

If the location you're applying from wasn't originally advertised for this role, salary range information is available upon request at any point during the application/interview process - your recruiter will be able to help.

Our success is powered by our incredible people, supported by benefits that help them thrive.

No matter where you’re based, you’ll enjoy:

Unlimited paid holiday (yes, really)

Participation in our company share program

Paid parental leave (6 months fully paid for primary caregivers, 2 months for secondary, available after one year of service)

An annual Learning budget of €300 (and more for high performers) to support your development

Monthly "EDGE" time to Explore, Develop, Grow, and Elevate yourself

A work from anywhere policy with flexibility to work abroad for a few weeks each year

Relocation options, available after one year

Flexible, hybrid working options

A home office setup budget to make your workspace your own and a monthly work-from-home allowance

Claude tokens, so you can automate workflows and build smarter, more efficient ways of working

You'll receive additional benefits that vary by location, from healthcare and retirement plans to team events, socials and other perks. Ask us about it during your interview process.

We’re an equal opportunities employer. We value teams that reflect the diversity of the customers and communities we serve. Different perspectives make better ideas, stronger products and a more welcoming company.

We also believe transparency is important when deciding if you're the right fit. Mews is an ambitious, high-pressure environment of continuous learning and high standards. Success here requires resilience, adaptability and a willingness to solve difficult problems.

A few things that define how we work:

High autonomy means high responsibility. People are expected to take ownership and drive outcomes. There isn’t a detailed playbook for everything, and that’s part of what makes the work challenging – and rewarding.

Change is constant. We’re growing quickly and adapting as we scale. Teams, processes and priorities continue to evolve, and only people who stay curious and agile will thrive.

We’re remote-first, not relationship-free. Flexibility is core to how we work, but strong relationships still matter. Our teams are global, so we need expert collaborators and communicators to help us move forward together.

AI is an integral part of our processes. It’s not here to steal people’s jobs, but to amplify efficiency and productivity. We’re motivated to proactively use the technology to seek out better ways of working and share our findings with the rest of the company.

If there's anything we can do to support you during the application process, let us know.

We don't discriminate on the basis of race, religion, colour, nationality, gender, sexual orientation, age, marital status, veteran status, disability or any other protected characteristic.

One final thing: don't hold back. If you don't meet 100% of the criteria in this job description but you're certain you could make a big impact, apply. Everyone should have equal access to opportunities, and we're committed to providing an inclusive experience.

If Mews sounds like the kind of environment where you'd thrive, we'd love to hear from you.