Description review
Software Engineering Manager
Talentport · United States · back to the listing
HR standards
45/100
poor
Title ↔ description
89/100
strong
Reads as
Engineering Manager
100% confident
What this role officially is
software manager — ESCO, the EU occupation classification
Software managers oversee the acquisition and development of software systems in order to provide support to all organisational units. They also monitor the results and quality of the different software solutions and projects implemented in the organisation.
Also known as: applications manager, software managers, ICT applications manager, software applications manager, soft manager
How others title the same work
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Startups
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What the listing never says
- No pay range published. Candidates cannot tell whether applying is worth their time. Pay transparency
- No location or timezone policy stated, so a candidate cannot tell where they may work from. Scope clarity
The listing, marked up
Please note that this job opportunity is only open for candidates based in Malaysia.
What You'll Be Doing
•
Operational Excellence: Review and co-own delivery metrics for the engineering function. Raise the standards of delivery by developing improvement plans closely aligned with company goals and industry best practices. Plan and allocate resources effectively across multiple projects to ensure efficiency and scalability.
•
Team Growth & Engagement: Oversee talent acquisition, including leading hiring sprints with recruiters, upskilling, and team welfare. Lead department-wide feedback sessions to improve rapport between individual contributors and managers. Build relationships with interest groups and represent the company at events and other external settings.
•
Assets and Documentation: Extend, update, and review team assets, including career development plans, wikis, operational dashboards, and playbooks to facilitate collaboration and communication within the team and with stakeholders.
•
Engineering Leadership: Collaborate with stakeholders and executive management to define goals, metrics, and benchmarks that align the teams output with company objectives. Communicate team progress, insights, key challenges, and resolutions to business stakeholders. Work closely with other engineering leaders to influence resource planning and ensure the team is properly equipped to meet project demands.
•
Talent Management: Implement and oversee hiring, probation, and performance improvement plans in accordance with company policies. Ensure alignment of staffing needs with HR and recruiting partners and maintain timely feedback loops during the hiring process to engage candidates effectively.
•
Service Reliability and Recovery: Align workflows to support service reliability, compliance, and software upgrades. Develop and lead technical roadmaps and improvement plans to enhance reliability and meet the teams objectives. Oversee incident recovery processes, ensuring continuous improvement and swift resolution.
•
Sharpen the Saw: Stay up-to-date with emerging trends and technologies to improve the teams skills and productivity. Lead R&D efforts to explore new technologies, and implement training and reskilling initiatives aligned with strategic projects.
•
Engineering Culture: Develop and lead people-centric initiatives focused on upskilling and innovation that contribute to team growth and the overall organizations success. Craft proposals that support research, development, and cultural improvement across the engineering function.
• You are required to support any ad hoc tasks as required by the company.
What We Look For In You
•
Proven track record: Have up to 10 years1 of software development or a similar line of work, and experience in managing multiple contributors and internal stakeholders. Have strong business acumen and hands-on contributions in change management for mid-to-large sized teams.
•
People Skills: Outstanding communicator who is able to build positive working relationships between teams and form relationships with key customers. Applies effective techniques to engage and elicit feedback from individual contributors and executives to build people-centric solutions.
•
Leadership: Strong sense of leadership and empathy for entire teams. Experienced in advocating change and influencing changes across the department. Experienced implementing growth-driven strategies in all areas of work.
•
Talent Management: Actively involved in hiring and onboarding staff, as well as offboarding and developing improvement plans for individual contributors. Have experience in developing people-centric initiatives and close collaboration with human resources.
•
Scope of Work: Work on open-ended business interests across multiple domains and contributing by defining key results and developing department-wide roadmaps.
•
Problem Solving: Solve hard problems with many constraints, using sound judgment to assess risks and present arguments in a well-structured, data-backed, written narrative. Have passion, creativity and empathy in everyday work.
Originally posted on Himalayas
What You'll Be Doing
•
Operational Excellence: Review and co-own delivery metrics for the engineering function. Raise the standards of delivery by developing improvement plans closely aligned with company goals and industry best practices. Plan and allocate resources effectively across multiple projects to ensure efficiency and scalability.
•
Team Growth & Engagement: Oversee talent acquisition, including leading hiring sprints with recruiters, upskilling, and team welfare. Lead department-wide feedback sessions to improve rapport between individual contributors and managers. Build relationships with interest groups and represent the company at events and other external settings.
•
Assets and Documentation: Extend, update, and review team assets, including career development plans, wikis, operational dashboards, and playbooks to facilitate collaboration and communication within the team and with stakeholders.
•
Engineering Leadership: Collaborate with stakeholders and executive management to define goals, metrics, and benchmarks that align the teams output with company objectives. Communicate team progress, insights, key challenges, and resolutions to business stakeholders. Work closely with other engineering leaders to influence resource planning and ensure the team is properly equipped to meet project demands.
•
Talent Management: Implement and oversee hiring, probation, and performance improvement plans in accordance with company policies. Ensure alignment of staffing needs with HR and recruiting partners and maintain timely feedback loops during the hiring process to engage candidates effectively.
•
Service Reliability and Recovery: Align workflows to support service reliability, compliance, and software upgrades. Develop and lead technical roadmaps and improvement plans to enhance reliability and meet the teams objectives. Oversee incident recovery processes, ensuring continuous improvement and swift resolution.
•
Sharpen the Saw: Stay up-to-date with emerging trends and technologies to improve the teams skills and productivity. Lead R&D efforts to explore new technologies, and implement training and reskilling initiatives aligned with strategic projects.
•
Engineering Culture: Develop and lead people-centric initiatives focused on upskilling and innovation that contribute to team growth and the overall organizations success. Craft proposals that support research, development, and cultural improvement across the engineering function.
• You are required to support any ad hoc tasks as required by the company.
What We Look For In You
•
Proven track record: Have up to 10 years1 of software development or a similar line of work, and experience in managing multiple contributors and internal stakeholders. Have strong business acumen and hands-on contributions in change management for mid-to-large sized teams.
•
People Skills: Outstanding communicator who is able to build positive working relationships between teams and form relationships with key customers. Applies effective techniques to engage and elicit feedback from individual contributors and executives to build people-centric solutions.
•
Leadership: Strong sense of leadership and empathy for entire teams. Experienced in advocating change and influencing changes across the department. Experienced implementing growth-driven strategies in all areas of work.
•
Talent Management: Actively involved in hiring and onboarding staff, as well as offboarding and developing improvement plans for individual contributors. Have experience in developing people-centric initiatives and close collaboration with human resources.
•
Scope of Work: Work on open-ended business interests across multiple domains and contributing by defining key results and developing department-wide roadmaps.
•
Problem Solving: Solve hard problems with many constraints, using sound judgment to assess risks and present arguments in a well-structured, data-backed, written narrative. Have passion, creativity and empathy in everyday work.
Originally posted on Himalayas