Engineering leadership comes in many flavors, not all of which fit our model. I thought I’d outline some things I’m looking for to help you decide if this fits what you’re looking for:

• You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.
• You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier
• You hold your team to a high standard and don’t shy away from getting into the details and giving feedback, even to the best folks on your team.
• You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback.
• You know what exceptional engineers look like. You’ve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them.
• You’re good at thinking about product, business, and maybe even design, but you’re not interested in calling the shots and are more interested in building a team that can make the best decisions without you.
• You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops.

Put another way, you shouldn’t apply if:

• You don’t enjoy coding or don’t find time to stay up-to-date on technology.
• You’ve gotten into management because it was the only growth path available
• You want to make all the product decisions instead of empowering your team to make those calls.
• You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done.
• A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.
• You're not optimistic or convinced that we can build a large engineering team that functions differently than the status quo.

What We’re Building

Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. Ashby provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We have many customers, great revenue growth, years of runway, and amazing investors. Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work.

Engineering Culture

Our engineering culture is motivated by our co-founders belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!).

Give Engineers Ownership & Autonomy

We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. As a manager at Ashby, you'll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.

Put Effort into Diversity

Diverse teams drive innovation and better outcomes. Today, 26% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.

Interview Process

Six interviews in the following order: Intro Call, Past Experience Deep Dive, Technical Screen, Coffee Chat with VP of Engineering, Meet the Team. I will be your main point of contact and prepare you for interviews.

Technology Stack

TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.

Benefits

Competitive salary and equity. 10-year exercise window for stock options. Unlimited PTO with four weeks recommended per year. Generous equipment, software, and office furniture budget. $100/month education budget.

Equal opportunity statement.