Cadre
Engineering Manager - Product Engineering
Cadre, San Francisco, California, United States, 94199
Why This Role Exists
We have strong engineers but no dedicated people/process leader. You'll introduce lightweight ways of working, cultivate talent, and make delivery predictable so founders can stay focused on product vision and fundraising.
What You'll Do (First 12 Months) Team Rhythms
-Create a simple operating cadence-planning, async status signals, demo / feedback loops, and post-incident reviews-pruning or evolving rituals as we scale. Delivery Health
- Track a small set of engineering-health metrics (lead time, deploy frequency, incident count). Spot patterns early and remove blockers before they escalate. People Growth
- Run weekly 1-on-1s, craft explicit growth plans, and deliver direct feedback. Raise internal coaches, not dependencies on you. Scope Clarity
- Partner with Product & Design to translate high-level ideas into well-defined work, balance new features with tech-debt pay-down, and keep trade-offs visible. Hiring & Onboarding
- Close 3-5 high-bar engineers this year. New hires merge to production in week 1 and feel fully ramped by day 30. On-Call & Reliability
- Shape a rotation that meets customer SLAs while protecting engineer well-being; ensure every incident ends with a concise, actionable review. What Success Looks Like
90 Days
- Team rituals agreed and running; each engineer has a growth plan; first hire signed. 6 Months
- Delivery predictability ±15 % to plan; mean time-to-restore under 30 min; five hires fully productive. 12 Months
- Healthy on-call rotation; tech-debt backlog prioritized and 25 % burned; engineers cite you as the #1 reason they're growing here.
Salary: $215k-$250k base + equity
We have strong engineers but no dedicated people/process leader. You'll introduce lightweight ways of working, cultivate talent, and make delivery predictable so founders can stay focused on product vision and fundraising.
What You'll Do (First 12 Months) Team Rhythms
-Create a simple operating cadence-planning, async status signals, demo / feedback loops, and post-incident reviews-pruning or evolving rituals as we scale. Delivery Health
- Track a small set of engineering-health metrics (lead time, deploy frequency, incident count). Spot patterns early and remove blockers before they escalate. People Growth
- Run weekly 1-on-1s, craft explicit growth plans, and deliver direct feedback. Raise internal coaches, not dependencies on you. Scope Clarity
- Partner with Product & Design to translate high-level ideas into well-defined work, balance new features with tech-debt pay-down, and keep trade-offs visible. Hiring & Onboarding
- Close 3-5 high-bar engineers this year. New hires merge to production in week 1 and feel fully ramped by day 30. On-Call & Reliability
- Shape a rotation that meets customer SLAs while protecting engineer well-being; ensure every incident ends with a concise, actionable review. What Success Looks Like
90 Days
- Team rituals agreed and running; each engineer has a growth plan; first hire signed. 6 Months
- Delivery predictability ±15 % to plan; mean time-to-restore under 30 min; five hires fully productive. 12 Months
- Healthy on-call rotation; tech-debt backlog prioritized and 25 % burned; engineers cite you as the #1 reason they're growing here.
Salary: $215k-$250k base + equity