Come build at the intersection of AI and fintech. At Ocrolus, we’re on a mission to help lenders automate workflows with confidence—streamlining how financial institutions evaluate borrowers and enabling faster, more accurate lending decisions.

Our AI workflow and analytics platform for lenders is trusted at scale, processing nearly one million credit applications every month across small business, mortgage, and consumer lending. By integrating state-of-the-art open- and closed-source AI models with our human-in-the-loop verification engine, Ocrolus captures data from financial documents with over 99% accuracy. Thanks to our advanced fraud detection and comprehensive cash flow and income analytics, our customers achieve greater efficiency in risk management, and provide expanded access to credit—ultimately creating a more inclusive financial system.

Trusted by more than 400 customers—including industry leaders like Better Mortgage, Brex, Enova, Nova Credit, PayPal, Plaid, SoFi, and Square—Ocrolus stands at the forefront of AI innovation in fintech. Join us, and help redefine how the world’s most innovative lenders do business.

About the Role

We’re looking for an experienced mortgage underwriting leader to build and lead a team of underwriters responsible for validating the quality of our AI-powered underwriting products. This team serves as the final line of defense in ensuring our products make accurate, guideline-compliant underwriting decisions.

Your team will review a statistically representative sample of production loans every day, evaluating the accuracy of automated underwriting outputs, identifying trends, and uncovering opportunities to improve product quality. You’ll transform detailed underwriting findings into actionable insights that Product, Engineering, and Machine Learning teams can use to improve product performance.

Success in this role requires deep underwriting expertise, strong people leadership, exceptional analytical skills, and the ability to communicate complex mortgage concepts in a way that drives product improvements.

Key Responsibilities

Team Leadership

Lead, and develop a high-performing team of mortgage underwriters responsible for quality assurance of Ocrolus mortgage products.

• Hire, onboard, coach, and manage team performance while fostering continuous professional development.
• Manage workforce planning, review capacity, and quality coverage to ensure consistent daily sampling and analysis.
• Serve as the senior underwriting subject matter expert for the QA team, providing guidance on complex underwriting scenarios a

Underwriting Quality Assurance

• Oversee daily reviews of a representative sample of production loan files to validate the accuracy and consistency of mortgage product output
• Drive consistency in QA scoring, documentation, and root cause analysis across the team.

Product Quality & Insights

• Identify trends, recurring defects, and opportunities for product improvement through systematic QA reviews.
• Distinguish between isolated issues and systemic product gaps using data-driven analysis.
• Translate underwriting observations into clear language that engineering and product teams can understand and act upon.

Cross-Functional Collaboration

• Partner closely with Product, Engineering, Machine Learning, and Customer Success to improve underwriting accuracy.
• Participate in product planning by representing the voice of underwriting quality.
• Support customer-facing teams by providing underwriting expertise for complex product questions and escalations when needed.

Required Skills & Experience

• 8+ years of residential mortgage underwriting experience, including significant experience with agency lending.
• 3+ years managing or leading teams of mortgage underwriters or quality assurance professionals.
• Deep expertise in residential mortgage underwriting, including borrower eligibility, income analysis, asset verification, credit assessment, collateral review, appraisal analysis, underwriting conditions, and agency guideline interpretation.
• Demonstrated ability to identify trends, perform root cause analysis, and translate findings into process or technology improvements.
• Exceptional written and verbal communication skills with the ability to simplify complex underwriting concepts for technical audiences.
• Strong analytical mindset with experience using data to identify quality trends
• Experience working with Loan Origination Systems (Encompass, Byte, etc.) and mortgage technology platforms.
• Experience partnering with Product or Engineering teams is strongly preferred.

Life at Ocrolus

We’re a team of builders, thinkers, and problem solvers who care deeply about our mission — and each other. As a fast-growing, remote-first company, we offer an environment where you can grow your skills, take ownership of your work, and make a meaningful impact.

Our culture is grounded in four core values: Empathy – Understand and serve with compassion

Curiosity – Explore new ideas and question the status quo Humility – Listen, be grounded, and remain open-minded

Ownership – Love what you do, work hard, and deliver excellence

We believe diverse perspectives drive better outcomes. That’s why we’re committed to fostering an inclusive workplace where everyone has a seat at the table, regardless of race, gender, gender identity, age, disability, national origin, or any other protected characteristic.

We look forward to building the future of lending together.

Highlights:

• Location: Portugal, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €7,700 - €8,800 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• Private medical insurance for the employee and their family
• 22 paid vacation days per year
• Up to 14 paid public holidays per year
• 5 company-paid sick leave days
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• Co-working
• €50 monthly allowance to cover internet and mobile phone expenses
• Remote working

**Please note: All official correspondence from Fundraise Up will exclusively originate from the @fundraiseup.com domain. Exercise caution and ensure the authenticity of emails claiming to be from our company.***

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Highlights:

• Location: Serbia, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: 968,000 - 1,078,000 Serbian dinars gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• Private medical insurance for the employee and their family
• 20 paid vacation days per year
• 15 paid public holidays per year
• 5 company-paid sick leave days
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• Co-working
• Remote working

**Please note: All official correspondence from Fundraise Up will exclusively originate from the @fundraiseup.com domain. Exercise caution and ensure the authenticity of emails claiming to be from our company.***

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

What is Teachable?

Teachable is the platform for experts and businesses who take education seriously. In a world where anyone can ask AI for information, we’re the home for those who educate with purpose, modernity, and humanity. We help experts and businesses scale their impact and operations through courses, coaching, and digital downloads that students actually love. From a finance expert teaching Python for investment analysis to a multilingual coach offering business Spanish for executives, Teachable powers human-led learning that drives student trust, connection, and results. With a sleek, intuitive interface and AI as a time-saving partner, the platform enables transformative education rooted in real-world experience. Teachable experts have lived it—that’s why they teach it.Are you ready to join a dynamic, cross-cultural team at an exciting turning point in our company’s journey?

Part of the global Hotmart Company portfolio, whose platforms have helped creators, experts, and businesses earn more than $10 billion, Teachable continues to cement itself as a true industry leader. Together, Teachable and Hotmart are delivering market-leading products that prioritize student outcomes, business growth, and flexibility. If you have big ideas, relish the chance to challenge convention, and deeply believe in the power of real-world learning to shape the future, we want you on our team!

Teachable is a no-code platform for creators who want to build a more impactful business through courses, coaching, downloadable content, and community. With Teachable, creators can engage their online audiences and get paid-on their own terms. Today, tens of thousands of creators use Teachable to share their knowledge and, to date, have reached more than 46 million students around the world.

Are you ready to join a dynamic, cross-cultural team at an exciting turning point in our company’s journey? Now part of the global Hotmart Company portfolio, Teachable continues to take the creator economy by storm as a true industry leader. Together, Teachable and Hotmart are delivering market-leading products that prioritize creator control and flexibility, alongside meaningful partnership and support from our team. If you have big ideas, relish the chance to challenge convention, and deeply believe in the power of creators to shape the future, we want you on our team!

What is the role?

We’re looking for an Engineering Manager to lead and grow the engineers within our team. This individual will balance people management, delivery leadership, and cross-functional collaboration to ensure our team delivers high-impact projects that support Teachable’s business goals.

This contract is CLT and paid in $BRL.

What You’ll Bring:

• Manage, coach, and mentor 4 software engineers, providing performance feedback, and helping them develop their careers;
• Establish and improve department processes in all areas including software development, operational efficiency, and delivery to achieve operational excellence;
• Partner with Engineering leadership to help determine Engineering department strategy, tackle team-wide inefficiencies, and promote a culture of continuous improvement;
• Drive management initiatives across the Engineering department and Technology organization, e.g hiring, career development, policies, budgets, etc;
• Engage in sponsorship of Engineering-wide guilds, projects, and activities;
• Collaborate and communicate with other pods and functions (Product Management, Product Design, Marketing) on cross-team and cross-functional initiatives;
• Lead successful development and delivery of pod projects and operations;
• Partner with engineering leadership to help determine Engineering-wide department strategy, tackle department-wide inefficiencies;
• Upholds Teachable values, including building and growing as part of a diverse team.

What You’ll Bring:

• 5+ years of software engineering experience, with 1-2+ years of combined tech leadership or people management;
• Proficient at project management; has a track record of making tradeoffs to deliver projects on time, with a high degree quality, and with a focus on achieving business goals;
• Experience leading technical initiatives with impact across multiple teams or domains;
• Thrives in ambiguity and can make forward progress in situations when given minimal guidance;
• The relentless drive for continuous improvement and ownership with proven ability to instill in their teams;
• Experience mentoring individual contributors of different seniority levels and specializations;
• Has effectively recruited, hired, and led diverse engineering teams.

Additional Details:

At Teachable, we are committed to providing fair and competitive pay (using market data to inform our pay bands), rewarding high performance, and ensuring all employees have the opportunity and ability to impact Teachable’s overall company value. Base salaries will be reviewed at regular intervals throughout the year, typically following performance review cycles currently conducted annually or in conjunction with a promotion.

While Teachable maintains our NY office for local employees to use, we operate as a remote-first culture in order to give our employees added flexibility. In order to maintain connection and create a community beyond the screen, Teachable holds in-person events throughout the year, where employees and teams can come together for bonding, strategic alignment, goal-setting, and celebrations!

Teachable encourages individuals from a broad diversity of backgrounds to apply for positions. We are an equal opportunity employer, meaning we’re committed to a fair and consistent interview process. Please tell us in your application if you require an accommodation to apply for a job or to perform your job.

What is Teachable?

Teachable is the platform for experts and businesses who take education seriously. In a world where anyone can ask AI for information, we’re the home for those who educate with purpose, modernity, and humanity. We help experts and businesses scale their impact and operations through courses, coaching, and digital downloads that students actually love. From a finance expert teaching Python for investment analysis to a multilingual coach offering business Spanish for executives, Teachable powers human-led learning that drives student trust, connection, and results. With a sleek, intuitive interface and AI as a time-saving partner, the platform enables transformative education rooted in real-world experience. Teachable experts have lived it—that’s why they teach it.Are you ready to join a dynamic, cross-cultural team at an exciting turning point in our company’s journey?

Part of the global Hotmart Company portfolio, whose platforms have helped creators, experts, and businesses earn more than $10 billion, Teachable continues to cement itself as a true industry leader. Together, Teachable and Hotmart are delivering market-leading products that prioritize student outcomes, business growth, and flexibility. If you have big ideas, relish the chance to challenge convention, and deeply believe in the power of real-world learning to shape the future, we want you on our team!

Teachable is a no-code platform for creators who want to build a more impactful business through courses, coaching, downloadable content, and community. With Teachable, creators can engage their online audiences and get paid-on their own terms. Today, tens of thousands of creators use Teachable to share their knowledge and, to date, have reached more than 46 million students around the world.

Are you ready to join a dynamic, cross-cultural team at an exciting turning point in our company’s journey? Now part of the global Hotmart Company portfolio, Teachable continues to take the creator economy by storm as a true industry leader. Together, Teachable and Hotmart are delivering market-leading products that prioritize creator control and flexibility, alongside meaningful partnership and support from our team. If you have big ideas, relish the chance to challenge convention, and deeply believe in the power of creators to shape the future, we want you on our team!

What is the role?

We’re looking for an Engineering Manager to lead and grow the engineers within our team. This individual will balance people management, delivery leadership, and cross-functional collaboration to ensure our team delivers high-impact projects that support Teachable’s business goals.

This contract is CLT and paid in $BRL.

What You’ll Bring:

• Manage, coach, and mentor 4 software engineers, providing performance feedback, and helping them develop their careers;
• Establish and improve department processes in all areas including software development, operational efficiency, and delivery to achieve operational excellence;
• Partner with Engineering leadership to help determine Engineering department strategy, tackle team-wide inefficiencies, and promote a culture of continuous improvement;
• Drive management initiatives across the Engineering department and Technology organization, e.g hiring, career development, policies, budgets, etc;
• Engage in sponsorship of Engineering-wide guilds, projects, and activities;
• Collaborate and communicate with other pods and functions (Product Management, Product Design, Marketing) on cross-team and cross-functional initiatives;
• Lead successful development and delivery of pod projects and operations;
• Partner with engineering leadership to help determine Engineering-wide department strategy, tackle department-wide inefficiencies;
• Upholds Teachable values, including building and growing as part of a diverse team.

What You’ll Bring:

• 5+ years of software engineering experience, with 1-2+ years of combined tech leadership or people management;
• Proficient at project management; has a track record of making tradeoffs to deliver projects on time, with a high degree quality, and with a focus on achieving business goals;
• Experience leading technical initiatives with impact across multiple teams or domains;
• Thrives in ambiguity and can make forward progress in situations when given minimal guidance;
• The relentless drive for continuous improvement and ownership with proven ability to instill in their teams;
• Experience mentoring individual contributors of different seniority levels and specializations;
• Has effectively recruited, hired, and led diverse engineering teams.

Additional Details:

At Teachable, we are committed to providing fair and competitive pay (using market data to inform our pay bands), rewarding high performance, and ensuring all employees have the opportunity and ability to impact Teachable’s overall company value. Base salaries will be reviewed at regular intervals throughout the year, typically following performance review cycles currently conducted annually or in conjunction with a promotion.

While Teachable maintains our NY office for local employees to use, we operate as a remote-first culture in order to give our employees added flexibility. In order to maintain connection and create a community beyond the screen, Teachable holds in-person events throughout the year, where employees and teams can come together for bonding, strategic alignment, goal-setting, and celebrations!

Teachable encourages individuals from a broad diversity of backgrounds to apply for positions. We are an equal opportunity employer, meaning we’re committed to a fair and consistent interview process. Please tell us in your application if you require an accommodation to apply for a job or to perform your job.

We are looking for a highly technical, hands-on Tech Lead to guide a small feature team of 3 to 4 engineers. We are not looking for an administrative manager who...

About Ethos

Ethos is a leading life insurance technology company on a mission to protect families by democratizing access to life insurance and empowering agents at scale. With its robust three-sided technology platform, Ethos is transforming the life insurance experience for consumers, agents, and carriers alike. Ethos offers instant, accessible products and a seamless online process that requires no medical exams and just a few health questions; it eliminates traditional barriers, making it easier than ever for everyone to protect their families. Ethos is redefining how life insurance is bought, sold, and underwritten.

About the role

We’re hiring a Video Production Lead to run the machine behind our video output on linear, OTT and UGC. This is a hands-on, individual contributor role for someone who has built production frameworks from the ground up: someone who can scope a project, build the timeline and budget, coordinate talent and locations and all the invisible logistics needed to execute it, and manage it through to a finished asset. You’ll oversee production operations across our performance marketing, focussing primarily on our UGC shoots, and direct response tv campaigns, bringing structure and speed to a fast, high-volume environment.

You’ll partner closely with creative directors, growth marketers, and partner agencies, production companies, and freelancers, turning briefs into production plans the whole team can execute against. You’ll flag risks before they become problems and give the team a clear system to plan around.

Duties and Responsibilities:

• Own video production projects end to end, managing scope, budget, and schedule from brief through final delivery
• Lead pre-production: casting, locations, crew, permits, and logistics, so every shoot day starts ready
• Oversee high-volume asset versioning and resizing across formats and channels, ensuring nothing falls through the cracks at scale
• Run compliance reviews on creative assets before delivery, flagging claims or content that need legal sign-off
• Partner with editors, motion designers, and post-production vendors to make sure final assets are delivered on time
• Act as the primary point of contact for stakeholders throughout a project, representing creative priorities and standards from kickoff to wrap
• Manage relationships with outside production vendors, freelancers, and agencies, and know when to bring work in-house versus outsource
• Draft, negotiate, and manage contracts and statements of work for production vendors, freelancers, and agencies, partnering with legal as needed
• Source and vet new production partners, agencies, and freelancers, bringing your own network and relationships to expand our roster of trusted talent and vendors
• Track usage rights and licensing terms for talent appearing in paid social, TV, and radio, and manage renewals to keep all usage in compliance ahead of expiration
• Juggle multiple concurrent projects, from quick-turn social content to larger brand and product videos, while being able to identify and flag additional resourcing needs
• Spot opportunities to make the production process faster and more efficient as volume grows
• Support creative operations in daily tasks, such as maintaining project boards, stakeholder correspondence, managing compliance review workflows and removing blockers for creative team

Qualifications and Skills:

• 8+ years of experience in video production, with a track record of owning shoots and productions from concept through delivery
• Experience negotiating and managing vendor/production contracts, SOWs, and talent usage agreements
• An existing network of production partners, agencies, and freelancers you can activate quickly
• Comfort operating in ambiguity and moving fast without sacrificing quality
• Working knowledge of the production and post-production process, including casting, locations, crew, and standard editing and motion tools
• Excellent communication skills. You can brief a director, calm a nervous stakeholder, and give an editor clear notes, sometimes all in the same day
• A collaborative mindset and genuine curiosity about what makes video perform, not just what makes it look good
• Experience utilizing AI tools and building AI workflows to bring quantifiable efficiencies to production processes
• You are an operations and process minded person who is able to shift between creative operations and video production seamlessly

#LI-Remote #LI-CM1

The US national base salary range for this full-time position is $105,000 - $185,000. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

Please note that the compensation details listed in US role postings reflect the base salary only and do not include applicable bonus, equity, or benefits.

You can find further details of our US benefits at https://www.ethoslife.com/careers/

Don’t meet every single requirement? If you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. At Ethos we are dedicated to building a diverse, inclusive and authentic workplace.

We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Pursuant to the SF Fair Chance Ordinance, we will consider employment for qualified applicants with arrests and conviction records.

To learn more about what information we collect and how it may be used, please refer to our California Candidate Privacy Notice.

Recruitment Notice: Please be aware of recruitment scams. All legitimate communication from our team will only come from email addresses ending in @ethos.com or @getethos.com. We will never ask for payment, banking details, or sensitive personal information during the hiring process. If you are contacted by someone claiming to represent us from a different email address, please treat it as fraudulent.

Highlights:

• Location: Poland, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €6,500 - €7,300 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• 31 days off
• 100% paid telemedicine plan
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Co-working
• Remote working

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Highlights:

• Location: Spain, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €8,200 - €8,300 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• Private medical insurance for the employee and their family
• 23 paid vacation days per year
• 11 paid public holidays per year
• 5 company-paid sick leave days
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• Co-working
• Remote working

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Highlights:

• Location: Poland, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €6,500 - €7,300 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• 31 days off
• 100% paid telemedicine plan
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Co-working
• Remote working

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Highlights:

• Location: Spain, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €8,200 - €8,300 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• Private medical insurance for the employee and their family
• 23 paid vacation days per year
• 11 paid public holidays per year
• 5 company-paid sick leave days
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• Co-working
• Remote working

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Highlights:

• Location: Poland, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €6,500 - €7,300 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• 31 days off
• 100% paid telemedicine plan
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Co-working
• Remote working

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Highlights:

• Location: Spain, Remote
• Language: Fluent in English and Russian

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9⁄5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

A Truly Global Product

We operate in the enterprise segment, serving nonprofit organizations across North America, the United Kingdom, Australia, and Europe.

We’re building a large and complex product ecosystem that serves nonprofits, donors, and partners around the world. The platform includes a modern checkout experience and customizable widgets (each a standalone SPA), donor, organization, and partner portals, admin tools, and several internal apps.

Our backend is powered by Node.js (Koa, NestJS) and MongoDB. The frontend stack includes Webpack, Vue.js, and React, with nearly all code written in TypeScript. For high-throughput messaging and background processing, we use Kafka (for millions of events) and Bull (Redis). Analytics data is stored in ClickHouse, and we use Elasticsearch for search.

The Team

We are a distributed team of 160+ product professionals, including 80+ engineers. Our team members are mainly based across Spain, Poland, Portugal, Georgia, Armenia, Serbia, Turkey, and Cyprus. Despite our scale, we operate like a focused team — where every task matters and every voice is heard. We value thoughtful collaboration, strong engineering practices, and a product mindset.

About the Role

Engineering orgs rarely stall because nobody can decide. They stall because nobody owns the decision.

You build and run the operating system of our engineering organization: the leadership cadence, the OKR and QBR cycle, the record of decisions and follow-ups, and the executive synthesis that reaches the CTO, the exec team, and — when the topic calls for it — the CEO and board. You work through process and influence rather than line authority; the engineering directors continue to report to the CTO, and architecture and technical strategy stay with the CTO, the directors, and our staff and principal engineers.

This is a senior leadership role, not an executive-assistant one. You are not measured by how much you own — you are measured by how fast ownerless chaos becomes clear ownership, and how cleanly you hand it off. Our engineering leadership and much of the company work in English across European and US hours.

What You’ll Do

• Run the engineering leadership cadence. Own director-level syncs and the leadership rhythm end to end: agenda, documented decisions, follow-through.
• Take over the quarterly OKR and QBR cycle. This sits with the CTO personally today and is the single biggest reason QBR consumes his time. You drive teams to set and update objectives, chase the follow-ups, surface where they slip, and prepare the reviews.
• Keep one live record of leadership decisions and commitments, and chase every one to closure by its agreed date.
• Scan continuously for stalled or ownerless cross-team work — the kind that quietly dies when a delegated project’s loop never closes — and bring it back on track with a named owner.
• Drive special projects to a chartered state, then hand them off — and stop holding them. Recent live examples: rolling out a new product-defined work-distribution model and its org-structure documentation; standing up a cross-departmental data team and driving the Analytics-vs-Engineering ownership question to a decision; running vendor selection, procurement, and the CEO-facing business case for an external security-consulting engagement; coordinating an internal AI-agent platform program across several teams; running technical audits, platform evaluations, and tool pilots. You own the coordination, planning, and tracking — the technical substance and the buy-vs-build verdict stay with the relevant engineers and leaders.
• Turn complex organizational and project inputs into concise, decision-ready material for the CTO, the executive team, and board-level audiences.
• Facilitate delegated decisions to closure — documented, escalated when they stall, communicated to the people they affect — so nothing waits on a calendar slot or gets re-litigated. You drive the process; you do not speak for the CTO or make the call in his place.
• Standardize how engineering leadership plans, tracks, and communicates. Build the rituals, templates, and operating rhythm that keep the org coordinated without being prescriptive at the team level.
• Partner across the organization on cross-cutting initiatives, procurement, pilot contracts, and engineering tool budgeting — see the interfaces below.

At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Cross-Department Interfaces

• Engineering Directors — alignment on execution, OKRs, and resolution of systemic bottlenecks. These are the people whose initiatives you coordinate without managing.
• Product — new work-distribution models, the AI-agent platform, and most cross-cutting initiatives originate or terminate here.
• Data / Analytics — the data-team ownership question and the data/agent platform sit across this boundary.
• Executive Team — data gathering and synthesis for board meetings and executive reporting.
• BizOps — co-stakeholder on security and other operational initiatives.
• Finance, Legal & IT — procurement, contract negotiation for pilots, and engineering tool budgeting.

Role Boundaries (What You Won’t Do)

• Administrative Support. This is a senior leadership role, not a PA or EBA.
• Technical Authority. You do not own architecture or technical strategy, and you are not expected to be the technical authority in the room or to arbitrate engineering trade-offs. Those stay with the CTO, directors, and staff/principal engineers.
• Direct Execution. You do not manage engineering teams or own product delivery timelines. These remain with the engineering directors.
• Final Accountability. You operate within the CTO’s established direction and facilitate decisions; you do not make them in his place. The CTO retains final accountability for technical strategy, allocation, and organizational structure.

Key Performance Indicators

The first 90 days are about setup, not metrics: establish the cadence, map the ownerless initiatives, take over the OKR/QBR loop, and set the baselines. From there, reviewed quarterly:

• % of leadership follow-ups closed by their agreed date.
• Cross-team initiatives with a named DRI and a live checkpoint — versus work that is ownerless or untracked.
• OKR freshness — share of engineering OKRs with a current owner, status, and checkpoint date, with drift reduced quarter over quarter.
• Operational threads removed from the CTO’s plate, quarter over quarter.
• Stalled or lost cross-team projects surfaced and reactivated per quarter.
• Initiatives handed off to a permanent owner — versus retained personally. A rising “retained” count is a warning sign, not a success.
• % of hand-offs that actually landed — with an accepted owner, scope, next checkpoint, and success criteria, so a hand-off is a real transfer rather than a formal toss.

Requirements

• Engineering-operations / TPM leadership. A track record running the operating system of an engineering organization — most likely as a TPM lead, head of engineering operations, or equivalent. You have owned cadence, planning, and cross-team coordination at org scale.
• Cross-functional delivery. Demonstrated ownership of ambiguous, multi-team initiatives that you coordinated, drove, and landed through influence without direct authority.
• Executive synthesis. A track record of turning raw, complex information into brief, decisive, executive-level material.
• Operating discipline. You build durable systems and follow-up loops, not just meetings.
• Works well with engineers. You operate effectively alongside engineers, EMs, and directors and earn their trust through reliability and follow-through. Enough fluency to follow technical discussions and coordinate them — without needing to be the technical authority or make architecture calls.
• Languages: Fluent English (C1+) and Russian for internal and external technical communications.

Nice to Have

• Prior Chief of Staff, Engineering Operations, or TPM-lead experience reporting into engineering leadership.
• Experience driving operational efficiency in engineering orgs of 100+ people, including use of automation and AI tooling to keep teams lean.
• Procurement, vendor-contracting, or budgeting experience.
• Nonprofit-tech or payments-domain familiarity.
• Familiarity with our environment is an advantage: Node.js/NestJS, React, MongoDB, ClickHouse, Kafka, Cloudflare; PCI DSS 4.0.1, SOC 2 Type II, ISO 27001.

You’ll Thrive Here If You

• Find an ownerless problem and can’t leave it alone until it has a name attached to it.
• Would rather build the loop that closes follow-ups than personally chase every one forever.
• Can say “this decision is stuck and here’s who needs to make it” to a director — and stay welcome in the room.
• Hold your position with senior people when you believe you’re right, and change it quickly when you’re not.
• Measure yourself by what you successfully gave away, not by what accumulated on your plate.
• Write clearly and short, especially when the underlying situation is messy.
• Take the operating cadence seriously as a product: versioned, improved, and never left to run on habit.
• Are motivated by what the platform funds — the nonprofits on the other side of every donation.

Compensation

• The compensation range for this role is: €8,200 - €8,300 gross per month.
• Final compensation will be determined based on relevant experience, skills, qualifications, and alignment with the role’s requirements.

Benefits

• Private medical insurance for the employee and their family
• 23 paid vacation days per year
• 11 paid public holidays per year
• 5 company-paid sick leave days
• English learning courses
• Relevant professional education
• Gym or swimming pool
• Home Office Setup Assistance: the company offers assistance with purchasing furniture (office chair, office desk, monitor) and other items to create a comfortable workspace
• Co-working
• Remote working

We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other characteristic protected by applicable law in the countries where we operate.

Role SummaryThe front-office Quality Lead owns quality outcomes for the CRM, C&I, and Web teams — leading a small group of QA analysts and QE engineers day to day, while acting as the single point of contact for quality within those teams' sprint cycles, releases, and design conversations.

We’re the Moonpig Group – home to Moonpig, Greetz, Red Letter Days and Buyagift – and we’re on a mission to make people feel loved, celebrated and remembered. Whether it’s a card that gets them laughing out loud or a gift that makes their day, we help people stay close, no matter the miles.

We’re proud to be leading the online gifting revolution, with brilliant products, clever tech and a whole lot of heart. Our platform makes it easy to create moments that matter – packed with personal touches and delivered with care.

We’re not just about selling cards or gifts – we’re here to spread joy, spark smiles and make every celebration feel extra special. And with values that guide how we work and support one another, we’ve built a place where people (and ideas) can truly thrive.

If you’re looking to make an impact, bring your spark and be part of something meaningful – we’d love to have you on the team. 🌙🐷

Head of Data Platforms (15 Month Fixed Term Contract – Maternity Cover) | 📍London – Hybrid (2 days per week in the office) | 💰Competitive Salary + Benefits

We’re looking for a Head of Data Platforms to join Moonpig on a 15-month Fixed Term Contract.

Based in London with hybrid working (2 days per week in the office), you’ll lead our Data Platform team through an exciting period of growth and strategic delivery.

This is a leadership role focused on our high performing team, delivery and operational excellence. You’ll lead engineering managers, ICs and teams, shape the Data Platform roadmap, oversee strategic technology partners and vendors, and ensure our platform continues to operate reliably at scale. While a technical background is important, this isn’t a hands on architecture role.

Working as part of the Data Leadership Team, you’ll partner closely with Engineering, Product, Commercial teams and strategic technology partners to deliver a scalable, reliable data platform that enables better decision-making across the business.

We’re looking to move fast so you must be available to join by mid-late September 2026.

Key Responsibilities:

• Lead multiple engineering teams across the Data Platform organisation, supporting managers and building an inclusive, high-performing culture.
• Deliver the Data Platform roadmap, balancing strategic objectives with changing business priorities.
• Lead complex cross-functional programmes across Data and Technology, managing risks, dependencies and successful delivery.
• Drive quarterly planning, governance and operational oversight across the Data Platform portfolio.
• Build trusted relationships with senior stakeholders across Engineering, Product, Commercial and Data teams.
• Own strategic vendor relationships, supplier performance, commercial governance and contract oversight.
• Partner with Procurement and Finance to maximise value from technology investments.
• Ensure the reliability, scalability and operational health of the Data Platform.
• Maintain Technology Risk ownership and support operational readiness during peak trading periods.
• Champion engineering excellence through continuous improvement, governance and sustainable platform operations.
• Translate organisational strategy into clear delivery priorities and operational roadmaps.
• Improve engineering processes, ways of working and organisational effectiveness.
• Support organisational design, hiring, succession planning and leadership development.
• Coach Engineering Managers and help develop high-performing teams.

About you:

• Experience leading Data Engineering, Platform Engineering or Data Platform teams
• We’d love to hear from experienced Senior Data Engineering Managers, Heads of Data Engineering, Heads of Platform Engineering or similar technology leaders looking for their next challenge.
• Proven experience leading managers and building high-performing engineering teams.
• Strong programme delivery experience, with a track record of delivering strategic roadmaps across multiple teams.
• Excellent stakeholder management skills, with the ability to influence technical and non-technical leaders.
• Experience managing technology vendors, supplier relationships and commercial governance.
• Comfortable balancing operational delivery with long-term planning and organisational priorities.
• Strong understanding of engineering operations, governance and platform reliability.
• A background in Data Engineering, Platform Engineering or Data Platforms, with the ability to work effectively alongside technical specialists. Deep technical architecture expertise isn’t essential.
• Confident leading through ambiguity, bringing clarity and direction in evolving environments.
• Experience with cloud data platforms such as Snowflake, dbt and AWS would be beneficial.
• Experience working within a high-growth technology business or exposure to AI and Machine Learning platforms would be an advantage.

What’s in it for you?

We believe in empowering our team to do their best work. Enjoy:

💰 Competitive Pay & Bonuses: Plus, generous pension plans & staff discounts.

💆🏽 Wellbeing First: Private healthcare (UK) and mental health support

🏖️ Flexible Working & Time Off: Generous holidays, hybrid working (1-3 days in office, depending on role/team) & up to 20 days of international working.

📈 Career Growth: Learning allowances, coaching & development programs.

Want to know more?

Explore our full benefits package: here

Check out our podcast, tech blog and product blog to hear more about how we work and what we’re building!

Our Ways of Working:

We trust our colleagues to do what’s right and offer flexibility to support a balance between work and life. At the same time, face-to-face office time is an important and expected part of working at Moonpig Group. We believe regular in-person working supports collaboration, alignment, and effective decision-making. Candidates will have regular and ongoing time working from the office as part of their role, which will be discussed during the recruitment process.

Moonpig Group’s Commitment to Equality, Diversity, and Inclusivity:

At Moonpig Group, we’re all about creating a workplace where everyone feels they truly belong. We celebrate what makes each of us unique, whether that’s our background, how we work best, or what matters most to us.

From working parents who need flexible hours to neurodiverse colleagues with specific working styles, we’re here to support our people in ways that work for them. Because when you feel valued and included, you can thrive, and so can we.

We’re proud to have a number of employee-led groups driving this forward, including our LGBTQ+, Gender Balance, Neurodiversity and EMBRACE (Educating Myself for Better Racial Awareness and Cultural Enrichment) communities, plus our Group-wide EDI committee. These teams help make sure every voice is heard and every idea has a place.

We know that diversity fuels creativity, innovation and connection, and that’s why we’ll keep pushing for progress. Together, we’re building a culture where everyone feels safe, supported, and free to be their brilliant, authentic selves.

If you have a preferred name, please use it to apply and share your pronouns if you are comfortable to do so😊 - If you have any reasonable adjustment requests throughout the interview process please let us know on your application or speak to the Recruiter.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.

About Us

Fivetran and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data.

Together, we’re delivering the data infrastructure layer that helps organizations move, transform, and trust their data — from the moment data moves, through every transformation, to the context teams and AI systems rely on.

Fivetran helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. Together, we support thousands of organizations as they build a trusted foundation for analytics, AI, and better business decisions.

As we bring our teams and technology together, we’re building on the strengths of both companies while continuing to deliver the products and experiences our customers know and trust. It’s an exciting time to join us: we’re creating a company with the scale, talent, and technology to help more organizations put their data to work with greater speed, confidence, and impact.

​

During this transition period, you may see references to both Fivetran and dbt Labs throughout our recruiting process as we integrate our teams, systems, and career sites.

About the Role

We’re hiring an Engineering Manager to lead the Semantic Layer team in Bengaluru. You’ll own the health, delivery, and growth of the team behind MetricFlow — building and coaching a group of engineers, setting technical direction in partnership with your leads, and ensuring one of the most important projects in the modern data stack keeps shipping with quality and momentum.

This is a hands-on leadership role. You’ll spend most of your time growing people, running a healthy delivery process, and shaping strategy — but you’ll stay close enough to the code and the architecture to make sound technical calls and earn the trust of a senior engineering team. You’ll also be the steward of a public, community-facing open-source project, balancing the needs of internal roadmap and external contributors.

About the team

The Semantic Layer team owns the systems that turn dbt models into trusted, reusable business metrics. At the heart of this is MetricFlow — the open-source semantic engine that powers the dbt Semantic Layer. MetricFlow lets data teams define metrics once in code and consume them consistently across BI tools, notebooks, AI agents, and downstream applications.

This team is the steward of MetricFlow as an open-source project: shipping releases, reviewing community contributions, evolving the query compiler, and ensuring it integrates cleanly with the broader dbt ecosystem. The team works at the intersection of language design, query compilation, and distributed data execution — solving problems that directly shape how thousands of organizations measure their business.

What you’ll do

• Lead, coach, and grow a team of software engineers building MetricFlow — hiring, onboarding, career development, performance management, and day-to-day support.

• Own delivery for the Semantic Layer team: planning, prioritization, execution, and predictable shipping of high-quality software.

• Partner with your senior and staff engineers to set technical direction across metric definitions, query compilation, dimensional modeling, and SQL generation for multiple data warehouses (Snowflake, BigQuery, Databricks, Redshift, and others).

• Steward MetricFlow as an open-source project — set the bar for how the team triages issues, reviews external pull requests, manages releases, and engages the community on GitHub and in Slack.

• Collaborate with engineering leaders across the dbt platform, dbt Core, and the Semantic Layer service to ensure MetricFlow integrates seamlessly with the rest of the dbt ecosystem.

• Partner with product, design, and developer-relations counterparts to translate customer and community feedback into a clear, well-sequenced roadmap.

• Drive engineering excellence in performance, reliability, and observability of metric query execution at scale.

• Foster a culture of design docs, thoughtful code review, and durable engineering — shipping fast without shipping sloppy.

Skills we’re looking for

• Experience managing software engineering teams, including hiring, coaching, and performance management, with a track record of shipping production systems.

• A strong engineering foundation — you’ve built and shipped production software yourself and can engage credibly on architecture and technical tradeoffs with a senior team.

• Familiarity with the technical domain: SQL fundamentals, how analytical query engines and data warehouses execute queries, and systems that involve parsing, compilation, or transformation (query planners, DSL compilers, type systems, or rule-based engines).

• Solid grasp of software design principles: clean APIs, modularity, testability, and backwards compatibility — and the judgment to hold a team to them.

• Excellent written and verbal communication — you can explain complex tradeoffs clearly to engineers, product managers, and external community members.

• Experience leading in a distributed, asynchronous team environment.

Nice to have

• Experience leading or contributing to a popular open-source project, including managing a community of external contributors.

• Familiarity with dbt, MetricFlow, LookML, Cube, or other semantic-layer technologies.

• Background in data warehousing internals, query optimization, or analytical SQL dialects.

• Experience with CI/CD, GitHub Actions, and release engineering for Python libraries.

• Exposure to building developer-facing APIs, SDKs, or CLIs.

Why join us

• Impact at scale: Your team’s code will run inside the data platforms of tens of thousands of companies, including some of the world’s largest enterprises.

• Open-source ownership: You’ll lead the team behind a foundational open-source project — visible, reviewed, and used by the global data community.

• A team that values craft: We invest in design docs, code review, and durable engineering. We ship fast, but we don’t ship sloppy.

• Competitive compensation: Market-leading salary, equity, comprehensive health insurance, generous time off, learning and wellness stipends, and home-office support.

#LI-REMOTE

#LI-SA1

Perks and Benefits

• 100% employer-paid medical insurance *
• Generous paid time-off policy (PTO), plus paid sick time, inclusive parental leave policy, holidays, and volunteer days off
• RSU stock grants*
• Professional development and training opportunities
• Company virtual happy hours, free food, and fun team-building activities
• Monthly cell phone stipend
• Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.

* May vary by country and worker type - please reach out to your recruiter for more information

Click here to learn more about Fivetran’s Benefits by Region.

We’re honored to be valued at over $5.6 billion, but more importantly, we’re proud of our core values of Get Stuck In, Do the Right Thing, and One Team, One Dream. Read about us in Forbes.

Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.

To learn more about Fivetran’s culture and what it’s like to be part of the team, click here and enjoy our video.

To learn more about our candidate privacy policy, you can read our statement here.

We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don’t hesitate to submit your request by filling out this form. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.

From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.

About Us

Fivetran and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data.

Together, we’re delivering the data infrastructure layer that helps organizations move, transform, and trust their data — from the moment data moves, through every transformation, to the context teams and AI systems rely on.

Fivetran helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. Together, we support thousands of organizations as they build a trusted foundation for analytics, AI, and better business decisions.

As we bring our teams and technology together, we’re building on the strengths of both companies while continuing to deliver the products and experiences our customers know and trust. It’s an exciting time to join us: we’re creating a company with the scale, talent, and technology to help more organizations put their data to work with greater speed, confidence, and impact.

​

During this transition period, you may see references to both Fivetran and dbt Labs throughout our recruiting process as we integrate our teams, systems, and career sites.

About the Role

We’re hiring an Engineering Manager to lead the Semantic Layer team in Bengaluru. You’ll own the health, delivery, and growth of the team behind MetricFlow — building and coaching a group of engineers, setting technical direction in partnership with your leads, and ensuring one of the most important projects in the modern data stack keeps shipping with quality and momentum.

This is a hands-on leadership role. You’ll spend most of your time growing people, running a healthy delivery process, and shaping strategy — but you’ll stay close enough to the code and the architecture to make sound technical calls and earn the trust of a senior engineering team. You’ll also be the steward of a public, community-facing open-source project, balancing the needs of internal roadmap and external contributors.

About the team

The Semantic Layer team owns the systems that turn dbt models into trusted, reusable business metrics. At the heart of this is MetricFlow — the open-source semantic engine that powers the dbt Semantic Layer. MetricFlow lets data teams define metrics once in code and consume them consistently across BI tools, notebooks, AI agents, and downstream applications.

This team is the steward of MetricFlow as an open-source project: shipping releases, reviewing community contributions, evolving the query compiler, and ensuring it integrates cleanly with the broader dbt ecosystem. The team works at the intersection of language design, query compilation, and distributed data execution — solving problems that directly shape how thousands of organizations measure their business.

What you’ll do

• Lead, coach, and grow a team of software engineers building MetricFlow — hiring, onboarding, career development, performance management, and day-to-day support.

• Own delivery for the Semantic Layer team: planning, prioritization, execution, and predictable shipping of high-quality software.

• Partner with your senior and staff engineers to set technical direction across metric definitions, query compilation, dimensional modeling, and SQL generation for multiple data warehouses (Snowflake, BigQuery, Databricks, Redshift, and others).

• Steward MetricFlow as an open-source project — set the bar for how the team triages issues, reviews external pull requests, manages releases, and engages the community on GitHub and in Slack.

• Collaborate with engineering leaders across the dbt platform, dbt Core, and the Semantic Layer service to ensure MetricFlow integrates seamlessly with the rest of the dbt ecosystem.

• Partner with product, design, and developer-relations counterparts to translate customer and community feedback into a clear, well-sequenced roadmap.

• Drive engineering excellence in performance, reliability, and observability of metric query execution at scale.

• Foster a culture of design docs, thoughtful code review, and durable engineering — shipping fast without shipping sloppy.

Skills we’re looking for

• Experience managing software engineering teams, including hiring, coaching, and performance management, with a track record of shipping production systems.

• A strong engineering foundation — you’ve built and shipped production software yourself and can engage credibly on architecture and technical tradeoffs with a senior team.

• Familiarity with the technical domain: SQL fundamentals, how analytical query engines and data warehouses execute queries, and systems that involve parsing, compilation, or transformation (query planners, DSL compilers, type systems, or rule-based engines).

• Solid grasp of software design principles: clean APIs, modularity, testability, and backwards compatibility — and the judgment to hold a team to them.

• Excellent written and verbal communication — you can explain complex tradeoffs clearly to engineers, product managers, and external community members.

• Experience leading in a distributed, asynchronous team environment.

Nice to have

• Experience leading or contributing to a popular open-source project, including managing a community of external contributors.

• Familiarity with dbt, MetricFlow, LookML, Cube, or other semantic-layer technologies.

• Background in data warehousing internals, query optimization, or analytical SQL dialects.

• Experience with CI/CD, GitHub Actions, and release engineering for Python libraries.

• Exposure to building developer-facing APIs, SDKs, or CLIs.

Why join us

• Impact at scale: Your team’s code will run inside the data platforms of tens of thousands of companies, including some of the world’s largest enterprises.

• Open-source ownership: You’ll lead the team behind a foundational open-source project — visible, reviewed, and used by the global data community.

• A team that values craft: We invest in design docs, code review, and durable engineering. We ship fast, but we don’t ship sloppy.

• Competitive compensation: Market-leading salary, equity, comprehensive health insurance, generous time off, learning and wellness stipends, and home-office support.

#LI-REMOTE

#LI-SA1

Perks and Benefits

• 100% employer-paid medical insurance *
• Generous paid time-off policy (PTO), plus paid sick time, inclusive parental leave policy, holidays, and volunteer days off
• RSU stock grants*
• Professional development and training opportunities
• Company virtual happy hours, free food, and fun team-building activities
• Monthly cell phone stipend
• Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.

* May vary by country and worker type - please reach out to your recruiter for more information

Click here to learn more about Fivetran’s Benefits by Region.

We’re honored to be valued at over $5.6 billion, but more importantly, we’re proud of our core values of Get Stuck In, Do the Right Thing, and One Team, One Dream. Read about us in Forbes.

Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.

To learn more about Fivetran’s culture and what it’s like to be part of the team, click here and enjoy our video.

To learn more about our candidate privacy policy, you can read our statement here.

We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don’t hesitate to submit your request by filling out this form. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.

Job Opening: Engineering ManagerWe are pleased to announce a new opportunity for a skilled and proactive Engineering Manager to join our team at BCD TripTech.

Software Development Manager (Remote US) Overview: Optimal Blue is hiring a Software Development Manager to lead the teams building modern evolving front-end technologies to deliver best in class user experiences in the mortgage technology space.

Lead an engineering team that partners with the Linux engineers of a major silicon company, and works across the full Linux stack from kernel to GUI, to optimise Ubuntu, the...