Manager of Software Engineering, Divergent Technologies

• Ability to lawfully access information and technology that is subject to US export controls
• 7+ years of professional software engineering experience, with at least 3 years in a people‑leadership or engineering‑management role
• Demonstrated success owning and streamlining engineering workflows (code‑review cadence, release coordination, sprint execution) in a fast‑paced environment
• Deep technical knowledge of authentication mechanisms, security best practices, and quality standards across multiple applications
• Strong mentorship track record – experience raising the performance and code quality of junior engineers
• Excellent communication and collaboration skills; comfortable influencing non‑technical stakeholders and senior leadership

Desirable

• We’re seeking an Engineering Manager with deep experience in software delivery processes, technical governance, and people development to lead our growing engineering organization
• . This role goes beyond people management—you’ll own the day‑to‑day workflow that enables the team to ship high‑impact features, set platform‑wide technical standards for authentication, security, and quality, and mentor junior engineers to raise their output and craftsmanship
• As a senior leader, you’ll help reduce operational overhead, safeguard the architecture against technical debt, and partner with product and leadership to deliver real value to our customers
• Own the day‑to‑day engineering workflow – Define and maintain the cadence for code‑review cycles, release coordination, sprint planning, and execution across multiple squads
• Primary technical decision‑maker for cross‑application concerns – Establish and enforce organization‑wide standards for authentication, security, and quality, ensuring consistent, secure, and high‑quality experiences across all products
• Mentor junior developers – Provide hands‑on coaching, pair‑programming, and constructive feedback to increase junior engineers’ productivity, code quality, and career growth
• Team leadership – Coach, motivate, and grow 6‑12 engineers, fostering a culture of ownership, continuous improvement, and psychological safety
• Process optimization – Identify and eliminate waste in stand‑ups, retrospectives, and incident response; implement lean practices that give engineers more “focus time.”
• Technical strategy & governance – Work with senior architects and product leads to embed architectural decision‑making into the workflow, keep technical debt in check, and drive platform‑level roadmap alignment
• Cross‑functional collaboration – Partner with product managers, designers, data scientists, and operations to align technical solutions with business goals and ensure seamless delivery
• Metrics & accountability – Define, track, and act on key performance indicators (lead time, cycle time, defect leakage, on‑call burden) to drive data‑informed improvements
• Hiring & scaling – Own the interview process, attract top talent, and expand the team in line with growth targets while preserving Divergent’s culture
• Incident management & reliability – Oversee on‑call rotations, post‑mortems, and reliability initiatives to keep our services stable and performant