Senior Engineering Manager, Hadrian

• 5+ years of engineering management experience leading robotics, autonomy, or other complex technical teams in production
• A genuine passion for people management — you care about your engineers' growth and happiness as much as you care about what the team ships
• A track record of hiring and building strong technical teams, including for hard-to-fill or specialized roles
• Technical fluency in robotics concepts (perception, planning, behaviors, control, collision avoidance) to have informed conversations about tradeoffs, evaluate technical leads' proposals, and contribute a useful point of view on direction and prioritization — without needing to be the architect yourself
• Strong judgment on organizational design: how to structure a team, allocate headcount across projects, and balance depth vs. breadth as the stack grows
• Excellent communication and cross-functional partnership skills — you can align engineers, technical leads, hardware/controls partners, and leadership
• A track record of running a healthy team: clear expectations, direct feedback, and a strong sense of ownership among your engineers
• Comfortable working in a fast-moving environment with high stakes, physical systems, and short iteration cycles
• M.S. in Computer Science, Robotics, or a related field

Desirable

• The Autonomous Factory Systems team builds the software that gives Hadrian's factories the ability to sense, decide, and act autonomously
• This includes the core robotics stack — perception, behaviors, planning, collision avoidance, and high-level control — alongside orchestration between robots and manufacturing machines and the hardware abstraction layer that connects our software to the machines on the floor
• You will build and manage a team of engineers focused on the robotics side of this stack
• This is a people-first management role: your focus is on hiring, growing, and supporting a strong team, while staying close enough to the technical work to help guide direction and staffing decisions
• Own the people leadership of your engineers: hiring, onboarding, mentorship, career growth, and performance
• Build a hiring engine for robotics talent — define the bar, run a strong interview process, and help recruit a top-tier team across perception, planning, behaviors, and control
• Ensure engineers are engaged, growing, and set up to do their best work; regularly assess team health and address issues before they become problems
• Have real input into technical direction and where we invest headcount, in close partnership with the engineers and technical leads who drive architecture and design
• Partner with Hardware, Controls, Product, and Operations to translate business priorities into a sequenced roadmap, and make sure the team is resourced and organized to deliver it
• Continuously improve the team's engineering practices and developer lifecycle: planning, design review, code review, testing, simulation, deployment, on-call, and incident response