Engineering Manager (Ebury Web Platform)

What you'll do in your first year Days 1–30: learn the domain and the platform, ship a small pre-scoped change to production in your first week or two to earn credibility and feel the pipeline for yourself, meet your stakeholders in Product and Design, and start building the hiring pipeline for your first engineers. By 90 days: own a defined product area with a small team around it, run the core rituals (1:1s, planning, retros, on-call) with intent rather than ceremony, land your first hires against a bar you've helped define, and lead a project with a short design doc from ambiguous idea to a plan the team believes in. Across the year: grow a healthy, high-performing team; take client problems from ambiguous idea to shipped, measured, iterated product; develop your engineers with real career progression; and help set the standards, interview bar, and culture for a hub that's growing around you. What you're responsible for Build and grow the team. Own hiring for your team end to end — sourcing, interviewing, closing, onboarding — and set an interview bar you'd stake the hub's reputation on. Develop your engineers through honest feedback, clear growth paths, and real coaching, and address performance directly and fairly when you need to. Own delivery. Be accountable for your team shipping the right things, reliably and at a sustainable pace. Turn ambiguous business outcomes into a roadmap, sequence the work, manage dependencies and risk, and keep commitments visible and honest with your stakeholders. Provide technical leadership. Guide the design and evolution of business-critical systems in your domain — not by owning every decision, but by raising the level at which your team makes them. Lead design reviews, drive alignment on architecture and long-term direction, and step in on the highest-leverage calls. Partner cross-functionally. Work closely with Product, Design, and other Engineering leaders to translate business outcomes into scalable, resilient solutions, and to influence the roadmap and its trade-offs rather than just receive it. Set the standards and the culture. Define and evolve engineering standards — testing strategy, CI/CD, observability, operational readiness — and make quality, security, and compliance non-negotiable and built-in. Model the collaborative, high-trust, constructive-challenge culture you want the whole hub to have. Own operational health. Make sure the systems your team builds are production-grade and the on-call load is humane. Identify systemic risk, technical debt, and cross-team dependencies early, and drive the initiatives that improve velocity, quality, and resilience at scale. Lead the responsible adoption of AI. Bring AI-assisted development into how your team works as a genuine force multiplier — treating prompts and guardrails as first-class, versioned artefacts — while keeping deep understanding, accountability, and ownership of everything the team ships. What we look for A track record of leading engineers. You've managed and grown a team of software engineers — hiring, developing, giving feedback, and handling performance — and you can point to people whose careers are better for having worked with you. This often aligns with prior experience as an EM, tech lead, or team lead, but we value demonstrated impact and judgement over titles or tenure. Delivery through a team. Proven ability to take a team from ambiguous business goals to shipped, measured, iterated product, at a sustainable pace and a high quality bar. Real technical depth. A strong computer-science foundation and enough hands-on engineering credibility to lead technical people well — you've built and operated production systems at scale, you can hold your own in a design review, and your engineers trust your judgement. Founding-stage EMs here stay close to the code. Strong hiring instincts. You know how to define a bar, run a fair and rigorous process, sell a mission, and close strong candidates — and you're excited to do it from a standing start. Exceptional communication and influence. You can articulate complex technical ideas clearly, build alignment across teams, and constructively challenge assumptions at every level — up, down, and sideways. AI-native leadership. AI coding tools are already part of how you work, and you have a view on how a team adopts them well; bonus if you've shipped AI features into a product and have an opinion on where they help the user and where they don't. Product and quality instincts. You ask why a feature exists before how , you reason about trade-offs holistically (client value and business context, not just the code), you're pragmatic about scope, and you care about correctness and reliability because you've handled money-adjacent systems — or you're the kind of leader who would. Working English — our engineering language. Nice to have: fintech / payments / regulated-domain experience; experience being early at a new office or founding team; exposure to both web and mobile. We hire on a clear bar and a fast, respectful process — if it's not a definite yes, it's a no, and we tell you quickly either way. What we offer Highly competitive compensation, including a strong base salary, performance-based bonus, and a comprehensive benefits package, aligned to the impact and scope of a founding leadership role. A clearly defined leadership and technical career path, with transparent expectations, senior mentorship, and growth vectors across people leadership, technical direction, and organisational influence. The chance to solve complex, high-leverage problems at scale, where your decisions shape core platforms, customer outcomes, the team, and long-term business performance. A genuine founding role in a new hub — real ownership, visible impact, and a hand in shaping how the site works. This window doesn't come round twice. Meaningful ownership from day one, with the autonomy to shape your team, your standards, and your product area. A high-end MacBook