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Salary: USD 200,000 - 250,000 / annual
Toggle is building Reflexivity, an AI-powered product with reasoning and user-facing layers. You will manage engineering teams building the Reasoning (answer/artifact generation) and Build (persistent UX for saving, refreshing, and composing artifacts) squads.
Your core responsibility is to build the people and organizational system around strong technical leads so teams can scale without losing speed, quality, or accountability. You will not replace the Technical Leads—instead, you'll handle people management, career development, hiring, conflict resolution, and organizational blockers.
Key Responsibilities:
- Manage and coach engineers across one or more squads with high-quality 1:1s and continuous follow-through
- Own performance management, career development, and direct feedback
- Resolve interpersonal and cross-functional conflict
- Partner closely with Technical Leads and Product Managers
- Recruit excellent engineers and build the NYC engineering team
- Understand team capacity and surface organizational constraints
- Remove blockers preventing execution
- Own onboarding and management fundamentals
- Use data and evidence to understand team performance
- Help the VP Engineering scale toward 75+ people
What You Don't Own: The Technical Lead owns architecture, solution design, technical decomposition, delivery, quality, and release readiness. The Product Manager owns customer problems, priorities, outcomes, and success metrics. You should understand and challenge technical decisions when appropriate, but management authority does not make you the technical decision-maker.
Success Milestones:
- 3 months: Deep understanding of both squads, clear expectations set, team strengths/weaknesses mapped, consistent 1:1 follow-through, fewer escalations to CTO
- 6 months: Teams materially easier to scale, performance issues handled quickly, strong engineers have visible development paths, product/engineering conflict resolved at right level, stronger NYC engineering nucleus
- 12 months: Run multiple high-performing teams independently, hired and developed strong engineers, maintained high technical bar without process overhead, management system scales with team
Requirements:
- Significant software engineering experience
- Meaningful experience managing software engineers
- Experience managing senior, opinionated technical people
- Strong performance-management and coaching skills
- Experience hiring engineers in a competitive market
- Comfortable resolving conflict directly
- Strong written and verbal communication
- Technically credible across modern production software systems
- Data-driven and evidence-oriented
- Experience in a high-growth product organization
- Comfortable with ambiguity and changing product requirements
- Low ego; do not need to be the technical authority
Nice-to-Haves:
- AI/LLM-enabled product experience
- Agent or workflow systems
- Fintech or institutional finance background
- Developer-heavy or technically complex product experience
- Golang or distributed systems expertise
- Experience building an engineering hub from early stage
- Experience across frontend and backend teams
