Service Delivery Manager

We're an organization in the middle of change and it’s a rare chance to shape how the whole company operates, not maintain a process someone else already designed. If you want real influence over how a business grows, this is where you'd have it. You'll be close to the people doing the work — the engineers, the leads, the teams navigating a dozen-plus projects at once — because understanding what they need is half the job. But make no mistake: this isn't a purely people-facing role. Technology stays at the center of every decision you make here, from how teams are staffed to how the whole delivery engine runs. We're looking for someone to take ownership of our project portfolio — team staffing, capacity, collaboration with recruitment, and consistency of standards across the organization. It's a role for someone who can take an area and run it like their own business. What we offer Salary: - 20,000 - 25,000 PLN net/month B2B- depending on your skills Remote first approach Transparent, async-first, documentation-driven organization AI-native work environment A track record of being accountable for delivery, not just involved in it — you've owned priorities, estimates and blockers across more than one workstream at a time, and you can point to specific calls you made and what they changed: a margin, a deadline, a team that stopped churning. A comfort with high variability and uncertainty — this environment calls for continuously adjusting your approach, not rolling out a process once and moving on. The ability to balance assertiveness with an understanding of business needs — knowing when to push back on the status quo, and when to just deliver. Speak fluent Polish and English Nice to have Proficiency in Excel, Notion, or Airtable — a plus, not a requirement. Analytical and soft skills matter more than any specific tool. Responsibilities Take ownership of the project portfolio end to end — allocations, rotations, bench and capacity, hiring forecast, and consistency of delivery standards across the organization. Run the bench as a business investment — backlog, scenarios, and a visible return counter, not a waiting room. Catch staffing risks, burnout patterns and cross-team tension early — reading signals from the portfolio review and from the people leading projects, before they turn into turnover or escalation” Co-own evaluation calibration with the People team Handle multiple contexts at once — different projects, different levels of detail, different sources of information — and turn that into clear priorities. Analyze budget and resource data, form hypotheses, and land on concrete recommendations — not just present numbers. Act proactively — you flag staffing risks before they become problems, instead of waiting for someone else to raise them. Our recruitment process Pre-screening survey + call with People Team (30-45 min) Case study (1-2 days, take-home) Interview with Hiring Manager (90 min) Final decision