Senior Engineering Manager
Location: New York City (hybrid, 3 days per week in office, Tuesday to Thursday)
Salary: $172K - $253K + competitive equity
Industry: Healthcare Education / EdTech
Work Authorization: H-1B transfers and TN visas supported. Net new H-1Bs considered where there is no $100K cost, 2+ years of runway, and it is not a first-time lottery.
Who you'll join
A Series C healthcare education company opening up access to healthcare careers. Students train for allied health roles, medical assistants, pharmacy technicians, nurses, in a fraction of the time and cost of the traditional route. They still get live instructors, real cohorts, and a coach whose job is to keep them in the programme when life gets in the way.
Everything is built in house. The learning content, the platform, the instructor training, all of it. A recent acquisition means students can now climb a full career ladder from entry level to advanced credentials without leaving the platform. On the enterprise side, the company partners with a number of the largest healthcare systems in the country, building talent pipelines against a genuine national shortage of healthcare workers.
Revenue is doubling with a clear path to profitability. They did not need to raise the Series C and did it anyway to secure the enterprise push. The team has gone from 40 people to just over 100 in eighteen months and will be around 150 by the end of the year.
School first, business second. That is the actual order.
What you'll do
- Lead and grow two product engineering pods, around half of a 14 person full-stack engineering group, each pod with a tech lead. Reporting to the SVP of Engineering
- Hire. The company brings on 3 to 5 engineers a quarter and you will be actively in that process, sourcing, interviewing and onboarding
- Own the business outcome, not the ticket count. If a founder asks how your team is doing, the answer is not that everyone shipped their sprint
- Stay in the code, roughly 20% of your time. Code review, architecture, documentation, and picking things up yourself when something needs pushing through
- Assess engineers technically. You need to be close enough to the work to do that credibly. The SVP still writes code
- Shape discovery alongside product and design. The company runs a trio model and expects engineering managers to have a point of view, not take orders from a PM
- Manage performance honestly. Knowing quickly whether someone can be coached up or needs to be coached out is part of the job
- Work across the full student journey: adaptive learning and AI-assisted feedback, ranking and matching systems connecting students to employers, and LLM-driven internal tooling for the coaching team
Who you are
- 5+ years as a full-stack software or product engineer, plus 5+ years managing engineers
- You have managed teams of 10+ in a high-growth startup. Recent startup experience matters. Big tech only backgrounds have consistently struggled here
- Recent, demonstrable hands-on coding. You can talk through what you have personally built or reviewed lately
- Consumer product instinct. You understand the end user has a messy life and limited time, and you build accordingly
- Structured and hypothesis-driven. This team tests, measures and iterates, and expects the same from its leaders
- You can hold a room. Engineering managers here are expected to communicate with clarity and some conviction
- Comfortable with change. Quarterly goals can shift four to six weeks in. If you have only worked where roadmaps hold for a year, this will be uncomfortable
- Mission-driven. You want to build something that changes what people can do for a living
Tech stack
Full-stack product engineering. The team leans front-end weighted with solid backend depth.
Why you'll join
- A genuine number two seat. If the SVP were away, you would be the person keeping the ship moving. There is real room above you
- Work that lands directly on people's livelihoods, not on a dashboard
- A company doubling revenue with a path to profitability, growing fast but not burning to do it
- AI moving into the core of the product and the classroom, with the live instructor deliberately kept at the centre of it
- Interview process: recruiter call, SVP call, system design (no live coding), take-home case presented to the SVP and Head of Product, then a 2.5 hour onsite with a cross-functional partner, a founder and the Head of People