Encore team scaling through shared code. We're consolidating multiple internal tools into a unified application serving the entire company-today that's siloed, fragile, and slowing us down. The right EM will ship faster, drive 30% higher code quality across the shared monorepo, and give the platform the technical leadership it needs. With this hire, we eliminate friction between teams, establish clear ownership, and turn a bottleneck into a lever.

 

Who you'll work with

You'll report to Ales Drabek, CTO, who owns the NextGen Architecture initiative. You'll lead a core team of 7 engineers building the Encore platform (shared libraries, infrastructure, and tooling) while coordinating closely with cross-tribe engineers who depend on it-Encore, Platform, Product Design, QA teams, and multiple product squads. This is a technical leadership role where you'll operate hands-on; we need someone who codes in production, not just manages. Direct feedback moves at the speed of shipping-we don't wait for perfect information, we iterate on what we learn.

 

What you'll be doing

• Owning end-to-end stability and feature velocity of a mission-critical shared monorepo serving multiple internal teams and applications
• Driving technical direction for shared libraries, microservice architecture, and release workflows so teams can ship independently without dependency hell
• Leading by example in code reviews, architecture decisions, and debugging-setting and holding the standard for code quality and maintainability
• Bridging technical execution with business outcomes-translating product needs into clean, pragmatic technical solutions that move metrics
• Growing and mentoring a small, high-performing team through hands-on 1:1s, clear ownership models, and removing blockers that slow them down
• Stabilizing incident response and SLA adherence across teams using the shared codebase

 

What success looks like

Day 30: You've mapped the technical landscape (dependencies, pain points, team constraints), met all key stakeholders (product, design, QA, squads), and identified the top 3 unblocking opportunities. First decision in flight: a concrete change to testing or deployment that reduces cycle time.

Day 60: You've shipped your first independent initiative-stabilized a critical SLA, simplified a deployment workflow, or shipped a shared library feature. You've made at least one architectural call that's driving the team toward cleaner code.

Day 90: Operating without hand-holding. You're holding the quality bar, making trade-off decisions autonomously, and the team is moving faster. You own a named outcome (e.g., "monorepo build times," "incident resolution time") and it's improving.

 

What this role demands

You can demonstrably:

• Write production TypeScript/JavaScript across frontend and backend-shipping code in a monorepo, not just reviewing it
• Lead technical decisions by weighing speed, quality, and business impact-you know when to ship fast and when to slow down for the right architecture
• Stabilize and scale systems under constraint-you've managed shared code ecosystems, monorepos, or platform infrastructure where decisions cascade to other teams
• Debug and own production issues end-to-end, even when they're not technically in your domain-you see a problem and fix it
• Coach engineers on technical depth and growth-you leave people and systems better than you found them
• AI Fluency - Claude

 

How we operate

Extreme Ownership: You take singular accountability for problems without being pushed. You see a broken build? You revert it or fix it. You see friction between teams? You unblock it. No hiding behind "that's someone else's responsibility."

Speed over Comfort: We ship fast and iterate. Perfection is the enemy of velocity. You'll make decisions with incomplete information, course-correct, and move on. If that stresses you out, this isn't the right fit.

Simplify to Scale: You obsess over reducing complexity. Every added layer, tool, or process needs to unblock the team. Bureaucracy is the enemy. We want the monorepo to feel like a leverage point for the whole company, not a chokepoint.

The hiring process

1. Phone screen with your recruiter (30 min) - Career trajectory, role fit, comp alignment
2. Foundry Challenge - A role-specific scenario sent after your screen
3. Hiring manager interview (60 min) - Your Foundry Challenge review, in-depth technical disucussion, dive into Operating Principles fit
4. Panel interview (60 min) - Remaining Operating Principles and hands-on technical depth assessment
5. Debrief and decision