Engineering Manager

As an Engineering Manager in our insurance engineering group, you will be responsible for the strength of the engineering team and the stewardship of the code and technology that is used to implement the product.  The former involves creating a holistic team view, promoting teamwork, coaching inter-personal skills, and hiring and evaluating team members.  The latter will have you developing engineers’ skills in the tooling we use, and team and department patterns and practices.  At times the manager will also identifying areas where tradeoffs need to be made between various concerns (e.g., timelines, quality, complexity, performance) and facilitating the effort to reach an agreement on the right approach to take. To accomplish all of this, the manager must personally have strong technical and interpersonal skills.

Ready to get in the driver’s seat? Join us!

What you’ll do

• Guide staff in understanding and delivering on the company’s long-term goals by:
  • Working with your manager to develop a deep and nuanced understanding of the company’s goals and, working with staff, develop quarterly plans to implement relevant features.
  • Effectively and continually communicate and keep salient the vision, strategy, and roadmap.  Be able to discuss how each team member’s work is contributing to those ends.
  • Participating in the feasibility assessment of new features, the cost to implement them, and the possible implementation timelines given current priorities and staffing.
  • Ensuring your services protect and appropriately manage the company’s data and user’s privacy.
• Influence and support the maturation of engineers and engineering practices by:
  • Educating engineers of our standards, practices, and idioms and ensuring adherence to them.
  • Educating engineers on, and evaluating code for, quality.  This includes things like auditability, deployment practices, documentation requirements, evolvability, maintainability, performance monitoring, operational readiness, testing regimes, security evaluation, and risk mitigation.
  • Coach engineers on effective ways to share knowledge within and between teams.  This includes effectively communicating with other groups regarding your work upon which they depend.
  • Coaching engineers on the art of identifying and evaluating the many tradeoffs that come up during software development.  For example, between feature-rich frameworks and in-the-moment supportability, or between user experience and security consideration.
• Develop a healthy and dynamic team that values and participates in the growth of individuals, the team, and the company by:
  • Recruiting, hiring, and maintaining staff that bring in diverse thoughts.  This includes providing timely, candid, and respectful feedback on the staff’s accomplishments and misses.
  • Running an onboarding and career progression curriculum that helps guide individuals in developing their skills through deliberate practice, self-mediated learning, and mentorship.
  • Coaching engineers on the application of psychological and sociological topics like trust, perspective taking, critical thinking, path dependence, emotional contagion, and deliberate practice.
  • Maintaining a workload that balances new feature development, beneficial technical and process improvements, and learning and development.
  • Tracking, reporting on, and responding to qualitative and quantitative measures of team health and capacity.
• Monitor and improve the operational and financial sustainability of your services by:
  • Understand and monitor key operational metrics (e.g., consumption of metered 3rd party resources, infrastructure utilization, performance over time) for your services.  Understand how different technical decisions will impact these metrics.
  • Supporting budget planning by articulating team needs, in the context of the vision, strategy, and roadmap.  This includes predicting and justifying the need for additional staff.
  • Educating staff on the basics of the operational health of the teams and services and working with them to propose methods for improvement.

This might describe you

• Worked as a senior developer, team lead, or manager on at least three large-scale, complex systems during initial development or major feature development and at least one consecutive year of product support and minor feature enhancements.
• Experience in coaching individuals, with varying degrees of competency and differing communication/learning styles, in technical and non-technical skills.
• Proficient with, and the ability to stay current on, development and deployment technologies such as:
  • Frontend – Ecmascript 2015+, Typescript, React, CSS
  • Backend – Java, C#, Typescript
  • System Performance - load testing, application profiling, OS profiling
  • System Operations - diagnostic and audit logging, metrics collection, request tracing
  • Deployment environments: bare metal, VMs, containers, cloud providers
• Deep, well-structured conceptual thinking and the ability to effectively communicate technical or abstract concepts to other developers, technical, and non-technical/business people.
• Proven ability to stay focused, prioritize competing demands, manage multiple concurrent tasks, and adapt to changing priorities

Other things to note 

• This role can be worked from any U.S. remote location. 
• Familiarity with public company requirements, including Sarbanes Oxley and key regulations, if applicable. For SOX compliant roles, responsible for designing, executing, and documenting internal controls where they have been identified as owners to prevent errors in financial reporting, processes, and business operations. Including attestation to the completeness, accuracy, and compliance of all financial reporting data, where applicable. 

Say hello to Hagerty 

Hagerty is an automotive enthusiast brand and the world’s largest membership organization. Along with being a best-in-class provider of specialty insurance for enthusiasts, Hagerty is also home to the Hagerty Drivers Foundation, Garage + Social, Hagerty Drivers Club, Marketplace, and so much more. Committed to saving driving for future generations, each and every thing Hagerty does is dedicated to the love of the automobile. 

Hagerty is a rapidly growing company that values a winning culture. We provide meaningful work for and invest in every single team member. 

At Hagerty, we share the road. We are an inclusive automotive community where all are welcomed, valued and belong regardless of race, gender, age, or car preference.  We are united by our shared passion for driving, our commitment to preserve car culture for future generations and our desire to make a positive impact in the world. 

If you reside in the following jurisdictions: Illinois, Colorado, California, District of Columbia, Hawaii, Maryland, Minnesota, Nevada, New York, or Jersey City, New Jersey, Vermont, Cincinnati or Toledo, Ohio, Rhode Island, Washington, British Columbia, Canada please email recruiting@hagerty.com for compensation, comprehensive benefits and the perks that set us apart.  

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US Benefits Overview

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UK Benefits Overview

If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!