Manager Product Development

Position Summary:

We're hiring a hands-on Engineering Manager in Bengaluru to lead a team that owns production software end to end - from what customers need, to how it's built, to how it runs. This is not a coordination role: you will still design systems, review code and get into incidents, while growing the people around you.

Our India engineering team is taking full ownership of core products and growing quickly, including a ground-up rebuild of a customer-critical service. You'll help shape how this team works, who joins it, and what it ships. You'll report to the Director of Engineering and work closely with Product, Program Management, Customer Support and business stakeholders.

What you'll own in your first year:

• A team and its outcomes. Lead a team of engineers (growing as we hire) and own what it delivers - measured by what changed for customers, not by tickets closed.
• Hiring. Help build the team: define what good looks like, interview, and close candidates.
• Quality as a first-class priority. Set the bar for testing, release and on-call so the team ships often without breaking customers.
• Technical direction. Make and document the architecture tradeoffs for your area, and stay close enough to the code to know when a design is wrong.
• People growth. Run 1:1s, give direct feedback, and create stretch paths so strong engineers grow faster than a standard promotion cycle.
• Own: Own it end to end with speed, quality, depth and long-term vision.

What you must bring:

• You have led engineers. At least 2 years directly managing a team - hiring, feedback, performance conversations, growing people.
• Tech-lead: A tech-lead role for at least 4 years.
• You are still hands-on. You've designed and built production systems in the recent past, and you can review a pull request or a design doc and find the real problem in it.
• You've owned multiple systems in production end to end. A system or product where you were accountable for it working for customers - releases, incidents, and the follow-through after.
• You've delivered under ambiguity. You've taken a problem nobody had fully defined - a new product, an inherited system, a team in transition - and turned it into something shipped.

We care how you engineer more than which language you did it in.

Technical background:

• You've built and run production systems with a modern stack, such as:
• Cloud: AWS - you've designed, deployed and operated services on it, not just consumed them.
• Languages: one or more modern languages such as Python, Java or JavaScript/TypeScript.
• Frameworks: modern service frameworks such as FastAPI, Node.js or equivalents.
• Databases, in depth: data modeling, query and index optimization, and scaling (replication, partitioning, caching). You can walk us through a data model you designed and a performance problem you fixed, with the before and after.
• Exact tools matter less than depth. Strong experience on an equivalent stack is welcome.

What sets great candidates apart:

• Impact you can explain. You can name a result, the baseline it moved from, and how your team got there. You've also stopped or cut something that wasn't working.
• Teams you've grown. People you hired or coached who went on to bigger roles, and a team that got measurably better at shipping under you.
• Scale and complexity. You've handled real load, real data volume or a genuinely hard domain - and can tell the story of one hard technical problem in detail.
• Inherited systems. You've taken over a codebase or product from another team or location and made it better without stopping delivery.
• Quality discipline. You've raised a team's bar on testing, releases or incident response, and can show what changed.
• Cross-functional range. You've worked directly with product, support and business partners, and made scoping calls rather than just executing them.
• Framework mindset: You have a framework mindset and find opportunities to convert a custom implementation into a framework.

What we look for in everyone we hire:

• Whatever the role, we hire for six things. For a manager, each one also shows up in the team you build.
• Customer obsession. You know who uses what your team builds and what changed for them. You treat support escalations and on-call as signal, not chores.
• Impact over activity. You measure success by outcomes, not sprints delivered or meetings run. You'll choose the boring solution if it ships sooner.
• Honesty. You give credit to your team and are specific about your own part. You tell leadership bad news early, and you say what didn't work.
• Independence. You don't need a roadmap handed to you. You find the problem worth solving and get it done with little hand-holding - and you build a team that works the same way. You will work with leaders who will partner with you in the journey.
• Passion. Not the word on a resume - the evidence: something you kept going back to, a craft you kept deepening, people you kept teaching.
• Depth. At least one system or domain you could talk about for an hour, down to the internals and the tradeoffs. Years in a role aren't depth; complexity handled is.