Engineering Manager (.NET)

Location: New York, NY; remote or in-office flexibility

Company

Builds an agentic commerce orchestration engine and intelligent commerce network that connects enterprise retailers, brands, suppliers, and distributors.

What you will do

• Lead a small team of .NET engineers as a player-coach, setting expectations, conducting 1:1s, and supporting growth and performance.
• Write production code, review pull requests, and mentor engineers on modern .NET practices, design, testing, observability, and career development.
• Partner with the .NET Architect on the migration from .NET Framework to .NET Core, including sequencing delivery, removing blockers, and contributing to code migrations.
• Translate architectural decisions into clear tickets, sequenced workstreams, and realistic sprint commitments.
• Hold delivery accountability for two DevOps engineers and a part-time contractor, coordinating sprint ceremonies and dependencies.
• Surface execution risks, maintain engineering quality standards, and contribute to recruitment, onboarding, and post-merger practice integration.

Requirements

• Proven experience directly managing software engineers, including hiring, development, and performance accountability.
• Strong hands-on .NET and C# background with the ability to write production code and engage at peer level with a senior architect.
• Experience mentoring engineers on design, quality, code review, and professional growth.
• Working knowledge of CI/CD, containerization, and cloud operations on AWS and/or Azure sufficient to manage a DevOps team.
• Experience working with globally distributed teams across time zones and communicating effectively asynchronously.
• Background as a strong individual contributor who moved into engineering management and remains engaged with coding.

Culture & Benefits

• Hybrid flexibility with the option to work remotely or in-office.
• Autonomous, accountable, and collaborative environment with a no-ego approach to decision-making.
• Accessible leadership invested in employee growth and open to new ideas.
• Team offsites and shared recognition of progress and lessons learned.