Engineering Manager

About the role

The brands on your kitchen shelf are run by people doing extraordinary work that nobody sees.

We're building the platform they run on, and a brand they'll be proud to be part of.

Confido is the AI operating system that runs cash application, deductions, trade and planning in one place for CPG brands. That means Finance, Sales, and Ops finally work on the same number.

We’re trusted by 250+ brands managing $30B+ in revenue, including Daisy, OLIPOP, Simple Mills, Idahoan, and more. We've achieved best-in-class growth and recently raised a $55M Series B led by Insight Partners to accelerate our momentum.

If you want your work on shelves everywhere — and outsized ownership while you build — we'd love to meet you.

THE ROLE

We've grown past 20 engineers, all reporting directly to our CTO — and we're still scaling. As our first Engineering Manager, you'll take direct ownership of a team of engineers and, alongside the CTO, define what engineering leadership looks like at Confido: how we grow careers, how we hire, and how we stay fast as the team doubles.

This is a player-coach role on a team that has never had a management layer. Our engineers are strong, opinionated, and allergic to process for its own sake — you'll earn their trust through technical credibility and by making their work visibly better, not through org charts. If you've walked into a flat, founder-led team before and built management that engineers actually wanted, this will feel familiar.

Location: New York, NY (Relocation supported)

YOU MAY BE WORKING ON

- Directly managing a team of 6–10 engineers — 1:1s, coaching, career growth, and performance

- Owning delivery for your team's roadmap: planning, prioritization, and unblocking without adding heavyweight process

- Partnering with the CTO on org design, career ladders, and management practices as we scale from 20 to 50+ engineers

- Staying close to the code — joining architecture and design reviews across our Rails, TypeScript/React, and Python systems

- Building and running hiring loops that raise the bar, and closing great engineers in a competitive market

- Identifying and growing future leads and managers from within the team

EXAMPLE PROBLEMS

- Introducing structure to a team of 20+ engineers who have only ever reported to the CTO — without slowing them down

- Designing a career ladder that senior ICs respect and that doesn't push everyone toward management

- Keeping delivery predictable while the team, the product surface area, and the customer base all double

- Turning skeptics into advocates: proving that good management is a force multiplier, not overhead

WHAT WE'RE LOOKING FOR

Required

- 3+ years managing software engineers directly, on top of 5+ years as a hands-on engineer

- You've scaled through hyper-growth at an early-stage startup — joining around Series A/B and riding it through Series C/D or beyond — and you know what breaks at each stage