Engineering Manager III Location: UK Based - Hybrid Circa Once Per Month in London Central
Type: Permanent, Full-time
Salary: £100k – £160k bonus + benefits
We need a people-first Engineering Manager —someone who has already led product-engineer teams in customer-facing SaaS environments—to develop exceptional engineers, raise standards, and build a culture of accountability and excellence across multiple product teams.
This isn’t about running projects. It’s about building great people, stronger teams, and long-term capability.
Lead and coach circa 20 engineers across several cross-functional product squads (dev, QA, data, automation).
Define and evolve a competency framework that drives transparent growth, feedback, and performance across the engineering org.
Shape career development, performance, and progression—setting the bar high and helping engineers reach it.
Partner with DevOps, Product, and Architecture to keep engineering capability aligned with commercial outcomes.
Establish, scale, and safeguard engineering standards : what “good” looks like, how it’s measured, and how teams move toward it with clarity, autonomy, and trust.
Engineering excellence —from code quality to DORA metrics and delivery accountability.
A culture of ownership —teams that take smart risks, make sound trade-offs, and own outcomes.
Team-level coaching —unblocking, mentoring tech leads, ensuring people thrive.
A strong Engineering Community of Practice —shared standards, tooling, metrics, and principles.
This is a long-term hire, not a firefighting post. The goal: help engineers become great, not merely deliver faster.
10 + years in engineering leadership, most of it in external, customer-facing SaaS companies.
~ Proven history of building high-performing, cross-functional product teams at scale.
~ Ability to convert business metrics into actionable engineering objectives (and push back when they’re wrong).
~ Hands-on experience creating or running competency, progression, and performance frameworks.
~ Fluent in engineering KPIs: velocity, refactor cadence, escaped-bug rate, deployment frequency, etc.
~ It’s for a leader who treats engineering as a craft, builds skilled people, and levels them up through clarity, feedback, and uncompromising standards. Success is measured by how good your teams become, not just how many features ship.
Career coaching, performance reviews, and tough feedback aren’t your strengths.
Ready to build a stronger engineering organisation—not just a faster one?