Director of Software Engineering

To qualify for the Director of Software Engineering position at LibLab, candidates should have at least 10 years of experience in engineering leadership, preferably in a high-growth B2B SaaS setting. This should include experience in scaling teams of 70 or more engineers as well as managing other managers. Having a Bachelor's degree in Computer Science or a related field is essential, and experience in developer tools companies is a plus.

As the Director of Software Engineering at LibLab, your responsibilities include building and leading a high-performing engineering team, developing and executing the technical roadmap for products, and partnering with recruitment to hire top talent. You'll also interface with product management, sales, and design teams to define product requirements while ensuring architectural decisions support scalability and performance.

The Director of Software Engineering at LibLab can significantly shape the engineering culture by encouraging open communication, fostering innovation, and empowering engineering leaders through mentorship. Establishing efficient processes and a healthy work environment will also support continuous learning and collaboration, vital for driving team success and satisfaction.

LibLab prides itself on innovation in software engineering by promoting a culture of collaboration and emphasizing the importance of customer feedback on engineering solutions. As the Director of Software Engineering, you'll play a key role in driving architectural decisions that align with contemporary software practices, enabling us to deliver cutting-edge products swiftly and effectively.

At LibLab, you'll have extensive support in your role as Director of Software Engineering. You'll work closely with other functional teams, receive mentorship opportunities for engineering leaders, and have access to resources that foster your own growth and that of your team. By leading through example, you can cultivate a supportive work environment focused on high performance and personal development.

When building a high-performing engineering team, it’s crucial to focus on recruiting top talent, nurturing their skills, and fostering a collaborative culture. Share your strategies for talent acquisition, emphasize mentorship programs, and discuss how you've developed an inclusive environment that encourages open communication and innovation.

I believe effective metrics can include lead time, deployment frequency, and change failure rate. Discuss how these metrics provide insights into team efficiency and quality while emphasizing the importance of establishing clear performance indicators to inform continuous improvements.

Cross-functional collaboration is vital, especially in aligning engineering efforts with product goals. Share examples of how you've worked with product management and design teams to define requirements and your strategies for maintaining clear communication across departments to ensure project success.

Addressing conflicts involves fostering open communication and creating a safe space for dialogue. Discuss how you've handled similar situations in the past, focusing on mediation strategies and the importance of understanding different perspectives to reach a resolution that maintains team cohesion.

Developing technical roadmaps requires aligning product goals with engineering capabilities. Highlight your experience in creating and executing these roadmaps, focusing on stakeholder engagement, prioritization of initiatives, and adjusting roadmaps in response to changes in strategic direction or market demands.

Encouraging continuous learning is essential. Discuss your approaches, such as organizing regular training sessions, attending industry conferences, or providing opportunities for team members to explore new technologies. Share how you’ve inspired a culture of curiosity and ongoing professional development.

Challenges have ranged from scaling teams to managing different personalities. Provide specific examples, emphasizing your adaptive leadership style, communication strategies, and commitment to fostering a supportive team environment as key elements in overcoming these difficulties.

My leadership style is collaborative and empowering, emphasizing transparency and open dialogue. Discuss how this approach fosters trust, motivation, and high performance within engineering teams, aligning perfectly with effective engineering management practices that drive results.

Balancing technical debt and new feature development is about prioritization and strategic decision-making. Share your approach to assessing the impacts of technical debt on the product roadmap, advocating for regular reviews and setting aside time for refactoring while progressing on feature development.

When hiring engineering leaders, I prioritize technical expertise, leadership potential, and cultural fit. Discuss how you assess these qualities through interview techniques and practical assessments, ensuring candidates not only bring skills but also align with the company’s collaborative culture.