As an Engineering Manager at Miter, you will be responsible for leading a team of full stack engineers in building critical parts of Miter's product. Your duties will include collaborating with Product and Design teams to prioritize customer requests, translating user needs into engineering solutions, and coaching your direct reports. You'll also work closely with Recruiting to hire and retain top talent, ensuring that your team operates effectively and efficiently as we continue to scale.

To qualify for the Engineering Manager position at Miter, candidates should have at least 2 years of experience leading engineering teams and a total of 5 years of professional software development experience. A strong background in recruiting and scaling engineering teams in a fast-paced environment is essential. Additionally, having a deep technical understanding, coupled with a passion for building products that solve real-world problems, will significantly enhance your candidacy.

Miter is committed to the professional growth of its Engineering Managers through regular feedback, coaching, and performance management practices. You'll have the opportunity to lead significant projects, gain operational autonomy, and build your team's expertise. Our supportive company culture and commitment to employee well-being encourage career development, ensuring that you can thrive as a leader.

The interview process for the Engineering Manager position at Miter is designed to be thorough and informative. It includes an intro call with recruiting, a hiring manager interview, one-on-ones with team members, and a take-home assignment or live coding session. This approach not only assesses your fit for the role but also provides you with insights into Miter's culture and expectations.

As an Engineering Manager at Miter, you can expect a fast-paced startup environment that champions agility and innovation. You'll have the autonomy to make impactful decisions while optimizing processes that support productivity. The emphasis on collaboration and a supportive team dynamic creates an engaging workplace where you can significantly contribute and see the direct results of your efforts.

It's important to approach conflict resolution with empathy and open communication. Start by facilitating a meeting where both parties can express their perspectives without interruption. Encourage them to focus on solutions instead of personal grievances, and help them agree on a common path forward. By maintaining a neutral stance and guiding the discussion, you can foster a collaborative environment that emphasizes trust and respect.

To prioritize tasks effectively, I utilize methods like the Eisenhower Matrix to distinguish between urgent and important tasks. I also ensure regular check-ins with the team to reassess priorities based on project developments and customer feedback. Collaborative planning sessions can help align the team on goals and deadlines while maintaining flexibility to adapt as needed.

Certainly! In my previous role, I led a team in developing a feature that streamlined user onboarding. Success factors included clear communication with stakeholders, establishing a thorough timeline, and conducting regular feedback loops with users. This ensured we aligned the feature with user needs, resulting in a 30% reduction in onboarding time. Reflecting on these factors is crucial for replicating success in future projects.

I dedicate time weekly to read industry blogs, follow key influencers on social media, and participate in professional communities. Additionally, I encourage team members to share their findings during our meetings, fostering a culture of continuous learning. This keeps our approach innovative and allows us to leverage new technologies effectively.

My leadership style is primarily collaborative, focusing on empowering team members while providing guidance. I adapt my approach based on the individual's experience and personality. For instance, I offer more structure and support to junior members while enabling experienced team members the freedom to take initiative and lead projects, ensuring everyone thrives.

I set clear objectives and key results (OKRs) to evaluate performance. Regular one-on-one meetings help discuss progress, challenges, and opportunities for growth. Coupled with team retrospectives, this approach fosters an environment of honesty and improvement, allowing us to consistently refine our processes and shine in our performance.

Once, my team dealt with a severe performance issue in our application. I facilitated brainstorming sessions that encouraged everyone to contribute ideas. After deep-diving into the logs and logs data, we identified database query inefficiencies. We collectively decided on an optimized indexing strategy, which significantly improved performance. My role was to ensure collaboration and draw out the team's expertise while keeping everyone aligned.

I encourage a culture of innovation by allowing space for experimentation and learning from failures. I support team members in dedicating time to explore new technologies and approaches. Additionally, I initiate 'innovation days' where everyone can hack on personal projects or explore new solutions, sharing their learnings afterward. This not only fosters creativity but strengthens team bonds.

Key metrics I track include code quality (through pull request feedback and code review scores), deployment frequency, lead time for changes, and user satisfaction post-release. These metrics collectively give a comprehensive view of a project's health, allowing us to make informed decisions about future priorities and improvements.

Mentorship is a cornerstone of my leadership approach. I actively work to identify individual team members’ aspirations and career goals, then tailor development plans that align them with our team's objectives. Regular check-ins and encouraging participation in workshops or conferences highlight my commitment to their personal and professional growth while enabling our team to excel.