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If you’ve ever searched online for an Engineering Manager job description, you’ve probably noticed they all look the same. Bullet points. Buzzwords. Zero personality. And while they technically “describe” the role, they do nothing to make a top-tier engineering leader think, “Yes — this is the team I want to join.”
Here’s the thing: hiring an Engineering Manager isn’t just about listing responsibilities and hoping for the best. It’s about selling the opportunity, painting a clear picture of what success looks like, and showing why your company is the place for them to lead, grow, and make an impact.
In this guide, we’ll break down exactly how to write an Engineering Manager job description that attracts the right people — not just anyone with “engineering” in their title. And if you haven’t already, I recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ so you understand why generic posts fail and how to make yours stand out.
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What the Engineering Manager Role Actually Is
An Engineering Manager isn’t just “the person in charge of the dev team.” They’re the bridge between big-picture product goals and the engineers who make them happen. They make sure projects are delivered on time, technical decisions are sound, and the team stays motivated, focused, and growing in their careers.
Yes, they review code and track progress — but the best Engineering Managers are also coaches, problem-solvers, and culture-builders. They’re the ones who clear roadblocks so the team can focus on doing great work. They keep stakeholders aligned without drowning engineers in meetings. And they balance technical depth with people leadership — knowing when to dive into the details and when to step back so others can shine.
In short: a great Engineering Manager protects their team’s time, champions quality, and creates an environment where engineers actually want to work.
Two Great Engineering Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced Engineering Manager
📌 Job Title: Engineering Manager — Platform & Reliability (NimbusFlow)
💼 Type: Full-Time | Hybrid (San Francisco, CA; Tue–Thu on-site)
💰 Salary: $165,000–$190,000 + Equity + Annual Bonus
🎥 A quick word from our Hiring Manager
(Watch a 90-second Loom from our VP of Engineering introducing the team and the roadmap.)
👋 About NimbusFlow
NimbusFlow is a workflow automation platform used by 10,000+ mid-market teams to orchestrate complex ops—from approvals to data syncs—without writing glue code. Our customers rely on us to keep their operations running smoothly as they scale, and we’re doubling down on reliability, performance, and developer experience.
🧰 Team & Tech
You’ll lead our Platform group (6–8 engineers) focused on scalability, observability, and foundational services.
Stack: TypeScript/Node.js, React, Postgres, Redis, Kubernetes, AWS, Terraform.
💡 What You’ll Do
- Lead, coach, and grow a high-performing team (hiring, 1:1s, career paths).
- Own the technical direction for platform reliability, performance, and cost efficiency.
- Partner with Product & Security to plan roadmaps and set crisp delivery milestones.
- Raise the bar on engineering excellence (reviews, design docs, incident retros).
- Drive cross-team initiatives (SDKs, CI/CD, testing strategy, SLAs/SLOs).
🎯 What We’re Looking For
- 3+ years leading engineers; prior experience owning platform or infra roadmaps.
- Strong technical depth and sound judgment; you can dive deep and
- Evidence of shipping reliably in a fast-moving environment.
- Clear, empathetic communicator who builds trust across functions.
🎁 Perks & Benefits
- Health, dental, vision (company-covered for employees), HSA option.
- 401(k) with employer match.
- 20 PTO days + 10 company holidays + winter shutdown.
- $2,000 annual learning stipend (conferences, books, courses).
- Home office & wellness stipends; commuter benefits for on-site days.
- 16 weeks paid parental leave.
🚀 Why This Role Is a Great Fit
- Shape the backbone of a product used at serious scale.
- Lead a senior team that cares about quality, not just speed.
- High autonomy: your roadmap directly impacts customer trust and uptime.
- Executive visibility and a clear path to Group EM/Director as we expand.
🤝 Our Hiring Process
We respect your time. Expect a quick intro, a WorkScreen skills assessment tailored to platform leadership, a technical deep-dive, and a team panel. We move fast and give thoughtful feedback.
📥 How to Apply
Apply via WorkScreen: [NimbusFlow Engineering Manager — Platform] (skills-based evaluation; no take-home over 90 minutes).
✅ Option 2: Job Description For Entry Level Engineering Manager
📌 Job Title: Senior Engineer → Engineering Manager (Northstar Labs)
💼 Type: Full-Time | Remote-Friendly (Americas & Europe time zones)
💰 Salary: $120,000–$140,000 + Performance Bonus
🎥 A quick word from our Hiring Manager
(60-second YouTube intro from our EM on how we develop leaders from within.)
👋 About Northstar Labs
Northstar Labs builds customer messaging tools that help SMBs deliver delightful product experiences without heavy engineering lift. We’re a product-led team with four cross-functional squads and a strong culture of mentorship. We believe great leaders are developed, not discovered.
🧰 Team & Tech
You’ll start hands-on within our Product Experiences squad and gradually assume people-lead responsibilities.
Stack: Python, FastAPI, React/Next.js, PostgreSQL, Redis, Docker, GCP.
💡 What You’ll Do
- Ship features as a senior IC while shadowing our EM on team leadership.
- Run portions of sprint rituals; take on 1:1s and feedback loops as you grow.
- Improve code quality, testing, and release cadence.
- Help shape our engineering playbook (design reviews, incident hygiene).
🎯 What We’re Looking For
- 5+ years as a software engineer; prior mentorship or tech-lead experience a plus.
- Strong debugging/problem-solving; calm under uncertainty.
- Genuine interest in people leadership and coaching.
- Growth mindset; openness to structured feedback and training.
🎁 Perks & Benefits
- Health, dental, vision (regional coverage where available).
- Flexible hours + “Deep Work Fridays” (no standing meetings).
- $1,500 annual professional development budget.
- Remote setup stipend + quarterly co-working allowance.
- 18 PTO days + local holidays; 12 weeks paid parental leave.
🚀 Why This Role Is a Great Fit
- A supported path from senior engineer to EM in 6–12 months.
- Mentorship from leaders who’ve scaled teams at modern SaaS companies.
- High-impact scope on a visible product surface used daily by customers.
- Values-driven culture: autonomy, kindness, craftsmanship.
🤝 Our Hiring Process
WorkScreen skills assessment (short, relevant), manager conversation, technical deep-dive, collaborative session with the squad, and a culture chat. We give clear timelines and feedback at every step.
📥 How to Apply
Apply via WorkScreen: [Northstar Labs — Senior Engineer → EM Track] (skills-based evaluation; we prioritize thoughtful, real-world signal over long take-homes).
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Engineering Manager Job Posts Work
1. They Use Clear, Specific Job Titles
Both posts avoid vague titles like “Engineering Manager” on its own. NimbusFlow’s includes the focus area — “Platform & Reliability” — so candidates instantly know the scope. Northstar Labs makes it clear the role is a pathway from Senior Engineer to EM, which attracts ambitious engineers ready to lead.
2. They Open With a Human Touch (Video Element)
Adding a short Loom or YouTube video from the hiring manager sets these apart immediately. Candidates get to see the leader they’d work with and hear directly about the team’s mission — it builds trust and makes the post feel personal, not mass-produced.
3. Company Overviews That Sell the Mission
The “About Us” sections aren’t filler text — they paint a picture of the product, impact, and culture. NimbusFlow highlights scale, reliability, and tech focus. Northstar Labs emphasizes leadership development and product impact. Both invite the reader to imagine themselves contributing to something meaningful.
4. Clear, Impact-Driven Responsibilities
The responsibilities go beyond “manage engineers” or “ship features.” They show how the EM’s work drives business goals — e.g., improving platform reliability, scaling processes, mentoring growth. This connects the dots between the role and company success.
5. Transparent Perks & Benefits (Separate from Why It’s a Great Fit)
By splitting these sections, candidates get both the tangible (PTO, learning budgets, health coverage) and the emotional (culture, autonomy, growth path) reasons to apply. This structure ensures perks don’t overshadow the bigger “why” of the role.
6. Respectful, Transparent Hiring Process
Both job descriptions outline the steps, tools (WorkScreen), and timelines. This reduces candidate anxiety and sets expectations. Mentioning a skills-based assessment also signals a fair, modern approach — not a résumé-only filter.
7. Tailored “Why This Role Is a Great Fit” Section
This is the emotional pitch. NimbusFlow speaks to leading a senior, high-impact team in a critical area. Northstar Labs focuses on mentorship and career acceleration. Each is tailored to the target candidate’s motivations.
8. Human Tone Throughout
The language avoids corporate clichés. Words like “pathway,” “mentorship,” “calm under uncertainty,” and “values-driven culture” speak directly to the human side of engineering leadership. This tone attracts thoughtful, mission-driven applicants — the kind you actually want.
Example of a Bad Engineering Manager Job Description (And Why It Fails)
❌ Bad Job Post Example — Generic & Forgettable
📌 Job Title: Engineering Manager
💼 Type: Full-Time | Location: New York, NY
Company Overview
XYZ Corporation is a leading provider of business solutions for clients worldwide. We are committed to excellence and innovation in all our endeavors.
Job Summary
The Engineering Manager will oversee daily operations of the engineering department and ensure projects are completed on time. The ideal candidate will have strong leadership skills and a background in engineering management.
Key Responsibilities
- Manage engineering team.
- Assign tasks to team members.
- Ensure deadlines are met.
- Oversee project budgets.
Requirements
- Bachelor’s degree in Engineering or related field.
- 5+ years of engineering management experience.
- Strong communication skills.
How to Apply
Send your CV to hr@xyzcorp.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Job Title
“Engineering Manager” without any context could mean anything — no clue about industry, team size, or focus area. - Empty Company Overview
“Committed to excellence” is vague corporate speak. There’s no mission, no product mention, and no culture insight. - Bland Job Summary
Lacks any real sense of the role’s purpose, challenges, or impact. - Responsibilities That Could Apply Anywhere
“Manage team” and “assign tasks” are not inspiring or unique. There’s no connection to meaningful outcomes. - No Salary or Benefits
Omitting pay and perks signals a lack of transparency and can turn away top candidates. - Cold, Impersonal Application Process
“Only shortlisted candidates will be contacted” feels dismissive and outdated — especially for senior talent. - Zero Personality in the CTA
Ending with just “Send your CV” makes it feel transactional, not like an opportunity to join a team with vision.
Bonus Tips to Make Your Engineering Manager Job Post Stand Out
Even a well-structured job description can fade into the background if it looks and feels like everyone else’s. These extra touches help you earn attention from high-caliber candidates — and make them trust your process.
1. Add a Security & Privacy Notice for Applicants
Top candidates want to know their personal information is safe. Add a short line to reassure them:
“We take the security and privacy of all applicants seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
2. Mention Paid Leave & Flexibility
Engineering leaders often have multiple offers — highlight work-life balance upfront:
“Enjoy up to 20 PTO days annually, plus flexible work-from-home days to recharge and stay focused.”
3. Highlight Training & Growth Opportunities
The best EMs care about career progression (for themselves and their teams):
“We invest in leadership development — from executive coaching to conference passes — so you can keep growing as a leader.”
4. Include a Short Loom or YouTube Video
This personalizes your post instantly. A 60–90 second message from the CTO or VP of Engineering talking about the team’s mission, current challenges, and culture makes the role feel more tangible.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Add a “Why We’re Excited to Hire This Role” Section
Go beyond duties and perks — talk about why this hire matters right now. Example:
“We’re entering a major growth phase, and this role will shape the foundation for how our engineering teams scale. The person in this seat will directly influence product velocity, developer happiness, and long-term technical health.”
Why You Shouldn’t Let AI Write Your Engineering Manager Job Post for You
AI can be a powerful tool in hiring — but if you just type “Write me an Engineering Manager job description” into a chatbot and hit copy-paste, you’ll get exactly what you’ve seen a hundred times before: bland, overly generic content that doesn’t connect with the kind of leader you actually want to hire.
The Risks of Using AI Blindly
- Generic content attracts generic applicants. You’ll get more “keyword match” résumés and fewer candidates who are truly aligned with your mission.
- Missed opportunity to showcase your culture. AI can’t invent your company’s real values, engineering philosophy, or leadership style — the things that actually persuade top EMs to apply.
- It hurts your brand. A lifeless, template-style post sends the signal that your hiring process is as uninspired as your description.
The Right Way to Use AI
AI works best when you feed it real, specific input about your company and the role, then use it as a polishing tool, not a content replacement.
Instead of this ❌:
“Write me an Engineering Manager job description.”
Try this ✅:
“Help me write an Engineering Manager job description for NimbusFlow, a SaaS workflow automation platform used by 10,000+ teams. The EM will lead our Platform & Reliability group (6–8 engineers) focused on scalability, observability, and cost optimization. Our stack is TypeScript, Node.js, React, Postgres, Redis, Kubernetes, AWS. Our culture values ownership, craftsmanship, and developer happiness. We offer $165–$190K + equity, 20 PTO days, $2,000 learning budget, and flexible hybrid work. Here’s a rough bullet list of responsibilities and perks [paste notes]. Write in a warm, human tone.”
Then:
- Review and refine what AI produces.
- Add your culture voice and unique selling points.
- Keep it aligned with your real benefits, leadership style, and hiring process.
💡 Bottom line: AI can help you save time, but it can’t replace the human insight that makes your Engineering Manager role stand out. Use it to smooth edges — not to replace the substance.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Engineering Manager Job Description?
We get it — sometimes you just need something fast.
Maybe you’ve read through this guide and understand what makes a great job post, but you also want a solid starting point you can adapt in minutes.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Style (with video)
📌 Job Title: Engineering Manager — [Focus Area, e.g., “Platform & Reliability”]
💼 Type: [Full-Time] | [Work Arrangement: Hybrid/Remote/On-site] ([City, State/Country])
💰 Salary: [$X–$Y] + [Equity/Bonus]
🎥 A quick hello from our [Hiring Manager/VP of Engineering]
[Insert Loom/YouTube link — 60–90 seconds covering the team’s mission, current roadmap, and what success looks like.]
👋 About [Company Name]
[Company Name] helps [customer type] do [core value/benefit] without [pain point]. We’re trusted by [# or type of customers/industries], and we’re doubling down on [reliability/performance/developer experience]. Your leadership will sit at the heart of how we scale.
🧰 Team & Tech
You’ll lead a team of [#] engineers focused on [area: e.g., scalability, observability, cost efficiency].
Stack: [Your Tech Stack: e.g., TypeScript/Node.js, React, Postgres, Kubernetes, AWS].
💡 What You’ll Do
- Lead, coach, and grow a high-performing team (hiring, 1:1s, career paths).
- Own technical direction for [focus area], balancing speed, quality, and cost.
- Partner with Product/Security to set clear priorities and delivery milestones.
- Raise the bar on engineering excellence (design docs, reviews, incident retros).
- Drive cross-team initiatives (tooling, CI/CD, testing strategy, SLAs/SLOs).
🎯 What We’re Looking For
- [X]+ years leading engineers; experience owning [platform/infra/product] roadmaps.
- Strong technical depth in [Your Tech Stack] with sound judgment on trade-offs.
- Track record of shipping reliably in fast-moving environments.
- Clear, empathetic communicator who earns trust across functions.
🎁 Perks & Benefits
- Health, dental, vision (company-covered options).
- Retirement plan with employer match.
- [#] PTO days + [#] company holidays + [any shutdowns/flex days].
- Annual learning stipend ([$ amount]) for conferences/courses.
- Remote setup or commuter stipend; wellness benefits.
- [#] weeks paid parental leave.
🚀 Why This Role Is a Great Fit
- Shape the backbone of a product used at meaningful scale.
- Lead a senior team that values craftsmanship, not just speed.
- High autonomy and executive visibility; clear path to [next level, e.g., Group EM/Director].
- Tangible, measurable impact on customer trust and uptime.
🤝 Our Hiring Process
Expect a brief intro call, a WorkScreen skills assessment tailored to leadership, a technical deep-dive, and a team panel. We move quickly and provide clear feedback.
📥 How to Apply
Apply via WorkScreen: [Insert WorkScreen link] (short, relevant skills evaluation; no long take-homes).
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Engineering Manager — [Team/Domain] ([Company Name])
💼 Type: [Full-Time] | [Work Arrangement] ([City, State/Country])
💰 Salary: [$X–$Y] + [Equity/Bonus]
Job Brief
[Company Name] builds [product/solution] that helps [customer type] achieve [core outcome]. We’re hiring an Engineering Manager to guide a [size]-person squad, combining technical leadership and people management to deliver reliable, high-impact features.
Responsibilities
- Manage and mentor a cross-functional engineering team.
- Partner with Product on roadmap, prioritization, and timelines.
- Lead code quality, architecture decisions, and process improvements.
- Run effective rituals (planning, standups, retros) and unblock teams.
- Conduct performance reviews and career development planning.
Requirements
- [X]+ years managing engineers in a product development environment.
- Proficiency with our stack: [Your Tech Stack].
- Excellent communication, collaboration, and decision-making.
- Experience shipping in fast, iterative cycles with high quality.
Perks & Benefits
- Health, dental, vision (regional coverage where applicable).
- Flexible hours + focus time policies (e.g., “No-Meeting Fridays”).
- Annual professional development budget ([$ amount]).
- Remote setup stipend and/or co-working allowance.
- [#] PTO days + local holidays; [#] weeks paid parental leave.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link] — we evaluate skills, not just résumés. Expect a fair, structured process with clear timelines and feedback.
Let WorkScreen Handle the Next Phase of Hiring
Writing a great Engineering Manager job description is step one. Step two? Making sure you hire the right person — quickly, confidently, and without drowning in résumés that don’t match what you need.
That’s where WorkScreen.io comes in.
How WorkScreen Helps You Hire Smarter
🎯 Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🛠 Easily administer one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🚫 Eliminate low-effort applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
💡 Bottom line: You’ve crafted a job post that sells the role. Now let WorkScreen give you the clarity to hire the right leader for your engineering team — faster, fairer, and with complete confidence.
👉 Create your account today
and see how easy it is to spot top talent.
Frequently Asked Questions — Engineering Manager Job Description
A great Engineering Manager blends strong technical understanding with excellent people leadership. Look for:
- Leadership and coaching ability — Can they develop engineers, give constructive feedback, and motivate the team?
- Technical judgment — They should understand architecture, scalability, and trade-offs even if they’re not coding daily.
- Communication skills — Clear, concise communication with engineers, stakeholders, and executives.
- Decision-making under uncertainty — Ability to make informed calls with incomplete information.
- Process improvement mindset — They should spot bottlenecks and implement better ways of working without adding bureaucracy.
- Emotional intelligence — Empathy, conflict resolution, and the ability to build trust across teams.
Engineering Manager salaries vary by location, company size, and industry. In the United States, they typically range between $135,000 and $190,000 per year, with tech hubs like San Francisco or New York often offering $180,000+ plus equity or bonuses. Smaller markets or startups may offer less cash but compensate with equity, flexible work, or growth opportunities.
A Tech Lead focuses primarily on technical execution — architecture decisions, code quality, and guiding the team’s technical work. An Engineering Manager balances technical oversight with people management: career development, hiring, performance reviews, and aligning engineering priorities with business goals. In some companies, one person may do both; in
larger organizations, the roles are separate.
The ideal span is usually 6–8 direct reports. Fewer than 5 can make the role overly hands-on and less about leadership; more than 10 can dilute their ability to mentor effectively and maintain strong individual relationships.
- Overemphasizing technical skills and neglecting leadership ability.
- Hiring for pedigree only (big-name companies) instead of proven impact.
- Unclear expectations — not defining whether the role is people-first, technical-first, or hybrid.
- Ignoring cultural alignment, which can erode team trust and retention.
