Engineering Manager

Healthcare is in crisis and the people behind the results deserve better. With more and more data coming from wearables, lab tests, and patient–doctor interactions, we’re entering an era where data is abundant.

The company is building the infrastructure layer for diagnostic healthcare, making patient data accessible, actionable, and automated across labs and devices. Our mission is simple but ambitious: build the infrastructure that makes predictive, personalized care possible.

If you're passionate about how technology can supercharge healthcare, you’ll fit right in.

Backed by Creandum, Point Nine, 20VC, YC, and leading angels, we’re working to solve one of the biggest challenges of our time: making healthcare personalized, proactive, and affordable. We’re already connecting millions and scaling fast.

SHORT ON TIME?

• You: You’ve led experienced engineers, stayed close to the code, and care about the product and the customers using it.

• Ownership / Focus: You’ll lead a small and growing engineering team, you’ll own its engineering direction, technical delivery, team health and hiring.

• How we manage: We don’t believe in purely pastoral engineering managers. You’ll manage and develop people, but you’ll also ship, unblock, review and make technical decisions alongside them.

• Salary: £120-£150k + equity (based on experience and location)

• Location: Fully remote (GMT). We have one company offsite each year, with possible travel to London every couple of months for team meet-ups.

WHY WE NEED YOU

Our engineering team is growing, and we need another Engineering Manager to grow with it. You’ll report to Mark, our Head of Engineering, and work alongside Rui, our other Engineering Manager. You’ll initially take ownership of a small engineering team, working closely with product and other teams to decide what to build and get it shipped.

At the company, engineering management is a technical job. We want our managers close enough to the work to know what’s going on, give good feedback and get involved when needed. But we don’t want you to become the person everyone waits for when something gets difficult.

Six months in, your team should trust you, people outside the team should know where things stand, and the team should be delivering what it says it will.

WHAT YOU’LL BE DOING DAY TO DAY

• Own the engineering direction, delivery and health of a small team of senior product engineers.

• Work with product on what the team commits to, then make sure it gets delivered.

• Stay close to the code: review PRs, give technical feedback, pair on problems and ship when it makes sense.

• Unblock the team when decisions are unclear or things go wrong.

• Give engineers regular feedback, run useful 1:1s and performance reviews, and actively help them grow in their careers.

• Notice what’s slowing the team down and fix it, surface problems early and keep the rest of the company clear on what’s happening.

• Own hiring for your team and play an active role in helping the company grow.

REQUIREMENTS

• You’ve led and directly managed experienced software engineers.

• You’ve stayed technically involved while managing

• You’ve owned a team’s delivery, not just its people management.

• You can give useful technical feedback and make sound calls on engineering trade-offs.

• You’ve worked with product and other teams to turn customer problems into shipped software.

• You’ve helped engineers develop through direct feedback, coaching and meaningful opportunities to take on more.

• You’ve hired engineers and helped raise the technical or operating standards of a team.

You don’t need to tick every box to fit in here. If the problems we’re solving genuinely interest you and you know you can contribute, we’d love to talk.

NICE TO HAVE

• You’ve worked at an early-stage or scaling company where managers are expected to manage people and build product.

WHAT THIS ROLE ISN’T

• If you want to stay out of the code and spend most of your time in 1:1s, planning and status meetings, it won’t be a good fit.

• You’ll have to make tough calls on technical and non-technical topics and own the outcomes

• It isn’t a tech lead role with a few 1:1s either. Developing people, giving difficult feedback, hiring and building a healthy team are core parts of the job.

How you'll be compensated

Our benefits

• Your salary is dependent on your location and experience level

• Equity (extended exercise post 2 years of employment)

• Company and team offsites

• Monthly learning budget of $150 for personal development and productivity

• $100 monthly wellness budget

• Flexible, remote-first working, including $1K for home office equipment

• Coworking budget

• 36 days paid time off (including bank holidays)

• Premium healthcare coverage

• 4% monthly contribution to pension/401k

• Yearly blood test on us

• Enhanced parental, foster, and adoption leave

Important details before applying

• We only hire folks physically based in GMT and EST timezones

• We do not sponsor visas right now given our stage