Jobs in the United States

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Dispel

Engineering Manager

Remote, United States

Base salary: $165,000-189,000

Apply on apply.workable.com About employer

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Job details

Pay: Base salary: $165,000-189,000
Posting language: English
Posted: Nov 12, 2026

Original job description

Dispel builds network isolation and access infrastructure for critical industries, where a breach is an operational failure with real-world consequences. Our customers include critical infrastructure operators, defense contractors, and industrial enterprises that hold their software vendors to an exceptionally high bar. The Senior Engineering Manager is accountable for making that standard real. This is a people-first, delivery-focused leadership role. You will manage 6–12 engineers across one or two teams, owning the full management lifecycle: hiring, onboarding, career development, performance management, and the hard conversations that come with it. As a direct report to the VP of Engineering, you will also co-own how engineering works at Dispel, participating in decisions about org structure, engineering-wide practices, and multi-quarter delivery strategy. Technical judgment is non-negotiable. You will read pull requests, join architecture discussions, and flag technical risk. You must understand what your teams are building to fully enable them. Engineering at Dispel is a collaborative effort and those that show up trying to get things done and help others will receive support from the team. Dispel has high aspirations and we are growing quickly. We have noticed that people that have been in such environments before tend to adapt better. If you have not been in an environment like this before you would do well to try and convince us that you can handle it during your interviews.

Requirements

Execution

Own delivery health across all active work: track project status, identify blockers early, remove obstacles, and escalate risks to the VP of Engineering with context and a proposed path forward.
Run effective team rituals (sprint planning, retrospectives, standups, reviews) calibrated to what your teams actually need, not a fixed process template.
Conduct regular, substantive 1:1s with every direct report. Maintain a clear picture of each engineer's performance, goals, and career trajectory.
Own performance management end to end: develop high performers, address underperformance directly, and document both with the specificity needed to make decisions.
Participate in hiring loops: source candidates, conduct interviews, calibrate against the hiring bar, and contribute to offer decisions with a defensible rationale.
Contribute to quarterly and multi-quarter planning by translating roadmap intentions into realistic capacity models, surfacing dependencies, and flagging sequencing risks.
Maintain sufficient technical context to evaluate your teams' work. This includes reading pull requests for signal, joining architecture discussions, and escalating technical concerns.
Drive accountability for quality standards: code review practices, test coverage, documentation discipline, and incident response follow-through.
Partner with product and project managers to align on priorities, negotiate scope, and represent your teams' capacity honestly.

Enabling Others

Participate in an on-call rotation to support system reliability, including responding to incidents and performing after-hours troubleshooting as needed.
Partner with other Engineering managers and VP of Engineering on team structure, headcount planning, career leveling consistency, and the definition of what good looks like at each IC level.
Identify patterns across your teams (recurring process failures, tooling friction, onboarding gaps) and drive improvements that benefit engineering beyond your teams.
Refine Dispel's hiring practices: help define the hiring bar, improve interview formats, and calibrate debriefs so decisions are consistent and defensible.
Advocate for investments your teams need: better release pipelines, CI/CD improvements, developer tooling. Make the case to the VP with specifics about impact and cost.
Represent engineering credibly to non-engineering stakeholders. Translate technical constraints into language that informs business decisions without oversimplifying.
Model the culture you want to see: intellectual honesty, directness, follow-through, and genuine care for your people.

Qualifications

4 or more years managing software engineering teams of 5+ ICs in a product engineering environment.
A prior career as a software engineer with enough depth to understand what good engineering looks like. You do not need to write code in this role, but you need to have written it professionally and to have strong intuitions about quality, complexity, and technical risk.
Comfortable using coding agents (e.g., GitHub Copilot, Claude Code) as part of your daily workflow. Addy Osmani's article Agentic Engineering roughly describes Dispel's stance on AI usage by engineers.
Demonstrated track record of growing engineers' careers. You can point to specific people you have leveled up, describe how you identified their gaps, and explain what you did to close them.
Experience with multi-quarter planning: you have owned delivery commitments spanning multiple sprint cycles and know how to track them, communicate about them, and recover when plans diverge from reality.
Strong technical judgment: comfortable in architecture reviews, able to evaluate proposals critically, and able to spot when a technical decision is being made for the wrong reasons.
Experience managing engineers on security-critical, reliability-critical, or infrastructure-adjacent software. The stakes are different when the thing you ship cannot go down.
Demonstrated ability to operate remote-first. You have managed distributed teams and understand what remote management requires that in-person does not.
Strong written communication. In a fully remote company, writing is your primary leadership surface: 1:1 notes, status updates, feedback, and engineering-wide contributions all need to be clear, specific, and worth reading.
US work authorization required. Dispel requires comprehensive background checks for all employees.

Bonus Points

Experience at a company with a security-first product or customers in regulated industries (critical infrastructure, defense, industrial control systems, financial services, healthcare).
Familiarity with compliance frameworks such as SOC 2, FedRAMP, or IEC 62443. Not as a practitioner, but as a manager who understands what compliance costs a team and how to resource it.
Exposure to Dispel's core technology areas: cloud-native infrastructure on AWS or Azure, Terraform, backend services in Python, TypeScript, or Go, and React/TypeScript frontends.
Experience driving improvements to release infrastructure, CI/CD pipelines, or developer tooling. You got the build time cut in half or got automated testing enforced as a gate, and you know what that takes organizationally.
Prior experience working alongside a Technical Program Manager or equivalent. You understand how program management and engineering management divide responsibilities.
Familiarity with structured hiring and leveling practices: rubrics, evaluation frameworks, or calibration processes that make hiring and promotion decisions more consistent.
A willingness to accept failure and feedback, learn and try again.
A passion for learning new disciplines and gaining a deep understanding of how others on the team do their work.
An ability to communicate clearly and succinctly both in-person and over team chat.

Benefits

Why Dispel/Benefits At Dispel you’ll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.

Base salary: $165,000-189,000
401(k) with company match
Generous paid time off and holidays
Performance bonus and equity eligible
Remote work
Medical, vision, dental insurance

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Jobs in the United States