Engineering Team Leader

The Position A Team Leader is responsible for all the work of a team and the spokesperson for everyone in it. They are expected to manage the team dynamics and always bring the best in everyone. A team leader is not expected to be the best in a team but rather help others become the best version there is and gear the team towards optimised execution. Key Responsibilities Manage a small product team of 3-5 engineers (backend and frontend). 30% of the time spent doing management work. Outside of that actively participates in product development in their team. Be involved in hiring processes for their own team and potentially help out their peers. In addition to being involved in hiring, also being responsible for the onboarding process of new engineers. By being the spokesperson for everyone in their team they are expected to manage the team dynamics and bring out the best in them. Giving continuous and constructive feedback on all the things. Helps the team to grow continuously as a group and is responsible for each direct report’s career. Provide guidance and coaching to the team. Requirements Managed an engineering team of at least 2 people. Extensive experience with Backend (Elixir/Phoenix). Commitment to promoting all of Remote's values within the team and the greater organisation. Solid communication skills. Solid knowledge of engineering and development principles and best practices. Proven organizational skills with attention to detail. Focused on efficient processes with a kind, people-first approach. Being able to inspire others and instill confidence. Good understand of team dynamics. Ambitious and intentional about diversity, equality and inclusion. Practicals You'll report to: Engineering Manager Direct reports: 2-5 Engineers Team: Engineering Location : Anywhere in the world Start date: As soon as possible Remote Compensation Philosophy Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries. At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while hiring globally. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change. Application process Roughly 6 hours across 6 weeks Interview with recruiter Interview with Hiring Manager (async) Code challenge + review Interview with team members Bar Raiser Interview Executive Interview Offer and Prior employment verification check (Read more at remote.com/employment-checks )