Engineering Manager, Voice AI

This is a remote position.

Series B AI company | Full-time | 100% remote (US or Canada)

Right now, somebody is calling their insurance company, their pharmacy, or their airline. There's a decent chance the voice that picks up, understands what they need, and actually fixes it was built by this team. No hold music. No "press 3 for billing." Just a problem solved.

They're looking for an Engineering Manager to lead one of the squads making that happen.

Base salary

US: $220,000 to $280,000 USD. Canada: C$190,000 to C$250,000. Set by level (Engineering Manager or Senior Engineering Manager). No variable or commission.

Equity

Meaningful stock options. Ownership is a real part of the pay philosophy here, not a footnote.

Experience

10+ years in software engineering, 5+ of them managing engineers

Team

A squad of 8 to 15 engineers

Location

100% remote, anywhere in the US or Canada

Travel

Meet up in person roughly every six weeks

Work authorization

Must already be authorized to work in the US or Canada. No sponsorship.

• The problem is enormous. Customer service is close to a trillion-dollar problem and barely 1% of it is automated. There is a lot of road ahead.
  
• They picked the hard channel on purpose. Voice is the first thing people reach for and the toughest thing to automate well. That's where they started.
  
• This isn't a demo. They've had AI agents running in production for Fortune 500 enterprises since well before the generative AI wave, handling millions of calls a month across insurance, healthcare, retail, financial services and travel.
  
• The customers like it. Hundreds of enterprise deployments, and satisfaction scores most SaaS companies would envy.
  
• Small team, big leverage. A lean, senior group doing the work of a much larger one. Every engineer owns several initiatives.
  

This is a people-leadership job, not a coding job. You won't be writing the code. You'll be building the team that does, and making strong senior engineers even more effective. You'll also sit as a peer on a tight management group that owns every engineering department decision together.

What you'll actually do

• Lead and grow a squad of 8 to 15 engineers. Hiring, career growth, performance, budget and headcount are all yours.
  
• Sit at the table with the other engineering managers, who meet several times a week and make the department's calls as a group.
  
• Set the pace. Push back on the status quo. Build a team that digs in, ships fast and learns from what breaks instead of debating it to death.
  
• Deliver the work customers care about most, predictably and well, and stand behind your team's dates and results.
  
• Make your team genuinely AI-native. Take the scattered individual experiments and turn them into real team-level gains in speed, quality and time from idea to production.
  
• Work closely with Product, Delivery and other teams so the squad stays locked on real customer value, and close the loop after things ship.
  

• 10+ years in software engineering, with at least 5 managing engineers
  
• You've led teams of 8 or more and you've done the hard parts: hiring, growing people, and making tough performance calls
  
• Real early-stage or high-growth startup experience. You know what moving fast actually feels like.
  
• A servant-leadership style, and you're comfortable leading people you mostly see on a screen
  
• Bonus points: you've founded something, you're hands-on with AI tools, or you've worked around conversational AI, voice or telephony
  

The platform is a full stack of hard problems:

• Telephony and real-time voice
  
• Speech recognition and voice models
  
• LLMs with orchestration and failover across multiple providers
  
• A reasoning runtime that drives every conversation from start to finish
  
• Bot-building and conversation-design tools
  
• ML infrastructure and evaluation
  
• Production analytics on how every bot is performing
  

Languages: Python, JavaScript, and a strongly typed functional language at the core.

They've reinvented their product, sales motion and deployment model, and they're leaning hard into a fail-fast, entrepreneurial culture. Try things, get it wrong quickly, learn, move on. Three ideas guide the team:

• Own it. Take responsibility, use every tool you've got to hit the goal, and give feedback openly and often.
  
• No ego. Humble and egalitarian. No task is too big or too small for anyone.
  
• Look at your own work with honest eyes. Step back, be critical of yourself, and trust your colleagues to point out your blind spots.