Engineering Manager

TL;DR Most engineering leadership roles ask you to trade the craft for the title. This one doesn’t. We’re hiring engineering managers who run organizations of 30+ and still know what their strongest engineers are working on this week. You’ll think end-to-end about the business, lead a workforce of humans and AI agents that’s rewriting what an engineering org even looks like, and stay close enough to the code to drop in as a tech lead when a problem demands it. WHY LOVABLE? Lovable lets anyone and everyone build software with any language. From solopreneurs to Fortune 100 teams, millions of people use Lovable to transform raw ideas into real products — fast. We’re at the forefront of a foundational shift in software creation, which means you have an unprecedented opportunity to change the way the digital world works. Lovable-built applications and websites are visited hundreds of millions of times a month, and our enterprise footprint is compounding fast. And we’re just getting started. We’re a small, talent-dense team building a generation-defining company from Stockholm. We value extreme ownership, high velocity, and low-ego collaboration. We seek out people who care deeply, ship fast, and are eager to make a dent in the world. WHAT THIS ROLE IS AND WHAT IT ISN’T - It is a senior engineering leadership role with scope. You’ll run an organization that spans product, platform, and applied AI - with other managers, senior engineers, and AI agents reporting in - and you’ll be accountable for what that organization ships, how it operates, and the business outcomes it drives. - It is still close enough to the work that you can drop into a Tech Lead role on a hard problem when the situation demands it. We don’t measure leadership IC time as a percentage. We measure it as the ability to pick up the work and ship at the bar you’re asking of your team. - It isn’t a role for managers who think of themselves as engineering-adjacent. You need to be credible in code, design, and on-call - and you need to want to be. - It isn’t a role for leaders who only think about engineering. We expect you to reason end-to-end about the business - economics, product, GTM, customers - and to make calls that are best for the company, not just best for your team. WHAT WE’RE LOOKING FOR - 15+ years of engineering experience, including 6+ years of people management at a pre-IPO startup, scale-up or frontier tech company, and at least 2 years of managing managers. Strong IC track record before management. - You’ve run an engineering organization of 30+ with managers and senior engineers reporting in. You can speak concretely about how you structured the org, how you hired up to that scale, and what you’d do differently. - Still hands-on at the Tech Lead level: you can pick up an unfamiliar codebase, design and ship a non-trivial change, run an incident, and review code at a high bar. You haven’t let your engineering muscle atrophy. - You’ve thought hard about humans and AI agents on the same team. What humans should and shouldn’t delegate. How productivity gets measured when the unit of work is shifting. Strong opinions, lightly held. - Comfortable navigating ambiguity and driving clarity at an organisational level, not just technically. You write the doc that aligns three teams instead of waiting for someone else to. - Deep technical credibility in at least one area - full-stack product (React/TypeScript + Go/Rust), platform and developer experience (Kubernetes, sandboxing, observability, CI/CD, application frameworks), or applied AI (training, evals, agent systems, model serving). - Cross-functional to your core and business-fluent: you work seamlessly across design, product, and go-to-market, and know how to bring people along with you; andable to reason end-to-end about unit economics, product strategy, GTM, and customer outcomes - Track record of building and growing teams: you’ve hired senior engineers others wanted to work with, grown managers under yo