Manager, Software Engineering

AI2IO helps organizations navigate the complex landscape of technology solutions, from foundational IT services and system support to advanced software integration, automation, and cutting-edge AI implementations. Our expertise spans IT infrastructure management, custom software development, seamless system integrations, and optimization of low-code business automation, empowering clients to maximize their existing technology investments.

Join us and be part of a team where your voice matters, your work makes an impact, and your growth is a shared priority.

Position Title: Manager, Software Engineering

Position Location: Remote - work virtually from anywhere in the United States

Job Summary

AI2IO is seeking a Manager, Software Engineering to lead engineers, strengthen team capability, and create the organizational conditions required for sustainable software delivery. This is a formal people-management role with accountability for performance, development, staffing, workforce planning, team effectiveness, hiring, onboarding, retention, and the management systems that support a growing engineering organization.

The Manager partners closely with Software Engineer Technical Leads, Architects, Project Managers, Product Owners, and the Director, Software Engineering. Technical Leads retain team-level technical direction, Architects retain cross-team platform authority, and Project Managers retain integrated delivery coordination. The Manager brings sufficient technical depth to understand risk and ask informed questions while focusing primarily on people, capacity, organizational support, management escalation, and the environment in which engineering teams perform.

Essential Functions

This role progresses from complete ownership of people leadership and the delivery environment for assigned teams toward broader organizational effectiveness, management-system adoption, leadership-pipeline development, and readiness for larger engineering-organization scope.

Lead and Develop Engineers

Serve as the formal manager for assigned engineers through regular one-on-ones, clear role expectations, timely feedback, performance reviews, professional-development planning, and credible support for each direct report.

Provide recognition and developmental feedback throughout the year rather than relying on formal review cycles.

Address sustained performance concerns through clear expectations, documented feedback, support plans, follow-through, and appropriate organizational processes.

Connect individual goals to meaningful assignments, coaching, learning opportunities, mentoring, and increasing ownership without promising advancement before readiness is demonstrated.

Help employees understand individual-contributor and management career paths, including the different skills, responsibilities, and accountability models each requires.

Build Team Capability and Leadership Depth

Identify recurring skill gaps and coordinate learning, pairing, role assignments, mentoring, or hiring plans that strengthen team capability.

Develop potential future Technical Leads and Managers through carefully scoped assignments, clear feedback, and partnership with current leaders.

Reduce key-person and leadership-continuity risk through documented ownership, distributed capability, and credible succession options.

Create opportunities for other leaders to operate independently while maintaining appropriate review, support, and accountability.

Ensure career discussions distinguish sustained next-role readiness from tenure, aspiration, isolated success, or temporary stretch performance. Own the Sustainable Delivery Environment

Ensure assigned teams have sufficient staffing, capability, role clarity, decision pathways, tools, and organizational support for committed work.

Partner with Technical Leads and Project Managers to understand delivery health, technical risk, dependencies, capacity limitations, and recovery needs without replacing technical or project-management ownership.

Ensure material delivery problems receive appropriate management intervention, including staffing changes, priority escalation, cross-team negotiation, or leadership decisions.