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Longshot Systems on cord

Longshot Systems

Engineering Manager

London EC1M, UK
Software Development
At Longshot Systems we're building advanced platforms for sports betting analytics and trading.
Active
10 hours ago
Responds to
N/A
Responds in
N/A
Requests
None yet. Be the first one!

Skills & Experience

Job roles: Engineering Manager
Experience level: Lead, Leadership
Core skills considered: Management, Building Teams
Other skills considered: Cost management, Process management

Logistics

Base salary: Undisclosed
Some companies on cord are unable to disclose salaries publicly due to internal company policies. Message the company for salary information.
Employment type: Permanent
Remote working: Hybrid (up to 4 remote days p/w)
Visa sponsorship: Not available

Job Description

At Longshot Systems we build advanced platforms for sports betting analytics and trading. We're looking for an Engineering Manager to own the people and process side of our engineering organisation of roughly 30–50 people.

This is a team lead role, not a tech lead role. Architecture, technical direction and code-level decisions sit with our CTO and tech leads. You'd be accountable for the engineers themselves (how they're hired, managed, developed and progressed) and for the processes that keep our teams working well together. The aim is to free our technical leaders to stay close to the technical work, and to make the whole organisation faster and more effective.

Every engineer at Longshot has two people looking after them: a tech lead who owns what they build and how it's built, and you, who own how they're managed, developed and assessed. Day to day that's a collaborative partnership: you spot an issue, work it through with the relevant tech lead and agree an approach together. On technical questions the tech lead's judgement prevails. On how engineers are managed, and on processes that need to be consistent across teams (review cycles, progression, hiring standards, starters and leavers), the decision is yours. You'd also run a regular forum with the CTO and tech leads covering the hiring pipeline, attrition risk, the balance between maintenance and development work, and where standards are drifting.

You'll have been an engineer yourself, with enough technical depth to hold your own with strong senior ICs, judge whether our practices are any good and be taken seriously when the conversation turns technical.

We are a hybrid working company, working Thursdays in our London (Farringdon) office and flexible the rest of the week. Our typical working hours are 10 am to 6 pm UK time, Monday to Friday, but we support flexible working and trust our team to manage their own schedules to meet their goals.

What you'd be doing

  • Recruitment: own our engineering hiring process end to end, from funnel design to interview processes and how we evaluate candidates. Design role-specific interviews with the tech leads and work with our Head of Talent to make the overall funnel more efficient. Tech leads and leadership make the final call on hires; you own the system those decisions run through. Expect a substantial interviewing load.
  • Line management and progression: own the twice-yearly review cycle, the progression framework and calibration across teams. Tech leads assess engineers' work; you make sure standards and outcomes are consistent, run some of the review conversations, make compensation recommendations and decide promotions jointly with the CTO. Spot where training or conferences would help people grow.
  • Delivery: we handle a lot of short-notice maintenance work that has to be done on time and safely without derailing longer-term product work. You won't choose or prioritise projects, but you'll diagnose when things are moving slowly and why, flag early when the maintenance-to-development balance has slipped or agreed processes aren't being followed, and provide the metrics and reporting that help tech leads catch issues early.
  • Engineering standards: bring your experience of high-performing engineering organisations to push our processes and standards forward, spot weaknesses in current practice and help us plan for how growth will change the way we work.
  • Developer experience: champion investment in dev UX, including driving effective adoption of LLM-based tooling and making sure it genuinely improves the team's capability. You'll be hands-on trying new tools, processes and techniques so you can assess them properly.
  • Engineering operations: own cloud spend, our SaaS estate and licensing, security processes including starters and leavers, and company-wide onboarding for technical staff. Tech leads own team-specific onboarding.

Requirements

  • A software engineering background, with the technical credibility to work alongside strong senior ICs.
  • Proven experience as a people manager of engineers, including running review cycles, progression and calibration.
  • A track record of owning engineering hiring at volume, not just participating, both before and since LLMs changed how we assess candidates.
  • Experience in engineering organisations of around 30–50 people. We're not looking for a large-corporate background.
  • Comfortable working without enterprise scaffolding: no dedicated HR, IT or procurement teams to lean on.
  • Long experience improving processes, standards and delivery in high-performing engineering teams.
  • The right approach: you measure success by how much better other people's teams work, not by ownership or credit. You know when to push back and when you might be missing the context behind why things are the way they are, and you'll listen before reaching for a framework.
  • Fluent written and spoken English. This role lives or dies on communication with engineers, tech leads and leadership.

Nice to have

  • Hands-on experience rolling out LLM-based developer tooling across a team and measuring its impact.
  • Experience managing cloud spend, SaaS estates and licensing.
  • Experience owning security processes such as starter and leaver access management.

Benefits

  • Participation in the uncapped company bonus scheme
  • 10% matched pension contributions
  • Private healthcare insurance
  • Long term illness insurance
  • Gym membership

Company Benefits

  • Participation in the uncapped company bonus scheme, typically 20-30% of salary depending on experience
  • 10% matched pension contributions
  • Private healthcare insurance
  • Long term illness insurance
  • Gym membership
  • Choose your own hardware & setup for your development environment

Interview Process

Interview process

  1. Intro call (30 mins) - your background + interests
  2. 90 min video call with the CTO
  3. 60 min call with founder
  4. Onsite interview and meet the team

Message prompt from David

David on cord
In this role, architecture, technical direction and what people work on all sit with the CTO and tech leads. You’d own the people, the processes and the standards, not the technical call. How does that sit with you?
David on cord
Head of Talent
Active 10 hours ago
David on cord
Engineering Manager at Longshot Systems
Message David  ·  Position recently posted

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Starling Bank on cord

Starling Bank

Full Stack Engineer (ML Ops)

London, UK
FinTech · Banking · Finance
A better bank for everyone
Active
over 6 months ago
Responds to
0% of requests
Responds in
1h 55m
Requests
7 pending

Skills & Experience

Job roles: Full Stack
Experience level: Mid, Senior
Core skills considered: Java, React, Redux, AWS, JavaScript

Logistics

Base salary: £70K - £110K
Employment type: Permanent
Remote working: Hybrid (up to 2 remote days p/w)
Visa sponsorship: Not available

Job Description

Starling is the UK’s first and leading digital bank on a mission to fix banking! Our vision is fast technology, fair service, and honest values. All at the tap of a phone, all the time.

Starling is the UK’s first and leading digital bank on a mission to fix banking! We built a new kind of bank because we knew technology had the power to help people save, spend and manage their money in a new and transformative way.

We’re a fully licensed UK bank with the culture and spirit of a fast-moving, disruptive tech company. We’re a bank, but better: fairer, easier to use and designed to demystify money for everyone. We employ more than 3,000 people across our London, Southampton, Cardiff and Manchester offices.

Our technologists are at the very heart of Starling and enjoy working in a fast-paced environment that is all about building things, creating new stuff, and disruptive technology that keeps us on the cutting edge of fintech. We operate a flat structure to empower you to make decisions regardless of what your primary responsibilities may be, innovation and collaboration will be at the core of everything you do. Help is never far away in our open culture, you will find support in your team and from across the business, we are in this together!

The way to thrive and shine within Starling is to be a self-driven individual and be able to take full ownership of everything around you: From building things, designing, discovering, to sharing knowledge with your colleagues and making sure all processes are efficient and productive to deliver the best possible results for our customers. Our purpose is underpinned by five Starling values: Listen, Keep It Simple, Do The Right Thing, Own It, and Aim For Greatness.

Hybrid Working

We have a Hybrid approach to working here at Starling - our preference is that you're located within a commutable distance of one of our offices so that we're able to interact and collaborate in person. We don't like to mandate how much you visit the office and work from home, that's to be agreed upon between you and your manager.

Our Data Environment

Our Data teams are excited about the value of data within the business, powers our product decisions to improve things for our customers and enhance effective and agile decision making, regardless of what their primary tech stack may be. Hear from the team in our latest blogs or our case studies with Women in Tech.

We are looking for talented data professionals at all levels to join the team. We value people being engaged and caring about customers, caring about the code they write and the contribution they make to Starling. People with a broad ability to apply themselves to a multitude of problems and challenges, who can work across teams do great things here at Starling, to continue changing banking for good.

Requirements

We have built our entire banking platform in house and mostly in Java. We are looking for people who want to work on building the tooling that is used by our engineers on a daily basis.

We are looking for people who are truly full stack, and are as comfortable polishing their javascript front end as they are debugging the innards of their java applications database interactions, or standing up infrastructure with terraform. We are looking for people who can:

  • Design REST apis.
  • Code backend services, ideally using Java, or another other server side compiled language.
  • Develop modern front ends, ideally using React and Redux.
  • Get their code into the cloud and support it there, ideally on AWS.
  • Believe in clean coding, simple solutions, automated testing and continuous deployment.
  • Like to take ownership of a feature from the original idea through to live.
  • Think (like us) that a small number of empowered developers is the right way to deliver software.

Company Benefits

  • 33 days holiday (including flexible bank holidays)
  • An extra day’s holiday for your birthday
  • 16 hours paid volunteering time a year
  • Part-time and/or flexible hours available for most roles
  • Salary sacrifice, company enhanced pension scheme
  • Life insurance at 4x your salary
  • Hybrid/remote working
  • Private Medical Insurance with VitalityHealth including mental health support and cancer care. Partner benefits include discounts with Waitrose, Mr&Mrs Smith and Peloton
  • Generous family-friendly policies
  • Varied social groups set up and run by our employees
  • Perkbox membership giving access to retail discounts, a wellness platform for physical and mental health, and weekly free and boosted perks
  • Access to initiatives like Cycle to Work, Salary Sacrificed Gym partnerships and Electric Vehicle (EV) leasing

Full details are available on our careers site

Interview Process

Interviewing is a two way process and we want you to have the time and opportunity to get to know us, as much as we are getting to know you! Our interviews are conversational and we want to get the best from you, so come with questions and be curious. In general you can expect the below, following a chat with one of our Talent Team:

  • Stage 1 - 30 mins with one of the team
  • Stage 2 - Take home challenge
  • Stage 3 - 90 mins technical interview with two team members
  • Stage 3 - 45 min final with an executive and a member of the people team
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