Senior Engineering Manager, Non-Linear Productivity

GitLab

Senior Engineering Manager overseeing non-linear productivity initiatives within GitLab's engineering teams. Leading a small team to identify and rectify friction points in software development lifecycles.

Posted 7/13/2026full-timeRemote • 🇺🇸 United StatesSenior💰 $190,000 - $245,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in leading high-autonomy engineering teams focused on developer productivity and CI/CD systems, with a strong emphasis on metrics-driven accountability and root-cause analysis. Capable of translating broad objectives into actionable roadmaps while mentoring team members and ensuring the adoption of effective solutions.

Highest-signal resume keywords

CI/CD Systems ExpertiseRoot-Cause AnalysisMetrics-Driven AccountabilityExecutive-Level CommunicationTeam Leadership in Engineering

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Root-Cause DiagnosisPipeline ReliabilityTooling InvestmentShift-Left Quality ChangesMetric Movement Tracking

Soft Skills

MentoringNegotiationProblem-SolvingCommunication

Tools & Technologies

GitLab CI/CDBuild SystemsEngineering Metrics

Industry Keywords

Developer ProductivityInfrastructure ReliabilityAgentic Development WorkflowsPilot Initiatives

Tech Stack

Tools & technologies

SDLC

About the role

Key responsibilities & impact

Define and continuously refine the operating model for the non-linear productivity pilot: what "friction" means, how it's diagnosed, and how fixes are prioritized against the three system-level metrics.
Identify and prioritize non-linear productivity opportunities (step-change fixes rather than incremental gains) across the SDLC, including flaky tests, review latency, pipeline reliability, tooling gaps, and context loss for both human and agentic contributors.
Translate an intentionally broad, ambiguous mandate ("find the friction, fix it at the root") into a concrete, time-boxed roadmap with defined milestones for a 3-month pilot window.
Personally source, evaluate, and select 4 exceptional engineers for the pilot squad. You own this hiring bar directly rather than delegating it to a pipeline.
Negotiate allocation models (100% vs. partial/dual-hat) with each engineer's current EM, balancing team commitments against the pilot's needs.
Set the technical direction and working norms for a small, fast-moving team: how work is scoped, how decisions get made, and how progress gets reported.
Mentor the engineers on this team in root-cause diagnosis and shift-left thinking, raising the bar for rigor versus reaching for the nearest patch.
Lead hands-on investigation to instrument and baseline the three top-level metrics (MRPM, pipeline success rate, pipeline latency) so the org has an honest starting point before any fix is proposed.
Diagnose the highest-leverage friction points dragging each metric down, and validate hypotheses with real data before committing team time to a fix.
Design and implement fixes that compound, including shift-left quality changes, tooling investment, and better context and interfaces for both humans and agents, rather than one-off patches.
Stay hands-on enough to review architecture, dig into pipeline internals, and unblock the team on hard technical problems directly.
Own a small set of high-impact friction areas as pathfinders, driving each from diagnosis through fix to measurable metric movement.
Work directly with affected engineering teams to ensure fixes are trusted, adopted, and don't quietly get reverted or worked around.
Track and report metric movement honestly, including when a bet didn't pay off.
Capture and codify reusable patterns and playbooks so that fixes validated by this team can be adopted org-wide with minimal friction.
Set a cadence for reporting impact back to EM peers and leadership, framed around metric movement rather than activity.
Ensure the pilot's fixes degrade gracefully and don't introduce new reliability risk into CI/CD systems that other teams depend on.

Requirements

What you’ll need

Track record leading small, high-autonomy engineering teams, ideally in developer productivity, CI/CD, platform, or infrastructure reliability, measured on system-level outcomes rather than feature delivery.
Deep comfort with CI/CD and build systems. You understand why pipelines flake, why they're slow, and what actually moves success-rate and latency numbers versus what just feels like progress.
Demonstrated root-cause instinct and a bar for talent over headcount: you'd rather run understaffed than fill a seat with someone good-enough.
Comfort operating under metrics-driven accountability, including publicly baselining a number and reporting honestly against it.
Strong executive-level communication. This pilot has direct visibility to engineering leadership.
Nice to have: Experience with agentic or AI-assisted development workflows, and a view on where human/agent friction shows up differently than pure human friction. Prior experience running a defined-window pilot or 0 to 1 initiative with explicit success criteria. Familiarity with GitLab's own CI/CD internals, or equivalent depth on another large-scale build/test system.

Benefits

Comp & perks

Benefits to support your health, finances, and well-being
Flexible Paid Time Off
Team Member Resource Groups
Equity Compensation & Employee Stock Purchase Plan
Growth and Development Fund
Parental Leave