Engineering Manager (EU/UK Based - Remote)

Enterprise teams still copy data between systems all day. Work gets stuck in emails, legacy UIs, and handoffs. That chaos is costly, slow, and risky.

We're a fast-moving team on a mission to end it for good. Traction is strong and we're solving real problems for real customers—but to win, we need exceptional talent. We stay humble, do the work, and let results speak.

We're building the AI operations platform for retail and CPG enterprises—a horizontal platform where AI agents execute end-to-end work across UIs and APIs with governance built in.

Where copilots stop, Duvo finishes the job. Business users specify the outcome; agents plan, act, request approvals on exceptions, and learn with every run. We start with a retail wedge (category management, supply chain, finance ops) where ROI is obvious, then expand to adjacent functions and sectors.

Velocity is our moat: ship fast, iterate faster, compound learning.

Your job is to make sure the team works on the most impactful things — and that every engineer on it is growing.

This is ~80% people management, growth, impact, and process; ~20% hands-on. This is a building role: we expect you to ship what you propose — whether that's a career-progression framework, an agent that optimizes hiring, or a new prioritization process — using AI as leverage. The ideal candidate is a builder at heart who leads people.

You'll be our first Engineering Manager, building this function from scratch. There are no existing processes to inherit — you'll create the hiring pipeline, team structure, career frameworks, and rituals that let us scale.

Your unit of ownership: the impact and direction of what the team works on, hiring pipeline, career growth and development of your engineers, and cross-functional alignment with product, design, and external partners.

You'll work alongside Tech Leads who own technical direction of their initiatives — your focus is the people, their growth, and making sure the team is working on the right things.

In your first 90 days, you'll run 1:1s with the team, understand their growth goals, get involved in hiring, and begin shaping how engineering prioritizes and delivers impact.

These are non-negotiables—the things we'll specifically evaluate you on:

• People management and fostering growth. You run meaningful 1:1s, give continuous feedback, and help each engineer chart a growth path. You upskill engineers across every domain — technical, product, and the business domain we operate in. You know when to coach, when to stretch, and when to shield.

• Impact orientation and prioritization. You make sure the team works on the most impactful things. You're actively involved in prioritization alongside product, bring a product-oriented mindset, and can translate between technical reality and business outcomes.

• Hiring and team building. You own the pipeline end-to-end: sourcing, interviewing, closing. You've built teams before and have a track record of attracting strong engineers in competitive markets.

• Building, not coordinating. You don't just propose — you ship. Whether that's a career-progression framework, an agent that optimizes hiring, or a new prioritization process, you build the things you see need to exist, using AI as leverage.

• Team health and execution. You shape how the team works — rituals, processes, norms — so delivery stays sustainable and morale stays high. You remove blockers, manage dependencies, and ensure commitments are met.

• Starting from scratch. You'll make calls on hiring priorities, team structure, and process when there's no playbook — we're building the engineering org, not maintaining one.

• Have an engineering background yourself, giving you credibility and context when supporting technical teams.

• Have experience partnering with external vendors, infrastructure providers, or AI model providers.

• Be skilled at facilitating cross-team alignment in a fast-growing organization.

• Have exposure to AI/ML products — not required, but helpful context for the problems your team solves.

• You want to write code day-to-day — see Tech Lead.

• You're looking for an established org with existing processes and frameworks.

• You see management as coordination rather than building.

• TypeScript-first

• React and Fastify

• Postgres, GCP

• Latest AI primitives

• Initiative-driven. Organize around customer problems, not org charts.

• Customer-obsessed. Features that don't move customer metrics get cut.

• Iterative by default. Ship small, learn fast, fix forward.

• AI-first leverage. If a tool can do it, a person shouldn't.

• Direct feedback. Actionable feedback, given immediately.

• Autonomy with accountability. Trust people to make decisions, hold them to outcomes.

• Unlimited AI budget.

• Autonomy to do your best work.

• A real AI product with real customers.

• A sharp, motivated team that values ownership and candor.

Competitive compensation with a meaningful equity component (option to trade salary for equity).

1. Hiring manager screen (online, 30 min).

2. Remote excercise (async, online, 1 hour)

3. Interview (online, ~1 hour).

4. On-site trial day (1 day), fully compensated.