This is an opportunity to apply your technical expertise and help us improve a streamlined software development organization. You will learn at an unprecedented pace by working with multiple products and cutting-edge cloud technologies.
SVP of Software Engineering $400,000 USD/year Pay is set based on global value, not the local market.
Most roles = hourly rate x 40 hrs x 50 weeks
Not accepting applications on crossover.com at this time.
Description
Are you a seasoned IT leader who knows how to build great software? Has your company locked all of your technical expertise into meetings and overhead of a typical management role? Would you like to leverage your experience to create a highly efficient engineering organization that manages over 100 software products?
Trilogy buys established software companies that are struggling and turns them around by rebuilding their products in the cloud. Our operating model delivers 4x more business value with a turnaround time of days rather than weeks, and we are looking for business-savvy leaders to improve it.
This role is about building a software development organization that improves products at scale. Instead of debating architecture for a single product, you will use your expertise to make technical decisions that enhance and simplify the whole system. Enabled by a streamlined organizational structure and automated management activities, you will build an efficient team and deliver business value to thousands of customers while working 40h a week from the comfort of your own home office.
If you miss applying your skills to truly creating great products, we invite you to the most challenging and rewarding leadership role in the industry!
What you will be doing
- Making technical decisions. You will lead the team in the right direction on the most complex challenges and newest technologies, making decisions that have a company-level impact.
- Improving the development operation. You will design systems to simplify the development process and guide engineers to consistently deliver with high quality.
- Getting hands-on with the product. By tackling architecture and coding challenges, you will draw technical insights on how to improve products and solve business issues.
What you will NOT be doing
- Wasting your time in meetings, committees, and administrative tasks. We have automated management overhead so you can focus on creating business value through hands-on work.
- High-level strategies without implementation guidelines. Your recommendations must be based on product-level insights.
Key responsibilities
Create a fully-functional, scalable development model capable of transforming hundreds of software products using a full-cloud approach.
Candidate requirements
- 5+ years of experience with coding or architectural design.
- 5+ years of leadership experience developing enterprise software products at scale.
How it works
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
STEP 1
Pass Cognitive Aptitude Test.
STEP 2
Pass English Proficiency Test.
STEP 3
Prove Real-World Job & AI Skills.
STEP 4
Ace An Interview Or Two.
STEP 5
Accept Job Offer.
Frequently asked questions
About the role
What you will learn
Work examples
How do you lead and build a 100% remote software engineering organization at scale? Our culture builds on technical excellence and fact-based decision-making. Software Engineering leaders in our organization define their systems operations by documenting their design and run their systems by making important technical decisions.
Our leaders base their decisions on facts, consider all viable alternatives before picking one, and then explain how the decision needs to be executed. Usually, the facts that these decisions are based on are collected from multiple technical deep dives, identifying the root cause of system-level issues.
These are examples of system design with important technical decisions our organization has produced:
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Why Crossover
Recruitment sucks. So we’re fixing it.
The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
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