Headquartered in Irvine, California, EBizCharge specializes in developing integrated payment solutions that facilitate electronic payment processing within ERP, CRM, Mobile, and eCommerce applications. Our applications are PCI compliant and fully integrated with major ERP/accounting systems, including QuickBooks, Sage, SAP Business One, Microsoft Dynamics, NetSuite, Epicor, Acumatica, and major online shopping carts, including Magento and WooCommerce. EBizCharge offers its employees tremendous learning opportunities, career growth potential, and a dynamic work environment.

As a Senior Engineering Manager at EBizCharge, you will lead one or more cross-functional squads building and operating our payments platform, spanning payment processor integrations, fraud and tokenization services, card-present infrastructure, merchant-facing portals, and consumer payment experiences. You will be a people-first leader who builds high-performing, motivated teams, drives engineering culture and delivery excellence, and partners closely with product, design, and senior leadership to move the organization forward.

You will report to the SVP of Software Engineering and own everything from hiring and team health to sprint execution and process maturity. Your squads will trust you to remove obstacles, develop their careers, and create the conditions for them to do their best work.

Responsibilities & Expectations

Agile Delivery & Process

•       Own and continuously improve your squad's delivery process: standups, sprint planning, retrospectives, and release cadence.

•       Drive a culture of frequent, high-quality releases by reducing batch size, improving automated test coverage, and eliminating unnecessary dependencies.

•       Identify and resolve cross-team blockers proactively, collaborating with peer EMs and product leadership to maintain momentum.

•       Partner with tech leads and product owners to maintain healthy backlogs, realistic sprint commitments, and clear definitions of done.

•       Use delivery metrics (cycle time, defect rate, release frequency) to diagnose problems and drive targeted improvements.

Engineering Excellence

•       Collaborate with leadership and tech leads to uphold technical standards, API design practices, and shared engineering principles across squads.

•       Support tech leads in making sound architectural decisions and ensure sufficient time is allocated for technical debt reduction and quality improvement.

•       Champion a shift-left quality culture: embedding testing practices, code review standards, and observability into the development cycle.

•       Foster strong cross-squad collaboration by establishing clear ownership boundaries, well-documented interfaces, and reliable inter-team communication.

Coaching & Career Development

•       Hold regular 1:1s with direct reports, with a focus on growth, feedback, and career progression, not just task status.

•       Create individual development plans for engineers at all levels, identifying strengths, gaps, and targeted opportunities.

•       Mentor and coach tech leads within your squads, helping them grow into confident technical decision-makers and future engineering leaders.

•       Deliver clear, timely performance feedback and conduct formal reviews in partnership with HR.

•       Advocate for your team's interests in compensation, leveling, and career advancement conversations with leadership.

Mentorship Culture & Developer Growth

•       Champion a culture of mentorship as a core engineering practice, not an afterthought. Ensure that pairing, knowledge sharing, and deliberate skill-building are embedded into how your squads work day to day.

•       Actively facilitate pair programming across experience levels, creating structured opportunities for junior engineers to work alongside senior engineers on meaningful, production-quality work.

•       Embed mentorship into sprint planning, intentionally staffing stories and tasks to create growth opportunities for junior developers, rather than always defaulting to the most efficient allocation.

•       Work with tech leads to define clear growth pathways for junior and mid-level engineers, with concrete milestones and regular checkpoints that track progress toward senior-level competency.

•       Foster an environment where asking questions, making mistakes, and learning in public are celebrated rather than penalized, building the psychological safety that junior engineers need to grow quickly.

•       Track and celebrate developer growth within your squads, recognizing engineers who demonstrate meaningful improvement and those who invest in developing others.

Team Building & Hiring

•       Lead full-cycle hiring for your squads — sourcing, interviewing, and closing strong engineering talent across multiple disciplines.

•       Build and maintain a healthy, inclusive team culture where engineers feel ownership, psychological safety, and room to grow.

•       Partner with HR and senior leadership to define headcount plans, team structure, and role profiles as the organization scales.

•       Onboard new hires effectively, ensuring they ramp quickly and integrate well into their squad and the broader engineering org.

Skills & Qualifications

•       5–8 years of engineering management experience, with a track record of leading high-performing squads in a fast-paced product environment.

•       Proven experience hiring and building engineering teams from the ground up, including defining roles, running structured interviews, and closing candidates.

•       Strong coaching and mentorship skills: you invest genuinely in the growth and wellbeing of the engineers you lead.

•       Deep familiarity with Agile methodologies, including facilitating effective ceremonies and iterating on process to improve team health and delivery.

•       Demonstrated ability to improve delivery outcomes: shipping faster, reducing defects, and increasing release frequency through process and cultural change.

•       Experience managing engineers across multiple squads or a broad domain, with the ability to context-switch and prioritize competing needs.

•       Technically credible: you have a software engineering background and can engage meaningfully in architecture discussions, code review conversations, and technical tradeoffs without being the day-to-day decision-maker.

•       Experience in payments, fintech, or regulated software environments is a plus but not required.

•       Excellent written and verbal communication skills: able to represent your team's work clearly to cross-functional stakeholders and senior leadership.

•       Demonstrated ability to work through ambiguity, build structure where it does not yet exist, and bring calm, decisive leadership to complex situations.

Nice to Have

•       Experience managing teams building payment integrations, financial APIs, or PCI-compliant systems.

•       Familiarity with quality engineering practices including test automation frameworks and shift-left QA strategies.

•       Background working in a platform or infrastructure engineering context alongside product squads.

What We Offer

•       A high-growth environment where your work shapes both the product and the culture of the engineering organization.

•       The opportunity to build something meaningful, EMs at EBizCharge own their teams end-to-end and have real influence over how engineering is done.

•       Competitive compensation, comprehensive benefits, and a collaborative, low-ego culture.

•       Strong executive support for engineering investment including headcount, tooling, and process improvement.

Benefits

• Employer paid benefits (including Medical, Dental, Vision, & life insurance) for selected plans for the employee.
• Retirement 401(k) plan with company match.
• Gym access, dry cleaners, car wash conveniently located within building.
• Generous PTO plan with an additional 9 Days Company Paid Holidays per year.

Job Type: Full-time

The Company is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in Company operations. The Company prohibits unlawful discrimination against any job applicant, employee, or unpaid intern by any employee of the Company, including supervisors and coworkers. Pay discrimination between employees of the opposite sex or between employees of another race or ethnicity performing substantially similar work, as defined by the California Fair Pay Act and federal law, is prohibited.