Engineer Manager, Experience Services

We need to output HTML fragment with sections: headings

for sections present: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections that have real specific content. The posting includes: About Nexcess (company description), About Experience Services (team description), The Role (description), How We Work (process), What We’ll Measure (metrics), What You’ll Do (duties), What You’ll Bring (requirements/qualifications/skills), Work Environment (maybe not needed), plus disclaimer etc which we drop. We need to map to headings: About the role (maybe combine About Nexcess and Experience Services? Actually "About the role" heading should contain description of role: The Role, How We Work, What We’ll Measure, What You’ll Do? But we need to follow instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to decide which sections to include based on content. We have content for: About the role (could be The Role + How We Work + What We’ll Measure + What You’ll Do). Responsibilities (What You’ll Do). Requirements (What You’ll Bring). Qualifications (maybe overlapping). Skills (technologies). Benefits (none explicit). Pay (none). Schedule (none). So we should include About the role, Responsibilities, Requirements, Qualifications, Skills. Possibly also Work Environment? Not in list, but we could omit. We must not create sections with placeholder text. So we must not include Benefits, Pay, Schedule because no specific content. We need to preserve all substantive information, not invent or summarize away detail. So we need to include details from the posting under appropriate sections. We need to use

• for any list of duties/requirements/benefits, and

  for prose. Thus we need to parse the posting into bullet lists where appropriate. Let's extract: About Nexcess: description paragraph. About Experience Services: description paragraph. The Role: description paragraph(s). Could be considered part of About the role. How We Work: description. What We’ll Measure: description. What You’ll Do: list of duties (multiple bullet-like sentences). We'll turn into

  • . What You’ll Bring: list of requirements/qualifications/skills. We need to separate Requirements, Qualifications, Skills. The posting lumps them: "What You’ll Bring" includes years experience, technical fluency, hands-on, AI-assisted engineering, evidence of DORA improvement, delivered software, experience in managed hosting/cloud, etc. Also includes specific technologies: Perl, PHP, React, Vue; relational databases (Postgres, MariaDB); commerce systems; payment processing integration. We could split: Requirements: years experience, leading engineers, hands-on, AI-assisted, evidence of DORA improvement, delivered software, managed hosting experience. Qualifications: maybe same? But we need to avoid duplication. Perhaps we can put all under Requirements and Qualifications combined? But instruction says use those headings if we have content. We could make Requirements contain the experience and leadership, Qualifications contain technical fluency and specific tech, Skills contain the list of technologies (Perl, PHP, React, Vue, Postgres, MariaDB, commerce systems, payment processing). However the posting already lists those as technical fluency. Might be overlapping. Better: Use Requirements for years experience, leadership, hands-on, AI-assisted, DORA evidence, delivered software, managed hosting experience. Use Qualifications for technical fluency in listed areas (Perl, PHP, React, Vue; relational databases; commerce systems; payment processing). Use Skills for maybe the same? But we could also put Skills as the same list; but to avoid duplication, maybe we put Skills as the same list but we risk duplication. However instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. If we duplicate, that's okay as long as we preserve info. But better to avoid duplication but still preserve. Could split: Requirements: experience, leadership, etc. Qualifications: technical fluency (list). Skills: maybe the same list but we could note "hands-on technical fluency in: Perl, PHP, React, and Vue; relational databases (Postgres, MariaDB); commerce systems; and payment processing integration." That's both qualifications and skills. Could treat that as Skills and not Qualifications. But we need to include both headings if we have content. We could put Qualifications: 7+ years experience, leading engineers, etc. Skills: technical fluency list. That seems reasonable. Thus:

    About the role

    combine About Nexcess, About Experience Services, The Role, How We Work, What We’ll Measure? Actually About the role maybe just description of role and team. But we can include all narrative sections except duties and requirements. Let's decide: About the role: include About Nexcess paragraph, About Experience Services paragraph, The Role paragraph, How We Work paragraph, What We’ll Measure paragraph. That's a lot but okay. Responsibilities: What You’ll Do bullet list. Requirements: years experience, leading engineers, hands-on, AI-assisted, DORA evidence, delivered software, managed hosting experience. Qualifications: maybe same as Requirements? But we already used Requirements for experience. Qualifications could be technical fluency list? But we said Skills for that. Let's assign: Qualifications: technical fluency in Perl, PHP, React, Vue; relational databases (Postgres, MariaDB); commerce systems; payment processing integration. Skills: maybe we could list "hands-on technical fluency" again? But that duplicates. Could instead put Skills: "Agentic tooling, specification-first working, automated review, reusable skills" etc. But that's from description. However we might not need Skills section if we already covered technical fluency in Qualifications. But we need to decide. Given the instruction to prefer a few substantive sections over many thin ones, we could combine Qualifications and Skills into one section called Qualifications (or Skills). But we must use headings from list; we can omit Skills if we don't have distinct content. However we have technical fluency content; we could put that under Qualifications. Then we don't need Skills. Thus sections: About the role, Responsibilities, Requirements, Qualifications. We need to ensure we don't include Benefits, Pay, Schedule. Now we need to format. Let's extract precise text. About Nexcess paragraph: "Nexcess provides specialty cloud solutions for organizations where performance and compliance have to coexist. We serve businesses worldwide, from agencies scaling client sites to enterprises running mission-critical operations. We've built our reputation on deep technical expertise and genuine partnership with every client we work with. Behind every environment we manage is a team of people who take the craft seriously and keep showing up when it matters." About Experience Services paragraph: "Experience Services owns Quote to Cash and Customer Authentication: it builds and maintains the cart, checkout, order, billing, and authentication systems that power every customer transaction across Managed Hosting and Managed Applications." The Role paragraph(s): The Role section includes multiple paragraphs. Let's capture: "The You will run and own one engineering team end-to-end: its architecture design, its delivery, and its roadmap. This is a hands-on engineering role, and you are the one person who answers for what the team lands. The work in flight is the visible part. The job is the machine around it: how work is scoped and cut each month, what stands between a change and production, how much of it is AI-assisted, and how much of the team's week goes to things that are not engineering." Then "How We Work" paragraph(s): "Business alignment and focus come first. Engineering here exists to move the business, not to be busy. You will pick the few things that matter most, say no to the rest out loud with the Product counterpart, and deliver them on dates the business can plan around, at a quality that does not come back as an incident or a customer escalation. Predictable, reliable delivery of quality software is the output of this job, and everything below is in service of it.This job is hands-on, and more so every quarter. Management layers here are deliberately thin, and a manager who has stopped reading code cannot lead a team whose code is mostly AI-generated. You will write specs, review pull requests yourself, run the AI harness daily, and ship real work. Not the critical path, but enough that your technical judgment is current rather than remembered.Whoever ships it owns it, regardless of who wrote it. Most code is AI-generated now, so the judgment moved to either side of it: specifying exactly what to build, and verifying that what came back is correct, secure, and operable. Managers are more accountable in the AI era.You will be Product's best friend. The managers who succeed here are the ones their Product counterpart wants in the room: you shape the roadmap together, turn business need into something the team can credibly commit to and deliver as expected, and make the trade-offs legible early. Enabling the business is the point of the job; the technology and process and your team is how you do it.Your team goes on call for what it builds, and you take your turn on the rotation. Engineering declares risk and timelines in writing for the business to accept." Then "What We’ll Measure": "Speed: DORA High, with Elite as the target. You get there through engineering excellence and a performance-driven culture, not through just pressure. Baseline where your team actually sits, publish it, and move it.Predictable, reliable delivery of quality software. Planned versus delivered every month, dates renegotiated early rather than missed quietly, defects reaching customers and incident recurrence falling.AI adoption and its impact. Measured by AI-assisted outcomes." Now "What You’ll Do" list: - Own architecture design, delivery and roadmap for your team. - Build the partnership with Product that makes the roadmap real: shape it together, commit to it, and then deliver it. - Own the engineering outcomes for Experience Services' product space — cart, checkout, order, billing, and authentication, spanning Quote to Cash and Customer Authentication across Managed Hosting and Managed Applications — building deep understanding of its customers, architecture, dependencies, integrations, and operational risks. - Ensure the team is accountable not just for delivering work, but for the long-term health and evolution of the products it owns. - Stay in the work. Write the specs, review pull requests yourself, and ship real changes. Your call on a design or an estimate has to be current, not remembered. - Run the AI harness yourself, and make your team run it. Agentic tooling every day, specification-first working, automated review in the pull-request path, and reusable skills you build and share rather than leave on your own laptop. You cannot drive adoption you do not practice. - Scope and cut the work. Turn roadmap items into scoped, estimated work with the unknowns named, run it on a monthly cycle with an explicit cut line, and report status honestly, including bad news, before it is asked for. - Clear cross-team engineering dependencies before they block you. Find what your team will need from another team, agree it directly with that manager, and land it ahead of the work rather than escalating once it is late. Kill the ones that keep coming back. - Hold the engineering bar that gets your team to DORA High and beyond. Know your four numbers and remove what actually slows a change down: review latency, build time, environments, handoffs, approval loops. Tests with every change, coverage gating on changed code, and evidence on the pull request rather than an assurance that it works. Release go/no-go is yours, made on evidence. - Grow your engineers. One-to-ones actually held, a current growth plan for each, and direct feedback given early, including the feedback nobody wants. Own hiring end to end and hold the bar. - Own what you run, not only what you ship. A fair rotation, incidents written up with actions closed on dates, toil removed rather than absorbed, and no bus factor of one left standing. Now "What You’ll Bring": - 7+ years in software engineering, including at least one year leading engineers formally or informally. - Hands-on technical