Engineering Director, AI Developer Experience (AIDE)

About the role

The role sits within Global Platforms Engineering: Engineering Enablement, under Eric Young (CTO, Global Platforms Engineering).

The AI Developer Experience (AIDE) pillar is the AI-native counterpart to the separately led Developer Infrastructure pillar: a standing topic in CTO org-design reviews.

Key Responsibilities And Expectations

• Own and scale the AI Developer Experience pillar, with an initial focus on measurably increasing shipped PRs per engineer per week through automation, and improving token efficiency as AI spend scales.
• Build the team from the ground up, converting today's borrowed, part-time contributors into a dedicated, full-time organization; the CTO has personally committed to reallocating direct reports and unlocking headcount.
• Run the build-vs-partner motion: stand up fast, structured engagements with third parties to benchmark, accelerate, and in some cases co-build; while defining objective eval criteria so decisions aren't subjective.

Core Workstreams

• NuContext: the knowledge and context-extraction layer (docs, Confluence, Jira, code) that everything else depends on; currently the single highest-priority area for Nubank's long-term AI strategy.
• Vector (agentic coding & hosted environment): sandboxing, harness, memory/retrieval, and system-prompt optimization for AI-assisted coding.
• Agentic Code Review: AI-assisted PR review to cut defect rates and cycle time, a direct lever on the org's top-line change failure rate (CFR) goal.
• AISRE: moving from vendor evaluation to AI-native incident detection, diagnosis, and remediation at scale.
• Prompt Classification & Model Routing and 3rd-party AI tooling vendor management: scope and placement still being finalized; the Director will help shape this boundary.

Qualifications

• Proven leadership of AI-native developer tooling or platform teams, ideally at a company operating at meaningful engineering scale.
• Track record building full-time, dedicated engineering teams out of fragmented, part-time, or borrowed resourcing: including experience in allocating teams, stellar in people leadership to do it without burning teams out.
• Real experience structuring and running third-party vendor partnerships (evaluation, integration, managing lock-in risk) alongside first-party build.
• Hands-on technical credibility in agentic coding systems, context/retrieval infrastructure, or developer-facing AI tooling: able to go deep with ICs, not just manage from a distance.
• Comfort operating in a high-velocity, ambiguous, and high-executive-visibility organization; ability to align and mobilize teams to take on new challenges and scale impact.
• High accountability and ownership mindset, coupled with the ability to move fast under pressure.
• Comfort with an honest, unsolved problem space: even leading peer companies are far from 100% AI-authored code; this role is about the challenge and the resourcing to attack it, not a pre-solved problem.
• A builder's instinct for evaluation rigor: experience designing evals/benchmarks that replace subjective quality judgments with objective, repeatable measurement.
• Experience with sandboxed agentic execution environments, retrieval-augmented systems, or LLM-based code review tooling (nice-to-have).
• Familiarity with token-cost management as AI spend scales (nice-to-have).
• Prior exposure to fintech, regulated environments, or large legacy codebases where AI adoption is harder to get right (nice-to-have).

Core Leadership Skills

• BUSINESS ACUMEN: Drives strategic business alignment at Nubank by analyzing market dynamics, identifying opportunities, and ensuring informed decision-making to influence organizational direction.
• COMMUNICATION: Masters complex communication, mentoring others, fostering open dialogue, and adapting strategies to enhance organizational effectiveness.
• AGILE ADAPTABILITY: Leads with agility, pioneering solutions, fostering a culture of learning, collaboration, and continuous value delivery.

Role Location

Palo Alto, US: adhering to company policy for in-office attendance (2026: 2x/week; 2027 onwards: 3x/week).