Engineering Manager - Americas

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must preserve all substantive info, not invent or summarize away detail. Remove boilerplate, navigation, legal, EEO, duplicated lines, application instructions. Also no job title heading, no Job ID/requisition numbers as headings. We need to parse the posting: It's a long narrative from Abhik (Co-founder VP Eng). It includes many details about role, responsibilities, culture, etc. We need to extract sections. Potential sections: - About the role (maybe description) - Responsibilities (list of duties) - Requirements / Requirements / Qualifications (maybe overlapping) - Skills (maybe technical skills) - Benefits (maybe unlimited PTO, etc.) - Pay (not mentioned) - Schedule (maybe flexible hours, remote, low meetings) We need to check if posting actually states Pay or Schedule specifics. It mentions "We work with urgency and ambition... remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity...". So schedule: flexible hours, remote, low meetings (~2h per week). Also mention unlimited PTO, vacation. Pay: Not mentioned specific salary or range. So we should NOT include Pay section because no specific content. Benefits: unlimited PTO, ability to use it, small budget to meet up with folks in city/region, maybe also mention "you actually get to use it", "some take almost 30 days vacation per year", "remote", "flexible hours", "low meetings". Also maybe "generous paid family leave" mentioned under diversity section. Also "no leetcode interviews". Also "unlimited token budget for AI". Also "budget to meet up with folks in your city/region". Also "We work in person at least twice a year". Also "You also have a small budget to meet up with folks in your city/region." Also "We offer unlimited PTO, and you actually get to use it." Also "Some of our most exceptional engineers take almost 30 days of vacation per year." Also "We also meet in person at least twice a year, once as a department and once as a company." Also "You also have a small budget to meet up with folks in your city/region." Also "Increase Leverage, not Team Size" etc. Also "We Built Ashby With The Quality, Breadth, And Depth..." etc. Also "Our CI/CD takes ~10m, and we deploy at least 15x a day." Also "A debugger that works out of the box." Also "Everyone on the team has contributed to our developer experience". Also "Building blocks to create powerful and customizable products fast." Also "AI-powered tooling." Also "Engineers have an unlimited token budget (but are not measured on it)." Also "We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here." Also "And a Demo Of One Of These Building Blocks". Also "We also meet in person at least twice a year". Also "You also have a small budget to meet up with folks in your city/region." Also "Increase Leverage, not Team Size". Also "We Built Ashby With The Quality, Breadth, And Depth That Many Customers Would Expect From Much Larger Teams Over Larger Time Scales." Also "We’ve Done This Through Investment In Great developer tooling." Also "Our CI/CD takes ~10m, and we deploy at least 15x a day." Also "A debugger that works out of the box." Also "Everyone on the team has contributed to our developer experience 💪🏾." Also "Building blocks to create powerful and customizable products fast." Also "At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve." Also "Each improvement to a common component cascades throughout our app (short video below)." Also "AI-powered tooling. We think of AI as a way to automate the mundane parts of building and maintaining high-quality software. We use a combination of third-party and internally built tools that, for instance, auto-triage customer issues, suggest fixes, prototype ideas, generate production-ready code, and conduct code reviews. Engineers have an unlimited token budget (but are not measured on it). We write in detail about our philosophy, current use of AI, and future plans for AI in Engineering here. And a Demo Of One Of These Building Blocks". Also "Put Effort into Diversity". Also "Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 25% of engineers and 50% of our engineering leaders at Ashby are from underrepresented groups. We are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more." Also "Work-Life Balance: It’s A Marathon, Not a Sprint". Also "The intensity of work at Ashby should feel like a marathon, not a sprint (nor speed-walking). We work with urgency and ambition to build excellent software, but we don’t need to prove out a new software category or product-market fit. That requires ingenuity and thoughtfulness, and that doesn’t happen with unrealistic deadlines or sleepless nights. Our remote, low-meeting, high-ownership culture gives you a lot of flexibility in how you structure your days and weeks. In practice, that means you keep your own hours, but there will be moments of intensity, like launching your feature at our annual user conference. We offer unlimited PTO, and you actually get to use it. Some of our most exceptional engineers take almost 30 days of vacation per year. This way of working allows many of us on the team to be active parents, including Benji and me. I block off 1.5 hours every morning to spend with my daughter and drop her off at school." Also earlier: "As an Engineering Manager, you’ll work closely with me, Ben, Colin, and your peers to build out the team and continue scaling this unique culture. You’ll First Do That Through Grassroots Leadership. You’ll Manage Three To Five Engineers And Hire Three To Five More. They’ll Cover Multiple Teams And a Variety Of Specializations, From Product Engineers To Site Reliability Engineers To Design Engineers. Your Day-to-day Will Include Providing feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones. Grow engineers to the point where they can take large, loosely defined projects and deliver them with little intervention. Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path). You’ll also propose and lead department and company-wide initiatives. Some examples: Rethink how we (and the industry) do pull request reviews by aligning on goals with the team, sampling a set of PRs to understand how effective they are, and writing a proposal to the team about what we could change to speed up reviews while giving reviewers the time and space to give useful feedback. Design and improve interviews based on candidate and team feedback. We pride ourselves on thoughtful interviews that simulate actually working with us! Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales. I’ll share more details once we meet." Also earlier: "What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition (TA) software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! As we’ve set the standard for excellence in TA software, HR teams have pulled us into solving their problems in areas like onboarding and performance management." Also "Why You Shouldn’t Apply" bullet list of disqualifiers. Also "Engineering Culture" sections: "Our Engineering Culture Is Motivated By Benji’s (my Co-founder And CEO) And My Belief That a Small, Talented Team, Given The Right Environment, Can Build High-quality Software Fast (and Work Regular Hours!). We Do It Through Minimal process with ownership over decisions normally made by product and design Natural collaboration and deliberate communication Investing in tools and abstractions that give us leverage Putting effort into building a diverse team Minimal Process & Lots of Ownership ..." We need to decide sections. We have a lot of content; we can group into: - About the role (overview) - Responsibilities (list) - Requirements / Qualifications (maybe combined) - Skills (maybe technical skills like experience building products, leading teams, etc.) - Benefits (unlimited PTO, flexible hours, remote, paid family leave, budget for meetups, etc.) - Schedule (flexible hours, remote, low meetings ~2h/week, etc.) - Culture (maybe not a standard heading but could be "Engineering Culture" as a section heading? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use

for section headings (e.g. those). It might be okay to use other headings if they are relevant, but better to stick to those. However we can include "Engineering Culture" as a heading if we think it's substantive. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It gives examples but not exclusive list. It says "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can use other headings as long as they are

. Probably fine. But we must not repeat the job title as a heading. The job title is likely "Engineering Manager". Not to repeat. We must not put Job ID/requisition numbers as headings. We must preserve ALL substantive information; do NOT invent or summarize away detail. So we need to include all details, but we can format them as paragraphs or list items. We must not omit any substantive info. That's a lot; we need to include everything from the posting except boilerplate/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. We need to identify boiler