Engineering Manager

We need to output HTML fragment with sections: About the role, Responsibilities (What You'll Do), Requirements (What We're Looking For), Compensation (Pay), Benefits, maybe Schedule not present, Qualifications maybe not separate. Use

for each heading. Use

• for lists. Use

  for prose. Do not repeat job title. Do not include metadata like Job ID. Remove boilerplate: EEO, scam warnings, privacy notices, etc. Keep substantive info. We need to parse the posting. Sections: - About The Role: paragraph(s) about transformation, engineering problems. - What You'll Do: list of duties. - What We're Looking For: list of requirements/experience. - Compensation: Total Cash Compensation Range: $130,000 - $210,000 per year. Also note actual compensation varies based on location, experience, qualifications. Should we include that? It's substantive. So include in Pay section. - Benefits: list of benefits provided by Red Ventures: Health Insurance Coverage (medical, dental, and vision), Life Insurance, Short and Long-Term Disability Insurance, Flexible Spending Accounts, Holiday Pay, 401(k) with match, Employee Assistance Program, Paid Parental Bonding Benefit Program, Flexible Paid Time Off (PTO): details: full-time employees accrue 20 days PTO per year, increase to 25 after five years. - Who We Are: description of Red Ventures portfolio. Might be considered "About the company" but not a required heading. Could be included as a section maybe "About the Company". However instructions: include a section ONLY when posting has real, specific content for it. The "Who We Are" is substantive. Could make a section "About the Company". But they didn't list that as a possible heading; they gave examples: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They said use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It seems they expect those headings. Could we add "About the Company"? Not in list but maybe okay if content. But they said "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive. But safer to stick to those headings. "Who We Are" could be placed under "About the role"? No, that's about role. Could be omitted? Might be considered boilerplate? It's descriptive of company, but maybe not required. However they said preserve ALL substantive information; do NOT invent or summarize away detail. So we need to include that info somewhere. Could incorporate into a paragraph under "About the role" or maybe a separate section "About the Company". Since they didn't forbid other headings, we can add a heading like "About the Company". But they said "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That implies we should use those headings for those types of content. For company description, maybe we can put under "About the role"? Not ideal. Could create a section "About the Company" using

  . I think it's acceptable. Also need to include "Schedule" only if present; not present. We must not include cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So remove all the EEO, privacy, scam warnings, accommodation, etc. Also remove duplicated lines like the privacy notice repeated twice. We must preserve all substantive info: about role, what you'll do, what we're looking for, compensation, benefits, who we are (Red Ventures description). Also maybe mention "The Points Guy is transforming..." etc. Let's extract. About The Role paragraph: "The Points Guy is transforming from a media business into a consumer product company. For fifteen years we helped millions of people master points, miles, and travel through content. Now we are building the products that do it for them, including AI-native, consumer-facing experiences that act on a user's behalf. The engineering problems in front of us are about engagement, growth, and active users, not page views." That's it. What You'll Do list: - Own delivery and daily execution for your team, translating product and business goals into scoped, sequenced work. - Hire, develop, and manage a team of 5-8 engineers spanning junior to senior, matching people to work based on skill, growth goals, and priority. - Run the full performance cycle for your team: regular feedback, reviews, and career development conversations that actually move people forward. - Drive the process changes that improve your team's velocity, estimation, and quality, and hold the line on the engineering bar day to day. - Act as the default liaison between your team and product, design, and business stakeholders, scoping risk and trade-offs on new work before it starts. - Partner with other Engineering Managers and the Principal Engineer to keep technical direction coherent across teams. Push AI-assisted development into your team's daily workflow, not as an experiment but as how the work gets done. - Create a psychologically safe environment where engineers do their best work and tell you the truth about what's not working. What We're Looking For list: - Experience leading a team of engineers through delivery, ideally on consumer-facing products at some scale. - A track record of developing people: engineers who worked for you got promoted, got better, or both. - Hands-on technical credibility. You don't need to write production code every week, but you can go deep enough in design reviews and technical conversations to be a real partner to your team and to the Principal Engineer, not just a scheduler of their work. - Comfort owning outcomes you don't fully control: you're accountable for your team's delivery and morale even when the ask changes under you. - sufficient to evaluate technical trade-offs and coach engineers through them. (This sentence seems fragmented; maybe it's "Technical depth sufficient to evaluate technical trade-offs and coach engineers through them." We'll keep as is.) - A bias toward direct, specific feedback over vague encouragement, and the follow-through to make change stick. Compensation: - Total Cash Compensation Range: $130,000 - $210,000 per year - Actual compensation varies based on location, experience, and qualifications. Benefits list: - Health Insurance Coverage (medical, dental, and vision) - Life Insurance - Short and Long-Term Disability Insurance - Flexible Spending Accounts - Holiday Pay - 401(k) with match - Employee Assistance Program - Paid Parental Bonding Benefit Program - Flexible Paid Time Off (PTO): We believe time to rest and recharge is essential. That’s why we offer a generous and flexible PTO policy. Full-time employees accrue 20 days of PTO for a full calendar year annually, with an increase to 25 days after five years of service. Who We Are (Red Ventures description): - Red Ventures is a global portfolio of high-growth companies — spanning several U.S. businesses, a joint venture in the health services industry, and strategic investments in Europe. Their businesses include The Points Guy, Lonely Planet, Bankrate, the Allconnect Platform, RV Home Client Growth, RV Growth & Transformation, Sage Home Loans Corporation, and more. Across the portfolio, Red Ventures businesses deliver seamless digital experiences for consumers, help Fortune 100 clients solve large-scale digital growth challenges, and create world-class experiences and opportunities for employees. Learn more at redventures.com and follow @RedVentures on LinkedIn and Instagram. We could also include the belief statement video link? That's more like a call to action; maybe considered boilerplate? It's not EEO but still maybe optional. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The belief statement video is not exactly those; it's a link to learn about core values. Might be considered part of "Who We Are". Could keep as a sentence. But we need to avoid duplication: there is also a line "At Red Ventures, we believe diverse, inclusive teams are better. To help you better understand our core values and beliefs, we encourage you to watch this brief YouTube video: Our Belief Statements. This will give you insight into the principles that guide our work and our commitment to fostering an inclusive environment." That's substantive about culture. Keep. We also have lines about equal opportunity employer etc which we must remove. Also lines about accommodation, California residents, etc - remove. Also lines about not hiring via text/social media, etc - remove (that's application instructions? maybe considered boilerplate). It's about hiring process; could be considered application instructions? Probably remove. Also lines about privacy policy repeated - remove. Also lines about "Click here for more details regarding the employee privacy policy" - remove. Thus final HTML:

  About the Role

  The Points Guy is transforming from a media business into a consumer product company. For fifteen years we helped millions of people master points, miles, and travel through content. Now we are building the products that do it for them, including AI-native, consumer-facing experiences that act on a user's behalf. The engineering problems in front of us are about engagement, growth, and active users, not page views.

  Responsibilities

  • Own delivery and daily execution for your team, translating product and business goals into scoped, sequenced work.
  • Hire, develop, and manage a team of 5-8 engineers spanning junior to senior, matching people to work based on skill, growth goals, and priority.
  • Run the full performance cycle for your team: regular feedback, reviews, and career development conversations that actually move people forward.
  • Drive the process changes that improve your team's velocity, estimation, and quality, and hold the line on the engineering bar day to day.
  • Act as the default liaison between your team and product, design, and business stakeholders, scoping risk and trade-offs on new work before it starts.
  • Partner with other Engineering Managers and the Principal Engineer to keep technical direction coherent across teams. Push AI-assisted development into your team's daily workflow, not as an experiment but as how the work gets done.
  • Create a psychologically safe environment where engineers do their best work and tell you the truth about what's not working.

  Requirements

  • Experience leading a team of engineers through delivery, ideally on consumer-facing products at some scale.
  • A track record of developing people: engineers who worked for you got promoted, got better, or both.
  • Hands-on technical credibility. You don't need to write production code every week, but you can go deep enough in design reviews and technical conversations to be a real partner to your team and to the Principal Engineer, not just a scheduler of their work.
  • Comfort owning outcomes you don't fully control: you're accountable for your team's delivery and morale even when the ask changes under you.
  • Sufficient to evaluate technical trade-offs and coach engineers through them.
  • A bias toward direct, specific feedback over vague encouragement, and the follow-through to make change stick.

  Pay

  Total Cash Compensation Range: $130,000 - $210,000 per year. Actual compensation varies based on location, experience, and qualifications.

  Benefits

  • Health Insurance Coverage (medical, dental, and vision)
  • Life Insurance
  • Short and Long-Term Disability Insurance
  • Flexible Spending Accounts
  • Holiday Pay