Engineering Manager, eCommerce
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions.
We must include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them.
We need to decide which sections to include based on content.
We have:
- Position Summary (could be "About the role" or maybe "Position Summary" but we need to use headings from list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content to these headings.
We have:
- Position Summary: description of role, team, migration, AI, etc. That could be "About the role".
- Key Responsibilities: list of duties. That maps to "Responsibilities".
- Required Qualifications: list of qualifications. That maps to "Requirements" or "Qualifications". The list includes both Required Qualifications and Highly Preferred and Preferred Qualifications. Could combine into "Qualifications". Or separate "Requirements" for required, "Qualifications" for preferred? The instruction says use headings from list; we can have multiple sections. We'll decide.
- Core Competencies: could be "Skills".
- Why Join Us: maybe not a standard heading; but could be omitted? It's not in list. Could be considered "About the role"? But we already have that. Could be omitted as not required heading? The instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., meaning those are examples, not exclusive? Probably we should stick to those headings. But we can also include other headings if needed? The instruction says use those for section headings; it's ambiguous. Safer to stick to those headings.
Thus we need to map content to those headings.
We have:
About the role: Position Summary + Why Join Us? Could combine.
Responsibilities: Key Responsibilities.
Requirements: Required Qualifications (maybe also include "Required Qualifications").
Qualifications: Highly Preferred + Preferred Qualifications (maybe combine as "Preferred Qualifications").
Skills: Core Competencies.
Benefits: The posting mentions benefits under "General Compensation Disclosure" and "In addition to competitive pay, we offer Paid Time Off, 401(k), ...". So we have benefits details. So we can create Benefits section.
Pay: The posting includes "Pay Range" and "General Compensation Disclosure". So we have pay range info: "A reasonable estimate of the current range is listed below." But the actual range is not provided in the text? It says "A reasonable estimate of the current range is listed below." Then later: "Pay Range In addition to competitive pay, we offer..." Actually the text: "General Compensation Disclosure The pay range for this role considers several factors... At Camping World, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the factors stated. A reasonable estimate of the current range is listed below. Pay Range In addition to competitive pay, we offer Paid Time Off, 401(k), ..." It seems the actual numeric range is missing; maybe omitted inadvertently. Since we cannot invent, we should not create a Pay section if the posting does not state actual numbers. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does mention "Pay Range" but no numbers. It says "A reasonable estimate of the current range is listed below." but not provided. So we cannot assume numbers. Should we still include a Pay section with the text "Pay Range" but no numbers? That would be filler? It says "never emit a heading followed by filler/placeholder text (e.g., 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". If we include Pay heading but no concrete range, that might be considered placeholder. Better to omit Pay section.
Schedule: No schedule info given. So omit.
Benefits: We have specific benefits listed: Paid Time Off, 401(k), Employee Assistance Program, Good Sam Roadside Assistance, discounts, paid parental leave (if eligibility met), Tuition Reimbursement (if eligibility met), on the job training opportunities. Full-time associates offered comprehensive benefit package including medical, dental, vision and more! Part-time associates offered access to dental & vision coverage! Also link to benefits site. So we have concrete benefits. So we can include Benefits section.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits.
We need to output HTML fragment only, no /, no markdown fences.
We'll use for each heading.
Inside each section, we need to use
for prose and
- for lists.
We must preserve ALL substantive information; do not invent or summarize away detail.
We need to be careful to not lose any details.
Let's extract content.
About the role: Combine Position Summary and Why Join Us? The instruction says preserve all substantive information; we can include both as prose under About the role.
Position Summary text:
"Position Summary Three brands. One commerce platform. A frontend in the middle of a rebuild. The Engineering Manager for eCommerce leads the team behind Camping World, Overton's, and The House, all running on Salesforce Commerce Cloud. We're moving those storefronts to a headless frontend on Next.js and Vercel right now, and this person leads the migration from the front of the line, not from behind a dashboard. This is a player-coach role. You'll lead a team of roughly 10 engineers across the US, Mexico, and India, a blend of full-time employees and contractor partners, AND you'll write code alongside them. You'll pick up stories, pair with engineers, review pull requests, and challenge architecture decisions from inside the codebase. We are not looking for someone who only manages people. We're looking for someone who leads by building. You'll sit on the Digital Consumer Products team and partner closely with the Engineering Manager for RV Sales and the Sr. Manager of QA. You'll tie every piece of engineering work to the business value it creates. And you'll help us unleash AI across the entire software development lifecycle, from planning and design through coding, testing, and release. Success looks like a headless storefront shipping in increments without breaking what already works, a distributed team operating as ONE team regardless of timezone or employment type, AI embedded in how the team builds every day, and a platform the business trusts when peak season hits."
Why Join Us text:
"Why Join Us Lead a headless replatform across 3 brands, the kind of project most engineering leaders get once or twice in a career.Help set the pace for how AI reshapes software delivery across Digital Consumer Products.Shape the engineering culture of a distributed team while still building every day."
We can combine them into About the role section as prose (maybe multiple paragraphs). We'll keep as
elements.
Responsibilities: Key Responsibilities list. It includes several paragraphs each starting with a bold heading? Actually the text:
"Key Responsibilities Lead the Team Lead, coach, and grow a distributed team of roughly 10 engineers across the US, Mexico, and India through regular 1:1s, clear expectations, and honest feedback.Build one team out of a blended workforce of roughly 60% full-time employees and 40% contractors. Same standards, same rituals, same quality bar, regardless of badge.Design overlap windows, clean handoffs, and async documentation so work keeps moving across timezones without burning people out on late-night calls.Hire, onboard, and develop engineers, and partner with HR and vendor partners on staffing decisions, including the right mix of full-time and contractor capacity.Set the pace by raising the bar on yourself first. Show up in the work, not just the status meeting. Build Alongside the Team Write production code on a regular basis, including picking up stories inside the sprint alongside your engineers.Pair with engineers, review pull requests, and lead technical design from inside the codebase.Prototype the hardest parts of the headless migration first, so the team inherits a proven pattern instead of a guess.Know the codebase well enough to spot a problem in a pull request before it becomes a problem in production. Own the Headless Migration Lead the migration from our current Salesforce Commerce Cloud storefront to a headless frontend built on Next.js and deployed on Vercel.Sequence the migration in increments, by page type, brand, or capability, so the business keeps selling while the rebuild happens underneath it.Protect SEO rankings, URL structures, site performance, Core Web Vitals, analytics fidelity, and checkout reliability through every cutover. The business can't afford to lose any of them.Partner with Enterprise Architecture on integration patterns between the Next.js frontend, SFCC APIs (SCAPI, OCAPI, SLAS), and third-party services such as search, content, payments, and personalization. Unleash AI Across the SDLC Lead AI adoption across the full software development lifecycle, including requirements, design, coding, code review, testing, documentation, and release.Put AI coding assistants and agents in every engineer's hands with clear guardrails, standards, and review practices. AI multiplies whatever it lands on, so clean code and clear standards come first.Partner with the Sr. Manager of QA on AI-assisted test generation, regression coverage, and quality automation.Measure the impact in cycle time, quality, and throughput, and share what works, and what doesn't, with the broader Digital Consumer Products team.Model it personally. Use the tools every day in your own code so you lead the team into AI instead of mandating it from a distance. Run a Multi-Brand Platform Own engineering delivery for 3 brand storefronts, balancing shared components and code reuse against the brand-specific experiences each business needs.Keep production healthy by owning uptime, performance, and incident response, with extra rigor ahead of peak selling seasons.Establish observability, alerting, and on-call practices so the team finds problems before customers do. Raise the Engineering Bar Own quality through automated testing, CI/CD, code review standards, and release practices built for a team spread across 3 countries.Pay down technical debt on purpose, and make the case for it in business terms leadership can act on. Partner Across Digital Consumer Products Partner closely with the Engineering Manager for RV Sales on shared platform, integration, and customer experience work across our digital channels.Partner with the Sr. Manager of QA on test strategy, release quality, and regression coverage through every phase of the headless migration.Work with digital product, merchandising, marketing, and brand leaders to turn business goals into an engineering roadmap.Tie engineering work to measurable business value, such as conversion, revenue, average order value, site speed, and customer experience, and make the connection visible to the team and to leadership.Translate technical trade-offs into plain language for non-technical stakeholders, and bring business context back to the team. Manage Vendor and Contractor Partners Hold contractor and systems integrator partners to our engineering standards, from SOW scoping through delivery.Build knowledge transfer into how the team works so critical platform
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. We must include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. We need to decide which sections to include based on content. We have: - Position Summary (could be "About the role" or maybe "Position Summary" but we need to use headings from list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content to these headings. We have: - Position Summary: description of role, team, migration, AI, etc. That could be "About the role". - Key Responsibilities: list of duties. That maps to "Responsibilities". - Required Qualifications: list of qualifications. That maps to "Requirements" or "Qualifications". The list includes both Required Qualifications and Highly Preferred and Preferred Qualifications. Could combine into "Qualifications". Or separate "Requirements" for required, "Qualifications" for preferred? The instruction says use headings from list; we can have multiple sections. We'll decide. - Core Competencies: could be "Skills". - Why Join Us: maybe not a standard heading; but could be omitted? It's not in list. Could be considered "About the role"? But we already have that. Could be omitted as not required heading? The instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., meaning those are examples, not exclusive? Probably we should stick to those headings. But we can also include other headings if needed? The instruction says use those for section headings; it's ambiguous. Safer to stick to those headings.
Thus we need to map content to those headings.
We have:
About the role: Position Summary + Why Join Us? Could combine.
Responsibilities: Key Responsibilities.
Requirements: Required Qualifications (maybe also include "Required Qualifications").
Qualifications: Highly Preferred + Preferred Qualifications (maybe combine as "Preferred Qualifications").
Skills: Core Competencies.
Benefits: The posting mentions benefits under "General Compensation Disclosure" and "In addition to competitive pay, we offer Paid Time Off, 401(k), ...". So we have benefits details. So we can create Benefits section.
Pay: The posting includes "Pay Range" and "General Compensation Disclosure". So we have pay range info: "A reasonable estimate of the current range is listed below." But the actual range is not provided in the text? It says "A reasonable estimate of the current range is listed below." Then later: "Pay Range In addition to competitive pay, we offer..." Actually the text: "General Compensation Disclosure The pay range for this role considers several factors... At Camping World, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the factors stated. A reasonable estimate of the current range is listed below. Pay Range In addition to competitive pay, we offer Paid Time Off, 401(k), ..." It seems the actual numeric range is missing; maybe omitted inadvertently. Since we cannot invent, we should not create a Pay section if the posting does not state actual numbers. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does mention "Pay Range" but no numbers. It says "A reasonable estimate of the current range is listed below." but not provided. So we cannot assume numbers. Should we still include a Pay section with the text "Pay Range" but no numbers? That would be filler? It says "never emit a heading followed by filler/placeholder text (e.g., 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". If we include Pay heading but no concrete range, that might be considered placeholder. Better to omit Pay section.
Schedule: No schedule info given. So omit.
Benefits: We have specific benefits listed: Paid Time Off, 401(k), Employee Assistance Program, Good Sam Roadside Assistance, discounts, paid parental leave (if eligibility met), Tuition Reimbursement (if eligibility met), on the job training opportunities. Full-time associates offered comprehensive benefit package including medical, dental, vision and more! Part-time associates offered access to dental & vision coverage! Also link to benefits site. So we have concrete benefits. So we can include Benefits section.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits.
We need to output HTML fragment only, no /, no markdown fences.
We'll use for each heading.
Inside each section, we need to use
for prose and
- for lists.
We must preserve ALL substantive information; do not invent or summarize away detail.
We need to be careful to not lose any details.
Let's extract content.
About the role: Combine Position Summary and Why Join Us? The instruction says preserve all substantive information; we can include both as prose under About the role.
Position Summary text:
"Position Summary Three brands. One commerce platform. A frontend in the middle of a rebuild. The Engineering Manager for eCommerce leads the team behind Camping World, Overton's, and The House, all running on Salesforce Commerce Cloud. We're moving those storefronts to a headless frontend on Next.js and Vercel right now, and this person leads the migration from the front of the line, not from behind a dashboard. This is a player-coach role. You'll lead a team of roughly 10 engineers across the US, Mexico, and India, a blend of full-time employees and contractor partners, AND you'll write code alongside them. You'll pick up stories, pair with engineers, review pull requests, and challenge architecture decisions from inside the codebase. We are not looking for someone who only manages people. We're looking for someone who leads by building. You'll sit on the Digital Consumer Products team and partner closely with the Engineering Manager for RV Sales and the Sr. Manager of QA. You'll tie every piece of engineering work to the business value it creates. And you'll help us unleash AI across the entire software development lifecycle, from planning and design through coding, testing, and release. Success looks like a headless storefront shipping in increments without breaking what already works, a distributed team operating as ONE team regardless of timezone or employment type, AI embedded in how the team builds every day, and a platform the business trusts when peak season hits."
Why Join Us text:
"Why Join Us Lead a headless replatform across 3 brands, the kind of project most engineering leaders get once or twice in a career.Help set the pace for how AI reshapes software delivery across Digital Consumer Products.Shape the engineering culture of a distributed team while still building every day."
We can combine them into About the role section as prose (maybe multiple paragraphs). We'll keep as
elements. Responsibilities: Key Responsibilities list. It includes several paragraphs each starting with a bold heading? Actually the text: "Key Responsibilities Lead the Team Lead, coach, and grow a distributed team of roughly 10 engineers across the US, Mexico, and India through regular 1:1s, clear expectations, and honest feedback.Build one team out of a blended workforce of roughly 60% full-time employees and 40% contractors. Same standards, same rituals, same quality bar, regardless of badge.Design overlap windows, clean handoffs, and async documentation so work keeps moving across timezones without burning people out on late-night calls.Hire, onboard, and develop engineers, and partner with HR and vendor partners on staffing decisions, including the right mix of full-time and contractor capacity.Set the pace by raising the bar on yourself first. Show up in the work, not just the status meeting. Build Alongside the Team Write production code on a regular basis, including picking up stories inside the sprint alongside your engineers.Pair with engineers, review pull requests, and lead technical design from inside the codebase.Prototype the hardest parts of the headless migration first, so the team inherits a proven pattern instead of a guess.Know the codebase well enough to spot a problem in a pull request before it becomes a problem in production. Own the Headless Migration Lead the migration from our current Salesforce Commerce Cloud storefront to a headless frontend built on Next.js and deployed on Vercel.Sequence the migration in increments, by page type, brand, or capability, so the business keeps selling while the rebuild happens underneath it.Protect SEO rankings, URL structures, site performance, Core Web Vitals, analytics fidelity, and checkout reliability through every cutover. The business can't afford to lose any of them.Partner with Enterprise Architecture on integration patterns between the Next.js frontend, SFCC APIs (SCAPI, OCAPI, SLAS), and third-party services such as search, content, payments, and personalization. Unleash AI Across the SDLC Lead AI adoption across the full software development lifecycle, including requirements, design, coding, code review, testing, documentation, and release.Put AI coding assistants and agents in every engineer's hands with clear guardrails, standards, and review practices. AI multiplies whatever it lands on, so clean code and clear standards come first.Partner with the Sr. Manager of QA on AI-assisted test generation, regression coverage, and quality automation.Measure the impact in cycle time, quality, and throughput, and share what works, and what doesn't, with the broader Digital Consumer Products team.Model it personally. Use the tools every day in your own code so you lead the team into AI instead of mandating it from a distance. Run a Multi-Brand Platform Own engineering delivery for 3 brand storefronts, balancing shared components and code reuse against the brand-specific experiences each business needs.Keep production healthy by owning uptime, performance, and incident response, with extra rigor ahead of peak selling seasons.Establish observability, alerting, and on-call practices so the team finds problems before customers do. Raise the Engineering Bar Own quality through automated testing, CI/CD, code review standards, and release practices built for a team spread across 3 countries.Pay down technical debt on purpose, and make the case for it in business terms leadership can act on. Partner Across Digital Consumer Products Partner closely with the Engineering Manager for RV Sales on shared platform, integration, and customer experience work across our digital channels.Partner with the Sr. Manager of QA on test strategy, release quality, and regression coverage through every phase of the headless migration.Work with digital product, merchandising, marketing, and brand leaders to turn business goals into an engineering roadmap.Tie engineering work to measurable business value, such as conversion, revenue, average order value, site speed, and customer experience, and make the connection visible to the team and to leadership.Translate technical trade-offs into plain language for non-technical stakeholders, and bring business context back to the team. Manage Vendor and Contractor Partners Hold contractor and systems integrator partners to our engineering standards, from SOW scoping through delivery.Build knowledge transfer into how the team works so critical platform