Manager, Software Engineering
for section headings. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID etc. Remove boilerplate like EEO, referral program. Also remove navigation, cookie, legal, duplicated lines. Also remove "Overview" maybe "Overview" heading? The overview is prose; we can treat as a section? The instruction: include a section ONLY when posting has real, specific content for it. Overview is content. Should we make a heading? Possibly "Overview" as a section heading. But they said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but not limited. We can use Overview as heading. However they said do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. So Overview is fine.
We need to preserve all substantive information. Remove boilerplate: EEO paragraph, referral program line. Also maybe "You can learn more about InComm Payments by visiting our Website or connecting with us on LinkedIn, YouTube, Twitter, Facebook, or Instagram." That's maybe boilerplate? It's not navigation but could be considered promotional; but it's substantive? Might be considered fluff but it's part of overview. I'd keep it as it's part of overview description. However they said remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The social media links maybe not boilerplate but could be considered navigation? Might be okay to keep. Safer to keep? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. Social media links are not exactly those categories, but could be considered navigation. I'd remove them to be safe. Also "Overview" paragraph includes that sentence; we could keep the rest and drop that sentence.
Let's extract content:
Overview paragraph: "When you think of InComm Payments, think of Innovative Payments Technology. We were founded over 30 years ago and continue to be a pioneer in the payment (FinTech) industry. Since our inception, we have grown to be a team of over 3,000 employees in 35 countries around the world. We own over 400 global technical patents and a network that includes over 525,000 points of retail distribution that points to our industry expertise. InComm Payments works with the most recognized and valued brands in the world, and we are partnered with most of the world’s leading merchants. InComm Payments is highly focused on our people and their growth, and we work hard to make a career at InComm Payments meaningful and rewarding. We value innovation, quality, passion, integrity, and responsibility in all that we do, and we are looking for great people to join our team as we move forward towards a very bright future."
We can keep that.
About This Opportunity: "We are seeking a Software Engineering Manager to lead a seasoned Agile team responsible for a mission-critical set of APIs and services built primarily on C# and .NET. The role centers on delivery along with operational discipline — reliable services, accountability and ownership of our systems. This position reports to the Director of Software Engineering."
Why Join Us? bullet points: "A clear, visible mandate with senior leadership’s attention: strengthen the reliability of systems the business depends on 24x7. A strong technical foundation to build on — automated testing, continuous delivery, and an experienced team — with room to raise the operational bar. Own APIs and services that are directly relied upon by the business and its customers. Collaborative culture that values innovation, growth, and impact. Competitive compensation, benefits, and career growth opportunities."
Responsibilities: many bullet points grouped under subheadings? The text includes headings like Team Leadership & Development, Delivery & Continuous Deployment, Reliability & Production Ownership, API Platform & Technical Direction, Change Management & Compliance, Cross-Functional Collaboration. We could treat each as subheading? But instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It didn't forbid subheadings inside sections? Probably we should keep the main sections only; within Responsibilities we can have - items, each item can contain the prose. Could also embed subheadings as inside li? But better to keep simple: each bullet as
- with the text.
Qualifications: list of bullet points.
Preferred Experience: bullet list.
Core Competencies: bullet list.
We must not include sections with filler like "commensurate with experience". Not present.
We must not include Pay/Benefits/Schedule unless stated. Benefits mentioned in Why Join Us? "Competitive compensation, benefits, and career growth opportunities." That's a mention of benefits but not specific details. Should we create a Benefits section? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It states "benefits" generically. Does that count as stating them? It's a mention but not specific. I'd argue we should not create a Benefits section because no specific benefits listed. So we keep that sentence inside Why Join Us? as prose.
Similarly, Pay not specified.
Now produce HTML.
Structure:
Overview
... (overview text without social media sentence)
About This Opportunity
...
Why Join Us?
... (maybe as a paragraph with sentences)
Responsibilities
- Team Leadership & Development: Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time.
... etc.
But we could split each subheading into separate li items. However the text includes headings inside responsibilities. We could keep them as part of li.
Better to break each bullet as per original bullet points: The responsibilities section originally had headings and then paragraphs. We could treat each heading as a - with subpoints? But we only allowed
- for any list of duties/requirements/benefits. So we can make each top-level bullet as
- . The headings inside could be inside li.
Thus:
- Team Leadership & Development: Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time.
Similarly for other sections.
Qualifications: each bullet as - .
Preferred Experience: each bullet as
- .
Core Competencies: each bullet as
- .
Now ensure we removed EEO line and referral program.
Also remove duplicated lines? Not seeing duplicates.
Now produce final HTML.
Let's craft text precisely.
Overview paragraph (remove social media sentence). Let's copy:
"When you think of InComm Payments, think of Innovative Payments Technology. We were founded over 30 years ago and continue to be a pioneer in the payment (FinTech) industry. Since our inception, we have grown to be a team of over 3,000 employees in 35 countries around the world. We own over 400 global technical patents and a network that includes over 525,000 points of retail distribution that points to our industry expertise. InComm Payments works with the most recognized and valued brands in the world, and we are partnered with most of the world’s leading merchants. InComm Payments is highly focused on our people and their growth, and we work hard to make a career at InComm Payments meaningful and rewarding. We value innovation, quality, passion, integrity, and responsibility in all that we do, and we are looking for great people to join our team as we move forward towards a very bright future."
About This Opportunity:
"We are seeking a Software Engineering Manager to lead a seasoned Agile team responsible for a mission-critical set of APIs and services built primarily on C# and .NET. The role centers on delivery along with operational discipline — reliable services, accountability and ownership of our systems. This position reports to the Director of Software Engineering."
Why Join Us?:
"A clear, visible mandate with senior leadership’s attention: strengthen the reliability of systems the business depends on 24x7. A strong technical foundation to build on — automated testing, continuous delivery, and an experienced team — with room to raise the operational bar. Own APIs and services that are directly relied upon by the business and its customers. Collaborative culture that values innovation, growth, and impact. Competitive compensation, benefits, and career growth opportunities."
Now Responsibilities subsections:
Team Leadership & Development:
"Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time."
Delivery & Continuous Deployment:
"Own and continuously improve an established continuous-delivery pipeline — progressive and canary rollout, automated rollback, and zero-downtime database and schema migrations.Manage capacity, backlog readiness, and dependencies so the team has a clear, achievable plan.Track and report engineering performance using deployment frequency, lead time for change, change failure rate, and mean time to restore, alongside SLO attainment.Protect trust in the pipeline: eliminate flaky tests and keep the path to production fast, green, and safe to use.Hold the line on pre-deployment verification, peer review, and change practices — automation raises the bar for diligence rather than replacing it.Surface risks, blockers, and trade-offs early, with clear options and recommendations."
Reliability & Production Ownership:
"Establish unambiguous ownership for every service the team runs — a named owner, current runbooks, and a documented escalation path.Own SLOs and SLAs for the team’s services and manage error budgets as a real constraint on the pace of change. Own observability and alert quality — ensure the team can detect, diagnose, and resolve issues quickly, and that alerts are actionable rather than noisy.Set and enforce clear expectations for production response: acknowledgement and escalation timeliness, communication during an incident, and urgency proportional to customer impact.Serve as an incident commander and escalation point; run blameless postmortems that produce concrete corrective actions.Treat repeat incidents as unacceptable — drive postmortem actions to completion and verify the fix held.Regular operational review of reliability metrics, open incident
for prose. Do NOT repeat job title as heading. Do NOT put Job ID etc. Remove boilerplate like EEO, referral program. Also remove navigation, cookie, legal, duplicated lines. Also remove "Overview" maybe "Overview" heading? The overview is prose; we can treat as a section? The instruction: include a section ONLY when posting has real, specific content for it. Overview is content. Should we make a heading? Possibly "Overview" as a section heading. But they said use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but not limited. We can use Overview as heading. However they said do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. So Overview is fine. We need to preserve all substantive information. Remove boilerplate: EEO paragraph, referral program line. Also maybe "You can learn more about InComm Payments by visiting our Website or connecting with us on LinkedIn, YouTube, Twitter, Facebook, or Instagram." That's maybe boilerplate? It's not navigation but could be considered promotional; but it's substantive? Might be considered fluff but it's part of overview. I'd keep it as it's part of overview description. However they said remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The social media links maybe not boilerplate but could be considered navigation? Might be okay to keep. Safer to keep? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. Social media links are not exactly those categories, but could be considered navigation. I'd remove them to be safe. Also "Overview" paragraph includes that sentence; we could keep the rest and drop that sentence. Let's extract content: Overview paragraph: "When you think of InComm Payments, think of Innovative Payments Technology. We were founded over 30 years ago and continue to be a pioneer in the payment (FinTech) industry. Since our inception, we have grown to be a team of over 3,000 employees in 35 countries around the world. We own over 400 global technical patents and a network that includes over 525,000 points of retail distribution that points to our industry expertise. InComm Payments works with the most recognized and valued brands in the world, and we are partnered with most of the world’s leading merchants. InComm Payments is highly focused on our people and their growth, and we work hard to make a career at InComm Payments meaningful and rewarding. We value innovation, quality, passion, integrity, and responsibility in all that we do, and we are looking for great people to join our team as we move forward towards a very bright future." We can keep that. About This Opportunity: "We are seeking a Software Engineering Manager to lead a seasoned Agile team responsible for a mission-critical set of APIs and services built primarily on C# and .NET. The role centers on delivery along with operational discipline — reliable services, accountability and ownership of our systems. This position reports to the Director of Software Engineering." Why Join Us? bullet points: "A clear, visible mandate with senior leadership’s attention: strengthen the reliability of systems the business depends on 24x7. A strong technical foundation to build on — automated testing, continuous delivery, and an experienced team — with room to raise the operational bar. Own APIs and services that are directly relied upon by the business and its customers. Collaborative culture that values innovation, growth, and impact. Competitive compensation, benefits, and career growth opportunities." Responsibilities: many bullet points grouped under subheadings? The text includes headings like Team Leadership & Development, Delivery & Continuous Deployment, Reliability & Production Ownership, API Platform & Technical Direction, Change Management & Compliance, Cross-Functional Collaboration. We could treat each as subheading? But instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It didn't forbid subheadings inside sections? Probably we should keep the main sections only; within Responsibilities we can have - items, each item can contain the prose. Could also embed subheadings as inside li? But better to keep simple: each bullet as
- with the text.
Qualifications: list of bullet points.
Preferred Experience: bullet list.
Core Competencies: bullet list.
We must not include sections with filler like "commensurate with experience". Not present.
We must not include Pay/Benefits/Schedule unless stated. Benefits mentioned in Why Join Us? "Competitive compensation, benefits, and career growth opportunities." That's a mention of benefits but not specific details. Should we create a Benefits section? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It states "benefits" generically. Does that count as stating them? It's a mention but not specific. I'd argue we should not create a Benefits section because no specific benefits listed. So we keep that sentence inside Why Join Us? as prose.
Similarly, Pay not specified.
Now produce HTML.
Structure:
Overview
... (overview text without social media sentence)
About This Opportunity
...
Why Join Us?
... (maybe as a paragraph with sentences)
Responsibilities
- Team Leadership & Development: Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time.
... etc.
But we could split each subheading into separate li items. However the text includes headings inside responsibilities. We could keep them as part of li.
Better to break each bullet as per original bullet points: The responsibilities section originally had headings and then paragraphs. We could treat each heading as a - with subpoints? But we only allowed
- for any list of duties/requirements/benefits. So we can make each top-level bullet as
- . The headings inside could be inside li.
Thus:
- Team Leadership & Development: Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time.
Similarly for other sections.
Qualifications: each bullet as - .
Preferred Experience: each bullet as
- .
Core Competencies: each bullet as
- .
Now ensure we removed EEO line and referral program.
Also remove duplicated lines? Not seeing duplicates.
Now produce final HTML.
Let's craft text precisely.
Overview paragraph (remove social media sentence). Let's copy:
"When you think of InComm Payments, think of Innovative Payments Technology. We were founded over 30 years ago and continue to be a pioneer in the payment (FinTech) industry. Since our inception, we have grown to be a team of over 3,000 employees in 35 countries around the world. We own over 400 global technical patents and a network that includes over 525,000 points of retail distribution that points to our industry expertise. InComm Payments works with the most recognized and valued brands in the world, and we are partnered with most of the world’s leading merchants. InComm Payments is highly focused on our people and their growth, and we work hard to make a career at InComm Payments meaningful and rewarding. We value innovation, quality, passion, integrity, and responsibility in all that we do, and we are looking for great people to join our team as we move forward towards a very bright future."
About This Opportunity:
"We are seeking a Software Engineering Manager to lead a seasoned Agile team responsible for a mission-critical set of APIs and services built primarily on C# and .NET. The role centers on delivery along with operational discipline — reliable services, accountability and ownership of our systems. This position reports to the Director of Software Engineering."
Why Join Us?:
"A clear, visible mandate with senior leadership’s attention: strengthen the reliability of systems the business depends on 24x7. A strong technical foundation to build on — automated testing, continuous delivery, and an experienced team — with room to raise the operational bar. Own APIs and services that are directly relied upon by the business and its customers. Collaborative culture that values innovation, growth, and impact. Competitive compensation, benefits, and career growth opportunities."
Now Responsibilities subsections:
Team Leadership & Development:
"Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time."
Delivery & Continuous Deployment:
"Own and continuously improve an established continuous-delivery pipeline — progressive and canary rollout, automated rollback, and zero-downtime database and schema migrations.Manage capacity, backlog readiness, and dependencies so the team has a clear, achievable plan.Track and report engineering performance using deployment frequency, lead time for change, change failure rate, and mean time to restore, alongside SLO attainment.Protect trust in the pipeline: eliminate flaky tests and keep the path to production fast, green, and safe to use.Hold the line on pre-deployment verification, peer review, and change practices — automation raises the bar for diligence rather than replacing it.Surface risks, blockers, and trade-offs early, with clear options and recommendations."
Reliability & Production Ownership:
"Establish unambiguous ownership for every service the team runs — a named owner, current runbooks, and a documented escalation path.Own SLOs and SLAs for the team’s services and manage error budgets as a real constraint on the pace of change. Own observability and alert quality — ensure the team can detect, diagnose, and resolve issues quickly, and that alerts are actionable rather than noisy.Set and enforce clear expectations for production response: acknowledgement and escalation timeliness, communication during an incident, and urgency proportional to customer impact.Serve as an incident commander and escalation point; run blameless postmortems that produce concrete corrective actions.Treat repeat incidents as unacceptable — drive postmortem actions to completion and verify the fix held.Regular operational review of reliability metrics, open incident
Overview
... (overview text without social media sentence)
About This Opportunity
...
Why Join Us?
... (maybe as a paragraph with sentences)
Responsibilities
- Team Leadership & Development: Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time. ... etc. But we could split each subheading into separate li items. However the text includes headings inside responsibilities. We could keep them as part of li. Better to break each bullet as per original bullet points: The responsibilities section originally had headings and then paragraphs. We could treat each heading as a
- with subpoints? But we only allowed
- for any list of duties/requirements/benefits. So we can make each top-level bullet as
- . The headings inside could be inside li.
Thus:
- Team Leadership & Development: Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time.
Similarly for other sections. Qualifications: each bullet as- . Preferred Experience: each bullet as
- . Core Competencies: each bullet as
- . Now ensure we removed EEO line and referral program. Also remove duplicated lines? Not seeing duplicates. Now produce final HTML. Let's craft text precisely. Overview paragraph (remove social media sentence). Let's copy: "When you think of InComm Payments, think of Innovative Payments Technology. We were founded over 30 years ago and continue to be a pioneer in the payment (FinTech) industry. Since our inception, we have grown to be a team of over 3,000 employees in 35 countries around the world. We own over 400 global technical patents and a network that includes over 525,000 points of retail distribution that points to our industry expertise. InComm Payments works with the most recognized and valued brands in the world, and we are partnered with most of the world’s leading merchants. InComm Payments is highly focused on our people and their growth, and we work hard to make a career at InComm Payments meaningful and rewarding. We value innovation, quality, passion, integrity, and responsibility in all that we do, and we are looking for great people to join our team as we move forward towards a very bright future." About This Opportunity: "We are seeking a Software Engineering Manager to lead a seasoned Agile team responsible for a mission-critical set of APIs and services built primarily on C# and .NET. The role centers on delivery along with operational discipline — reliable services, accountability and ownership of our systems. This position reports to the Director of Software Engineering." Why Join Us?: "A clear, visible mandate with senior leadership’s attention: strengthen the reliability of systems the business depends on 24x7. A strong technical foundation to build on — automated testing, continuous delivery, and an experienced team — with room to raise the operational bar. Own APIs and services that are directly relied upon by the business and its customers. Collaborative culture that values innovation, growth, and impact. Competitive compensation, benefits, and career growth opportunities." Now Responsibilities subsections: Team Leadership & Development: "Lead, coach, and grow a team of experienced software engineers, including senior engineers and tech leads.Own hiring, onboarding, goal setting, performance reviews, and career development for the team.Set and hold a high standard for ownership, diligence, and follow-through — raising the operational bar while keeping an experienced team engaged and bought in.Build a culture where engineers feel genuine ownership of the systems they run: production health is the team’s responsibility, not someone else’s.Address performance and accountability issues directly and fairly.Identify skill gaps and create development plans that strengthen team capability over time." Delivery & Continuous Deployment: "Own and continuously improve an established continuous-delivery pipeline — progressive and canary rollout, automated rollback, and zero-downtime database and schema migrations.Manage capacity, backlog readiness, and dependencies so the team has a clear, achievable plan.Track and report engineering performance using deployment frequency, lead time for change, change failure rate, and mean time to restore, alongside SLO attainment.Protect trust in the pipeline: eliminate flaky tests and keep the path to production fast, green, and safe to use.Hold the line on pre-deployment verification, peer review, and change practices — automation raises the bar for diligence rather than replacing it.Surface risks, blockers, and trade-offs early, with clear options and recommendations." Reliability & Production Ownership: "Establish unambiguous ownership for every service the team runs — a named owner, current runbooks, and a documented escalation path.Own SLOs and SLAs for the team’s services and manage error budgets as a real constraint on the pace of change. Own observability and alert quality — ensure the team can detect, diagnose, and resolve issues quickly, and that alerts are actionable rather than noisy.Set and enforce clear expectations for production response: acknowledgement and escalation timeliness, communication during an incident, and urgency proportional to customer impact.Serve as an incident commander and escalation point; run blameless postmortems that produce concrete corrective actions.Treat repeat incidents as unacceptable — drive postmortem actions to completion and verify the fix held.Regular operational review of reliability metrics, open incident