Senior Engineering Manager, Member Experience

We need to output HTML fragment with sections: About the role? Actually the posting includes "Job Overview:" and "About you:" and "What you'll be doing:" and "What you need for this role:" and "Technologies we use:" and "Benefits:" and "About Omada Health:" and values etc. We need to use headings

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include sections only when posting has real specific content. We must preserve all substantive info, not invent. Remove boilerplate like EEO, legal, navigation, cookie, application instructions, duplicated lines. Also remove salary ranges? Pay section: we have salary ranges given. Should we include Pay section? The posting includes salary ranges by zone. That is pay info. So we should include a Pay section with that info. However we must not include placeholder like "commensurate with experience". The posting has actual numbers, so we can include. Schedule: not mentioned. So we should not create Schedule section. Benefits: present. So include Benefits section. About the role: maybe "Job Overview:" and "About you:" and "What you'll be doing:" could be considered About the role or Responsibilities. We need to map. We have sections: About the role (overview), Responsibilities (what you'll be doing), Requirements/Qualifications (what you need for this role), Skills (technologies we use), Benefits, Pay. We must not repeat job title as heading. We need to output only HTML fragment, no /, no markdown fences. We'll produce something like:

About the role

... (job overview + about you? maybe combine)

But we need to preserve all substantive info. Could split: About the role: job overview paragraph. About you: maybe part of Requirements? Actually "About you:" is more like qualifications/attributes. Could be part of Requirements/Qualifications. We need to decide. Let's extract substantive content: Job Overview paragraph: "Omada Health is on a mission to bend the curve of chronic disease.Job Overview:We are hiring a Senior Engineering Manager to own a significant piece of Omada's Member-facing surface. You own what gets built, in what order, and how the people building it grow.A squad owns problems from prototype to production, including the maintenance and the on-call rotation for what it ships. At this level you own more than one, which means the hardest calls you make are the ones about where capacity goes when two good things want it at the same time.You stay technical. You are in the codebase and in the same agent workflows your builders use, close enough to review architecture, catch a weak design, and be useful in an incident. Where you manage directly, you ship production work off the critical path. Where you manage through someone else, that person's growth is your work product.You partner with Product Strategists who spend their time in front of members, coaches, and stakeholders, and who prototype to test ideas quickly. They own what gets built and why. You own whether it can be delivered, at what cost, and by when, and you are senior enough that your answer shapes the roadmap rather than just responding to it." About you: paragraphs about being accountable, writing code, point of view on AI-assisted development, teaching EM job, grown someone into leading, first team is peer group, track record of picking up org-wide problems. What you'll be doing: list of responsibilities: Own delivery across squads, sprint shaping, prioritization, backlog grooming, estimation, make calls, own cycle time, stay technical, partner with Product Strategist, grow a manager, plan team next year, set AI standard, take on problem that is nobody's. What you need for this role: list of requirements: 8+ years software engineering, 4+ years managing engineers directly, experience developing another leader, track record shipping mission-critical software, experience owning prioritization and estimation, experience giving direct developmental feedback and managing underperformance, currently shipping production code in at least one layer of stack, comfort with expert-generalist team model, hands-on experience directing AI agents, understanding of CI/CD etc., excellent written communication. Technologies we use: list. Benefits: list. Pay: salary ranges by zone. About Omada Health: description of company, mission, stats, values, etc. Could be part of About the role? Might be separate section "About Omada Health". But headings list does not include that. We could incorporate into About the role or maybe omit? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., not limited to those. But we should prefer those headings. However we could add "About Omada Health" as a heading if we want, but not required. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we can use those headings, but not strictly limited. However to be safe, we can include About Omada Health as a section with

About Omada Health

. It's substantive. We must not repeat job title as heading. Good. We must not include boilerplate: EEO, equal opportunity, legal, privacy notice, etc. Also remove "Please click here for more information" etc. Also remove "It takes a village to change health care..." values section? That's part of culture; could be considered substantive but maybe not required. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The values section is not boilerplate; it's cultural values. Might be okay to keep. But we need to decide if we include it. Could be part of About Omada Health. We must preserve ALL substantive information; do NOT invent or summarize away detail. So we need to keep the values list? It's substantive. We'll include it under About Omada Health. We must not create Pay/Schedule/Benefits sections unless posting actually states them. Benefits yes, Pay yes (salary ranges). Schedule not present, so omit. We must not emit a heading followed by filler/placeholder text. So ensure each heading has real content. Now craft HTML. We'll produce:

About the role

Omada Health is on a mission to bend the curve of chronic disease. We are hiring a Senior Engineering Manager to own a significant piece of Omada's Member-facing surface. You own what gets built, in what order, and how the people building it grow. A squad owns problems from prototype to production, including the maintenance and the on-call rotation for what it ships. At this level you own more than one, which means the hardest calls you make are the ones about where capacity goes when two good things want it at the same time. You stay technical. You are in the codebase and in the same agent workflows your builders use, close enough to review architecture, catch a weak design, and be useful in an incident. Where you manage directly, you ship production work off the critical path. Where you manage through someone else, that person's growth is your work product. You partner with Product Strategists who spend their time in front of members, coaches, and stakeholders, and who prototype to test ideas quickly. They own what gets built and why. You own whether it can be delivered, at what cost, and by when, and you are senior enough that your answer shapes the roadmap rather than just responding to it.

About you

You are comfortable being accountable for what your squads ship. You still write code, and you want to. This role ships production work off the critical path, in the same codebase and the same agent workflows as your squads, so you feel the friction your people feel first-hand. You have a point of view on where AI-assisted development helps and where it creates rework, and it comes from changing how a real team works, not from reading about it. You have done the engineering manager job well enough that you can teach it. Whether or not you have carried the title of manager-of-managers, you have grown someone into leading, and you know the difference between doing the work for them and raising their ceiling. Your first team is your peer group, not your reports. When something is slowing down the engineering org and it is nobody's job, you have a track record of picking it up, getting the right people in the room, and finishing it.

But "About you" is not in the list of headings but could be considered Qualifications. However we have separate Requirements section. Might be better to merge About you into Requirements/Qualifications. But we need to preserve all info; we could keep About you as a subsection under Requirements. However the instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should prefer those. So maybe we should not create "About you" heading; instead incorporate its content into Requirements/Qualifications. Thus we will have:

About the role

(job overview)

Responsibilities

(What you'll be doing)

Requirements

(What you need for this role + About you)

Skills

(Technologies we use)

Benefits

Pay

(salary ranges)

About Omada Health

(company description, values, stats) We must not repeat job title as heading; fine. Now we need to format lists using

• for any list of duties/requirements/benefits. Thus: Responsibilities: list items. Requirements: list items. Skills: list items. Benefits: list items. Pay: maybe just paragraph with salary ranges. About Omada Health: paragraph(s) maybe include values list as
  . We must preserve all substantive info; not invent. Let's extract each. Responsibilities (What you'll be doing): - Own delivery across your squads. Sprint shaping, prioritization, backlog grooming, and estimation. Make the calls, write them down, and be accountable for them. When two squads want the same thing at the same time, you are the one who decides. - Own cycle time. Yours to improve, not at the expense of quality, and yours to explain when it changes, including why one of your squads is slower than the other. - Stay technical. On squads you manage directly, you ship production work every sprint, off the critical path, in the same agent workflows your builders use. On squads that run through a manager, you stay close enough to review architecture, catch a weak design, and be useful in an incident. Either way, you can teach someone to navigate the system, not just navigate it yourself. - Partner with your Product Strategist. They own what the squad builds; you hold the line between their scope and yours so the squad never has two people answering the same question differently. - Grow a manager. If an EM reports to you, their growth is your work product. Their squad's health is the evidence. - Plan the team you need next year, not just this quarter. Headcount, skill mix, and the onboarding path that gets a new builder productive in an agent-heavy codebase in weeks rather than months. Set the AI standard past your own boundary. Write down what good looks like, teach it, and measure whether it stuck. Other squads should be able to use what you built without you in the room. - Take on the problem that is nobody's. You will find things that slow down engineering broadly. Some of them you should pick up, organize, and close out with your peers. That's a lot; we can break into separate
  • each bullet. Now Requirements (What you need for this role + About you): List items: -