Fractional Engineering Manager

Fractional Engineering Manager

We are looking for an experienced manager to provide one-to-one support to our team of developers, both on a consistent basis (through regularly scheduled coaching sessions, 1:1s, and annual reviews) and ad hoc as issues and opportunities arise and team members need guidance, correction, or general support. You will not only support the development team, but will also serve as a liaison between the engineers and management by providing information on where engineers are thriving and struggling, when issues are identified, and when projects or Pixo operations may be impacted. This is a fractional role anticipated to be about 8 hours/week, Central Time.

Desired responsibilities:

• Ensuring project engagement by asking probing questions to identify instances where engineers are roadblocked, need clarity, are lacking processes, or team dynamics are at risk and reporting these instances back to Pixo management.
• Performance evaluations, including: conducting annual reviews and quarterly coaching sessions to focus on setting engineers’ performance and personal goals; collecting team/management performance feedback prior to coaching & reviews; providing written reports of progress, concerns, and general notes after performance evaluations & coaching sessions. 
• Monthly one-on-ones with each staff member—intended to be a place where engineers voice project, team, or departmental concerns, ask HR-related questions, and receive guidance on navigating conflict or interpersonal issues. Pixo’s internal management team should be informed and consulted when cross-departmental issues arise or when projects may be impacted by the concerns voiced by engineers.
• Ad-hoc staff support via Slack and/or email to answer urgent questions or provide guidance/feedback on timely concerns (voiced either by the engineers or by management regarding an engineer’s performance).
• Performance management discussions, including: voicing concerns raised by other team members to the engineers and working with the engineers to improve performance; reporting progress or concerns back to the management team; creating performance improvement plans when needed; and participating in or leading performance progress check-ins. 
• Hiring department staff, including: preparing hiring plans; posting the job description; collecting & reviewing resumes; conducting first round interviews; coordinating subsequent rounds of interviews; leading interview debriefs; and weighing in on decisions of who to eliminate and who to offer a role to. (This is expected to be infrequent.)
• Training department staff, including: updating & coordinating the training schedule; conducting weekly check-ins with new hires; and reporting back to the Pixo management team with progress updates or concerns. (This is expected to be infrequent.)