We are seeking a highly skilled and motivated Staff Engineering Lead to join our dynamic team at Speria MTech. This is a hands-on, player-coach role. The individual remains primarily responsible for technical architecture, software design, implementation, engineering quality, and delivery while also supporting the professional growth and day-to-day leadership of a small number of direct reports. The position is not intended to function as a traditional, full-time Engineering Manager. The role does not manage other managers, multiple teams, or a large organization. Its purpose is to provide strong technical leadership close to the work while giving a small group of engineers consistent coaching, feedback, and career support. We seek a solution-oriented individual who can provide answers rather than just identify problems. Embracing continuous change is key, as innovation and improvement are integral to Speria MTech's culture. This person should have a service-minded attitude, demonstrating a passion for enhancing the work of others and simplifying processes for stakeholders. Essential Functions & Responsibilities Essential responsibilities include and functions of the Staff Engineering Lead are: Technical Leadership and Engineering • Serve as the senior technical leader for the assigned team or product area. • Establish and communicate the technical direction, architecture, and engineering approach for significant initiatives. • Remain actively involved in software design, coding, code reviews, debugging, testing, deployment, and production support. • Lead the delivery of complex or business-critical projects from technical discovery through production implementation. • Make or facilitate technical decisions while encouraging appropriate participation and ownership from other engineers. • Identify technical risks, dependencies, performance concerns, and architectural improvements. • Promote sound engineering practices related to maintainability, reliability, security, testing, observability, and operational support. • Mentor engineers and multiply the team’s effectiveness by sharing knowledge, improving development practices, and removing technical obstacles. • Partner with product management, engineering leadership, and other technical leaders to establish priorities and realistic delivery plans.



Team and People Leadership • Provide direct people leadership for approximately three to four software engineers. • Hold regular one-on-one meetings focused on performance, professional development, engagement, and removing obstacles. • Help each direct report establish development goals and identify opportunities to expand their technical and professional capabilities. • Provide timely, candid, and constructive feedback. • Support onboarding and help engineers become productive members of the team. • Delegate work based on engineers’ capabilities, interests, development goals, and the needs of the business. • Provide documented input into performance reviews, promotions, compensation discussions, and talent planning. • Recognize strong performance and address performance concerns in partnership with the employee’s senior engineering manager or department leader. • Help maintain a healthy, collaborative, accountable, and psychologically safe team environment. • Participate in interviewing and hiring engineers when needed. Delivery and Coordination • Help organize and coordinate the team’s technical work without becoming the primary owner of administrative project management. • Ensure engineers understand priorities, expected outcomes, technical constraints, and ownership. • Communicate progress, risks, dependencies, and significant technical decisions to engineering and product leadership. • Balance direct technical contribution with delegation so that other engineers continue to grow and take meaningful ownership. • Partner with the broader Engineering Manager or Director on staffing, organizational planning, performance calibration, and significant personnel decisions. Scope of Management Responsibility • This role: o Typically has three to four individual-contributor direct reports. o Does not manage other managers. o Does not manage multiple engineering teams. o Is not primarily responsible for department budgets, organizational design,



broad workforce planning, or administrative management. o Provides routine coaching, development, feedback, and performance support. o Partners with a senior Engineering Manager or Director on compensation, promotions, formal corrective action, and significant employee-relations matters. Expected Allocation of Time • The expected allocation may vary based on team needs, but the role should generally remain: o Approximately 60–70% technical leadership and hands-on engineering. o Approximately 20–30% coaching, professional development, and people leadership. o Approximately 10–20% planning, coordination, and communication. Qualifications, Skills, and Experience • Significant professional software-engineering experience, typically eight or more years. • Demonstrated ability to lead the architecture and delivery of complex software initiatives. • Strong hands-on experience with the technologies and engineering practices relevant to the assigned product area. • Experience mentoring, coaching, or providing technical leadership to other engineers. • Ability to communicate effectively with engineers, product leaders, business stakeholders, and senior leadership. • Sound judgment when balancing technical quality, delivery requirements, team development, and business priorities. • Interest in supporting people’s professional growth while remaining deeply involved in engineering. • Ability to lead through technical credibility, collaboration, influence, and clear accountability. Success Metrics Success in this position is demonstrated through: • Successful delivery of technically complex and important initiatives. • Strong architecture, engineering quality, reliability, and maintainability. • Continued meaningful hands-on technical contribution. • Increasing ownership and capability among the engineers on the team. • Consistent coaching, feedback, and professional-development support for direct reports. • Effective delegation rather than personally becoming the bottleneck for all important work. • Clear communication of technical direction, delivery risks, and priorities. • Healthy collaboration between engineering, product management, and other teams. • Retention and professional growth of the engineers reporting to the position.

📌 Solutions Tech Lead (Santiago)
🏢 Speria
📍 Santiago