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. Speria delivers operational intelligence solutions for food systems, helping producers and integrators improve efficiency, build predictability and enable greater productivity. This means improving feed conversion, reducing waste and emissions, and supporting animal health and welfare.

📌 Solutions Tech Lead (Santiago de Querétaro)
🏢 Speria
📍 Santiago de Querétaro