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

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 A

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