We're hiring one Senior Engineering Manager for each of three teams. During the process we'll match candidates to charters based on experience and interest — you don't need to pick one to apply.

• Payments: owns integrations with mobile money and banking rails, payments orchestration, and financial tracking and reconciliation. A key mission of this domain is to build reliable systems that can move billions of dollars, on top of financial payment rails of varying maturity.
• Core platform: owns the heart of the cash delivery platform: the recipient and program data model, the web app our call center agents and field managers use every day, and the migration cutover from our legacy and Salesforce systems.
• Data collection: owns how we identify and enroll recipients: survey and enrollment tooling built for low-connectivity, offline-first field contexts, and, in time, increasingly direct-to-recipient communications. This team’s work shapes how recipients experience our programs – and ultimately the operational mechanics of delivering at scale.

• Directly manage a team growing to 5–7 senior engineers — 1:1s, goal setting, feedback, career development, performance management — and build the team itself: you'll drive recruiting for several of your own hires in your first year and own their onboarding
• Own your domain’s technical outcomes: delivery, reliability, and the consequences of its big technical bets – in close partnership with senior and staff engineers and your product counterpart
• Partner with product to balance feature development with tech debt drawdown, infrastructure investments, and other efforts to improve velocity and drive compounding progress
• Drive operational excellence, including on-call, incident response, code quality, testing, AI, and deployment practices
• Protect and scale the culture as we grow: open debate, product ownership, continuous improvement, and strong engineering foundations
• Represent your team with stakeholders and leadership: translate technical realities into business decisions and vice versa, and partner with diverse stakeholders to create the enabling environment for product development
• Set the technical quality bar: stay close enough to the technical work to weigh in on architecture, review designs, and help the team make sound trade-offs, without becoming the bottleneck

• Exceptional alignment with GiveDirectly Values and active demonstration of our core competencies: emotional intelligence, problem solving, project management, follow-through, and fostering inclusivity. We welcome and strongly encourage applications from candidates who have personal or professional experience in the low-income and/or historically marginalized communities that we serve.
• Language Requirement: English
• 3+ years managing software engineers through full delivery cycles
• 8+ years of overall industry experience building production software, with a strong backend foundation (databases, cloud services, APIs)
• Demonstrated ability to recruit, coach, develop, and retain engineers, building and retaining a talent-dense and inclusive team during periods of high growth
• Track record of building a strong engineering culture including candid, ego-free debate, deep product ownership, and continuously raising the bar on craft and tooling (including agentic engineering)
• You enable speed through focus and create clarity in ambiguity: cutting through complexity to the strategic kernel and shielding the team from distraction, so a senior team can move fast and autonomously
• Strong technical judgment driven by the mission, not ego: you can pressure-test architecture decisions with very senior engineers, have made consequential calls and lived with the results, and weigh technical and non-technical tradeoffs by recipient impact
• Energized to build product-development fluency in an organization that's relatively new to it: you've successfully partnered with non-technical stakeholders and leaders, and you’re excited by this, rather than daunted by it

Compensation

At GiveDirectly, we strive to pay our employees generously and equitably. We use an accredited third party salary aggregator to calculate what we believe to be competitive pay based on role, location, and cost of living. We also have a no negotiation policy to ensure we are paying staff equitably across roles. Read more about our compensation philosophy here .

Unless otherwise noted, the benefits stipend may be used to cover benefits or taken as additional taxable income.

United States

• Base Salary: $181,130
• Bonus at Target Performance: 15% (~$27,170, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would have been ~$31,789 in 2025)
• Estimated Total Compensation at Target: $208,300+
• Annual Benefits Stipend: $21,393

United Kingdom

• Base Salary: £124,370
• Bonus at Target Performance: 15% (~£18,656, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would have been ~£21,827 in 2025)
• Estimated Total Compensation at Target: £143,026+
• Annual Benefits Stipend: £2,760

Kenya

• Base Salary: $112,350
• Bonus at Target Performance: 15% (~$16,853, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would have been ~$19,717 in 2025)
• Estimated Total Compensation at Target: $129,203+
• Annual Benefits Stipend: $8,453

This role is fully remote, so if you are not based in the US, UK or Kenya, we will share an estimated salary benchmark for the country you are based in during the hiring process.

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