Founder-led · technically screened
Hiring an engineering manager is a bet on judgement, not just tenure. We assess EMs for the things that actually matter — how they grow people, run delivery and stay technically credible — so you meet leaders who make their teams better.
Every candidate is technically assessed by us, people who have done the job, before you spend a minute interviewing.
Not sure which fits? Talk to us and we’ll recommend the right approach.
Base ranges benchmarked to our placement data at venture-backed startups and scale-ups; equity and bonus sit on top. Where a role shares the software-engineer ladder, the bands below are the reference we use. For the full picture, see our salary benchmarks.
| Level | London | Berlin | Amsterdam | New York |
|---|---|---|---|---|
| Engineering Manager | £105k–£140k | €100k–€135k | €95k–€130k | $180k–$230k |
Salary data reviewed July 2026.
FAQ
Through structured, evidence-based conversations about real situations they have led — growing people, running delivery, handling underperformance — plus a check on the technical credibility their team needs. We score against a rubric rather than relying on a polished narrative.
It depends on your bottleneck: an EM if delivery and people growth are the constraint, a senior or staff IC if it is hard technical problems. We will give you an honest read for your stage rather than pushing the more expensive hire.
Typically a few weeks to a calibrated shortlist. For business-critical leadership hires we often run this as a retained search for full market coverage.
Tell us what you’re hiring for and we’ll come back with a plan, and usually a technically screened shortlist faster than you’d expect.