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Open nowPosted 115 days ago

Engineering Manager (Back Office & Integration)

Workable (global search)108,016 open roles

Where
Rotterdam, South Holland, Netherlands
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Your applicationOpen nowEngineering Manager (Back Office & Integration)Workable (global search) · Rotterdam, South Holland, Netherlands

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The clock on this job

Early applications get read.

7.9% of postings close within 7 days. Measured by our own scanner across the market. Workable (global search) postings stay open a median of 7 days.

Share of postings closed within
  1. 1.6%1 day
  2. 3.6%3 days
  3. 7.9%7 days
  4. 14.9%14 days
  5. 34.0%30 days
This job: posted 115 days ago

Workable (global search) median: 7 days open

The posting

About the Role

The company is looking for an Engineering Manager to lead the Back Office & Integration squad. This is a dedicated people-management and hands-on technical leadership role — it is not a Tech Lead or Senior Software Engineer position. You will have direct line-management responsibility for a team of 4 to 8 engineers, taking full ownership of their performance, professional growth, and delivery.

The company develops a fast-growing travel management platform tailored specifically for the maritime, aviation, and energy sectors. Headquartered in Rotterdam with a team of ~100 people, the company builds mission-critical software that keeps complex global industries moving.

In this role, you will balance approximately 60% people management and delivery with 40% hands-on technical work, tackling complex architectural tasks and conducting code reviews.

Key Responsibilities & People Management

  • Line Management. Directly manage a team of 4–8 intermediate to senior engineers (7+ years of experience).
  • Performance & Growth. Conduct regular 1-on-1s, lead performance reviews, and foster career development within your team.
  • Hiring & Firing. Hold active input and decision-making responsibility for recruitment, team expansion, and offboarding.
  • Accountability. Take full ownership of your team's delivery and culture, standing by your team when challenges or mistakes arise.
  • Technical Contribution (~40%). Solve complex engineering problems, lead code reviews, and drive architecture decisions using modern .NET technologies.

Requirements

Must-haves

  • Recent People Management Experience. Active experience in a direct line-manager role within the last 3 years. (Note: Mentorship, code reviews, or acting as a Tech Lead without direct people management do not qualify).
  • Proven experience managing mid-to-senior engineers (7+ years of domain experience).
  • Strong, active commercial experience with C#, .NET, PostgreSQL, and SQL within the last 5 years.
  • Ability to work remotely initially with a mandatory agreement to relocate to the Netherlands after 4 to 6 months (Full visa sponsorship and relocation support provided), willingness to start on a fixed-term contract during the initial trial period.

Technical Evaluation & AI Expectations

During the technical selection process, candidate AI usage will be evaluated. While AI is welcomed as a productivity tool, using AI merely as a basic search engine/shortcut for fundamental engineering problems is considered a reject signal.

Self-Rejection Criteria (Please do not apply if):

  • You are primarily looking for an Individual Contributor (IC), Tech Lead, or purely advisory role without direct line management responsibilities.
  • You are looking for a permanent contract from Day 1 without an initial fixed-term/trial period.
  • You are unwilling or unable to relocate to the Netherlands within 4 to 6 months.
  • You have not actively used C# / .NET as your primary tech stack within the last 5 years.

Benefits

Conditions

  • Salary: €7,000 – €8,000 gross/month (remote salary budget of €5,500 – €6,000 gross/month)
  • Contract: Full-time, permanent employment
  • Work format: Hybrid.
  • Benefits:
  • Hybrid work from the Rotterdam office
  • Work-life balance policy
  • Growth at the intersection of travel, finance, and engineering
  • Municipality parking card (for office employees)
  • High autonomy, direct impact on enterprise-grade software, and supportive leadership.

Selection Process

Stages:

  1. Recruiter screening
  2. Short Candidate Survey (management & expectations alignment)
  3. Combined HR & Technical Interview (45–60 min)
  4. Final Leadership Interview

Interview language: English

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