Senior Engineering Manager - Trust Pillar

Millions of people across Europe want better ways to build long-term wealth, but traditional investing often feels complex or out of reach.

Mintos is solving that. We've built a platform that makes investing in income-generating assets simple, transparent, and accessible. And we're expanding fast.

We're currently on our way to obtaining a banking license from the European Central Bank (ECB). It will open new possibilities and help us build even more trust, which is key to long-term wealth building.

We’re looking for a Senior Engineering Manager to lead the 20-30 engineers in our Trust pillar (spanning backend, frontend, QA, and test automation). You will report directly to the CTO.

You are an experienced engineer who made a deliberate move into people management. You still think like an engineer—you can read an RFC, challenge an architectural assumption, and tell when a technical estimate doesn't add up—but you’ve chosen to scale your impact by building teams, growing engineers, and helping cross-functional groups work seamlessly together.

What you'll do

This is a new role in a newly restructured engineering organization. We’ve explicitly separated people management from technical leadership: Tech Leads own technical direction and delivery; Senior EMs own people and capacity.

The structure and principles are set, but your job is to turn them into a working day-to-day practice. You will be one of our first Senior Engineering Managers, working alongside a peer leading our other pillar. You’ll build relationships with Tech Leads who previously managed their own engineers, agree on shared routines with your peers, and set the management cadence in your pillar. If you thrive in environments where the structure is clear but the practice still needs to be built, this is your next move.

You will:

• Own the people lifecycle: Lead 1:1s, performance reviews, career development, compensation inputs, onboarding, and difficult conversations.
• Manage capacity & teams: Assemble and recompose cross-functional delivery teams as initiatives scale. Your job is to ensure the right people are on the right teams, balancing individual growth against delivery demands.
• Lead hiring: Act as the hiring manager for all engineering roles in the pillar. You will tailor the process, calibrate interviewers, assess candidates, and make final decisions.
• Provide technical partnership: Participate in architecture reviews as a stakeholder. You'll challenge assumptions, flag capacity risks, and help Tech Leads navigate trade-offs between technical investment and feature delivery—staying close to the tech without stepping into the Tech Lead's chair.
• Shape the organization: Partner with the CTO, Product Owners, and the People team to provide structured visibility into pillar health. Coordinate with your peer Senior EM to build shared practices, calibrate performance, and drive a consistent engineering culture.

• Engineering background: You’ve built and shipped software professionally and can engage credibly in architecture and system design discussions today.
• Proven leadership: 5+ years of experience in engineering leadership, managing 15+ engineers across multiple teams, with a track record of owning the full people management cycle.
• Deliberate people focus: You intentionally chose people management and are completely comfortable in a role-separated model where you trust Tech Leads to make tactical technical calls.
• Clear communication: Direct, low-formality communication style. Excellent spoken and written English.

Nice to have

• Experience in a regulated or compliance-heavy environment (fintech, banking, insurance, healthcare) or conversational familiarity with financial concepts (payments, AML/KYC).
• Experience working in a pillar or tribe model with explicit role separation between EMs and Tech Leads.
• Experience managing through organizational change, manager transitions, or restructuring.
• A hands-on background with distributed systems, microservices, or event-driven architectures.
• Experience contributing to salary reviews, leveling, and workforce planning within existing frameworks.

• Competitive salary and stock options. Your experience and contribution matter, and we reflect that in fair compensation. You’ll also receive equity so you can share in the value you help create.
• Flexibility that fits real life. We do our best work side by side, so our offices are at the heart of how we collaborate. We also know life doesn’t always follow a schedule, so we offer flexibility where it’s needed, including up to 90 days a year working from another country, with your manager’s approval. Arrangements vary by location and team.
• Generous vacation policy. Rest and recovery are essential. We don’t limit vacation to the minimum required by law. Take the time you need to recharge and come back refreshed.
• Learning and growth. An annual €1,200 learning budget to support your professional and personal growth. Whether you want to explore something new or deepen your expertise, we’ll support you along the way.
• Very well equipped office. Comfortable environment matters. When in the office, enjoy the parking, showers, kitchen with snacks and drinks, massage chair, nap room and others.