At Ledgy, we’re on a mission to make Europe a powerhouse of entrepreneurship by building a modern, tech-driven equity management and financial reporting platform for private and public companies. In 2026, we aim to be the leading provider for European IPOs and reporting for share-based payments. We are a value-based company with a core focus on being humble, transparent, ambitious and impactful, all in order to delivery the best experience for our customers and end users.
We are proud to partner with some of the world’s leading investors. New Enterprise Associates led our $22m Series B round in 2022, with Philip Chopin joining Sequoia’s Luciana Lixandru on our board.
We were founded in Switzerland in 2017 and today we operate globally from offices in Zurich and London. We encourage diversity and are an international team coming from 26 different countries and speaking 25 different languages.
About the Role
As a hands-on Engineering Manager of one of our feature teams at Ledgy, you'll lead the engineers who build the features that help companies offer, manage, and communicate compensation and savings vehicles: from equity plans to pensions, carry, and beyond. Your team works on the products employees and companies use to make sense of complex compensation structures.
This is a good fit if you find it meaningful to work on features that are financially significant to the people using them, as getting compensation right matters. The work is domain-rich: these structures are complex, high-stakes, and varied. You'll report to the Head of Engineering and play a key role in expanding Ledgy's product coverage as companies increasingly look to offer diverse forms of compensation.
You'll Thrive in This Role If You
- Have 2+ years in Engineering Management and 6+ years as a Software Engineer, with meaningful time in product-focused or domain-heavy roles
- Are energised by features that have a direct, visible impact on end users — the things employees actually see and interact with
- Care deeply about correctness in domains where getting things wrong has real financial consequences
- Are comfortable with evolving scope — compensation takes many forms, and the product will grow to reflect that
- Actively use AI tools to multiply your output and are excited to help your team do the same — you see AI as a core part of how great engineering gets done today
- Love developing people and creating an environment where engineers can do their best work
- Want to stay hands-on — you're comfortable diving into the codebase, reviewing PRs with concrete feedback, and shipping yourself
What You'll Own
- Team Leadership: Setting technical direction for the team, running 1:1s and performance conversations, and supporting engineers in their growth.
- AI-Augmented Engineering: Modelling and promoting effective use of AI tools across your team — from coding assistants to automated workflows. You'll help engineers develop good instincts for where AI accelerates work and where human judgment matters most.
- Compensation & Savings Features: The product surface covering a range of compensation and savings vehicles — equity plans, pensions, carry, and more. Your team builds the logic and UX that makes these products usable for both companies and their employees.
- Employee-Facing Experience: Ensuring the features your team builds are not just correct, but clear and accessible to employees navigating complex compensation structures.
- Domain Breadth: As Ledgy expands into new compensation types, your team will be at the frontier, building the models and product experiences that bring them to life.
Our tech stack:
- Language: TypeScript
- Frontend: React, Tailwind CSS, tRPC
- Backend: tRPC, Node.js, MongoDB, Temporal
- Infrastructure: Docker, GitHub Actions, GCP, Terraform Cloud, Kubernetes
What Your Journey Could Look Like
First 30 Days
- Build relationships with your direct reports and develop a solid understanding of the compensation domain, including what we support today and where we're headed
- Get hands-on with the codebase — review PRs and understand how the product models compensation and plan logic
- Meet PD leadership: CTO, Head of Engineering, Head of Product, and the other EMs
- Understand how your team's domain intersects with the rest of the platform
First 3 Months
- Own the team's delivery rhythm: roadmap reviews, sprint health, and unblocking engineers
- Identify and begin addressing the most complex or fragile areas of the domain
- Establish regular 1:1s and begin meaningful coaching conversations with your reports
- Partner with PM and Design on the roadmap for expanding compensation coverage
6–12 Months
- Be recognised as the technical leader for compensation and savings features at Ledgy
- Deliver measurable improvements to product quality, coverage, or the employee experience
- Lead performance reviews and meaningful career development conversations
- Be a trusted partner to product and engineering leadership on compensation strategy
The Interview Process
- Getting to know you (30 min): Meet with someone from our people team to talk about your experience and to answer questions about the role
- Live Coding (60 min): A problem-solving session (without AI) using your preferred language and IDE
- System Design (60 min): Walk us through an architecture you've significantly contributed to — we'll explore domain modelling and product complexity based on your experience
- Mock 1:1 (45 min): A mock coaching conversation with one of our engineers to see how you approach people management and development
- Culture & Vision (30 min): Meet one of our founders to discuss Ledgy's mission and how you think about making compensation and savings products work for everyone
- Offer 🎉
Being part of Ledgy means:
- Recharge and re-energize with flexible working hours, 25 days of vacation, and up to 40 days of remote work from outside your home country.
- We make space for your own professional development, with a generous yearly learning & development budget.
- This role will receive a competitive salary + benefits + equity. All salaries are aligned with competitively benchmarked ranges based on work location and levelling.
- For candidates based in London or Zurich we use a hybrid work model of 2 days in the office per week.
