Hire Engineering Managers
Screened for managers who grow engineers and keep the team shipping.
Why STACK IT
Built to hire engineering managers, not fill seats.
Most agencies optimize for volume. We optimize for the one hire who’s right, vetted by people who understand the work.
Recruiters who can vet leadership
We screen for how an EM grows engineers, drives delivery, and keeps technical credibility, not just runs standups. No candidate reaches you without two recruiters signing off.
Every candidate is real
Fake profiles, proxy interviews, and AI-assisted answers are everywhere in tech hiring. We meet each candidate face-to-face on video and screen for AI patterns, so who you interview is who shows up.
Screened to stay, not just to start
A hire that leaves in a year isn't a win. We align trajectory, growth, and total comp so the manager grows with your team instead of moving on.
You pay only when they start
Success-based and non-exclusive, no upfront fees, no retainers. We invoice on your manager's first day, not before.
How we screen
The Engineering Managers Evaluation Rubric.
We screen for how engineering managers actually think. Every shortlist is judged against the same five criteria that predict whether someone delivers in your codebase.
Strong signal
Builds trust, grows engineers, and keeps strong people from leaving.
Falls short
Manages tickets and treats people as interchangeable resources.
Strong signal
Keeps the team shipping predictably without burning it out.
Falls short
Drives short-term output at the cost of the team and the codebase.
Strong signal
Stays close enough to the work to make sound calls and earn respect.
Falls short
Has drifted so far from the code they can't weigh tradeoffs.
Strong signal
Raises the hiring bar and gives feedback that actually develops people.
Falls short
Hires to fill seats and avoids the hard performance conversations.
Strong signal
Aligns with product and leadership and shields the team from chaos.
Falls short
Says yes to everything and passes the churn straight to the team.
Hire engineering managers with confidence.
Real technical screening, a calibrated shortlist in days, and candidates vetted for fit, not just resumes. Let’s start your search.
- Pay only when they start
- First candidates in 24–48 hrs
- Screened for skills and fit
Specializations
Engineering Managers, across your whole stack.
Whatever your team runs on, we screen for the people who do the work right.
Team Building
Hiring, growing, and keeping engineers.
Delivery & Process
Shipping software without the chaos.
Technical Leadership
Staying credible on the actual work.
People Management
One-on-ones, growth, and hard conversations.
Org & Strategy
Connecting the team to the business.
Scaling Teams
Growing from one team to many.
The cost of waiting
An open role isn’t free.
An empty seat doesn’t delay work, it redistributes it. The longer the search drags, the more it costs.
Every week a role stays open, the cost lands on the team you already have.
- Work waits in the backlog while priorities pile up.
- They cover work that isn’t theirs, until something slips.
- The longer the seat stays empty, the harder the restart.
Speed isn’t a nice-to-have. It’s the difference between a gap and a setback.
Time to fill this role
How you hire
Permanent or contract, your call.
Two models, one standard of quality. Bring on the engineering managers you need the way that fits your timeline and budget.
Permanent
Permanent hire
Best when you’re building the team for the long term.
- You only pay when they start, success-based, no upfront fee.
- Full-cycle vetting for technical and cultural fit.
- Backed by our 90-day replacement guarantee.
Contract
Contract hire
Best when you need delivery capacity now, without adding headcount.
- We’re the employer of record: payroll, compliance, and onboarding handled.
- Most contractors placed in 5–10 business days.
- Convert to permanent anytime, with a buyout discount that grows each month.
Not sure which fits? Compare permanent vs. contract
FAQ
Hiring engineering managers, answered.
The questions teams usually ask before starting a search with us.
We test leadership through real situations, not slogans. We walk through how a candidate built and ran teams, handled an underperformer, delivered through a slipping timeline, and made the call between shipping and quality. We also check they have kept enough technical depth to earn their engineers trust without micromanaging. That situational focus is central to how we screen.
An engineering manager leads software teams and delivery, while an IT manager owns infrastructure, support, and operational reliability. They are different disciplines, and we screen for the right one.
People leadership is almost always a permanent hire, since it depends on continuity and trust. On occasion an interim manager fits a transition, and we can support that too.
Leadership searches take a little longer because fit and judgment matter more than a skills checklist, but you will typically see a calibrated shortlist within about a week to ten days.
Permanent hires are success-based: you pay only when someone starts, with no upfront fee, backed by our 90-day guarantee. Contract runs on a transparent hourly rate. We will walk you through the specifics on an intro call.
Still have a question? Talk to a recruiter
Live right now
Open searches we are filling.
Bill 190 compliant by default.
Every search keeps your hiring audit-ready in Ontario.
- Salary-range disclosure
- AI-use transparency
- Decisions within 45 days
Start a search
Tell us what you’re hiring for.
Share the role and we’ll reply within one business day with a calibrated shortlist of three to five engineering managers, screened for your stack and your team.