Engineering Manager - Spark

• Have 5+ years of engineering background, with enough depth to be credible with engineers building complex systems.

• Have 3+ years managing remote engineering teams.

• Have managed engineering teams at a cloud, SaaS, or developer tools company.

• Experience with developer tools or databases, plus if that includes both SQLite and Postgres ecosystems.

• Strong technical credibility in backend and database systems: APIs, auth, and Postgres access control (roles, grants, RLS) etc.

• Has led a team shipping a developer facing API or platform product from early stage to production.

• Have managed remote, globally distributed teams that work asynchronously across disparate time zones.

• Are technical enough to be credible with strong engineers, but genuinely passionate about people management. This is the work you want to do, not a track you're settling for.

• Build psychological safety and a feedback culture: you give feedback often and in the moment, ask for it back, and create space for the team to do the same.

• Operate as a multiplier. Focused on helping individuals achieve more than they could alone, not on being the best technical voice in the room.

• Coach rather than direct. Remove blockers, connect people to context and resources, and trust your engineers to own how the work gets done.

• Have a real track record of performance management and can speak to specific examples of difficult conversations and how you navigated them.

• Are comfortable with ambiguity and capable of building structure where there isn't much.

• Communicate clearly and write well. You're default async, default written, set context proactively, and surface risks early.

• Are collaborative, low-ego, and adaptable. You thrive working with high-autonomy, senior ICs who have strong technical opinions and don't need to be the smartest person in the room.

• Are comfortable with aggressive scoping and eval driven development.

• Fully Remote

  We hire globally. We believe you can do your best work from anywhere. There are no Supabase offices, but we provide a WeWork membership or co-working allowance you can use anywhere in the world.

• ESOP

  Every team member receives ESOP (equity ownership) in the company. We want everyone to share in the upside of what we're building together.

• Tech Allowance

  Use this budget to set up your ideal work environment-laptop, monitor, headphones, or whatever helps you do your best work.

• Health Benefits

  Supabase covers 100% of health insurance for employees and 80% for dependents, wherever you are. Your wellbeing and your family's health are important to us.

• Annual Off-Sites

  Once a year, the entire company gathers in a new city for a week of connection, collaboration, and fun. It's a highlight of our year.

• Flexible Work

  We operate asynchronously and trust you to manage your own time. You know what needs to be done and when.

• Professional Development

  Every team member receives an annual education allowance to spend on learning-courses, books, conferences, or anything that supports your growth.

We're looking for Engineering Managers to lead engineering effort on Supabase Spark. Supabase Spark is an initiative to build the next frontier of agentic databases, supporting billions of databases, with millions of databases created every day.

Although we don't require managers to contribute to code directly, we do expect you to participate in design discussions and to be involved in setting the bar for engineering quality and best practices.

• Run 1:1s, performance management, career development, and onboarding for your direct reports.

• Handle people admin (leave, time off, etc.) for your team.

• Own the hiring plan for your team and act as Hiring Manager. First round of interviewer for all roles on the team.

• Partner with Talent Acquisition to source, interview, and close strong candidates.

• Contribute to headcount planning, org design, and the evolution of engineering leadership at Supabase.

• Own the team's roadmap and project management (Linear), driving accountability and clear milestones.

• Manage workflow intake and Slack triage. These are the team's primary inboxes for cross-team requests. You decide what gets routed where, prioritized, or pushed back on.

• Own the team's weekly updates and keep stakeholders aligned without creating overhead.

• Organize effort against support tickets and maintain the team's SLO.

• Surface risks, dependencies, and tradeoffs early and clearly to leadership.

• Train as an Incident Commander. Drive coordination, resolution, and post-incident follow-up.

• Lead blameless post-incident reviews