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About Shoplift

Ecommerce brands are under constant pressure to grow revenue while advertising costs climb and competition intensifies. Yet most merchants are flying blind—making decisions about product pages, merchandising, pricing, and offers without ever testing what actually drives conversions. The difference between guessing and knowing can be 15-30% in revenue, but A/B testing has historically been too expensive, too complex, or too slow for most brands.

Shoplift changes that. We're the fastest, easiest A/B testing platform built specifically for Shopify merchants. We help brands discover what actually converts—should luxury skincare shoppers see lifestyle photos or close-up texture shots? Does a supplement brand's product page convert better with per-serving or per-bottle pricing? These decisions matter, and we make it simple to find the answers through visual editors, AI-powered recommendations, and expert guidance.

We're scaling rapidly with 2,000+ brands trusting us to optimize their stores, from fast-growing DTC brands to Shopify Plus merchants. We work with beloved brands like Skullcandy, Our Place, Casper, KITH, and Liquid Death, and we're one of less than 80 Shopify Certified Technology Partners—handpicked by Shopify themselves and the only A/B testing app to earn that distinction. We're a team of builders who value speed, directness, and getting shit done. We move fast, iterate constantly, and aren't afraid to change course when something isn't working. If you thrive in high-autonomy environments where your work directly impacts the product, you'll love it here.

What You'll Do

People & Project Management (≈70%)

• Manage 5–7 engineers: weekly 1:1s, growth plans, performance management. Know each report's strengths, growth areas, and career goals — and have a plan for each
• Give timely, specific feedback in both directions. Calibrate using our IC competency matrix
• Monitor team health — burnout, disengagement, interpersonal friction — and act early. Protect sustainable pace and push back when workload is unreasonable
• Own initiative coordination across the org: kickoffs, status, risks, and cross-team dependencies. Keep initiatives on track within fixed appetites (2/4/6 weeks — time is fixed, scope is flexible) and surface slippage early, not at the deadline
• Partner with product on shaping and scope trade-offs; translate engineering context for product partners — why something is harder than it looks, what the options are
• Run the operational cadence: ensure retros happen and produce real improvements, on-call rotation stays healthy and fairly loaded, QA has bandwidth, incident action items and COEs actually get closed
• Match people to initiatives based on growth goals and strengths, not just availability
• Run structured, calibrated hiring loops and own onboarding
• Spot retention risk early
• Communicate team status, risks, and wins to VP of Engineering. Document decisions and rationale

Delivery (≈30%)

• Stay hands-on enough to earn trust: review code regularly, pick up implementation work when it's the fastest path, contribute to architecture discussions
• Occasionally act as Initiative Tech Lead on a smaller initiative when staffing demands it — exception, not the operating model
• Evaluate IC technical work credibly: know the difference between Senior-quality and Staff-quality output
• Fix broken windows: systematize recurring friction in tooling and process, pragmatically

You're a Great Fit If

Must Haves

• 2+ years managing engineers: hired, coached, given hard feedback, managed someone up or out
• Demonstrated project management of multi-week, cross-functional software projects: scoping, phasing, risk management, status communication, and scope negotiation under fixed timelines
• Enough recent technical depth in C#/.NET, PostgreSQL, RabbitMQ, and Kubernetes to review code credibly and earn IC trust
• Track record operating a ship-continuously culture: small batches, feature flags, fixed-time/flexible-scope delivery
• Excellent written communication; comfortable in an async-first, written-decisions culture
• Stage fit: has operated in a <30-person company

You'll Struggle Here If

• You want to step away from the technical work. See management as an exit from engineering rather than a different way to apply it. Here, you stay hands-on enough to review code, ask sharp questions, and keep IC trust.
• You communicate poorly. Let risks surface late, leave decisions undocumented, or can't translate between engineering and product. In an async, written-first culture, unclear communication quietly breaks everything downstream.
• You aren't scrappy or need big-company scaffolding. Wait for a recruiter to source, a TPM to coordinate, or HR to handle the hard conversation. At our size, you are that scaffolding; the role rewards people who just pick up whatever's missing.

Comp and Benefits

Base Salary: $190,000 - $220,000

Equity: Significant equity in a high-growth startup

Benefits:

• Comprehensive medical, dental, and vision coverage
• Generous PTO, including paid parental leave
• Professional development budget

Interview Process

1. Intro call with Head of People Operations (30 min)
2. Code review + architecture with Staff Engineers (60 min)
3. People leadership deep-dive with VP of Engineering (60 min)
4. PM working session with Staff Engineer (60 min)
5. Team introduction (45 min)
6. Founder close (30 min)