Talent·By Seniority·EM
Hire Engineering Managers.
Management as a craft, not a calendar.
Engineering managers for interim leadership, fractional support, or full-time embedding. For teams that grew faster than their structure. Our EMs have run 5–30 person orgs at product companies, and take on interim or fractional leadership: the hiring loop, the growth framework, the on-call rotation that stops burning people.
What they do
Interim engineering leadership, team topology, hiring pipelines, performance frameworks, delivery health.
Interim engineering leadership, team topology, hiring pipelines, performance frameworks, delivery health. Fractional (2–3 days/week) or full-time embedded.
What they fix
What they bring to the table.
Team topologyHiring loops that closePerformance & growth frameworksOn-call humanizationRoadmap-capacity honestyManager coachingReorg execution
Why hire through Lateral
Three reasons engineering leaders choose us.
- 01Top 1%, vetted by engineers, not recruiters. Every EM candidate is reviewed by a senior in the same discipline. No keyword matching, no leetcode.
- 02Matched in 7 days, in your time zone. We don't place engineers more than ~4 hours off your business day.
- 03Transparent pricing. 60/25/15: most of what you pay reaches the engineer. See the breakdown.
FAQ
Honest answers, common questions.
Interim, fractional, or permanent?
All three. Interim through a transition, fractional for a small org, or embed-to-convert if you want to hire them permanently. We support the conversion.
Will they manage Lateral and internal engineers together?
Yes. A common shape when a team and an internal team share a roadmap.
How do you vet managers?
A management debrief with our principals: a real reorg, a real underperformance case, a real hiring miss. War stories, checked against references.