Engineering Manager

DescriptionABOUT GEMINI LEGAL If you are seeking meaningful work in a company that values integrity, innovation, and growth, consider a career with Gemini Legal. Headquartered in Rocklin, California, Gemini Legal is an industry-leading legal support company serving attorneys across California. Our proprietary, in-house developed technology platform powers efficient, secure digital record collection and workflow management. In addition to records services, we provide vocational counseling to injured workers, delivering comprehensive support throughout the life of a case. Our growth is powered by our people. We operate with an open-door leadership philosophy and a culture built on accountability, collaboration, and service. We promote from within whenever possible and invest in individuals who demonstrate commitment and potential, including those new to the industry. Ethical. Passionate. Smart. These principles guide how we work, how we serve clients, and how we support one another. Employees of Gemini Legal Support may be exposed to confidential, private or sensitive information, protected under HIPAA.ABOUT THE ROLE The Engineering Manager’s purpose at Gemini is to effectively lead a team of engineers, owning their performance, growth, and day-to-day delivery, while remaining technically credible enough to guide design decisions and unblock the team. The Engineering Manager is accountable both for what the team ships and for the careers of the people who ship it, and partners with Tech Leads, who direct technical execution without carrying direct reports. As a member of the Engineering department, the Engineering Manager is a people-first, technically engaged leader

The pay range for this role is $175,000–$224,000 Annually. Starting pay for new hires is typically within the lower third of the range: $175,000-$191,333 Annually. Exceptions may be made based on factors such as education, specialized skills, or significant relevant experience. WHAT YOU BRINGManages a team of engineers, holding regular one-on-ones with each and maintaining an accurate picture of their work, growth, and engagement Owns performance management for the team, including goal setting, written performance reviews, recognition, and addressing underperformance promptly and directly Partners with each engineer on career development, identifying the expectations of the next level and the work that will get them there Leads hiring for the team, including defining the role, reviewing candidates, conducting interviews, and making or recommending hiring decisions in partnership with Human Resources Onboards new engineers, ensuring they reach independent contribution within a defined ramp period Accountable for the team’s delivery commitments, including scope, sequencing, and communicating changes to schedule before they become surprises Allocates engineers to projects and priorities, balancing business need against individual growth Partners with Tech Leads so that technical direction and people management remain distinct, coordinated, and mutually supporting Works with Product Owners, Designers, and the Project Management Office to translate business objectives into achievable engineering plans Identifies and escalates delivery and technical risk to the VP of Engineering, presenting options rather than problems alone Maintains technical credibility through code review, architecture discussion, technical discovery, and pairing; hands-on contribution is expected at approximately 20% of working time and is the first commitment to yield when team needs compete Contributes to architectural and technology decisions affecting the team’s systems, deferring to Tech Leads and senior engineers on execution detail Improves how the team works, including planning, estimation, code review practice, incident response, and documentation, and upholds engineering standards set across the department Fosters a team culture of psychological safety, direct feedback, and shared accountability for quality Other duties as assigned