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