Team Lead Development (m/f/d)

We’re looking for a Senior Software Developer who’s ready to lead — not just in code, but in people. This is not a “manager who used to code.” It’s a hands-on engineer who also leads: roughly 50% coding, 50% leading. 

You’ll take ownership of a group of junior and intermediate developers across 1–2 teams, helping them grow while staying close to the work yourself. You’ll report directly to the Head of Development and work closely with the Area Tech Lead and Principal Engineers on technical direction.

In Your First 12 Months 

• Get to know your team members through regular 1:1s and understand where each person wants to grow 
• Run annual Growth Talks with each direct report — setting development goals together and following up on progress throughout the year 
• Conduct performance reviews and assign performance ratings, which feed into salary adjustment decisions made by the Head of Development 
• Drive the promotion process for team members who are ready — building the case and managing expectations, with the final call sitting with the Head 
• Do meaningful code reviews that raise the bar and help junior and intermediate developers level up 
• Own technical direction for your (sub)domain — driving architecture decisions, technical design reviews, and being the technical anchor for the team 
• Collaborate closely with the Area Tech Lead and Principal Engineers to shape technical direction beyond your immediate team 
• Contribute hands-on to complex technical challenges when needed — not as a standard sprint contributor, but as a technical problem-solver 

What’s Outside Your Scope 

So you can focus on what matters most: 

• Cross-team prioritization and roadmap decisions — that stays with Product and the Head of Development 
• Final decisions on promotions and salary adjustments — you build the case, the Head decides 
• Hiring decisions — you’ll be involved, but you don’t decide alone 

Must-haves: 

• 5+ years of software development experience 
• Strong engineering fundamentals — depth in at least one backend or frontend stack 
• Some experience mentoring, leading, or coaching other developers — formal title not required 

Nice to have: 

• Experience with performance review processes or structured feedback frameworks 
• Familiarity with agile ways of working

• Hybrid work setup — flexibility between remote and in-office 
• A real leadership role with meaningful ownership, not just a title 
• Direct collaboration with the Head of Development 
• A strong technical peer environment — you’ll work alongside Area Tech Leads and Principal Engineers 
• A clear individual contributor track (Lead, Principal) alongside the leadership path — this role is one option, not the only one 
• Room to grow your leadership skills over time