Engineering Manager Resume Example
Hiring managers evaluating engineering managers look for team-wide delivery measured by revenue impact and retention, not individual coding contributions.
This resume is for engineering managers who lead teams of individual contributors and own technical roadmaps, but aren't yet responsible for managing other managers or setting organization-wide engineering strategy.
- Ownership of team-level delivery and technical roadmaps
- Evidence of developing engineering talent through hiring and mentorship
- Measurable impact on system performance, reliability, or business revenue
- Contact information and location header
- Experience section prioritized by leadership impact
- Skills categorized by technical stack and management competencies
Eric Wang
Summary
Experience
- Led a team of 8 engineers in the redesign of the core payment processing engine, increasing transaction throughput by 35% during peak hours.
- Spearheaded the migration of legacy monolith services to a microservices architecture, reducing deployment frequency from bi-weekly to daily.
- Managed the hiring and onboarding of 5 engineers while maintaining a 92% team retention rate over a three-year period.
- Directed the implementation of a real-time alerting system that cut incident response times by 42%, preventing an estimated $1.2M in potential revenue loss.
- Architected a distributed data ingestion pipeline using Python and SQL that processed 500M+ events daily for 2M+ end users.
- Established the internal engineering mentorship program, directly mentoring 4 junior engineers into mid-level and senior roles.
- Optimized database query performance for the merchant analytics dashboard, resulting in a 28% reduction in page load latency.
- Owned the end-to-end delivery of the automated segmentation engine, enabling high-concurrency filtering for marketing campaigns using TypeScript.
- Developed REST APIs for the core messaging platform using Python and JavaScript, supporting integrations with 10+ third-party services.
- Eliminated redundant cloud storage processes, resulting in $150K annual infrastructure cost savings.
- Implemented unit and integration testing suites that increased code coverage from 60% to 85% across the core API repository.
Education
Skills
Python · JavaScript · TypeScript · SQL · Git · REST APIs · Team Leadership · Agile/Scrum · Hiring · Performance Management · Roadmap Planning · Stakeholder Management · System Design · Architecture
What makes this resume effective
- This resume meets the hiring bar for engineering manager by demonstrating high-scale technical oversight, successful talent retention, and direct business revenue protection.
- Notice how the experience at Toast quantifies people management by highlighting a 92% retention rate alongside the hiring and onboarding of five new engineers.
- See how the Senior Software Engineer role at Klaviyo bridges the gap to management by showcasing the establishment of a formal mentorship program for junior engineers.
How to write better bullet points
Managed a team of developers and did hiring.
Managed the hiring and onboarding of 5 engineers while maintaining a 92% team retention rate over a three-year period.
It provides specific volume for hiring and a concrete metric for team stability and health.
Led the move from a monolith to microservices.
Spearheaded the migration of legacy monolith services to a microservices architecture, reducing deployment frequency from bi-weekly to daily.
It defines the technical scope and the resulting improvement in engineering velocity.
Improved the payment system to handle more traffic.
Led a team of 8 engineers in the redesign of the core payment processing engine, increasing transaction throughput by 35% during peak hours.
It clarifies the team size managed and the specific performance gain achieved during critical load times.
Engineering Manager resume writing tips
- Highlight specific retention or hiring metrics to prove effectiveness as a people leader.
- Quantify how team output improved business KPIs, like the $1.2M revenue loss prevention shown here.
- Showcase the ability to manage technical debt or architectural shifts, such as the microservices migration at Toast.
Common mistakes
- Focusing too much on personal coding contributions rather than team-wide delivery. At this level, you must show you ship through others.
- Vague descriptions of mentorship without outcomes. Instead, specify if those mentees were promoted or took on larger project ownership.
- Ignoring the business context of technical decisions. Failing to explain why a migration or redesign mattered to the company's bottom line.
Frequently asked questions
Is this resume right for a Tech Lead looking for their first engineering manager role? Yes if you have already begun taking on people-centric responsibilities like formal mentorship or project scoping rather than just individual tasks.
Yes if you have already begun taking on people-centric responsibilities like formal mentorship or project scoping rather than just individual tasks.
Yes, if you have already begun taking on people-centric responsibilities like formal mentorship or project scoping. No, if you are still focused entirely on individual coding tasks without any team-level accountability.
What if my background is in a different industry than fintech or marketing tech? Yes, because core principles of team health and delivery translate across sectors; focus on your ability to maintain culture and communication.
Yes, because core principles of team health and delivery translate across sectors; focus on your ability to maintain culture and communication.
The core principles of delivery and team health remain the same across industries. You can emphasize your ability to maintain culture and communication, similar to how this example focuses on retention and onboarding regardless of the specific product.
What if I don't have access to exact revenue or retention percentages? Use directional metrics or proxies like deployment frequency, ticket velocity, or the total number of successful project launches your team delivered.
Use directional metrics or proxies like deployment frequency, ticket velocity, or the total number of successful project launches your team delivered.
Directional metrics or proxies for success are acceptable. Focus on improvements in deployment frequency, ticket velocity, or the number of successful project launches your team completed under your direction.
How much of the technical skills section should I keep? Keep technologies you can discuss in system design interviews to prove the technical credibility needed to guide high-level architectural decisions.
Keep technologies you can discuss in system design interviews to prove the technical credibility needed to guide high-level architectural decisions.
The skills section should include technologies you are comfortable discussing in a system design interview. Even in this role, retaining enough technical credibility to guide architectural decisions is necessary.
What do hiring managers focus on most at this level? They prioritize evidence of balancing people growth with technical execution, such as pairing architectural shifts with team retention and hiring.
They prioritize evidence of balancing people growth with technical execution, such as pairing architectural shifts with team retention and hiring.
They look for evidence of balancing people growth with technical execution. In this resume, Eric Wang signals this by pairing high-level architectural changes at Toast with specific team-building metrics like hiring and retention.
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