At Wistia we believe that every person in every business will use video to communicate every day, for asynchronous as well as live communication. It will feel as fluid and natural as it does to text or call someone today, but even more personal and human.

This reality is still a ways off, but we're super excited to help the world get there faster through simple and delightful video-focused products.

We're looking for an Engineering Manager to oversee two product teams (3-5 people each) who will ensure that we:

  • Set every product team up for success. From ideation and design to implementation and testing, it's critical that every team is staffed with the right people and has systems and processes that help everyone focus on the core problem. An astute manager, knowing that engineers are mostly heads down in their daily work, is proactive in thinking about and providing these things for the team.
  • Help people help themselves. People rely on their manager for help when they have a question or a problem. Competent managers give helpful answers, but great managers teach people how to find those answers themselves. We prefer managers who treat problems as teaching moments, and who take more pride in seeing their employees grow than in knowing all the answers themselves.
  • Teach people how to think. It's easy to rattle off a bunch of rules and constraints to an engineer and get back something that meets a specification. But if the people doing the work don't understand where those guidelines came from, they'll miss the nuance, and that will show in the final product. Our philosophy is to teach every employee what is important to the business. This way, we can embrace their ideas and creativity, trusting them to exercise restraint and good judgment in accordance with our company strategy.
  • Hire great engineers. We are nothing without our people. Wistia's product demands excellence in both form and function, and it's a rare breed of engineer who is fully committed to both of these things. It's an even rarer breed who is also delightful to work with and who levels up everybody around them. We're growing, but we're doing so sustainably (read: 25% YoY, not 250%), so we have a luxury that very few tech companies have: we get to be picky in our hiring. We expect our managers to take advantage of this and build a high performing, diverse, inclusive, world-class team.
  • Think from first principles. We are working to make video experiences massively better than they are today. Copying competitors and implementing the Hacker News approach du jour will never get us there. We need engineers who work to understand the fundamental truths and constraints of video and the web, and who exploit those things to build great products and features that nobody else is thinking about. This is a very different approach than most companies take, and it requires a manager who is capable and eager to coach people to think in this way.
  • Give helpful, individually-tailored feedback. High performers crave advice on how they can improve their work. This requires not only open and honest communication, but also thoughtful and deliberate messaging. For example, in order for a performance review to be helpful, a manager must distinguish between feedback that's important and feedback that is merely accurate. Additionally, great managers build a rapport with each employee and develop an understanding of how each person is motivated, so that they can frame feedback optimally for each person.
  • Give timely feedback. If an engineer unknowingly makes a snippy remark, shooting them a two-sentence email at the end of the day is likely not a big deal to anyone. But if you wait a month to do it, and now there are a litany of examples, the engineer has to sweat having done something wrong for several weeks. Making feedback timely is as important as the feedback itself!
  • Up our company's management game. Just as we need engineers who prod at the fundamental truths of technical problems, we need managers who do the same for team problems. Part of being a different kind of company means being open to different kinds of management and process. It's great to read management books, or know capital-A Agile, but there is no substitute for thinking for yourself and making a strong case on the merits for the best way to do something.
  • Write eloquently. Whether it's a quarterly roadmap or a design document, the most important communication gets written down somewhere. Great writing leaves readers with a clear picture of what is being proposed, and an unmistakable position of where the author stands on it (and usually, why they feel that way). We expect everyone to communicate proficiently in writing, and to take the time to reduce a message to its simplest and clearest form.
  • Keep ourselves in check. All these things you just read? We work really hard at them. But sometimes we get distracted, or overreact in a moment of difficulty, or have a wrong instinct. We need a manager who, when they see someone go off course, makes it their own responsibility to convince the person of the shortcoming, whether that person is a brand new contributor or the CEO.

The type of business we’re building:
We work hard to ensure Wistia is an inclusive and diverse place where everyone feels happy, fulfilled, respected, comfortable, and welcome.  We want you to grow, contribute, and have fun here! We know the biggest investment we can make is in our employees, so we provide:

  • A competitive salary
  • 401k with 3% company contribution, regardless of whether you make contributions
  • Flexible hours
  • Fully paid healthcare, dental and vision coverage for you and your family and a healthcare FSA
  • Up to 12 weeks paid family leave
  • Flexible vacation and sick leave
  • Transportation subsidies
  • A convenient office just south of Central Square in Cambridge, MA. We're right on the Red Line, surrounded by great restaurants, parks, and even a dog park

If this sounds exciting to you, we hope you'll get in touch, so we can continue to build a great company and product together!

Apply for this Job
* Required
File   X
File   X


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Wistia are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.