Dev-Engineering Manager - Tokyo Dev

■ Team You will lead a new-product squad of ~5 engineers. A dedicated Tech Lead owns architecture; your focus is people, process, and velocity. ■ Mission Help fulfill amptalk’s purpose “Maximize the time people can truly face each other.” You will accelerate delivery of a brand-new product by removing organizational and technical friction while still contributing code where it counts. ■ Key Responsibilities □ Team Building & Hiring Define hiring needs, run interviews, and onboard new engineers to strengthen the team. □ Performance Management & Career Growth Set individual goals (OKRs/KPIs), run regular 1:1s, give feedback, and support promotions or skill development. □ Culture & Process Foster an engineering culture and continuously improve team processes. □ Cross-Functional Coordination Act as liaison between product management, design, QA, and other departments to unblock and align work. □ IC Contribution Although the Tech Lead retains ultimate responsibility for technical decisions, as an individual contributor the EM must be able to contribute to product development at a coach‐level.

・3+ years leading engineering teams (5 members or more) ・Hands-on web-application development (design, coding, ops) ・Demonstrated ability to drive delivery and cut through ambiguity ・Comfortable toggling between high-level team enablement and hands-on execution when needed ・Business-level Japanese or English communication skills

・Our stack: Nuxt.js / TypeScript, Node.js, AWS (Lambda, API Gateway, Aurora PostgreSQL), AWS CDK ・Large-scale system or legacy refactor projects ・Modern engineering practices (DDD, TDD, Clean Architecture) ・Integrations with Salesforce or other SaaS platforms ・Managing multicultural, distributed teams

■ What Kind of Leader Thrives Here This role calls for a *Driver* archetype at heart—someone who finds momentum in ambiguity and drives delivery by connecting vision to execution. You may also bring Catalyst tendencies: shaping early team rituals, inspiring buy-in across stakeholders, and adapting quickly to product feedback loops. □ We’re not just hiring for skills—we’re hiring for leadership style. We want to understand how you create leverage as a manager. Throughout the process, we’ll explore: ・ How you approach execution in ambiguity ・ How you shape team dynamics and influence org change ・ Your default archetype under pressure—and how you adapt □ This role may not be a good fit if you: ・ Rely primarily on structure and process to lead ・ Avoid tough prioritization or ambiguity ・ Focus on vision but struggle with delivery