Senior Manager - Software Engineering Management - AI Engineering

Senior Manager - Software Engineering Management - AI Engineering Full-time Employee Type: Regular Region: AMS - North America and Canada Work Persona: Flexible Company Description It all started when engineer Fred Luddy wrote code that automated a tedious task for his coworker, Phyllis. She cried tears of joy. That moment inspired Fred to build a company that could do that for everyone—freeing people from busywork so they could focus on meaningful work. Today, ServiceNow is the AI control tower for business reinvention. Our ServiceNow AI platform brings together any AI, any data, and any workflow— helping 85% of the Fortune 500® work smarter, faster, and better. We're building an AI-native culture where technology and talent are unstoppable together. And we're just getting started. Join us to put AI to work for people.

This role is for a senior engineering manager who leads a high-performing team of software engineers building AI-native and cloud-native applications on the ServiceNow platform. The Senior Manager combines deep technical credibility with strong people management capabilities, fostering a culture of innovation, ownership, and continuous learning. They are responsible for team performance, career development, hiring, and execution of key business initiatives. This role requires the ability to balance people development with business results, think strategically about AI integration and platform architecture, and influence across the organization to enable team success. The ideal candidate brings experience scaling AI-native teams and a passion for building leaders.

Area: People Leadership & Development Build, grow, and maintain a high-performing, diverse team of IC2-IC5 engineers; hire and develop talent at all levels Set clear expectations for individual and team performance; establish metrics and goals aligned with business objectives Conduct regular 1:1s with direct reports; provide coaching, feedback, and career guidance tailored to each engineer's growth stage Create a culture of psychological safety, learning, and ownership; encourage experimentation and learning from failures Support engineers through career transitions—from IC2 to IC3, IC3 to IC4, and technical-to-management pathways Identify high-potential engineers and invest in their development; prepare emerging leaders for increased responsibility Address performance issues promptly and professionally; provide clear paths for improvement or transition Sponsor team members for growth opportunities, stretch assignments, and leadership development programs Celebrate wins and recognize contributions; foster a positive, collaborative team environment Model vulnerability, continuous learning, and AI-native thinking; lead by example in your own growth Responsibility Area: Hiring & Team Building Define hiring strategy and conduct recruitment for open positions; build a pipeline of qualified candidates Lead technical interviews and assessments for engineering candidates at all IC levels; make hiring decisions Partner with HR and recruiting teams on job descriptions, sourcing strategies, and candidate pipeline management Evaluate cultural fit and potential; hire for values and growth potential, not just current skills Onboard new engineers effectively; assign mentors and ensure smooth integration into the team Build a team with diverse backgrounds, experiences, and perspectives; actively work to improve representation Identify gaps in team capabilities (technical depth, domain expertise, AI/ML fluency) and address through hiring or development Build relationships with external technical communities to attract and recruit top talent Participate in employer branding and represent the organization at recruiting events and universities Responsibility Area: Technical Strategy & Product Leadership Work with product, design, and cross-functional partners to define product roadmap and technical strategy aligned with business