• Manage the complete lifecycle of electrical substation projects ranging from distribution to transmission voltage levels. • Develop and maintain project schedules, budgets, resource plans, and risk assessments. • Monitor project progress and implement corrective actions to maintain schedule and budget performance. • Lead project kickoff meetings, status reviews, and stakeholder communications. • Coordinate engineering, procurement, construction, and commissioning activities. • Oversee electrical engineering design for new substations, expansions, upgrades, and modernization projects. • Review and approve engineering deliverables, ensuring compliance with utility standards and industry codes. • Provide engineering support during construction and field installation. • Serve as the primary engineering contact for clients, contractors, utilities, and regulatory agencies. • Promote a strong safety culture throughout all phases of project execution.

• Partner cross-functionally with leaders across Product and Engineering on budgeting, forecasting, and financial analysis to support growth and efficiency • Support headcount planning as the company scales rapidly, helping ensure alignment across hiring plans, budgets, and actuals • Build and scale FP&A processes, reporting packages, KPIs, and planning infrastructure, including support for rollout of our new planning tool • Perform strategic analysis on business performance, resource allocation, headcount, and investment opportunities to support data-informed decision-making • Work closely with Accounting and business partners to improve data accuracy, reporting consistency, and operating cadence

• Lead delivery and technical quality across query serving, indexing, availability, and APIs • Set technical direction for the search stack, including architecture and ranking strategy • Own the freshness and correctness of the index and availability domain • Review designs, challenge assumptions, and help de-risk architecture • Build a culture of measurement, experimentation, and continuous improvement • Coach, develop, and grow engineers through direct feedback • Prioritize ruthlessly and sequence work to improve execution • Partner closely with product, data, AI/ML, and platform engineering

Role Description Senior Managers at Priority lead a mix: you manage other managers (Managers or Team Leads, or both), and you often continue to manage one or more teams and their engineers directly yourself. Managing other managers is what makes this level distinct from Manager — it's the point where indirection becomes a real mode of leadership alongside the direct management you may continue to do. The scale you cover is multiple teams within an area, and the newly-yours craft is making those teams perform consistently — through the leaders you develop and the standards you hold across the scope. Your leverage flows through both modes — the leaders you grow and the team(s) you run directly. The cross-team work — making standards hold, making cross-team commitments stick, making the slowest team get help instead of blame — is the part that's newly yours. You'll also pick up the keyboard when the work genuinely calls for it; the day-to-day craft, though, is making multiple teams move together as a unit. You own three bars across the teams in your scope: - The hiring bar — kept consistent across teams so every hire raises the bar where it lands; - The performance bar — held for the engineers you directly manage and for the leaders under you, with the same honesty and the same early intervention; - The culture bar — built deliberately on every team you cover, not assumed to propagate. You own the area's business, customer, and OKR/KPI alignment across your teams — in partnership with your peers at this level in Product Design and Product Management. You and your Product Design and Product Management peers at the multi-team scope are the area's leadership trio. Together you make sure the area's OKRs and KPIs ladder up coherently across teams and up to the workstream, and that the "why" behind the work is consistent across teams. Business fluency doesn't slip when it isn't you in the room — the Managers and Team Leads under you carry the trio partnership at team level the way you carry it at the multi-team level, because that's the standard you set and hold. You and the Staff (or Senior Staff) Software Engineers — or Software Architects — across the area's teams share accountability for those teams' customer and business outcomes. You lead through delivery, the people, the organization of the teams, and the partnerships with those Staff+ engineers needed to move those outcomes. They lead through architecture, technical direction, and engineering excellence within their teams. Multiple interlocking partnerships across the area — and those teams need them all to work. You run the semi-annual Skills & Knowledge Assessment for the engineers you directly manage; you oversee the Managers under you running it for their reports. Scores roll up into the workstream Engineering Maturity Model (EMM) score. Consistency of the assessment bar across teams is your job — Managers under you don't grade differently than you would. When the area hits a cross-team high-pressure moment — a major incident spanning teams, a multi-team escalation, a critical multi-team delivery — you're the leader the area looks to across those teams. You're on point, you stay on it until it's resolved, and you show up regardless of time of day, day of week, or weekend. You drive AI-native transformation as a consistent standard across your teams — not as an option each team adopts at its own pace. Agentic PDLC adoption is measured, coached toward, and held to the bar across the teams in your scope. Developing leaders is the new multiplier of the job — and you keep developing the engineers on the team(s) you run directly. Managers and Team Leads under you grow measurably. Engineers on the team(s) you manage directly grow into and beyond their levels, and some grow past your scope into bigger roles. Qualifications - Roughly 10–15 years of relevant experience, with real experience managing managers — not just multi-team scope, but people-managing people-managers as an active craft. - A record of leading a full team well (hiring, performance, delivery, growth) and of developing other leaders who then led well themselves. - Hybrid leadership credibility — comfort managing other managers while also running a team directly, without favoring one mode and neglecting the other. - Multi-team coordination experience — shared standards and cross-team commitments that held under pressure. - Demonstrated partnership with Product and Design peers at multi-team scope as a real trio — joint ownership of area-level OKRs and KPIs. - Comfort and credibility leading through cross-team crises — multi-team outages, cross-functional escalations, critical multi-team deliveries — regardless of hour. - Coaching and delegation as demonstrated strengths — impact through others, not presence. - Experience driving engineering-practice change (AI-native, quality, delivery) consistently across multiple teams. - Honest, direct communication — willing to have hard conversations early at both the IC and the leader level. Requirements - Experience leading multi-team engineering organizations within fintech, payments, lending, or other regulated financial systems. - A track record of measurably improving how multiple teams work together at scale — visible gains in delivery, quality, developer experience, or on-call health, sustained past your tenure. - Bachelor's degree in Computer Science, Engineering, or a related technical field — or equivalent practical experience. - Advanced degree in a relevant technical discipline (e.g., Master's or PhD). Benefits - Compensation range: $202k - $230k - Financial Wellness: - Bonus programs - 401(k) match - Employee Stock Purchase Program (ESPP) - HSA and FSA options - Financial wellness resources and employee discount programs - Health & Well-being: - Medical, dental, and vision coverage - Mental health support for employees and dependents through Lyra Health - Family planning and women’s health benefits through Carrot - Gym membership reimbursement and virtual wellness programs (including yoga) - Time Off: - 3 weeks PTO to start, with unlimited PTO after year one - Growth & Development: - Education expense reimbursement - Leadership development programs - Certified Payments Professional (CPP) certification support Company Description Join our team at Priority Technology Holdings, Inc. and be part of a dynamic and innovative company that is transforming the financial technology landscape. Together, we can shape the future of payments and banking solutions while providing unmatched value to our clients.