Security Engineering Manager

OUR ORIGIN STORY 🎂
In 2011 SkySlope started as an idea born at the kitchen table of our CEO, with just him and two others. Headquartered in Sacramento, California, we have since grown out of our previous 3 offices and many of our close to 150 employees are spread all across the United States. Those 150 employees support close to 300,000 users across 5,000 offices nationwide and now in Canada as well. Included in that is 8 out of the 15 largest Real Estate Brokerages in the nation.
But, despite being happy with what we’ve achieved we know that as industry leaders in our space there’s a lot of work left to be done. All of the growth and success that has happened is a result of us obsessing over building cutting edge software that makes the Real Estate world a better place. We know this only happens by hiring people who don’t just come up with out of the box ideas but hiring people who actually see those ideas through and bring them to life. As we’ve grown, we’ve been fortunate enough to hire plenty of people who possess that quality and realize it’s equally important to hire people who can pair that skill with empathy, collaboration, and a keen sense of urgency. If you’re looking to join a company where you can have real impact and surround yourself with an incredible team of people then look no further.                                                                                                                                                                                                                
SKYSLOPE’S CORE VALUES 💪🏻
These are the principles that helped us get to where we are and they are the principles that will guide us to where we want to go in the future. You can apply them to your professional life, your personal life, to any business and any situation. In no specific hierarchy, our core values are:
Awareness | Execution | Obsession | Ownership | Humility | Radical Candor | Urgency | Greatness | Inches I Fun
Learn more about our core values from our CEO, Tyler Smith here!                                                                                                                                                                                                                

Purpose: The purpose of the Security Engineering Manager is to build and lead SkySlope's dedicated security engineering team in pursuit of making life better for every real estate agent, broker and service provider. This is a player-coach role: they will design the security engineering program, own its execution, hire and grow the team that delivers it, and stay hands-on in the technical work throughout. SkySlope is making a significant, sustained investment in security engineering, and this role is the foundation of that investment.

Why This Role: This is a genuine greenfield leadership opportunity. You are not inheriting someone else's program, tooling decisions, or org chart. You will design the program, pick the tools, hire the team, and set the standards, with direct executive sponsorship and a Director of Engineering who currently leads the security function and is invested in your success. SkySlope is also an aggressively pro-AI engineering organization: we treat AI as a security force multiplier for review, triage, and detection engineering, operating within guardrails you will help define. If you want to build a modern security program from first principles, with AI in the toolbox rather than on the threat slide, this is that role.

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Responsible for designing and executing SkySlope's security engineering program.

   1. Own the security roadmap across its major domains: identity and credential standards (short-lived, machine-identity-based credentials and OIDC federation), least-privilege authorization, secrets management, managed-device standards, attack-surface governance, secure SDLC (commit signing and org-wide SAST, dependency and secret scanning), centralized logging and detection, vulnerability disclosure, and AI governance.

   2. Sequence and prioritize the program pragmatically, targeting the highest risk reduction per unit of engineering effort first.

   3. Own the security-debt register: maintain security work as a visible, prioritized engineering backlog rather than an audit artifact.

   4. Own security tooling and vendor decisions, including evaluation, selection, and build-vs-buy judgment.

   5. Deliver clear, honest executive reporting on program status, risk posture, and progress.

2. Responsible for hands-on technical leadership (player-coach).

   1. Lead and participate directly in architecture and design reviews for security-relevant work.

   2. Contribute hands-on where it matters most: proofs of concept, detection logic, automation, and reviews.

   3. Set and uphold the technical bar for security engineering work across the team.

3. Responsible for hiring and growing the security team.

   1. Hire security engineers across levels and build an effective, collaborative team.

   2. Coach and mentor each direct report through personal and performance management, including growing an early-career engineer into a strong contributor.

   3. Build a team culture where security work is engineering work: shipped, measured, and iterated.

4. Responsible for partnering across the organization.

   1. Work with DevOps, IT, and product engineering teams to embed security standards into how work already gets done — paved roads over gates.

   2. Communicate early and often, building trust between security and the rest of engineering.

   3. Ensure security guidance is concrete and actionable, not theoretical.

5. Responsible for making AI a security force multiplier.

   1. Apply AI tooling to security review, triage, and detection engineering, and define the guardrails under which it operates.

Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Measurables:

• Security program milestones defined, communicated, and delivered

• Security-debt register established and demonstrably burning down

• Team hired, retained, and growing (manager and peer observations)

• Quality and clarity of executive reporting

Experience and Qualities:

• Strong senior/staff-level individual contributor background in security engineering, infrastructure engineering, or platform engineering; you have personally built the kinds of systems you will now lead

• Demonstrated ability to design and drive a security program or comparable cross-cutting technical initiative from ambiguity to delivery

• Working depth in modern cloud security practice: cloud IAM, credential federation, secrets management, secure SDLC, and detection/logging (we run multi-cloud: primarily AWS, a growing GCP footprint, and a small amount of Azure; depth in one cloud and fluency across the rest is fine)

• Strong coaching and mentoring skills, with a track record of growing engineers, including those early in their careers

• Sound judgment on tooling and vendor decisions, including knowing when to build and when to buy

• Clear, direct communicator with executives and with engineers, in writing and in person

• Enthusiasm for using AI as a working tool in security engineering; we want practitioners who are energized by this, not skeptical of it

• Pragmatism: bias toward risk reduction that ships over frameworks that impress

We care about demonstrated ability, not certifications or credentials. If you've built and led this kind of work, we want to talk to you regardless of which letters follow your name.

Supervisory Responsibility:

This position has 2-4 direct reports, including security engineers at multiple levels.Medical Insurance – Company pays flat dollar amount towards premium There are 3 plan options Our Medical Insurance plans are provided through United Healthcare The United Healthcare HMO is only offered to California residentsEligibility begins 1st of the month following date of hirePer Paycheck (24 pay periods a year) Employee costs per tier are as follows:
UHC HDHP/HSAEmployee Only  $58.92Employee + Child $147.30Employee + Spouse $175.78Employee + Family $259.24
UHC PPOEmployee Only $104.10Employee + Child $244.63Employee + Spouse $289.91Employee + Family $422.63
UHC HMO (CA residents only)Employee Only $84.56Employee + Child $198.71Employee + Spouse $235.49Employee + Family $343.29
Dental Insurance – Company pays 75% of monthly premium only on Base PlanThis PPO plan is administered through PrincipalEligibility begins 1st of the month following date of hire
Principal Dental Base PlanEmployee Only $4.19Employee + Child $11.73 + Spouse $ + Family $ Employee Only $ + Child $ + Spouse $ + Family $ – Company pays 100% of monthly premiumThis plan is administered through Principal (VSP choice network)Eligibility begins 1st of the month following date of hire – Company paid plan with a guarantee issue amount of $25,000. Plan is administered through PrincipalEligibility begins 1st of the month following date of hirePricing varies for additional coverage, based upon age, coverage and dependent classification – Optional plans to help protect your financial is administered through PrincipalEligibility begins 1st of the month following date of hirePricing varies, based upon age Optional plans available to purchase that pays you a cash benefit to help with your expenses if you or a covered family member is injured due to an accident. Employee Only $ + Spouse $ + Child(ren) $ + Family $ Optional plans available to purchase that pays you a cash benefit to help with your expenses if you or a covered family member is admitted to the hospitalEmployee Only $ + Spouse $ + Child(ren) $ + Family $ Optional plans available to purchase to help with your expenses if you or a covered family member is diagnosed with a covered critical illness. Pricing varies, based upon age – A tax savings account you put money into that you use to pay for certain out-of-pocket health care and dependent care is administered through Discovery BenefitsEligibility begins 1st of the month following date of hire, if you sign up by the 25th of the month – A tax savings account for employees enrolled in a High Deductible Health Plan. You can put money into this account to pay for certain out-of-pocket health care costsPlan is administered through Discovery BenefitsEligibility begins 1st of the month following date of hire, if you sign up by the 25th of the monthMust be enrolled in the UHC HDHP/HSA medical plan with SkySlope to be eligibleSkySlope contributes $300 to an individual HSA and $600 to a family HSA – Company will match $ on each $ contributed up to the first 6% of eligible earningsPlan is administered through PrincipalEligibility begins first pay date after 90 days of employmentAuto-enrollment after eligibility at 3% of gross annual earningsDefer between 1% and 40% of eligible contribution - Company match equal to % of dollars contributed to the plan, based upon the average purchase price for the administered through Fidelity Eligibility begins first pay date after 90 days of employmentMay contribute after-tax dollars from 3% to 15% of base earnings – Company provides 120 hours (equivalent of 15 days) of PTO for new hiresPTO accrual begins after 90 days of employment 11 observed, 5 floating (used for personal holidays)List of observed holidays published annuallyEligibility begins on your first day of employment – Company will provide you with the following off to grieve the loss of a loved one. 5 paid days of leave for an immediate family member. This is a spouse, child, parent, grandparent. 1 paid day of leave for a close non-family member. - Purchasing discounts for wireless, car rentals, hotels and more… - 50%, 70% reimbursement plans available through Nationwide with options for wellness. SkySlope contributes $20 a month, per pet, up to 2 pets towards the cost of the plan - All full-time regular employees are eligible for SkySlope’s Paid Parental Leave program, which provides employees with up to six (6) weeks of pay following the birth or placement of a new child. Paid Parental Leave must be taken within the first 6 months of the birth or placement of a new child. Employees will be paid at their regular rate of pay based upon their normal work schedule, up to a maximum of forty (40) hours per week. All full-time regular employees will have access to sign up for Dayforce Wallet. Dayforce Wallet is a program provided by our payroll provider that allows employees to access their pay on-demand as soon as it is earned, without waiting for their standard 10% off tuition for employees and their families, free text books, and scholarship opportunities available Discounted annual membership to Luminous Minds, an online resource center created to help with child literacy struggles. $85 for 1 year membership as a SkySlope Employee. SkySlope will give every referrer $1,000 (post-tax) after a referee passes their 90 day mark.                                                                                                                                                                                                                   SkySlope, is an Equal Opportunity employer. All qualified applicants will receiveconsideration for employment without regard to race, color, religion, sex, age, disability, protected veteran status,national origin, sexual orientation, gender identity or expression (including transgender status), geneticinformation or any other characteristic protected by applicable law. We sincerely thank you for taking the time to review our open positions and hope you'll take the time to submit a concise and thoughtful application. Still thinking about applying? Waiting to hear back from us? Check out our social media in the meantime!