Head of Engineering (f/m/d)

At Moss, we give finance professionals the power to automate their day-to-day and make forward-thinking decisions.

Our culture is what makes that possible: we play to win, we obsess over quality, and we win as One Moss, and it works. Moss closed a €35 million Series C in August 2026, crossing a €1 billion valuation, and became one of Europe's fintech unicorns. Join us for what's next.

We're hiring a Head of Engineering to lead engineering for one of our product tribes. You'll manage 15 to 20 engineers directly, with tech leads in each squad owning technical direction but no management layer between you and the team. You report to the CTO and sit in a tribe leadership trio with the Product Tribe Lead and Design Lead. Which tribe you'd lead is something we'll work out with you during the process.

This is a people leadership role with a hard technical requirement. The engineers report to you, so hiring, development, performance and pace are yours. At the same time you have to hold your own on system architecture: challenge estimates from your engineers, spar with the Product Tribe Lead on solutions, and know when a design is wrong before it ships. This role needs both.

How we're set up

Tribes are the organisational body: people management, capacity, planning and reporting live there. Squads are assigned to problem spaces and run discovery and delivery, each led by a trio of Tech Lead, Product Manager and Product Designer. Tech Leads own the technical decisions in their squad, including estimates, and write code alongside their engineers. They don't manage people. You do.

We keep the structure deliberately flat. Management is anchored at tribe level, squad composition flexes to serve the most important work, and structure changes as we learn (roughly every six months in practice, not on a schedule). Discovery and delivery run in parallel: the next mission is scoped before engineers finish the current one, so engineers weigh in on architecture early and have the context to unblock themselves.

What you'll own

• Feasibility and delivery for the tribe. You're accountable for tribe-wide delivery outcomes and velocity: the right problems, solved at the right quality, as fast as possible.

• The people. 15 to 20 direct reports. Hiring, onboarding, expectations, feedback, development, compensation and promotion recommendations, and the tough calls that keep talent density high. Tech Leads feed you performance signals; the decisions and the conversations are yours.

• Technical judgement across squads. Broad understanding of the tribe's systems and how they fit into the wider Moss architecture. You challenge estimates and technical proposals from your engineers; you don't produce the estimates yourself.

• A seat in the tribe trio. Roadmap and planning input through a feasibility lens. You argue solutions and trade-offs with the Product Tribe Lead as a technical peer, and push back on scope and timelines when the engineering picture says so.

• Operating rhythm. How the tribe plans, estimates, tracks and reports on delivery, with proactive, timely transparency to the tribe and to leadership, the good and the bad.

• Capacity. Putting your best people on the most impactful work, moving engineers between squads (and, where it serves Moss, between tribes) while still letting people build real domain depth.

• Alignment across tribes. Tribe leads aren't isolated trios. You align proactively with your peer Heads of Engineering and with platform and architecture owners, and you resolve shared-architecture questions through alignment, not around it.

How we expect leaders to operate

• Velocity first, with high agency. Working smart and hard on the right problems.

• Lead by example, stay close to the work. You know the details of what your team is building and course-correct in real time. You get hands-on when speed or quality is on the line.

• End-to-end ownership of outcomes. Responsibility doesn't stop at your team's boundary. Make changes elsewhere when that's what it takes, communicating first, not unilaterally.

• No waterfall, no blame. Product, Design and Engineering work together from the start. If there's a gap in the trio, fill it or name it.

• Disagree and commit. Challenge when it matters. Once a call is made, own the message and explain the why, including for calls you argued against.

• Proactive expertise. We build expert products for finance teams. Decisions rest on real expertise, internal and external, not assumptions.

Moss has one manager framework for every people leader, and this role is held to it in full: build a high-performing team, define success clearly, deliver results with your team, and operate with speed and ownership. You can hold us to it too.

What you bring

• 4 to 6+ years in engineering management, with a track record of managing engineers directly at a meaningful span. You've run hiring, performance management and difficult conversations yourself, not through a layer of managers.

• A senior engineering career before that. You've operated at senior or staff level as an engineer and your judgement on system design is current, not historical.

• Strong systems design. You can read an architecture, spot where it will break, and argue an alternative with the people who built it. You can tell a 2-week estimate from a 6-week one and explain why.

• Comfort as a technical peer to product leadership. You've shaped roadmaps and scope through feasibility arguments, and you've won and lost those arguments gracefully.

• Structure at scale without a middle layer. You build the practices that make 15 to 20 direct reports work: clear expectations, regular feedback, visible delivery.

• Fast in unfamiliar domains. You can reason about a new technical domain quickly and contribute before you have deep prior expertise in it.

• Experience from an environment with mature engineering practices: code review, testing, incident handling, planning and estimation that actually work. You know what good looks like and can build it where it's missing.

Strong pluses

• Background at an AI product company or in ERP / financial systems. Both are directly relevant to what we build.

• Experience leading in a flat or tribe/squad-style organisation.

• Experience with a Tech Lead / Engineering Manager split, as either side of it.

What this role is, and isn't

It's worth being clear about the shape of the job. Your technical contribution is judgement, challenge and architecture-level input; Tech Leads own the how and write the code alongside their squads, so this isn't a role with an IC workload attached. And it's a role where you manage engineers, not managers: every engineer in the tribe reports to you directly, there is no management layer beneath you, and we don't plan to add one. If that combination of deep people leadership and real technical engagement is what you're looking for, you'll find a lot to like here.

About Moss

Moss is the Finance AI platform for Europe's mid-sized businesses, giving companies real-time visibility and full control over their spend. By automating card issuing, invoice management and expenses, Moss simplifies financial workflows and frees finance and accounting teams from manual, administrative work.

Founded in Berlin and used by more than 10,000 businesses including Flink, Schufa, n8n and Auto1, Moss has raised €220+ million to date and operates in Germany, the Netherlands, the UK and further EU markets. In August 2026, Moss closed a €35 million Series C led by Portage, crossing a €1 billion valuation and becoming one of Europe's newest fintech unicorns. Moss is backed by investors including Valar Ventures, Tiger Global, Global Founders Capital, Cherry Ventures, A-Star.

We're a team of 300+ people from 50+ nationalities across 5 offices in Europe and we hire, reward, and grow people based on Moss DNA: playing to win, obsessing over quality, winning as One Moss. If that's how you want to work, we want to hear from you. - here's what else to expect:

• Top-of-market compensation package, including equity. 

• Our vibrant offices are at the heart of our culture, where in-person time fuels collaboration and connection over weekly breakfasts and Friday demos.

• Additional benefits include: 20 days “work from abroad”, 600EUR/GBP Learning & Development Budget, and other local benefits.

Unless stated otherwise, benefits apply to full-time positions (interns and working students receive a tailored package).

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