Software Development Manager

Salary Range: $160,000.00 To $180,000.00 Annually

EDealer is a website and software supplier for the Automotive Industry. Our mission is simple: To ensure car dealers build great business and manage inventory. Steadfast in our commitment to create exceptional learning experiences for our clients, we are a passionate group of integrity-powered leaders who love to learn, grow and make a difference. Today we are focused on Merchandising Automation and Vehicle Optimization. Consistent with our long-term goals, our objective is to reduce the time required by dealers to reach the maximum number of customers with consistent accurate, merchandised inventory.

We are looking for a hands-on Software Development Manager to lead one of our engineering teams within EDealer, reporting to the Sr. Director of Product and Engineering. This is a role for an engineer who leads, not a manager who used to build. You will lead a team of seven to eight experienced engineers who already own their systems and their delivery, and over time you should expect roughly half your role to remain focused on direct engineering contribution: writing and reviewing production code, prototyping designs, and improving the platform. The engineers you lead should see you as a peer whose code they review, and vice versa.

This role exists because the team is senior and self-directed enough not to need a full‑time coordinator, and because we would rather its manager stay close to the work than drift away from it. It is deliberately inward‑facing. It does not carry product ownership, executive and stakeholder reporting, or broader organizational planning, and cross‑team work happens engineer to engineer rather than being routed through managers. Technical direction for the area is set by our senior individual contributors in partnership with the Sr. Director; carrying it is not your job. Your attention belongs on your team and the systems they own.

The second constraint is that your engineering time sits off the critical path. The team owns dated customer commitments, and you are not the critical‑path owner of them, so no deliverable is waiting on a manager’s calendar. The split will not be even in any given week, since a hiring push or an incident will pull it down and quieter weeks will push it past half. What matters is the sustained shape of the role. We protect that in practice, not just on paper, and if the balance starts slipping we treat it as a problem to solve rather than something you absorb quietly.

We offer a competitive salary ($160,000.00 - $180,000.00); a competitive bonus plan; paid time off; participation in our benefits, RRSP matching, and life insurance programs; continuous learning; an amazing culture; and so much more

Schedule: Monday - Friday

What You Will Do:

Hands‑on engineering, approximately half your time:

Ship production code yourself, taking on meaningful user‑facing and platform work and putting your own pull requests through the same review your engineers’ work gets.

Review pull requests with depth and speed, setting the standard for what good review looks like on your team.

Own technical debt across your area, including refactors, dependency upgrades, test coverage, and structural cleanup that is easy to defer but compounds when ignored.

Improve the platform underneath your team, including build times, CI, observability, local development experience, and internal tooling.

Contribute to design and technical planning for upcoming work, writing the prototype yourself when an approach needs proving before the team commits to it.

Turn what incidents expose into permanent fixes once the immediate issue is resolved, so the same failure does not recur.

Team leadership, approximately half your time:

Coach and grow your engineers through regular one‑on‑ones, direct feedback, and deliberate career development, knowing each person’s strengths well enough to put them on the work that will stretch them.

Own performance directly, setting clear expectations, recognising strong work, and addressing underperformance early and honestly rather than letting it drift.

Assign and sequence work across the team, balancing delivery needs against growth opportunities, and making sure nobody is stuck or quietly blocked.

Hire, onboard, and build an effective engineering team across the technologies in your area.

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