Manager, Software Engineering - Engineering Tools

AI2IO helps organizations navigate the complex landscape of technology solutions, from foundational IT services and system support to advanced software integration, automation, and cutting-edge AI implementations. Our expertise spans IT infrastructure management, custom software development, seamless system integrations, and optimization of low-code business automation, empowering clients to maximize their existing technology investments.

Join us and be part of a team where your voice matters, your work makes an impact, and your growth is a shared priority.

Position Title Manager, Software Engineering

Position Location Remote - work virtually from anywhere in the United States

Job Summary

AI2IO is seeking a Manager, Software Engineering to lead the people, capability, and operating environment behind software that extends Autodesk Revit and supports architecture, engineering, construction, commissioning, and design workflows. The team builds and supports Revit add-ins, Blazor applications, integrations, installers, deployment services, licensing components, and related tools that streamline specialized engineering work. This is a formal people-management role for all engineers and Software Engineer Technical Leads on the Engineering Tools team. Candidates must bring a strong software-engineering management foundation and meaningful AEC and Revit domain experience. Candidates who combine software-engineering management with hands-on Revit use in mechanical, electrical, BIM or design technology, commissioning, or comparable engineering workflows will be especially well aligned.

Essential Functions

This role grows from complete ownership of people leadership and the Engineering Tools delivery environment toward broader workforce strategy, AEC and Revit capability development, productization readiness, management-system improvement, and organizational leadership. As the organization grows, expand impact through multi-team capability planning, development of technical and people leaders, management-system improvement, workforce strategy, and resolution of organizational challenges beyond the assigned specialty.

Lead and Develop Engineers

• Serve as the formal people manager for all engineers and Technical Leads assigned to the specialty team through regular one-on-ones, clear expectations, timely feedback, performance reviews, professional development planning, and credible support for every direct report.

• Provide recognition and development feedback throughout the year and address sustained performance concerns through clear expectations, documented support, follow-through, and appropriate organizational processes.

• Connect individual goals to meaningful assignments, coaching, learning, mentoring, and increasing ownership without promising advancement before readiness is demonstrated.

• Partner with Technical Leads to understand technical contribution and development needs while retaining accountability for career evaluation, formal performance decisions, employee relations, and team health.

Build Team Capability and Leadership Depth

• Maintain a current view of capacity, critical skills, experience distribution, key-person dependencies, succession risk, and staffing needs.

• Identify capability gaps and coordinate learning, pairing, assignments, mentoring, hiring, and onboarding plans.

• Develop future Technical Leads and management candidates through scoped assignments, calibrated feedback, explicit readiness criteria, and partnership with current leaders.

• Reduce leadership and knowledge-continuity risk through distributed ownership, documentation, coverage, and succession options.

Own the Sustainable Delivery Environment

• Ensure teams have sufficient staffing, capability, role clarity, decision pathways, tools, and organizational support to deliver sustainably.

• Partner with Technical Leads and Project Managers on delivery health, risk, dependencies, capacity, and recovery without replacing technical or project-management ownership.

• Ensure material delivery problems receive appropriate management intervention, including staffing changes, escalation, cross-team negotiation, or leadership decisions.

• Review recurring delays, incidents, rework, quality concerns, support burdens, and workload imbalance to identify organizational or capability improvements.

• Protect teams from sustained overload and commitments incompatible with available capacity.

Connect Software Teams With AEC and Revit Context

• Use practical Revit and AEC fluency to help software engineers understand the design, BIM, commissioning, and project-delivery context surrounding Engineering Tools work.

• Help Product Owners, Business Analysts, Technical Leads, and engineers clarify organization-specific Revit content, standards, parameters, families, model structures, workflows, and downstream constraints without assuming product or technical authority.

• Recognize when staffing, sequencing, support, or training approaches do not reflect real design workflows, supported Revit versions, model integrity, user productivity, or discipline-specific needs.

• Facilitate clear communication between software specialists and mechanical, electrical, commissioning, BIM, design-technology, and field stakeholders.

• Promote solutions and practices that are understandable, supportable, maintainable, reusable, and appropriate for real engineering project conditions.

Build Specialized Engineering Tools Capability

• Own workforce capability, staffing, development, and training plans spanning C#/.NET, Revit add-ins and API patterns, Blazor applications, data and integrations, installers, deployment, licensing, diagnostics, quality, support, and commercialization readiness.

• Ensure the team has the mix of software-engineering and AEC-domain capability required to maintain internal tools while preparing selected products for broader use.

• Develop learning plans that help software engineers understand Revit workflows and help domain practitioners work effectively with software teams.

• Reduce single-person dependencies in organization-specific workflow knowledge, deployment, installer behavior, licensing, supported-version strategy, model-dependent testing, and operational support.

• Support Productization, Deployment, and User Readiness • Partner with Technical Leads, Architects, Product Owners, Project Managers, Software Quality, Product Adoption, and support partners on releases, deployment, licensing, installation, compatibility, documentation, training, and support.

• Plan the people, process, and capability changes required when selected internal tools are prepared for affiliate, contractor, client, or public use.

• Use domain awareness to identify risks involving organization-specific content, external users, permissions, data handling, installer behavior, licensing, support, and adoption.

• Ensure credible support and escalation coverage for Revit add-ins, Blazor applications, integrations, installers, deployment services, and licensing components.

Build Healthy, Candid Team Practices

• Establish practices that support candid discussion of risks, uncertainty, mistakes, technical disagreements, workload concerns, and alternative viewpoints without individual blame.

• Address observable patterns such as unresolved conflict, sustained overload, escalation failures, knowledge bottlenecks, or reluctance to surface delivery problems.

• Maintain reliable communication rhythms so engineers understand priorities, decisions, role boundaries, and available support.

• Address performance, conduct, and employee-relations concerns through appropriate management processes rather than transferring formal accountability to Technical Leads.

Lead Hiring, Selection, and Onboarding

• Partner with the Director on workforce planning, role requirements, interview plans, evaluation criteria, and hiring priorities.

• Lead structured and equitable selection processes, calibrate interviewers, document evidence, and make clear candidate recommendations.

• Own consistent onboarding expectations, including role clarity, access, relationships, learning objectives, 30/60/90-day plans, and ramp check-ins.

• Evaluate onboarding effectiveness through independence, role understanding, contribution, and feedback and improve the process based on evidence.

• Identify retention risks early and coordinate appropriate responses.

Maintain Clear Leadership Boundaries

• Partner with Technical Leads, who own technical feasibility, estimates, dependencies, execution health, engineering standards, implementation direction, and team-level technical decisions.

• Partner with Architects, who own cross-team architecture, technical standards, governance, and long-term technical direction.

• Partner with Project Managers, who own the integrated schedule, formal stakeholder communication, scope coordination, project governance, and overall delivery process.

• Partner with Product Owners and Business Analysts while preserving their authority for product value, priority, requirements, workflow analysis, and backlog readiness.

• Use technical and domain fluency to understand risk, ask informed questions, clarify context, develop people, and improve the environment without becoming the default Technical Lead, Architect, Product Owner, Business Analyst, or Project Manager.

Improve Management Systems and Organizational Effectiveness

• Lead improvements to performance management, career development, hiring, onboarding, workforce planning, team operating practices, and leadership continuity.

• Identify patterns spanning teams and coordinate improvements with peer Managers, Technical Leads, Architects, Project Managers, Product Owners, Business Analysts, and the Director.

• Contribute to department-level capability planning, organizational design, role definition, career frameworks, cross-team staffing, leadership development, and organizational change.

• Evaluate whether adopted practices improve clarity, fairness, staffing effectiveness, internal growth, management consistency, and sustainability.

• Represent capacity, capability, succession, and organizational risk in department planning with concise evidence and decision-ready recommendations.

• Performs Other Related Duties as Assigned

What Success Looks Like

• Direct reports understand expectations, receive timely feedback, and have credible development plans spanning software engineering, Revit, AEC workflows, deployment, quality, support, and product readiness.

• The team has sufficient staffing, role clarity, technical leadership, domain fluency, training, and organizational support to deliver and support Engineering Tools sustainably.

• Software Engineer Technical Leads retain technical authority while receiving effective management partnership and realistic AEC and Revit context.

• Organization-specific Revit content, standards, parameters, families, model structures, and workflows become understandable context without exposing unnecessary proprietary detail or displacing product and technical owners.

• Releases have appropriate organizational readiness for supported Revit versions, installers, deployment, licensing, documentation, training, support, and user adoption.

• The team is increasingly prepared to support selected tools beyond internal users, including the people, process, product, quality, licensing, deployment, and support capabilities broader distribution requires.

• Key-person risks across Revit knowledge, organization-specific workflows, add-in development, deployment, licensing, quality, and support are reduced.

• Management practices remain consistent with the broader Software Engineering organization while adapting to model-dependent products and specialized AEC workflows.

Position Requirements

• 8+ years of professional software engineering or closely related technical-delivery experience, including at least 2 years of formal people management within a software organization.

• Meaningful professional experience with Autodesk Revit and AEC, BIM, design technology, engineering design, construction technology, or commissioning workflows, with practical understanding of how Revit dependent tools affect real project work.

• Demonstrated experience managing software engineers and technical leaders while preserving Software Engineer Technical Lead and Architect authority over feasibility, estimates, standards, implementation, and architecture.

• Experience managing performance, difficult feedback, recognition, development, reviews, promotions, and sustained performance concerns.

• Experience with workforce planning, hiring, onboarding, skill-gap assessment, retention, succession, and staffing recommendations for specialized teams.

• Sufficient software-engineering depth to assess C#/.NET and web application architecture, APIs, data, identity, security, testing, CI/CD, observability, dependency, delivery, and production-support risks without directing implementation.

• Ability to communicate across software engineering, mechanical and electrical design, BIM, commissioning, product, quality, project delivery, adoption, and leadership audiences.

• Experience supporting software across deployment, installers, licensing, version compatibility, documentation, training, support, or productization concerns.

• Experience managing distributed or remote teams and improving operating practices, communication, onboarding, and leadership continuity.

• Excellent interpersonal, written, verbal, coaching, facilitation, conflict-resolution, and organizational judgment. Preferred

• Hands-on production experience with Autodesk Revit, particularly MEP models, families, parameters, worksharing, project standards, or model-dependent workflows.

• Professional background as a mechanical or electrical engineer, BIM or design-technology leader, commissioning professional, AEC technology specialist, or software leader supporting Revit products.

• Experience managing teams that build Revit add-ins, Revit API solutions, Blazor applications, installers, deployment tooling, licensing systems, integrations, or model-dependent software.

• Experience preparing internal software for affiliate, contractor, client, or public use, including deployment, licensing, support, documentation, quality, and adoption.

• Experience with Microsoft Azure, C#/.NET, ASP.NET Blazor, SQL Server, Azure DevOps, Microsoft Graph API, Autodesk Platform Services, or adjacent platforms.

• Relevant management, coaching, Autodesk, BIM, Agile, project-management, or technical certifications.

Why ai2io

• Lead a specialized software team building tools that directly improve Revit-based engineering, design, commissioning, and project-delivery workflows.

• Work across software engineering, Revit, BIM, AEC domain knowledge, deployment, quality, support, and productization.

• Help preserve valuable institutional workflow knowledge while building a more scalable, supportable, and reusable Engineering Tools capability.

• Shape hiring, development, leadership continuity, and the practices needed to support internal users and selected future external products.

Travel / Relocation Requirements

• Up to 5%, this may include travel to any or all 50 US states

• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc.

Education / Experience Requirements

• 8+ years of professional software engineering or closely related technical-delivery experience, including at least 2 years of formal people management within a software organization.

• Bachelor's degree in Mechanical Engineering, Electrical Engineering, Computer Science, Software Engineering, Information Systems, Architecture, Construction Management, or a materially related field, or equivalent experience preferred

• A Mechanical or Electrical Engineering degree combined with strong software-engineering management experience is especially relevant; candidates with Computer Science, Software Engineering, or related technical education and substantial Revit/AEC experience are also encouraged.

Benefits

AI2IO offers a very competitive benefits package; highlights include

• Choice of comprehensive medical plans (including two PPO-style plans and a HDHP w/ HSA option)

• Flex spending accounts (FSA)

• Dental and vision plans

• Comprehensive medical, dental and vision benefits extended to spouse / domestic partner and dependent children up to age 26

• 401k with company match and self-directed brokerage account option

• PTO including additional paid time off during the last week of the year

• Company paid life insurance coverage for employees and their eligible dependents

• Short and long-term disability, AD&D coverage

• Professional development opportunities, tuition reimbursement and professional licensing assistance

• Paid parental leave after one year of employment

CO, CA, IL, NY, WA, and Washington DC residents only: In accordance with CO, CA, IL, NY, WA, and Washington DC law, the range provided is AI2IO's reasonable estimate of the base compensation for this role. The actual amount may differ based on non-discriminatory factors such as experience, knowledge, skills, abilities, and location.

AI2IO is an EEO/Affirmative Action Employer and participates in the E-Verify program with the Department of Homeland Security. We encourage diversity in our workforce.

​NOTICE TO THIRD PARTY AGENCIES:

AI2IO does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to AI2IO in the absence of a signed Service Agreement where AI2IO has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of AI2IO and AI2IO will have the right to hire that candidate without reservation – no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.

Originally posted on Himalayas