The Position:

At GameChanger we score and stream millions of youth sports games annually. We are seeking a talented Senior Engineering Manager who is passionate about live-streaming to manage our video enablement team. This full-stack, empowered team is dedicated to all things core video experience - owning our video pipeline end to end with our video platform team, evolving our live streaming and post-game video capabilities for users, simplifying the developer experience for product teams that are integrating video into our apps, and ensuring we have a scalable and resilient base in our apps/APIs to handle millions of streams and hundreds of millions of highlight clips annually.

As Senior Engineering Manager, you'll manage our enablement team and set them up for success by continuing to monitor/adjust the team's culture, collaborate on the vision of video enablement within our products, influencing design/architecture principles and best practices, growing tomorrow's leaders, and running the day to day of the team. As an excellent communicator and builder of people, you will be a leader, a mentor, and occasional hands-on developer or solutions architect and work closely with the video teams Engineering Director, engineers, product managers, and other cross-functional roles and teams.

Check out some of our current video capabilities at https://gc.com/app-features/live-streaming

What You'll Do:

• Partner closely with the Director of Video Engineering, a dedicated PM, and cross-functional feature teams to help shape and execute on GC's video streaming roadmap - contributing your technical perspective while working within a collaborative, already-thriving team dynamic.
• Lead the Video Enablement team through the design, build, and support of core video capabilities, including third-party device integration support (ex: GoPro, Mevo, etc.), mobile-first live streaming and capture, ingest, transcode, storage, and playback.
• Continuously measure and improve live and VOD streaming experiences, bringing data and user empathy to every decision.
• Hire, onboard, and grow a high-performing team of mobile, backend, and infrastructure engineers - preserving and extending a culture of ownership, curiosity, and craft while mentoring engineers into tomorrow's technical leaders.
• Serve as a hands-on technical leader: staying sharp enough to review code, contribute when needed, and credibly mentor a team of senior and staff engineers while working alongside leadership peers to build on what's working rather than reinventing it.
• Partner with infrastructure teams to maintain a resilient, scalable, and cost-efficient video pipeline in AWS.
• Enable product feature teams and computer vision teams to build on top of video infrastructure through clear interfaces, documentation, and collaboration.
• Stay engaged during production incidents and pitch in when the team needs support.

What You'll Bring:

• Strong background in video and audio streaming, with hands-on experience in user-generated content and live streaming technologies, and a proven track record of delivering projects in that space.
• A leadership style rooted in collaboration, someone who earns trust by listening first, understands the existing landscape before suggesting changes, and influences through ideas rather than authority.
• Solid understanding of software engineering principles and cloud architecture in a resilient, scalable video infrastructure environment (we use AWS).
• Ability to think strategically and contribute to the long-term vision of the engineering team along with your leadership partners in the space.
• Comfort operating as a player-coach: you're not writing code every day, but you're close enough to the work to be credible, helpful, and a genuine resource to your team.
• Experience coding in languages common in the video space (Go, Rust, C#) is a plus, as is familiarity with Node/TypeScript, React, or mobile languages like Kotlin or Swift.

Who You Are:

• A proven engineering leader with a track record of delivering in the video streaming space, doing it with your team, not just through them.
• Energized by high visibility and high stakes. Our platform handles millions of live streams and hundreds of millions of clips annually, and a lot of people across the org depend on what we build.
• Someone who sees a strong existing team and culture as an asset to build on, not a blank slate to redesign.
• An excellent communicator who can bridge technical depth and stakeholder clarity without losing either.
• Genuinely user-obsessed - you care about the experience on the other end of the stream.
• Curious and current: you follow the evolution of video technology and bring relevant ideas to the table without chasing trends for their own sake.
• Someone who creates an environment where engineers feel safe saying "I don't know" and where postmortems are about learning, not blame.
• Comfortable with a remote-first, async-by-default culture - you communicate proactively in writing, don't need a meeting to make progress, and trust others to do the same.

How We Work:

We are a fully remote team of 5-9 engineers building and running video infrastructure, APIs, and SDKs that other teams utilize and depend on. We take that seriously.

We run two-week sprints with async daily standups in Slack, weekly refinement, and three syncs a week (two during planning weeks). We have a strong bias toward async-first communication and only pull people into meetings when it actually makes sense. When we do meet, it counts.

Our platform runs 24x7, and when something goes wrong we're all in it together, leaders included. We don't have a formal on-call rotation for managers, but we expect our leaders to be engaged and present when production issues arise, and to pitch in when the team needs them.

When things don't go as planned, we run blameless postmortems focused on learning and improving, not pointing fingers. Nobody on this team is afraid to say "I don't know", that's a feature, not a bug.

We also know that great teams are built on more than just good work. Every two weeks we connect for a remote game night. It's a small thing that means a lot to us.

If you're looking for a high-impact team that's genuinely invested in each other, the product, and doing things the right way, we'd love to talk.

Perks:

• Work remotely throughout the US* or from our well-furnished, modern office in Manhattan, NY.
• Unlimited vacation policy.
• Paid volunteer opportunities.
• Technology stipend - $4,000 every 2 years after your start to make sure you have the latest and greatest technology.
• WFH stipend - $500 annually to make your WFH situation comfortable.
• Learning stipend - $500 annually towards continued development.
• Monthly physical, mental, wellness & learning stipend offered through Holisticly.
• Monthly lifestyle stipend offered through Fringe.
• Full health benefits - medical, dental, vision, prescription, FSA, HRA, HSA, and coverage for family/dependents.
• Retirement savings - Traditional and Roth 401K plans are offered through Vanguard, with an immediate company match.
• Life insurance - basic life, supplemental life, and dependent life.
• Disability leave - short-term disability and long-term disability.
• Company paid parental leave - up to 20 weeks for birthing parents and up to 12 weeks for non-birthing parents.
• Family building benefits offered through Progyny.
• DICK'S Sporting Goods and their family of brands teammate discount.

The target salary range for this position is between $209,000 and $235,000. This is part of a competitive total rewards package that includes incentive, equity, and benefits for eligible roles. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all teammate pay regularly to ensure competitive and fair pay.

DICK'S Sporting Goods has company-wide practices to monitor and protect the company from significant compliance and monetary implications as it pertains to employer state tax liabilities. Due to said guidelines put in place, we are unable to hire in AK, DE, HI, IA, LA, MS, MT, OK, and SC.