Senior Engineering Manager, AI Workflows

About Semgrep

Semgrep, the leader in code security for builders, empowers invention without friction. Teams catch, flag, and fix real issues before they ship, powered by security that learns as they build. Semgrep secures code as it’s written and provides guardrails that pave the road for developers to move fast and stay secure. Built for builders and trusted by security, Semgrep lives where developers work, delivering fixes without breaking flow, and giving security teams visibility, control, and confidence. Semgrep gets smarter as you build, with AI that learns your context to cut false positives and prioritize reachable vulnerabilities, validated by 95% of security reviewers across 6M+ findings. Semgrep makes zero false positives a reality with AppSec teams triaging 80% fewer false positives across Code and Supply Chain, dramatically shrinking the backlog.

Founded in San Francisco and backed by Menlo Ventures, Felicis Ventures, Lightspeed Venture Partners, Redpoint Ventures, and Sequoia Capital, Semgrep is recognized by Gartner in Application Security Testing and is trusted by leading organizations, including Vanta, Lyft, and Dropbox. Learn more at semgrep.dev.

About the role

Semgrep is building a system called Workflows that combines traditional code security scanning tools with LLMs in innovative ways to detect, validate, and even remediate security issues better than traditional tools or LLMs on their own. This system is fundamental to how Semgrep is going to succeed in an AI-native world.

The workflows system consists of an SDK for composing operations (typically CLI tool calls and agent invocations) into workflows, an environment for periodically executing these workflows, and a set of pre-defined workflows that work out of the box. The workflows team owns all three of these areas (with assistance from our platform, infrastructure, and security research teams).

We are looking for an engineering manager to lead a team of 3-5 engineers and make their own contributions as well. You are ideal for this role if you have:

• 3+ years of experience leading software engineering teams
• Familiarity with agile development principles and iterative milestone development
• A strong desire to help engineers and other leaders grow through coaching and mentorship

• Ideally, you will have expertise in two of the following three areas:

  • Public SDK or API design and support
  • Data workflow orchestration (e.g. Metaflow or Argo workflows)
  • Applying AI to cybersecurity problems

You might spend a typical day:

• Working with your team, product management, and engineering leadership to craft your team’s strategic direction and a strong quarter over quarter roadmap to execute on it
• Defining goals within a team meeting to ensure your team is executing on their short term goals week over week while providing them the vision for the future of the product
• Coaching a senior engineer, helping them gain the skills needed to lead and mentor other engineers through increasingly difficult projects
• Making direct technical contributions to help deliver new features and gain a strong understanding of the work your team is doing

This is a hybrid role with the expectation you’ll join us 3+ days per week in our San Francisco office

Compensation

The estimated starting annual salary range for this position is $197,000 to $288,000 USD. The actual base salary will be determined based on a number of factors, which may include job-related skills, relevant experience, qualifications, location, internal equity, and market data. In addition to base salary, total compensation may include equity, variable compensation, and benefits. We view equity as a meaningful part of our compensation philosophy and a way for employees to share in the long-term value they help create.

Compensation ranges are reviewed regularly and may be adjusted as the role, individual performance, or market conditions evolve.

What we offer (FTE only)

Our goal is to competitively and fairly compensate every Semgrep employee with a system that equally rewards those who are vocal and those who are less comfortable making demands during the final steps of the hiring process. To that end, we generate internal compensation bands that are used when discussing and negotiating salaries. We update these based on market data to make sure they’re above the average for…