Fin is the #1 AI agent for customer service. It resolves over 1M customer conversations every week, and we're just getting started. We're inventing paradigms that didn't exist six months ago and discovering entirely new problem spaces every time we push the technology further.
This role sits within the Service Agent pillar: 12 teams and growing, building every capability that makes Fin work. You'll own 1-2 of the most strategically significant work streams in the pillar. These aren't static teams with stable roadmaps. We re-evaluate priorities at the pillar level constantly, spinning up and down work streams and dynamic teams to solve whatever matters most right now. The teams you lead six months in may look nothing like the ones you start with. You need to be okay with that.
The competitive landscape is intense. Fast-moving AI-native startups are shipping aggressively and going after the same deals we are. We need someone who thrives under that pressure and can maintain high standards while moving at startup speed.
You'll own strategically significant work streams end-to-end. You're accountable for outcomes, not just delivery cadence or team health, but whether the work actually moved the needle.
This is not a role for facilitators. You will be on the front line: deeply understanding the product, the problem, and the context. Sometimes that means writing code yourself. Sometimes it means doing the analysis, or driving cross-functional collaboration, or force-multiplying someone on your team who's stuck. There is a straight line between your work and the impact being delivered. You lead from the front.
We regularly spin up new work streams around emerging priorities. You'll bring together engineers who've never worked as a team, set high expectations, build momentum under aggressive timelines, and drive execution. Then the shape of your teams may change again. That's the job.
You'll develop senior engineers into leaders. We don't need someone who mentors juniors on the basics. We need someone who accelerates staff and senior engineers, who gives direct, actionable feedback that changes outcomes, and who grows the leadership capacity of the people around them.
You'll partner with the Engineering Director on pillar-level strategy. Where should we invest more? Where are we falling behind? What should we defund? You bring these opinions, backed by what you're seeing on the ground.
And you'll do all of this in an AI-first engineering culture. Every engineer has Claude Code with unlimited tokens and a sophisticated ecosystem of MCP servers, skills, and shared context. You'll push the boundaries of what's possible with AI-assisted development, both personally and through how you set up your teams.
The most important thing: you need to be an exceptional people leader AND personally action-oriented. Not one or the other. We don't want managers who are great with people but distant from the product. And we don't want hands-on operators who neglect the leadership craft. You build high-performing teams AND get personally stuck in to drive outcomes when it matters.
Beyond that:
Product-minded, not process-minded. You understand what you're building and why. You have opinions about the product, not just how the team operates. You can challenge a product direction, spot a gap in the strategy, and make calls about what work matters most.
Operated at real scale with startup energy. You've likely spent time at companies operating at significant scale. You've seen what large distributed systems look like in production and what it takes to ship reliably in that environment. But you also have urgency, resourcefulness, and a bias toward action over discussion.
AI fluency. You're actively experimenting with AI-assisted development, forming opinions about how it changes the way teams build software, and pushing your teams to adopt new ways of working. This is table stakes for this role.
Technically credible. You don't need to be the deepest engineer in the room, but you can hold your own. You can review an architecture proposal and ask the right questions. You can spot when a team is over-engineering or under-investing. Engineers respect your technical judgment.
Communication. You can explain to leadership why a team needs more investment, align multiple stakeholders around a complex project, have a difficult performance conversation, and unblock an engineer on a gnarly problem, all in the same day.
Extreme autonomy. You partner with the Engineering Director on where the pillar needs to go next. You identify problems, form convictions, and act on them. If you're the kind of manager who waits for direction, this isn't the right role.
Critical thinking about the business. You understand what Fin is optimising for and translate that into team-level decisions. Which work streams need investment? Where are we falling behind? What should we stop doing to go harder somewhere else?
Fin is #1, and the race is heating up. We built the leading AI agent for customer service, but fast-moving AI-native startups are coming for this space. The engineering decisions made in the next 12 months will determine who wins.
Fin has been building for 15 years: deep product, massive customer base, strong revenue. But unlike most legacy SaaS companies, we made a successful pivot to AI. While most of SaaS trends down, Fin trends up. We recently raised $250M to go even further even faster.
Every employee gets Claude Code with unlimited Opus 4.6 tokens and 1M context. We're investing heavily in platform capabilities (MCP servers, skills, shared tooling) that make AI-assisted development genuinely transformative. You'll be at the sharp edge of figuring out what this means for how teams work.
Big enough to have real resources, customers, and revenue. Small enough that you have genuine agency. Bold enough to make decisions that most companies of this size wouldn't. You come to Fin if you want the impact of a startup with the backing of a company that's been winning for 15 years.
We are a well treated bunch, with awesome benefits! If there’s something important to you that’s not on this list, talk to us!
- Competitive salary and equity in a fast-growing start-up.
- We serve lunch every weekday, plus a variety of snack foods and a fully stocked kitchen.
- Regular compensation reviews - we reward great work!
- Pension scheme & match up to 4%.
- Peace of mind with life assurance, as well as comprehensive health and dental insurance for you and your dependents.
- Flexible paid time off policy.
- Paid maternity leave, as well as 6 weeks paternity leave for fathers, to let you spend valuable time with your loved ones.
- If you’re cycling, we’ve got you covered on the Cycle-to-Work Scheme. With secure bike storage too.
- MacBooks are our standard, but we also offer Windows for certain roles when needed.
#LI-Hybrid
Policies
Fin has a hybrid working policy. We believe that working in person helps us stay connected, collaborate easier and create a great culture while still providing flexibility to work from home. We expect employees to be in the office at least three days per week.
We have a radically open and accepting culture at Fin. We avoid spending time on divisive subjects to foster a safe and cohesive work environment for everyone. As an organization, our policy is to not advocate on behalf of the company or our employees on any social or political topics out of our internal or external communications. We respect personal opinion and expression on these topics on personal social platforms on personal time, and do not challenge or confront anyone for their views on non-work related topics. Our goal is to focus on doing incredible work to achieve our goals and unite the company through our core values.
Fin values diversity and is committed to a policy of Equal Employment Opportunity. Fin will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin, ancestry, sex, gender, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, gender identity, gender expression, marital status, or any other legally recognized protected basis under federal, state, or local law.
