Senior Manager, Security

About the Job:

We're looking for a senior security leader to run our Product Security team and partner to the Director of Security. In this role, you'll own how Security operates: a program led by risk rather than audit calendars, where engineering teams own their security health and Security informs, guides, and validates, where automation and AI take the first pass on every finding, and where posture is measured and published to executives every quarter. You'll build that model, starting with Product Security and extending across the division.

You'll bring a balance of people management, security judgment, and program leadership as you manage a team of security engineers, act as incident manager of record, hold delegated approval for vendor and access decisions, and run the division when the Director is in an audit, a board cycle, or on vacation. You'll work closely with every engineering team to make the secure path the easy one.

Responsibilities:

• Manage the portfolio of your team's work, appropriately managing everyone's time and assigning them to the highest priority work.

• Help your team and the engineering organization make sense of, and simplify, how security work gets done: who owns what, what is automated, and what Security stops doing.

• Guide product engineering teams in owning their own security health: findings route to them with mapped severity, Security reviews and validates rather than fixes, and each team sees its security health in its own service review.

• Own the wiring and routing of security findings and requests, driving down noise and the human-decision rate across intake, triage, and review.

• Serve as incident manager of record for security incidents: first escalation for our service-level commitments, delegated approver for vendor and access decisions, and cover for the Director's operational duties.

• Publish posture: monthly service-level attainment to engineering, quarterly posture to the executive team, and a risk register that drives priorities.

About You:

• You have led a security team out of the gatekeeper model once already, and you can say what teams owned afterward, what Security stopped doing, and what the numbers did.

• You think in risk, not control lists, and you would rather defend a priority call than a checklist.

• You treat automation and AI as the first responder and yourself as the escalation path.

• You have been the second leader to a director or CISO and know which decisions to make in their name.

• You have run security incidents end to end, including the comms and the review afterward.

• You were a strong Senior or Staff security engineer before you managed, and you can still read a PR, a threat model, or a cloud finding and make a call.

• You track and drive metrics, and you understand what they can and can't tell you.

Qualifications:

• 5+ years of experience in a formal security or engineering management role, including managing senior engineers.

• Experience moving a security function from gatekeeper to team ownership, with measurable results.

• Experience as incident manager for security incidents at a SaaS company, including external communication.

• Experience guiding teams through technical tradeoffs and developing senior engineers' careers.

• The ability to track and drive metrics, and the wisdom to understand what they can and can't tell you.

• Familiarity with AWS security at scale and with external audits (SOC 2, ISO 27001, or FedRAMP) as a participant or control owner.

• Excellent communication skills with both technical and non-technical stakeholders.

• A thoughtful, empathetic approach to leadership and collaboration.

Pay:

Target pay ranges based on Geographic Zones* for Level M3:

• Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle - $240,600 - 330,700*
• Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago - $216,500 - 297,600**
• Zone 3: All other US locations - $204,500 - 281,100**
• All Zones Inclusive of 15% Bonus Target

LaunchDarkly operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with your needs. Exact compensation may vary based on skills, experience, and location.

*Within the United States, our geographic pay zones are defined by counties surrounding major metropolitan areas.

**Restricted Stock Units (RSUs), health, vision, and dental insurance, and mental health benefits in addition to salary.

About LaunchDarkly:

Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The LaunchDarkly platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare "big-bang" technology migrations. 

The LaunchDarkly platform was built to guide engineers to the next frontier of DevOps by:

• Improving the velocity and stability of software releases, without the fear of end customer outages
• Delivering targeted experiences by easily personalizing features to customer cohorts
• Maximizing the business impact of every feature through the ability to experiment and optimize
• Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types
• Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability

At LaunchDarkly, we believe in the power of teams. We're building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at [email protected]. 

Do you need a disability accommodation?

Fill out this accommodations request form  and someone from our People Operations team will contact you for assistance. 

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