Engineering Onboarding Manager

Affirm; San Francisco (CA); On-site; USD 230,000 - 290,000; Full time

Benefits offered by this job

100% medical for you and dependents

Equity rewards

Tech stipend

Job summary

Affirm is seeking an Engineering Onboarding Manager to craft an AI-first onboarding experience that helps new engineers become confident builders. You’ll deliver technical learning, practical support, and community across North America and EMEA.

You will run hands-on sessions at the San Francisco office, plus remote programming to foster relationships, context, and practical fluency across teams.

Qualifications

• 2–4 years as a technical leader in software Eng org.
• Experience designing and delivering onboarding programs.
• Knowledge of AI-assisted development, code review, testing, CI, deployment, observability.

Responsibilities

• Own the design and delivery of Engineering onboarding for North America and EMEA.
• Lead hands-on learning experiences at the San Francisco office and remote programming.
• Partner with Engineering leaders and PM/Dev Productivity, SRE, Security teams to build content.
• Translate AI-first practices into practical onboarding content (CI, deployment, observability).
• Create role-relevant onboarding plans with managers and buddies.
• Coordinate with Recruiting, Learning, People Ops, IT, Facilities, and regional partners for a strong start.
• Gather feedback from new hires and managers to continuously improve onboarding.

Skills

Technical leadership

Onboarding design

AI-assisted development

Cross-functional collaboration

Problem solving

Education

Bachelor’s degree

Job description

At affirm, we exist for the moments that matter—giving people a clear, predictable way to pay over time, with no hidden fees, no surprises, and no tradeoffs on what matters most.

About the role

We are looking for a collaborative Engineering Onboarding Manager to build an AI-first onboarding experience that helps new engineers become confident, effective builders. You will create the technical learning, practical support, and community that enable engineers to understand affirm’s systems, ship, and grow their impact.

What you’ll do

You will own the design and delivery of Engineering onboarding, creating a welcoming, technically credible experience for new engineers across North America and EMEA.

You will lead hands-on learning experiences at our San Francisco office, complemented by virtual and regional programming that helps engineers build relationships, context, and practical fluency.

You will partner with Engineering leaders and subject-matter experts across Developer Productivity, SRE, Security, Architecture, and Product teams to build and maintain useful technical onboarding content.

You will translate affirm’s AI-first engineering practices into practical learning experiences, including agent-assisted development, code review, testing, CI, deployment, observability, and production support.

You will work with managers and buddies to create clear, role-relevant onboarding plans that help new engineers establish context, connect with their teams, and begin contributing effectively.

You will coordinate with Recruiting, Learning, People Ops, IT, Facilities, Finance, and regional partners to ensure each cohort has the access, equipment, environment, and support needed for a strong start.

You will gather feedback from new hires, managers, and facilitators, then use it to continuously improve the content, operations, and experience of Engineering onboarding.

What we look for

You have 2–4 years of experience as a technical leader in a software engineering organization.

You understand modern software development practices, including AI-assisted development, code review, testing, CI, deployment, observability, and incident response.

You have improved engineering workflows, technical learning programs, or operating practices through thoughtful program design, feedback, and cross-functional execution.

You can turn ambiguous problems into clear plans, playbooks, and operating rhythms.

You have the technical judgment to earn trust with Engineering Managers and senior ICs, and to shape practical, credible onboarding experiences.

You can influence and align partners across Engineering, Learning, Recruiting, People Ops, IT, Facilities, and other teams without direct authority.

You communicate clearly, create inclusive learning environments, and enjoy helping engineers build confidence in their craft.

• This position requires either equivalent practical experience or a Bachelor’s degree in a related field.

Base Pay Grade - P

Equity Grade - 13

Employees new to affirm typically come in at the start of the pay range. affirm focuses on providing a simple and transparent pay structure which is based on a variety of factors, including location, experience and job-related skills.

Base pay is part of a total compensation package that may include equity rewards, monthly stipends for health, wellness and tech spending, and benefits (including 100% subsidized medical coverage, dental and vision for you and your dependents.).

USA base pay range (CA, WA, NY, NJ, CT) per year: $230,000 - $290,000

USA base pay range (all other U.S. states) per year: $204,000 - $264,000

Remote-first with flexibility built inAffirm is proud to be a remote-first company. Most roles can be done from almost anywhere within the country of employment. Some positions may occasionally require in-person work at an affirm office, and a few are office-based due to the nature of the work. All new hires will be invited to attend an in-person onboarding experience.

Benefits designed for youOur benefits reflect our commitment to care, transparency, and flexibility. Here are a few highlights:

• Health coverage at no cost: We cover 100% of premiums for employees and their dependents.
• Spending stipends: Monthly stipends support your tech setup, and the ability to choose health and wellness options that are right for you.
• Time off to recharge: Flexible time off and generous holiday calendars help you rest when you need to.
• Own a piece of what you build: Our employee stock purchase plan (ESPP) lets you buy affirm stock at a discount.

We’re committed to providing an inclusive interview process, including accommodations for candidates with disabilities. If you need support, we’re happy to help.

For positions based in San Francisco or Los Angeles: affirm considers qualified applicants with arrest and conviction records, as required by law.

Demographic Survey Statement (US-based roles)

Affirm is dedicated to building an inclusive culture where affirmers belong and have an equal opportunity to thrive.

To help us assess our outreach efforts, we invite candidates to voluntarily share information through a short demographic survey. This information is:

• Completely optional
• Anonymized and stored in aggregate
• Not accessible to recruiters or hiring managers at the individual level
• Never used in any hiring decision

Your decision to provide or withhold this information will not impact your candidacy in any way.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Affirms Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .

As set forth in Affirms Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.