Head of Forward Deployed Engineering

Mesh Connect; New York (NY); On-site; USD 600,000 - 900,000; Full time

Job summary

Mesh Connect seeks a proven leader to establish and scale the Forward Deployed Engineering (FDE) organization, embedding with strategic partners to deliver end-to-end integrations. You’ll own engagements, build a small, capable team, and shape the product/ platform strategy to generalize solutions across partners.

You will need deep backend/integration experience, commercial acumen, and the leadership to attract and retain senior engineers, while coordinating with partner executives and internal

Qualifications

• 10+ years in technical roles with leadership experience in forward-deployed teams.
• Experience building a 0→1 organization or new service line.
• Track record of attracting, developing, and retaining senior engineers.
• Strong backend or integrations engineering background.
• Experience with broker, exchange, or payments integrations.

Responsibilities

• Build and scale the Forward Deployed Engineering (FDE) organization.
• Own delivery at our most strategic accounts and run integration reviews.
• Shape product and platform strategy by turning partner needs into scalable platform input.
• Lead and mentor senior engineers, and establish effective engagement models.

Skills

10+ years tech

Forward-deployed leadership

0→1 org building

Talent retention

Backend/integrations

Job description

Overview

Mesh is looking for an exceptional leader to build and scale our Forward Deployed Engineering (FDE) organization — a new function at the company, starting with you. We have a strong preference for someone who resides in the New York City area or San Francisco.

Reporting to our CTO, you’ll lead a team of senior engineers who embed directly with a small, capped set of our most strategic partners — exchanges, neobanks, and prediction markets that drive the lion’s share of our volume. These partners aren’t buying a static product off the shelf. They’re buying working crypto rails inside their product, against their brokers, their compliance posture, and their release schedule. The gap between a demo that works and a production integration that survives contact with a partner’s environment is where deals stall, and where generic support queues and quarterly roadmap cycles fail.

Our thesis is simple: FDE sits inside Engineering, not in a services org. An FDE ships code that lands in the account and when it generalizes in our core platform. Engagements are time-boxed with a clear "ship something working end-to-end" milestone — not open-ended residencies. And the function stays deliberately small. The moment it needs a manager of managers, it has stopped being FDE and become consulting with an engineering badge. Holding that line is a core part of the job.

This role requires equal parts technical judgment, commercial acumen, and organizational leadership. You need to be technical enough to earn immediate credibility with a partner’s top engineers, scope an integration live on a call, and call out a bad architectural decision — but your leverage comes from the team you build and the alignment you drive, not from the code you personally write.

What You’ll Do

Build and scale the FDE organization

• Define the operating model: engagement shape, deployment cadence, scoping standards, and hiring bar

• Hire at least 2-3 senior and staff-level generalists this year placed close to the partner engineering team and timezone they support

• Be open to running the first engagement(s) yourself to prove the playbook, then scale it through the team

Own delivery at our most strategic accounts

• Be the person a partner’s VP of Engineering or CTO calls — run integration reviews, hold commitments, and turn stalled technical conversations into signed plans

• Assign named owners, not a rotating pool: one engineer or small pod per account, with a mapped executive sponsor

• Own the qualification bar. FDE is justified when integration is the bottleneck, the account can absorb a dedicated engineer, speed decides the deal, or the pattern generalizes to the next ten partners

• Set the boundary with Customer Success, who own the relationship, and Support, who own break-fix. CS flags what an account needs; you decide whether it’s an FDE build, a platform ask, or neither

• Measure partner growth, volume, and time-to-production — not tickets closed

Shape product and platform strategy

• Turn the sharpest signal in the company — what partners need in production — into scoped, prioritized platform input

• Enforce the productization ratchet: what’s built either generalizes into our shared platform inside a defined window, or we stop re-investing in it. Guard against both failure modes — a silent per-customer fork, and a core roadmap hijacked by one-off asks

• Build reference architectures, QA, and monitoring that catch failure modes inside the integration rather than in a support queue

Who You Are

Leadership and team building

• 10+ years in technical roles, with 4+ years leading forward-deployed teams

• Experience building a 0→1 organization or a new service line inside an existing company

• A track record of attracting, developing, and retaining senior engineers in a competitive market, including personally closing candidates

Technical credibility

• You came up as a strong backend or integrations engineer and can still read a codebase, whiteboard a system, debug a design, and review architecture alongside your team. You are not expected to be in the codebase day to day

• Substantial experience with broker, exchange, or payments integration patterns and crypto rails. Our partners’ engineers will spot someone learning the domain on the job in the first meeting

• A history of embedding with customer engineering teams to deliver complex technical work in production

Commercial and strategic acumen

• Strong executive presence — effective and composed in front of partner executives and our own leadership team, including when an integration is on fire

• Client-facing instincts: you like being in front of partners, can read a room, and can separate the stated ask from the real constraint

• Willingness to push back. You’ve declined bad requests from partners and internal stakeholders alike, and driven alignment across engineering, revenue, and product without escalating every disagreement

• Experience defining engagement models, scoping, and pricing for technical delivery work

The total annual compensation for this role is up to $600,000-$900,000, in New York or San Francisco. The compensation range provided may span multiple career levels and will be narrowed during the interview process based on factors including a candidate’s experience, skills, qualifications, and geographic location. For candidates outside of New York or San Francisco, compensation will be adjusted to reflect the applicable market and location-based pay band. The base salary range listed excludes commission (if applicable) and benefits. The pay range represents the minimum and maximum target for new-hire compensation. Actual compensation may vary and may be higher or lower depending on individual circumstances.