Head of Solutions Engineering (pre-sales)

Flow Engineering; San Francisco (CA); On-site; USD 180,000 - 240,000; Full time

Job summary

Flow Engineering seeks an experienced Solutions Engineering leader to build and run the enterprise evaluation program. You will codify the SE playbook, create demo environments, and position against legacy tools while growing a multi-region team.

You'll report to the Head of Sales and shape handoffs from technical win to deployment, hiring and ramping SEs to scale within 12 months.

Qualifications

• Led a solutions engineering or solutions architecture team of 4–10 people and stayed active in deals.
• Built onboarding or playbooks for evals, demos, and customer workshops from scratch.
• Credible with engineers in hardware, CAD/PLM/simulation or embedded software.

Responsibilities

• Personally run technical evaluations on our most important deals.
• Codify the SE playbook: trial plans, workshop formats, demo environments, competitive positioning against legacy tools.
• Define the SE hiring profile and hire SEs.
• Build onboarding and certification so a new SE runs evals independently within their first quarter.
• Design the handoff from technical-win to deployment with the Head of Sales.

Skills

Solutions Engineering

Team Leadership

Enterprise Deals

Hiring & Ramp

Hardware/Embedded

Job description

About Flow

Flow is the systems engineering platform for the world's best hardware teams. Companies like Rivian run their programs on Flow, keeping requirements, interfaces, tests, and design decisions connected in one live system instead of scattered across documents and legacy tools. We're growing fast, backed by Sequoia, and selling into an industry that is actively rethinking how engineering work gets done.

The role

Our technical win is consultative. In mid-market and enterprise deals, our SEs run a structured two-week evaluation where they don't just prove the product works. They sit with systems engineers and chief engineers and help them redesign how their organization does engineering to move faster. When we win, it's because we’ve demonstrated to the customer a new way of working, not because we checked more feature boxes.

Right now we have a small SE team and no playbook. Deals get won, but they're won on individual effort rather than a system.

Your job is to build that machine while running deals inside it. You'll carry evaluations yourself from day one, codify what already works on the team into a playbook anyone strong can run, and then hire and ramp the team that runs it. We plan to grow from to 10+ across regions in the next 12 months. The hiring bar, the ramp program, and the eval framework are yours to design and own.

You'll report to the Head of Sales and work as a peer to our AE team. You'll also help design the handoff from technical win to deployment as we build out post-sales.

What you'll own in year one

• Personally run technical evaluations on our most important deals

• Codify the SE playbook: trial plans, workshop formats, demo environments, competitive positioning against legacy requirements tools

• Define the SE hiring profile and hire SEs

• Build onboarding and certification so a new SE is running evals independently within their first quarter

• Design the technical-win-to-deployment handoff with the Head of Sales

Who does well here

• You've led a solutions engineering or solutions architecture team of roughly 4 to 10 people, and you were still in deals while you led it. If you haven't personally run an enterprise evaluation in the last year, this probably isn't the right fit.

• You built the systems, you didn't inherit them. You can show us an onboarding program, eval framework, or demo environment you created from nothing, ideally at a company generating eight figures of ARR

• You've hired SEs against a bar you defined, and you can talk honestly about the ones you got wrong.

• You're credible with engineers. You've sold technical products into hardware, manufacturing, CAD/PLM/simulation, or embedded software, or you have an engineering background yourself. You don't need to be a former systems engineer, but you need to be able to hire and evaluate them.

• You want to build at this stage. If your ideal next step is running a 50-person org you didn't build, this role will frustrate you.