Manager, Agentic Engineering

Dell Technologies•Round Rock, TX

2d•Onsite

About The Position

The Dell Security & Resiliency organization manages the security risk across all aspects of Dell’s business. We are currently experiencing incredible growth to meet the security needs of the world’s largest technology company. With team members located in over 15 countries, you will have an excellent opportunity to influence the security culture at Dell and further develop your career. Join us as Manager, Agentic Engineering on our Dell Security & Resiliency Team in Round Rock, TX. to do the best work of your career and make a profound social impact. Objectives of This Role: Delivery commitments met by a team operating at a pace it can sustain. An engineering bar held through direct review of design and code. A stated direction for AI-native capability in the security organization, revised as the technology and the demand change. Engineers whose capability and scope grow measurably under this management. We are seeking a Manager to lead the engineering team that builds, evaluates, and operates AI-native security capabilities, and to set the direction for what that organization becomes. This role manages individual contributors across all three functions and carries delivery accountability for the program.

Requirements

10+ years in software engineering with a record of building and shipping production systems, including 3+ years managing engineers directly
Current technical depth. This role reviews designs and reads code, and is expected to hold a position in technical debate on the merits rather than defer to the team on every judgment
Hands-on experience with AI-native system development, spanning agentic systems, LLM application engineering, evaluation of non-deterministic systems, or production operation of AI systems
Demonstrated delivery accountability: committed dates met, with a record of forecasting variance early rather than reporting it late
Experience hiring engineers in a competitive and immature talent market, and building an interview process that predicts performance
Demonstrated ability to develop engineers, with specific examples of people whose capability or scope grew under your management
Experience setting technical direction for a team or organization and revising it when circumstances changed
Executive communication: presenting direction, trade-offs, and risk to senior leadership in terms that support a decision
Working knowledge of security engineering sufficient to lead a team building security capability and to challenge its technical choices
Bachelor’s or master’s degree in computer science or a related field, or equivalent practical experience

Nice To Haves

Experience managing engineers building AI or machine learning systems for production
Experience in a security engineering organization
Prior senior individual contributor role, at Principal level or above, before moving into management
Experience standing up a new engineering function rather than inheriting an established one
Experience managing a team through rapid technology change, including retiring work that a new capability made unnecessary
Familiarity with MCP, agentic frameworks, or AI evaluation practice

Responsibilities

Manage, coach, and develop individual contributors across build, evaluation, and operations, including performance management, career development, and compensation decisions
Hire into a market where the skills are scarce and claims are inflated, including an interview process that separates production experience from familiarity
Set and hold the engineering bar through direct participation in design review, code review, and technical debate, engaging on the substance of the decision
Own delivery commitments for the program, including forecasting, allocating capacity across concurrent work, and reporting variance while it can still be acted on
Make the build, adopt, and defer decisions for capability the team is asked to deliver, and state the reasoning behind each
Resolve trade-offs between delivery speed and engineering quality explicitly, and state which is being traded, rather than leaving the schedule to decide by default
Remove obstacles that engineers cannot remove themselves, across organizational, platform, and vendor boundaries
Define and maintain the direction for AI-native capability in the security organization, covering what should be built, what should be adopted, and what should be retired
Track the AI landscape closely enough to make adoption decisions with stated reasoning, and to change direction when the technology invalidates a plan
Plan the organization the direction requires, including roles, skills, capacity, and the sequencing of hiring against committed work
Grow the technical range of the team through deliberate exposure to unfamiliar problems, and establish succession for knowledge that currently sits with one person
Represent the engineering direction to executive stakeholders, translating between engineering reality and executive expectation in both directions