The New Shape of Engineering Leadership: Integration Over Reinvention

Five years ago, becoming an engineering manager meant stepping back from hands-on technical work. You had to accept that “what got you here won’t get you there,” and relying too heavily on your technical skills would hinder your growth as a people leader. The real work was about growing others, thinking strategically, and building teams where people could thrive. Managers contributing code risked creating power imbalances in technical discussions, making it harder for team members to offer honest feedback. With the staggering growth of the ZIRP (zero interest rate policy) era, scaling culture and managing the constant influx of new hires were pressing challenges.

That was then.

Today, the job market—and expectations for managers—have shifted. The end of ZIRP and the accelerating promise of AI are causing many leaders to reassess these roles. Many companies are trimming middle management layers and questioning their ROI. They’re not just looking for team builders anymore—they want player-coaches: leaders who can offer architectural guidance, maybe even ship a feature, and still grow and lead high-performing teams.

It’s an exciting moment—and a disorienting one. For those of us who’ve spent the last few years going deep on people leadership, who’ve built cultures of trust, ownership, and excellence—it’s a confusing time. I haven’t built a full-stack feature in more than five years. But I’ve built teams that can tackle any problem you throw at them. I’ve shaped careers, scaled processes, and stewarded complex, high-impact projects to successful conclusions. That work still matters, but it’s not what companies seem to be prioritizing now.

At the same time, I see a huge opportunity.

If you’re a senior IC with strong technical skills and a deep sense of team, this might be your moment. The “player-coach” model privileges your exact mix of strengths. You don’t have to abandon your technical chops; you just have to grow your leadership presence around them.

This shift doesn’t eliminate the need for middle management—but it does reshape it. Line management is getting closer to the technical work, often embodied in roles like tech lead managers who flex between execution and enablement. Meanwhile, senior managers and directors aren’t disappearing; their work is evolving. It’s less about individual performance oversight and more about coaching emerging leaders, managing portfolios of projects, and crafting environments where high-trust, high-output, autonomous teams can thrive. Leadership is getting less layered, but more distributed.

AI tools are also changing the shape of the work. With coding assistants, the gap between maker time and manager time is narrowing. What used to require long, uninterrupted stretches of focus might now happen in shorter, more flexible bursts. It doesn’t erase the need for deep work, but it’s possible that the next generation of engineering leaders won’t have to choose between building and leading—they’ll do both, fluidly.

I’m not shipping production code these days—that’s not where I bring the most value. But I see how the landscape is shifting, and I’m interested in how we grow leadership that spans both worlds. I’ve spent years doing the work of building high-performing teams, and I’ll keep doing it in whatever form the future of leadership demands.

If you’re stepping into management for the first time, or rethinking your role in it, the core of the job remains the same: focus efforts, earn trust, remove friction, and build systems where people can do their best work together and over time.

This moment doesn’t call for reinvention but integration. The fundamentals of leadership still hold. What’s shifting is the shape of the role. That might look like smaller teams led by tech lead managers, staying close to the work while enabling others. For senior leaders, it’s a move toward coaching, systems thinking, and environment design. Less managing performance, more amplifying clarity, trust, and momentum across teams.

If you can do that, you’re not just responding to change. You’re shaping what comes next.