Recruiting for Engineering Teams: Engineering Managers vs Tech Leads
Building an engineering team:
Engineering Managers vs Tech Leads
Many companies are looking to maintain lean engineering teams right now, and when it comes to Engineering Managers and Tech Leads, it’s tempting for some businesses to consider amalgamating these roles or choose one over the other to reduce headcount.
However this recruitment decision should be approached with caution – and here’s why.
What an Engineering Manager brings to the table
An Engineering Manager (EM) is primarily focused on people. Their responsibilities include performance reviews, career development, goal setting and helping individuals progress within the team and company. They are usually the ones driving one-on-ones, spotting burnout early and managing team dynamics. While EMs need to understand the technical aspects of the work, they’re not expected to be in the codebase daily.
From a recruitment strategy standpoint, hiring a strong EM can increase retention and improve onboarding. They help connect business goals with engineering outcomes and often play a key role in shaping hiring practices, defining job levels and mentoring new managers. This people-first role can ensure continuity and cohesion even when technical priorities shift.
What a Tech Lead is expected to own
A Tech Lead (TL) is often the most senior technical voice within the team. They’re embedded in the day-to-day technical decision making—reviewing code, guiding architecture and helping others navigate complexity. While they may not manage performance or careers, they lead by example through their technical contributions and decision quality.
Tech leads are critical to execution. They understand the code deeply, help break down work, and guide teams through delivery. They often act as a bridge between engineers and product managers, keeping technical feasibility in check without losing sight of business goals.
In tech hiring, candidates looking for TL roles tend to be motivated by technical ownership and impact. Having clarity about this role can improve hiring success by attracting candidates who are excited by deep technical challenges but don’t necessarily want to manage people.
Why companies benefit from having both
EMs and TLs together form a powerful partnership. One ensures the team is motivated, aligned and developing. The other ensures the technical foundation is solid and evolving. This separation helps prevent burnout, reduces role confusion and enables both people and technical growth.
For tech recruitment teams, being able to clearly define these roles leads to better hiring outcomes. Candidates understand what’s expected, hiring managers can assess more accurately, and the recruitment strategy becomes more efficient and targeted.
Companies also benefit from more sustainable team health. The EM supports long-term development and engagement, while the TL ensures the team is shipping high-quality software. This division supports both velocity and morale.
When you might have one and not the other
In smaller startups or early-stage teams, it’s common for one person to wear both hats. A senior engineer might act as both the TL and EM until the team grows large enough to warrant separation. This can work, but it has risks. Burnout, conflicting priorities and lack of clear growth paths can emerge quickly. Fundamentally, people leadership and technical leadership are two very different skillsets and it's hard to find people that are good at both. Georgely Orosz goes into much more detail HERE.
On the other hand, in some engineering cultures, teams might have TLs but no EMs. In these setups, people management might be handled at a higher level—by directors or VPs—or through peer mentorship and flat structures. This model can suit highly autonomous teams but requires strong culture and maturity. However, even this model has a breaking point because true to Brook's law as teams grow larger the communication overheads grow too, overheads which are a natural better fit for EMs.
Making the right decision for your business
Whether your company needs an EM, a TL or both depends on your size, culture, and growth goals. If your recruitment strategy prioritises stability, retention and career growth, investing in EMs makes sense. If rapid delivery, architecture and scaling challenges are the focus, TLs might be your first hire.
In tech recruitment, understanding these roles is key to building strong teams. Each plays a different role in team success, and when used effectively together, they unlock productivity, engagement and technical excellence.