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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Software Engineer, .NET Lead - **Company:** AccuSourceHR, Inc. - **Location:** Phoenix, AZ, United States - **Experience:** Expert - **Contract:** Permanent contract - **Skills:** Clean Code Principles, ASP.NET, .NET Framework, Artificial Intelligence, Applicant Tracking Systems, Application Performance Management, Automation of Tests, Microsoft Azure, C Sharp (Programming Language), Profiling, Code Review, Continuous Integration, Data Infrastructure, Relational Databases, Software Debugging, Human Resources Information System (HRIS), Fault Tolerance, Microsoft SQL Server, MySQL, Query Optimization, Queueing Systems, Systems Integration, Time Tracking Software, TypeScript, Management of Software Versions, Datadog, Data Logging, ReactJS, Concurrency, Indexer, Backend, Data Layers, Event Driven Architecture, Production Code, Front End Software Development, Restful APIs - **Published:** September 26, 2026 - **Apply:** https://www.juju.com/job/16_720cc4e21 ## About the Role Engineering depth * 8+ years shipping production .NET (C#, ASP.NET Core, EF Core) * 3+ years with React and TypeScript in production * Deep relational database experience (SQL Server and/or MySQL) - schema design, query tuning, execution plans, migrations against live data * Strong REST API design and integration: auth, versioning, retries, idempotency, and graceful degradation when a third party is down * Excellent fundamentals - clean code, debugging under pressure, performance profiling, async and concurrency * Automated testing and CI/CD as a default, plus the judgment to know what's worth testing * Comfortable operating what you build: logs, traces, production diagnosis, owning the fix Leadership * 2+ years leading engineers as a manager, tech lead, or team lead - including 1:1s, feedback, and career conversations * Demonstrated architectural ownership of a production system: you've made the significant calls and lived with the consequences * A track record of raising a team's technical bar, not just your own output * Strong written communication - design docs, ADRs, async updates, and clear direction to engineers and executives alike Ways of working * Daily agentic development practice - you can walk us through your workflow, its impact on your output, and how you'd get a team doing the same * Comfortable with real autonomy and real accountability, without a QA safety net Preferred Qualifications * HCM/HRIS domain experience (ATS, onboarding, payroll, benefits, time & attendance) * Payroll integration experience (mapping, reconciliation, auditability) * Event-driven architectures or message queues in production * Observability tooling - Application Insights, Datadog, or similar * Legacy modernization - evolving an established codebase without a rewrite * SOC 2 or other regulated-data environments; PII handling and audit requirements * Hiring engineers and building interview processes ## Description This is a player-coach role. You'll be in the codebase every week writing C#, reviewing PRs, and debugging production issues. You'll also own the architecture and the people: weekly 1:1s, career development, honest feedback, and hiring. Roughly 60-75% of your time is code and design; the rest is people, planning, and cross-functional work. On a team this size, a lead who stops shipping loses the context to make good calls. Agentic development is core to how we work - Claude Code, Copilot and other tools are how we understand systems, design solutions, and ship. As lead, you'll help define the playbook and coach the team into it. We hire for AI fluency because it's how a small team delivers like a much larger one. The Stack Backend: C#, .NET 8, ASP.NET Core, EF Core Frontend: React, TypeScript Data: SQL Server, MySQL Cloud: Azure (App Services, Functions, Service Bus) Also: REST integrations, CI/CD with quality gates, structured logging and tracing, and daily AI tooling, Build * Write production code every week - features, integrations, refactors, and bugs. You're one of the strongest ICs on the team, not an observer of it. * Own the hard problems. Performance bottlenecks, query tuning at real data volumes, race conditions, and failures that only appear under production load. * Build integrations that matter. Background screening, payroll, and the next provider on the roadmap - with real handling for rate limits, partial failures, retries, and idempotency. * Design and evolve the data layer. Schema design, indexing, and migrations against live data. * Go full-stack when the work calls for it, and review code as a craft - deep, specific, teaching-oriented. Lead People * Manage and grow engineers. Weekly 1:1s, clear expectations, honest feedback, real career development. You're responsible for whether your team is getting better. * Own performance. Set goals, run reviews, recognize strong work, and address underperformance early. * Hire. Partner with the Senior Director of Innovation on sourcing, interviewing, and closing - and help define what we screen for. * Set the operating rhythm. Planning and delivery cadence that keeps a small team focused without process for its own sake. * Partner with product and leadership. Translate business goals into technical plans and tradeoffs into terms non-engineers can act on. 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