Senior Software Engineer in New York, NY at Franklin Covey Careers

Date Posted: 11/13/2021

Job Snapshot

Job Description

Title: Senior Software Engineer
Reports to:  Senior Director of Engineering

Location: Remote - Anywhere in US, Canada, or Latin America

Job Summary:

As a Sr Software Engineer, you will develop products that allow companies to train their employees and overcome their most pressing people-related problems at scale. You will work with our product team to build a learning platform on a modern tech stack, scaling usage 10-1000x in the next year. As part of this work, you will also help architect innovative ways to connect disparate historically utilized platforms into one seamless user and customer experience.

Essential Job Functions:

  • Ship while writing testable, readable, and maintainable code.
  • Support and influence the customer-centric culture while promoting continuous improvement.
  • Engage in technical discussions and decision-making.
  • Collaborate with stakeholders to understand requirements and ensure goal fulfillment through use cases.

Job Requirements

  • 5+ years of relevant professional experience.
  • Experience with Javascript, Python, or Ruby on Rails strongly preferred.
  • Experience with React/Django preferred but not required.
  • Drive to continually improve upon your expertise and share knowledge.
  • Demonstrable ability to ship high-quality software representative of foremost engineering practices while explicitly conveying associated tradeoffs.  
  • Experience with any of the following engineering areas: performance, security, privacy, accessibility, and localization/globalization preferred.
  • Experience leading, mentoring, or managing a team of software engineers preferred.
  • Experience architecting or refactoring systems of moderate complexity preferred.

Company Information

Strive, a FranklinCovey Company

Strive was an ed-tech startup building a platform for management training and leadership development. Strive's approach is comparable to Noom or Omada Health for learning, combining coaching, community, accountability, and analytics to drive behavior change at scale. The approach worked – 90% of participants and 100% of buyers say they would be disappointed if they could no longer use Strive, the average participant improves 10% on key leadership skills and completion rates are ~3x industry standards. 

Strive was acquired by FranklinCovey in April 2021 with the goal of using Strive's learning platform to power the learning experience for FranklinCovey's thousands of customers and millions of learners.

Strive's team of 17 has joined FranklinCovey and you will be working as part of that engineering team. This opportunity has many of the benefits of a startup – smaller / nimble team, relatively new code base, progressive engineering practices – and the benefits of a larger company – scale, stable salary/team, etc. 

Strive is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

click here for additional information regarding our Equal Employment Opportunity policies.

Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job by emailing us at Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.


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