Tech Leadership Development Lead

About the team

As we build the next generation of technical leadership at Zillow, we’re looking for a builder and operator who can elevate manager effectiveness across our Product, Engineering, Marketing, and Design (PEMD) orgs. In this role, you will lead the strategy and execution of learning and enablement efforts for technical people managers, with a focus on behavior change, role clarity, and performance ownership.

This isn’t your typical leadership development role. You’ll need a deep understanding of the realities of tech management—especially in player-coach roles and agile development cycles—and a sharp ability to translate org needs into practical, workflow-embedded development. You’ll be shaping how people leaders inspect work, give feedback, drive clarity through ambiguity, and model accountability.

This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions. In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $ - $ annually.

This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Minnesota, Nevada, Ohio, Rhode Island, and Vermont the standard base pay range for this role is $ - $ annually. The base pay range is specific to these locations and may not be applicable to other locations. In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location.

Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

• You're equal parts operator, strategist, and coach—someone who knows what it looks like when leadership is working, and how to get people there.
• You’ve worked in or closely with technical teams, and you understand the difference between theoretical manager training and what actually changes behavior.
• You’re comfortable working in ambiguity and fast-moving orgs—and you know how to ship MVPs that evolve through iteration and feedback.
• You think in systems. You see how culture, expectations, performance, and development all connect—and you can build repeatable enablement that reinforces the right outcomes.

• Lead the reimagining of manager development across Product, Engineering, Marketing, and Design, starting with senior leaders and expanding to the middle management layer
• Define and operationalize what “great leadership” looks like by level—clarifying expectations around feedback, inspection, coaching, and performance ownership
• Build modular, behavior-driven learning experiences (toolkits, short-form content, in-the-flow enablement, etc)
• Partner closely with HRBPs, People Analytics, and Tech leadership to identify needs, align signals, and co-own success metrics
• Share manager effectiveness data, insights, and behavior signals with leaders in a digestible, actionable format—on a regular cadence—so they can hold people leaders accountable for performance, feedback, and team health.
• Partner with org leaders and HRBPs to help define and reinforce the core leadership practices that drive team health and accountability—ensuring managers regularly check in on goals, inspect work, give feedback, hold career conversations, and address low performance consistently.
• Elevate manager onboarding and talent readiness by creating assets and experiences that embed leadership culture early
• Pilot, test, and iterate—using feedback from leaders and teams to improve and scale

• 6+ years of experience in a technical, product, or talent role—ideally within a fast-moving or matrixed org
• Demonstrated success in building leadership capability, whether through programs, coaching, org design, or enablement initiatives
• Strong understanding…