OpusClip is the worlds No.1 AI video agent, built for authenticity on social media.

We envision a world where everyone can authentically share their story through video, with no expertise needed. Within just 18 months of our launch, over 10 million creators and businesses have used OpusClip to enhance their social presence.

We have raised $50 million in total funding and are fortunate to have some of the most supportive investors, including SoftBank Vision Fund, DCM Ventures, Millennium New Horizons, Fellows Fund, AI Grant, Jason Lemkin (SaaStr), Samsung Next, GTMfund, Alumni Ventures, and many more.

Check out our latest coverage by Business Insider featuring our product and funding milestones, and our recognition as one of The Informations 50 Most Promising Startups in 2024.

Headquartered in Mountain View, we are a team of 100 passionate and experienced AI enthusiasts and video experts, driven by our core values:

• Be a Champion Team




• Prioritize Ruthlessly




• Ship fast, Quality Follows




• Obsess over customers

Be a part of this exciting journey with us!

About the role

Were hiring an Engineering Lead to be the senior-most engineering leader in our Burnaby office — the person the whole site looks to for direction, standards, and momentum.

This is not a coordination role. You will own the output of a ~10-person engineering team spanning growth engineering, B2B/enterprise delivery, DevOps/SRE, data engineering, and our most production-and data-sensitive systems (authentication, billing-adjacent surfaces, PII). Youll set the bar for what great looks like, hold the team to it in person every day, and grow the org — its size, its talent density, and its next generation of technical leaders.

Youll work as a true player-coach: close enough to the architecture and the code to earn the respect of senior engineers, and experienced enough as a manager to build a team where high performance is the norm.

What youll do

• Lead the office, in person. Be the visible, accountable engineering authority on‑site in Burnaby. Set the operating cadence, uphold standards and in‑office discipline, and create the environment where the team performs at its best whether or not anyone is watching.




• Build a high-performance culture, in both directions. This is the job, not a soft skill attached to it. Find the people already operating above their level: give them the visible work, pay and promote them accordingly, and make them the standard everyone else is measured against. Find the people who arent clearing the bar: tell them plainly and early, then either grow them or move them on — quickly, and with dignity. Most leaders do the second half and call it talent density; we care at least as much about the first.








• Build an AI-native engineering culture. Champion a way of working where AI agents are part of every engineers daily workflow — and where the leverage shows up in the teams output.




• Own delivery across the sites domains — and stay in the work. Growth and pricing are yours outright: experimentation, conversion, monetization, and the systems that decide what we charge and why. Data science and the reframing systems too. Youll review the designs, challenge the architecture, and unblock the hard problems yourself — senior engineers should want your opinion, not just your sign‑off. When one of those numbers moves, you should be the first person with a theory, not the last to hear.




• Hold the dotted lines without holding the org chart. Platform/SRE, security, and B2B engineering sit in this office but report elsewhere. That includes some of our most sensitive surfaces: sign‑on, PII, production access, infrastructure security. You wont own those reviews, and you will still be the reason those engineers are supported, visible, held to the same bar. If influence without authority reads as a demotion, this is the wrong role.




• Partner globally. Work daily with leadership and engineering teams in Mountain View, Shanghai, and Chengdu, and with product and CX teammates in the Burnaby office. Represent Vancouvers engineering voice in company‑level decisions.

This role probably isnt right for you if…

• Youd rather stay purely hands‑on-code than own the direction, quality, and growth of an engineering org




• Recruiting, mentoring, and performance management feel like chores rather than core to the job




• You think "AI-native" is a recruiting buzzword. Here its the operating model. If the way youd lead engineers here is the way you led them in 2023, you will be out‑shipped by teams half your size.




• Youre uncomfortable giving direct feedback or making hard people decisions




• You prefer influencing from a distance over leading in person, on‑site, every day




• Youre uncomfortable with rapid iteration speed and intensity of a top tier AI startup, ambiguity, or owning reliability and security outcomes end‑to‑end

Who were looking for

• Youre a few years into managing engineers, and you have something to prove. Were not looking for someone whos held the title for a decade and wants a quieter version of it.




• Youve turned one specific team around, and you can tell us what it looked like before, what you actually changed, and how you knew it worked.




• Youve done both halves of talent density in the same year: coached someone out,
  
  
  
  and made someone else the person everyone started copying.




• You can still lose an architecture debate to your best engineer on the merits, and win the rematch. Theres a hands‑on exercise in this loop — for a leadership role, deliberately.




• Youve owned a number a founder checks every week — conversion, pricing, revenue, reliability, cost — and you can say what you did the week it went the wrong way.




• Youve been accountable for people who didnt report to you, and it worked anyway.




• Startup experience matters more to us here than brand names — AI or video, ideally. If your whole career has been inside large, stable organizations, this will be a bigger adjustment than it looks from the outside.




• Burnaby, on‑site, five days a week — and you read that as a feature of this job, not the price of it.




• Bachelors degree in Computer Science, Computer Engineering, or equivalent practical experience; 8+ years building software, including 3+ years managing engineers.

Bonus if you have

• Growth engineering background — owning experimentation, conversion, or monetization surfaces




• Enterprise/B2B engineering experience — customer‑facing delivery, integrations, security reviews




• Experience with security and compliance for PII‑heavy systems (SOC 2, access control, data governance)




• Background in creator tools, video, or the creator economy




• Experience building an org or site from a similar size to 2–3x

Our perks

• Comprehensive medical, vision, and dental coverage to support you and your well‑being




• Flexible paid time off that empowers you to recharge, reset, and come back stronger




• Generous equipment, software, and office furniture budget, including MacBook, 4K monitor, standing desks, and more of what you need to be creative and productive




• Access to the latest technologies and tools




• Free lunch, plus a wide variety of global snacks and beverages onsite




• Free parking




• Visa sponsorship available, subject to eligibility

EEO

OpusClip is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristics. OpusClip considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Opus Clip is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures.