You're the engineer who sustains 50+ SaaS products when nobody else has the answers. We need DevOps engineers capable of exploring unknown AWS environments, stabilizing disorder, and driving uptime beyond 99.9% through genuine monitoring, genuine automation, and genuine RCAs. You'll break complex projects into one-day increments, deliver production-ready Python or JavaScript, and leverage AI as your assistant.
Most organizations talk about "cloud" while hand-holding infrastructure. We're systematizing reliability across dozens of acquired products where the founding engineers have departed and the documentation is incomplete. That's the challenge: you'll apply agents and contemporary tools to examine unfamiliar systems 5–10x faster, document what you discover, and automate it so the same outage won't recur. Rather than evaluating you on certifications and vendor badges, we'll observe you troubleshoot in real time, produce a genuine 5-Whys that identifies one preventable root cause, and construct automations that endure production conditions.
This is not an L2 "execute the runbook" position. In this role, you author the runbooks, architect the deployment from dev to staged to 10% to 100% with soak periods and rollback triggers, and construct the monitors that detect the corner cases. You reject risky changes before anyone executes them. You distinguish infrastructure failures you own from application bugs Engineering owns, and you route permanent fixes to the appropriate team.
You'll operate at the engineering center of reliability, owning infrastructure initiatives, incident response and RCAs, and change requests with copy-paste-executable runbooks. If you've already owned a significant SaaS product and want to extend that discipline to an entire fleet, join us. Bring expert-level AWS, production-grade coding skills, ruthless scope discipline, and daily, critical use of AI tools. If you're prepared to keep the lights on, please apply.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.






It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.