The New York Times

The New York Times is dedicated to helping people understand the world through on-the-ground, expert and deeply reported independent journalism. This mission is rooted in our belief that great journalism has the power to make each reader’s life richer and more fulfilling, and all of society stronger and more just.

Open roles at The New York Times : 10

Director of Engineering

NY or Remote

Full-time

Apply

Engineering Manager, Observability

Remote

Full-time

Apply

Senior Software Engineer, Developer Platforms

NY or Remote

Full-time

Apply

Senior Software Engineer, Edge Architecture (CDN/DNS)

NY or Remote

Full-time

Apply

Technical Product Manager

NY or Remote

Full-time

Apply

Senior Software Engineer, AWS/GCP Deployments

NY or Remote

Full-time

Apply

Senior Software Engineer, Application Services

NY or Remote

Full-time

Apply

Technical Program Manager

NY or Remote

Full-time

Apply

Senior Software Engineer, Site Reliability Engineering

NY or Remote

Full-time

Apply

Software Engineer, Observability

NY or Remote

Full-time

Apply

COME WORK WHERE JOURNALISM MEETS TECH📰

Times journalism is in amazing form, and audiences have been flocking to our authoritative coverage. Our journalists report from the ground in more than 150 countries, often at great personal risk. Our talented business-side colleagues help serve their reporting to more than seven million subscribers across multiple platforms.

To continue supporting our strategy of creating journalism that stands apart, along with innovative products and services to bring the news to the world, we must recruit the finest journalists and hire many of the field’s most creative, distinguished people.

That starts from within.

Employing more people at all levels of the organization who bring different perspectives will make our journalism more insightful, relevant and urgent.

This is a pivotal moment at the New York Times. As we work to reach our goal of 10 million subscribers by 2025, we also need to transform into a world-class technology and product company. In order to achieve The Times’s mission of seeking the truth and helping people understand the world, we are looking to continue building out teams where everyone’s differences are recognized, empowered and supported because we believe that our global subscriber base should be reflected within our technology teams and the products we build.

The New York Times is looking for Engineers, Product and Project Managers for its Delivery Engineering team. The Delivery Engineering team is an essential part of The New York Times' engineering organization. Its responsibilities are profoundly technical and include cloud environments, observability, deployment tools, edge architecture and site reliability engineering.

We are committed to nurturing talent and investing in our employees. If you see a job opening here that might be a right fit for you, we encourage you to apply and join The New York Times Company.

Here are some examples of the work that has been done over the years on Delivery Engineering:

We Don't Get Better, We Get Better
The New York Times runs on the Google Cloud Platform
Stress Testing in Production: The New York Times Engineering Survival Guide
How We Prepared New York Times Engineering for the Midterm Elections
Optimizing SRE Effectiveness at The New York Times
Building a Cloud Native culture at The New York Times
Continuous Deployment to Google Cloud Platform with Drone
Vault Fastly Secrets Engine Design and Implementation
SRE by influence and not authority. How The New York Times prepares for large scale events

You can read more about what we are up to in Technology at The Times in general on our Open Blog.

VALUES WE ADMIRE IN OUR TEAMMATES 👩🏾‍💻

Independence
Over a hundred years ago, The Times pledged “to give the news impartially, without fear or favor, regardless of party, sect, or interests involved.” That commitment remains true today: We follow the truth, wherever it leads.

Integrity
The trust of our readers is essential. We renew that trust every day through the actions and judgment of all our employees — in our journalism, in our workplace and in public.

Curiosity
Open-minded inquiry is at the heart of our mission. In all our work, we believe in continually asking questions, seeking out different perspectives and searching for better ways of doing things.

Respect
We help a global audience understand a vast and diverse world. To do that fully and fairly, we treat our subjects, our readers and each other with empathy and respect.

Collaboration
It takes creativity and expertise from people in every part of the company to fulfill our mission. We are at our best when we work together and support each other.

Excellence
We aim to set the standard in everything we do. The pursuit of excellence takes different forms, but in every context, we strive to deliver the very best.

OUR WORKFORCE MUST ALWAYS REFLECT OUR READERS 🌎

Diversity is the presence of differences in employees across multiple spaces including but not limited to: race, gender identity and expression, religion, ethnicity, age, sexual orientation, cognitive ability, physical ability, neurodiversity, socioeconomic status, military background

The New York Times is guided by a simple but powerful mission: to seek the truth and help people understand the world.

A diverse, inclusive workplace is essential to that mission. Our journalists reported on the ground in more than 160 countries last year. Our journalism reaches 150 million readers each month. To ensure we tell and share stories with respect, empathy and accuracy, we are committed to fostering a diverse staff that reflects the society we report on and the global community we serve. And we’re committed to giving our people a workplace that feels inclusive and rewarding to all.

Moreover, our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

We’re proud to announce that this is the third year we’ve won the AnitaB.org 2020 Top Companies for Women Technologists program. These three companies had the highest overall score, categorized by the size of their technical workforce.

THE IMPORTANCE OF EQUITY ⚖️

Equity focuses on dismantling the existing structures and systems that create inequities in the workplace. This can be achieved by the redistribution of resources, benefits and opportunities so that marginalized employees can thrive.

The challenges we face are not unique. Many of the issues we must address are deeply rooted in society, and continue to produce inequities for Black people and other people of color. And yet these issues will persist unless individuals and institutions choose to change.

The Times has stared down challenges throughout its history by acknowledging our shortcomings and recognizing the imperative to address them. In the last decade alone, we have transformed both our journalism and our business. Now, it is time to transform our culture.

The New York Times has clear expectations for leaders who manage people and for how they will be assessed. In the past year we’ve increased the feedback, training and support we provide managers.

We have a new goal of increasing the representation of Black and Latino colleagues in leadership by 50 percent by 2025.

HOW WE'RE BUILDING AND MAINTAINING AN INCLUSIVE CULTURE 🎉

Inclusivity means that all employees feel safe, welcome, appreciated and heard.

Our mission already attracts a diverse group of extraordinarily talented people to The Times. We envision a culture that welcomes and supports colleagues while they are here, that nurtures their talents and inspires their creativity and ambition, and that builds a sense of teamwork and togetherness.

One way we do this is by holding people managers to high standards. We provide a formal leadership development curriculum and incorporate people leadership and diversity, equity and inclusion in manager assessments.

SAFE & SUPPORTIVE ERG'S 🤲🏾

This year we’ve deepened our partnership with our employee resource groups, and established an employee advisory group that works with leaders to make The Times more diverse, equitable and inclusive.

Some ERGS are:

The Asian Network
Black @ NYT
Black and Latinx in Technology (BLiT)
Women in Tech
Arab Collective
TimesOut
Diversity in Digital
NYT Latino Network
Women’s Network

Leads of ERGs receive a stipend, career coaching, leadership training and more.

LEADERSHIP COMMITMENT 📌

The New York Times is committed to building an employee culture that works for all. This can only be done if employees are happy and healthy. We achieve this in a few ways:

- Provide career counseling and support through our partnership with Bravely
- Have a joint DEI Taskforce at the C level of the company and providing a framework for advising and giving feedback on The Times culture.
- Launch an annual comprehensive and actionable Diversity Report that provides learnings and actions to enable employee innovation, creativity, advancement and happiness.
- On a team level, Delivery Engineering has a weekly social virtual hangout for anyone who misses the in office interaction. This usually turns into an aggressive meme sharing activity
- Weekly we implement a “kudos” thread on Slack where we foster a public way to thank each other for something they did this past week

INTERVIEW PROCESS 📋

Step 1: Recruiter
Step 2: Hiring Manager Screen
Step 3: Tech Screen & Coding Exercise
Step 4: Panel Interview with 4 distinct interviews across these topics: Algorithmic Design & Coding, Systems Design and Architecture, Ability to Learn & Teach and Values Alignment.
Step 5: Hiring manager or Recruiter Q&A

BENEFITS 💰

We offer a comprehensive and competitive benefits package that includes medical, dental and vision plans for employees and their families, health and wellness programs and…
- a 401(k) plan with employee matching
- RSU plan (for engineers only)
- tuition reimbursement up to $8000
- Confidential employee coaching sessions through Bravely
- Generous PTO
- Up to 18 weeks parental leave
- The opportunity to join any of the 11 employee resource groups
- MacBook and work from home tech set up

© 2020 Black Tech Pipeline, LLC. All rights reserved | Graphics by Niesha White

Built with passion by Pariss Athena and Nick DeJesus