Senior Software Engineer, .NET Lead

About AccuSourceHR

AccuSourceHR™ is a full-service employment screening organization headquartered in Phoenix, Arizona. Since 1999, we've combined innovative technology with high-quality, US-based client care. Our culture is built on collaboration, continuous learning, and a commitment to excellence.

Role Summary

This is a player-coach role. You'll be in the codebase every week writing C#, reviewing PRs, and debugging production issues. You'll also own the architecture and the people: weekly 1:1s, career development, honest feedback, and hiring. Roughly 60-75% of your time is code and design; the rest is people, planning, and cross-functional work. On a team this size, a lead who stops shipping loses the context to make good calls.

Agentic development is core to how we work - Claude Code, Copilot and other tools are how we understand systems, design solutions, and ship. As lead, you'll help define the playbook and coach the team into it. We hire for AI fluency because it's how a small team delivers like a much larger one.

The Stack

Backend: C#, .NET 8, ASP.NET Core, EF Core

Frontend: React, TypeScript

Data: SQL Server, MySQL

Cloud: Azure (App Services, Functions, Service Bus)

Also: REST integrations, CI/CD with quality gates, structured logging and tracing, and daily AI tooling

Key Responsibilities

Build

• Write production code every week — features, integrations, refactors, and bugs. You're one of the strongest ICs on the team, not an observer of it.
• Own the hard problems. Performance bottlenecks, query tuning at real data volumes, race conditions, and failures that only appear under production load.
• Build integrations that matter. Background screening, payroll, and the next provider on the roadmap — with real handling for rate limits, partial failures, retries, and idempotency.
• Design and evolve the data layer. Schema design, indexing, and migrations against live data.
• Go full-stack when the work calls for it, and review code as a craft — deep, specific, teaching-oriented.

Lead People

• Manage and grow engineers. Weekly 1:1s, clear expectations, honest feedback, real career development. You're responsible for whether your team is getting better.
• Own performance. Set goals, run reviews, recognize strong work, and address underperformance early.
• Hire. Partner with the Senior Director of Innovation on sourcing, interviewing, and closing — and help define what we screen for.
• Set the operating rhythm. Planning and delivery cadence that keeps a small team focused without process for its own sake.
• Partner with product and leadership. Translate business goals into technical plans and tradeoffs into terms non-engineers can act on. Give honest estimates and flag risk early.