Senior Manager, Firmware Development

Position Summary

The Manager, Firmware Development leads a team of firmware engineers responsible for the design, development, integration, debug, and delivery of embedded firmware for complex storage products. This role combines people leadership, technical judgment, execution discipline, and cross-functional collaboration to ensure high-quality firmware delivery aligned with product, program, and business objectives.

The Manager will manage engineers with varying levels of firmware development experience, building team capability through clear direction, coaching, prioritization, and performance management. The role partners closely with hardware, systems, validation, program management, quality, and manufacturing teams to develop robust firmware solutions and resolve technical issues across the product lifecycle.

Essential Duties and Responsibilities

• Lead, develop, and retain a team of firmware engineers working across architecture, design, implementation, integration, debug, and sustaining activities.
• Set clear goals, priorities, and execution plans for the team, ensuring alignment with product roadmaps, schedule commitments, and quality expectations.
• Drive firmware development using disciplined engineering practices, including design reviews, coding standards, defect management, test strategy, and release readiness.
• Provide technical and organizational leadership for embedded firmware development, including data structures, software algorithms, drivers, control paths, and hardware interfaces.
• Guide the team in debugging complex issues across firmware, hardware, system, and platform interactions; support root-cause analysis and corrective action closure.
• Partner cross-functionally with ASIC, hardware, systems, validation, manufacturing, reliability, and program teams to deliver complete solutions.
• Balance near-term execution with longer-term improvements in team capability, development processes, tools, and technical roadmap.
• Review technical designs, development plans, and engineering analyses to ensure sound decisions, clear tradeoffs, and effective risk management.
• Establish a high-accountability, collaborative team environment that supports engineers at different experience levels and enables growth in technical depth and ownership.
• Manage resource planning, work allocation, hiring, onboarding, and succession planning for the firmware organization.
• Communicate status, risks, dependencies, and key technical decisions clearly to the Director of Firmware Development and other stakeholders.
• Ensure documentation is complete and maintained throughout the firmware development lifecycle, including requirements, design artifacts, investigations, and release materials.

Required Qualifications

• Bachelor's degree in Computer Engineering, Electrical Engineering, Computer Science, or a related technical field; advanced degree preferred.
• 7+ years of embedded or firmware development experience, with meaningful experience leading engineering teams.
• 1+ years of people management or equivalent leadership experience, including performance management, coaching, and career development.
• Strong technical foundation in embedded systems and firmware development using C/C++; experience with low-level software, device control, drivers, and hardware/software integration.
• Experience leading teams through full product development cycles from concept through release and sustaining support.
• Demonstrated ability to manage engineers with a broad range of experience and skill levels.
• Strong problem-solving, debugging, and root-cause analysis skills in complex system environments.
• Effective written and verbal communication skills, with the ability to communicate technical and execution topics to both engineering and management audiences.

Preferred Qualifications

• Experience with storage, data-path, controller, or other performance-sensitive embedded systems.
• Experience with firmware development tools, lab debug environments, emulation, simulation, and automated test frameworks.
• Working knowledge of structured development methodologies, CI/CD practices, code review discipline, and quality-oriented release processes.
• Experience operating in global, cross-functional product development organizations.

Leadership Expectations

• Builds an inclusive, respectful team culture grounded in accountability, technical rigor, and consistent execution.
• Adapts leadership approach to support senior engineers, mid-level contributors, and early-career team members effectively.
• Makes timely, well-reasoned decisions with appropriate consideration of technical, schedule, and business tradeoffs.
• Raises issues early, escalates appropriately, and drives closure on critical dependencies and risks.
• Develops talent intentionally through coaching, feedback, stretch assignments, and succession planning.

Additional Information

We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the " Know Your Rights: Workplace Discrimination is Illegal " poster. Our pay transparency policy is available here.

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WD is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 1/9/27, although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.

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Compensation & Benefits Details

• An employee's pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
• If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
• You will be eligible to be considered for bonuses under either WD's Short Term Incentive Plan ("STI Plan") or the Sales Incentive Plan ("SIP") which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.
• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the WD Savings 401(k) Plan.
• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.

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