To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts.

Job Category

Software Engineering Job Details

About Salesforce

Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.

Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.

Lead Member of Technical Staff, Release Engineering, Agentic Platform (Java / Node.js / iOS)

We're hiring an LMTS Release Engineer to lead release management across our Java backend services, Node.js platform layer, and iOS client apps. This is not a traditional CI/CD role, and it is not a hands-off architect role either. As an LMTS, you'll set the technical direction for how we ship software in the agentic era (where AI agents author code, open PRs, run validation suites, and propose merges autonomously) and you'll build the critical pieces yourself. You're the senior technical voice on release strategy, the person other engineers escalate to, and the one designing the trust layer that lets us safely ship code authored by humans and agents alike.

What You'll Own

• Release strategy across three runtimes. Java (Maven/Gradle, JVM services), Node.js (npm/pnpm, microservices and tooling), and iOS (Xcode, fastlane, App Store Connect, TestFlight). Define one coherent release story across all three and lead its execution.
• Agentic release pipelines. Architect and build the infrastructure that lets AI coding agents propose, validate, and ship changes safely: automated diff review, policy-as-code merge gates, signed-commit attestations, and human-in-the-loop approvals at the right friction points. You own this design end-to-end.
• Release automation and tooling. GitHub Actions / Jenkins / Buildkite pipelines, artifact registries (Artifactory, npm registry, internal CocoaPods/SPM mirrors), code signing for iOS, reproducible builds, SBOM generation.
• Branching, versioning, and cut strategy. Trunk-based development, semantic versioning, release trains, hotfix paths. Define what "ready to release" means for each runtime and enforce it.
• Observability and rollback. Deployment dashboards, canary/progressive rollout for backend, phased iOS rollouts, fast rollback. Mean-time-to-recovery is a metric you own.
• Compliance and supply chain. SLSA-aligned build provenance, dependency vulnerability gating, secret scanning, license compliance — especially important when agents are committing code.
• Technical leadership. Mentor MTS and SMTS engineers on release engineering practices, set the bar for design reviews in this domain, and represent release engineering in cross-org architecture forums. Influence direction without needing positional authority.

What We're Looking For:

Required:

• 8+ years in release engineering, build engineering, or developer infrastructure, with demonstrated technical leadership on a platform-scale system.
• Hands-on release experience with at least two of : JVM ecosystem (Maven/Gradle, Spring Boot, JAR/WAR publishing), Node.js ecosystem (npm/pnpm/yarn, monorepos, package publishing), or iOS (Xcode build settings, code signing, provisioning profiles, App Store submission, TestFlight). Working knowledge of the third.
• Deep CI/CD platform expertise — GitHub Actions, Jenkins, Buildkite, CircleCI, or similar. You can debug a flaky pipeline by reading logs, not by retrying.
• Strong scripting (Bash, Python, or TypeScript) and infrastructure-as-code (Terraform, Pulumi).
• Deep Git internals — rebases, bisects, signed commits, hooks, monorepo workflows.
• Track record of designing merge policies, branch protection, and release governance for orgs of 100+ engineers.
• Experience leading cross-team technical initiatives end-to-end (from design through rollout) and driving alignment across engineering, security, and product.

Strongly Preferred:

• Direct experience integrating AI coding agents (Claude Code, Cursor, Copilot Workspace, Devin, internal agent frameworks) into a development workflow, or a clear, opinionated point of view on how that integration should work.
• Familiarity with policy-as-code (OPA, Conftest), attestation frameworks (Sigstore, in-toto, SLSA), and supply-chain security tooling.
• Experience running iOS releases at scale: provisioning automation, certificate rotation, App Store review handling, staged rollouts, crash-rate gating.
• Background in incident response and on-call leadership.
• Prior experience as the senior-most engineer in a release/build org, setting technical direction across multiple teams.

How You'll Be Successful Here

• You treat release pipelines as a product , with internal users (humans and agents) and quality metrics.
• You're allergic to manual steps. If something is done twice, you've already started automating it.
• You have strong opinions about where humans belong in the loop and where they shouldn't be.
• You can talk to a senior iOS engineer about provisioning profiles and a backend platform lead about deployment SLOs in the same hour.
• You raise the bar for the engineers around you through code review, design review, and direct mentorship, without becoming a bottleneck.
• You're excited, not anxious, about agents writing production code. You see your job as making that safe at scale.

What Success Looks Like in the First 12 Months

• Month 3: Unified release dashboard across Java, Node, and iOS. Lead time and change-failure rate measured per runtime. Technical roadmap for the agentic release pipeline published and aligned across stakeholders.
• Month 6: Agent-authored PRs flow through the same release pipeline as human PRs, with attestation and policy gates. Human review effort per agent PR drops measurably. At least one MTS/SMTS engineer is leveling up under your mentorship on this surface.
• Month 12: Release cadence has increased without compromising quality. iOS hotfix path is under 24 hours. Backend canary rollouts are the default. Engineers describe shipping as "boring," in a good way. The agentic release model you designed is referenced by other orgs as the internal standard.

Why This Role Matters

Release engineering used to be the bottleneck. In the agentic era, it becomes the trust layer: the thing that lets organizations safely accept code from AI systems and ship at a pace humans alone couldn't sustain. As LMTS, you're the technical leader designing that trust layer for our platform.

Unleash Your Potential

When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best , and our AI agents accelerate your impact so you can do your best . Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.

Accommodations

If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form .

Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt out options.

Posting Statement

Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.

In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records. At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.

The typical base salary range for this position is $172,500 - $260,100 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $207,800 - $285,800 annually.

The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.