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Principal Technical Program Manager, Nova Program (Remote) at ezCater, Inc. . Location: Boston, MA. ezCater is the #1 food tech platform for workplaces in the US. The company makes it easy for any organization to manage its food needs and order from over 125,000 restaurants nationwide. For workplaces, ezCater provides flexible and scalable solutions for everything from employee meal programs to one-off meetings, all backed by beyond helpful 24/7 service and business-grade reliability. For restaurant partners, ezCater helps grow their business by bringing them new high-value customers and large orders.. ezCater is executing Nova, a multi-year program to re-platform from a legacy Ruby monolith (ezRails) onto a modern, domain-driven microservices platform (Go, OpenAPI 3.1, Kafka/MSK, Temporal, PostgreSQL on EKS). Nova is organized as a two-tier structure: a Core Team providing strategic and architectural direction, and roughly a dozen domain-aligned Workstreams responsible for building and delivering capabilities. Four workstreams — Golden Path / Core Platform, User/Identity, Payments, and Search & Discovery — are already in active build; additional workstreams (MDM, Order, Restaurants & Menus, Core Events, and others) will come online through Q3 and Q4 2026. We are in the process of hiring and contracting architecture, software engineering and other IC roles in order to spin up these other workstreams, as well as putting into place a formal program management structure in June ’26.. . For this, we are looking for a Principal Technical Program Manager to join the Nova Core Team.. . This TPM will act as the connective tissue across workstreams. The Core Team sets direction; workstreams own delivery; the TPM makes sure plans are integrated, dependencies are visible, risks are owned, decisions are identified and concluded, and status is honest. Their job is to make the program legible to leadership and unblocked for the teams. Secondly, the TPM must be technically literate and have proven experience in leading a large commerce platform migration, ideally transitioning from monolith to microservicing, such that they are familiar with the common build-and-migrate patterns for this type of migration, as well as challenges.. . What You'll Do: . . Integrated Program Schedule & Milestone Management. . . Drive each workstream through milestone planning, baseline, and replan cycles; ensure capability milestones, dependencies, and target dates are clearly documented and current.. . Manage the critical path and surface schedule risk early; partner with workstream tech leads to negotiate trade-offs when a milestone slips.. . Maintain the Work Breakdown Structure (WBS) from workstream → capability → milestone, and keep the program schedule and goals-to-milestones mapping in sync.. . . Cross-Workstream Dependency Management. . . Identify and track cross-workstream dependencies (e.g., User/Identity ↔ Payments on user-payment-method association; MDM ↔ User/Identity on user authority; Golden Path ↔ every downstream workstream on the cookie-cutter service template).. . Drive stub/contract-first patterns so workstreams can move in parallel rather than serially; escalate to the Core Team when a dependency becomes a blocker.. . Run the cadence (working sessions, design reviews, integration checkpoints) needed to keep dependencies from slipping.. . . Resource Management & Staffing Coordination. . . Maintain the program-wide view of resourcing across all workstreams — FTE allocations, contractor placements (BairesDev, Slalom, and others), and open roles — and keep the picture current as workstreams ramp.. . Surface resource bottlenecks early: where a workstream is under-resourced for its scope, where a critical hire is gating downstream velocity (e.g., AI DX Lead, Platform SEM, workstream tech leads), and where contractor capacity is outpacing the team’s ability to absorb it.. . Partner with workstream tech leads and the hiring side of the org to coordinate onboarding of new FTEs and contractors — ensuring access, ramp plans, and first assignments are in place so people are productive in weeks, not months.. . Track contractor engagements (start dates, end dates, scope, renewal decisions) and ensure transitions in and out of the program don’t leave knowledge gaps.. . . Status, Risk, and Communications. . . Own the Nova program Heartbeat report (biweekly written status to stakeholders) and the weekly executive roll-up — assemble inputs from workstream leads, draft, and publish.. . Maintain the RAID log (Risks, Assumptions, Issues, Dependencies) and the risk register; ensure risk owners are named, mitigation plans are current, and escalations happen on time.. . Run the Core Team cadence: agendas, decisions, action items, follow-through; make sure decisions are documented and reachable.. . Communicate program status and risks honestly — to workstream leads, the Core Team, and (where appropriate) ELT stakeholders.. . . Program Governance & Change Control. . . Operate the scope and schedule change control process: classify changes (within-milestone, cross-workstream, program-level), route them to the right decision authority, and document outcomes.. . Maintain the program decision log; ensure architectural and program-level decisions are recorded and accessible.. . Steward the program-management artifacts (schedule, RAID, risk register, communications plan, stakeholder register) so they remain trustworthy operating tools rather than wallpaper.. . . Workstream Enablement. . . Coach new workstream tech leads through milestone planning and the Nova program rhythm; help them produce a credible baselined milestone plan within their first 4-6 weeks.. . Identify and fix friction in the program operating model — meeting overhead, status reporting load, tooling gaps — so workstreams spend their time building, not reporting.. . . Workstream-to-Pillars-and-Pods Transition. . . Facilitate planning and timing of transitions as Nova workstreams move from dedicated (or hybrid) program staffing back into the permanent Pillars and Pods organizational structure — typically once a workstream’s initial services are production-operational and out of intensive build.. . Partner with Pillar leadership to identify the right transition point per workstream, sequence transitions so they don’t collide with Pillar BAU commitments, and confirm receiving Pods are ready (capacity, on-call, ownership clarity).. . Coordinate the handoff itself: service ownership, documentation, on-call rotations, backlog transfer, and any residual Nova-program obligations — so nothing falls between Nova and the receiving Pillar.. . Maintain a forward view of upcoming transitions in the program schedule so they are planned for, not surprises.. . . What You Have. :. . . 10+ years as a technical program manager on platform or infrastructure programs.. . Direct experience on at least one large monolith-to-microservices or major platform re-architecture program — running the schedule, dependencies, and cross-team coordination, not just status reporting.. . Strong technical fluency: comfortable reading architecture diagrams, OpenAPI specs, event schemas, and sequence diagrams; able to hold their own in a room with staff and principal engineers.. . Demonstrated ability to drive integrated schedules across 8-15 parallel workstreams with hard dependencies, in environments where work is genuinely being designed and re-planned in flight (not waterfall delivery against a fixed plan).. . Experience managing resourcing and staffing across a multi-workstream program — tracking allocations, surfacing bottlenecks, and onboarding a mix of FTEs and contractors at pace.. . Experience handing program-built capabilities back to permanent product/engineering teams — understands what makes a clean transition versus one that leaves orphaned services and unhappy receiving teams.. . Excellent written communication: can draft a clear, honest, two-page program status that an executive will actually read.. . Practiced in modern program tooling (Jira, Linear, Smartsheet, Asana, or equivalent), and comfortable working in Google Workspace and Slack as the daily medium.. . Comfortable with AI-first ways of working: uses Claude, Gemini, or comparable tools as a daily part of how they draft, analyze, and synthesize.. . Bias to action; opinionated about how programs should run; willing to push back on the Core Team when the data calls for it.. . Ability to travel up to 5 days per quarter for Together Weeks, team gatherings and other events, when applicable.. . . The national total target.  . cash compensation range for this position, including base salary and bonus target, is $188,000–$284,000 annually.*. . *Please note: Final offer amounts are determined by multiple factors, including prior experience, expertise and region & may vary from the amount above. This range does not represent additional compensation benefits (such as equity, 401K or medical, dental or vision insurance).. .  . ezCater does not sponsor applicants for work visas or legal permanent residence.. .  . . What You’ll Get from Us:. . You’ll get a terrifically compelling experience in an innovative, high performing environment. You’ll get to work with engaged and passionate colleagues on challenging and impactful projects. You will have opportunities to grow in your career, and work in a  place that values work/life harmony. . . Oh, and you’ll get all this: Market competitive salary, stock options that you’ll help make worth a lot, 12 paid holidays, flexible PTO, 401K with ezCater match, health/dental/FSA, long-term disability insurance, mental health and family planning resources, remote-hybrid work from our awesome Boston office OR your home OR a mixture of both home and office, a tremendous amount of responsibility and autonomy, wicked awesome co-workers, . employee meal program. (and many more goodies) when you’re in our office, and knowing that you helped transform the food for work space.. . ezCater is an equal opportunity employer. We embrace humans of every background, appearance, race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, and disability status. At the same time, we do not employ jerks, even brilliant ones. Following a conditional offer of employment, ezCater may require a background check.. . For information on how ezCater collects and uses job applicants' personal information, please visit our . Job Applicant Privacy Policy.. . #BI-Remote