Sr. Staff Back-End Engineer

Company Introduction 

We exist to wow our customers. We know we’re doing the right thing when we hear our customers say, “How did I ever live without Coupang?” Born out of an obsession to make shopping, eating, and living easier than ever, we’re collectively disrupting the multi-billion-dollar e-commerce industry from the ground up. We are one of the fastest-growing e-commerce companies that established an unparalleled reputation for being a dominant and reliable force in South Korean commerce. 

We are proud to have the best of both worlds — a startup culture with the resources of a large global public company. This fuels us to continue our growth and launch new services at the speed we have been since our inception. We are all entrepreneurs surrounded by opportunities to drive new initiatives and innovations. At our core, we are bold and ambitious people that like to get our hands dirty and make a hands-on impact. At Coupang, you will see yourself, your colleagues, your team, and the company grow every day.

Our mission to build the future of commerce is real. We push the boundaries of what’s possible to solve problems and break traditional tradeoffs. Join Coupang now to create an epic experience in this always-on, high-tech, and hyper-connected world. 
 

Senior Staff Architect – Labor & Workforce Systems (LFS)

Role Overview

We are looking for a Senior Staff Engineer to lead the architecture and technology strategy for our Labor & Workforce Systems (LFS) platform. This role will own the end-to-end architecture supporting workforce forecasting, manpower planning, labor deployment, incentive management, staffing optimization, attendance, scheduling, and workforce operations. The platform sits at the heart of business execution, enabling efficient workforce utilization while balancing cost, productivity, compliance, and fulfillment center and logistics worker experience.

As a senior technical leader, you will drive the design of highly scalable systems that manage the entire workforce lifecycle, from demand forecasting and labor planning through deployment, scheduling, time tracking, performance incentives, and operational execution. You will partner with Operations, Product, HR, Finance, and Engineering leaders to solve complex workforce challenges that have direct impact on business performance, operational efficiency, labor costs, and customer experience.

What You Will Do

Workforce Forecasting & Planning

• Architect demand forecasting systems that predict workforce needs across business units and locations.
• Design labor planning solutions that translate forecasted demand into staffing requirements.
• Enable capacity planning, headcount modeling, and scenario-based workforce optimization.

Incentive Management

• Build platforms that manage complex incentive programs tied to productivity, quality, attendance, and operational KPIs.
• Design scalable compensation and incentive calculation engines supporting diverse worker populations.
• Enable real-time visibility into incentive performance and workforce effectiveness.

Labor Deployment & Staffing Optimization

• Design workforce deployment solutions that optimize allocation of labor across sites, functions, and shifts.
• Build intelligent staffing systems capable of balancing labor supply with operational demand.
• Drive automation to improve workforce utilization while reducing labor costs.

Workforce Lifecycle Management

• Architect systems supporting the complete employee lifecycle:
• Workforce planning
• Recruiting and onboarding
• Scheduling and attendance
• Performance management
• Incentive administration
• Workforce mobility
• Offboarding and workforce analytics

Operational Workflow Architecture

• Lead architecture for mission-critical operational workflows that directly impact daily business execution.
• Simplify complex workforce management processes through automation and platform standardization.
• Ensure systems remain resilient, scalable, and available for large-scale workforce operations.

Business Impact

This role has significant influence on:

• Labor cost optimization
• Workforce productivity
• Operational efficiency
• Capacity utilization
• Business scalability
• Forecast accuracy and planning effectiveness

The Senior Staff Architect will be expected to solve large-scale workforce management challenges where architectural decisions can impact thousands of employees and millions of dollars in operational spend.

Preferred Qualifications

• 15+ years of software engineering and architecture experience.
• Deep expertise in workforce management, labor planning, scheduling, forecasting, staffing, or workforce optimization systems.
• Experience building large-scale enterprise platforms with high operational impact.
• Strong background in distributed systems, cloud architectures, event-driven systems, and data-intensive applications.
• Proven ability to influence executive stakeholders and drive cross-functional technical strategy.

Ideal Candidate Profile

A highly strategic architect who understands both technology and workforce operations, with experience designing platforms that connect forecasting, manpower planning, deployment, incentives, scheduling, and operational workflows into a single, scalable workforce ecosystem. This individual should be capable of translating complex workforce challenges into simple, scalable technology solutions that drive measurable business outcomes.

Type of work model

• Hybrid

Details to consider

• Those eligible for employment protection (recipients of veteran’s benefits, the disabled, etc.) may receive preferential treatment for employment in accordance with applicable laws. 
  

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