Staff Software Engineer Frontend & AI Tooling (AI Enablement) (Ingeniero de Software Staff Frontend y Herramientas IA) Hybrid

AI Enablement is the team that builds the AI infrastructure the rest of Claras engineering org runs on. Were not a team that adds AI to a product we build the tools other teams build with. Live examples today: Clara Builders (an internal skills marketplace and self-service app platform) an agent that turns Figma designs directly into production code through MCP a documentation agent that keeps internal knowledge in sync with the codebases it describes and n8n automations already running in production across several business teams.

Were looking for a senior engineer to own the frontend architecture of Clara Builders and go deep on the systems behind it backend services agent infrastructure and the AI tooling other teams across Clara rely on. This is deliberately not a frontend-only role: youll be expected to move into backend and infra whenever the problem calls for it and to build AI tooling yourself rather than just apply it to your own tickets.

Concretely Clara Builders is a 15 (App Router) TypeScript app on Prisma/Postgres with a self-service Dokploy deploy pipeline (staging beta production gated by a pending/approved environment lifecycle) and a Cloudflare AI Gateway layer that proxies multiple LLM providers behind one internal endpoint. Youd be joining while were actively building the next layer on top of that: OAuth Clients support and unified access proposals both in progress and largely undocumented today youd be shaping them not inheriting a finished spec.

We move fast and trust our engineers to own outcomes end-to-end. That means autonomy to make decisions proactivity to surface problems before they become blockers and the attitude to push initiatives across the finish line without waiting to be told what to do.

Your responsibilities will include:

• Owning frontend architecture for Clara Builders ( 15 App Router React TypeScript Tailwind shadcn/ui) and the component system that powers skills and app generation
• Extending the backend in the same repo Prisma/Postgres data models auth flows and the self-service Dokploy deployment pipeline (staging/beta/production with its pending approved environment lifecycle)
• Working directly in the AI Gateway layer the Cloudflare AI Gateway proxy that fronts multiple LLM providers behind one internal endpoint to add providers harden routing or expose new models to builders
• Building and extending agent infrastructure: the Figma-to-code MCP agent the documentation-sync agent and the n8n automation flows already running in production
• Designing and shipping new AI tooling from scratch our own roadmap right now includes OAuth Clients and unified access proposals both undocumented and actively being defined
• Contributing to the GitHub org access model: self-service OAuth-based org membership with automated drift detection against clara-team
• Setting the technical bar for frontend and AI-tooling work across the pod through code review and the standard you hold in your own work

• Solid foundation in modern frontend engineering (React App Router TypeScript Tailwind/shadcn) thats the floor of this role not the ceiling
• Real evidence of building on top of LLMs not just using them agents MCP servers/integrations LLM gateway or proxy patterns automation pipelines (n8n or similar) not I use Copilot daily
• Comfortable stepping into backend when the problem needs it Postgres Prisma (or an equivalent typed ORM) auth flows (OAuth/NextAuth-style) API design
• High autonomy and ownership mindset Claras pod model has no EM assigning tasks; you define your own scope inside the teams goals and drive it
• Nice to have: experience with design-to-code pipelines design systems or building internal developer platforms
• English proficiency
• A genuine pull toward AI. You dont need to be an expert but youre actively experimenting with AI tools in your day-to-day work keep up with where the space is going and are eager to apply it to how we build. At Clara AI is part of how we work not a side topic

Weve kept this list short on purpose these are the things that actually matter. If you check most of these and the rest youd close with curiosity and the right tools we want to hear from you.

At Clara youll have the autonomy speed and support to make meaningful impact not just on your team but on how organizations are run across Latin America.

• Were the leading B2B fintech for spend management in Latin America.

• Certified as one of the worlds fastest-growing companies a Great Place to Work and a LinkedIn Top Startup.

• Passionate about making Latin America more prosperous and competitive.

• Constantly innovating to build financial infrastructure that enables each of our customers to thrive.

• Product-led high-talent-density culture designed for builders who raise the bar.

• Proud of our open inclusive and values-driven environment.

• #Clarity. We say things clearly directly and proactively.

• #Simplicity. We reduce noise to focus on what really matters.

• #Ownership. We take responsibility and never wait to be told.

• #Pride. We build products and experiences were proud of.

• #Always Be Changing (ABC). We grow through feedback risk-taking and action.

• #Inclusivity. Every voice counts. Everyone contributes to our mission.

• Competitive salary and stock options (ESOP) from day one

• Multicultural team with daily exposure to Portuguese Spanish and English (our corporate language)

• Annual learning budget and internal accelerated development paths

• High-ownership environment: we move fast learn fast and raise the bar together

• Smart ambitious teammates low ego high impact

• Flexible vacation and hybrid work model focused on results

If youre ready for growth ownership and impact apply now and help us redefine B2B finance in Latin America.

Claridians in a hybrid mode split their time between working from the office talking to or visiting customers or working from home. This hits a balance between bringing people together for in-person collaboration and learning from each other while supporting flexibility about how to do this in a way that makes sense for each individual and team.

We dont enforce a minimum number of days for most roles but youre expected to spend time at the office organically and be at the office most days during your ramp-up or when required by your leader.