I have been both at one company, and still use the "team lead" title on my resume. In place of "tech lead" I put "software developer" since that's what it actually meant there, and I find the ambiguity unhelpful in that particular case.

I simplify it as all in one lead.

Hiring manager = project manager = department head.

C-level is another group.

Technical team lead should be the coach for their team. I have had leads who give zero leash and it creates a bad environment. I have also had leads that are so hands-off that we become detached and that's also bad to be having constant gaps.

These could feasibly be the same thing, or wildly different, depending on the organization.

For me, Tech Lead is easier to define:

• Senior technical team member.
• ~30% of their time is still spent writing code.
• The remaining ~70% is eliminating technical blockers, setting and evolving tech strategy, working with product owners and project managers to define and deliver the product vision as well as empowering, growing and onboarding their team members.

I like to think of the role as a Software Developer who lightly manages the team, from within the team.

A Team Lead (in a big business, traditional sort of sense) may differ in that they:

• Aren't necessarily a technical team member (or may be post-technical in the sense that they haven't written code in a good long while).
• Manage the team from the outside.
• Concern themselves more with budgets and timelines than technical outcomes.
• May be more involved in HR activities, like approving leave, reviewing salaries etc.

Neither of these lists are exhaustive in terms of responsibility, and the venn diagram of what role has what responsibility will vary from business to business.

What I will say is: Whether this is two roles, or one role serving both functions, all of the above is necessary for a team to perform well.

My ultimate bugbear is "Tech Leads" who don't work within a team and don't write code, issuing orders from their weird, architect-y, tower. This can lead to a disconnect between tech strategy and implementation that will derail any team and/or product.

My second ultimate bugbear is "Tech Leads" who refuse to consider business context when making technical decisions, and are only interested in writing code. This leads to building "cool" technologies that don't serve their stated purpose.

It’s super hard topic because nowadays we have also engineering manager. The difference between those 3 is very subtle. Main responsibilities all of them usually have in common are:

1. Balance long term solutions with immediate impact
2. Create roadmaps with teams and ensure timely delivery
3. Ensure best development practices
4. Help in hiring process
5. Is Assertive
6. Lead develop / mentor engineers
7. Lead a team from idea to release
8. Prioritise and coordinate work between different teams
9. Represent teams from technical perspective on non technical meetings
10. Test ideas
11. Contribute as a developer.

I think all of them have most of those points as part of their job description, but with different priorities depending on current needs and size of the company. :)

Tech lead does not need to mentor or manage people. They can be independant. Team leads so not need to he deep into a technology. They are more focused on attending meetings and setting requirements

Now that there are a couple of responses, here's mine.

Tech Lead is someone technical and leads a team of developers to execute a software project. Little time is spent writing code. Majority of the time is spent:

• Consulting with customers (product owners).
• Managing stakeholders and expectations.
• Providing high-level estimates when the software is still in the early stages/idea stage.
• Defining a roadmap of how to get the project completed and working with product owners to break the work down into manageable chunks that works for the business and stakeholders.
• Help the developers out with code/design as needed.
• Can also help define a roadmap of not just code, but architecture and how the software/application/system connects to other systems across the company. (in large companies, there are LOTS of systems connected to each other)

Team Lead sounds more of a manager to me which would involve more HR roles:

• Hiring
• Firing
• Performance reviews
• Raises/Bonuses

I think both need leadership qualities especially around building team trust.

Also, seems like from all the replies so far, it really just matters on the company, and the larger the company, the more these roles can be split/more focused. Smaller companies can have these roles combined into one role.