Given the evidence, it seems pretty easy to believe that the other team lead is a misogynist and engaged in an ongoing series of microaggressions. In this case, it came out that he made a mistake that you could easily fix, gained the respect of the rest of his team, and he felt to undercut you on it. No one else on either your team or his seems to act the same way as he does. The problem with these kinds of microaggressions is that no single one of them really rises to a level that seems worthy of escalating to a higher level.

However, the overall trend is clear at this point. Depending on relationship with your manager, I would consider verbally informing them that you have a relational problem with the guy, and describing maybe the 3 worst incidents to date. Just so they're aware if things take a further downturn.

For me, when I identify someone in the institution as having sociopathic behavior, I try my hardest to limit interactions to the bare minimum, not share any personal information, and keep things on the coolest professional level I can. As one example, in response to the, "Was your reply intended to be snarky?" question, I would have likely just said, "No", and nothing else at this point. Understood that may be hard to make work in your current situation. At any rate, he's basically burned any right to have his feelings safety-bumpered at this point.

I would avoid advice such as having a one-to-one conversation with the guy on your working relationship; I expect that can only make things worse. Have all communications in a documented format (e.g., email) or in a venue with other observers (CYA).

Given the evidence, it seems pretty easy to believe that the other team lead is a misogynist and engaged in an ongoing series of microaggressions. In this case, it came out that he made a mistake that you could easily fix, you gained the respect of the rest of his team, and he felt the need to undercut you on it. No one else on either your team or his seems to act the same way as he does. The problem with these kinds of microaggressions is that no single one of them really meets a threshold that seems worthy of escalating to a higher level.

However, the overall trend is clear at this point. Depending on your relationship with your manager, I would consider verbally informing them that you have a relational problem with the guy, and describing maybe the 3 worst incidents to date. Just so they're aware if things take a further downturn.

For me, when I identify someone in the institution as exhibiting sociopathic behavior, I try my hardest to limit interactions to the bare minimum, not share any personal information, and keep things on the coolest professional level I can. As one example, in response to the, "Was your reply intended to be snarky?" question, I would have likely just said, "No", and nothing else at this point. Understood that may be hard to make work in your current situation. At any rate, he's basically burned any right to have his feelings safety-bumpered at this point.

I would avoid advice such as having a one-to-one conversation with the guy on your working relationship; I expect that can only make things worse. Have all communications in a documented format (e.g., email) or in a venue with other observers (CYA).