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We're looking for a Senior Product Designer that appreciates the massive opportunity that human-centered design poses for the supply chain industry to join Loop's core product team.
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We have raised over $100 million in venture capital from investors such as General Catalyst, Bloomberg Beta, Y Combinator; founders and CEOs of companies like Google (Eric Schmidt), Salesforce (Mark Benioff), Coinbase, DoorDash, Instacart, Segment, Gusto, Figma; CxOs and founding team members of Uber, PayPal and Stripe; angels like Elad Gil, Naval Ravikant, Gokul Rajaram; and ESG funds such as Climate Capital, Human Capital, Leadout among others.
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As a Growth Product Manager at AssemblyAI, you will have the exciting opportunity to reimagine our customer’s experience and elevate our API onboarding experience to drive activation and usage in the self-serve business.
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Parafin currently powers the capital programs for platforms and payment processors ranging from Series B to post-IPO companies such as DoorDash, Amazon, Worldpay, Mindbody, Fullsteam, Guesty, Xplor, and Quilt.
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About Wispr: We've raised $25M from top-tier VCs like NEA and 8VC. Our angels and advisors include Chester Chipperfield (product lead for the first Apple Watch), Ben Jones (COO, CTRL-Labs), Dave Gilboa (CEO, Warby Parker), and Jose Carmena (Berkeley professor; co-CEO iota.
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We’re looking for a Product Manager to help build the Tellius Analytics Platform as we scale it to the next phase. 3 years of experience in Product Management and/or, sales engineering roles with a complex B2B SaaS product.
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Some of the fastest growing companies around the world such as NVIDIA, Figma, Canva, Tripadvisor, Squarespace and more rely on Rootly to power their critical incident management process. Ride shot-gun with Engineering, Product, Design, Sales Engineering, and nearly every function to develop the best content and great product narratives.
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Initially built to take the pain out of peer-to-peer payments, Cash App has gone from a simple product with a single purpose to a dynamic ecosystem, developing unique financial products, including Afterpay/Clearpay, to provide a better way to send, spend, invest, borrow and save to our 47 million monthly active customers.
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We are looking for a Product Designer to join our growing design team. The ability to apply consumer insights and metrics to inform design decisions and influence the product roadmap. 8+ years of experience as a Product Designer.
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Looking for an opportunity to work closely with serial entrepreneurs and seasoned leaders who have scaled companies like Robinhood, LinkedIn, Wayfair, Amazon, SoFi, Microsoft, etc. We are looking for a Senior Full Stack Engineer who is passionate about solving complex, meaningful problems to join our new Chatbot team.
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Our product designers take a product, feature, or experience from ideation to production. This includes vision setting, designing solutions, prototyping, bringing along cross-functional teams, overseeing implementation, and collaborating with other designers, researchers, product managers, analysts, and engineers.
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Contribute to the development of a healthy product backlog, collaborating with the Product Manager, Engineering, and Solution Architects to break down business epics, document user stories (to also include things like addressing technical debt, SRE, etc.
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We are seeking a talented Content Marketing Manager to lead our content strategy and execution. More than 6,000 companies, including Microsoft, Zoom, Salesforce, and Cartier, use Productboard to understand what users need, prioritize what to build next, and rally everyone around their roadmap.
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This is an opportunity for a product manager to have significant impact on one of Square’s largest revenue-generating channels. Drive hardware fraud policy & abuse prevention product development including detection, models, third-party data integrations, and verification measures.
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4-8 years experience as a Technical Account Manager, Account Executive, Solutions Engineer, Customer Product Engineer, etc. The Alchemy team draws from decades of deep expertise in massively scalable infrastructure, AI, and blockchain from leadership roles at leading companies and universities like Google, Microsoft, Facebook, Stanford, and MIT.
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senior manager product companies hiring jobs Company: Human Interest in San Francisco, CA
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.