Job intelligence
Federal Partner Manager
Deepgram
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
This opportunity needs a closer read before drawing a strong conclusion, especially around the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation, but the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Skill bridge
What does this role connect to?
The listing contains useful skill signals, while the current occupation sample is still too thin for a broader comparison.
Skills named in this listing
Shared with the current career sample
The occupation sample is still too thin for a reliable shared-skill comparison.
Application edge
- If these skills match your background, prepare one concrete example that shows how you used AWS, Large Language Models, and Procurement rather than relying on a keyword-only claim.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
AWS
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Large Language Models
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Procurement
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
ServiceNow
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
For Federal Partner Manager at Deepgram, the most useful clues right now are pay is visible, but the benchmark is still thin, work-location flexibility has usable detail, and the application route gives a few useful clues. Looking at them together makes the trade-offs easier to see.
Pay is visible, but the benchmark is still thin
The USD range can be compared directly within its currency, although the present comparison sample is too shallow for a confident relative-pay ranking.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- A security-clearance requirement may substantially narrow eligibility.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Deepgram
Mixed current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Deepgram — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (17) · Software engineering (5) · Data & AI (4)
Visible seniority mix: Senior / lead (18) · Leadership (23)
Current employment-type mix: Full time (51)
Most visible hiring countries in this sample: United States (27) · United Kingdom (13) · Singapore (7) · Australia (1)
Other current roles from this employer
Strategic Account Executive (Federal Civilian)
USA
Leadership · Region-restricted remoteStaff Product Manager (Product-Led Growth)
USA
Leadership · Region-restricted remoteStaff Product Manager, Agentic Experiences (Former Engineer)
USA
Leadership · Region-restricted remoteSenior Product Manager, Enterprise
USA
Senior / lead · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 200,000 median · 25 disclosed salaries
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- A security-clearance requirement may substantially narrow eligibility.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Company Overview
Deepgram is the leading platform underpinning the emerging trillion-dollar Voice AI economy, providing real-time APIs for speech-to-text (STT), text-to-speech (TTS), and building production-grade voice agents at scale. More than 200,000 developers and 1,300+ organizations build voice offerings that are ‘Powered by Deepgram’, including Twilio, Cloudflare, Sierra, Decagon, Vapi, Daily, Cresta, Granola, and Jack in the Box. Deepgram’s voice-native foundation models are accessed through cloud APIs or as self-hosted and on-premises software, with unmatched accuracy, low latency, and cost efficiency. Backed by a recent Series C led by leading global investors and strategic partners, Deepgram has processed over 50,000 years of audio and transcribed more than 1 trillion words. There is no organization in the world that understands voice better than Deepgram.
Company Operating Rhythm
At Deepgram, we expect an AI-first mindset—AI use and comfort aren’t optional, they’re core to how we operate, innovate, and measure performance.
Every team member who works at Deepgram is expected to actively use and experiment with advanced AI tools, and even build your own into your everyday work. We measure how effectively AI is applied to deliver results, and consistent, creative use of the latest AI capabilities is key to success here. Candidates should be comfortable adopting new models and modes quickly, integrating AI into their workflows, and continuously pushing the boundaries of what these technologies can do.
Additionally, we move at the pace of AI. Change is rapid, and you can expect your day-to-day work to evolve just as quickly. This may not be the right role if you’re not excited to experiment, adapt, think on your feet, and learn constantly, or if you’re seeking something highly prescriptive with a traditional 9-to-5.
Deepgram is the Voice AI platform powering the next generation of mission-critical government systems, including contact center modernization, benefits and case processing, and real-time speech applications across Defense, Federal Civilian, Intelligence Community, and State, Local, and Education (SLED) agencies. As we scale our federal footprint, Systems Integrators and Primes, cloud hyperscalers, and channel partners are our highest-leverage route to market. Our partners sit at the center of the AI modernization programs happening inside every federal agency. We are hiring a Federal Partner Manager to build, grow, and scale Deepgram's federal partner network from the ground up.
This is a builder role. You will own the strategy and execution for our named Systems Integrator and Prime practices alongside strategic hyperscaler alliances and channel partners, and you will define what a world-class AI-native federal partner motion looks like at Deepgram. You will design and drive sell-to, sell-through, and sell-with motions, land joint solutions inside each partner's delivery and capture organization, and deliver measurable partner-sourced and partner-influenced revenue. You will not run a traditional partner program. You will run an AI-first approach: leveraging agents, automation, and data to operate at 10x the scale of a conventional federal alliances team.
If you are a partner leader who thrives on whitespace, has a proven record scaling federal SI/prime and hyperscaler relationships from zero, and genuinely wants to use AI to reinvent how federal partner GTM is done, this role is for you.
What you'll do
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Work closely with the VP of Federal and own the federal partner strategy end-to-end. Build and execute the named-account strategy for federal and strategic hyperscaler partners; including joint value propositions, partner account plans, solution plays, and governance cadences with each partner's alliances and delivery leadership.
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Drive sell-to, sell-through, and sell-with motions:
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Sell-to: Land Deepgram as the embedded speech/voice AI layer inside each SI/prime's own AI platforms, mission software factories, and delivery accelerators.
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Sell-through: Stand up repeatable SI/prime-led offerings (agency contact center transformation, DoD voice-enabled C2/ISR analytics, benefits-processing voice AI) that the partner takes to its agency customers under its own contract vehicle.
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Sell-with: Co-sell into named federal accounts with SI and hyperscaler account teams, owning joint pipeline, forecast, and deal execution alongside Deepgram's Federal Account Executives.
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Build a measurable partner-sourced and partner-influenced pipeline. Set quarterly and annual targets with each partner, instrument the pipeline end-to-end, and own the number.
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Work alongside the partner team to build the federal partner enablement and credential/certification program. Align Deepgram's Applied Engineering/FDE playbook with SI and hyperscaler delivery teams.
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Create the joint solutions. Work with product, engineering, solutions architects, and each partner's industry/mission practices to package reference architectures, delivery playbooks, and offerings specific to Defense/DoW, Federal Civilian, IC, and SLED.
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Enable at scale. Design and launch partner enablement — technical certifications, sales plays, GovCloud demo environments, and solution-led training — plus contract-vehicle placement (GSA MAS, NASA SEWP, CIO-SP3, GWACs); so hundreds of partner sellers and practitioners can position, demo, and deliver Deepgram.
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Be AI-native in how you work. This is a defining part of the role. You will build and deploy AI systems — agents, automations, data pipelines — to do the job of a conventional 5–10 person federal alliances team. Examples:
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Agents that monitor SI/prime alliance news, contract awards, GSA Schedule updates, and account movements, and auto-draft briefs.
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Automated partner-sourced pipeline hygiene, account mapping, and co-sell attribution using Deepgram's CRM, Slack, and partner portals.
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AI-generated partner-specific collateral, solution briefs, and enablement content tuned to each partner's agency vertical.
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Data pipelines that join Deepgram's CRM with partner account maps and public procurement signals (SAM.gov, USASpending) to surface the next-best co-sell opportunity every week.
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Represent Deepgram externally. Be the senior face of Deepgram in alliance QBRs, joint executive briefings, federal AI summits (AFCEA, ACT-IAC, GITEC), and industry events. Carry a consistent point of view on where federal voice AI is going and where Deepgram fits in the SI/prime agenda.
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Partner cross-functionally inside Deepgram. Work closely with Federal Account Executives (Defense, Federal Civilian, IC, SLED), Applied Engineering, Capture/Proposal, Government Affairs, and Legal to remove friction and accelerate partner-driven revenue.
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Report on what matters. Own the federal partner dashboard: partner-sourced pipeline, partner-influenced pipeline, joint wins, certified resources, joint solutions launched, and partner NPS; with crisp, honest narratives each month and quarter.
What you bring
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Must be a U.S. citizen.
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7+ years in partner management, alliances, business development, or federal enterprise sales — with at least 3–5 years directly owning SI/prime or hyperscaler federal relationships.
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Demonstrated track record of building sell-to, sell-through, and sell-with motions with named federal partners and delivering measurable partner-sourced and partner-influenced revenue.
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Experience scaling a federal partnership from early-stage or zero — not inheriting a mature program.
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Strong command of how federal SIs/primes actually operate: capture teams, delivery centers, COEs, contract vehicles, teaming agreements, and how deals get sourced and staffed inside them.
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Fluency with the federal AI landscape — LLMs, agentic AI, mission software factories, FedRAMP/DoD Impact Level authorization pathways, and hyperscaler federal co-sell motions.
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Hands-on AI-native operator. You personally use AI tools every day — not as a talking point. You have built automations, agents, or data workflows that replaced meaningful human effort, and you can show us.
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Excellent executive presence — comfortable opening and advancing conversations with partner SVPs, federal practice leads, and Deepgram's own executive team.
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Analytical rigor. You instrument what you own, tell the truth with data, and translate numbers into decisions.
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Self-directed, high-ownership, and comfortable operating in a fast-moving, ambiguous environment.
It would be great if you also had
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An active security clearance is a bonus, not a requirement.
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Existing strong relationships inside at least two of SI or Prime partner organizations.
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Direct experience launching a joint federal offering or solution that produced repeatable agency engagements.
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Background in speech, voice AI, CCaaS, or adjacent domains (AWS Connect GovCloud, Genesys Government, NICE, ServiceNow Federal).
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Experience building internal AI tooling — agents, RAG systems, CRM automations — for a revenue team.
Notice: We're aware of individuals impersonating Deepgram recruiters. All legitimate Deepgram recruiting communication comes from an @deepgram.com email address. If you've received a message claiming to be Deepgram, please forward it to careers@deepgram.com.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.