Job intelligence
Senior Product Manager, Data Infrastructure
ANGI
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
The available details do not point to a single standout advantage yet. The clearest issue to weigh is location rules could change the fit.
Current comparable position is around the 42th percentile.
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
- 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.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Senior Product Manager, Enterprise
Deepgram · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 4% higher advertised midpoint
Product Enablement Manager
Zone & Co · USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 42% lower advertised midpoint
Different angle: Seniority is not explicit
Product Manager - Strategic Partner Integrations (regular travel to Bay Area)
Supabase · USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 22% higher advertised midpoint
Different angle: Seniority is not explicit
Principal Counsel, Product & Commercial
Pax8 · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Product roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (31) · EUR (5) · GBP (5) · CAD (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1485 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 21% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
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, current same-currency market context, 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
- 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?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- product manager
- ICT product manager
- banking products manager
- tourism product manager
- chief product officer
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Marketing Managers 11-2021.00
- Commercial and Industrial Designers 27-1021.00
- Sales Engineers 41-9031.00
- Demonstrators and Product Promoters 41-9011.00
- Biofuels/Biodiesel Technology and Product Development Managers 11-9041.01
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
product manager
Usually essential in this ESCO occupation
- industrial research and development
- manage product testing
- plan product management
- analyse consumer buying trends
- develop product design
- prepare market research reports
- define technology strategy
Context-dependent ESCO skills
- maximise sales revenues
- product data management
- carry out sales analysis
- product comprehension
- advise on communication strategies
O*NET · U.S. occupation
Marketing Managers
O*NET occupation skills
- Active Listening
- Speaking
- Active Learning
- Complex Problem Solving
- Critical Thinking
- Judgment and Decision Making
- Monitoring
- Persuasion
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
(747) Strategic Communications Specialist / Marketing Specialist
Arlo Solutions · USA
same stated country · same employment type · similar work-arrangement evidenceSenior Quality/Test Engineer POS & Retail Systems-Banking
Stockholm · STOCKHOLM, Stockholms län, Sverige
same seniority band · same employment typeField Marketing Lead
DiliTrust · Paris - La Défense
same seniority band · same employment typeAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Product Manager, Commerce
Phillips · Remote — Worldwide
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 47% lowerAssociate Product Manager
O3 Solutions · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedStretch direction
Director, Product Strategy & Monetization
Motive · USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 14% higherSenior Product Manager
Ashby · Canada, USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 9% higherThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
Application edge
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Software engineering roles, Design roles, and Marketing roles. This is exploration context, not a qualification match.
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. The current career comparison draws on 120 sampled listings; 81 contain a recognized skill signal.
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.
Prepare for a stated application step
An assessment, test or work-sample step is explicitly mentioned.
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?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Senior Product Manager, Data Infrastructure at ANGI. The clearest decision context comes from compensation has enough depth for comparison, the location rules are clear enough to judge, and the visible application effort can be estimated.
Compensation has enough depth for comparison
Among 65 current comparable salaries in USD, the normalized annual midpoint is around the 42th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
The location rules are clear enough to judge
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 visible application effort can be estimated
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
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?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
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.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Pay and barrier context available
The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.
Comparable disclosed-pay evidence places this job at about 42 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- 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.
Compensation intelligence
How competitive is this pay?
Within the current market range
The annualized midpoint is below the current comparable median but remains within the sample’s lower-to-middle range.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
- Range quality: Broad but usable range.
Employer compensation communication
Pay transparency at ANGI
Very strong 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
ANGI — 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 (5) · Product (3) · Executive (1)
Visible seniority mix: Senior / lead (6) · Leadership (9)
Current employment-type mix: Full time (17)
Most visible hiring countries in this sample: United States (16) · United Kingdom (1)
Other current roles from this employer
Account Partner, Large Pro Partnerships
USA
Leadership · Region-restricted remoteAssociate Director, Principal Partnerships
USA
Leadership · Region-restricted remoteSenior Manager, Financial Reporting & Technical Accounting
USA
Leadership · Region-restricted remoteBusiness Development Associate
USA
Leadership · 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 137,500 median · 16 disclosed salaries
Questions worth asking this employer
- 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:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Associate General Counsel, Ads Product
Reddit · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Product Manager
Headway.co · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Staff Product Manager, Monetization and Pricing
Headway.co · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
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
Visible application steps or requirements
- An assessment, test or work-sample step is explicitly mentioned.
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.
For over 30 years, Angi has powered the future of the home services industry, creating an environment where homeowners and pros benefit from more jobs done well.
For homeowners, our platform is a reliable way to find skilled pros. For pros, we're a reliable business partner who helps them find the winnable work they want, when they want. For employees, we're an amazing place to call home. We can't wait to welcome you.
Angi at a glance:
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Founded in 1995 as Angie’s List and rebranded in 2021
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Global company with 9 brands in 8 countries and employees worldwide
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Homeowners have turned to us for 300 million home projects and counting
About the Team
Data Infrastructure builds the platform that every other data team stands on: access to shared data, orchestration, data ingestion, and the retirement of systems the company has outgrown. Every layer of this platform exists to make it easier for a homeowner to hire an Angi Pro, on one certified source of truth that people and AI agents can trust equally.
The team's strategy is built around one idea: this platform should feel like a self-service product, not a ticket queue, for the engineers and analysts who depend on it, and increasingly for the AI agents who depend on it too. Angi is moving toward AI agents as a normal way of building and operating, and every agent that touches company data comes through this platform first.
This role stewards that platform's product direction.
What You'll Do
Product Management
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Manage governed platform access - give engineers, analysts, and services safe, auditable access to shared data, and make the safe path the easy path.
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Streamline orchestration and scheduling - bring fragmented scheduling tools together into one system every team reaches for by default, and use AI-assisted tooling to migrate jobs faster, with less manual engineering effort.
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Drive data ingestion and replication - define what self-service ingestion looks like for teams who want to bring their own data onto the platform, and build toward that.
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Oversee legacy system retirement - close out systems that are no longer the source of truth, with clear ownership handed off at every step.
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Optimize compute cost efficiency - find where cost comes from habit rather than real need, and bring it down without anyone losing the developer experience they rely on.
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Advance compute strategy diversification - help move the platform toward a storage layer that works with more than one compute engine, so each workload runs on the engine built for it.
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Build the platform's AI-ready substrate - make agentic workflows safe by default, with the same governed access and audit trail for an agent as for a person.
Execution and Individual Contribution
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Use AI agents in your own daily work, set clear norms so the engineers and peers around you feel safe experimenting with agents and agentic workflows.
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Protect the team's focus and drive real rigor without micromanaging how the work gets done. Steward outcomes, not tasks.
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Build trust across engineering, domain teams, and leadership through empathetic, transparent, and clear communication when addressing complex challenges.
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Work closely with Data Engineering's other delivery teams - Data Mesh Enablement and Managed Data Products - and with the team building Angi's agentic workflows, toward one overall technical strategy.
Who You Are
Minimum Qualifications
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Five or more years of product management experience on a data or infrastructure platform team, where you stewarded technical roadmaps directly.
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Comfortable reading system architecture and pipeline dependencies well enough to make real sequencing calls with engineering.
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A record of taking cross-team migrations and retirements all the way to done, not just to a plan.
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Transparent about areas of growth and open to learning, rather than presenting incomplete information as fully resolved under pressure.
Preferred Qualifications
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Experience weighing compute cost against performance and developer experience, and driving that tradeoff to a decision rather than just planning around it.
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Working knowledge of how AI agents consume data and tools differently from people, and judgment on when a vendor's own agent layer already covers a need.
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A proactive approach to navigating and understanding new technical systems, key contacts, and open questions independently.
Compensation & Benefits
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The base salary band for this position ranges from $150,000 - $235,000, commensurate with experience and performance. Compensation may vary based on factors such as geographic location.
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This position will be eligible for a competitive year end performance bonus & equity package.
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Full medical, dental, vision package to fit your needs.
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Flexible vacation policy; work hard and take time when you need it.
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Pet discount plans & retirement plan with company match (401K).
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The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world.
We value diversity
We know that the best ideas come from teams where diverse points of view uncover new solutions to hard problems. We welcome and value individuals who bring diverse life experiences, educational backgrounds, cultures, and work experiences.
Our hiring process may utilize artificial intelligence (AI) tools to assist in candidate screening and assessment. Our AI tools are designed to complement, not replace, human decision-making.
#LI-Remote
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.