Job intelligence
Senior Technical Success Manager, Emerging Enterprise - West
Amplitude
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.
One or more material qualification requirements are stated and may narrow the realistic applicant pool.
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.
- The experience requirement raises the entry bar: The listing appears to require at least about 5 years of experience.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- 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
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- 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 Project Management rather than relying on a keyword-only claim.
- The listing states about 5 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
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.
At least about 5 years of experience required
The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.
Project Management
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.
Prepare for a stated application step
A portfolio or work sample 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
Senior Technical Success Manager, Emerging Enterprise - West at Amplitude becomes easier to judge once the range is useful even though the comparison pool is small, work-location flexibility has usable detail, and qualifications reveal more than the job title alone are viewed together. Here is the current read from the information available.
The range is useful even though the comparison pool is small
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 “Limited location freedom”, with Remote Freedom at 47/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
Qualifications reveal more than the job title alone
At least about 5 years of experience required · 1 additional stated barrier. Only requirements actually stated in the listing are counted; anything left unsaid remains unresolved.
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
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
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.
- Applicant residence or location appears to be restricted.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
- At least about 5 years of experience required
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 required barrier is visible in the available wording.
The listing states at least about 5 years of required experience.
2 explicit Remote Freedom restriction signals are present and are shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement 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: At least about 5 years of experience required · 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 Amplitude
Good 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
Amplitude — 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 (6) · Software engineering (2) · Customer success (2)
Visible seniority mix: Senior / lead (7) · Leadership (9)
Current employment-type mix: Full time (19)
Most visible hiring countries in this sample: United States (15) · Germany (1) · Brazil (1)
Other current roles from this employer
Emerging Enterprise Account Executive
USA
Leadership · Region-restricted remoteSenior Salesforce Platform Engineer
USA
Senior / lead · Region-restricted remoteSenior Customer Success Manager - DACH & North
Germany
Leadership · Remote — restrictions unclearDeal Desk Manager
USA
Seniority not clearly specified · 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 214,000 median · 15 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
Limited location freedom
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.
- Applicant residence or location appears to be restricted.
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.
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
- A portfolio or work sample 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.
Amplitude is the leading AI analytics platform, helping over 5,200 customers—including Atlassian, Burger King, NBCUniversal, and Square—build better products and digital experiences. With powerful AI Agents embedded across our platform, teams can analyze, test, and optimize user experiences faster than ever. Ranked #1 across multiple categories in G2’s Winter 2026 Report, Amplitude is the best-in-class solution for product, data, and marketing teams. Learn more at amplitude.com.
As an organization, we deliver for our customers by living our values. We operate from a place of humility, take ownership of problems and successes, approach challenges with a growth mindset, and put our customers at the center of everything we do.
***This hire must be based in the Pacific Standard Time (PST) or Mountain Standard Time (MST) Zone***
Amplitude is the leading AI-first digital analytics platform that helped over 4,000 customers build better products and digital experiences. Our customer base includes Atlassian, Burger King, NBCUniversal, Square, and Under Armour. With powerful AI Agents embedded across our platform, teams can analyze, test, and optimize user experiences faster than ever. Ranked #1 across multiple categories in G2's Fall 2025 Report, Amplitude is the best-in-class solution for product, data, and marketing teams. Learn more at amplitude.com.
As an organization, we deliver for our customers by living our values. We operate from a place of humility, take ownership of problems and successes, approach challenges with a growth mindset, and put our customers at the center of everything we do.
The Customer Success team is responsible for building relationships with and driving long-term value realization for Amplitude's customers.
The Senior Technical Success Manager owns customer deployment, adoption, and value realization across Amplitude's digital analytics platform. They bring strong product knowledge and fluency in customer technical ecosystems: data foundations, taxonomy, instrumentation patterns, and AI agent configuration. They are execution-first and outcome-driven from presales through implementation, adoption, renewal, and expansion.
As a Senior Technical Success Manager, Emerging Enterprise, you will:
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Own customer deployment, adoption, and outcomes for a portfolio of 30-40 accounts, from presales through renewal
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Lead deployment planning and implementation across your book, e.g.: scoping, deployment plan creation, kickoff meetings, use case alignment, coordination of delivery (e.g. managing internal and partner teams), project reporting
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Track and manage risks and issues across active deployments, driving resolution before they impact timelines or outcomes
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Monitor portfolio health through AI-augmented signals, engaging proactively to accelerate adoption, drive renewals, and deepen stakeholder engagement
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Drive product adoption by running live working sessions, identifying new use cases to expand value over time, and showcasing new platform capabilities with a point of view on how they enable customer growth
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Develop and maintain success plans tied to customer goals, tracking milestones and risks from onboarding through renewal
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Build and deliver executive business reviews that connect Amplitude usage to measurable business impact, turning adoption into a renewal and expansion story
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Partner with Account Executives on renewals and expansion, building the value story, coaching champions, and identifying growth opportunities across your book
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Serve as the voice of the customer internally, channeling product feedback, market needs, and customer priorities to shape how Amplitude builds and delivers
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Continuously improve how you operate: develop repeatable playbooks, share best practices across the team, and find new ways to drive customer outcomes at scale
Critical Skills Profile
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Business Acumen: Understands each customer's business model, growth levers, and priorities. Builds a path to value that connects Amplitude's platform to the outcomes that matter most to the customer.
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Technical Fluency: Comfortable with Amplitude data architecture, instrumentation methods, taxonomy design, and AI agent workflows. Able to unlock use cases and guide internal and partner delivery teams.
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Delivery Excellence: Drives deployment and implementation quality across a full book of business. Manages timelines, coordinates internal and partner delivery teams, and ensures every account progresses through milestones on time and to standard.
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Ownership of Outcomes Across Portfolio: Responsible for retention across your territory. Ruthlessly prioritizes time, resources, and attention to focus on the accounts and actions that drive the most impact. Accountable for ensuring customers achieve measurable business results from Amplitude, and for connecting customer outcomes to commercial value.
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Prescriptive Customer Guidance: Sets the standard for what good looks like at each stage of the customer journey. Drives accountability across deployment and ongoing success. Pushes back on bad implementation patterns, guides customers toward proven approaches, and holds them accountable to their own defined success criteria.
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Diagnostic Thinking: Proactively recognizes adoption gaps and technical blockers early and drives creative solutions that get customers back on track.
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Curiosity and Self-Sufficiency: Defaults to figuring things out independently. Explores edge cases on your own, and comes to conversations with a point of view. This role requires someone who runs toward ambiguity.
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AI Innovation: Embeds AI in day-to-day workflow to improve efficiency and customer outcomes. Experiments, iterates, and shares best practices.
At a minimum, you need to have:
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5+ years of experience in Customer Success, Technical Account Management, or a similar customer-facing role in B2B SaaS
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2+ years of experience specifically leading enterprise software deployments where change management and foundational data governance were core priorities.
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2+ years managing a portfolio of 20+ mid-market or emerging enterprise accounts
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Experience co-owning renewals and contributing to expansion pipeline alongside a sales counterpart
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Experience training or enabling non-technical teams to become data-sufficient.
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Excellent communication skills to influence everyone from a data engineer to a C-level executive.
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Expert-level project management skills and the ability to thrive in an independent and fast-paced environment.
Nice to have:
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Prior experience with digital analytics, product analytics, or adjacent data/experimentation platforms
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Background in consulting, solutions delivery, or implementation
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Experience using Amplitude as a practitioner
We are committed to equal employment opportunity in both principle and as a matter of policy. We will recruit, hire, train, promote, compensate and provide benefits to all applicants and employees without regard to ancestry, sex, race, color, ethnicity, national origin, gender, age, religion, religious creed, mental and/or physical disability, medical condition, military and/or veteran’s status, genetic information, marital status, sexual orientation, gender identity and/or expression, or any other basis protected by applicable federal, state and local laws. This policy applies to all recruiting, hiring, promotions, upgrades, layoffs, compensation, benefits, terminations and all other privileges, terms and conditions of employment. The firm complies fully with all federal, state and local equal employment opportunity laws.
Our values:
At Amplitude, our values guide how we show up for one another and for our customers:
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Humility: We operate from a place of empathy and openness, seeking to understand many points of view.
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Ownership: We take the initiative to solve problems that drive our shared company success.
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Growth Mindset: We’re tenacious in the face of challenges and seek feedback in order to grow ourselves and others.
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Customer Centricity: We put the customer at the center of everything we do and are deeply committed to their success.
We care about the well-being of our team: We offer competitive pay and benefits packages that reflect our commitment to the health and well-being of our Ampliteers.
Some of our benefit programs include:
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Excellent Medical, Dental and Vision insurance coverages, with 100% employer-paid premiums for employee Medical, Dental, Vision on select plans
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401(k) retirement plan with an employer match of up to 1% of your eligible pay each pay period up to $2,000 annually
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Flexible time off, paid holidays, and more
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Generous stipends to spend on what matters most to you, whether that’s wellness (monthly), commuter transit/parking (monthly), learning and development (quarterly), new hire home office equipment, and much more
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Excellent Parental benefits including: 12 weeks of Paid Parental Leave, Carrot Fertility Benefits/Adoption/Surrogacy support, Back-up Child Care support
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Mental health and wellness benefits including no cost employee access to Modern Health coaching & therapy sessions
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Employee Stock Purchase Program (ESPP)
Other fun facts about Amplitude:
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Our customers love us! They've said we're the #1 product analytics solution for 23 quarters in a row on G2.
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We care a lot about product innovation. We've made significant investments in talent and infrastructure to build the most powerful AI analytics platform on the market.
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We invest in our people. We offer mentorship programs, management training, and wellness initiatives.
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We give back to our communities. We give every Ampliteer a charitable giving grant and paid volunteer time off.
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We were founded in 2012, went public via a direct listing in September 2021, and are now trading under the ticker $AMPL.
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We’re a global and fast-growing team! We have employees around the world and offices in San Francisco (HQ), New York, Vancouver, Amsterdam, London, Paris, Singapore, and Tokyo.
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Our mascot is Data Monster, who loves to chow down on numbers, charts, and graphs. Nom nom.
By applying for this job, you acknowledge that Amplitude processes your personal data in accordance with the Amplitude Applicant Privacy Notice.
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.