Job intelligence
Director, Industry Practice Lead - Corporate Enterprise
Panopto
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 location rules could change the fit.
Current comparable position is around the 59th 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.
Director of IT & Automation - Appen
Appen · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 19% lower advertised midpoint
Head of Brand & Creative
Atomic · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Director, Information Technology & Security (K12 Edtech)
MagicSchool · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 33% higher advertised midpoint
GM-in-Training (YC cofounder/CEO-led)
Jerry · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Advertised midpoint is roughly level
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 Executive leadership 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 (87) · GBP (7) · EUR (6). 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.
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.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Uses only roles with a stated employment type.
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 1869 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 50% 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 mixed but appears in at least half of 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
- What retirement or pension contribution does the employer provide?
- 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
- chief operating officer
- brokerage firm director
- chief executive officer
- gambling manager
- animal facility manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Chief Executives 11-1011.00
- Chief Sustainability Officers 11-1011.03
- Fashion Designers 27-1022.00
- General and Operations Managers 11-1021.00
- Sales Managers 11-2022.00
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
chief operating officer
Usually essential in this ESCO occupation
- establish collaborative relations
- marketing management
- make strategic business decisions
- financial statements
- ensure lawful business operations
- integrate strategic foundation in daily performance
- track key performance indicators
Context-dependent ESCO skills
- financial management
- implement operational business plans
- apply import strategies
- assume responsibility for the management of a business
- analyse financial performance of a company
O*NET · U.S. occupation
Chief Executives
O*NET occupation skills
- Judgment and Decision Making
- Complex Problem Solving
- Critical Thinking
- Coordination
- Management of Financial Resources
- Management of Personnel Resources
- Speaking
- Systems Evaluation
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.
Skill bridge
What does this role connect to?
Procurement is one of the signals this listing shares with skills appearing often across current Executive leadership roles opportunities.
Skills named in this listing
Shared with the current career sample
- Procurement Seen in 11 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Procurement rather than relying on a keyword-only claim.
- 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. The current career comparison draws on 120 sampled listings; 79 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.
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.
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
For Director, Industry Practice Lead - Corporate Enterprise at Panopto, the most useful clues right now are pay has a useful comparison point, the location rules are clear enough to judge, and the application route gives a few useful clues. Looking at them together makes the trade-offs easier to see.
Pay has a useful comparison point
Among 476 current comparable salaries in USD, the normalized annual midpoint is around the 59th 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
Location flexibility can be assessed here: Limited location freedom, with a Remote Freedom reading of 54/100. 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 · 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
Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.
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 configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 1 days ago.
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.
- Work-related travel is required or expected.
- The description appears to require or expect work-related travel. Check the frequency and whether travel time or expenses materially affect the role.
- The description appears to mention an advanced degree requirement or preference.
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 59 / 100 within its current occupation/seniority sample.
2 explicit Remote Freedom restriction signals are present and are 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.
The annualized salary midpoint is at or above about 59% of the current comparable disclosed-salary sample.
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 listing was posted about 1 days ago.
Compensation intelligence
How competitive is this pay?
Within the current market range
The annualized midpoint is above the current comparable median but remains within the sample’s middle-to-upper 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: 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 Panopto
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
Panopto — 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: Executive (2) · Sales (2) · Customer success (2)
Visible seniority mix: Mid-career (1) · Senior / lead (1) · Leadership (5)
Current employment-type mix: Full time (5) · Contract (2)
Most visible hiring countries in this sample: United States (5) · United Kingdom (1)
Other current roles from this employer
Director, Industry Practice Lead - Higher Education
USA
Leadership · Region-restricted remoteAccount Manager, Americas
USA
Leadership · Region-restricted remoteSenior Project Manager (EMEA or USA)
EMEA, USA
Leadership · Region-restricted remoteSales Development Representative (EMEA)
UK
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
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.
- Work-related travel is required or expected.
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:
- The description appears to require or expect work-related travel. Check the frequency and whether travel time or expenses materially affect the role.
- The description appears to mention an advanced degree requirement or preference.
- 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.
Head of Global Total Rewards
Amplitude · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Director of Research, Text-to-Speech
Deepgram · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Vice President, Banking & Financial Services Industry Leader
Quantum Metric · 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.
Company Overview:
At Panopto, we are the most customer-centric learning technology company in the world. As the leader in visual and audio-based learning, we empower organizations to share knowledge effortlessly in a capture and post-capture world. We don’t just build software; we obsess over our users’ goals to deliver solutions that truly matter. Our mission is simple: to attract the brightest talent, people like you, to Elevate the Craft and do the most impactful work of your career.
Position Summary
In this role, you will have the opportunity to do meaningful work in your career, elevating your craft while contributing to a team that values lifelong learning.
As Director, Industry Practice Lead – Corporate Enterprise, you will serve as Panopto’s trusted domain authority and top-of-funnel growth engine across the enterprise market. Operating as a senior individual contributor reporting directly to the Chief Revenue Officer (CRO), you will bridge corporate talent strategy, workforce enablement, and product capability. You will serve as a sought-after expert in L&D and corporate learning, building peer-level trust with Chief Learning Officers, Heads of Talent, and enterprise IT leaders to open new pipeline and articulate how video-based knowledge management transforms workforce productivity.
You'll also have opportunities to contribute to other initiatives that directly advance our core values and support you in elevating your craft.
How You’ll Contribute
In this role, you will have the opportunity to…
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Top-of-Funnel Pipeline Creation & Industry Authority: Represent Panopto as a leading voice at major industry conferences (e.g., ATD, DevLearn, HR Tech), executive roundtables, and panel discussions. Activate your executive network to generate trusted top-of-funnel prospects, raise brand awareness, and open new enterprise pipeline.
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Strategic Subject Matter Expertise in Deals: Partner with Account Executives on high-profile pre-sales opportunities as an industry peer and product expert. Seamlessly discuss corporate learning trends, business objectives, and Jobs to Be Done (JTBD) to build buyer confidence without carrying direct deal-closing responsibility.
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Customer Value & Adoption Advisory: Conduct strategic account engagements with existing enterprise customers to evaluate current usage patterns, understand business goals, and prescribe tailored solution strategies that improve adoption, increase platform value, and identify natural expansion opportunities.
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Domain Frameworks & Product Voice: Develop practitioner-focused domain playbooks, usage frameworks, and industry point-of-view content that elevate field conversations. Synthesize field signals on corporate learning challenges, compliance needs, and AI workflows to advise internal Product and Product Marketing teams.
What Success Looks Like
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Within 3 Months: Complete a baseline assessment of corporate enterprise buyer priorities, establish an engagement cadence with Sales and Product Marketing, and participate in select high-profile pre-sales strategy discussions.
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Within 6 Months: Publish initial industry point-of-view content, lead executive engagements at key industry events to build top-of-funnel pipeline, and deliver solution adoption recommendations for top enterprise accounts.
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Within 1 Year: Drive measurable growth in influenced pipeline, brand presence, and account expansion across Fortune 500 accounts, establishing Panopto as the premier partner for corporate video learning.
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Your Legacy: Build a scalable, repeatable vertical practice model that elevates Panopto's market authority and defines domain-led growth.
Values in Action
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Customer First, Always: You proactively surface friction points in the customer experience before they are escalated — and propose solutions, not just reports.
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Thrive Together: You share work-in-progress for early feedback, knowing that challenge improves the outcome. You separate critiques of ideas from critiques of people.
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Elevate the Craft: You hold the bar high on your own work and invest in developing those around you. You treat every project as an opportunity to learn something new.
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Act with Ownership: You define success by outcomes, not activity. You flag problems early and bring a proposed path forward, not just the problem.
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Clarity Over Complexity: You default to the simpler solution. Your written communication — internal or external — is direct, specific, and free of filler.
How We Thrive
At Panopto, we believe in simple elegance in everything we do. We do not just talk about accountability; we live it. You will be joining a collaborative team of seasoned Account Executives and Revenue leaders who are deeply embedded in the enterprise sector.
As Director, Industry Practice Lead, you will be the bridge between technical capability and business transformation. You will partner directly with our Account Executives to inspire leaders, demonstrate the value of our platform, and bring our AI-driven video knowledge vision to life. This is an opportunity to serve as a trusted advisor to key buyers, shape our go-to-market strategy, and serve as the voice of the customer back to our Product and Engineering teams.
The Foundation for Success
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Education: Bachelor’s degree in Business, Human Resources, Instructional Design, Organizational Development, or a related field (or equivalent practical experience).
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Experience: 8+ years of total experience combining corporate domain leadership (e.g., L&D, Enablement, Talent Development) with 3+ years of commercial GTM experience (e.g., Solutions Consulting, Practice Strategy, Value Engineering) in enterprise SaaS.
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Technical & Product Proficiency: Strong understanding of enterprise learning technology stacks (LMS, LXP, HRIS), video infrastructure, and integration concepts (SSO, API workflows). Ability to demonstrate platform capabilities through an industry and user-outcome lens.
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Communication & Influence: Proven track record as a conference speaker, executive communicator, or published writer skilled at engaging C-suite executives, HR leaders, and IT buyers.
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Domain Knowledge: Comprehensive understanding of corporate learning metrics, workforce upskilling frameworks, knowledge management challenges, and enterprise procurement dynamics.
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Travel Commitment: Willingness to travel 25% – 40% for customer engagements, industry conferences, and key field events.
What Sets You Apart
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Master’s degree or professional certifications (e.g., CPTD, CPTM).
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Active advisory or leadership roles in major HR and L&D communities (e.g., ATD, Brandon Hall, Bersin, HR Tech).
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Direct experience leading enterprise learning transformations or adopting AI-driven learning tools at scale.
Join Us
Join Panopto and play a pivotal role in transforming how enterprise organizations capture, share, and scale workforce knowledge. If you are a seasoned L&D and technology leader ready to drive executive engagement and accelerate growth across Fortune 500 accounts, we encourage you to apply.
Total Rewards
The salary range for this position is $160,000 - $200,000 USD per year. This position is also eligible for a bonus as part of the compensation package.
Base pay offered may vary depending on various factors, including, but not limited to: job-related knowledge, skills, experience, and other eligibility factors such as geographic location. The Total Rewards package includes competitive base pay and an opportunity to enroll in a variety of benefit programs such as health insurance, flexible spending accounts, retirement savings plans, life and disability insurance programs, and programs that provide for both paid and unpaid time away from work. At Panopto, we know that great people make an organization great. We value our people and offer employees benefits that are market competitive for our industry. Learn more about what working at Panopto can mean for you.
At Panopto, our commitment to pay equity and transparency is unwavering. We do not engage in salary negotiations beyond the established range to maintain fairness and prevent potential pay disparities among team members based on negotiation strategies.
Compensation
Additional Information
Beyond the Requirements: At this point, we hope you're feeling excited about the job description you’re reading. Even if you don't feel that you meet every single requirement, we still encourage you to apply. We're eager to meet people that believe in our mission and can contribute to our team in a variety of ways - not just candidates who check all the boxes. We want people to feel comfortable expressing their true selves and to come, stay, and do their best work here.
Recruiting Tips: From crafting an impressive resume to presenting your best self during our interviews, we're dedicated to ensuring you feel well-prepared and self-assured as you embark on opportunities at Panopto. Discover some valuable Recruiting Tips from our team.
The standard interview process at Panopto involves several steps, outlined below, to ensure we approach the process thoughtfully and consistently:
Application Review -> Recruiter Call -> Video Interview & Assessment -> Hiring Manager Call -> Interview Loop -> Debrief -> Offer
Our people and culture
Panopto’s mission is to be the leader in visual and audio-based learning in a capture and post-capture world. Our user base is as diverse as the world’s universities and businesses. Panopto’s commitment to fostering a fair, equitable, and inclusive culture empowers each member of our team to express their authentic selves, contribute their distinct perspectives and make a meaningful impact both individually and collectively. This inclusive environment not only encourages creativity and the free exchange of ideas but also harnesses the power of varied viewpoints. As a result, we are better equipped to tackle our most intricate challenges, leveraging the wealth of different experiences and backgrounds within our team. This collaborative spirit empowers us to challenge ideas (not people) recognizing that our shared success relies on collective wisdom. It drives us to continuously improve and innovate, ultimately elevating the quality of our products and services. It’s what sets Panopto apart as a unique and rewarding place to work.
Our purpose
We believe that video can have a transformative effect on learning. So we built a video knowledge management platform that helps businesses and universities improve the way that they train, teach, and share knowledge. Since 2007, we have been a pioneer in video capture software, video management, and inside-video-search technology. Panopto has been adopted by more than 1,600 companies and universities worldwide with over 11 million end users. Today, Panopto’s knowledge management platform is the largest repository of expert learning videos in the world. A proud remote-first company, Panopto is headquartered in Pittsburgh, with offices in London, Hong Kong, Singapore, and Sydney, and has received industry recognition for its innovation, rapid growth, and company culture.
Panopto is an Equal Opportunity Employer.
We value and encourage diversity and solicit applications from all qualified individuals which will receive consideration for employment without regard to race, color, religion, sex, marital status, sexual orientation, gender identity or expression, national origin, age, disability or protected veteran status, or any other legally protected criteria, in accordance with applicable law. Panopto is committed to providing reasonable accommodation to applicants with disabilities. If you require accommodation for interviewing or otherwise participating in the employee selection process, please provide more detail on how we can further support you by reaching out to the Employee Experience department.
Remote, US: Candidates looking for flexible or remote-friendly positions are encouraged to apply. Panopto is proud to be a remote-first company. Employees in this position are eligible to work remotely.
Remote, International: Candidates looking for flexible or remote-friendly positions are encouraged to apply. Panopto is proud to be a remote-first company. Employees in this position are eligible to work remotely. Still, they may make regular trips to the local international office from time to time, where applicable.
Use of Artificial Intelligence (AI)
Panopto AI Use Policy:
Panopto’s AI Use Policy is committed to a hiring process that is thoughtful, fair, and centered on human connection. As artificial intelligence (AI) becomes more prevalent in the workplace, we believe that it is important to describe our use of AI in the hiring process, as well as outline to candidates what use of AI is and is not allowed. While AI can be a valuable tool, it cannot replace genuine human interaction or an individual’s unique perspective, experience, and voice.
Company Use of AI:
Panopto may utilize tools to enhance the efficiency, objectivity, and quality of our recruitment and evaluation process. These tools assist our team throughout the hiring lifecycle by focusing on four key areas:
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Content Creation: Providing a starting point for crafting job descriptions and assisting in building tailored interview questions.
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Resume Parsing: Analyzing candidate skillsets and resume alignment to efficiently identify qualified candidates.
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Interview & Assessment Insights: Providing interview transcription, summarization, and identifying key insights from candidate assessments in relation to specific role requirements.
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Data Organization: Organizing and storing information gathered during assessments to help our team make informed, data-driven decisions.
Ultimately, these tools are used to support—not replace—our team in assessing skills, generating insights, and identifying the best talent for Panopto.
To ensure fairness and transparency:
Human-Centric Decisions: Please be assured that AI tools are used to support our team, and all final hiring decisions are made by human reviewers. Panopto hiring teams will thoroughly review your application and assessment results. AI is not used to make final decisions regarding your candidacy.
Bias Mitigation: We are committed to algorithmic fairness. Our AI-assisted tools undergo regular independent audits to detect and mitigate bias, with the goal of keeping our processes equitable and inclusive. Our methodology aligns with global best practices and regional digital ethics standards to provide every candidate with a fair and merit-based evaluation.
Your Rights & Accommodations: We provide inclusive access for all applicants. If you require a reasonable adjustment due to a disability, or if you prefer a non-automated review of your application, please contact Panopto Talent Attraction. We respect your right to request human intervention; please note that opting for a manual review may impact the standard processing timeline.
Data Privacy and Security:
Your personal data and recordings are processed securely in compliance with global privacy and employment regulations (including EEOC, GDPR, and other local or regional privacy laws, as applicable).
To facilitate our recruitment and evaluation process, limited candidate data may be shared securely with trusted third-party vendors and service providers acting on our behalf. We retain candidate data only as long as necessary to fulfill the recruitment purpose or as required by applicable statutory retention periods. Once this purpose is met, or the retention period expires, your data is securely deleted or anonymized in accordance with our data governance policy.
Panopto is dedicated to a fair and equitable hiring process for all candidates.
Use of AI:
Statement of Transparency:
At Panopto, we embrace the transformative power of AI to enhance productivity and learning. We believe in providing a level playing field where candidates can use modern tools to put their best foot forward, provided those tools support, rather than replace, their authentic voice and expertise. While we encourage the use of AI as a tool for growth and preparation, we require transparency and authenticity to ensure a fair evaluation for all.
Acceptable Use:
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AI-Assisted Preparation: You are encouraged to use Generative AI (e.g., ChatGPT, Gemini) as a mock interviewer or coach to refine your speaking points.
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Research & Knowledge Gathering: Using AI to synthesize industry trends or company background is permitted and viewed as proactive preparation.
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Career Guidance Tools: Simulation tools that help you practice the STAR method or identify skill gaps are acceptable.
Prohibited Use:
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Live Interview Assistance: The use of real-time AI "teleprompters," live answer-generators, or deepfake audio/video during Panopto recordings or live sessions is strictly prohibited.
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Plagiarized Work Samples: Any take-home assignments or portfolios must be your original work. While AI can assist in formatting or brainstorming, the core logic and execution must be yours.
Panopto has a zero-tolerance policy toward the misrepresentation of job-related skills. Consequences of using prohibited tools may result in my immediate disqualification from the hiring process, the withdrawal of any pending offer, or termination of employment if discovered after hire.
Verification of Experience:
To ensure the integrity of our hiring process and validate the skills demonstrated during your Panopto submission, Panopto may require the following "Proof of Experience":
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Work Samples & Portfolios: Candidates may be asked to provide original work samples (e.g., code repositories, design portfolios, case studies) that pre-date the current application.
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Digital Footprint & Professional Links: We may request links to professional profiles (e.g., LinkedIn, GitHub, Behance) to verify career trajectory and industry contributions.
Disclosures:
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Live Validation: Any technical skill demonstrated in an asynchronous Panopto recording is subject to a live, "Human-in-the-Loop" technical assessment or deep-dive discussion.
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Fraud Detection: Please be aware that we utilize metadata analysis and fraud detection tools to ensure the authenticity of all video submissions.
By submitting your application and participating in the recruitment process, you acknowledge and consent to Panopto's use of AI, as well as the acceptable and prohibited uses of AI as a candidate, as described above.
Panopto is dedicated to a fair and equitable hiring process for all candidates.
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 today
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.
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