Job intelligence
Senior Product Designer
Medium
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 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.
Some access and qualification signals are clear, but the overall entry path is neither unusually open nor unusually restrictive.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- 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 Designer
Tremendous · Canada, Mexico, USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 33% higher advertised midpoint
Senior Product Designer
CodePath · LATAM, Canada, Europe, USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 3% lower advertised midpoint
Principal Product Designer
Customer.io · LATAM, Canada, USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 49% higher advertised midpoint
Product Design Director - Patient (x/f/m)
Doctolib · Paris
Why it is nearby: Same seniority band · Same employment type · Recently posted
Different angle: Different work arrangement
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 Design 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 (18) · GBP (10) · CAD (3). 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.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
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.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
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.
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 308 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 31% 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 limited 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
- What retirement or pension contribution does the employer provide?
- 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
- technical communicator
- user interface designer
- user experience analyst
- web designer
- instructional designer
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Web and Digital Interface Designers 15-1255.00
- Fashion Designers 27-1022.00
- Floral Designers 27-1023.00
- Software Quality Assurance Analysts and Testers 15-1253.00
- Web Developers 15-1254.00
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
technical communicator
Usually essential in this ESCO occupation
- apply ICT terminology
- gather technical information
- visual presentation techniques
- manage content metadata
- conduct content quality assurance
- provide written content
- integrate content into output media
Context-dependent ESCO skills
- provide multimedia content
- use presentation software
- integrate and re-elaborate digital content
- application usability
- style sheet languages
O*NET · U.S. occupation
Web and Digital Interface Designers
O*NET occupation skills
- Reading Comprehension
- Critical Thinking
- Judgment and Decision Making
- Active Learning
- Active Listening
- Complex Problem Solving
- Programming
- Monitoring
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
VP, Horizontal AI Product
Crowdstrike · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceProduct Manager-in-Training (YC cofounder/CEO-led)
Jerry · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceGTM Enablement - Product
ElevenLabs · Remote
same employment type · similar work-arrangement evidenceAdjacent-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 Leadership. 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
Design Lead, Consumer
Maven Clinic · USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 21% higherSenior Product Designer
Hyperproof · Remote — Worldwide
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 19% lowerThese 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 states about 4 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.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Product 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 104 sampled listings; 74 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.
At least about 4 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.
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
For Senior Product Designer at Medium, the most useful clues right now are the range is useful even though the comparison pool is small, the location rules are clear enough to judge, and the entry path is becoming clearer. Looking at them together makes the trade-offs easier to see.
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.
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 entry path is becoming clearer
At least about 4 years of experience required · 1 additional stated barrier. Only requirements actually stated in the listing are counted; anything left unsaid remains unresolved.
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
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?
Only 9 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
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.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
- At least about 4 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 4 years of required experience.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
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 4 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 listing was posted about 1 days ago.
Compensation intelligence
How competitive is this pay?
Only 9 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
Why this analysis?
- Only 9 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
- 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 Medium
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
Medium — 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: Design (2) · Software engineering (1)
Visible seniority mix: Senior / lead (1) · Leadership (2)
Current employment-type mix: Full time (3)
Most visible hiring countries in this sample: United States (3)
Other current roles from this employer
Senior Android Engineer
USA
Senior / lead · Region-restricted remoteStaff Product Designer
USA
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
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.
Principal Product Designer
Customer.io · LATAM, Canada, USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Senior Product Designer
Tremendous · Canada, Mexico, USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Staff Product Designer
Medium · 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
- 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.
About Medium
Medium is one of the world's most influential writing platforms, connecting millions of readers with ideas that matter. We're a small, dedicated team that cares deeply and takes real ownership of the problems we tackle, moving fast while building something that lasts. Our actions and decision-making are guided by four principles: Humans First, Deepen Understanding, Orient for Impact, and Ladder Together.
Design is a vital discipline at Medium. We have a long, visible history of raising the design bar for reading and writing on the internet. We continue to believe that by radically redefining the experience of reading and writing online, we foster humans-first spaces that showcase individual voices and stories.
Today, Medium is a profitable and independently-funded company. This has enabled us to embark on a new era that requires us to think big and explore uncharted territory. If you want to join and shape the future of reading and writing with urgency, care, and play, come help us build what’s next!
The Role
At Medium, designers and engineers work across the full range of the product development process. We’re looking for someone who lives and breathes reading and writing, not just someone who’s worked as a designer for a while. As a Senior Product Designer on the team, you’ll report to the Director of Product Design and work on projects from ideation to launch.
As part of a product team, you’ll own well-defined projects from start to finish. Your team will count on you to scope and define the features you own, to adjust your process according to the needs of the work, and create polished design artifacts from concept to handoff.
As a member of the design team, you’ll collaborate with engineering to uphold a quality bar through implementation, not just the design artifact. With your design teammates, you are someone who welcomes feedback, isn’t precious about your work, and elevates everyone’s impact through collaboration.
As a Median, you’ll be someone who embodies our operating principles and demonstrates empathy and resilience. You’ll demonstrate empathy for our users, to build a platform and products they’ll love. As a teammate, you’ll demonstrate empathy for your coworkers, to contribute to a workplace we love, and the resilience to be able to take feedback from anywhere, consider it gracefully, and fold it into your thinking and work.
What You’ll Do
- Collaborate closely with engineers and designers to scope and define features that advance your team’s goals.
- Own and execute high-quality designs, interactions, and prototypes to enable your team to build the best experiences for our users.
- Leverage AI design tools and workflows effectively to create artifacts that explore and validate new ideas, features, and interactions.
- Contribute to our design system to ensure a cohesive and scalable visual language across the product.
- Conduct user research to uncover pain points and opportunities, using insights to inform design decisions.
- Represent the design team by upholding a high design bar, working with your teammates to make thoughtful, intentional decisions at every step.
What You Have
- 4+ years of experience designing products in a fast-paced environment working closely with engineering, design, and product teammates.
- A portfolio with presentable case studies of your best work, showcasing a foundation in typography, interaction and visual design, and idea generation for work you’ve shipped.
- An understanding of design systems, including an understanding of how to apply them well and contribute back to them.
- Experience or a passion for working on reading and writing tools, platforms, or experiences.
- A learning and growth mindset. We’re a small team. Our shape and process will evolve and change many times over the next few years. We strive to continuously improve, iterate, and integrate what we learn—from our work and each other.
- Excellent written, verbal, and storytelling skills. We are a reading and writing company, after all!
Benefits
In addition to the new experiences you'll pick up, here's what else you'll enjoy by working at Medium:
- Working with a fully distributed team: We’re fully remote and have teammates across the U.S. & France
- Healthcare benefits covered at 100% for employees and 80% for dependents
- Generous parental leave policy
- Twice a year company off-sites
- Mental health support through Spring Health (or find a provider through Rula or Kaiser Mental Health Network)
- Financial wellness support through Northstar
- Stipends for co-working, professional development, wifi, and a one-time home office bonus
- Unlimited PTO and standard company holidays
- A discounted Medium membership
Why Medium
At Medium, inclusion, diversity, and equity are core to how we work and what we build. We believe a more inclusive team creates a better product—one that’s intuitive, thoughtful, and serves a wide range of users. We strive to foster a supportive, fun, and challenging environment where people from all backgrounds can thrive.
We welcome applicants from all walks of life and strongly encourage those from historically underrepresented groups to apply. Our hiring process is built to ensure fairness and equal opportunity for everyone. Even if your experience doesn’t match every requirement, we’d still love to hear from you—your perspective and passion matter more than checking every box. We actively track representation across our hiring pipelines and hold ourselves accountable to building inclusively.
Learn more about our mission, operating principles, and culture:
Read about our story here.
Read our guidance on AI use for candidates. We believe human ideas have the power to change how people think, for the better. That belief shapes how we hire. We use AI tools ourselves, but we’ve thought carefully about where it adds value and where it gets in the way of something important.
Salary Range
$150,000—$200,000 USD
GDPR Notice
We will process your personal data as part of our recruitment process, in accordance with the General Data Protection Regulation (GDPR). For details on how we use your data, including the legal bases for processing, how long we retain it, and your rights under GDPR, please refer to our Privacy Notice.
We may retain your information for future job opportunities based on our legitimate interest in building a talent pool. You can object to this at any time by contacting us at recruiting@medium.com.
CCPA Notice
If you are a California resident, you have rights under the California Consumer Privacy Act (CCPA), as amended by the California Privacy Rights Act (CPRA). These include the right to know what personal information we collect about you, the right to request deletion or correction of your data, and the right to opt out of certain uses.
During the hiring process, we may collect personal information such as your name, contact details, resume/CV, employment history, education background, and any information gathered through interviews or assessments. We may share this information with service providers who support our recruitment process, in compliance with CCPA/CPRA. This information is used solely for recruitment and hiring purposes.
We do not sell or share your personal information as defined under CCPA/CPRA. Candidate data is retained for up to 48 months for our legitimate business purposes and in accordance with applicable laws.
To exercise your rights or request more information, please contact us at recruiting@medium.com. This notice can also be found on our 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.