Job intelligence
Senior Technical Project Manager
Thinkific
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
- Location eligibility
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
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.
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.
Quality Operations Manager
HarmonyCares · Remote — Worldwide
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
Psychology Program Manager - SDTP Associate Director for Residential Programs
Veterans Health Administration · Houston, Texas
Why it is nearby: Same seniority band · Recently posted
Different angle: Different country
Real Estate Portfolio Project Manager
Ericsson AB · Stockholm, Stockholms län, Sverige
Why it is nearby: Same employment type · Recently posted
Different angle: Seniority is not explicit · Different country
Technical Program Manager, Human Data Annotation (Code)
Mistral.ai · Paris
Why it is nearby: Same employment type · Recently posted
Different angle: Seniority is not explicit · 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 Operations & program 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 (111) · GBP (1) · EUR (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
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 1005 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 57% 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 pay-disclosure rate is broadly similar to 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, 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?
- 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
- operations manager
- mine manager
- business manager
- metal production manager
- financial markets back office administrator
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- General and Operations Managers 11-1021.00
- Wind Energy Operations Managers 11-9199.09
- Biomass Power Plant Managers 11-3051.04
- Airfield Operations Specialists 53-2022.00
- Industrial Production Managers 11-3051.00
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
operations manager
Usually essential in this ESCO occupation
- energy conservation
- liaise with managers
- corporate social responsibility
- evaluate employees
- establish daily priorities
- supervise daily information operations
- manage supplies
Context-dependent ESCO skills
- promote innovative infrastructure design
- use measurement instruments
- gas consumption
- manage disaster recovery plans
- monitor utility equipment
O*NET · U.S. occupation
General and Operations Managers
O*NET occupation skills
- Active Listening
- Monitoring
- Reading Comprehension
- Speaking
- Coordination
- Critical Thinking
- Management of Personnel Resources
- Social Perceptiveness
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
Human Resources Director
Associated Veterinary Partners · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceStrategic Account Manager, Hospital
ZOLL Medical · Remote — Worldwide
same employment type · similar work-arrangement evidenceRepresentative, Inside Sales
Liberty Hardware Mfg. Corp. · Remote — Worldwide
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
Transportation Project Manager
JLL · Remote — Worldwide
USD 115,000–128,000 / year Similar work arrangement · Same employment type · Recently postedSAP MM PROCUREMENT FUNCTIONAL CONSULTANT
Vrinda International · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedThese 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?
Agile is one of the signals this listing shares with skills appearing often across current Operations & program roles opportunities.
Skills named in this listing
Shared with the current career sample
- Agile Seen in 13 sampled listings
- Project Management Seen in 46 sampled listings
- Scrum Seen in 9 sampled listings
Combinations also appearing together
- Agile + Project Management appeared together in 9 sampled listings
- Project Management + Scrum appeared together in 8 sampled listings
- Agile + Scrum appeared together in 6 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Agile, Project Management, and Scrum 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.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: People & HR roles, Finance & accounting roles, and Sales roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 100 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 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.
Agile
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.
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.
Scrum
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 Senior Technical Project Manager at Thinkific, the most useful clues right now are the range is useful even though the comparison pool is small, remote flexibility can be weighed properly, and the listing gives useful clues about who can realistically enter. Looking at them together makes the trade-offs easier to see.
The range is useful even though the comparison pool is small
The CAD range can be compared directly within its currency, although the present comparison sample is too shallow for a confident relative-pay ranking.
Remote flexibility can be weighed properly
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The listing gives useful clues about who can realistically enter
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.
The listing can be traced to a current source
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?
Only 0 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 salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
The listing was posted about 8 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 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.
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 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.
Compensation intelligence
How competitive is this pay?
Only 0 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
Why this analysis?
- Only 0 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
- Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
- Range quality: Broad but usable range.
Employer compensation communication
Pay transparency at Thinkific
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
Thinkific — 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: Product (1) · Sales (1) · Operations (1)
Visible seniority mix: Leadership (3)
Current employment-type mix: Full time (3)
Most visible hiring countries in this sample: Canada (3)
Other current roles from this employer
Senior Product Manager
Canada
Leadership · Region-restricted remoteAccount Executive
Canada
Leadership · Region-restricted remoteCAD 140,600–211,000 / yearThese 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.
Technical Program Manager
Phaidra · Canada, USA
CAD 69,371–179,573 / year Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Check: Seniority is not explicit in the alternative listing. Different country from the current job.
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.
Who we are ⬇️
Thinkific (TSX:THNC) is an award-winning learning commerce platform built for scale. By bringing together community, courses, and content with commerce, we power transformative learning experiences and give businesses everything they need to grow their revenue — all from one AI-powered platform. So far, our customers have generated over $3.7 billion in revenue and reached more than 200 million learners worldwide.
The culture we're building ⭐
We've been intentional about the culture we're building and are proud to be recognized as an award-winning culture—we’re a Certified Great Place to Work, one of Canada's Best Diversity Employers, BC Top Employers, and Canada's Top Small & Medium Employers for 2026 by Canada's Top 100!
Here’s what it means to work at Thinkific:
We're a high-performing team on a meaningful mission, and the way we work reflects that. Thinkers are customer-obsessed and ownership-driven — we talk to customers constantly, take full accountability for outcomes, and operate with a high degree of autonomy and trust. We care deeply for each other and believe the best ideas come from honest debate, real feedback, and diverse perspectives. It's a culture built on trust, exceptional work, and genuine respect for the people around us.
Who thrives here:
Thinkific may be the right place if you're energized by a fast-paced environment, enjoy high autonomy, and work well with ambiguity and change. You thrive in highly collaborative teams and make the people around you better. You're results-driven, take ownership without being asked, have hard conversations even when it's uncomfortable, and celebrate diverse perspectives. AI is a tool you embrace to move faster and think bigger.
Who doesn't thrive here:
If you prefer highly structured environments, need to wait for clear direction to move, dislike ambiguity and change, or find direct feedback uncomfortable, Thinkific may not be the right fit.
About the Role
Are you energized by complex, cross-functional challenges — the kind where you’re the person who brings clarity to ambiguity, momentum to high-stakes initiatives, and trust to every room you walk into? We’re looking for a Senior Technical Project Manager to join us at Thinkific.
This role sits within our Program Management team inside Research & Development — a small but mighty team that operates at the heart of how Thinkific delivers. This team is a strategic force multiplier, owning complex end-to-end initiatives operating at the intersection of people, product, and AI-augmented delivery.
A note from the Hiring Manager
Hi! I am Afro, Manager of Program Management. I’m passionate about tackling complex cross-functional problems and excited for this person to join our team. This role is not just about organizing meetings and doing follow-ups. You will be highly engaged in owning projects end-to-end, solving interesting problems, and making meaningful decisions that contribute to Thinkific’s goals and our customers’ success. If this and a fast, AI-driven, and highly collaborative environment excites you, I can’t wait to meet you.
Your goal will be to drive end-to-end delivery of complex, cross-functional initiatives and raise the bar on how we ship. Here’s how you’ll accomplish this:
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Own end-to-end delivery of high-stakes initiatives, leading programs that cut across engineering, product, data, and go-to-market teams from scoping through launch. You’ll define what “done” looks like and hold the organization accountable to it
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Build and maintain strong relationships with stakeholders at every level — engineers, product managers, executives, and external partners. You’ll surface trade-offs clearly, manage competing priorities, and keep everyone rowing in the same direction
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Leverage AI as a force multiplier. You already integrate AI tools into how you work — drafting status updates, synthesizing risk signals, generating meeting summaries and documentation, and accelerating decision-making
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Translate business objectives into executable project plans by identifying dependencies, sequencing work intelligently, and proactively flagging when scope, timeline, or resources need to shift
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Anticipate problems before they become blockers. You’ll build contingency plans, facilitate hard conversations early, and keep stakeholders informed
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Define and reinforce standards for how we ship — quality gates, rollout plans, retrospectives, and post-mortems that actually lead to change
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Own executive-level AI-assisted reporting with clear, opinionated status updates, risk dashboards, and decision-ready briefings
The person we have in mind likely:
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Has 5+ years of experience in technical project management or program management, with a track record of delivering complex, cross-functional initiatives in a software or SaaS environment
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Is genuinely technical. They don’t need to write code, but understand how software is built and what makes an architecture decision hard
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Is AI-fluent. They actively use AI tools (Claude, Copilot, Cursor, Notion AI, or similar) in their day-to-day work. They’re comfortable helping teams define guardrails for responsible AI use in workflows
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Is a systems thinker who holds the whole picture — dependencies, risks, resource constraints, business context — while staying sharp on the details that matter most
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Communicates with clarity and confidence. They write concisely, adapt their message to their audience, and can explain technical blockers in plain language
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Is experienced with modern delivery frameworks (Agile, Scrum, Kanban)
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Is data-informed and uses metrics to track progress and make decisions
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Loves to learn and grow. They’ve found (and keep looking for) ways to level up their skills in this field, whether that’s through formal education, gaining professional experience, or maybe even building their own business
These things would also be nice, but we think you could learn them on the job:
-
Experience in a B2B SaaS or learning product company
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Familiarity with evaluating and rolling out AI tooling within engineering or product teams
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PMP, PgMP, or equivalent certification
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Experience managing vendor relationships or third-party integrations at scale
The recruitment compensation range for this position is $93,100 – $116,400 – $139,700 CAD (this range is base salary only). Your specific compensation within this range is determined based on your job-related skills, knowledge, experience, and our internal equity assessment. The range is designed to capture the full journey from developing skills to excelling in the position. Most new hires start between the minimum and midpoint, which aligns with being fully capable in the role.
The Hiring Journey
-
An exploratory call with our Talent team
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An impact-focused interview with Manager, Program Management
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Technical Stage
-
Stakeholder Interview with VP, Research & Development
For a deeper look at our hiring process, what to expect during each step, AI guidelines, and how to prepare, visit our Candidate Hub ⭐
How we work with AI:
Thinkific is an AI-forward company. We use AI tools across all teams, and our approach to hiring is no different. We use AI-assisted tools to support parts of our recruitment operations, and we're committed to being transparent about how. We automate where it drives efficiency, but every hiring decision is made by a person, and a high-touch, human candidate experience always comes first.
Candidates are welcome to use AI tools during the application process if desired.
Visit our Candidate Hub to learn more!
Diversity, Equity, Inclusion and Belonging & Accessibility:
This is just our initial idea of who we’re looking for! At Thinkific, we know that people have unique career journeys. If your experience is close to what we’ve described but you feel that you might be missing a few of the requirements, please still apply! We believe in equal opportunity and are committed to diversity, equity, inclusion, and belonging across every facet of our business.
We’re also committed to providing a comfortable and accessible interview experience for every candidate. If there are any accommodations our team can make throughout our hiring process (big or small), please let us know.
What you can expect if you join Thinkific:
An amazing team of talented, passionate, and kind Thinkers. Together, we’ve built an incredible award-winning culture—we’re a Certified Great Place to Work and have been recognized on many Great Place to Work's Best Workplaces lists for Canada, Technology, Inclusion, Women, Mental Wellness, and more! We're also one of Canada's Best Diversity Employers, BC Top Employers, and Canada's Top Small & Medium Employers for 2026 by Canada's Top 100!
The chance to build, improve, and innovate on a platform that’s driving positive impact for thousands of businesses and millions of students around the world.
A competitive compensation package including base salary, equity, team-wide bonuses, and an Employee Share Purchase Plan.
Flexible Paid Time Off to maintain mental and physical health. Our team is encouraged to take a minimum 4 weeks of vacation, plus Thinker Holidays (extended long weekends in the summer) and time off for the December holiday season.
Health Benefits and Wellness: Comprehensive benefits starting on Day 1 include health, vision, and dental coverage for you and your family, $3,000 for mental health care, a short-term health plan, and an additional $900/year health or personal spending account. Plus, family friendly benefits include generous parental leave top-ups for up to 32 weeks, as well as fertility coverage and personalized return to work options.
3 Paid Volunteer Days each year to give back to your community and support the causes you care about.
Flexible Work. Choose to work from home from anywhere in Canada, at our Vancouver HQ, a co-working space, or anywhere there’s wifi for a change of scenery.
AI tools for every Thinker. We’re an AI-forward team, and every employee has access to the tools they need to work smarter, faster, and make a bigger impact.
⬆️ Learning & Growth. An annual $2,000 CAD Learn and Grow fund for conferences, seminars, or courses, plus training, mentorship, coaching, and internal promotion opportunities.
A home office setup so you’re ready to succeed with a company-owned Macbook Pro and a budget to order a desk, chair, or any accessories to help you work comfortably and productively.
A place where you can bring your whole self to work. We know that different perspectives lead to amazing ideas, more innovation, and, ultimately, our success as a company. We welcome applicants of all backgrounds, experiences, beliefs, identities, and statuses. Whoever you are—we can’t wait to meet you!
The Thinkific Vancouver office operates on the traditional, ancestral, and unceded territories of the xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and Sel̓íl̓witulh (Tsleil-Waututh) Nations of the Coast Salish People. We encourage everyone to learn more about the original caretakers of the land that you currently occupy.
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