Job intelligence
Director of Product Marketing
Proof
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 strongest upside: pay compares strongly with similar current roles. The main trade-off: location rules could change the fit.
Around the 87th percentile within 39 comparable USD salary observations.
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
- 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
- Pay compares strongly with similar current roles: The annualized midpoint is around the 87th percentile among 39 comparable USD salary observations.
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.
B2B Growth Marketing Manager – Industrial/SaaS
AssetWatch · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 51% lower advertised midpoint
Associate Demand Generation Manager
YipitData · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 47% lower advertised midpoint
Senior Manager, Marketing Strategy & Operations
GiveDirectly · Canada, Germany, Netherlands, Poland, Portugal, Spain, Türkiye, UK, USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 46% lower advertised midpoint
Different angle: Different country
Field & Event Marketing Manager, EMEA
Deepgram · UK
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
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 Marketing 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 (32) · EUR (12) · CAD (1) · GBP (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
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.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1184 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 24% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- digital marketing manager
- marketing consultant
- marketing assistant
- business and marketing vocational teacher
- marketing manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Proofreaders and Copy Markers 43-9081.00
- Search Marketing Strategists 13-1161.01
- Marketing Managers 11-2021.00
- Market Research Analysts and Marketing Specialists 13-1161.00
- Securities, Commodities, and Financial Services Sales Agents 41-3031.00
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
digital marketing manager
Usually essential in this ESCO occupation
- online ads campaign techniques
- integrate marketing strategies with the global strategy
- perform business analysis
- social media marketing techniques
- design brand's online communication plan
- brand marketing techniques
- analyse consumer buying trends
Context-dependent ESCO skills
- pay-per-click
- data protection
- manage staff
- conduct search engine optimisation
- ethics of sharing work through social media
O*NET · U.S. occupation
Proofreaders and Copy Markers
O*NET occupation skills
- Reading Comprehension
- WritingPhrase in listing
- Speaking
- Active Listening
- Critical Thinking
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
Account Executive, New Business - Financial Services
AlphaSense · USA
same stated country · same seniority band · same employment typeAccount Executive, Existing Business - Financial Services
AlphaSense · USA
same stated country · same seniority band · same employment typeAccount Executive
Alma · USA
same stated country · same seniority band · same employment typeAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as 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
Associate Manager, Influencer Marketing
Instacart · USA
USD 86,000–109,500 / year Same country · Similar work arrangement · Same employment type Advertised midpoint is about 57% lowerSenior Marketing Design Manager
Imprint · USA
USD 150,000–200,000 / year Same country · Similar work arrangement · Same employment type Advertised midpoint is about 22% 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.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles, Product roles, and Design 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; 80 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.
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?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
A closer look at Director of Product Marketing at Proof points most strongly to compensation has enough depth for comparison, the location rules are clear enough to judge, and the application route gives a few useful clues. Those signals shape the practical upside and the questions still worth asking.
Compensation has enough depth for comparison
Among 39 current comparable salaries in USD, the normalized annual midpoint is around the 87th 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. The most important location constraint is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
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 2 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
- Advertised pay is above much of the current comparable disclosed-salary sample.
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.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay with stated barriers to weigh
Pay compares strongly, but qualification or location constraints are also visible. Higher pay does not erase those practical requirements.
Comparable disclosed-pay evidence places this job at about 87 / 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 87% 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.
Its annualized salary midpoint is at or above about 87% of the current comparable disclosed-salary sample.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 2 days ago.
Compensation intelligence
How competitive is this pay?
Above-market pay in current sample
The annualized midpoint is above the 75th percentile boundary of the current comparable sample.
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 Proof
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
Proof — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (4) · Marketing (2) · Executive (2)
Visible seniority mix: Senior / lead (2) · Leadership (8)
Current employment-type mix: Full time (11)
Most visible hiring countries in this sample: United States (9)
Other current roles from this employer
Senior Manager of Marketing Operations
USA
Leadership · Region-restricted remoteUSD 150,000–215,000 / yearDirector of Brand and Creative
USA
Leadership · Region-restricted remoteUSD 180,000–250,000 / yearStrategic Enterprise Account Executive
USA
Leadership · Region-restricted remoteUSD 250,000–350,000 / yearCustomer Success Manager, Law Firms
Remote — Worldwide
Seniority not clearly specified · Worldwide remoteUSD 130,000–150,000 / yearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 220,000 median · 11 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Limited location freedom
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
- 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.
- 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 Field and Partner Marketing
Dropbox · USA
USD 220,300–372,600 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Head of Product Marketing
Amplitude · Canada, USA
USD 285,000–476,000 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Head of Growth Marketing
Flex · USA
USD 275,000–450,000 / year 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
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
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.
Proof is the world's first identity-assured transaction management platform and we are on a mission to digitize trust for all of life’s most critical transactions. Developed by the same market leaders and experts who brought notarization online with Notarize℠, Proof offers trust in a digital world by verifying identities and securing transactions to protect businesses and their customers. Since 2015, we’ve completed many of the world’s first digital commerce transactions, including the first online real estate closing, online mortgage closing, online auto sale, and online will and we're still just getting started!
Proof operates identity infrastructure for high-consequence transactions. Built on a WebTrust-audited certificate authority and PKI-anchored verifiable credentials, Proof helps more than 8,000 businesses, from financial institutions and mortgage lenders to insurers and wealth managers, verify who is on the other side of a transaction. Having created the online notarization category, we're now extending into portable digital identity with our Verifiable Digital Credential (VDC) for banks, and into authorization for AI agents.
As Director of Product Marketing, you'll turn that technical foundation into positioning that a bank's Chief Risk Officer, head of digital, and compliance team all understand and act on. Day to day, you'll work across Product, Sales, and Marketing to shape messaging, lead launches, equip Sales to win, and make sure the market sees Proof as the trusted identity layer. You'll also lead and develop the product marketing function, starting with the Partner & Customer Marketing Manager.
What you’ll do as the Director of Product Marketing at Proof:
- Positioning and messaging: Own product and solution positioning and the messaging architecture (value propositions, proof points, and differentiation) across the VDC, identity verification, eSign/eNotary, and agentic authorization, tailored by segment (banking, mortgage, insurance, wealth) and buyer persona.
- Launches and go-to-market: Run the launch process for new products and major features, from tiering and readiness through announcement, enablement, an post-launch measurement. Shape use-case plays such as account opening, high-value money movement, title and closing, and agent-initiated transactions with Revenue Marketing and Sales.
- Sales enablement: Build and maintain the core sales toolkit, including pitch decks, solution briefs, discovery guides, business-case and ROI tools, objection handling, and demo narratives. Run ongoing enablement for Sales, Solutions Engineering, Customer Success, and partners.
- Market and competitive insight: Lead win/loss analysis, customer interviews, persona and buying-committee research, and competitive intelligence across identity verification, digital credentials, eSignature, and fraud prevention vendors, including maintained battlecards.
- Product partnership: Partner with Product on pricing, packaging, and roadmap priorities. Track regulatory developments (CIP/KYC, digital identity, and eNotary legislation) and translate them into market opportunities and messaging.
- Cross-functional content: Supply product and roadmap content for analyst briefings (e.g., Gartner, Forrester, Liminal, Celent, Datos Insights) with the Director of Communications, and product inputs for demand programs, content, and events.
- Team leadership: Manage and develop the Partner & Customer Marketing Manager and grow the product marketing team over time, so that product, partner, and customer messaging stay aligned.
What we're looking for:
- 10+ years of B2B product marketing experience at a SaaS, fintech, identity, security, or infrastructure company, including 3+ years leading product marketing teams and launches end to end
- Experience marketing technical or API-driven products to regulated enterprise buyers, ideally financial institutions.
- A record of creating positioning for a new or emerging category, with launches that measurably improved pipeline and win rates.
- Enough technical fluency to understand PKI, cryptographic credentials, identity verification, and fraud concepts, and to explain them simply and accurately.
- Excellent writing, storytelling, and presentation skills, with the credibility to engage executives, customers, and analysts.
You’ll really stand out if you have:
- Familiarity with digital identity standards (W3C Verifiable Credentials, ISO mDL, NIST 800-63) or KYC/AML compliance.
- Experience marketing AI or agentic products and the trust and authorization questions they raise.
- Experience with developer- or platform-led motions alongside enterprise sales.
Position logistics:
Travel: This role will include occasional travel for Proof Summit, team onsites, industry events, and customer or partner meetings. Your manager will share more about expected travel during the interview process.
Our Proof Pillars:
- Pave the Way: When obstacles arise, we break through barriers with passion and perseverance. We lead with creativity and forward-thinking. We aim to set new standards and shape the future in a repeatable, scalable way so the path to success is easier for our team to follow.
- Own It: We embrace the responsibility that comes with supporting life's most important transactions. When a problem arises we relentlessly pursue the solution with a 'Yes before no' attitude. Because every problem and every transaction is treated like it's our own.
- Act with Integrity: We are in the business of building trust and it is at the core of everything we do. We are honest and transparent with our customers, each other and ourselves. If we make a mistake, we own up to it right away and do what it takes to make it right. Our dedication to security and compliance is key to earning trust, fighting fraud and ultimately, our success.
- Play to Win: We believe excellence is about always striving to be better so when we get it wrong, we iterate, we learn and we grow. We know we can only go so far alone, we're better together and collectively, we win!
Here are some of our great benefits:
- Medical, dental, and vision benefits
- Life insurance, long and short-term disability coverage
- 401k Plan with a 4% match, beginning on your hire date
- Unlimited Sick and Vacation time
- 14 paid company holidays
- 12 weeks of paid parental leave
- 4 week sabbatical after 5 years of continuous full time employment
- Health Reimbursement Arrangements for fertility and gender affirmation
- Lunch on Proof through Grubhub credit
- Monthly work from home stipend
- Professional development credit
- Monthly reimbursement for Wellness
- And more!
Compensation
This is the expected total cash compensation range for this position. The salary offered within this range will be determined based on factors including but not limited to skills, qualifications, experience and location. The total compensation package for this role includes base pay, discretionary bonus typically paid annually, the benefits listed above, and equity.
Additional Information
This position will be posted and accepting applications through October 23, 2026.
Proof uses Identify & Defend, our fraud prevention and identity verification tools, to confirm that individuals engaging with Proof at any stage correspond to a real identity. It’s a quick security step that helps keep the process safe for everyone. Defend & Identify are used solely for identity verification and fraud prevention and are not used to assess employment eligibility or qualifications.
Proof is committed to building an inclusive environment for people of all backgrounds and everyone is encouraged to apply. We are an equal opportunity employer and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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 in the past 3 days
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.