Job intelligence
Customer Success Manager
Bloomreach
Before relying on the listing: Confirm Compensation and 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 pay picture is incomplete.
A financial comparison will need the approved compensation range.
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
3 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
- Work arrangement
- Location eligibility
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- 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 pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- 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.
Staff Customer Success Manager, UK
Kong Inc. · UK
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Customer Success Operations Analyst
Obsidian Security · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Customer Success Advisor - US Remote
PerfectServe · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Senior Customer Success Manager - APJ
Chainguard · APAC, Japan
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 Customer success & support 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 (66) · EUR (9) · GBP (7) · CAD (2). 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.
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.
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 801 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 44% of the bounded current role sample does.
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: current same-currency market context.
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.
The approved base-pay range is not established in the listing.
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 is the approved base-pay range for this role?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- 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?
- What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- 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
- customer service representative
- client relations manager
- train attendant
- railway passenger service agent
- customer contact centre information clerk
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Customer Service Representatives 43-4051.00
- Sales Representatives of Services, Except Advertising, Insurance, Financial Services, and Travel 41-3091.00
- Bill and Account Collectors 43-3011.00
- Order Clerks 43-4151.00
- New Accounts Clerks 43-4141.00
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
customer service representative
Usually essential in this ESCO occupation
- keep records of customer interaction
- customer service
- process refunds
- apply knowledge of human behaviour
- listen actively
- ensure client orientation
- have computer literacy
Context-dependent ESCO skills
- speak different languages
- upsell products
- sales activities
- perform data analysis
- carry out active selling
O*NET · U.S. occupation
Customer Service Representatives
O*NET occupation skills
- Active Listening
- Service Orientation
- Speaking
- Reading Comprehension
- Critical Thinking
- Complex Problem Solving
- Time Management
- 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
Account Executive Director SLED (Midwest)
Socure · USA
same seniority band · same employment type · similar work-arrangement evidenceMajors Account Executive - Key Customers | Bay Area | Remote
Grafana Labs · USA
same seniority band · same employment type · similar work-arrangement evidenceAccount Executive (Korean Speaking)
Deepgram · Singapore
same seniority band · 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
Team Lead, Customer Support
Keyfactor, Inc. · UK
Same country · Similar work arrangement · Same employment typeSupport Engineer I - UK
ExtraHop · UK
GBP 30,000–35,000 / year Same country · Similar work arrangement · Same employment typeThese 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?
Salesforce is one of the signals this listing shares with skills appearing often across current Customer success & support roles opportunities.
Skills named in this listing
Shared with the current career sample
- Salesforce Seen in 27 sampled listings
- SQL Seen in 8 sampled listings
Additional signals in this listing: HubSpot · Power BI · Tableau
Application edge
- If these skills match your background, prepare one concrete example that shows how you used HubSpot, Power BI, and Salesforce rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles and Operations & program 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; 77 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.
HubSpot
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.
Power BI
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.
Salesforce
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.
SQL
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.
Tableau
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.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- 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
The headline alone does not tell the whole story for Customer Success Manager at Bloomreach. The clearest decision context comes from the location rules are clear enough to judge, the visible application effort can be estimated, and source continuity adds useful context.
The location rules are clear enough to judge
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 66/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The visible application effort can be estimated
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?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
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 Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- 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.
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.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Bloomreach
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
Bloomreach — 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 (7) · Software engineering (4) · Customer success (3)
Visible seniority mix: Senior / lead (16) · Leadership (2)
Current employment-type mix: Full time (13)
Most visible hiring countries in this sample: Slovakia (6) · United Kingdom (3) · Czechia (2)
Other current roles from this employer
Customer Success Manager
UK
Seniority not clearly specified · Region-restricted remoteSenior Business Consultant w/ French
Czechia, Slovakia
Senior / lead · Remote — restrictions unclearCZK 876,000–1,127,000 / yearSenior Software Engineer, Data Pipeline
Europe
Senior / lead · Region-restricted remoteCZK 1,296,000–1,620,000 / yearStaff Software Engineer - Python, Java / Spring or Go
Europe
Senior / lead · Region-restricted remoteEUR 49,100–61,430 / 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 3,000 median · 10 disclosed salaries
- CZK 1,086,750 median · 5 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
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.
Flexibility signals detected
- The description indicates scheduling flexibility that can support location independence.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
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.
Bloomreach is building the world’s premier agentic platform for personalization.We’re revolutionizing how businesses connect with their customers, building and deploying AI agents to personalize the entire customer journey.
- We're taking autonomous search mainstream, making product discovery more intuitive and conversational for customers, and more profitable for businesses.
- We’re making conversational shopping a reality, connecting every shopper with tailored guidance and product expertise — available on demand, at every touchpoint in their journey.
- We're designing the future of autonomous marketing, taking the work out of workflows, and reclaiming the creative, strategic, and customer-first work marketers were always meant to do.
And we're building all of that on the intelligence of a single AI engine — Loomi — so that personalization isn't only autonomous…it's also consistent.From retail to financial services, hospitality to gaming, businesses use Bloomreach to drive higher growth and lasting loyalty. We power personalization for more than 1,400 global brands, including American Eagle, Sonepar, and Pandora.
About the role
We're expanding our Customer Success team and looking for a technically confident Customer Success Manager to partner with our Growth customers across the UK. You'll help brands grow with Bloomreach, get the most from Loomi and the wider product suite, to help turn their goals into measurable results.
What our customers achieve depends on how well their data, tracking and integrations are set up to deliver value across our product suite. You won't write integration code or build data pipelines (our consultancy services and partners do that), but you will need to understand how the platform works under the hood, read the data behind a customer's results, have an up to date understanding of the AI landscape - especially in Martech all to work out where our customers need to go next to get maximum value from their relationship with Bloomreach.
You'll own a named book of customers using multiple Bloomreach solutions, working within a modern engagement model that combines automated, self-serve and product-led experiences with 1:many programmes and targeted 1:1 sessions when a customer needs them most. You'll be the face of Bloomreach for these customers: a trusted advisor, industry expert, a source of ideas, and the person who understands their setup well enough to connect them with the right resources on our side. You will work remotely from the UK or from our London office.
The core of the role
These are the skills every CSM in the team uses week to week. We'll teach you Bloomreach, but we need you to bring the foundations.
- Understand how customer data flows. Know how a customer's events, profiles and product catalogue data reaches Bloomreach (whether that be through web and mobile SDKs, APIs, imports, data warehouse connectors and our Data Hub) and understand how identity is stitched from anonymous visitor to known customer. Use that knowledge to sense-check a customer's setup and any spot gaps for technical experts to investigate before they limit results.
- Read usage against entitlements. Interpret health, adoption and consumption data (monthly unique visitors, profiles, events, email and SMS volumes) against what a customer has contracted, and be able to explain what this usage means for our customers - are they trending ahead/behind or over and if so, why.
- Triage problems properly. When something isn't working, work out whether it sits in the data, the configuration or the integration, gather the evidence, and route it to Support, consultancy or a partner with a clear, reproducible description or scope.
- Explain the numbers. Build and interpret reporting on campaign revenue, conversion, average order value and customer lifetime value. When our numbers and the customer's analytics disagree, dig into tracking, attribution windows and methodology until you can explain the gap and ultimately the story behind the data and insights.
- Know what's possible, and brief it well. Understand what the platform can do across segmentation, scenarios, channels, personalisation, recommendations and search, so you can recommend realistic use cases and write a clear brief when a Technical or Business Consultant needs to build them.
- Use AI as a working tool. Use Loomi and other AI tools to analyse, research and draft, with the judgement to check and validate the output, and help customers put AI-driven capabilities to work in their own programmes.
Share your Knowledge. Whether it be industry insights, AI releases or use case utilisation, a CSM at Bloomreach should be keen to learn and share knowledge to their customers and colleagues alike. We will teach you Bloomreach but experience and interest in Martech, working with and experimenting with AI and agentic approaches will be key to your success.
What you will do
- Own a named book of Growth customers. Act as each customer's designated CSM and main point of contact for adoption, value, satisfaction and the technical health of their setup.
- Map Bloomreach to each customer's world. Understand their goals, pain points, data and tech stack, then translate these into clear recommendations and success plans that connect Bloomreach and Loomi capabilities to the outcomes they care about.
- Be the ideas factory. Bring best practice, use-case inspiration and a point of view on what good looks like. Hand off hands-on configuration, implementation and campaign build to our consultancy services, partner network or Support, with a brief clear enough that work can start without a second round of questions.
- Deliver engagement at scale. Host and facilitate 1:many programmes such as masterclasses, new-customer mini summits, webinars and customer events, alongside workshops, technical deep dives and consulting sessions for individual customers.
- Read the signals. Monitor health, adoption, usage and data-quality signals across your book, spot risk and growth signals early, and share them promptly with your Account Manager counterpart.
- Partner with Account Management. Work closely with Account Managers and Renewal Specialists, bringing adoption, value, usage and relationship context into account and renewal conversations. You own adoption, outcomes and retention; your Account Manager owns commercial growth and executive alignment. Together you make sure every customer experiences one joined-up Bloomreach team.
- Champion the customer. Capture feedback for our Product teams, including technical gaps and limitations with the evidence behind them. Identify advocates and success stories, and contribute to the programmes, content and playbooks that help the whole segment succeed.
What success looks like
- Customers' data and tracking are set up well enough to support the use cases they want to run, and gaps are spotted and resolved early.
- Technical issues are triaged quickly and land with the right team to resolve these issues first time.
- Customers understand how Bloomreach supports their goals and can see progress against them, backed by numbers they trust.
- Adoption across the platform is healthy and growing, including adoption of new as well well as AI and Agentic-driven capabilities.
- Customers engage with and value the programmes, events and resources available to them.
- Risk and growth signals reach the right people early, and customers are retained and satisfied.
What you bring
Technical foundations
- 2+ years in a customer-facing role in B2B SaaS, e-commerce, marketing technology or digital marketing, ideally as a CSM or Technical Account Manager, or in solutions, implementation, martech operations or agency delivery, where you sat between marketers and technical teams.
- Hands-on experience with at least one marketing automation, ESP or CDP platform (Bloomreach, Klaviyo, Braze, Salesforce Marketing Cloud, Iterable, HubSpot, Marketo, Emarsys or similar), plus an understanding of the commerce data behind it (catalogue, cart, purchase) from platforms such as Shopify, BigCommerce or Salesforce Commerce Cloud.
- Working knowledge of web tracking and data integration: how events and identifiers are captured, what APIs and data feeds do, and how consent affects what can be tracked.
- Comfortable with exploring data: Knowledge of SQL or strong spreadsheet skills to sanity-check a number, and familiarity with an analytics or BI tool such as GA4, Looker, Tableau, Power BI, Amplitude or Mixpanel.
- A working understanding of marketing attribution (last-touch versus multi-touch, lookback windows) and customer segmentation (RFM, cohort, lifecycle).
- A structured approach to problem-solving: when two systems disagree, you find out why rather than explain it away.
Customer and consulting skills
- Strong interpersonal and relationship-building skills: you build trust and rapport quickly, keep relationships strong when much of the engagement is remote, digital or in group settings, and earn credibility with stakeholders from day-to-day practitioners to senior leaders.
- The ability to quickly understand a customer's business model, priorities and KPIs, and to map solutions to their goals and challenges.
- Confident presentation and facilitation skills, including explaining technical concepts clearly to non-technical audiences, from a single-customer workshop to a room or virtual audience.
- Strong organisation and prioritisation, with the judgement to know where your time will have the most impact across a varied book of customers.
- Good judgement on when to bring in specialists, and the collaboration skills to work smoothly with Account Management, consultancy, partners, Support and Product.
Nice to have
- Knowledge of a templating language (Jinja, Liquid, AMPscript or Handlebars); basic HTML and CSS for email and web; a customer success platform such as Gainsight; or experience supporting a platform implementation or migration.
More things you'll like about Bloomreach:
Culture:
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A great deal of freedom and trust. At Bloomreach we don’t clock in and out, and we have neither corporate rules nor long approval processes. This freedom goes hand in hand with responsibility. We are interested in results from day one.
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We have defined our 5 values and the 10 underlying key behaviors that we strongly believe in. We can only succeed if everyone lives these behaviors day to day. We've embedded them in our processes like recruitment, onboarding, feedback, personal development, performance review and internal communication.
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We believe in flexible working hours to accommodate your working style.
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We work virtual-first with several Bloomreach Hubs available across three continents.
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We organize company events to experience the global spirit of the company and get excited about what's ahead.
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We encourage and support our employees to engage in volunteering activities - every Bloomreacher can take 5 paid days off to volunteer*.
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The Bloomreach Glassdoor page elaborates on our stellar 4.7/5 rating. The Bloomreach Comparably page Culture score is even higher at 4.9/5
Personal Development:
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We have a People Development Program - participating in personal development workshops on various topics run by experts from inside the company. We are continuously developing & updating competency maps for select functions.
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Our resident communication coach Ivo Večeřa is available to help navigate work-related communications & decision-making challenges.*
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Our managers are strongly encouraged to participate in the Leader Development Program to develop in the areas we consider essential for any leader. The program includes regular comprehensive feedback, consultations with a coach and follow-up check-ins.
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Bloomreachers utilize the $1,500 professional education budget on an annual basis to purchase education products (books, courses, certifications, etc.)*
Well-being:
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The Employee Assistance Program -- with counselors -- is available for non-work-related challenges.*
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Subscription to Calm - sleep and meditation app.*
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We organize ‘DisConnect’ days where Bloomreachers globally enjoy one additional day off each quarter, allowing us to unwind together and focus on activities away from the screen with our loved ones.
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We facilitate sports, yoga, and meditation opportunities for each other.
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Extended parental leave up to 26 calendar weeks for Primary Caregivers.*
Compensation:
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Restricted Stock Units or Stock Options are granted depending on a team member’s role, seniority, and location.*
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Everyone gets to participate in the company's success through the company performance bonus.*
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We offer an employee referral bonus of up to $3,000!
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We reward & celebrate work anniversaries -- Bloomversaries!*
(*Subject to employment type. Interns are exempt from marked benefits, usually for the first 6 months.)
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Any unsolicited resumes/candidate profiles submitted through our website or to personal email accounts of employees of Bloomreach are considered property of Bloomreach and are not subject to payment of agency fees.
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