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Job intelligence

Sr. Product Manager

Intuitive

Location: Remote — Worldwide Work arrangement: Worldwide remote Employment: Full Time Posted: October 26, 2026 Freshness: Posted today Source check: Observed today
Disclosure4 of 5 core facts statedReview uncertainties
Last source observationObserved todayObservation is not employer confirmation.
Application destinationhimalayas.appReview the application route and source evidence in the full report below.

Before relying on the listing: Confirm Compensation 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.

Compensation positionPay not disclosed
Work flexibilityWorldwide remoteBased only on stated location/work-arrangement evidence.
Decision evidence4 of 5 core facts knownThis listing states more core decision facts than the median role in the current sample.
Mobility evidenceSponsorship not establishedUnknown evidence is not treated as unavailable.
Current alternatives1281 current same-family rolesCurrent HPJ inventory, not the whole labor market.
Negotiation readinessNegotiation evidence available: current same-currency market context, strong decision evidence.Use the private Offer & Negotiation Lab below if an offer arrives.

Fast read

Opportunity DNA

What stands out most is that location flexibility looks unusually broad. The biggest counterweight is that the pay picture is incomplete.

May appeal in aRemote-first search
PayNot disclosed

A financial comparison will need the approved compensation range.

FlexibilityBroad location freedom

No material geography, office-attendance or timezone restriction is visible in the available wording.

Entry pathHigher entry bar

One or more material qualification requirements are stated and may narrow the realistic applicant pool.

MobilityNot established

Sponsorship and relocation support are not clear from the current listing.

ApplicationSome process detail

Part of the application route can be assessed, but the full external process may contain additional steps.

TraceabilityCurrent source traceable

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

  • Work arrangement
  • Location eligibility
  • Application closing time
  • Employment type

What to verify next

  • Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?

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

  • Location flexibility looks unusually broad: The available wording supports high Remote Freedom without a material geography, office-attendance or timezone restriction showing up.

Trade-offs to weigh

  • The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
  • The experience requirement raises the entry bar: The listing appears to require at least about 8 years of experience.

Questions worth asking before you invest more time

  • Ask for the approved compensation range before comparing this opportunity financially.
  • Ask whether visa sponsorship is available before investing significant time in the application.

These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.

Opportunity neighborhood

Keep your options open

These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.

Senior Partnerships Manager, Product Partnerships

RevenueCat · EMEA, LATAM, Canada, USA

USD 199,000–199,000 / year Region-restricted remote 4/5 core facts

Why it is nearby: Same seniority band · Similar work arrangement · Same employment type

Senior Product Manager II - Fraud & Identity

Wrapbook · Canada, USA

USD 175,500–241,500 / year Region-restricted remote 4/5 core facts

Why it is nearby: Same seniority band · Similar work arrangement · Same employment type

Senior Product Manager, AI Adoption & Growth

Demandbase, Inc. · USA

Salary not disclosed Region-restricted remote 3/5 core facts

Why it is nearby: Same seniority band · Similar work arrangement · Same employment type

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 Product roles family. It describes visible choice and disclosure, not future demand or career quality.

Current visible roles1,281

200 most recent current roles sampled for the disclosure measures below.

Employers represented139

Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.

Decision-ready disclosure32%

Current sampled roles stating at least four of the five Core Decision Facts.

Compensation stated25%

Requires a numeric amount, explicit ISO currency and supported pay period.

Work arrangement stated98%

Listings with explicit enough remote, hybrid or on-site evidence to classify.

Stated closing time15%

Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.

Disclosure comparison: This listing states more core decision facts than the median role in the current sample. This listing: 4/5 · sample median: 3.0/5.

Currencies with explicit pay evidence in the sample: USD (35) · EUR (9) · CAD (3) · GBP (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.

Require explicit sponsorship or relocation support 0 / 200 0%

Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.

Require worldwide remote evidence 19 / 200 10%

A much stricter subset: only listings with explicit worldwide-remote evidence remain.

Require usable compensation disclosure 49 / 200 25%

Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.

Require at least four Core Decision Facts 64 / 200 32%

Shows the subset with enough stated evidence for a more informed first comparison.

Require a remote-listed arrangement 70 / 200 35%

Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.

Stay around the same seniority band 156 / 200 78%

Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.

Keep the same employment type 139 / 147 95%

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 1281 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 25% of the bounded current role sample does.

This listingUsable pay not stated

Compensation counts only when amount, ISO currency and supported pay period are all known.

Current same-role sample25%

Pay disclosure is limited in the current role sample.

Current employer patternInsufficient evidence

Employer-level comparison is withheld until enough current employer listings are available.

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.

Advertised annualized payNot usable / not disclosedListing evidence only.
Current comparable medianUSD 196,25034 current sampled roles
Current upper quartileUSD 216,375Current HPJ inventory context, not a salary recommendation.

Negotiation evidence available: 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.

Base payVerify

The approved base-pay range is not established in the listing.

Bonus / commissionVerify

Variable compensation is mentioned; verify amount, formula, target and eligibility.

Equity / long-term incentivesMentioned

Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.

Retirement / pensionVerify

Retirement or pension benefits are mentioned; verify employer contribution and vesting.

Health benefitsVerify

Health-benefit language is mentioned; verify coverage, dependants and employee cost.

Paid leaveVerify

Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.

Work arrangementKnown

A work-arrangement signal is available; verify schedule details before relying on it.

RelocationVerify

Relocation support not established

Visa / work authorizationVerify

Sponsorship not established

Review timingVerify

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?
  • Is there a bonus, commission or other variable-pay component, and how is it calculated?
  • 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?
  • When is the first performance and compensation review after joining?

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.

HPJ comparison familyProduct roles
Adjacent families worth exploringSoftware engineering roles · Design roles · Marketing roles

European occupation references

This service uses the ESCO classification of the European Commission.

U.S. occupation references

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

product manager

Usually essential in this ESCO occupation
  • prepare market research reports
  • analyse market financial trends
  • manage product testing
  • perform market research
  • socio-economic trends in your sector
  • design management
  • develop business plans
Context-dependent ESCO skills
  • consumer goods industry
  • solar products
  • product data management
  • apply strategic thinking
  • perform product testing

O*NET · U.S. occupation

Marketing Managers

O*NET occupation skills
  • Active Listening
  • Speaking
  • Active Learning
  • Complex Problem Solving
  • Critical Thinking
  • Judgment and Decision Making
  • Monitoring
  • Persuasion
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.

prepare market research reportsESCO · Essential · Listing mention unknown
analyse market financial trendsESCO · Essential · Listing mention unknown
manage product testingESCO · Essential · Listing mention unknown
perform market researchESCO · Essential · Listing mention unknown
socio-economic trends in your sectorESCO · Essential · Listing mention unknown
design managementESCO · Essential · Listing mention unknown
develop business plansESCO · Essential · Listing mention unknown
consumer goods industryESCO · Optional · Listing mention unknown
solar productsESCO · Optional · Listing mention unknown
product data managementESCO · Optional · Listing mention unknown
apply strategic thinkingESCO · Optional · Listing mention unknown
perform product testingESCO · Optional · Listing mention unknown
Active ListeningO*NET · Skills · Listing mention unknown
SpeakingO*NET · Skills · Listing mention unknown
Active LearningO*NET · Skills · Listing mention unknown
Complex Problem SolvingO*NET · Skills · Listing mention unknown
Critical ThinkingO*NET · Skills · Listing mention unknown
Judgment and Decision MakingO*NET · Skills · Listing mention unknown
MonitoringO*NET · Skills · Listing mention unknown
PersuasionO*NET · Skills · Listing mention unknown

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

Software engineering roles

Principal Data Platform Engineer

Enlyte Group, LLC · Remote — Worldwide

same seniority band · same employment type · similar work-arrangement evidence
Software engineering roles

Developer Relations Lead

Niobium Microsystems, Inc. · Remote — Worldwide

same seniority band · same employment type · similar work-arrangement evidence

Adjacent-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 Senior / lead. 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

Stretch direction

Leadership

Product Expert

RevenueCat · EMEA, LATAM, Canada, USA

USD 133,000–133,000 / year Similar work arrangement · Same employment type · Recently posted

These are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.

Skill bridge

What does this role connect to?

The available listing text does not contain enough recognized skill language for a useful skill bridge yet.

Application edge

  • The listing states about 8 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
  • A degree requirement is stated. Verify the exact field, level and equivalency wording before treating your education as a match or mismatch.

If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Software engineering roles, Design roles, and Marketing roles. This is exploration context, not a qualification match.

Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 71 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.

Explicit requirement

Degree requirement stated

The listing appears to state a degree as a required or mandatory qualification. Verify the exact field and equivalency rules in the authoritative application.

Explicit requirement

At least about 8 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.

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?
  • 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?
  • Degree equivalency: Is the stated degree requirement strict, or can directly relevant professional experience or another credential satisfy it?

Decision analysis

What the listing really tells you

Useful decision context

A closer look at Sr. Product Manager at Intuitive points most strongly to the location rules are clear enough to judge, the entry path is becoming clearer, and the visible application effort can be estimated. Those signals shape the practical upside and the questions still worth asking.

The location rules are clear enough to judge

Location flexibility can be assessed here: Highly location-flexible, with a Remote Freedom reading of 96/100.

The entry path is becoming clearer

Degree requirement stated · At least about 8 years of experience required · 2 additional stated barriers. Unstated education or experience requirements stay open rather than being assumed.

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.

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

Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.

Analysis evidence coverage

How much analysis can the current evidence support?

50%Partial analysis evidence coverage
50%
Current-sample pay positionInsufficient comparable salary sample

Comparable salary data is not available for this job yet.

Remote Freedom evidence96 / 100

Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.

Salary evidence qualityNo usable disclosed salary evidence

Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.

Listing freshnessPosted today

The source posting date is today.

Source provenance evidenceEstablished source evidence

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

  • The available work-location evidence indicates strong location flexibility.

Visible cautions

  • The description appears to mention an advanced degree requirement or preference.
  • Degree requirement stated
  • At least about 8 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.

Qualifications & access

What qualifications are explicitly stated?

Some explicit entry barriers stated

EducationDegree requirement stated
Required experience evidenceAt least about 8 years of experience required
Explicit required barriers2
Explicit access signals0

Explicit requirements worth checking

  • Degree requirement stated: The listing appears to state a degree as a required or mandatory qualification. Verify the exact field and equivalency rules in the authoritative application.
  • At least about 8 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.

Qualification signals come from explicit listing wording. Anything not mentioned remains unknown, so silence is never treated as proof that a degree, experience, licence or other requirement is unnecessary.

Pay vs. barriers

Opportunity Efficiency not assessed

The current pay position is not reliable enough to weigh compensation against the stated barriers.

Explicit stated barriers

2 explicit required barriers are visible in the available wording.

Required experience evidence

The listing states at least about 8 years of required experience.

Evidence gaps that could change this interpretation
  • Current comparable pay position is unavailable.

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.

Strong location flexibility

The observable Remote Freedom evidence is strong and contains few explicit restriction signals.

Still check: Degree requirement stated · At least about 8 years of experience required · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.

Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.

Explainable opportunity highlight

Why this opportunity stands out

These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.

Strong remote flexibility

The observable work-location signals indicate unusually strong location flexibility.

Fresh opportunity

The source posting date is today.

Compensation intelligence

How competitive is this pay?

No High Pay Score yet

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 Intuitive

Not enough current listings

Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.

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

Intuitive — current opportunity snapshot

Employer-level patterns not available yet

Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.

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

96/100

Highly location-flexible

96%

Why this score?

  • The source describes the role as open worldwide or globally.

Flexibility signals detected

  • Worldwide or global remote eligibility is explicitly indicated.

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.

Visa sponsorshipSponsorship not established

The available listing details do not contain a clear enough sponsorship statement.

RelocationRelocation support not established

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 mention an advanced degree requirement or preference.

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: himalayas.app · 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.

Primary Function of Position:

As a member of the US Product Marketing team, you will be responsible for the performance of existing product lines and new product launches. You will collaborate broadly across the US Clinical Marketing, Global Product Marketing, US and Global Hospital Marketing, and Field Sales organizations to develop and execute marketing and sales strategies to drive adoption and utilization of advanced energy, stapling, and smart instrumentation in da Vinci procedures across surgical specialties.

Roles & Responsibilities:

  • Engage key customers to accelerate technology adoption and utilization of all core product lines across surgical specialties.
  • Collect and consolidate Voice of Customer feedback to inform US Clinical Marketing, Global Product Marketing, and Sales Leadership teams of challenges and opportunities with current and newly launched products.
  • Identify and scale best demonstrated practices of Key Opinion Leaders and the Field Sales team to improve regional variation in technology adoption and utilization.
  • Identify and develop Product Champions for existing and newly launched products across surgical specialties.
  • Create clinical and economic reference stories to drive best demonstrated product choreographies and practices across surgical specialties and health systems.
  • Collaborate with Key Opinion Leaders, Global Product Marketing, and US Clinical Marketing to develop value propositions and messaging for new product launches.
  • Create and track key metrics of product adoption with US Sales Operations to leverage data that informs marketing and sales strategies and opportunities.
  • Develop and implement impactful training content for the Field Sales team with Commercial Learning that will accelerate technology adoption and utilization.
  • Partner with Clinical Marketing and Field Sales on US conferences and tradeshows, Executive Education Events, Market Development Events, and Key Customer (VIP) events, to deliver impactful product demonstrations (test-drives), technology presentations, and ensure the key product messaging is included in Intuitive sponsored presentations and customer interactions.
  • Maintain a front-line presence for the customer experience, assisting Sales with critical troubleshooting and raising product performance issues.
  • Develop and maintain procedural knowledge and key surgeon relationships by attending cases, providing product demonstrations to hospital executives or surgeons, collaborating with US Clinical Marketing, Field Sales, and Key Account Managers.

Skills, Experience, Education, & Training:

• Excellent communication skills (written and verbal) and experience with presenting to surgeons and hospital executives.
• Previous surgical marketing experience in advanced energy or stapling of more than 2 years preferred.
• Previous surgical sales experience preferred, but not required.
• Minimum 8 years’ experience in a therapeutic or medical device company required.
• Surgical and/or Operating Room experience in sales or marketing required.
• Experience collaborating with Sales, Marketing Teams, Operations, and Customer Service required.
• Proven ability to effectively segment, target, position and message the product / procedure and develop strong sales support to drive product / procedure adoption.
• Demonstrated ability to work creatively, prioritize and smoothly manage goals and initiatives amidst competing priorities.
• Strong analytical capability and intuition required.
• Self-starter with the ability to problem solve and establish solutions in a high-growth and fast-paced environment.
• Superior verbal/written communication, teamwork, and interpersonal skills across multiple constituents.
• Strong knowledge of the Microsoft Office product suite.

• Ability to travel 50%, domestic.

Minimum Education and Training Requirements:

• Bachelor’s degree required.

• MBA or other advanced degree preferred.

Due to the nature of our business and the role, please note that Intuitive and/or your customer(s) may require that you show current proof of vaccination against certain diseases including COVID-19. Details can vary by role.

Intuitive is an Equal Opportunity Employer. We provide equal employment opportunities to all qualified applicants and employees, and prohibit discrimination and harassment of any type, without regard to race, sex, pregnancy, sexual orientation, gender identity, national origin, color, age, religion, protected veteran or disability status, genetic information or any other status protected under federal, state, or local applicable laws.

Mandatory Notices

U.S. Export Controls Disclaimer: In accordance with the U.S. Export Administration Regulations (15 CFR §743.13(b)), some roles at Intuitive Surgical may be subject to U.S. export controls for prospective employees
who are nationals from countries currently on embargo or sanctions status.

Certain information you provide as part of the application will be used for purposes of determining whether Intuitive Surgical will need to (i) obtain an export license from the U.S. Government on your behalf (note: the government’s licensing process can take 3 to 6+ months) or (ii) implement a Technology Control Plan (“TCP”) (note: typically adds 2 weeks to the hiring process).

For any Intuitive role subject to export controls, final offers are contingent upon obtaining an approved export license and/or an executed TCP prior to the prospective employee’s
start date, which may or may not be flexible, and within a timeframe that does not unreasonably impede the hiring need. If applicable, candidates will be notified and instructed on any requirements for these purposes.

We will consider for employment qualified applicants with arrest and conviction records in accordance with fair chance laws.

This position may be filled at a different job level than listed here depending on
business need and/or on the selected candidate’s experience, knowledge and skills.
Compensation will be based primarily on the job level at which the role is filled and the
candidate’s qualifications, consistent with applicable law.

Accommodation & Accessibility Notice:

Intuitive is committed to providing reasonable accommodations to qualified individuals with disabilities. If you require assistance or an accommodation during any part of the application or interview process, please contact People Services at .

We provide market-competitive compensation packages, inclusive of base pay, incentives, benefits, and equity. It would not be typical for someone to be hired at the top end of range for the role, as actual pay will be determined based on several factors, including experience, skills, and qualifications. The target base compensation ranges are listed.

It started with a simple idea: what if surgery could be less invasive and recovery less painful? Nearly 30 years later, that question still fuels everything we do at Intuitive. As a global leader in robotic-assisted surgery and minimally invasive care, our technologies—like the da Vinci surgical system and Ion—have transformed how care is delivered for millions of patients worldwide.

We’re a team of engineers, clinicians, and innovators united by one purpose: to make surgery smarter, safer, and more human. Every day, our work helps care teams perform with greater precision and patients recover faster, improving outcomes around the world.

The problems we solve demand creativity, rigor, and collaboration. The work is challenging, but deeply meaningful—because every improvement we make has the potential to change a life.

If you’re ready to contribute to something bigger than yourself and help transform the future of healthcare, you’ll find your purpose here.

Originally posted on Himalayas

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.

Current source evidenceEstablished source evidence

At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.

Continuity
One recent renewable source
Source-class independence
One renewable source class
Last source observation
Observed today

This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.

  • 1 enabled source recently observed this vacancy.

Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.

HimalayasPublisher source

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.

Continue to applicationOpens in a new tab

Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.