About Us Ada is an AI customer service company whose mission is to make customer service extraordinary for everyone. We’re driven to raise a new standard of quality customer service...

Binance is a leading global blockchain ecosystem behind the world’s largest cryptocurrency exchange by trading volume and registered users. We are trusted by 300+ million people in 100+ countries for...

Binance is a leading global blockchain ecosystem behind the world’s largest cryptocurrency exchange by trading volume and registered users. We are trusted by 300+ million people in 100+ countries for...

Please note that this is a Full-Time Contractor (12-month contract) – you’ll have the flexibility to work remotely, with the option to join us in the office whenever you’d like!...

Binance is a leading global blockchain ecosystem behind the world’s largest cryptocurrency exchange by trading volume and registered users. We are trusted by 300+ million people in 100+ countries for...

Everyone can run a search campaign. Almost nobody can tell you whether it worked.

That is the whole job.

Google will happily show you a 6x ROAS built almost entirely out of people who already knew your client’s name. It will auto apply assets you did not ask for. It will report a number that makes a client feel great and tells you nothing about whether you grew the business.

So we do not hire people to manage Google Ads. We hire marketers who can tell the difference between demand they created and demand they harvested, and who can prove it to a client’s face.

At Sweat Pants Agency we work with around 50 DTC and eCommerce brands, 20 to 25 of them on paid media. We spend $6 to $9M a month on Meta and $1 to $2M a month on Google. We are the only agency behind two INC #1 fastest growing brands, both from zero.

Google is where we are putting our next round of growth. You would own a set of those accounts end to end.

Here is what “end to end” actually means.

You are the account manager. We do not have any. You talk to the client directly. You write the updates, you run the calls, and you defend the call you made. The reason we do it this way is ownership. When you are the person answering for the account, it is your result, not somebody else’s summary of your result.

You own the whole funnel, not the campaign. Feed and Merchant Center, search and Shopping and PMax, Demand Gen and YouTube, the landing page, and the conversion tracking underneath all of it. If the feed is why Shopping is starving, that is yours. If the page is why the clicks do not convert, that is yours too. Our team ships advertorials, comparison pages, and PDPs in Claude Code, deploys them to Vercel, points a subdomain at them, and tests them live before anything touches the client’s Shopify theme.

You are expected to have an opinion about attribution and to defend it. We optimize to NC-CPA and NC-ROAS, not blended and not last click. We have turned brand search off to see what actually shifts to organic. We run geo holdouts. If a campaign is not incremental, we would rather know than keep the number.

You can live anywhere. We are remote and we hire worldwide. The one hard requirement is that you can take client calls during US Eastern business hours, because you are the client’s point of contact and there is nobody else to cover it. The rest of your day is yours. Nobody here is on a time clock. We judge you on output.

If you want a lane, a ticket queue, and a scope document, this is a bad fit and we will both know it fast.

If you want to own the whole picture and be judged on whether the number moved, keep reading.

What the job looks like

• Own a set of DTC accounts as the strategist, the buyer, and the client’s direct point of contact. Budgets run from $5k/mo to well into six figures a month.
• Own the client relationship. There is no account manager between you and them. You present the results, the plan, and the reasoning, and you are the one who answers when something is not working.
• Audit before you touch anything. Every account we take over gets a real review first: campaign and ad group structure, keywords versus search terms, negatives, bidding strategy per campaign type, impression share, feed health, landing pages, audiences, and conversion tracking. Then a Loom walking the client through what you found. That Loom is how we sell and it is how we keep people.
• Run brand and non brand as different businesses. Brand is mostly assisted conversion and it usually belongs on target impression share, not target CPA. Non brand is where the growth is and where the waste is. Report them separately or you are reporting nothing.
• Know what PMax is actually doing. The most common mistake we see is optimizing PMax against an incremental CAC when half the volume inside it is branded. If you cannot separate those two, you cannot set a target.
• Keep Google’s automation on a leash. Auto applied recommendations, auto applied assets, and auto created sitelinks have cost our clients real money. We audit for them on a schedule.
• Own the feed. Merchant Center hygiene, product titles, disapprovals, promotions, and what the feed does to Shopping and PMax delivery.
• Own the tracking. GA4, GTM, Shopify goal imports versus a raw Google Ads tag, enhanced conversions, offline conversion imports for the lead gen accounts. When the numbers do not reconcile, you are the one who finds out why.
• Diagnose the bottleneck, then go fix it. Creative, offer, AOV, landing page, checkout, tracking. Nobody is going to reassign it to another team.
• Build the things the account needs. Landing pages, scripts, reporting, whatever removes the constraint. We are heavy AI users and we expect you to build, not just prompt.

You are a fit if

• You have done this with real money. Hands on Google Ads at meaningful spend on DTC and eCommerce, with results you can walk us through: CPA, ROAS, revenue, and what you actually changed to get them. Shopping and PMax specifically, not just search.
• You are fluent in the whole stack, not one campaign type. Search, Shopping, PMax, Demand Gen, YouTube, Merchant Center, GA4, GTM. Bing is a nice to have.
• You are AI native, and you build. This is a requirement, not a bonus. You should already be using Claude or equivalent as a working tool rather than a novelty, and you should be able to build and ship a landing page with it.
• You can communicate your ideas in English at a native or near native level. You will be in front of clients constantly with nobody in between. You need to explain your thinking clearly, sell an idea on its merits, push back when a client is about to force the account into mediocrity, and raise a problem before it becomes a fire. This matters as much as anything else on this list.
• You are skeptical of your own numbers. You would rather run the holdout than protect the dashboard.
• You can work US Eastern business hours for client calls. Where you live is up to you.
• Bonus: you have built or operated your own Shopify store, or you have run Meta at spend too.

You are not a fit if

• “That was not my role” is in your vocabulary. It is the fastest way to end an interview here. If the feed was the problem on an account you ran, you should have done something about the feed.
• You want to be told what to do this week.
• You need a ticketing system to know what matters.
• You quote blended ROAS as if it settles the question.

Why this role is exciting

This is not a maintenance job. Google is where we are putting our next round of growth, and you would have real influence over how we run it.

You will work on real brands with real budgets. We test aggressively. We learn quickly. We build frameworks that scale.

You get trust on day one. You get a lot of autonomy. Some people thrive with it. You will get feedback fast either way, and if you make it through the first 30 days you will probably be here for a long time. Our retention on this team is very good and that is not an accident.

You will grow into senior strategy. We want people who want more responsibility. If you perform, you will grow.

Everyone can run a search campaign. Almost nobody can tell you whether it worked.

That is the whole job.

Google will happily show you a 6x ROAS built almost entirely out of people who already knew your client’s name. It will auto apply assets you did not ask for. It will report a number that makes a client feel great and tells you nothing about whether you grew the business.

So we do not hire people to manage Google Ads. We hire marketers who can tell the difference between demand they created and demand they harvested, and who can prove it to a client’s face.

At Sweat Pants Agency we work with around 50 DTC and eCommerce brands, 20 to 25 of them on paid media. We spend $6 to $9M a month on Meta and $1 to $2M a month on Google. We are the only agency behind two INC #1 fastest growing brands, both from zero.

Google is where we are putting our next round of growth. You would own a set of those accounts end to end.

Here is what “end to end” actually means.

You are the account manager. We do not have any. You talk to the client directly. You write the updates, you run the calls, and you defend the call you made. The reason we do it this way is ownership. When you are the person answering for the account, it is your result, not somebody else’s summary of your result.

You own the whole funnel, not the campaign. Feed and Merchant Center, search and Shopping and PMax, Demand Gen and YouTube, the landing page, and the conversion tracking underneath all of it. If the feed is why Shopping is starving, that is yours. If the page is why the clicks do not convert, that is yours too. Our team ships advertorials, comparison pages, and PDPs in Claude Code, deploys them to Vercel, points a subdomain at them, and tests them live before anything touches the client’s Shopify theme.

You are expected to have an opinion about attribution and to defend it. We optimize to NC-CPA and NC-ROAS, not blended and not last click. We have turned brand search off to see what actually shifts to organic. We run geo holdouts. If a campaign is not incremental, we would rather know than keep the number.

You can live anywhere. We are remote and we hire worldwide. The one hard requirement is that you can take client calls during US Eastern business hours, because you are the client’s point of contact and there is nobody else to cover it. The rest of your day is yours. Nobody here is on a time clock. We judge you on output.

If you want a lane, a ticket queue, and a scope document, this is a bad fit and we will both know it fast.

If you want to own the whole picture and be judged on whether the number moved, keep reading.

What the job looks like

• Own a set of DTC accounts as the strategist, the buyer, and the client’s direct point of contact. Budgets run from $5k/mo to well into six figures a month.
• Own the client relationship. There is no account manager between you and them. You present the results, the plan, and the reasoning, and you are the one who answers when something is not working.
• Audit before you touch anything. Every account we take over gets a real review first: campaign and ad group structure, keywords versus search terms, negatives, bidding strategy per campaign type, impression share, feed health, landing pages, audiences, and conversion tracking. Then a Loom walking the client through what you found. That Loom is how we sell and it is how we keep people.
• Run brand and non brand as different businesses. Brand is mostly assisted conversion and it usually belongs on target impression share, not target CPA. Non brand is where the growth is and where the waste is. Report them separately or you are reporting nothing.
• Know what PMax is actually doing. The most common mistake we see is optimizing PMax against an incremental CAC when half the volume inside it is branded. If you cannot separate those two, you cannot set a target.
• Keep Google’s automation on a leash. Auto applied recommendations, auto applied assets, and auto created sitelinks have cost our clients real money. We audit for them on a schedule.
• Own the feed. Merchant Center hygiene, product titles, disapprovals, promotions, and what the feed does to Shopping and PMax delivery.
• Own the tracking. GA4, GTM, Shopify goal imports versus a raw Google Ads tag, enhanced conversions, offline conversion imports for the lead gen accounts. When the numbers do not reconcile, you are the one who finds out why.
• Diagnose the bottleneck, then go fix it. Creative, offer, AOV, landing page, checkout, tracking. Nobody is going to reassign it to another team.
• Build the things the account needs. Landing pages, scripts, reporting, whatever removes the constraint. We are heavy AI users and we expect you to build, not just prompt.

You are a fit if

• You have done this with real money. Hands on Google Ads at meaningful spend on DTC and eCommerce, with results you can walk us through: CPA, ROAS, revenue, and what you actually changed to get them. Shopping and PMax specifically, not just search.
• You are fluent in the whole stack, not one campaign type. Search, Shopping, PMax, Demand Gen, YouTube, Merchant Center, GA4, GTM. Bing is a nice to have.
• You are AI native, and you build. This is a requirement, not a bonus. You should already be using Claude or equivalent as a working tool rather than a novelty, and you should be able to build and ship a landing page with it.
• You can communicate your ideas in English at a native or near native level. You will be in front of clients constantly with nobody in between. You need to explain your thinking clearly, sell an idea on its merits, push back when a client is about to force the account into mediocrity, and raise a problem before it becomes a fire. This matters as much as anything else on this list.
• You are skeptical of your own numbers. You would rather run the holdout than protect the dashboard.
• You can work US Eastern business hours for client calls. Where you live is up to you.
• Bonus: you have built or operated your own Shopify store, or you have run Meta at spend too.

You are not a fit if

• “That was not my role” is in your vocabulary. It is the fastest way to end an interview here. If the feed was the problem on an account you ran, you should have done something about the feed.
• You want to be told what to do this week.
• You need a ticketing system to know what matters.
• You quote blended ROAS as if it settles the question.

Why this role is exciting

This is not a maintenance job. Google is where we are putting our next round of growth, and you would have real influence over how we run it.

You will work on real brands with real budgets. We test aggressively. We learn quickly. We build frameworks that scale.

You get trust on day one. You get a lot of autonomy. Some people thrive with it. You will get feedback fast either way, and if you make it through the first 30 days you will probably be here for a long time. Our retention on this team is very good and that is not an accident.

You will grow into senior strategy. We want people who want more responsibility. If you perform, you will grow.

Everyone can run a search campaign. Almost nobody can tell you whether it worked.

That is the whole job.

Google will happily show you a 6x ROAS built almost entirely out of people who already knew your client’s name. It will auto apply assets you did not ask for. It will report a number that makes a client feel great and tells you nothing about whether you grew the business.

So we do not hire people to manage Google Ads. We hire marketers who can tell the difference between demand they created and demand they harvested, and who can prove it to a client’s face.

At Sweat Pants Agency we work with around 50 DTC and eCommerce brands, 20 to 25 of them on paid media. We spend $6 to $9M a month on Meta and $1 to $2M a month on Google. We are the only agency behind two INC #1 fastest growing brands, both from zero.

Google is where we are putting our next round of growth. You would own a set of those accounts end to end.

Here is what “end to end” actually means.

You are the account manager. We do not have any. You talk to the client directly. You write the updates, you run the calls, and you defend the call you made. The reason we do it this way is ownership. When you are the person answering for the account, it is your result, not somebody else’s summary of your result.

You own the whole funnel, not the campaign. Feed and Merchant Center, search and Shopping and PMax, Demand Gen and YouTube, the landing page, and the conversion tracking underneath all of it. If the feed is why Shopping is starving, that is yours. If the page is why the clicks do not convert, that is yours too. Our team ships advertorials, comparison pages, and PDPs in Claude Code, deploys them to Vercel, points a subdomain at them, and tests them live before anything touches the client’s Shopify theme.

You are expected to have an opinion about attribution and to defend it. We optimize to NC-CPA and NC-ROAS, not blended and not last click. We have turned brand search off to see what actually shifts to organic. We run geo holdouts. If a campaign is not incremental, we would rather know than keep the number.

You can live anywhere. We are remote and we hire worldwide. The one hard requirement is that you can take client calls during US Eastern business hours, because you are the client’s point of contact and there is nobody else to cover it. The rest of your day is yours. Nobody here is on a time clock. We judge you on output.

If you want a lane, a ticket queue, and a scope document, this is a bad fit and we will both know it fast.

If you want to own the whole picture and be judged on whether the number moved, keep reading.

What the job looks like

• Own a set of DTC accounts as the strategist, the buyer, and the client’s direct point of contact. Budgets run from $5k/mo to well into six figures a month.
• Own the client relationship. There is no account manager between you and them. You present the results, the plan, and the reasoning, and you are the one who answers when something is not working.
• Audit before you touch anything. Every account we take over gets a real review first: campaign and ad group structure, keywords versus search terms, negatives, bidding strategy per campaign type, impression share, feed health, landing pages, audiences, and conversion tracking. Then a Loom walking the client through what you found. That Loom is how we sell and it is how we keep people.
• Run brand and non brand as different businesses. Brand is mostly assisted conversion and it usually belongs on target impression share, not target CPA. Non brand is where the growth is and where the waste is. Report them separately or you are reporting nothing.
• Know what PMax is actually doing. The most common mistake we see is optimizing PMax against an incremental CAC when half the volume inside it is branded. If you cannot separate those two, you cannot set a target.
• Keep Google’s automation on a leash. Auto applied recommendations, auto applied assets, and auto created sitelinks have cost our clients real money. We audit for them on a schedule.
• Own the feed. Merchant Center hygiene, product titles, disapprovals, promotions, and what the feed does to Shopping and PMax delivery.
• Own the tracking. GA4, GTM, Shopify goal imports versus a raw Google Ads tag, enhanced conversions, offline conversion imports for the lead gen accounts. When the numbers do not reconcile, you are the one who finds out why.
• Diagnose the bottleneck, then go fix it. Creative, offer, AOV, landing page, checkout, tracking. Nobody is going to reassign it to another team.
• Build the things the account needs. Landing pages, scripts, reporting, whatever removes the constraint. We are heavy AI users and we expect you to build, not just prompt.

You are a fit if

• You have done this with real money. Hands on Google Ads at meaningful spend on DTC and eCommerce, with results you can walk us through: CPA, ROAS, revenue, and what you actually changed to get them. Shopping and PMax specifically, not just search.
• You are fluent in the whole stack, not one campaign type. Search, Shopping, PMax, Demand Gen, YouTube, Merchant Center, GA4, GTM. Bing is a nice to have.
• You are AI native, and you build. This is a requirement, not a bonus. You should already be using Claude or equivalent as a working tool rather than a novelty, and you should be able to build and ship a landing page with it.
• You can communicate your ideas in English at a native or near native level. You will be in front of clients constantly with nobody in between. You need to explain your thinking clearly, sell an idea on its merits, push back when a client is about to force the account into mediocrity, and raise a problem before it becomes a fire. This matters as much as anything else on this list.
• You are skeptical of your own numbers. You would rather run the holdout than protect the dashboard.
• You can work US Eastern business hours for client calls. Where you live is up to you.
• Bonus: you have built or operated your own Shopify store, or you have run Meta at spend too.

You are not a fit if

• “That was not my role” is in your vocabulary. It is the fastest way to end an interview here. If the feed was the problem on an account you ran, you should have done something about the feed.
• You want to be told what to do this week.
• You need a ticketing system to know what matters.
• You quote blended ROAS as if it settles the question.

Why this role is exciting

This is not a maintenance job. Google is where we are putting our next round of growth, and you would have real influence over how we run it.

You will work on real brands with real budgets. We test aggressively. We learn quickly. We build frameworks that scale.

You get trust on day one. You get a lot of autonomy. Some people thrive with it. You will get feedback fast either way, and if you make it through the first 30 days you will probably be here for a long time. Our retention on this team is very good and that is not an accident.

You will grow into senior strategy. We want people who want more responsibility. If you perform, you will grow.

Everyone can run a search campaign. Almost nobody can tell you whether it worked.

That is the whole job.

Google will happily show you a 6x ROAS built almost entirely out of people who already knew your client’s name. It will auto apply assets you did not ask for. It will report a number that makes a client feel great and tells you nothing about whether you grew the business.

So we do not hire people to manage Google Ads. We hire marketers who can tell the difference between demand they created and demand they harvested, and who can prove it to a client’s face.

At Sweat Pants Agency we work with around 50 DTC and eCommerce brands, 20 to 25 of them on paid media. We spend $6 to $9M a month on Meta and $1 to $2M a month on Google. We are the only agency behind two INC #1 fastest growing brands, both from zero.

Google is where we are putting our next round of growth. You would own a set of those accounts end to end.

Here is what “end to end” actually means.

You are the account manager. We do not have any. You talk to the client directly. You write the updates, you run the calls, and you defend the call you made. The reason we do it this way is ownership. When you are the person answering for the account, it is your result, not somebody else’s summary of your result.

You own the whole funnel, not the campaign. Feed and Merchant Center, search and Shopping and PMax, Demand Gen and YouTube, the landing page, and the conversion tracking underneath all of it. If the feed is why Shopping is starving, that is yours. If the page is why the clicks do not convert, that is yours too. Our team ships advertorials, comparison pages, and PDPs in Claude Code, deploys them to Vercel, points a subdomain at them, and tests them live before anything touches the client’s Shopify theme.

You are expected to have an opinion about attribution and to defend it. We optimize to NC-CPA and NC-ROAS, not blended and not last click. We have turned brand search off to see what actually shifts to organic. We run geo holdouts. If a campaign is not incremental, we would rather know than keep the number.

You can live anywhere. We are remote and we hire worldwide. The one hard requirement is that you can take client calls during US Eastern business hours, because you are the client’s point of contact and there is nobody else to cover it. The rest of your day is yours. Nobody here is on a time clock. We judge you on output.

If you want a lane, a ticket queue, and a scope document, this is a bad fit and we will both know it fast.

If you want to own the whole picture and be judged on whether the number moved, keep reading.

What the job looks like

• Own a set of DTC accounts as the strategist, the buyer, and the client’s direct point of contact. Budgets run from $5k/mo to well into six figures a month.
• Own the client relationship. There is no account manager between you and them. You present the results, the plan, and the reasoning, and you are the one who answers when something is not working.
• Audit before you touch anything. Every account we take over gets a real review first: campaign and ad group structure, keywords versus search terms, negatives, bidding strategy per campaign type, impression share, feed health, landing pages, audiences, and conversion tracking. Then a Loom walking the client through what you found. That Loom is how we sell and it is how we keep people.
• Run brand and non brand as different businesses. Brand is mostly assisted conversion and it usually belongs on target impression share, not target CPA. Non brand is where the growth is and where the waste is. Report them separately or you are reporting nothing.
• Know what PMax is actually doing. The most common mistake we see is optimizing PMax against an incremental CAC when half the volume inside it is branded. If you cannot separate those two, you cannot set a target.
• Keep Google’s automation on a leash. Auto applied recommendations, auto applied assets, and auto created sitelinks have cost our clients real money. We audit for them on a schedule.
• Own the feed. Merchant Center hygiene, product titles, disapprovals, promotions, and what the feed does to Shopping and PMax delivery.
• Own the tracking. GA4, GTM, Shopify goal imports versus a raw Google Ads tag, enhanced conversions, offline conversion imports for the lead gen accounts. When the numbers do not reconcile, you are the one who finds out why.
• Diagnose the bottleneck, then go fix it. Creative, offer, AOV, landing page, checkout, tracking. Nobody is going to reassign it to another team.
• Build the things the account needs. Landing pages, scripts, reporting, whatever removes the constraint. We are heavy AI users and we expect you to build, not just prompt.

You are a fit if

• You have done this with real money. Hands on Google Ads at meaningful spend on DTC and eCommerce, with results you can walk us through: CPA, ROAS, revenue, and what you actually changed to get them. Shopping and PMax specifically, not just search.
• You are fluent in the whole stack, not one campaign type. Search, Shopping, PMax, Demand Gen, YouTube, Merchant Center, GA4, GTM. Bing is a nice to have.
• You are AI native, and you build. This is a requirement, not a bonus. You should already be using Claude or equivalent as a working tool rather than a novelty, and you should be able to build and ship a landing page with it.
• You can communicate your ideas in English at a native or near native level. You will be in front of clients constantly with nobody in between. You need to explain your thinking clearly, sell an idea on its merits, push back when a client is about to force the account into mediocrity, and raise a problem before it becomes a fire. This matters as much as anything else on this list.
• You are skeptical of your own numbers. You would rather run the holdout than protect the dashboard.
• You can work US Eastern business hours for client calls. Where you live is up to you.
• Bonus: you have built or operated your own Shopify store, or you have run Meta at spend too.

You are not a fit if

• “That was not my role” is in your vocabulary. It is the fastest way to end an interview here. If the feed was the problem on an account you ran, you should have done something about the feed.
• You want to be told what to do this week.
• You need a ticketing system to know what matters.
• You quote blended ROAS as if it settles the question.

Why this role is exciting

This is not a maintenance job. Google is where we are putting our next round of growth, and you would have real influence over how we run it.

You will work on real brands with real budgets. We test aggressively. We learn quickly. We build frameworks that scale.

You get trust on day one. You get a lot of autonomy. Some people thrive with it. You will get feedback fast either way, and if you make it through the first 30 days you will probably be here for a long time. Our retention on this team is very good and that is not an accident.

You will grow into senior strategy. We want people who want more responsibility. If you perform, you will grow.

At Team Carney, we believe that true performance acceleration happens at the intersection of innovative learning and deep strategic expertise. Since 1994, our mission has been to provide top-tier training, learning, and human capital solutions that empower Federal Government agencies to meet their critical mandates. We are seeking a skilled Technical Writer/Editor (Mid-Level) to support the NIC Curriculum Modernization, E-Learning Development, & Instructor-Led Training Revision Support initiative.

This position is contingent on contract award.

Work Schedule and Location

• Employment Status: Part-Time / Project-Based (~20 hours/week).

• Location: This position is fully remote within the U.S.

Who You Are & What You’ll Do

The Technical Writer/Editor (Mid-Level) will plan, manage, and coordinate documentation across the full course development lifecycle. You will write, edit, and rewrite technical materials—including systems documentation, user manuals, reports, cybersecurity-related training collateral, and system security plans. Working closely with subject matter experts, instructional designers, and engineering personnel, you will collect technical data, produce clear technical illustrations, and translate complex concepts into clear, concise, and accessible content while ensuring all deliverables meet rigorous quality control standards.

What You Bring to the Table - Requirements

• Education: Bachelor’s degree in English, Journalism, Communications, Technical Writing, or a related field (or an Associate’s degree with equivalent work experience).

• Experience: 3+ years of technical writing and editing experience, preferably supporting training, software, or government documentation projects.

• Core Capabilities:

  • Demonstrated ability to write, edit, and rewrite technical manuals, reports, and training collateral.

  • Proven experience collecting technical data and collaborating with Subject Matter Experts (SMEs) to ensure instructional accuracy.

  • Capability to produce technical illustrations, diagrams, and layout formatting for training packages.

  • Strong familiarity with document quality control and industry style standards.

Why Join Team Carney?

When you join Team Carney, you join a legacy of excellence. We focus on our people because when we make a positive impact on the lives of our employees, they are able to make a positive impact on our clients. We offer a full suite of competitive benefits, including:

• Health & Wellness: Multiple medical, dental, and vision insurance options (BCBS CareFirst), health spending accounts (HSA), and flexible spending accounts (FSA).

• Financial Security: 401(k) retirement plan with company match, plus Carney-paid life and disability insurance.

• Work-Life Harmony: Generous Paid Time Off (PTO), 11 paid holidays, and 6 weeks of paid parental leave.

• Professional & Personal Growth: Annual tuition assistance (up to $5,000) and student loan repayment.

• Get Out and Learn: Up to $200 annually to learn almost anything (from pottery to coding!).

• Get Out and Run: Up to $200 annually to participate in fitness and active lifestyle events.

• Continuous Development: Ad hoc training and ongoing professional development access.

Elite is the trusted automation platform for law firm operations across most of the world’s largest and most successful law firms. Elite has guided firms through every technology shift and today delivers the only cloud-native SaaS platform that unifies financial, invoice, time, and data management into a single system of action. With embedded AI, predictive analytics, and integrated payments, Elite’s products enable firms to shorten billing cycles, reduce write-offs, and unlock firm-wide insights, making financial operations the foundation for law firm innovation and growth. Learn more at elite.com.

Position Overview

The Customer Success Manager at Elite is a high-impact role focused on ensuring customers fully realize the value of our products and services. This position requires a high level of performance in customer success and SaaS environments, including driving product adoption, retention, and expansion through proactive customer engagement. A core aspect of this role will be delivering education and enablement initiatives to empower customers with the knowledge and tools they need to maximize their success with Elite’s offerings.

Work Arrangement:​Remote​

This role requires the individual to be based in ​Eastern Standard Time (EST) or Central Standard Time (CST)​time zone.

Responsibilities

• Drive Adoption & Value Realization: Proactively engage with customers to ensure they are utilizing Elite’s solutions effectively and benefiting from all available features.
• Customer Management: Develop and maintain strong, long-term relationships with customers to drive satisfaction, renewals, and expansion opportunities.
• Retention Focus: Collaborate closely with customers to address their needs and concerns, ensuring high retention rates and identifying at-risk accounts for early intervention.
• Customer Education & Enablement: Deliver customized training programs, webinars, and “power hour” sessions to help customers deepen their product knowledge and improve their workflows.
• Proactive Communication: Regularly check in with customers to offer updates, gather feedback, and provide solutions that enhance their experience.
• Collaboration with Sales, Services & Support Teams: Work closely with internal teams to share customer insights, optimize service delivery, and drive growth opportunities.
• Perform other duties as assigned to support the overall goals and objectives of the department/company.
• Perform other duties as assigned to support departmental and company objectives.​

Qualifications

• ​​Bachelor’s Degree​ or equivalent education and experience.
• ​ ​ 3–5 years ​ years of experience in experience in customer success, account management, or a related field, and 2+ years of experience with legal technology (legal tech) or finance technology (fintech), with a strong focus on high-performance environments in SaaS, enterprise technology, or B2B sectors.
• Proven track record of managing and driving the success of large, complex accounts with multi-level stakeholders, ideally within enterprise organizations or high-growth tech companies.
• Experience in delivering advanced customer education and enablement programs, including onboarding, ongoing training, and strategic and tactical workshops that foster deeper product adoption and usage.
• Understanding of customer success metrics and the ability to leverage data to inform strategy, optimize customer engagement, and achieve business outcomes, such as retention, expansion, and upsell.
• Demonstrated expertise in risk management, implementing proactive strategies to mitigate churn, and successfully turning around at-risk accounts.
• Strong cross-functional collaboration skills, with a history of working closely with Sales, Product, and Engineering teams to align customer success strategies with broader organizational goals.
• Experience influencing C-suite executives and key decision-makers to achieve account expansion and strategic partnership goals.
• Deep proficiency in customer success software (e.g., Salesforce, Gainsight) and other analytics tools to manage account health, performance, and engagement efforts at scale.
• Ability to travel up ​ 10–25% ​as business needs require
• Role requires the following physical capacity:​​Sedentary: primarily desk/computer work​
• Must be legally authorized to work in​​United States​; ​Elite does not provide employment sponsorship for this position​

Benefits:

• Competitive Compensation Package ($112,500-$125,000 base salary + variable component)
• Comprehensive Healthcare Coverage (Health, Dental, Vision)
• Retirement Savings Plan with an Employer Contribution
• Professional Development Opportunities
• Time Off
• Wellness Initiatives
• Employee Assistance Program
• Generous Global Parental Leave
• Calm, free premium subscription
• Employee Discount Program

Elite may use technology, including artificial intelligence-enabled tools, to assist in aspects of the recruiting and employment process. These tools are used to support, but not replace, human decision-making.

Please note that we do not offer sponsorship for this position.

Additional Information

At Elite Technology, we embrace an employee-centric, flexible work model that empowers you to do your best work in the environment that suits you. However, we also recognize the importance of in-person collaboration for key moments that truly matter.

In our flexible remote approach, you have the freedom to choose a workspace within your home country that best fits your needs. Our corporate offices are located in New York City, Los Angeles, Costa Rica, and the Philippines, providing additional options for those who prefer or need a hybrid work environment.

Our diverse global team spans the U.S., Canada, U.K., Costa Rica, the Philippines, and Australia. Please note that at this time, we are unable to hire employees located in Quebec or Ontario Provinces, Alaska, Hawaii, Puerto Rico, Louisiana, and Oklahoma .

As a global business, we rely on diversity of culture and thought to deliver on our goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. We are proud to be an Equal Employment Opportunity/Affirmative Action Employer providing a drug-free workplace.

We also provide reasonable accommodation for qualified individuals with disabilities and for sincerely held religious beliefs in accordance with applicable law.

We are not accepting applications submitted through recruiting agencies.

Job Description Summary‎ The Revenue Cycle-CSR is responsible to provide support to patients, providers and customers internally and externally on billing related inquiries.

Job Description: The Manager, Infrastructure Operations oversees the day-to-day operations of back-office server, network, and cloud infrastructure environments that support NextGen Healthcare employees and contractors.

About KIRAOur mission is to make money smart, reliable and within reach for everyone.

Wir bei SoSafe haben das Ziel, der führende Anbieter für Human Risk Management Lösungen in Europa zu werden.

About Smartcat

Smartcat is building the future of work, where human expertise meets digital teammates to drive 10x to 1000x productivity gains for the world’s leading enterprises.

We’re on the frontier of an entirely new category: Agentic AI. We enable enterprises to build high-performing hybrid workforces made up of both humans and AI agents. These AI agents aren’t generic copilots. They’re fully trained digital teammates that learn from your best people, your content, and your business strategy—ready to get to work from day one.

Our platform combines generative AI, human-in-the-loop workflows, and a living Enterprise Skill Graph that continuously learns and improves. Whether you’re launching a product globally, onboarding new hires, translating learning content, or aligning legal teams across regions, Smartcat turns knowledge into action and action into scale.

Over 1,000 companies, including 20% of the Fortune 500, rely on Smartcat to bring their business to the world—instantly, accurately, and in every language. As a Series C company with consistently high year-over-year growth, we’re scaling fast and investing in people who want to shape the future of work with us.

Join us in unlocking global potential, one human and agent team at a time.

Mission

Increase Smartcat’s talent density by hiring exceptional talent through an AI-first, data-driven recruiting approach.  You will partner closely with leaders across Go-to-Market, Product, Engineering, and G&A to identify, attract, assess, and close high-performing talent who thrive in high-growth, high-accountability environments.  You will also help shape the future of recruiting at Smartcat by leveraging AI, automation, and market intelligence to continuously improve how we hire.

What You’ll Own

Talent Density

• Hire high-performing talent who raise the bar across the organization
• Independently manage complex searches from Individual Contributor to Director level across multiple functions
• Drive rigorous evaluation processes focused on capability, motivation, adaptability, and long-term impact
• Influence hiring decisions with data, market insights, and strong judgment

AI-First Recruiting

• Use AI tools to improve sourcing, outreach, interview preparation, market mapping, process efficiency, and decision-making
• Continuously experiment with new workflows, automations, and recruiting technologies
• Help evolve Smartcat into a world-class AI-native Talent Acquisition organization

Talent Delivery

• Consistently meet or exceed quarterly hiring goals in a fast-scaling environment
• Drive urgency and accountability across hiring teams
• Anticipate bottlenecks early and proactively solve them before they impact business outcomes

Strategic Partnership

• Act as a trusted advisor to hiring managers and executives
• Use talent market intelligence to influence hiring strategy, compensation positioning, and org design discussions
• Challenge assumptions when needed and advocate for high hiring standards

Candidate Experience & Employer Brand

• Deliver a high-touch, high-quality candidate experience grounded in transparency, responsiveness, and respect
• Represent Smartcat’s culture, ambition, and mission with authenticity
• Build long-term relationships with exceptional talent globally

Your outcomes

By Day 30

• Build strong partnerships with hiring managers and key stakeholders
• Develop a deep understanding of Smartcat’s business, products, culture, and AI-native operating model
• Learn Smartcat’s recruiting workflows, systems, and hiring philosophy
• Begin owning active searches independently

By Day 60

• Independently manage multiple active searches across functions
• Demonstrate strong proficiency in Greenhouse and recruiting workflows
• Begin integrating AI tools and automation into your daily recruiting operations
• Establish credibility as a responsive and strategic partner

By Day 90

• Successfully close high-impact hires
• Be recognized as a trusted advisor by hiring managers
• Influence hiring decisions through data, market insights, and strong talent judgment
• Contribute process improvements that increase recruiting efficiency or hiring quality

What You’ve Accomplished

• 10+ years of full-cycle recruiting experience in a high-growth SaaS, AI, or startup environment
• Experience hiring across both GTM and R&D organizations
• Proven success managing complex and high-priority searches in fast-changing environments
• Demonstrated ability to use AI tools to increase productivity and improve recruiting outcomes
• Strong sourcing and talent mapping capabilities across multiple channels and markets
• Excellent written communication and cold outreach skills
• Strong stakeholder management and influencing capabilities across manager to executive level
• Experience using recruiting metrics and market insights to guide decision-making
• Ability to operate independently with high ownership and accountability
• Comfortable navigating ambiguity, shifting priorities, and intense growth environments

What Makes Someone Successful at Smartcat

• Strong sense of urgency and bias toward action
• Results-oriented and highly accountable
• Curious, adaptable, and continuously learning
• Open to direct feedback and willing to challenge others constructively
• Passionate about building exceptional teams and raising talent density
• Thrives in fast-paced, high-performance environments
• Communicates clearly, directly, and transparently
• Uses AI as a force multiplier, not a novelty

Why joining Smartcat might be your best move so far

• A global, connected team We’re a team of 200+ people across 30+ countries, working together through a hub-and-spoke model anchored in eight key locations: New York, London, Lisbon, Costa Rica, Serbia, Armenia, Georgia, and Spain.  Most of our roles are remote-friendly, giving you the flexibility to do your best work from where you thrive. For customer-facing teams, we prioritize proximity to our customers, ensuring we stay deeply connected to their needs and deliver an exceptional experience.  No matter where you’re based, you’ll be part of a highly collaborative, globally-distributed team that values ownership, speed, and meaningful impact.
• Be part of an AI Native Organization We are highly innovative, using AI across all areas of the organization to accelerate decision-making and free people to focus on strategy and high-impact work. We embrace new ideas and encourage all Smartcaters, regardless of level or department, to manage their own AI Agents. At Smartcat you’ll shape how AI transforms the workplace and play an integral role in ensuring Smartcat remains a leader in AI innovation.
• Innovating a $100 Billion industry Smartcat is reshaping the $100B multilingual content industry with an AI-powered platform that makes it easy for companies to create, translate, and localize global content at scale. Our platform enables enterprise teams to move away from slow,  traditional outsourcing methods, and achieve fast, high-quality results, at a fraction of the cost.
• Join the rocketship to scale-up 10x and beyond together We are looking for someone to become an integral part of our team and play a crucial role in the most exciting part of our journey: transitioning from a post-Series C startup to a company exceeding $100M in ARR and $1B in valuation. Our journey isn’t for the faint of heart. We are growing at 130% YoY, thanks to our strong product-market fit and high-performing team, and plan to accelerate from here.
• Smartcat Culture Code: Where Diversity Meets High Performance At Smartcat, we are committed to building a culture that highlights respect and appreciation for each individual’s unique background and perspective, while maintaining a strong focus on results and engagement. We believe in welcoming everyone and fostering an inclusive environment where team members can be their authentic selves at work. Our commitment to inclusion is steadfast, and we stand firmly against discrimination and harassment.

About HumanSignal

Real-world data is the competitive edge in AI.

HumanSignal is a human data partner for companies building AI models and products. Our customers ship better AI, faster, because we partner with their researchers from real-world data creation to annotation to delivery.

We design and create datasets from scratch, recruit and manage the domain experts who evaluate model output, and run everything through our own platform, Label Studio, the open-source standard for data labeling and evaluation, used by over 1 million practitioners worldwide.

We specialize in the operationally complex: real-world data collection, multimodal pipelines, and multi-step workflows. Advanced ML and AI teams use our enterprise platform to run their own data factories, and our services team to extend their reach where in-house capacity runs out.

If you want to do work that materially shapes how the next generation of AI products gets built, we’d love to talk.

About the Role

As a Growth Associate, you’ll build the expert supply side of our Data Services business. You’ll source, vet, and onboard specialized annotators and performers across dozens of skill profiles and languages. Your pipeline decides how fast we can say yes to a new customer project, which makes your work a direct input to revenue.

What You’ll Do

• High touch sourcing and recruiting. Use LinkedIn Recruiter, professional communities, universities, and niche networks to find specialists: languages other than English, regional dialect speakers, designers, clinicians, and other hard-to-find profiles.
• Scale sourcing channels. Leverage AI workflows and automation to test and scale channels that convert, from online communities to LinkedIn, while raising the quality bar and annotator experience.
• Establish vetting pipelines. Determine how to vet and assess annotators based on project requirements, expertise, and needs.
• Build relationships. Keep experts engaged between projects so our roster stays warm and staffable, not a list of cold emails.
• Collaborate across teams. Partner with project and delivery leads to translate customer specs into candidate profiles early, so sourcing starts before the project does.
• Drive growth. Staffed capacity is the constraint on how much work we can take. You loosen that constraint.

What We’re Looking For

• 2-5 years of experience in high-volume recruiting
• Experience using LinkedIn Recruiter / Sales Navigator and other sourcing tools
• Fluency building AI workflows to scale what’s working and improve anntotator experience
• Comfort owning funnel metrics: outreach volume, response rates, conversion, time-to-fill
• Strong written communication, responsiveness and professionalism. Most of your outreach happens over email and DMs
• A track record in fast-paced, target-driven environments (startups, agencies, consulting, or similar)
• Resilience, proactivity, and flexibility to adjust strategy when things aren’t working or projects change course

About HumanSignal

Real-world data is the competitive edge in AI.

HumanSignal is a human data partner for companies building AI models and products. Our customers ship better AI, faster, because we partner with their researchers from real-world data creation to annotation to delivery.

We design and create datasets from scratch, recruit and manage the domain experts who evaluate model output, and run everything through our own platform, Label Studio, the open-source standard for data labeling and evaluation, used by over 1 million practitioners worldwide.

We specialize in the operationally complex: real-world data collection, multimodal pipelines, and multi-step workflows. Advanced ML and AI teams use our enterprise platform to run their own data factories, and our services team to extend their reach where in-house capacity runs out.

If you want to do work that materially shapes how the next generation of AI products gets built, we’d love to talk.

About the Role

As a Growth Associate, you’ll build the expert supply side of our Data Services business. You’ll source, vet, and onboard specialized annotators and performers across dozens of skill profiles and languages. Your pipeline decides how fast we can say yes to a new customer project, which makes your work a direct input to revenue.

What You’ll Do

• High touch sourcing and recruiting. Use LinkedIn Recruiter, professional communities, universities, and niche networks to find specialists: languages other than English, regional dialect speakers, designers, clinicians, and other hard-to-find profiles.
• Scale sourcing channels. Leverage AI workflows and automation to test and scale channels that convert, from online communities to LinkedIn, while raising the quality bar and annotator experience.
• Establish vetting pipelines. Determine how to vet and assess annotators based on project requirements, expertise, and needs.
• Build relationships. Keep experts engaged between projects so our roster stays warm and staffable, not a list of cold emails.
• Collaborate across teams. Partner with project and delivery leads to translate customer specs into candidate profiles early, so sourcing starts before the project does.
• Drive growth. Staffed capacity is the constraint on how much work we can take. You loosen that constraint.

What We’re Looking For

• 2-5 years of experience in high-volume recruiting
• Experience using LinkedIn Recruiter / Sales Navigator and other sourcing tools
• Fluency building AI workflows to scale what’s working and improve anntotator experience
• Comfort owning funnel metrics: outreach volume, response rates, conversion, time-to-fill
• Strong written communication, responsiveness and professionalism. Most of your outreach happens over email and DMs
• A track record in fast-paced, target-driven environments (startups, agencies, consulting, or similar)
• Resilience, proactivity, and flexibility to adjust strategy when things aren’t working or projects change course

The Field Marketing Manager, North America is a results-driven marketer responsible for developing and executing strategic marketing plans with a portfolio of key partners. This individual contributor role combines partner relationship management, integrated marketing strategy, and hands-on execution to drive partner engagement, demand generation, pipeline growth, and measurable business impact.

Working closely with Channel Sales, regional marketing, Product Marketing, and Global Demand Generation, this role translates business priorities and corporate campaigns into tailored, partner-specific plans. The ideal candidate is a collaborative, data-driven marketer who can build trusted relationships, identify growth opportunities, and manage multiple strategic partner plans from strategy through measurement.

Key Responsibilities

Strategic Partner Marketing Plans

· Own the development, execution, and optimization of annual and quarterly marketing plans for assigned strategic partners across North America.

· Partner with Channel Account Managers and partner stakeholders to align joint marketing priorities with revenue goals, growth opportunities, customer segments, and go-to-market strategies.

· Build tailored, integrated marketing plans that may include digital campaigns, content, webinars, enablement, account-based tactics, customer advocacy, and selective events.

· Develop strong relationships with partner marketing contacts and serve as their primary marketing point of contact.

Integrated Campaign Development and Execution

· Translate global campaigns, messaging, and content into relevant co-marketing initiatives for strategic partners and their target audiences.

· Coordinate campaign development and execution across paid, owned, earned, and partner-led channels.

· Collaborate with internal teams and external agencies to deliver campaign assets, content, communications, and partner enablement materials on time and on brand.

· Support partner recruitment, cross-sell, upsell, and customer acquisition objectives through targeted marketing strategies.

Sales and Partner Alignment

· Work closely with Channel Sales to understand partner business needs, identify marketing opportunities, and maintain alignment on priorities and expected outcomes.

· Provide partners and internal stakeholders with clear plans, timelines, performance updates, and recommendations.

· Gather partner feedback and market insights to improve campaigns, partner experience, and go-to-market effectiveness.

MDF and Budget Management

· Manage assigned marketing development funds and program budgets with accuracy, transparency, and strong investment stewardship.

· Ensure partner activities meet funding requirements, brand standards, and business objectives.

· Track spend, forecasts, and results, recommending adjustments to improve performance and return on investment.

Performance Measurement

· Define success metrics for each partner marketing plan and track engagement, demand, marketing-influenced pipeline, and revenue contribution.

· Use campaign and partner performance data to identify trends, optimize tactics, and share actionable insights.

· Maintain accurate reporting in CRM, marketing automation, and partner marketing systems.

Cross-Functional Collaboration

· Collaborate with Global Demand Generation, Global Events, Product Marketing, Channel Programs, Brand/Creative, PR, and Social Media to deliver coordinated partner campaigns.

· Share best practices, partner insights, and successful approaches across the field and partner marketing organization.

· Contribute to a consistent, high-quality partner experience while adapting plans to individual partner needs and market opportunities.

Skills and Qualifications

· Bachelor’s degree in Marketing, Business, Communications, or a related field, or equivalent practical experience.

· 5+ years of experience in field marketing, channel marketing, partner marketing, or demand generation, preferably within technology, cybersecurity, IT, or SaaS.

· Experience developing and executing joint marketing plans with strategic partners and delivering measurable business results.

· Strong understanding of integrated B2B marketing, including digital campaigns, content, webinars, account-based marketing, and partner-led demand generation.

· Experience managing MDF or marketing budgets, campaign timelines, agencies, and multiple concurrent priorities.

· Working knowledge of CRM, marketing automation, and analytics platforms; experience with Salesforce, Marketo, and ABX tools is preferred.

· Excellent written, verbal, presentation, and relationship-management skills.

· Analytical and results-oriented, with the ability to translate performance data into clear recommendations.

· Highly organized, proactive, and comfortable working independently in a fast-paced, matrixed environment.

· Understanding of the MSP or channel ecosystem is preferred.

Key Attributes

· Strategic thinker with a hands-on approach to execution.

· Partner-focused and skilled at building trusted, productive relationships.

· Collaborative, accountable, and comfortable influencing without direct authority.

· Curious, adaptable, and committed to continuous improvement.

Why Work for WatchGuard?

WatchGuard is a global leader in network security and intelligence, advanced endpoint protection, multi-factor authentication, and secure Wi-Fi. Our award-winning products and services are trusted worldwide by more than 18,000 security resellers and service providers to protect more than 250,000 customers. Our technology keeps our customers ahead of increasingly sophisticated hackers and has fueled record revenues at WatchGuard.

WatchGuard is headquartered in Seattle, Washington, with team members working remotely and in offices worldwide.

Our company culture places an intense focus on our customers and employees. From the newest employee to our CEO, you’ll find that each person at WatchGuard embodies our Core Values: Accountability, Community, Belonging, Action, Innovation, and Customer-Centric. Learn more about our company culture at www.watchguard.com/wgrd-careers.

WatchGuard provides equal employment opportunities for all qualified employees, regardless of their race, color, national origin, religion, ancestry, creed, pregnancy, age, sex, sexual orientation (including gender expression or identity), marital status, mental or physical disability, honorably discharged veteran or military status or any other category protected by federal, state or local laws. Our equal employment opportunity (or EEO) policy focuses solely on the talent, hard work, contributions, and actual results achieved by each WatchGuard employee and on the potential of employment candidates to make such contributions. We consider focusing on an employee’s protected characteristics rather than on talent, hard work, and actual work results to violate our EEO policy. As an Equal Opportunity Employer, we are committed to a diverse workforce. WatchGuard participates in E-verify.

WatchGuard is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. Please let us know if you need assistance or accommodation due to a disability.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

If you are a Growth-Minded person who is passionate about delivering results, creating value, improving the team’s efficiency, investigating problems, and finding solutions - join our Team! Our promise to our people is that MasterBorn is the best place in the world to grow your career.

In MasterBorn, we build software better with world-class developers and designers. Our tech stack is built around React, Node.js and TypeScript. We are working with well-established companies and sometimes startups in their early stages (MVPs), which makes the job full of diversity and exciting challenges while crafting cutting-edge solutions.

Enjoy the flexibility of working within the Polish time zone while collaborating with clients from diverse industries in USA, such as Fintech, Sportstech, Medtech, and many others.

Salary: PLN 9.000 - 17.500 + VAT (B2B)

Offer summary:

• Required: 2+ years of experience as a Product Owner/Business Analyst of a SaaS product OR managing external clients supporting building SaaS products, experience working in Agile projects, English & Polish - min. C1
• Offer: B2B/UZL, paid days off, 100% remote (or hybrid/onsite - as you prefer), Polish time zone, flexible hours, full time position, long term contract, Scrum Teams, regular Product Owners’ knowledge sharing meetings, and more
• Perks and Benefits: learning budget, health insurance and sport benefit, regular feedback, support, and real learning opportunities, access to internal Design Talks and Tech Talks, and more
• Tools you’ll use: Slack, GSuite, Jira, FigJam and Coda, Apple MacBook Pro

Your future tasks and duties:

• Act as a trusted product partner to the Client’s Product Owner, helping translate business goals into product direction, priorities and actionable decisions.
• Understand the client’s business model, goals, product strategy, users, market context, and success metrics, and ensure the team understands not only what we are building, but why it matters.
• Work at the discovery and delivery stages of the product implementation.
• Manage the product roadmap & product backlog, always connecting roadmap and feature decisions to measurable business and user outcomes rather than just output.
• Prepare the requirements so they are clear to the team.
• Ensure timely delivery of the product.
• Negotiate the scope and explain technical aspects to the client.
• Advise clients on product decisions by clearly communicating trade-offs between business value, user needs, technical complexity, risk, and time to market - confidently discussing priorities, risks, and opportunities with clients and senior stakeholders.
• Constructively challenge client requests, ask strong questions, and recommend alternatives instead of simply executing what the client asks for.
• Work with a scrum team (cross-functional teams of 4-12).
• Collect and provide feedback for your team.
• Proactively identify product opportunities, risks, and gaps, and bring recommendations to the client rather than waiting for requirements.
• Facilitate conversations toward clear decisions, especially when stakeholders disagree or requirements are ambiguous.

About you - Tech skills & Experience:

• 2+ years of experience as a Product Owner/Business Analyst of a SaaS product OR serving clients developing a SaaS product in a BA/Product Owner role.
• Experienced working in Agile projects.
• Strong ability to structure and visualize ideas in real time - helping clients understand flows, logic, and next steps with clarity.
• Excellent at structuring work and communication - ensures clear agendas, aligned roadmaps, and closes loops on decisions and follow-ups.
• Skilled in cooperation, conducting talks, meetings, and workshops with United States based, English-speaking clients.
• Experienced in writing down requirements, creating process flows and communicating them to the development team.
• Ability to conduct workshops with the client (use of a wide range of workshop techniques depending on the kind of client and their needs).
• Solid business and product thinking - you get up to speed quickly on a client’s business model, goals, users, and market context, and use that understanding to shape product decisions.

About you - Soft Skills:

• Excellent command of Polish and English (both C1) is required.
• Not afraid to question the status quo.
• Able to communicate clearly with assertiveness and a positive attitude.
• Analytical mindset (understand the project from the helicopter view and in detail).
• Open-minded, have a problem-solving way of thinking.
• Excellent at self-management & decision-making.
• Happy to take ownership of the product and comfortable moving it forward without needing constant direction - you know what needs attention and close gaps proactively.
• Adaptable communicator - able to adjust the level of detail and framing depending on whether you’re talking to developers, Product Owners, or senior business stakeholders.
• Open to learning from your exceptional teammates and co-workers.

Nice to have:

• Experience in working with Senior Executives
• Understanding of web development technical concepts
• History of working with American stakeholders

Recruitment process:

• CV Review
• Phone call with our Recruiter (15min)
• Soft-skills interview with our Recruiter (1h)
• Technical interview with Product Team (1,5h)
• Interview with your Department Head (1h)
• Decision and feedback 🥳

9,000 zł - 17,500 zł a month

Salary: PLN 9.000 - 17.500 + VAT (B2B)

Join us and have a real impact on the road to a project’s success!

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.