ai application engineer

ai programer

design program manager - bay area Jobs in San Francisco

design program manager - bay area

development manager Jobs in San Francisco

development manager

manager, technical project/program management - claris Jobs in San Francisco

interview program manager

OpenAI

About the Team
 
At OpenAI, we are dedicated to building safe artificial general intelligence (AGI) that benefits all of humanity. Achieving this mission requires hiring extraordinary talent across research, engineering, product, policy, operations, and leadership roles. The Recruiting team sits at the center of this effort, responsible for identifying, attracting, and delivering world-class candidates who align with OpenAI’s values and ambitions.
 
The
 
Recruiting team
 
is responsible for identifying, assessing, and hiring people who raise OpenAI’s bar while strengthening our culture and execution.
 
Recruiting Operations
 
builds the systems, workflows, and quality standards that allow hiring to scale without sacrificing rigor or candidate experience.
 
Interviewer Programs
 
are a key part of this infrastructure. This function builds the systems that support strong interviewing, including:
 
interviewer onboarding and training
 
certification and activation pathways
 
calibration and feedback quality programs
 
visibility into interviewer readiness and supply
 
operational mechanisms that help hiring teams trust interview signal
 
As OpenAI continues to scale, this work ensures our interview process remains
 
consistent, fair, and high-signal across the company.
 
About the Role
 
As a
 
Program Manager for Interviewer Programs
 
, you will design and scale the systems that help interviewers ramp quickly, stay calibrated, and deliver consistent interview signal over time.
 
You will partner closely with
 
Recruiting Operations, recruiting leadership, candidate experience, systems, and analytics teams
 
to translate hiring needs into practical programs, workflows, and operational infrastructure.
 
This role focuses on building durable systems rather than coordinating projects. The right candidate is a
 
systems-minded builder
 
who enjoys turning ambiguous problems into scalable programs that improve interviewer readiness and trust in the interview process.
 
In this role you will: 
Designing and scaling interviewer onboarding programs
 
that help new interviewers move from training enrollment to live interview readiness
 
Building certification, shadowing, calibration, and refresh pathways
 
so interviewer readiness stays current over time
 
Developing operating mechanisms for interviewer programs
 
, including dashboards, SOPs, program cadences, and escalation paths
 
Partnering with Recruiting Operations, recruiting leadership, and coordination teams
 
to improve interviewer activation, readiness visibility, and supply planning
 
Strengthening trust in interview signal
 
through calibration programs, feedback quality expectations, and remediation pathways
 
Embedding AI-first practices into interviewer enablement
 
, including AI-assisted training, documentation, and program tooling
 
Measuring program health through operational metrics
 
, such as readiness coverage, certification rates, calibration participation, activation speed, and interviewer supply health
 
Reducing manual operational work
 
by building scalable, self-serve systems for interviewers, recruiters, and program stakeholders
 
You'll thrive in this role if you have: 
Experience building or scaling
 
interviewer training, enablement, or readiness programs
 
in a high-growth environment
 
Strong
 
program management experience
 
in recruiting operations, interview operations, enablement, learning design, or similar operational domains
 
Demonstrated ability to
 
design repeatable systems
 
, not just manage one-off programs
 
Comfort working with
 
AI-enabled tools and workflows
 
that improve operational quality and efficiency
 
Strong
 
communication and facilitation skills
 
, with the ability to work across technical and non-technical teams
 
A
 
systems-thinking mindset
 
that connects process, tooling, data, training, and stakeholder behavior into a cohesive operating model
 
Strong judgment and prioritization in
 
fast-moving, ambiguous environments
 
Familiarity with
 
interviewer calibration, feedback quality, recruiting systems, or assessment tooling
 
is a plus
 
Workplace & Location
 
This role is based in our San Francisco office and we aren’t considering remote applications at this time. We offer relocation support to new employees, and we use a hybrid work model: three days in the office per week with optional work from home on Thursdays and Fridays.
 
Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, a private outdoor space for working in the sun or socializing, nap rooms, private bike storage, and more.
 
About OpenAI
 
OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
 
We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
 
For additional information, please see
 
OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement
 
.
 
Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
 
To notify OpenAI that you believe this job posting is non-compliant, please submit a report through
 
this form
 
. No response will be provided to inquiries unrelated to job posting compliance.
 
We are committed to providing reasonable accommodations to applicants with disabilities.
 
OpenAI Global Applicant Privacy Policy
 
At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.
 
Compensation
 
$171K – $240K + Offers Equity

Interview Program Manager

CRUSOE

<div>Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack &mdash; from electrons to tokens &mdash; to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that &mdash; with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved &mdash; people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About the Role:
We are looking for an on-site Senior Manager, Early Careers to join Crusoe&rsquo;s Recruiting organization. As we scale, attracting exceptional early-career talent will be critical to shaping our culture, accelerating innovation, and building our next generation of technical and business leaders.
We are looking for a Senior Manager, University Recruiting to build and lead our early-career recruiting strategy. This role combines hands-on recruiting leadership with program ownership, requiring someone who can design scalable programs, partner closely with leadership, and build strong university relationships to attract top emerging talent. You will collaborate closely with hiring managers and cross-functional partners, and build programs that identify, hire, and convert top early-career talent into long-term contributors at the company. This role requires someone who is strategic, operationally strong, and comfortable rolling up their sleeves in a fast-moving startup environment.
What You'll Be Working On:<ul><li>
Own and scale the company&rsquo;s university recruiting strategy end-to-end, including sourcing strategy, interview processes, intern experience, offer management, and full-time conversion.</li><li>
Identify and prioritize target universities, programs, and student organizations aligned with business hiring needs.</li><li>
Develop scalable recruiting programs that support hiring across engineering, product, and business teams.</li></ul><ul><li>
Own and scale the company&rsquo;s university recruiting strategy end-to-end, including sourcing strategy, interview processes, intern experience, offer management, and full-time conversion.</li><li>
Identify and prioritize target universities, programs, and student organizations aligned with business hiring needs.</li><li>
Develop scalable recruiting programs that support hiring across engineering, product, and business teams</li></ul><ul><li>
Design and manage a high-impact internship program that provides meaningful work and strong intern-to-full-time conversion.</li><li>
Build structured intern experiences including onboarding, mentorship, performance evaluation, and programming.</li><li>
Continuously improve the early-career hiring funnel to increase conversion and hiring quality.</li></ul><ul><li>
Partner with hiring managers, People Partners, and business leaders to align early-career hiring plans with workforce planning and headcount priorities.</li><li>
Build and maintain relationships with career centers, faculty, student organizations, and university partners.</li><li>
Represent the company at university events, conferences, and recruiting initiatives to strengthen our employer brand.</li></ul><ul><li>
Manage program budgets, forecasting, and vendor relationships for campus recruiting initiatives.</li><li>
Track and analyze recruiting metrics including pipeline health, intern conversion, offer acceptance, and diversity outcomes.</li><li>
Use data and insights to continuously improve recruiting programs and processes.</li></ul>
What You'll Bring to the Team:<ul><li>
7+ years of recruiting experience, including ownership of full-cycle recruiting and early-career or university recruiting programs.</li><li>
Experience building or scaling campus recruiting programs in fast-growing organizations.</li><li>
Proven ability to lead or mentor recruiters and influence hiring outcomes across multiple teams.</li><li>
Strong expertise in sourcing strategies, candidate assessment, offer negotiation, and closing in competitive talent markets.</li><li>
Experience using data and recruiting metrics to evaluate program performance and guide decision-making.</li><li>
Familiarity with university recruiting platforms, ATS systems, and campus recruiting tools.</li><li>
Ability to operate both strategically and hands-on in a fast-paced environment.</li></ul>
Bonus Points<ul><li>
Experience building or scaling university recruiting programs at a startup or high-growth tech company.</li><li>
Demonstrated success building strong university partnerships.</li><li>
Experience managing complex, multi-stakeholder programs with strong operational rigor.</li><li>
Proven experience hiring diverse early-career talent across technical and business roles.</li></ul>
Benefits:<ul><li>
Industry competitive pay</li><li>
Restricted Stock Units in a fast growing, well-funded technology company</li><li>
Health insurance package options that include HDHP and PPO, vision, and dental for you and your dependents</li><li>
Employer contributions to HSA accounts</li><li>
Paid Parental Leave</li><li>
Paid life insurance, short-term and long-term disability</li><li>
Teladoc</li><li>
401(k) with a 100% match up to 4% of salary</li><li>
Generous paid time off and holiday schedule</li><li>
Cell phone reimbursement</li><li>
Tuition reimbursement</li><li>
Subscription to the Calm app</li><li>
MetLife Legal</li><li>
Company paid commuter benefit; $300/month</li></ul>
Compensation Range
Compensation will be paid in the range of up to $159,000 - $195,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.</div>

Senior Manager, Early Careers

STK Steakhouse

<div><div><div>Why Join Our Team?</div><div><div><ul><li> 
Industry-Leading Compensation:</li><li><ul><li>
Opportunities for Merit-Based Raises &amp; Performance Incentives &ndash; Rewarding dedication, skill, and excellence in the Vibe Dining Experience.</li><li>
Up to 15% of base salary in bonus opportunities</li></ul></li><li>
Comprehensive Benefits Package</li><li><ul><li>
Medical, Dental, and Vision Insurance</li><li>
Group Life and Disability Insurance</li><li>
Group Accident, Hospital Indemnity, and Critical Illness Insurance</li><li>
Traditional and Roth 401(k) Plan</li></ul></li><li>
Exclusive Perks &amp; Growth Opportunities</li><li><ul><li>
Employee Dining Discounts and/or Complimentary Onsite Meals</li><li>
Career Development &amp; Limitless Growth Opportunities</li><li>
If you reside in Arizona, California, Colorado, Illinois, Massachusetts, Michigan, Minnesota, Nevada, New Jersey, New York, Oregon, or Washington, D.C., you are entitled to Paid Sick Time in accordance with state and local regulations.</li><li>
Paid Time Off</li><li>
Employee Assistance Program (EAP)</li><li>
Commuter and Dependent Care Benefits</li></ul></li></ul></div><div></div><div> 
What You&rsquo;ll Do</div><div>
The Assistant General Manager is responsible for overseeing daily operations, driving financial performance, and maintaining a high-energy environment that aligns with THE ONE GROUP&rsquo;s signature Vibe Dining experience. This position involves leading, educating, and mentoring the team to ensure exceptional and unforgettable guest experiences.</div><div></div><div> 
Key Responsibilities</div><div><ul><li>
Operations Leadership</li><li><ul><li>
Manage, lead, and mentor both managers and hourly staff to maintain exceptional guest service</li><li>
Ensure service standards and high-energy guest experiences align with THE ONE GROUP&rsquo;s brand identity</li><li>
Oversee all business operations, including marketing strategies, risk management, and corporate mandates</li><li>
Maintain daily reports and communicate key updates to the General Manager</li></ul></li><li>
Team Development &amp; Staffing</li><li><ul><li>
Analyze staffing needs and recruit top talent to build and maintain a high-performance team</li><li>
Interview, hire, and onboard management and hourly staff</li><li>
Coach and train the team to foster productivity, morale, and a collaborative work culture</li><li>
Conduct regular performance evaluations and ensure compliance with Performance Management guidelines</li></ul></li><li>
Financial &amp; Business Performance</li><li><ul><li>
Monitor sales forecasts, labor costs, and operational expenses to maximize profitability</li><li>
Ensure compliance with budgeted revenues and operating cash flow (OCF) targets</li><li>
Review and act on monthly P&amp;L reports and any variances</li><li>
Oversee the beverage program and collaborate with the Beverage Director to maintain quality and cost control</li><li>
Drive sales through networking, marketing initiatives, and guest engagement</li></ul></li><li>
Marketing &amp; Guest Relations</li><li><ul><li>
Collaborate with the Marketing Team to develop new promotional ideas and initiatives</li><li>
Build and maintain relationships with regular guests, VIPs, and industry influencers</li><li>
Focus on guest engagement strategies to create a memorable dining experience</li></ul></li></ul><div></div> 
What We&rsquo;re Looking For 
<ul><li>
Minimum of 4 years of leadership experience in high-volume, full-service restaurants (venues exceeding $7 million preferred)</li><li>
Proven ability to drive sales, manage budgets, and lead successful teams</li><li>
Strong leadership, communication, and interpersonal skills</li><li>
Excellent organizational and management abilities with attention to detail and delegation</li><li>
Proficiency with restaurant POS and back-of-house management systems (MICROS, Aloha, OpenTable, etc.)</li><li>
Ability to thrive in a fast-paced, high-energy restaurant environment and make strategic decisions</li></ul></div><div></div><div> 
Why THE ONE GROUP is Your Next Career Move</div><div>
This is more than a job&mdash;it&rsquo;s a career opportunity with limitless potential in an expanding global brand. If you&rsquo;re ready to take the next step in your hospitality career, apply today and join us in delivering an unmatched dining experience!</div></div></div>
INDMANAGE</div>

Assistant General Manager

Children's Council of San Francisco

<div>For more than 50 years, Children&rsquo;s Council has been the heart of childcare and early education in San Francisco, advancing the belief that high-quality childcare can transform lives and communities. Our more than 150 team members help families navigate their childcare and preschool options and secure financial assistance to pay for it. We provide home-based childcare businesses with the training and resources to succeed. Through a wide range of free programs and workshops, we support parents and caregivers as they build child development skills. As the city&rsquo;s second-largest nonprofit contractor, with an annual budget of over $240 million, we are a major stakeholder in the childcare system. We educate the public and advocate for increased investment in early education at the local and state level. If you are a childcare champion, we want you on our team. 
Job Title: Outreach &amp; Communications Manager
Department: Advancement
Reports to: Director of Outreach &amp; Communications
FLSA Status: Full Time, Non-Union, Exempt (40/week) position
Salary: $79,000-$84,000 annually 
Position Summary:
The Outreach &amp; Communications Manager serves as a key member of the Communications team, complementing and supporting the work of the Director of Outreach &amp; Communications. In this role, you will be instrumental with driving brand awareness with our internal staff and external community partners. You will be the glue between our marketing and brand strategy, conception, production of branded collateral (which includes all printed materials), making sure the creative, digital and design teams are in alignment with our brand book and style guide. 
Key Qualities:<ul><li> A talented presenter, who can communicate concisely and accurately, with keen attention to detail.</li><li> An impeccable project manager, designer, copywriter, editor and proofreader.</li><li> Highly organized with the ability to prioritize, focus and problem solve in a deadline-driven environment.</li></ul> 
Key Responsibilities:
Marketing and Digital<ul><li> Contributes to the development and implementation of the Outreach &amp; Communications Plan, for the organization.</li><li> Ensure lock-step alignment with the brand and strategy across all departments and the external relationships with clients, partners and community wide funders.</li><li> In conjunction with the Director of Outreach &amp; Communications, you will execute, manage and monitor the performance of the brand and digital strategy across communication channels and campaigns.</li><li> Drives development of editorial calendar.</li><li> In collaboration with the Director, you will manage the editorial calendar that drives content for Children&rsquo;s Council&rsquo;s email, website, blogs, content posts and social media presence.</li><li> When needed, you will regularly monitor and deploy measures that influence our reach, engagement and traffic.</li></ul> 
Content Management<ul><li> You will organize static and dynamic content to creatively capture the Children&rsquo;s Council brand and engage stakeholders.</li><li> Plays a leadership role in the project management, production and distribution for print/digital/video materials for the organization&rsquo;s two major public events: City Kids Family Fair and Child Care Champions Showcase.</li><li> Builds and maintains communication outreach with all of Children&rsquo;s Council audiences; coordinates content gathering and creation of email bulletins in Salesforce.</li><li> You will work independently to support program staff to write, edit and create branded promotional materials (such as web applications, and other graphic collateral using Adobe Creative Suite, Canva, PowerPoint, Salesforce and Eventbrite.</li><li> Works in collaboration with Director of Outreach &amp; Communications, Chief Technology Officer, external developers, and internal IT staff to create appropriately branded SharePoint landing and departmental pages.</li><li> Effectively use your judgement about organizational messaging and positioning to write, edit and proofread a variety of print and online materials for both internal and external communications.</li><li> Creates original digital content including image graphics and video to feature and highlight Children&rsquo;s Council as part of the editorial calendar and social media strategy.</li><li> Creates and provides program staff and senior leadership with print and digital materials for tabling events and speaking engagements.</li><li> Experience working directly with print vendors and mail houses on direct mail campaigns; ability to collect, negotiate and process submission of all related invoices.</li><li> Organizes, procures bids and oversees designing, ordering and distribution of branded merchandise (apparel, mugs, toys and other promotional materials)</li><li> Processes invoices, ensuring that all projects are documented and remain within the departmental budget.</li><li> Develops and implements social media strategy.</li><li> Manages and supervises communications staff associates, as assigned.</li><li> Will perform other duties as assigned.</li></ul> 
Required Experience &amp; Qualifications<ul><li> Minimum of five years&rsquo; professional experience in either marketing, design or public relations.</li><li> Design skills and a thorough understanding of visual branding. Design samples are required as part of the interview process.</li><li> Excellent writing, editing and proofreading skills, with high attention to details. Writing samples are required as part of the interview process.</li><li> Strong communication, project management and media related analytical/problem‐solving skills.</li><li> Proficiency with the following: Adobe Creative Suite, WordPress, PowerPoint and Excel.</li><li> A background clearance is required.</li><li> Photography/videography skills preferred.</li><li> Experience with Salesforce + Pardot highly desirable.</li></ul> 
BACKGROUND CHECK 
All offers of employment are contingent upon successfully completing this process. 
Hybrid Work
We have adopted a hybrid working model and currently require employees to be present in the office at least 3 days per week, with the option to work 2 days per week remotely. Applicants should be comfortable with both the remote and in office scenarios. 
COVID Policies
All staff are required to be fully vaccinated against COVID-19 (barring application for medical or religious exemptions). Wearing masks in the office is optional for our staff. 
Benefits, and Employee Perks
We offer a family-friendly workplace, plus competitive pay, and industry leading benefits package that includes:<ul><li>
Generous Medical coverage for staff, including paid medical plan deductibles, copays and out-of-pocket maximums.</li><li>
Dental, Vision, Chiropractic &amp; Acupuncture, Life, LTD and AD&amp;D coverage.</li><li>
Voluntary benefits that include Supplement Life, Accident, Critical Illness, and Pet Insurance.</li><li>
401(k) retirement plan with a generous employer match.</li><li>
Pre-tax Flexible Spending Accounts, Health Savings Account and Commuter Benefit programs.</li><li>
Generous paid time off package, including 14 paid holidays + a floating holiday for your Birthday.</li><li>
Ongoing training and professional development for all staff.</li><li>
Tuition Reimbursement.</li></ul> 
Children's Council of SF is committed to building a staff that is rich with cultural, social and experiential diversity. Candidates who want to join us on this journey and who can uniquely contribute to that goal are encouraged to apply. 
Equal Opportunity &amp; Equity Statement
Children&rsquo;s Council is an equal opportunity employer that values diversity as central to our work serving the San Francisco community. We comply with all applicable state and local laws governing nondiscrimination in employment. Our practices are in alignment with our commitment to workplace equity, diversity, and inclusion. We foster a work environment where our current and future staff feel welcomed without regard to race, color, religion, gender identity, national origin, sex, age, disability or sexual orientation.</div>

Outreach & Communications Manager

Maximus Health

<div>Fully Remote (North America / South America)<ul><li>
There is 1 opening, posted to multiple locations.</li></ul>
No agencies.
<h1 class="jobSectionHeader">About Maximus</h1>
Maximus (https://www.maximustribe.com/) is a mission-driven consumer performance medicine telehealth company that provides men and women with content, community, and clinical support to optimize their health, wellness, and hormones. Maximus has achieved profitability, 8-figure ARR, and is doubling year over year - with a strong cash position. We have raised $15M from top Silicon Valley VCs such as Founders Fund and 8VC as well as leading angel investors/operators from companies like Bulletproof, Tinder, Coinbase, Daily Stoic, &amp; Shopify.
We also offer Maximus Labs, a standalone biomarker testing subscription that doubles as an acquisition channel into our telemedicine protocols. We're targeting 2x customer growth this year and need a Growth Lead who can build the acquisition engine that gets us there.
We're capital-efficient and compete against Hims, Hone, Keeps, and Fella by being better at the product, not louder with ad spend. Our growth strategy is conversion-driven: make the signup-to-checkout funnel so good that paid channels become more efficient by default.<h1 class="jobSectionHeader">
About the Role</h1>
We are looking for a strong Lead Engineer (Tech Lead) to lead our Growth engineering team. You will be splitting your time roughly 50/50 between management and coding. You own the lower acquisition funnel, from flow start through checkout, across all Maximus protocols.
Your north star metric is Flow Start to Checkout CVR. You also carry an M1 Retention guardrail, which means you can't optimize for conversion at the expense of user quality. Every experiment you ship has a built-in quality check.
You will manage a small team of engineers and work directly with a Sr. PM and Sr. Designer. You will report directly to the Head of Engineering.<h1 class="jobSectionHeader">
Why this role and join us?:</h1><ul><li>
Impact: Set the technical direction for how Maximus acquires customers, run experiments that directly move revenue, and build a team that compounds learning over time. The Growth team's output is visible in the company's top-line numbers every month.</li><li>
First 90 days: Complete BNPL migration to Klarna across all protocols</li><li>
First 2 Quarters: Launch a new activation satisfaction survey for our retention guardrail and build cohort-level experiment tracking</li><li>
Maximus is at the stage where the acquisition engine needs a dedicated engineering leader who stays with the problem long enough to compound results. If you want to own that end to end, with real authority and real accountability, this is the role for you.</li></ul><h1 class="jobSectionHeader">
What you will do (Key Responsibilities):</h1><ul><li>
Deliver protocol-level A/B experiments on signup flows, checkout, plan pricing, and product recommendations using Amplitude</li><li>
Ship full-stack features across the acquisition funnel in Rails and React</li><li>
Coach and develop your engineering team through regular 1:1s, pair programming, code reviews, and career conversations</li><li>
Own experiment design, including sample sizing, metric selection, and the CVR-vs-retention tension that comes with a dual mandate</li><li>
Iterate and continuously optimize plan and pricing architecture, including payment platform integrations</li><li>
Build and maintain the experimentation infrastructure your team runs on</li><li>
Partner with data engineering to instrument cohort-level M1 retention tracking per experiment</li><li>
Drive adoption of AI-assisted development across the team, using tools like Claude Code and Devin to increase shipping and development velocity</li></ul><h1 class="jobSectionHeader">
Our Tech Stack:</h1><ul><li>
Ruby on Rails 7 / Ruby 3.3, React 18 / TypeScript 5.4 (required)</li><li>
Event-sourced architecture with command pattern</li><li>
PostgreSQL, Redis, Delayed Job for background processing</li><li>
Stripe and Klarna for payments and installment plans</li><li>
Amplitude for experimentation and analytics, Segment for event collection</li><li>
Redux with redux-loop and Immutable.js on the frontend</li><li>
Docker, AWS/GCP, Aptible, GitHub Actions CI/CD</li><li>
Cypress for E2E testing</li><li>
AI-assisted development: Claude Code and Devin for agentic coding</li></ul><h1 class="jobSectionHeader">
What we are looking for (Qualifications):</h1><ul><li>
You've led a team of 4-8 engineers before, with direct reports you grew and retained</li><li>
You've shipped and measured growth experiments in a subscription product (signup funnels, checkout optimization, pricing and plan architecture)</li><li>
You write production Ruby on Rails and React code and expect to keep doing so (strongly preferred). Javascript (Node), Python are also acceptable.
</li><li>You can design an experiment, pick the right metric, set a sample size, and explain the trade-offs to a PM who wants to ship faster</li><li>
You think in funnels and cohorts, not just features</li><li>
You're comfortable with event-sourced systems or similar architectural patterns where state is derived from event streams</li><li>
You use agentic AI coding tools (Claude Code, Devin, Cursor, or similar) in your daily workflow and have opinions about how to integrate them into a team's development process</li></ul><h2 class="jobSectionHeader">
Nice to have (strongly preferred):</h2><ul><li>
Experience with healthcare, wellness, or regulated subscription commerce</li><li>
Familiarity with Stripe billing, Klarna, or similar payment platform integrations</li><li>
Experience building or managing Amplitude (or LaunchDarkly, Optimizely, etc.) experimentation infrastructure</li></ul><h1 class="jobSectionHeader">
How we work:</h1><ul><li>
Remote, Americas-based (team is distributed across US and Latin America time zones)</li><li>
Two-week sprints with PM, Design, and Tech Lead driving prioritization together</li><li>
Ship and deploy to production multiple times per day</li></ul><h1 class="jobSectionHeader">
World-Class Benefits:</h1><ul><li>
Full suite: health, medical, dental coverage (USA &amp; Canada)</li><li>
Flexible vacation/time-off policies</li><li>
Equity into the company in the form of high potential stock options</li><li>
Liquidity of options whenever available</li><li>
Extended options exercise window for loyal employees (3 months for every year of service; e.g. 1 year for 4+ year employees)</li></ul><h1 class="jobSectionHeader">
Interview process</h1>
Do you believe you're a fit for this role and want to join the Maximus team? We'd love to hear about you! Here is what you can expect from the hiring process (if there are changes we will be sure to let you know).
Please refrain from messaging or emailing people directly, if you are interested, apply directly, your application will be reviewed by a human.<ul><li>
Application &amp; Criteria Questionnaire: When submitting your application and resume, tell us why you want to join Maximus and take your time with the questions. The Criteria Questionnaire will be sent to you automatically and is mandatory, we will use it as part of our data driven process. This is your chance to make a strong first impression.</li><li>
First Interview: Interview with Justin L, Recruiting Lead. This will be a exploratory conversation focused on how you work, your experience &amp; fit for the role, and alignment on values and expectations.</li><li>
Role Interview: You will then meet with Mark P - Head of Engineering and Steve C - Senior Growth Product Manager to understand how you would approach real Growth team problems across system design, product trade-offs, and compliance.
</li><li>Technical Interview: Interview with one of our Senior or Lead engineers to evaluate hands-on coding ability in our stack (Rails + React/TypeScript). We want to see that you can build and ship, not just architect. Feel free use agentic AI tools (Claude Code, Cursor, Windsurf, etc.) during the exercise, as appropriate</li><li>
Leadership Interview: Chat with Mark P - Head of Engineering on leading a team, growing engineers, hiring and other aspects of people leadership.</li><li>
Meet the CEO: At the very end, you will have the opportunity to meet with Cam S, our CEO. This is a great chance for you to gain a deeper understanding of Maximus's strategy, values, and work processes.</li></ul>
Maximus is an equal opportunity employer, which not only includes standard protected categories, but the additional freedom from discrimination against your free speech and beliefs, as long as they are aligned with company values. We celebrate intellectual diversity.
Note: We utilize AI note-taking technology during our interview sessions to ensure we capture all answers and details accurately. Candidates are also encouraged to use AI note-takers for their own records if they wish.
Compensation Range: $150K - $200K</div>

Lead Software Engineer / Tech Lead, Growth (Remote)

Xanitos

<div><h3 class="jobSectionHeader">We are seeking Environmental Services Project Managers in the Bay Area.</h3>

As a Project Manager, you may be called upon for various assignments to prospective, new, and existing accounts throughout the country. This position requires 100% travel. As a support resource, the Project Manager may be assigned to plan and execute start-ups of new business; audit and/or re-engineer existing accounts; perform other operations, program development, teaching, research, or troubleshooting assignments.

The primary job responsibility is to assist in the management of an assigned hospital Environmental Services Department under the direction and guidance of the Environmental Services Department Director. Specific responsibilities include work scheduling of all department personnel, establishing and enforcing work standards in conjunction with the Department Director, monitoring overall inventory/equipment usage, troubleshooting/problem solving, orientation/training of Department Staff, customer relations, and special project work as requested. The purpose of this role is to prepare the incumbent to assume the operational duties of a department through hands-on training and managerial experience under the direction of an experienced Department Director.

DUTIES AND RESPONSIBILITIES - ESSENTIAL FUNCTIONS:
<ul>
<li>Participate in staff selection process. Interview candidates as needed. Schedule days off, holidays and vacations, ensuring that the account&rsquo;s needs are met in accordance with hours and position control.</li>
<li>Assign personnel to established work areas or project duties.</li>
<li>Conducts quality assurance checks and manages materials inventory as well as general use of equipment.</li>
<li>Ensure that staff receives proper orientation, initial training, and ongoing education.</li>
<li>Provide individual guidance and motivation to staff to enable each one to perform to his/her fullest potential.</li>
<li>Discipline associates when necessary according to progressive disciplinary guidelines.</li>
<li>Prepare associate disciplinary and variance reports and conduct follow-up investigation as needed, reporting findings to the Department Director. Prepare disciplinary action notices and conduct follow-up as required. Conduct disciplinary meetings with associates with guidance from the Department Director.</li>
<li>Maintain an environment that is in sanitary, attractive and orderly condition.</li>
<li>Demonstrate and promote the company&rsquo;s culture, values, and management philosophy.</li>
<li>Demonstrate quality leadership in meeting performance plans.</li>
</ul>
MINIMUM QUALIFICATIONS FOR CONSIDERATION:
<ul>
<li>High School Diploma, GED, or equivalent required. College degree or equivalent work experience preferred. Must have one to three years of supervisory experience in a service-related field with high customer/client contact.</li>
<li>Employees in Healthcare are required to be fully vaccinated against COVID-19 as a term and condition of employment at Xanitos, absent a legally required Medical or Religious exception, and are required to report their vaccination status and upload proof of vaccination via a secure online portal.</li>
<li>Post-Offer Medical, Background Screening, to include Department of Motor Vehicle check and Drug Test required</li>
<li>10 days on 4 days off travel schedule</li>
<li>Must reside in the Bay Area</li>
</ul>
KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:
<ul>
<li>Strong service/quality attitude.</li>
<li>Ability to plan, organize prioritize, and achieve effective time management.</li>
<li>Ability to work under pressure and meet established goals and objectives.</li>
<li>Strong public speaking skills.</li>
<li>Sense of urgency and ability to meet deadlines; self-directed.</li>
</ul>
PHYSICAL FUNCTIONS REQUIRED:
<ul>
<li>Ability to walk or stand for prolonged periods. Requires bending, stooping, reaching up and lifting up to 50 pounds. Possible exposure to chemicals requiring special clothing or safety equipment.
</li>
</ul>COMPUTER SKILLS:
<ul>
<li>Proficient in the use of Windows based office software including but not limited to Microsoft Office, Word, Excel, PowerPoint and Outlook.
</li>
</ul>Xanitos, Inc. is a management company that provides hospital housekeeping, patient transport, and central laundries services. It is differentiated by its patented XRO System for cleaning patient rooms, its outstanding operations management team, and by being a private company whose priority is giving top quality service. The results are evident; at the hospitals it serves, Xanitos has improved the cleaning quality, increased HCAHPS scores, reduced the risk of HAIs, lowered bed turnaround time, and significantly reduced costs.

The expected salary range for this position ranges from $80,000 to $90,000 depending on circumstances including an applicant&rsquo;s skills and qualifications, certain degrees and certifications, prior job experience, training, market data, and other relevant factors. Additional compensation may include a bonus or commission (if applicable to the position).</div>

EVS Project Manager Bay Area

TALNT

<div>About the Role: 
The Senior Recruiting Manager is a talent acquisition leader responsible for managing and scaling full cycle recruiting operations while ensuring consistent delivery of high quality candidates across multiple roles and industries. This role combines hands on recruiting leadership with strategic oversight of recruiting performance, hiring strategy, and team development. The Senior Recruiting Manager partners closely with internal stakeholders and hiring leaders to drive effective sourcing strategies, optimize recruiting processes, and lead a team of recruiters focused on delivering top talent in fast paced, high growth hiring environments.
Responsibilities:<ul><li>
Lead, mentor, and develop a team of recruiters to achieve hiring goals while maintaining strong recruiting performance, accountability, and quality candidate delivery.</li><li>
Manage the full recruitment lifecycle including talent sourcing, candidate screening, interview coordination, offer negotiation, and onboarding support.</li><li>
Provide hands on guidance to recruiters on search strategy, candidate qualification, and hiring manager communication to improve placement success.</li><li>
Partner with hiring managers and internal stakeholders to understand workforce needs and develop targeted recruiting strategies.</li><li>
Develop and execute advanced sourcing strategies including passive candidate outreach, market mapping, talent pipeline development, and referral programs.</li><li>
Monitor recruiting metrics including time to hire, pipeline health, candidate submissions, interviews, and placement success to optimize recruiting performance.</li><li>
Improve recruiting workflows, hiring processes, and candidate experience across the talent acquisition lifecycle.</li><li>
Manage relationships with job boards, recruiting platforms, and sourcing tools to maximize candidate generation and recruiting efficiency.</li><li>
Collaborate with leadership on workforce planning, hiring forecasts, and recruiting capacity management.</li><li>
Stay informed on recruiting trends, compensation benchmarks, labor market conditions, and emerging recruiting technologies.</li></ul>
Qualifications:<ul><li>
Bachelors degree in Human Resources, Business Administration, Talent Acquisition, or a related field, or equivalent professional recruiting experience.</li><li>
Minimum of 7 years of experience in full cycle recruiting, talent acquisition, or staffing with at least 3 years of recruiting team leadership or management experience.</li><li>
Proven experience managing recruiting teams and consistently delivering successful hiring outcomes in fast paced recruiting environments.</li><li>
Strong expertise using Applicant Tracking Systems and recruiting platforms such as LinkedIn Recruiter, Indeed, and modern sourcing tools.</li><li>
Deep knowledge of modern sourcing strategies including passive candidate outreach, market mapping, talent pipelines, and candidate engagement strategies.</li><li>
Strong leadership, communication, and stakeholder management skills with the ability to partner effectively with hiring managers and business leaders.</li><li>
Ability to manage multiple open requisitions, competing hiring priorities, and recruiter workloads while maintaining strong attention to detail.</li></ul>
Desired Qualifications:<ul><li>
Experience leading recruiting teams in agency recruiting, staffing, executive search, or high growth hiring environments.</li><li>
Background recruiting for specialized industries such as engineering, manufacturing, healthcare, life sciences, or technology.</li><li>
Experience implementing recruiting technology, automation platforms, or recruiting CRM systems to improve recruiting efficiency.</li><li>
Strong analytical skills with the ability to use recruiting data, hiring metrics, and performance dashboards to guide recruiting strategy.</li><li>
Demonstrated ability to build long term partnerships with hiring managers, department leaders, and executive stakeholders.</li></ul></div>

Senior Recruiting Manager

Explore 306+ Interview program manager in San Francisco this March. Find roles across top companies and apply now to boost your career.