[{"data":1,"prerenderedAt":114},["ShallowReactive",2],{"$fbwpND-ClJAMzRGYh7xDuJSquswsm8walFvJgFHd_S14":3,"$fHSEOrteFi-QYpHaOjJ-xJSE9cP6wHYSioZGnWFMfYL0":28},{"job":4},{"id":5,"slug":6,"title":7,"companyname":8,"companylogo":9,"companyTagline":10,"companyIndustry":11,"city":12,"country":12,"remote":13,"employmentType":14,"department":16,"content_html":17,"content_text":18,"years":19,"createdAt":20,"updatedAtISO":21,"postedAtISO":22,"hasSalary":13,"salaryMin":23,"salaryMax":24,"currency":25,"schema":26},"edf2d83a22e85f175212f7f8ded42673ca95f80d60fe2175973d8c710b29b81d","crm-production-manager-at-babylist-daea19dab9","CRM Production Manager","Babylist","https://cdn.jobboardwise.com/logo/babylist.com","We help expecting parents get exactly what they need for the arrival of their new baby.","Retail","United States",false,[15],"Full-time","Marketing","\u003Cp>\u003Cstrong>What The Role Is\u003C/strong>\u003C/p>\n\u003Cp>This role is the operational and technical engine behind Babylist’s CRM program. You’ll own how multi-channel journeys come to life, translating strategy into precise, scalable execution across audience logic, campaign production, journey architecture, and the CRM tech stack.\u003C/p>\n\u003Cp>\u003Cstrong>Who You Are\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>5+ years of hands-on experience managing multi-channel CRM production across email, push, SMS, and in-app messaging.\u003C/li>\n\u003Cli>Deep fluency with ESP and CDP ecosystems, including a clear understanding of their distinct roles and how audiences, data, content, and logic flow between them. (Bonus points if you have experience with Iterable, Braze or Hightouch). \u003C/li>\n\u003Cli>Strong working knowledge of CRM production platforms; experience with Iterable, Contentful, Cloudinary, Shopify, and Hightouch is strongly preferred.\u003C/li>\n\u003Cli>Strong understanding of email governance, compliance, and deliverability best practices. \u003C/li>\n\u003Cli>Strong command of CRM data, including engagement metrics, behavioral signals, audience health indicators, and lifecycle data, with the ability to translate insights into action.\u003C/li>\n\u003Cli>Product marketing instincts and the ability to connect user behavior and product context to targeting and messaging decisions.\u003C/li>\n\u003Cli>An operational and technical architect who enjoys building complex journeys, eliminating friction, and ensuring nothing falls through the cracks.\u003C/li>\n\u003Cli>Detail oriented, solutions oriented, and able to manage time effectively in a fast paced environment.\u003C/li>\n\u003Cli>A proactive problem solver and trusted cross-functional collaborator who spots issues early, investigates thoughtfully, communicates clearly, and keeps teams aligned through execution.\u003C/li>\n\u003Cli>Committed to high quality execution, even under pressure, and able to bring others along rather than working in isolation.\u003C/li>\n\u003Cli>AI forward and curious, with a habit of integrating new tools into daily workflows to move faster and improve outcomes.\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>How You Will  Make an Impact\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Own CRM campaigns and complex, multi-channel journeys across email, push, SMS, in-app messaging, and emerging channels, translating business goals into seamless, automated customer experiences.\u003C/li>\n\u003Cli>Serve as the channel subject matter expert, building and launching campaigns with precision while setting the standard for QA, personalization, segmentation, data integrity, compliance, and deployment.\u003C/li>\n\u003Cli>Own and continuously improve channel production playbooks, ensuring best practices are documented, maintained, and adopted across the team.\u003C/li>\n\u003Cli>Own production workflows across the CRM stack, including Iterable, Contentful, Cloudinary, Shopify, and Hightouch, and ensure data, content, and logic move reliably across systems.\u003C/li>\n\u003Cli>Translate ambiguous targeting requests into clear, executable audience and segmentation logic.\u003C/li>\n\u003Cli>Build, sync, validate, and activate audiences from the CDP into downstream tools.\u003C/li>\n\u003Cli>Troubleshoot at both the platform and campaign level, from broken data syncs to journey and deployment issues.\u003C/li>\n\u003Cli>Monitor audience health and incorporate engagement quality into CRM strategy, segmentation, and send cadence decisions.\u003C/li>\n\u003Cli>Interpret CRM performance signals and turn them into action, including frequency adjustments, targeting refinements, deliverability escalation, and new optimization opportunities.\u003C/li>\n\u003Cli>Apply user behavior and product context to improve targeting, journey structure, and messaging—not just execute an existing brief.\u003C/li>\n\u003Cli>Partner with the editorial team on CRM content planning, production, and deployment, ensuring ideas are translated accurately and delivered on time.\u003C/li>\n\u003Cli>Keep cross-functional partners aligned, surface risks early, and follow through on commitments.\u003C/li>\n\u003Cli>Use AI to increase speed, improve output quality, and evolve CRM production workflows.\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Why This Role\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Own the infrastructure behind a sophisticated CRM program, not just individual campaigns.\u003C/li>\n\u003Cli>Work across strategy, systems, and execution, with real influence on how journeys and workflows are built.\u003C/li>\n\u003Cli>Help shape how the function scales, including automation, AI, and stronger production standards.\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>About Compensation\u003C/strong>\u003C/p>\n\u003Cp>We use a market-based approach to compensation. The starting salary range for this role is:\u003C/p>\n\u003Cp>\u003Cstrong>$98,276.00 - $131,057.00\u003C/strong>\u003C/p>\n\u003Cp>Your starting salary will be based on your location, experience, and qualifications, with increases over time tied to performance, role growth, and internal pay equity.\u003C/p>\n\u003Cp>\u003Cstrong>Who We Are\u003C/strong>\u003C/p>\n\u003Cp>Babylist is the leading platform for expecting and new families. More than 10 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, guidance, and expert recommendations. As a modern, AI-forward tech company, Babylist has expanded from a universal registry into a full ecosystem — the Babylist Shop, Babylist Health, Babylist Money, NYC and LA showrooms, branded content, and more — generating $750M in revenue in 2025. Building the generational brand in baby, Babylist is reshaping the $235B kids and baby market and helping parents feel confident, connected, and cared for at every step.\u003C/p>\n\u003Cp>\u003Cstrong>Our Ways of Working\u003C/strong>\u003C/p>\n\u003Cp>Babylist is remote-first with team members across the U.S. and Canada who move fast, think smart, and use AI as part of how they work every day — not as an experiment, as an expectation. We come together twice a year to build the relationships behind the work, and we hire people who are genuinely excited about what's possible and prove it through how they show up.\u003C/p>\n\u003Cp>\u003Cstrong>Why You Will Love Working At Babylist\u003C/strong>\u003C/p>\n\u003Cp>\u003Cstrong>Our Culture\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>We work with focus and intention, then step away to recharge\u003C/li>\n\u003Cli>We believe in exceptional management, and we invest in the tools and the time to connect with colleagues\u003C/li>\n\u003Cli>We build products that positively impact millions of people's lives\u003C/li>\n\u003Cli>AI is part of how we work, not a side experiment. You'll have leading tools like Claude and ChatGPT from day one, with no waiting on access, so the busywork gets handled and your judgment goes where it counts\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Growth & Development\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Competitive pay and meaningful opportunities for career advancement\u003C/li>\n\u003Cli>We believe technology and data can solve hard problems\u003C/li>\n\u003Cli>We're committed to career progression and performance-based advancement\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>Benefits\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Company-paid medical, dental, and vision insurance\u003C/li>\n\u003Cli>Retirement savings plan with company matching and flexible spending accounts\u003C/li>\n\u003Cli>Generous paid parental leave and PTO\u003C/li>\n\u003Cli>Winter Wonder Week: the whole company takes a paid week off at the end of the year, whether or not you celebrate anything, so everyone's out at once and comes back refreshed\u003C/li>\n\u003Cli>Remote work stipend to set up your office\u003C/li>\n\u003Cli>Perks for physical, mental, and emotional health, parenting, childcare, and financial planning\u003C/li>\n\u003C/ul>\n\u003Ch3>\u003Cstrong>Important Notices\u003C/strong>\u003C/h3>\n\u003Cp>\u003Cstrong>Recorded Interviews. \u003C/strong>Babylist uses an interview recording tool to record and transcribe interviews for evaluation purposes in accordance with applicable privacy laws. By participating in an interview, you consent to this recording and transcription.\u003C/p>\n\u003Cp>\u003Cstrong>Interview Integrity. \u003C/strong>AI is part of how we work at Babylist. We expect you to use it too. Your application and interviews should still reflect you and your own thinking. We'll tell you when AI is encouraged. Misrepresentation at any stage may result in removal from consideration for this and future roles.\u003C/p>\n\u003Cp>\u003Cstrong>How We Review Applications \u003C/strong>We use AI throughout our hiring process to help review, screen, and assess applications. These tools support our team's review; they do not replace it, and every hiring decision is made by a person.\u003C/p>\n\u003Cp>\u003Cstrong>Connections at Babylist. \u003C/strong>If you have a family member or close personal relationship with a current Babylist employee, please let your recruiter know. This helps us keep our process fair and transparent for everyone.\u003C/p>\n\u003Cp>\u003Cstrong>Protect Yourself from Scams. \u003C/strong>All official outreach comes from the Babylist Talent Team via @babylist.com email addresses only. We will never ask for payment or personal financial information. If you receive outreach via WhatsApp, Telegram, or a non-Babylist email, it's not us. Verify open roles at babylist.com/careers.\u003C/p>","What The Role Is This role is the operational and technical engine behind Babylist’s CRM program. You’ll own how multi-channel journeys come to life, translating strategy into precise, scalable execution across audience logic, campaign production, journey architecture, and the CRM tech stack. Who You Are 5+ years of hands-on experience managing multi-channel CRM production across email, push, SMS, and in-app messaging. Deep fluency with ESP and CDP ecosystems, including a clear understanding of their distinct roles and how audiences, data, content, and logic flow between them. (Bonus points if you have experience with Iterable, Braze or Hightouch). Strong working knowledge of CRM production platforms; experience with Iterable, Contentful, Cloudinary, Shopify, and Hightouch is strongly preferred. Strong understanding of email governance, compliance, and deliverability best practices. Strong command of CRM data, including engagement metrics, behavioral signals, audience health indicators, and lifecycle data, with the ability to translate insights into action. Product marketing instincts and the ability to connect user behavior and product context to targeting and messaging decisions. An operational and technical architect who enjoys building complex journeys, eliminating friction, and ensuring nothing falls through the cracks. Detail oriented, solutions oriented, and able to manage time effectively in a fast paced environment. A proactive problem solver and trusted cross-functional collaborator who spots issues early, investigates thoughtfully, communicates clearly, and keeps teams aligned through execution. Committed to high quality execution, even under pressure, and able to bring others along rather than working in isolation. AI forward and curious, with a habit of integrating new tools into daily workflows to move faster and improve outcomes. How You Will Make an Impact Own CRM campaigns and complex, multi-channel journeys across email, push, SMS, in-app messaging, and emerging channels, translating business goals into seamless, automated customer experiences. Serve as the channel subject matter expert, building and launching campaigns with precision while setting the standard for QA, personalization, segmentation, data integrity, compliance, and deployment. Own and continuously improve channel production playbooks, ensuring best practices are documented, maintained, and adopted across the team. Own production workflows across the CRM stack, including Iterable, Contentful, Cloudinary, Shopify, and Hightouch, and ensure data, content, and logic move reliably across systems. Translate ambiguous targeting requests into clear, executable audience and segmentation logic. Build, sync, validate, and activate audiences from the CDP into downstream tools. Troubleshoot at both the platform and campaign level, from broken data syncs to journey and deployment issues. Monitor audience health and incorporate engagement quality into CRM strategy, segmentation, and send cadence decisions. Interpret CRM performance signals and turn them into action, including frequency adjustments, targeting refinements, deliverability escalation, and new optimization opportunities. Apply user behavior and product context to improve targeting, journey structure, and messaging—not just execute an existing brief. Partner with the editorial team on CRM content planning, production, and deployment, ensuring ideas are translated accurately and delivered on time. Keep cross-functional partners aligned, surface risks early, and follow through on commitments. Use AI to increase speed, improve output quality, and evolve CRM production workflows. Why This Role Own the infrastructure behind a sophisticated CRM program, not just individual campaigns. Work across strategy, systems, and execution, with real influence on how journeys and workflows are built. Help shape how the function scales, including automation, AI, and stronger production standards. About Compensation We use a market-based approach to compensation. The starting salary range for this role is: $98,276.00 - $131,057.00 Your starting salary will be based on your location, experience, and qualifications, with increases over time tied to performance, role growth, and internal pay equity. Who We Are Babylist is the leading platform for expecting and new families. More than 10 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, guidance, and expert recommendations. As a modern, AI-forward tech company, Babylist has expanded from a universal registry into a full ecosystem — the Babylist Shop, Babylist Health, Babylist Money, NYC and LA showrooms, branded content, and more — generating $750M in revenue in 2025. Building the generational brand in baby, Babylist is reshaping the $235B kids and baby market and helping parents feel confident, connected, and cared for at every step. Our Ways of Working Babylist is remote-first with team members across the U.S. and Canada who move fast, think smart, and use AI as part of how they work every day — not as an experiment, as an expectation. We come together twice a year to build the relationships behind the work, and we hire people who are genuinely excited about what's possible and prove it through how they show up. Why You Will Love Working At Babylist Our Culture We work with focus and intention, then step away to recharge We believe in exceptional management, and we invest in the tools and the time to connect with colleagues We build products that positively impact millions of people's lives AI is part of how we work, not a side experiment. You'll have leading tools like Claude and ChatGPT from day one, with no waiting on access, so the busywork gets handled and your judgment goes where it counts Growth & Development Competitive pay and meaningful opportunities for career advancement We believe technology and data can solve hard problems We're committed to career progression and performance-based advancement Benefits Company-paid medical, dental, and vision insurance Retirement savings plan with company matching and flexible spending accounts Generous paid parental leave and PTO Winter Wonder Week: the whole company takes a paid week off at the end of the year, whether or not you celebrate anything, so everyone's out at once and comes back refreshed Remote work stipend to set up your office Perks for physical, mental, and emotional health, parenting, childcare, and financial planning Important Notices Recorded Interviews. Babylist uses an interview recording tool to record and transcribe interviews for evaluation purposes in accordance with applicable privacy laws. By participating in an interview, you consent to this recording and transcription. Interview Integrity. AI is part of how we work at Babylist. We expect you to use it too. Your application and interviews should still reflect you and your own thinking. We'll tell you when AI is encouraged. Misrepresentation at any stage may result in removal from consideration for this and future roles. How We Review Applications We use AI throughout our hiring process to help review, screen, and assess applications. These tools support our team's review; they do not replace it, and every hiring decision is made by a person. Connections at Babylist. If you have a family member or close personal relationship with a current Babylist employee, please let your recruiter know. This helps us keep our process fair and transparent for everyone. Protect Yourself from Scams. All official outreach comes from the Babylist Talent Team via @babylist.com email addresses only. We will never ask for payment or personal financial information. If you receive outreach via WhatsApp, Telegram, or a non-Babylist email, it's not us. Verify open roles at babylist.com/careers.",0,1789504993000,"2026-09-15 22:47:22","2026-09-15T14:39:45-04:00",98276,131057,"USD",{"jsonldValid":13,"jsonld":27},"",{"jobs":29},[30,46,57,69,80,98],{"id":31,"slug":32,"title":33,"companyname":8,"companylogo":9,"companyTagline":10,"companyIndustry":11,"city":34,"country":34,"remote":13,"employmentType":35,"department":36,"content_html":37,"content_text":38,"years":19,"createdAt":39,"updatedAtISO":40,"postedAtISO":41,"hasSalary":13,"salaryMin":42,"salaryMax":43,"currency":44,"schema":45},"b084f0e88ced4840d1625afcc71b16f6a2cbf2e33e531eaca0a023472be0cffa","senior-software-engineer-at-babylist-e753555faf","Senior Software Engineer","Canada",[15],"Engineering","\u003Ch4>What The Role Is\u003C/h4>\n\u003Cp>As a\u003Cstrong> Senior Engineer\u003C/strong> at Babylist, you take on hard problems and own them end-to-end. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person.\u003C/p>\n\u003Cp>We're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families. You'll start on a team, but you won't be boxed into it. The roadmap is open, your scope grows as you do and you have a say in what you take on next. Senior here means owning whole problems; Staff is the next step up, setting direction across a domain.\u003C/p>\n\u003Ch4>What You'll Own\u003C/h4>\n\u003Cp>A Senior Engineer here owns problems, not just features. You're handed an outcome, you decide what to build, ship it and own whether it worked. You act on incomplete information and change course fast when the evidence says you were wrong.\u003C/p>\n\u003Cp>What you do depends on what the team needs:\u003C/p>\n\u003Cul>\n\u003Cli>Frame the problem with your PM as a peer, run the experiment and bring customer evidence into what gets built.\u003C/li>\n\u003Cli>Harden a critical path, kill a class of incidents or design the abstraction your team builds on.\u003C/li>\n\u003Cli>Be the reviewer people want on the risky changes.\u003C/li>\n\u003Cli>Manage up with crisp choices: raise the risks early and protect the right tradeoffs.\u003C/li>\n\u003Cli>Share what you're learning about AI openly, so the whole team gets sharper.\u003C/li>\n\u003C/ul>\n\u003Cp>A few problems people at this level are working on right now:\u003C/p>\n\u003Cul>\n\u003Cli>Deciding what the registry recommends to each family, from the ranking to the model behind it, and proving in a live experiment that it actually helps.\u003C/li>\n\u003Cli>Building the evals system that catches our AI support agent making things up before a customer does.\u003C/li>\n\u003Cli>Making a child's info one source of truth instead of five disconnected flows, so parents set it up once and new products like Early Investor build on it.\u003C/li>\n\u003C/ul>\n\u003Ch4>Who You Are\u003C/h4>\n\u003Cp>You've been shipping production systems for years, and you've got the judgment to show for it. You can pick up an ambiguous problem and start moving before anyone hands you the full picture.\u003C/p>\n\u003Cp>The strongest Senior engineers here are generalists, and usually the most prolific builders on their team. You go wherever the problem leads: a backend service one week, a stubborn frontend bug the next, the data pipeline after that. When it's hard you dig in, and you learn unfamiliar parts of the stack fast. Range is the Senior signature.\u003C/p>\n\u003Ch4>Compensation\u003C/h4>\n\u003Cp>We post real numbers. For a Canada-based Senior Engineer, the starting base salary range is $255,900 to $318,600 CAD, plus a target annual bonus of 15 percent of base. That's total target cash of roughly $294,285 to $366,390 CAD. On top of that you get meaningful equity and an RRSP match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\u003C/p>\n\u003Ch4>How We Build\u003C/h4>\n\u003Cp>AI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome. The architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\u003C/p>\n\u003Cp>\u003Cstrong>The Stack\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Core app:\u003C/strong> Rails, Packwerk, React, TypeScript, Sidekiq\u003C/li>\n\u003Cli>\u003Cstrong>Mobile:\u003C/strong> iOS (Swift), Android (Kotlin)\u003C/li>\n\u003Cli>\u003Cstrong>Data, search & events:\u003C/strong> MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\u003C/li>\n\u003Cli>\u003Cstrong>Machine learning:\u003C/strong> deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\u003C/li>\n\u003Cli>\u003Cstrong>AI & dev tooling:\u003C/strong> Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\u003C/li>\n\u003Cli>\u003Cstrong>Infra & ops:\u003C/strong> AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\u003C/li>\n\u003Cli>\u003Cstrong>Key integrations:\u003C/strong> Shopify (payments), Iterable (CRM)\u003C/li>\n\u003C/ul>\n\u003Ch4>Why Babylist\u003C/h4>\n\u003Cp>An engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\u003C/p>\n\u003Cp>Ten million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\u003C/p>\n\u003Ch4>How We Work\u003C/h4>\n\u003Cp>Remote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\u003C/p>\n\u003Ch4>How We Hire\u003C/h4>\n\u003Cp>Three rounds, usually two to three weeks, start to finish.\u003C/p>\n\u003Col>\n\u003Cli>\u003Cstrong>Recruiter conversation (30 minutes).\u003C/strong> Trade context: what you want next, what we're building and straight answers on comp, team and remote.\u003C/li>\n\u003Cli>\u003Cstrong>Technical screen (1 hour).\u003C/strong> One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\u003C/li>\n\u003Cli>\u003Cstrong>Final round (4 hours).\u003C/strong> Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\u003C/li>\n\u003C/ol>\n\u003Cp>If your timeline is tight, tell us and we'll move faster.\u003C/p>\n\u003Ch4>Benefits\u003C/h4>\n\u003Cul>\n\u003Cli>Company-paid medical and fully covered dental and vision\u003C/li>\n\u003Cli>A RRSP match\u003C/li>\n\u003Cli>Generous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\u003C/li>\n\u003Cli>Winter Wonder Week, a paid company-wide week off at the end of the year\u003C/li>\n\u003Cli>A remote-work stipend\u003C/li>\n\u003Cli>Mental-health and wellness support\u003C/li>\n\u003C/ul>\n\u003Ch4>A Few Things To Know\u003C/h4>\n\u003Cul>\n\u003Cli>We record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\u003C/li>\n\u003Cli>We expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\u003C/li>\n\u003Cli>If you have a family member or close relationship with a Babylist employee, let your recruiter know.\u003C/li>\n\u003Cli>Official outreach only ever comes from an @babylist.com address.\u003C/li>\n\u003C/ul>","What The Role Is\nAs a Senior Engineer at Babylist, you take on hard problems and own them end-to-end. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person.\nWe're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families. You'll start on a team, but you won't be boxed into it. The roadmap is open, your scope grows as you do and you have a say in what you take on next. Senior here means owning whole problems; Staff is the next step up, setting direction across a domain.\nWhat You'll Own\nA Senior Engineer here owns problems, not just features. You're handed an outcome, you decide what to build, ship it and own whether it worked. You act on incomplete information and change course fast when the evidence says you were wrong.\nWhat you do depends on what the team needs:\n\nFrame the problem with your PM as a peer, run the experiment and bring customer evidence into what gets built.\nHarden a critical path, kill a class of incidents or design the abstraction your team builds on.\nBe the reviewer people want on the risky changes.\nManage up with crisp choices: raise the risks early and protect the right tradeoffs.\nShare what you're learning about AI openly, so the whole team gets sharper.\n\nA few problems people at this level are working on right now:\n\nDeciding what the registry recommends to each family, from the ranking to the model behind it, and proving in a live experiment that it actually helps.\nBuilding the evals system that catches our AI support agent making things up before a customer does.\nMaking a child's info one source of truth instead of five disconnected flows, so parents set it up once and new products like Early Investor build on it.\n\nWho You Are\nYou've been shipping production systems for years, and you've got the judgment to show for it. You can pick up an ambiguous problem and start moving before anyone hands you the full picture.\nThe strongest Senior engineers here are generalists, and usually the most prolific builders on their team. You go wherever the problem leads: a backend service one week, a stubborn frontend bug the next, the data pipeline after that. When it's hard you dig in, and you learn unfamiliar parts of the stack fast. Range is the Senior signature.\nCompensation\nWe post real numbers. For a Canada-based Senior Engineer, the starting base salary range is $255,900 to $318,600 CAD, plus a target annual bonus of 15 percent of base. That's total target cash of roughly $294,285 to $366,390 CAD. On top of that you get meaningful equity and an RRSP match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\nHow We Build\nAI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome. The architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\nThe Stack\n\nCore app: Rails, Packwerk, React, TypeScript, Sidekiq\nMobile: iOS (Swift), Android (Kotlin)\nData, search & events: MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\nMachine learning: deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\nAI & dev tooling: Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\nInfra & ops: AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\nKey integrations: Shopify (payments), Iterable (CRM)\n\nWhy Babylist\nAn engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\nTen million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\nHow We Work\nRemote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\nHow We Hire\nThree rounds, usually two to three weeks, start to finish.\n\nRecruiter conversation (30 minutes). Trade context: what you want next, what we're building and straight answers on comp, team and remote.\nTechnical screen (1 hour). One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\nFinal round (4 hours). Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\n\nIf your timeline is tight, tell us and we'll move faster.\nBenefits\n\nCompany-paid medical and fully covered dental and vision\nA RRSP match\nGenerous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\nWinter Wonder Week, a paid company-wide week off at the end of the year\nA remote-work stipend\nMental-health and wellness support\n\nA Few Things To Know\n\nWe record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\nWe expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\nIf you have a family member or close relationship with a Babylist employee, let your recruiter know.\nOfficial outreach only ever comes from an @babylist.com address.",1786764934000,"2026-09-08 05:25:14","2026-08-14T17:53:48.000Z",255900,318600,"CAD",{"jsonldValid":13,"jsonld":27},{"id":47,"slug":48,"title":49,"companyname":8,"companylogo":9,"companyTagline":10,"companyIndustry":11,"city":34,"country":34,"remote":13,"employmentType":50,"department":36,"content_html":51,"content_text":52,"years":19,"createdAt":39,"updatedAtISO":40,"postedAtISO":53,"hasSalary":13,"salaryMin":54,"salaryMax":55,"currency":44,"schema":56},"9dd136601945afe1253f208e1a8fb2e15502c39f8ec93301fbb99a756598034a","staff-software-engineer-at-babylist-1336192f7f","Staff Software Engineer",[15],"\u003Cp>\u003Cstrong>What The Role Is\u003C/strong>\u003C/p>\n\u003Cp>As a \u003Cstrong>Staff Engineer \u003C/strong>at Babylist, you own some of our hardest domains and decide where they go. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person. We're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families.\u003C/p>\n\u003Cp>You'll own a big piece of the product, but you won't be boxed into it. The roadmap is open. You have a say in which bets we make, and you pick what you take on next.\u003C/p>\n\u003Ch4>What You'll Own\u003C/h4>\n\u003Cp>A Staff Engineer here sets direction. You own a domain: a product surface, a platform area or a capability that cuts across several teams. You set where it's going over the next year or two, sequence the bets that get there and make the technical and product calls along the way. You're still in the code. We don't have architects who've stopped building. If you stepped away, multiple teams would feel it. Your influence shows up in the systems and the work other teams choose to build on. You don't need direct reports to have that reach. It comes from what you build.\u003C/p>\n\u003Cp>In practice, you:\u003C/p>\n\u003Cul>\n\u003Cli>Take a fuzzy business problem from the first sketch through to production, and stay on the hook for whether it actually helped customers.\u003C/li>\n\u003Cli>Build the platform or tooling other teams adopt by choice, and own it as it scales.\u003C/li>\n\u003Cli>Make the architecture calls that span teams and the ones that are expensive to reverse.\u003C/li>\n\u003Cli>Set the standard for how your domain builds with AI. Decide what good looks like, build the patterns and evals that get agents there and catch the output that's confidently wrong before it ships.\u003C/li>\n\u003Cli>Partner with product, design and data as a peer, shaping what's worth building from the start.\u003C/li>\n\u003Cli>Coach Senior engineers through the hard calls, the ambiguous ones as much as the technical ones.\u003C/li>\n\u003C/ul>\n\u003Cp>A few problems people at this level are working on right now:\u003C/p>\n\u003Cul>\n\u003Cli>Resolving one customer across registry, shop and health, plus the friends and family buying for them, so personalization works everywhere without each team rebuilding it.\u003C/li>\n\u003Cli>Designing the knowledge system our coding agents reliably load, and working out how much context actually helps before it starts to hurt.\u003C/li>\n\u003Cli>Building Early Investor, our new family finance product, from scratch, on a deadline that can't move.\u003C/li>\n\u003C/ul>\n\u003Ch4>Who You Are\u003C/h4>\n\u003Cp>You've shipped production systems for enough years to have earned strong opinions, and you hold them loosely. You can pick up an ambiguous problem and start moving before anyone hands you the full picture. You've already changed how a team builds with AI, and the new way stuck. Most Staff engineers lean one of two ways, and both do well here. Some point their depth at the systems everyone runs on: the platforms, the reliability and security bar, the harnesses that make AI produce good code. Others point it at the customer: framing the problem with PMs as peers, owning a journey end to end, deciding what to build and learning whether it worked. You don't have to be both. You do have to be excellent at one and fluent in the other.\u003C/p>\n\u003Cp>A few things that tend to be true of people who thrive here:\u003C/p>\n\u003Cul>\n\u003Cli>You measure yourself by impact: a customer outcome, or a system a dozen teams come to depend on.\u003C/li>\n\u003Cli>You're curious: you spot problems before they're filed and push your own ideas until they ship.\u003C/li>\n\u003C/ul>\n\u003Ch4>Compensation\u003C/h4>\n\u003Cp>We post real numbers. For a Canada-based Staff Engineer, the starting base salary range is $299,300 to $372,600 CAD, plus a target annual bonus of 20 percent of base. That's total target cash of roughly $359,160 to $447,120 CAD. On top of that you get meaningful equity and an RRSP match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\u003C/p>\n\u003Cp>\u003Cstrong>How We Build \u003Cbr>\u003Cbr>\u003C/strong>AI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome.\u003C/p>\n\u003Cp>The architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\u003C/p>\n\u003Cp>\u003Cstrong>The Stack\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Core app:\u003C/strong> Rails, Packwerk, React, TypeScript, Sidekiq\u003C/li>\n\u003Cli>\u003Cstrong>Mobile:\u003C/strong> iOS (Swift), Android (Kotlin)\u003C/li>\n\u003Cli>\u003Cstrong>Data, search & events:\u003C/strong> MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\u003C/li>\n\u003Cli>\u003Cstrong>Machine learning:\u003C/strong> deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\u003C/li>\n\u003Cli>\u003Cstrong>AI & dev tooling:\u003C/strong> Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\u003C/li>\n\u003Cli>\u003Cstrong>Infra & ops:\u003C/strong> AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\u003C/li>\n\u003Cli>\u003Cstrong>Key integrations:\u003C/strong> Shopify (payments), Iterable (CRM)\u003C/li>\n\u003C/ul>\n\u003Ch4>Why Babylist\u003C/h4>\n\u003Cp>An engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\u003C/p>\n\u003Cp>Ten million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\u003C/p>\n\u003Ch4>How We Work\u003C/h4>\n\u003Cp>Remote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\u003C/p>\n\u003Ch4>How We Hire\u003C/h4>\n\u003Cp>Three rounds, usually two to three weeks start to finish.\u003C/p>\n\u003Col>\n\u003Cli>\u003Cstrong>Recruiter conversation (30 minutes).\u003C/strong> Trade context: what you want next, what we're building and straight answers on comp, team and remote.\u003C/li>\n\u003Cli>\u003Cstrong>Technical screen (1 hour).\u003C/strong> One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\u003C/li>\n\u003Cli>\u003Cstrong>Final round (4 hours).\u003C/strong> Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\u003C/li>\n\u003C/ol>\n\u003Cp>If your timeline is tight, tell us and we'll move faster.\u003C/p>\n\u003Ch4>Benefits\u003C/h4>\n\u003Cul>\n\u003Cli>Company-paid medical and fully covered dental and vision\u003C/li>\n\u003Cli>A RRSP match\u003C/li>\n\u003Cli>Generous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\u003C/li>\n\u003Cli>Winter Wonder Week, a paid company-wide week off at the end of the year\u003C/li>\n\u003Cli>A remote-work stipend\u003C/li>\n\u003Cli>Mental-health and wellness support\u003C/li>\n\u003C/ul>\n\u003Ch4>A Few Things To Know\u003C/h4>\n\u003Cul>\n\u003Cli>We record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\u003C/li>\n\u003Cli>We expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\u003C/li>\n\u003Cli>If you have a family member or close relationship with a Babylist employee, let your recruiter know.\u003C/li>\n\u003Cli>Official outreach only ever comes from an @babylist.com address\u003C/li>\n\u003C/ul>","What The Role Is\nAs a Staff Engineer at Babylist, you own some of our hardest domains and decide where they go. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person. We're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families.\nYou'll own a big piece of the product, but you won't be boxed into it. The roadmap is open. You have a say in which bets we make, and you pick what you take on next.\nWhat You'll Own\nA Staff Engineer here sets direction. You own a domain: a product surface, a platform area or a capability that cuts across several teams. You set where it's going over the next year or two, sequence the bets that get there and make the technical and product calls along the way. You're still in the code. We don't have architects who've stopped building. If you stepped away, multiple teams would feel it. Your influence shows up in the systems and the work other teams choose to build on. You don't need direct reports to have that reach. It comes from what you build.\nIn practice, you:\n\nTake a fuzzy business problem from the first sketch through to production, and stay on the hook for whether it actually helped customers.\nBuild the platform or tooling other teams adopt by choice, and own it as it scales.\nMake the architecture calls that span teams and the ones that are expensive to reverse.\nSet the standard for how your domain builds with AI. Decide what good looks like, build the patterns and evals that get agents there and catch the output that's confidently wrong before it ships.\nPartner with product, design and data as a peer, shaping what's worth building from the start.\nCoach Senior engineers through the hard calls, the ambiguous ones as much as the technical ones.\n\nA few problems people at this level are working on right now:\n\nResolving one customer across registry, shop and health, plus the friends and family buying for them, so personalization works everywhere without each team rebuilding it.\nDesigning the knowledge system our coding agents reliably load, and working out how much context actually helps before it starts to hurt.\nBuilding Early Investor, our new family finance product, from scratch, on a deadline that can't move.\n\nWho You Are\nYou've shipped production systems for enough years to have earned strong opinions, and you hold them loosely. You can pick up an ambiguous problem and start moving before anyone hands you the full picture. You've already changed how a team builds with AI, and the new way stuck. Most Staff engineers lean one of two ways, and both do well here. Some point their depth at the systems everyone runs on: the platforms, the reliability and security bar, the harnesses that make AI produce good code. Others point it at the customer: framing the problem with PMs as peers, owning a journey end to end, deciding what to build and learning whether it worked. You don't have to be both. You do have to be excellent at one and fluent in the other.\nA few things that tend to be true of people who thrive here:\n\nYou measure yourself by impact: a customer outcome, or a system a dozen teams come to depend on.\nYou're curious: you spot problems before they're filed and push your own ideas until they ship.\n\nCompensation\nWe post real numbers. For a Canada-based Staff Engineer, the starting base salary range is $299,300 to $372,600 CAD, plus a target annual bonus of 20 percent of base. That's total target cash of roughly $359,160 to $447,120 CAD. On top of that you get meaningful equity and an RRSP match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\nHow We Build AI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome.\nThe architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\nThe Stack\n\nCore app: Rails, Packwerk, React, TypeScript, Sidekiq\nMobile: iOS (Swift), Android (Kotlin)\nData, search & events: MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\nMachine learning: deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\nAI & dev tooling: Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\nInfra & ops: AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\nKey integrations: Shopify (payments), Iterable (CRM)\n\nWhy Babylist\nAn engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\nTen million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\nHow We Work\nRemote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\nHow We Hire\nThree rounds, usually two to three weeks start to finish.\n\nRecruiter conversation (30 minutes). Trade context: what you want next, what we're building and straight answers on comp, team and remote.\nTechnical screen (1 hour). One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\nFinal round (4 hours). Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\n\nIf your timeline is tight, tell us and we'll move faster.\nBenefits\n\nCompany-paid medical and fully covered dental and vision\nA RRSP match\nGenerous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\nWinter Wonder Week, a paid company-wide week off at the end of the year\nA remote-work stipend\nMental-health and wellness support\n\nA Few Things To Know\n\nWe record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\nWe expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\nIf you have a family member or close relationship with a Babylist employee, let your recruiter know.\nOfficial outreach only ever comes from an @babylist.com address","2026-08-14T17:53:46.000Z",299300,372600,{"jsonldValid":13,"jsonld":27},{"id":58,"slug":59,"title":49,"companyname":8,"companylogo":9,"companyTagline":10,"companyIndustry":11,"city":12,"country":12,"remote":13,"employmentType":60,"department":36,"content_html":61,"content_text":62,"years":19,"createdAt":63,"updatedAtISO":64,"postedAtISO":65,"hasSalary":13,"salaryMin":66,"salaryMax":67,"currency":25,"schema":68},"ef6b873b02a1473a10c74905c632df794404be54d79ae6fe147d97347d268b13","staff-software-engineer-at-babylist-145651fc45",[15],"\u003Cp>\u003Cstrong>What The Role Is\u003C/strong>\u003C/p>\n\u003Cp>As a \u003Cstrong>Staff Engineer \u003C/strong>at Babylist, you own some of our hardest domains and decide where they go. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person. We're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families.\u003C/p>\n\u003Cp>You'll own a big piece of the product, but you won't be boxed into it. The roadmap is open. You have a say in which bets we make, and you pick what you take on next.\u003C/p>\n\u003Ch4>What You'll Own\u003C/h4>\n\u003Cp>A Staff Engineer here sets direction. You own a domain: a product surface, a platform area or a capability that cuts across several teams. You set where it's going over the next year or two, sequence the bets that get there and make the technical and product calls along the way. You're still in the code. We don't have architects who've stopped building. If you stepped away, multiple teams would feel it. Your influence shows up in the systems and the work other teams choose to build on. You don't need direct reports to have that reach. It comes from what you build.\u003C/p>\n\u003Cp>In practice, you:\u003C/p>\n\u003Cul>\n\u003Cli>Take a fuzzy business problem from the first sketch through to production, and stay on the hook for whether it actually helped customers.\u003C/li>\n\u003Cli>Build the platform or tooling other teams adopt by choice, and own it as it scales.\u003C/li>\n\u003Cli>Make the architecture calls that span teams and the ones that are expensive to reverse.\u003C/li>\n\u003Cli>Set the standard for how your domain builds with AI. Decide what good looks like, build the patterns and evals that get agents there and catch the output that's confidently wrong before it ships.\u003C/li>\n\u003Cli>Partner with product, design and data as a peer, shaping what's worth building from the start.\u003C/li>\n\u003Cli>Coach Senior engineers through the hard calls, the ambiguous ones as much as the technical ones.\u003C/li>\n\u003C/ul>\n\u003Cp>A few problems people at this level are working on right now:\u003C/p>\n\u003Cul>\n\u003Cli>Resolving one customer across registry, shop and health, plus the friends and family buying for them, so personalization works everywhere without each team rebuilding it.\u003C/li>\n\u003Cli>Designing the knowledge system our coding agents reliably load, and working out how much context actually helps before it starts to hurt.\u003C/li>\n\u003Cli>Building Early Investor, our new family finance product, from scratch, on a deadline that can't move.\u003C/li>\n\u003C/ul>\n\u003Ch4>Who You Are\u003C/h4>\n\u003Cp>You've shipped production systems for enough years to have earned strong opinions, and you hold them loosely. You can pick up an ambiguous problem and start moving before anyone hands you the full picture. You've already changed how a team builds with AI, and the new way stuck. Most Staff engineers lean one of two ways, and both do well here. Some point their depth at the systems everyone runs on: the platforms, the reliability and security bar, the harnesses that make AI produce good code. Others point it at the customer: framing the problem with PMs as peers, owning a journey end to end, deciding what to build and learning whether it worked. You don't have to be both. You do have to be excellent at one and fluent in the other.\u003C/p>\n\u003Cp>A few things that tend to be true of people who thrive here:\u003C/p>\n\u003Cul>\n\u003Cli>You measure yourself by impact: a customer outcome, or a system a dozen teams come to depend on.\u003C/li>\n\u003Cli>You're curious: you spot problems before they're filed and push your own ideas until they ship.\u003C/li>\n\u003C/ul>\n\u003Ch4>Compensation\u003C/h4>\n\u003Cp>We post real numbers. For a US-based Staff Engineer, the starting base salary range is $233,500 to $290,700, plus a target annual bonus of 20 percent of base. That's total target cash of roughly $280,200 to $348,840. On top of that you get meaningful equity and a 401(k) match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\u003C/p>\n\u003Cp>\u003Cstrong>How We Build \u003Cbr>\u003Cbr>\u003C/strong>AI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome.\u003C/p>\n\u003Cp>The architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\u003C/p>\n\u003Cp>\u003Cstrong>The Stack\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Core app:\u003C/strong> Rails, Packwerk, React, TypeScript, Sidekiq\u003C/li>\n\u003Cli>\u003Cstrong>Mobile:\u003C/strong> iOS (Swift), Android (Kotlin)\u003C/li>\n\u003Cli>\u003Cstrong>Data, search & events:\u003C/strong> MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\u003C/li>\n\u003Cli>\u003Cstrong>Machine learning:\u003C/strong> deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\u003C/li>\n\u003Cli>\u003Cstrong>AI & dev tooling:\u003C/strong> Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\u003C/li>\n\u003Cli>\u003Cstrong>Infra & ops:\u003C/strong> AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\u003C/li>\n\u003Cli>\u003Cstrong>Key integrations:\u003C/strong> Shopify (payments), Iterable (CRM)\u003C/li>\n\u003C/ul>\n\u003Ch4>Why Babylist\u003C/h4>\n\u003Cp>An engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\u003C/p>\n\u003Cp>Ten million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\u003C/p>\n\u003Ch4>How We Work\u003C/h4>\n\u003Cp>Remote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\u003C/p>\n\u003Ch4>How We Hire\u003C/h4>\n\u003Cp>Three rounds, usually two to three weeks start to finish.\u003C/p>\n\u003Col>\n\u003Cli>\u003Cstrong>Recruiter conversation (30 minutes).\u003C/strong> Trade context: what you want next, what we're building and straight answers on comp, team and remote.\u003C/li>\n\u003Cli>\u003Cstrong>Technical screen (1 hour).\u003C/strong> One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\u003C/li>\n\u003Cli>\u003Cstrong>Final round (4 hours).\u003C/strong> Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\u003C/li>\n\u003C/ol>\n\u003Cp>If your timeline is tight, tell us and we'll move faster.\u003C/p>\n\u003Ch4>Benefits\u003C/h4>\n\u003Cul>\n\u003Cli>Company-paid medical and fully covered dental and vision\u003C/li>\n\u003Cli>A 401(k) match\u003C/li>\n\u003Cli>Generous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\u003C/li>\n\u003Cli>Winter Wonder Week, a paid company-wide week off at the end of the year\u003C/li>\n\u003Cli>A remote-work stipend\u003C/li>\n\u003Cli>Mental-health and wellness support\u003C/li>\n\u003C/ul>\n\u003Ch4>A Few Things To Know\u003C/h4>\n\u003Cul>\n\u003Cli>We record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\u003C/li>\n\u003Cli>We expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\u003C/li>\n\u003Cli>If you have a family member or close relationship with a Babylist employee, let your recruiter know.\u003C/li>\n\u003Cli>Official outreach only ever comes from an @babylist.com address\u003C/li>\n\u003C/ul>","What The Role Is\nAs a Staff Engineer at Babylist, you own some of our hardest domains and decide where they go. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person. We're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families.\nYou'll own a big piece of the product, but you won't be boxed into it. The roadmap is open. You have a say in which bets we make, and you pick what you take on next.\nWhat You'll Own\nA Staff Engineer here sets direction. You own a domain: a product surface, a platform area or a capability that cuts across several teams. You set where it's going over the next year or two, sequence the bets that get there and make the technical and product calls along the way. You're still in the code. We don't have architects who've stopped building. If you stepped away, multiple teams would feel it. Your influence shows up in the systems and the work other teams choose to build on. You don't need direct reports to have that reach. It comes from what you build.\nIn practice, you:\n\nTake a fuzzy business problem from the first sketch through to production, and stay on the hook for whether it actually helped customers.\nBuild the platform or tooling other teams adopt by choice, and own it as it scales.\nMake the architecture calls that span teams and the ones that are expensive to reverse.\nSet the standard for how your domain builds with AI. Decide what good looks like, build the patterns and evals that get agents there and catch the output that's confidently wrong before it ships.\nPartner with product, design and data as a peer, shaping what's worth building from the start.\nCoach Senior engineers through the hard calls, the ambiguous ones as much as the technical ones.\n\nA few problems people at this level are working on right now:\n\nResolving one customer across registry, shop and health, plus the friends and family buying for them, so personalization works everywhere without each team rebuilding it.\nDesigning the knowledge system our coding agents reliably load, and working out how much context actually helps before it starts to hurt.\nBuilding Early Investor, our new family finance product, from scratch, on a deadline that can't move.\n\nWho You Are\nYou've shipped production systems for enough years to have earned strong opinions, and you hold them loosely. You can pick up an ambiguous problem and start moving before anyone hands you the full picture. You've already changed how a team builds with AI, and the new way stuck. Most Staff engineers lean one of two ways, and both do well here. Some point their depth at the systems everyone runs on: the platforms, the reliability and security bar, the harnesses that make AI produce good code. Others point it at the customer: framing the problem with PMs as peers, owning a journey end to end, deciding what to build and learning whether it worked. You don't have to be both. You do have to be excellent at one and fluent in the other.\nA few things that tend to be true of people who thrive here:\n\nYou measure yourself by impact: a customer outcome, or a system a dozen teams come to depend on.\nYou're curious: you spot problems before they're filed and push your own ideas until they ship.\n\nCompensation\nWe post real numbers. For a US-based Staff Engineer, the starting base salary range is $233,500 to $290,700, plus a target annual bonus of 20 percent of base. That's total target cash of roughly $280,200 to $348,840. On top of that you get meaningful equity and a 401(k) match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\nHow We Build AI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome.\nThe architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\nThe Stack\n\nCore app: Rails, Packwerk, React, TypeScript, Sidekiq\nMobile: iOS (Swift), Android (Kotlin)\nData, search & events: MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\nMachine learning: deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\nAI & dev tooling: Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\nInfra & ops: AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\nKey integrations: Shopify (payments), Iterable (CRM)\n\nWhy Babylist\nAn engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\nTen million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\nHow We Work\nRemote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\nHow We Hire\nThree rounds, usually two to three weeks start to finish.\n\nRecruiter conversation (30 minutes). Trade context: what you want next, what we're building and straight answers on comp, team and remote.\nTechnical screen (1 hour). One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\nFinal round (4 hours). Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\n\nIf your timeline is tight, tell us and we'll move faster.\nBenefits\n\nCompany-paid medical and fully covered dental and vision\nA 401(k) match\nGenerous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\nWinter Wonder Week, a paid company-wide week off at the end of the year\nA remote-work stipend\nMental-health and wellness support\n\nA Few Things To Know\n\nWe record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\nWe expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\nIf you have a family member or close relationship with a Babylist employee, let your recruiter know.\nOfficial outreach only ever comes from an @babylist.com address",1783272388000,"2026-09-08 19:31:52","2026-09-03T17:15:06-04:00",233500,290700,{"jsonldValid":13,"jsonld":27},{"id":70,"slug":71,"title":33,"companyname":8,"companylogo":9,"companyTagline":10,"companyIndustry":11,"city":12,"country":12,"remote":13,"employmentType":72,"department":36,"content_html":73,"content_text":74,"years":19,"createdAt":75,"updatedAtISO":76,"postedAtISO":65,"hasSalary":13,"salaryMin":77,"salaryMax":78,"currency":25,"schema":79},"27f5f85ab5d42a28df84851460a6bada7ccc088b59947846e51bb6adc99a75c2","senior-software-engineer-at-babylist-d3ea27fc3a",[15],"\u003Ch4>What The Role Is\u003C/h4>\n\u003Cp>As a\u003Cstrong> Senior Engineer\u003C/strong> at Babylist, you take on hard problems and own them end-to-end. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person.\u003C/p>\n\u003Cp>We're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families. You'll start on a team, but you won't be boxed into it. The roadmap is open, your scope grows as you do and you have a say in what you take on next. Senior here means owning whole problems; Staff is the next step up, setting direction across a domain.\u003C/p>\n\u003Ch4>What You'll Own\u003C/h4>\n\u003Cp>A Senior Engineer here owns problems, not just features. You're handed an outcome, you decide what to build, ship it and own whether it worked. You act on incomplete information and change course fast when the evidence says you were wrong.\u003C/p>\n\u003Cp>What you do depends on what the team needs:\u003C/p>\n\u003Cul>\n\u003Cli>Frame the problem with your PM as a peer, run the experiment and bring customer evidence into what gets built.\u003C/li>\n\u003Cli>Harden a critical path, kill a class of incidents or design the abstraction your team builds on.\u003C/li>\n\u003Cli>Be the reviewer people want on the risky changes.\u003C/li>\n\u003Cli>Manage up with crisp choices: raise the risks early and protect the right tradeoffs.\u003C/li>\n\u003Cli>Share what you're learning about AI openly, so the whole team gets sharper.\u003C/li>\n\u003C/ul>\n\u003Cp>A few problems people at this level are working on right now:\u003C/p>\n\u003Cul>\n\u003Cli>Deciding what the registry recommends to each family, from the ranking to the model behind it, and proving in a live experiment that it actually helps.\u003C/li>\n\u003Cli>Building the evals system that catches our AI support agent making things up before a customer does.\u003C/li>\n\u003Cli>Making a child's info one source of truth instead of five disconnected flows, so parents set it up once and new products like Early Investor build on it.\u003C/li>\n\u003C/ul>\n\u003Ch4>Who You Are\u003C/h4>\n\u003Cp>You've been shipping production systems for years, and you've got the judgment to show for it. You can pick up an ambiguous problem and start moving before anyone hands you the full picture.\u003C/p>\n\u003Cp>The strongest Senior engineers here are generalists, and usually the most prolific builders on their team. You go wherever the problem leads: a backend service one week, a stubborn frontend bug the next, the data pipeline after that. When it's hard you dig in, and you learn unfamiliar parts of the stack fast. Range is the Senior signature.\u003C/p>\n\u003Ch4>Compensation\u003C/h4>\n\u003Cp>We post real numbers. For a US-based Senior Engineer, the starting base salary range is $202,200 to $251,700, plus a target annual bonus of 15 percent of base. That's total target cash of roughly $232,530 to $289,455. On top of that you get meaningful equity and a 401(k) match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\u003C/p>\n\u003Ch4>How We Build\u003C/h4>\n\u003Cp>AI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome. The architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\u003C/p>\n\u003Cp>\u003Cstrong>The Stack\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Core app:\u003C/strong> Rails, Packwerk, React, TypeScript, Sidekiq\u003C/li>\n\u003Cli>\u003Cstrong>Mobile:\u003C/strong> iOS (Swift), Android (Kotlin)\u003C/li>\n\u003Cli>\u003Cstrong>Data, search & events:\u003C/strong> MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\u003C/li>\n\u003Cli>\u003Cstrong>Machine learning:\u003C/strong> deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\u003C/li>\n\u003Cli>\u003Cstrong>AI & dev tooling:\u003C/strong> Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\u003C/li>\n\u003Cli>\u003Cstrong>Infra & ops:\u003C/strong> AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\u003C/li>\n\u003Cli>\u003Cstrong>Key integrations:\u003C/strong> Shopify (payments), Iterable (CRM)\u003C/li>\n\u003C/ul>\n\u003Ch4>Why Babylist\u003C/h4>\n\u003Cp>An engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\u003C/p>\n\u003Cp>Ten million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\u003C/p>\n\u003Ch4>How We Work\u003C/h4>\n\u003Cp>Remote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\u003C/p>\n\u003Ch4>How We Hire\u003C/h4>\n\u003Cp>Three rounds, usually two to three weeks, start to finish.\u003C/p>\n\u003Col>\n\u003Cli>\u003Cstrong>Recruiter conversation (30 minutes).\u003C/strong> Trade context: what you want next, what we're building and straight answers on comp, team and remote.\u003C/li>\n\u003Cli>\u003Cstrong>Technical screen (1 hour).\u003C/strong> One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\u003C/li>\n\u003Cli>\u003Cstrong>Final round (4 hours).\u003C/strong> Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\u003C/li>\n\u003C/ol>\n\u003Cp>If your timeline is tight, tell us and we'll move faster.\u003C/p>\n\u003Ch4>Benefits\u003C/h4>\n\u003Cul>\n\u003Cli>Company-paid medical and fully covered dental and vision\u003C/li>\n\u003Cli>A 401(k) match\u003C/li>\n\u003Cli>Generous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\u003C/li>\n\u003Cli>Winter Wonder Week, a paid company-wide week off at the end of the year\u003C/li>\n\u003Cli>A remote-work stipend\u003C/li>\n\u003Cli>Mental-health and wellness support\u003C/li>\n\u003C/ul>\n\u003Ch4>A Few Things To Know\u003C/h4>\n\u003Cul>\n\u003Cli>We record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\u003C/li>\n\u003Cli>We expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\u003C/li>\n\u003Cli>If you have a family member or close relationship with a Babylist employee, let your recruiter know.\u003C/li>\n\u003Cli>Official outreach only ever comes from an @babylist.com address.\u003C/li>\n\u003C/ul>","What The Role Is\nAs a Senior Engineer at Babylist, you take on hard problems and own them end-to-end. Millions of families depend on what we build. Agents write most of the code now. So the hard part is yours: what to build, how it should work and whether what shipped was right. You're still in the code for the genuinely hard problems. Agents handle the volume. You spend your time on the parts that need a person.\nWe're building well beyond the registry now: the financial side of raising a kid, maternal health made simpler and more human, the education new parents are looking for and the community around them. The hard problems run across all of it, plus the platform underneath and the AI we already ship to families. You'll start on a team, but you won't be boxed into it. The roadmap is open, your scope grows as you do and you have a say in what you take on next. Senior here means owning whole problems; Staff is the next step up, setting direction across a domain.\nWhat You'll Own\nA Senior Engineer here owns problems, not just features. You're handed an outcome, you decide what to build, ship it and own whether it worked. You act on incomplete information and change course fast when the evidence says you were wrong.\nWhat you do depends on what the team needs:\n\nFrame the problem with your PM as a peer, run the experiment and bring customer evidence into what gets built.\nHarden a critical path, kill a class of incidents or design the abstraction your team builds on.\nBe the reviewer people want on the risky changes.\nManage up with crisp choices: raise the risks early and protect the right tradeoffs.\nShare what you're learning about AI openly, so the whole team gets sharper.\n\nA few problems people at this level are working on right now:\n\nDeciding what the registry recommends to each family, from the ranking to the model behind it, and proving in a live experiment that it actually helps.\nBuilding the evals system that catches our AI support agent making things up before a customer does.\nMaking a child's info one source of truth instead of five disconnected flows, so parents set it up once and new products like Early Investor build on it.\n\nWho You Are\nYou've been shipping production systems for years, and you've got the judgment to show for it. You can pick up an ambiguous problem and start moving before anyone hands you the full picture.\nThe strongest Senior engineers here are generalists, and usually the most prolific builders on their team. You go wherever the problem leads: a backend service one week, a stubborn frontend bug the next, the data pipeline after that. When it's hard you dig in, and you learn unfamiliar parts of the stack fast. Range is the Senior signature.\nCompensation\nWe post real numbers. For a US-based Senior Engineer, the starting base salary range is $202,200 to $251,700, plus a target annual bonus of 15 percent of base. That's total target cash of roughly $232,530 to $289,455. On top of that you get meaningful equity and a 401(k) match. Where you start in that range depends on your experience, and your pay grows from there with performance and scope.\nHow We Build\nAI is the default here. Engineers run agentic sessions for most of the work, and a lot of the interesting engineering now lives in the scaffolding that makes the agents good: the eval harnesses, the curated context, custom review skills and fast CI. Agents also triage incidents and handle a big share of support. A human always owns the outcome. The architecture is intentionally simple: one Rails monolith, MySQL and few moving parts. That's deliberate. Simple infrastructure lets us move fast and lets AI reason about the whole system, so the hardest problems are the ones in front of customers.\nThe Stack\n\nCore app: Rails, Packwerk, React, TypeScript, Sidekiq\nMobile: iOS (Swift), Android (Kotlin)\nData, search & events: MySQL, Snowflake, dbt, Airflow, Weaviate, WarpStream, Hex, Sigma\nMachine learning: deep learning, matrix factorization, retrieval & ranking, AWS SageMaker, MLflow\nAI & dev tooling: Claude Code, Devin, Linear, CodeRabbit, Warden, LangChain, Bedrock AgentCore, Maxim\nInfra & ops: AWS, Kubernetes, Terraform, GitHub Actions, Datadog, incident.io, LaunchDarkly\nKey integrations: Shopify (payments), Iterable (CRM)\n\nWhy Babylist\nAn engineer, expecting her first baby, couldn't find the registry she wanted. So she built it. That's how Babylist started, and it's still how we work: engineers solving problems for families. Becoming a parent is one of the biggest moments in a person's life. Millions reach it for the first time every year, making thousands of decisions and figuring it out as they go. That's who we build for, and we're a long way from done.\nTen million people give gifts through Babylist every year. We did more than $750M in revenue in 2025, up 45 percent over the year before, and we've been profitable for eight years while staying independent. So you can take on a hard, multi-year problem without watching over your shoulder for the next round or the next correction. And the team is small, around 65 engineers, so what you ship stays visible and your scope stays wide.\nHow We Work\nRemote-first across the US and Canada, and we have been for years. That's not changing. We trust you to own your time and your outcomes, and we get everyone in a room together twice a year. Teams are small, pods of three to five engineers, so nothing you ship disappears into a committee. You'll work shoulder to shoulder with product, design and data, and with the partners across the business who rely on what you ship. You'll also stay close to customers yourself: sitting in on user interviews, watching session recordings, riding along with support. Here that's part of the engineering job, on a regular basis.\nHow We Hire\nThree rounds, usually two to three weeks, start to finish.\n\nRecruiter conversation (30 minutes). Trade context: what you want next, what we're building and straight answers on comp, team and remote.\nTechnical screen (1 hour). One round, no AI, language-agnostic. Reach for Google when you normally would. We just want to see how you reason from first principles.\nFinal round (4 hours). Four one-hour interviews: system design, AI-assisted coding with the tools you'd actually use here, product sense and culture and values. You'll hear back either way within 24 to 48 hours.\n\nIf your timeline is tight, tell us and we'll move faster.\nBenefits\n\nCompany-paid medical and fully covered dental and vision\nA 401(k) match\nGenerous paid parental leave for birthing and non-birthing parents, plus a gradual return-to-work program\nWinter Wonder Week, a paid company-wide week off at the end of the year\nA remote-work stipend\nMental-health and wellness support\n\nA Few Things To Know\n\nWe record and transcribe interviews to evaluate candidates, in line with applicable privacy laws.\nWe expect you to use AI in your work and we welcome it in the process, but what you submit and say should reflect your own thinking.\nIf you have a family member or close relationship with a Babylist employee, let your recruiter know.\nOfficial outreach only ever comes from an @babylist.com address.",1780457237000,"2026-09-08 19:31:48",202200,251700,{"jsonldValid":13,"jsonld":27},{"id":81,"slug":82,"title":83,"companyname":84,"companylogo":85,"companyTagline":86,"companyIndustry":87,"city":88,"country":89,"remote":13,"employmentType":90,"department":91,"content_html":92,"content_text":93,"years":19,"createdAt":94,"updatedAtISO":95,"postedAtISO":96,"hasSalary":13,"salaryMin":19,"salaryMax":19,"currency":25,"schema":97},"f0ff065b098c361a02d2b8f0b4d4dcc40ada68ee33bbf3fd58d59af7d156fef0","sales-account-manager-spanish-speaking-europe-cairo-based-at-agoda-9dfa2e7827","Sales Account Manager, Spanish Speaking - Europe, (Cairo-based)","Agoda","https://cdn.jobboardwise.com/logo/careersatagoda.com","Begin your journey with Agoda. Join us: careersatagoda.com","Software Development","Cairo","Egypt",[15],"Sales","\u003Cp>\u003Cstrong>About Agoda\u003C/strong>\u003C/p>\n\u003Cp>At Agoda, we bridge the world through travel. Our story began in 2005, when two lifelong friends and entrepreneurs, driven by their passion for travel, launched Agoda to make it easier for everyone to explore the world.  \u003C/p>\n\n\u003Cp>Today, we are part of Booking Holdings [NASDAQ: BKNG], with a diverse team of over 7,000 people from 90 countries, working together in offices around the globe. Every day, we connect people to destinations and experiences, with our great deals across our millions of hotels and holiday properties, flights, and experiences worldwide.\u003C/p>\n\n\u003Cp>No two days are the same at Agoda. Data and technology are at the heart of our culture, fueling our curiosity and innovation. If you’re ready to begin your best journey and help build travel for the world, join us.\u003C/p>\n\u003Cp>\u003Cstrong>Get to Know our Team:\u003C/strong> \u003C/p>\n\u003Cp>The Growth & Acquisition team is composed of creative entrepreneurs dedicated to supporting the onboarding and development of Agoda’s emerging and high-growth accommodation partners. Members of our team are empowered and supported to grow their accounts by improving supply health competitiveness and deliver value to our partners. We develop win-win relationships and leverage Agoda’s unique accommodations portfolio and tech solutions to bring our partners the advantages they seek. Utilizing our strong brand and resources, we roll out new products to increase the visibility of Agoda, introduce more travelers to our great products and services, and deliver significant revenues to the overall business.\u003C/p>\n\n\u003Cp>\u003Cstrong>The Opportunity:\u003C/strong>\u003C/p>\n\u003Cp>As an \u003Cstrong>Account Manager\u003C/strong> your key objective is to grow the coverage and quality of Agoda’s supply network by remotely managing a portfolio of hotel partners in the mid-tail segment. You will be responsible for maximizing partner engagement, driving portfolio performance, and improving supply metrics through digital-first account management at scale.\u003C/p>\n\u003Cp>\u003Cstrong>In this role, you’ll get to:\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Own and manage a portfolio of 75–100 hotels within the mid-tail segment.\u003C/li>\n\u003Cli>Build and maintain strong partner relationships remotely via calls, emails, and virtual meetings.\u003C/li>\n\u003Cli>Drive improvements in key supply metrics (SHS, DS, Pvar, AV) by analyzing performance and recommending solutions.\u003C/li>\n\u003Cli>Activate Agoda products and promotions for partners, track deal performance, and ensure outcomes are documented.\u003C/li>\n\u003Cli>Use Agoda’s digital tools (Avaya, HubSpot, SHS/DS Playbooks) for outreach, logging, and reporting.\u003C/li>\n\u003Cli>Ensure at least 90% portfolio coverage each quarter, prioritizing underperforming properties for higher impact.\u003C/li>\n\u003Cli>Participate in training to stay updated on new tools, processes, and best practices.\u003C/li>\n\u003Cli>Act as a point of contact for partner escalations within your assigned portfolio.\u003C/li>\n\u003C/ul>\n\u003Cp>\u003Cstrong>What you’ll need to succeed:\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>Excellent command of English and Spanish (both written and spoken)\u003C/li>\n\u003Cli>Minimum 4 years’ experience in account management, business development, or supply/e-commerce role.\u003C/li>\n\u003Cli>Strong relationship management and negotiation skills, with proven success in B2B engagement.\u003C/li>\n\u003Cli>Analytical mindset, with experience using data to drive decisions and performance outcomes.\u003C/li>\n\u003Cli>Comfort with digital-first work (remote portfolio management, call systems, CRM tools).\u003C/li>\n\u003Cli>Self-driven, organized, and able to manage a large portfolio independently.\u003C/li>\n\u003Cli>Strong communication skills, capable of holding multiple meaningful partner conversations daily.\u003C/li>\n\u003Cli>Ability to adapt quickly to evolving workflows, tools, and business priorities.\u003C/li>\n\u003C/ul>\n\n\u003Ch4> \u003C/h4>\n\u003Ch4>Please review our Hiring Process Guidelines before your interview — click here to learn how interviewing at Agoda works.\u003C/h4>\n\n\n\u003Ch3>\u003Cstrong>Discover more about working at Agoda\u003C/strong>\u003C/h3>\n\u003Cul>\n\u003Cli>Agoda Careers https://careersatagoda.com\u003C/li>\n\u003Cli>Facebook https://www.facebook.com/agodacareers/\u003C/li>\n\u003Cli>LinkedIn https://www.linkedin.com/company/agoda\u003C/li>\n\u003Cli>YouTube https://www.youtube.com/agodalife\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cstrong>Equal Opportunity Employer \u003C/strong>\u003C/p>\n\u003Cp>At Agoda, we pride ourselves on being a company represented by people of all different backgrounds and orientations. We prioritize attracting diverse talent and cultivating an inclusive environment that encourages collaboration and innovation. Employment at Agoda is based solely on a person’s merit and qualifications. We are committed to providing equal employment opportunity regardless of sex, age, race, color, national origin, religion, marital status, pregnancy, sexual orientation, gender identity, disability, citizenship, veteran or military status, and other legally protected characteristics.\u003C/p>\n\u003Cp>We will keep your application on file so that we can consider you for future vacancies and you can always ask to have your details removed from the file. For more details please read our privacy policy.\u003C/p>\n\u003Cp>\u003Cstrong>Disclaimer\u003C/strong>\u003C/p>\n\u003Cp>We do not accept any terms or conditions, nor do we recognize any agency’s representation of a candidate, from unsolicited third-party or agency submissions. If we receive unsolicited or speculative CVs, we reserve the right to contact and hire the candidate directly without any obligation to pay a recruitment fee.\u003C/p>","About Agoda At Agoda, we bridge the world through travel. Our story began in 2005, when two lifelong friends and entrepreneurs, driven by their passion for travel, launched Agoda to make it easier for everyone to explore the world. Today, we are part of Booking Holdings [NASDAQ: BKNG], with a diverse team of over 7,000 people from 90 countries, working together in offices around the globe. Every day, we connect people to destinations and experiences, with our great deals across our millions of hotels and holiday properties, flights, and experiences worldwide. No two days are the same at Agoda. Data and technology are at the heart of our culture, fueling our curiosity and innovation. If you’re ready to begin your best journey and help build travel for the world, join us. Get to Know our Team: The Growth & Acquisition team is composed of creative entrepreneurs dedicated to supporting the onboarding and development of Agoda’s emerging and high-growth accommodation partners. Members of our team are empowered and supported to grow their accounts by improving supply health competitiveness and deliver value to our partners. We develop win-win relationships and leverage Agoda’s unique accommodations portfolio and tech solutions to bring our partners the advantages they seek. Utilizing our strong brand and resources, we roll out new products to increase the visibility of Agoda, introduce more travelers to our great products and services, and deliver significant revenues to the overall business. The Opportunity: As an Account Manager your key objective is to grow the coverage and quality of Agoda’s supply network by remotely managing a portfolio of hotel partners in the mid-tail segment. You will be responsible for maximizing partner engagement, driving portfolio performance, and improving supply metrics through digital-first account management at scale. In this role, you’ll get to: Own and manage a portfolio of 75–100 hotels within the mid-tail segment. Build and maintain strong partner relationships remotely via calls, emails, and virtual meetings. Drive improvements in key supply metrics (SHS, DS, Pvar, AV) by analyzing performance and recommending solutions. Activate Agoda products and promotions for partners, track deal performance, and ensure outcomes are documented. Use Agoda’s digital tools (Avaya, HubSpot, SHS/DS Playbooks) for outreach, logging, and reporting. Ensure at least 90% portfolio coverage each quarter, prioritizing underperforming properties for higher impact. Participate in training to stay updated on new tools, processes, and best practices. Act as a point of contact for partner escalations within your assigned portfolio. What you’ll need to succeed: Excellent command of English and Spanish (both written and spoken) Minimum 4 years’ experience in account management, business development, or supply/e-commerce role. Strong relationship management and negotiation skills, with proven success in B2B engagement. Analytical mindset, with experience using data to drive decisions and performance outcomes. Comfort with digital-first work (remote portfolio management, call systems, CRM tools). Self-driven, organized, and able to manage a large portfolio independently. Strong communication skills, capable of holding multiple meaningful partner conversations daily. Ability to adapt quickly to evolving workflows, tools, and business priorities. Please review our Hiring Process Guidelines before your interview — click here to learn how interviewing at Agoda works. Discover more about working at Agoda Agoda Careers https://careersatagoda.com Facebook https://www.facebook.com/agodacareers/ LinkedIn https://www.linkedin.com/company/agoda YouTube https://www.youtube.com/agodalife Equal Opportunity Employer At Agoda, we pride ourselves on being a company represented by people of all different backgrounds and orientations. We prioritize attracting diverse talent and cultivating an inclusive environment that encourages collaboration and innovation. Employment at Agoda is based solely on a person’s merit and qualifications. We are committed to providing equal employment opportunity regardless of sex, age, race, color, national origin, religion, marital status, pregnancy, sexual orientation, gender identity, disability, citizenship, veteran or military status, and other legally protected characteristics. We will keep your application on file so that we can consider you for future vacancies and you can always ask to have your details removed from the file. For more details please read our privacy policy. Disclaimer We do not accept any terms or conditions, nor do we recognize any agency’s representation of a candidate, from unsolicited third-party or agency submissions. If we receive unsolicited or speculative CVs, we reserve the right to contact and hire the candidate directly without any obligation to pay a recruitment fee.",1789529126000,"2026-09-16 05:27:23","2026-09-15T23:21:49-04:00",{"jsonldValid":13,"jsonld":27},{"id":99,"slug":100,"title":101,"companyname":102,"companylogo":103,"companyTagline":104,"companyIndustry":87,"city":105,"country":12,"remote":106,"employmentType":107,"department":108,"content_html":109,"content_text":110,"years":19,"createdAt":111,"updatedAtISO":95,"postedAtISO":112,"hasSalary":13,"salaryMin":19,"salaryMax":19,"currency":25,"schema":113},"820f6a8e0a105fbe77f86ffd0b9e78174a21d33c66d60d5360f272e7edb9e6fe","head-of-revenue-operations-at-steer-051801d27f","Head of Revenue Operations","Steer","https://cdn.jobboardwise.com/logo/steercrm.com","Everything shop owners need to grow & build lasting relationships—a best-in-class scheduler and CRM—all in one platform.","United States (Remote)",true,[15],"Operations","\u003Cp>Steer offers a suite of software tools for today's automotive repair shop. We combine a mix of software tools that a repair shop needs to run a highly profitable shop, in one user-friendly, cost-effective platform. Through the Steer suite, we allow the shop owner to get back to focusing on what matters, and to stop worrying about marketing and customer retention.\u003C/p>\n\u003Cp>Steer began as an online directory for drivers to find a local mechanic. Fast forward to today, Steer has launched a complete Customer Relationship Management (CRM) marketing suite, complete with text messaging, email automation, direct mail integration, reputation management, appointment reminders, declined/recommended services, and many other features. We are always innovating and we are proud to be a leader in the automotive repair industry.  In August 2024 Steer acquired AutoOps - the leader in modern, intelligent, and fully integrated scheduling software for auto repair shops. AutoOps allows customers to smoothly schedule through a shop's website and Google Business Profile. \u003Cbr>\u003Cbr>\u003C/p>\u003Cp>\u003Cstrong>About the Role\u003C/strong>\u003C/p>\n\u003Cp>As Head of Revenue Operations, you will build, optimize, and scale the operational, data, and technology foundation across our entire go-to-market organization—including Sales, Marketing, Customer Success, Finance, and Partnerships. Reporting directly to executive leadership, your mission is to transform our systems, billing infrastructure, reporting, and GTM strategy into a clear, high-performing growth engine.\u003C/p>\n\u003Cp>You will lead a small but high-impact RevOps team (2 direct reports) while personally owning the architecture and execution of our RevTech stack (including HubSpot and Chargebee), lead management, funnel optimization, enablement and ramp, and AI deployment. This is not a traditional admin role—we are looking for a builder, strategic systems architect, and AI-forward operator who rationalizes existing tools before adding new ones, replaces manual reporting with automated signal, and shortens new-hire time-to-productivity as a core business metric.\u003C/p>\n\n\u003Cp>\u003Cem>This role is 100% remote and available to US-based candidates. (Boston, MA preferred)\u003C/em>\u003C/p>\n\n\u003Cp>\u003Cstrong>You Are\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>An Operational Builder & AI-Forward Architect:\u003C/strong> Highly organized and system-minded, you thrive on taking complex, disconnected processes and building simple, scalable workflows. You actively identify, test, and deploy AI tools and automated knowledge systems to eliminate manual work and boost team productivity.\u003C/li>\n\u003Cli>\u003Cstrong>A Strategic Systems Thinker:\u003C/strong> You look beyond basic CRM administration to understand broader business goals, connecting executive priorities to billing infrastructure, tech stack rationalization, and RevOps strategy.\u003C/li>\n\u003Cli>\u003Cstrong>A Hands-On Problem Solver:\u003C/strong> You balance executive strategy with technical execution—equally comfortable presenting to leadership or personally building automations, forecasting models, and CRM workflows.\u003C/li>\n\u003Cli>\u003Cstrong>A Growth & Ramp Driver:\u003C/strong> You view new-hire time-to-productivity as a business metric, using automated measurement, early success signals, and modern systems to ramp revenue teams faster.\u003C/li>\n\u003Cli>\u003Cstrong>A Collaborative Leader:\u003C/strong> You manage, mentor, and elevate a team of RevOps professionals while bridging the gap between technical data systems and business leadership to align GTM operations.\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cstrong>You Will\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Own Revenue Systems, Billing Infrastructure & AI Innovation:\u003C/strong> Lead full ownership and architecture of core revenue systems (HubSpot, Chargebee, and broader RevTech). Continuously inspect, consolidate, and optimize current platforms before evaluating new spend. Build advanced automation workflows across Marketing, Sales, CS, Finance, and Partnerships, and deploy AI tools (such as living AI knowledge bases/Claude skills libraries) to streamline operations.\u003C/li>\n\u003Cli>\u003Cstrong>Drive Enablement, Ramp & Team Productivity:\u003C/strong> Own new-hire ramp time with a clear, measurable path to reduction. Design onboarding, coaching, and exception-based reporting workflows that run through systems rather than headcount. Partner with Sales leadership on structural changes (comp design, team placement) that raise pipeline productivity per rep.\u003C/li>\n\u003Cli>\u003Cstrong>Optimize Funnel Performance & Revenue Intelligence:\u003C/strong> Diagnose pipeline leaks and conversion bottlenecks across all channels. Build executive dashboards, forecasting models, and predictive analytics to improve speed-to-lead, decision-maker contact rates, expansion efficiency, and retention outcomes. Ground all recommendations in data first.\u003C/li>\n\u003Cli>\u003Cstrong>Lead Data Strategy & Governance:\u003C/strong> Define how data is captured, structured, and managed across the customer lifecycle, improving CRM hygiene, billing accuracy, reporting integrity, and system interoperability.\u003C/li>\n\u003Cli>\u003Cstrong>Manage & Develop the RevOps Team:\u003C/strong> Lead, hire, and mentor 2 direct reports. Build a culture of innovation, systems thinking, accountability, and technical excellence, raising team competency across AI, automation, and systems architecture.\u003C/li>\n\u003Cli>\u003Cstrong>Partner Cross-Functionally:\u003C/strong> Collaborate closely with Sales, Marketing, CS, Finance, Product, and Executive Leadership to support product-led growth (PLG) motions, upgrade paths, monetization strategies, and long-term GTM infrastructure.\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cstrong>You Have\u003C/strong>\u003C/p>\n\u003Cp>\u003Cstrong>Must Have\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>RevOps Leadership Experience:\u003C/strong> 5–8+ years of experience in Revenue Operations, Sales Operations, GTM Systems, or Revenue Enablement, with proven experience leading teams or major strategic initiatives.\u003C/li>\n\u003Cli>\u003Cstrong>Systems & Tech Stack Mastery:\u003C/strong> Deep expertise configuring and managing HubSpot, along with strong experience in billing/subscription management platforms (Chargebee or similar) and operational architecture.\u003C/li>\n\u003Cli>\u003Cstrong>AI & Automation Curiosity:\u003C/strong> Hands-on track record implementing modern automation tools and proactive experience deploying AI solutions (including AI-powered knowledge or enablement systems).\u003C/li>\n\u003Cli>\u003Cstrong>Enablement & Ramp Ownership:\u003C/strong> Experience owning, measuring, or influencing new-hire ramp time and onboarding outcomes as core operational metrics.\u003C/li>\n\u003Cli>\u003Cstrong>Data & Analytics Proficiency:\u003C/strong> Strong analytical background with direct experience querying raw data, building forecasting models, and designing board-level/executive dashboards (SQL, BI tools, or advanced analytics platforms).\u003C/li>\n\u003Cli>\u003Cstrong>Stack Rationalization Skills:\u003C/strong> Proven track record evaluating, consolidating, or replacing major GTM and business software platforms.\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cstrong>Nice to Have\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Billing Operations:\u003C/strong> Direct experience with Chargebee, subscription management, and revenue recognition workflows.\u003C/li>\n\u003Cli>\u003Cstrong>Product-Led Growth (PLG):\u003C/strong> Experience supporting PLG motions, automated upgrade paths, and expansion loops.\u003C/li>\n\u003Cli>\u003Cstrong>Early-Stage / High-Growth Scaling:\u003C/strong> Experience scaling a RevOps function in a fast-growing SaaS tech company.\u003C/li>\n\u003Cli>\u003Cstrong>Multi-Segment GTM:\u003C/strong> Background supporting multi-segment environments (SMB, Mid-Market, and Enterprise).\u003C/li>\n\u003Cli>\u003Cstrong>Marketing Attribution & Demand Gen:\u003C/strong> Deep understanding of marketing attribution models and demand generation tech stacks.\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cstrong>Interview Process\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Initial Screen:\u003C/strong> 30 min with the Lead Recruiter\u003C/li>\n\u003Cli>\u003Cstrong>Hiring Manager Interview:\u003C/strong> 45 min with the CRO\u003C/li>\n\u003Cli>\u003Cstrong>Problem Solving Interview:\u003C/strong> 60 min with the Director of People\u003C/li>\n\u003Cli>\u003Cstrong>Cross-Functional Interviews:\u003C/strong> 30 min with the Head of Sales & 30 min with the CEO\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cem>*We also require completion of the Wonderlic Assessment before the end of the process. This is done independently and takes about 20–30 min.\u003C/em>\u003C/p>\n\n\u003Cp>\u003Cstrong>We Offer\u003C/strong>\u003C/p>\n\u003Cul>\n\u003Cli>100% remote work environment\u003C/li>\n\u003Cli>Medical, Dental, and Vision insurance within 30 days (100% employer-paid medical)\u003C/li>\n\u003Cli>Equity package\u003C/li>\n\u003Cli>Flexible PTO with a 15-day minimum\u003C/li>\n\u003Cli>Generous Parental Leave\u003C/li>\n\u003Cli>FSA and HSA options\u003C/li>\n\u003Cli>401(k)\u003C/li>\n\u003Cli>Growth & Wellness Stipend\u003C/li>\n\u003Cli>WFH Equipment stipend\u003C/li>\n\u003Cli>Chance to work with the latest technology and AI tools\u003C/li>\n\u003Cli>A collaborative, high-ownership culture with clear opportunities for career growth\u003C/li>\n\u003C/ul>\n\n\u003Cp>\u003Cstrong>Why Join Steer?\u003C/strong>\u003Cstrong>\u003Cbr>\u003C/strong>\u003Cstrong>\u003Cbr>\u003C/strong>At Steer, we align our mission of transforming the auto repair experience for shop owners and their customers with your passion for growth, innovation, and excellence. \u003C/p>\n\u003Cp>Here, you’ll find opportunities to expand your skills, take on career-shaping challenges, and contribute to the future of the auto repair industry, all while enjoying comprehensive benefits and flexible work arrangements to support your well-being.\u003C/p>\n\u003Cp>Join Steer to be part of a forward-thinking, flexible, and collaborative culture where you are empowered to do meaningful and impactful work. \u003Cstrong>\u003Cbr>\u003C/strong>\u003Cstrong>\u003Cbr>\u003C/strong>\u003Cbr>\u003Cbr>We value diversity and believe that forming teams in which everyone can be their authentic self is key to our success. We welcome applications from those with diverse backgrounds and industries.\u003C/p>\n\u003Cp>Our hiring process looks beyond just credentials. The school you went to at 18 doesn't define your potential to thrive and enrich our culture. Even if you don't meet every requirement, we invite you to apply.\u003Cbr>\u003Cbr>\u003C/p>","Steer offers a suite of software tools for today's automotive repair shop. We combine a mix of software tools that a repair shop needs to run a highly profitable shop, in one user-friendly, cost-effective platform. Through the Steer suite, we allow the shop owner to get back to focusing on what matters, and to stop worrying about marketing and customer retention. Steer began as an online directory for drivers to find a local mechanic. Fast forward to today, Steer has launched a complete Customer Relationship Management (CRM) marketing suite, complete with text messaging, email automation, direct mail integration, reputation management, appointment reminders, declined/recommended services, and many other features. We are always innovating and we are proud to be a leader in the automotive repair industry. In August 2024 Steer acquired AutoOps - the leader in modern, intelligent, and fully integrated scheduling software for auto repair shops. AutoOps allows customers to smoothly schedule through a shop's website and Google Business Profile. About the Role As Head of Revenue Operations, you will build, optimize, and scale the operational, data, and technology foundation across our entire go-to-market organization—including Sales, Marketing, Customer Success, Finance, and Partnerships. Reporting directly to executive leadership, your mission is to transform our systems, billing infrastructure, reporting, and GTM strategy into a clear, high-performing growth engine. You will lead a small but high-impact RevOps team (2 direct reports) while personally owning the architecture and execution of our RevTech stack (including HubSpot and Chargebee), lead management, funnel optimization, enablement and ramp, and AI deployment. This is not a traditional admin role—we are looking for a builder, strategic systems architect, and AI-forward operator who rationalizes existing tools before adding new ones, replaces manual reporting with automated signal, and shortens new-hire time-to-productivity as a core business metric. This role is 100% remote and available to US-based candidates. (Boston, MA preferred) You Are An Operational Builder & AI-Forward Architect: Highly organized and system-minded, you thrive on taking complex, disconnected processes and building simple, scalable workflows. You actively identify, test, and deploy AI tools and automated knowledge systems to eliminate manual work and boost team productivity. A Strategic Systems Thinker: You look beyond basic CRM administration to understand broader business goals, connecting executive priorities to billing infrastructure, tech stack rationalization, and RevOps strategy. A Hands-On Problem Solver: You balance executive strategy with technical execution—equally comfortable presenting to leadership or personally building automations, forecasting models, and CRM workflows. A Growth & Ramp Driver: You view new-hire time-to-productivity as a business metric, using automated measurement, early success signals, and modern systems to ramp revenue teams faster. A Collaborative Leader: You manage, mentor, and elevate a team of RevOps professionals while bridging the gap between technical data systems and business leadership to align GTM operations. You Will Own Revenue Systems, Billing Infrastructure & AI Innovation: Lead full ownership and architecture of core revenue systems (HubSpot, Chargebee, and broader RevTech). Continuously inspect, consolidate, and optimize current platforms before evaluating new spend. Build advanced automation workflows across Marketing, Sales, CS, Finance, and Partnerships, and deploy AI tools (such as living AI knowledge bases/Claude skills libraries) to streamline operations. Drive Enablement, Ramp & Team Productivity: Own new-hire ramp time with a clear, measurable path to reduction. Design onboarding, coaching, and exception-based reporting workflows that run through systems rather than headcount. Partner with Sales leadership on structural changes (comp design, team placement) that raise pipeline productivity per rep. Optimize Funnel Performance & Revenue Intelligence: Diagnose pipeline leaks and conversion bottlenecks across all channels. Build executive dashboards, forecasting models, and predictive analytics to improve speed-to-lead, decision-maker contact rates, expansion efficiency, and retention outcomes. Ground all recommendations in data first. Lead Data Strategy & Governance: Define how data is captured, structured, and managed across the customer lifecycle, improving CRM hygiene, billing accuracy, reporting integrity, and system interoperability. Manage & Develop the RevOps Team: Lead, hire, and mentor 2 direct reports. Build a culture of innovation, systems thinking, accountability, and technical excellence, raising team competency across AI, automation, and systems architecture. Partner Cross-Functionally: Collaborate closely with Sales, Marketing, CS, Finance, Product, and Executive Leadership to support product-led growth (PLG) motions, upgrade paths, monetization strategies, and long-term GTM infrastructure. You Have Must Have RevOps Leadership Experience: 5–8+ years of experience in Revenue Operations, Sales Operations, GTM Systems, or Revenue Enablement, with proven experience leading teams or major strategic initiatives. Systems & Tech Stack Mastery: Deep expertise configuring and managing HubSpot, along with strong experience in billing/subscription management platforms (Chargebee or similar) and operational architecture. AI & Automation Curiosity: Hands-on track record implementing modern automation tools and proactive experience deploying AI solutions (including AI-powered knowledge or enablement systems). Enablement & Ramp Ownership: Experience owning, measuring, or influencing new-hire ramp time and onboarding outcomes as core operational metrics. Data & Analytics Proficiency: Strong analytical background with direct experience querying raw data, building forecasting models, and designing board-level/executive dashboards (SQL, BI tools, or advanced analytics platforms). Stack Rationalization Skills: Proven track record evaluating, consolidating, or replacing major GTM and business software platforms. Nice to Have Billing Operations: Direct experience with Chargebee, subscription management, and revenue recognition workflows. Product-Led Growth (PLG): Experience supporting PLG motions, automated upgrade paths, and expansion loops. Early-Stage / High-Growth Scaling: Experience scaling a RevOps function in a fast-growing SaaS tech company. Multi-Segment GTM: Background supporting multi-segment environments (SMB, Mid-Market, and Enterprise). Marketing Attribution & Demand Gen: Deep understanding of marketing attribution models and demand generation tech stacks. Interview Process Initial Screen: 30 min with the Lead Recruiter Hiring Manager Interview: 45 min with the CRO Problem Solving Interview: 60 min with the Director of People Cross-Functional Interviews: 30 min with the Head of Sales & 30 min with the CEO *We also require completion of the Wonderlic Assessment before the end of the process. This is done independently and takes about 20–30 min. We Offer 100% remote work environment Medical, Dental, and Vision insurance within 30 days (100% employer-paid medical) Equity package Flexible PTO with a 15-day minimum Generous Parental Leave FSA and HSA options 401(k) Growth & Wellness Stipend WFH Equipment stipend Chance to work with the latest technology and AI tools A collaborative, high-ownership culture with clear opportunities for career growth Why Join Steer? At Steer, we align our mission of transforming the auto repair experience for shop owners and their customers with your passion for growth, innovation, and excellence. Here, you’ll find opportunities to expand your skills, take on career-shaping challenges, and contribute to the future of the auto repair industry, all while enjoying comprehensive benefits and flexible work arrangements to support your well-being. Join Steer to be part of a forward-thinking, flexible, and collaborative culture where you are empowered to do meaningful and impactful work. We value diversity and believe that forming teams in which everyone can be their authentic self is key to our success. We welcome applications from those with diverse backgrounds and industries. Our hiring process looks beyond just credentials. The school you went to at 18 doesn't define your potential to thrive and enrich our culture. Even if you don't meet every requirement, we invite you to apply.",1789529120000,"2026-09-15T16:55:10-04:00",{"jsonldValid":13,"jsonld":27},1789910259591]