Politics Editor

The San Francisco Standard is a local news startup that is fast becoming a must-read for residents of the Bay Area and beyond. In support of our mission, we are seeking a curious and collaborative politics editor to oversee the cornerstone of our agenda-setting, scoop-chasing newsroom. In this role, you will manage a growing team of journalists focused on San Francisco and California government and elections. The ideal candidate has experience leading politics coverage as an editor or senior reporter, in the Bay Area or at the state level. We are looking for someone with a sharp eye for the great characters, power moves, injustices, absurdities, eccentricities, and triumphs of San Francisco and California politics—and who can direct impactful reporting and find surprising angles that attract readers both in the region and nationally. Our ideal candidate has great news judgment, a commitment to the highest ethical standards, and the imagination to engage with new approaches, tools, and processes. The politics editor’s duties include assigning and editing breaking news, features, and investigations while shaping strategy and planning around major events such as next year’s midterms and gubernatorial elections. You’ll be asked to participate in live in-person and virtual events, so comfort speaking onstage/on-camera is a plus. We would also prefer a candidate who is able to juggle some reporting and writing alongside editing and managing. As a company that values diversity and inclusion, we encourage individuals of all backgrounds and experiences to apply for this position. What you bring: Experience covering politics in California A track record of delivering high-quality journalism including investigative, narrative, explanatory, and breaking news Extensive knowledge of editorial processes, fact-checking, and journalism ethics Excellent news judgment and ability to prioritize stories and make quick decisions Excellent writing, editing, and verbal communication skills Proficiency with digital content management systems and social media A demonstrated ability to think both creatively and strategically Excellent leadership and interpersonal skills, and a collaborative approach to working with colleagues We also value Spanish and Cantonese language skills. Where/when you’ll work: This role may require early morning, evening or weekend work. We are an in-person newsroom in San Francisco; this is not a remote role. Benefits & perks: Competitive and equitable total compensation packages Target salary range of $150k to $170k Stock options program for full-time employees Comprehensive medical, dental, and vision insurance Flexible paid time off Professional development and training Apply: Please submit a resume, cover letter, and at least three work samples, including examples of work that you have edited. We are an equal opportunity employer. We value all aspects of diversity, and do not discriminate based on race, ethnic origin, religion, sex (including pregnancy, gender identity, gender expression, and sexual orientation), age, veteran status, genetic information or disability. We are committed to hiring a diverse team, and fostering a culture of inclusion and belonging. J-18808-Ljbffr

Sales Executive - Associate Director, Chicago (Insurance)

Sales Executive – Associate Director, Chicago (Insurance) At EY, we’re all in to shape your future with confidence. We’ll help you succeed in a globally connected powerhouse of diverse teams and take your career wherever you want it to go. The opportunity Reporting to the Core Growth Sales Leader, as a Core Growth Sales Executive (SE), you will focus on specific accounts with high growth potential. You will deliver exceptional client service by understanding client issues and challenges, leveraging the firm’s capabilities to originate and drive new business opportunities, and deepen customer relationship management. You will drive global account strategy, rigorous account planning and relationship development across the client(s) organization. Your key responsibilities Deliver sales impact through personal sales contribution and deal origination goals, owning client relationships, pipeline development/advancement, sales excellence, and account operational effectiveness. Spend approximately 80% of your time externally engaging with clients; additional time on sales strategy, pursuits and account planning initiatives. Help develop and drive the sales and growth strategy at assigned accounts in conjunction with account team members and relevant sector, service line and solutions teams. Skills and attributes for success Thrive in a matrixed organization, balancing client needs against business initiatives and goals. Develop and execute a sales strategy at assigned accounts to build relationships that lead to billable engagements. Build networks to connect with colleagues across the leadership team and service lines to drive coordinated market effort. Possess natural coaching skills and inspire others in the market. Be a trusted advisor to Coordinating Partners and account team, acting consultatively. Be the catalyst that pulls stakeholders together to drive strategic initiatives and enable revenue growth. To qualify for the role, you must have 10‑12 years of business development/sales experience in professional services and solutions. Proven record of selling complex digital, technology and/or managed services solutions to C‑level Fortune 500 companies globally. Strategic, large‑account experience. Outstanding client management and relationship skills, strong executive presence and influencing skills. Strong knowledge of current and emerging sales tools, methodologies and go‑to‑market models including social media. Knowledge and understanding of market trends, competitive landscape and industry related to accounts/sectors. Understanding of standard procedures for account/sales operational activity. Strong sector or technical content expertise. Strong ability to handle and resolve conflict. Bachelor’s degree or equivalent work experience. Ideally, you'll also have Advanced degree or MBA. Strong coaching and mentoring skills. Team selling experience. Ability to travel. What we offer you A comprehensive compensation and benefits package with base salary range of $208,740 to $240,060 plus incentive compensation; medical and dental coverage; pension and 401(k) plans; and paid time off options. Hybrid work model with 40‑60% in‑person client serving roles. Flexible vacation policy, designated EY paid holidays, winter/summer breaks, personal/family care and other leaves of absence. Equal Employment Opportunity Statement EY provides equal employment opportunities to applicants and employees without regard to race, color, religion, age, sex, sexual orientation, gender identity/expression, pregnancy, genetic information, national origin, protected veteran status, disability status, or any other legally protected basis, including arrest and conviction records, in accordance with applicable law. J-18808-Ljbffr

Director of Sales - Semiconductor Market

Bring your Semiconductor technical sales and leadership expertise to a role where your insight shapes a rapidly evolving sales territory. You’ve built a career supporting sales teams in a complex manufacturing environment, working with high‑purity systems, and navigating the fast‑paced demands of advanced fabrication. You understand the precision, the reliability requirements, and the technical expectations that define this sector. Now you’re looking for a role where that depth of experience becomes a strategic advantage. As the Director of Sales for our Semiconductor market at Swagelok Northwest, you’ll step into a position that rewards both your technical understanding and your ability to build successful teams and meaningful customer partnerships. You’ll lead a team that engages with leading semiconductor manufacturers, fabs, and equipment suppliers across the Portland area and other technical manufacturers. Your industry background will give you the credibility to connect quickly, foster out of the box thinking, the intuition to spot opportunities, and the confidence to lead a team toward smarter solutions. This role is ideal for someone who thrives in a fast-paced ever-evolving market sector. You’ll need to be able to motivate a team of tenured sales teams. You’ll bring clarity and definition to the challenges of the semiconductor industry and the team. You will need to leverage your semiconductor experience and people skills as you represent Swagelok Northwest to our customers and to our global network of Swagelok Sales and Service Centers. This will require critical thinking and processes that challenge the status quo while driving for innovative solutions and broader thinking. If you’re ready to channel your semiconductor background into a position that values curiosity, credibility, and strategic leadership, this is your opportunity to make a broader impact—on customers, on the market, and on the future of high‑performance fluid and gas systems used in manufacturing environments. POSITION SUMMARY The Sales Director will be responsible for leading a market focused, cross-functional team in driving growth for the organization. This role requires strong executional leadership, strategic planning, relationship management skills, the ability to identify and capitalize on new revenue opportunities, and a focus on account growth and management. The ideal candidate must demonstrate high levels of collaboration, be a driven, resilient, ambitious problem solver, a critical thinker, and show empathy for both the customer and internal team members. They must be capable of adapting the team and approach to match the needs of the customer to maximize profitable revenue opportunities and growth. ESSENTIAL FUNCTIONS AND RESPONSIBILITIES Leadership and Coaching Lead a cross-functional team that includes sales, engineering, customer service, business development and other operational and or customer support. Establish and clearly communicate priorities for the market team. Provide effective leadership and coaching to the market team, fostering a culture of high performance and continuous improvement. Advocate for support and resources from the organization to achieve stated objectives. Mentor and support team members in their professional development. Strategic Planning and Direction Oversee the development and execution of strategies that drive revenue growth. Set sales targets and develop action plans to achieve them. Analyze market and competitor activities to identify opportunities for growth. Adapt Strategy as needed, to align to customer and market activity. Utilize available Swagelok and network-wide data and communication to drive growth minded insights and understanding across the team. Further, actively participate in data gather and sharing to push local knowledge into the network. Drive Revenue Growth Meet or exceed established targets for market growth, revenue, compound annual growth rate (CAGR), and other financial measure(s). Collaborate with clients to understand their evolving needs. Utilize data identify trends and insights that can lead to new revenue streams. Develop and execute account plans that align with client objectives and company goals. Monitor account performance regularly, implementing necessary changes. Collaboration Responsible for team collaboration to ensure customer needs are met, projects and tasks are completed, and company objectives are achieved. Foster an environment of open communication, respect and appreciation. Facilitate effective communication and collaboration between departments. Collaborate with the various support team to ensure alignment. Reporting Prepare sales plans and present regular reports on sales performance, growth opportunities, and client feedback to the organization. Ensure team is utilizing available tools and resources to track and report on key sales metrics. Provide insights and recommendations based on data analysis to drive strategic decision-making. Create and deliver presentations to internal and external stakeholders, highlighting key achievements and future plans. Prepare and present business cases that demonstrate an understanding of key stakeholders, customer value budget and ROI. CORE COMPETENCIES Business acumen Leadership Professionalism Influence Analytical and decision making abilities High level problem-solving ability Strong organizational and interpersonal skills Continuous personal improvement Ability to inspire and motivate Change catalyst KNOWLEDGE, SKILLS AND ABILITIES Required Education Bachelor’s degree (B.A. or B.S.) from four-year college or university Preferred Education Master’s degree in business administration (M.B.A.) Experience A minimum of ten years of experience in complex, solutions-based sales environments. Personal and professional development experience in a leadership role with multiple direct reports. Required Skills and Certifications Team leadership, coaching and advocacy High level mathematical skills Excellent oral and written communication skills Project management Excellent attention to quality and detail Outstanding customer focus and level of service Strategic thinking Mechanical aptitude Planning and organizational skills EQUIPMENT AND SOFTWARE REQUIREMENTS Proficiency using Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) Knowledge of customer management software WORKING CONDITIONS AND PHYSICAL DEMANDS Seated workstation in office environment Operation of keyboard/office equipment for extended periods Ability to travel within the territory, including overnight as needed J-18808-Ljbffr

Tennis Director

Benefits: 401(k) 401(k) matching Bonus based on performance Competitive salary Dental insurance Employee discounts Health insurance Opportunity for advancement Paid time off Vision insurance Dynamic Leader - Grower and Programming Leader - Tennis Director - Wichita and Other Markets Genesis Health Clubs , a leader in the fitness industry with 80 clubs including 23 state‑of‑the‑art tennis facilities, is seeking a dynamic and ambitious Tennis Directorr . This full‑time position is located at the vibrant Wichita, KS Location and additional Director Opportunities exist in other locations from full tennis director position, junior director, adult director, 10 and under director. If you are interested in being a leader in the Racquets Industry - apply with us and learn more about our growing company. (We have grown from 6 clubs to 23 clubs with tennis- over 260 courts and 260 tennis professionals.) Recognized as one of the top 3 Tennis Companies in the US, we are looking for a high‑energy, charismatic leader who embodies passion and innovation in sports programming. Roles and Responsibilities: Develop and execute innovative tennis programs aimed at all age groups, enhancing our club’s vibrant community and driving sport participation. Supervise, hire, and train a team of over 10 professionals, ensuring high‑quality training and program delivery. Organize and promote tournaments, clinics, social events, and other activities to boost community engagement and sport awareness. Manage the annual budget, oversee financial performance, and ensure the optimal condition of courts and equipment. Lead marketing efforts through various channels, including social media, to maximize visibility and participation. Goals: Significantly grow both tennis and pickleball programs. Increase club profitability and improve revenue from tennis. Enhance member recruitment and retention. Develop staff professionally and maintain high satisfaction levels. Requirements: College degree preferred, with 3-5 years in a leadership role in tennis/pickleball management. USPTA and/or PTR Certification; Pickleball teaching certification is a must. Proven track record in sports programming and business growth. Strong interpersonal and communication skills, with proficiency in Microsoft Office and social media platforms. Enthusiastic, team‑oriented, and a motivational leader. Compensation and Benefits: Competitive salary with performance incentives. Comprehensive health benefits and retirement plan. A dynamic and success‑driven work environment. Application Process: Submit your cover letter and resume, highlighting your experience and success in tennis and growth, to Mike Woody, National Tennis Director, at [email protected]. Applications are preferred via email and should include references. Join Genesis Health Clubs Lead the way in creating exceptional sports experiences that make a lasting impact on our members and the community. Act now – the position is available immediately! J-18808-Ljbffr

Director, Strategic People Partnership

Director, Strategic People PartnershipSkip to main contentWe use cookies on this site. By permitting cookies and continuing to use our site, you agree to our use of cookies. Click here for more information about how we use cookies and how you can manage your cookie settings.Director, Strategic People Partnership page is loaded Director, Strategic People PartnershipApplylocations: US - Georgia - Atlanta Officetime type: Full timeposted on: Posted Yesterdayjob requisition id: R0001894Candescent is a forward-thinking technology company transforming how financial institutions deliver Intelligent Banking experiences. We unite digital banking, account opening, and branch solutions that power and connect digital banking, account opening, and branch solutions—creating seamless engagement across digital, remote, and in-person channels.Our Experience-Led, Intelligence-Driven approach combines human-centered design with data, automation, and cloud-based innovation. Built on an API-first architecture, our extensible ecosystem enables institutions to adapt quickly, integrate easily, and unlock new opportunities for growth—turning every customer interaction into a moment of clarity, confidence, and connection.Location: Atlanta, Georgia (Hybrid) Reports To: Chief People Officer Scope: North America Travel: Up to 15% within North America Position OverviewCandescent is seeking a dynamic and experienced Director, Strategic People Partnership to serve as a senior HR business partner and transformation leader for our North America organization. This role sits at the intersection of strategic people leadership, organizational design, and enterprise transformation—driving modern, scalable people practices across a complex, technology‐driven FinTech business.The Director will partner closely with senior leaders across Product, Engineering, and all North America functions to deliver a high‐impact people strategy that accelerates business growth, elevates employee experience, and strengthens organizational effectiveness. This is a highly visible role for a seasoned HR leader who brings both strategic vision and operational excellence, with the credibility to influence at the executive level. Why This Role MattersCandescent is at a pivotal moment—investing in transformational change across Product and Engineering while scaling the broader enterprise. The Director, Strategic People Partnership will be the architect of the people‐side transformation, building the frameworks, capabilities, and culture that will define Candescent’s next chapter as a modern, people‐first FinTech organization. Core Competencies Strategic Thinking & Vision – Connects people strategy to business outcomes; anticipates future organizational needs.* Change Leadership – Designs and leads transformations that endure; builds resilience and adaptability.* Stakeholder Influence – Builds trusted partnerships; navigates complexity with confidence and diplomacy.* Data‐Driven Decision Making – Leverages people analytics to inform strategy and measure impact.* Employee Experience Design – Applies human‐centered design to elevate the end‐to‐end employee journey.* Execution Excellence – Translates strategy into action; delivers results in fast‐paced environments. Key Responsibilities 1. Strategic HR Business Partnership Serve as the primary strategic People partner to North America senior leadership, aligning people strategy to business objectives and growth plans.* Build trusted advisor relationships with leaders across Product, Engineering, Finance, Sales, and Operations.* Translate business strategy into actionable people initiatives spanning talent, structure, culture, and capability.* Participate in business planning cycles, providing workforce insights and strategic recommendations.* Act as a thought partner on complex business decisions with people implications, including M&A, restructuring, and market expansion. 2. Organizational Transformation & Design Lead and co‐design organizational transformation initiatives, particularly across Product and Engineering.* Partner with leaders to assess organizational effectiveness and recommend structural improvements that enhance agility and speed.* Drive enterprise‐wide organizational design projects, including future‐state modeling, facilitation, and transition planning.* Develop and execute change management and communication strategies for major organizational shifts.* Build internal organizational design capability and establish repeatable transformation methodologies. 3. Employee Experience Optimization Champion a best‐in‐class employee experience strategy across North America, from onboarding through offboarding.* Lead listening strategies (engagement surveys, focus groups, stay interviews) and translate insights into action.* Partner with Total Rewards, Talent Acquisition, and Learning & Development to deliver a cohesive employee journey.* Identify and eliminate friction points across the employee lifecycle using data, technology, and process improvement.* Define and track employee experience KPIs aligned to engagement, retention, and productivity. 4. HR Practice Transformation & Innovation Lead the evolution of People practices from transactional to proactive and value‐driven.* Evaluate and implement best‐in‐class approaches to performance management, succession planning, talent calibration, and career development.* Champion people analytics and dashboarding to enable evidence‐based decision‐making.* Introduce HR technologies, automation, and self‐service capabilities to improve efficiency and experience.* Partner with the broader People team to ensure policies are modern, compliant, and experience‐centered. 5. Talent Strategy & Workforce Planning Partner with leaders on strategic workforce planning, skills gap analysis, and succession planning.* Support enterprise talent calibration processes with a consistent, fair, and development‐focused approach.* Collaborate with Talent Acquisition to shape recruitment strategies for critical technical and leadership roles.* Drive internal mobility and talent pipeline initiatives to strengthen retention and reduce external hiring reliance.* Partner with Learning & Development to build early‐career and leadership development programs. 6. Culture, Engagement & DEI Champion Candescent’s culture and values across the North America organization.* Design and execute engagement strategies that foster belonging, psychological safety, and high performance.* Partner with DEI leaders to embed inclusive practices into talent systems and leadership behaviors.* Facilitate leadership team effectiveness sessions, team launches, and cultural alignment workshops. 7. Employee Relations & HR Operations Provide coaching and guidance to leaders on complex employee relations and performance issues.* Ensure consistent application of HR policies and compliance with federal, state, and local employment laws.* Partner with Legal and Compliance on investigations, accommodations, and sensitive employee matters.* Maintain strong working knowledge of employment regulations across key North America jurisdictions, including Georgia.* Oversee HR operational excellence, including data integrity, process compliance, and audit readiness. Qualifications & Experience Required 10 years of progressive HR experience, including 5 years in a senior HRBP or People Partner role.* Bachelor’s degree or equivalent work experience ; Master’s degree or MBA preferred.* Experience in a technology, FinTech, SaaS, or similarly complex, fast‐paced environment.* Proven success leading large‐scale organizational transformation and change initiatives.* Strong experience partnering with Product and Engineering teams (Agile, DevOps, product‐led growth).* Deep knowledge of U.S. employment law across multiple jurisdictions.* Demonstrated use of people analytics and HR technology to drive outcomes.* Exceptional executive presence with the ability to influence at the C‐suite level. Preferred SHRM‐SCP, SPHR, or equivalent certification.* Change management or organizational design certifications (e.g., Prosci, ACMP).* Experience in a high‐growth FinTech or financial technology organization.* Familiarity with HRIS and engagement platforms (e.g., Workday, UKG, Glint, Culture Amp).* Experience supporting a distributed, hybrid North America workforce. J-18808-Ljbffr

Head of Product - Consumer & Private Bank

Texas Capital is built to help businesses and their leaders. Our depth of knowledge and expertise allows us to bring the best of the big firms at a scale that works for our clients, with highly experienced bankers who truly invest in people’s success — today and tomorrow.While we are rooted in core financial products, we are differentiated by our approach. Our bankers are seasoned financial experts who possess deep experience across a multitude of industries. Equally important, they bring commitment — investing the time and resources to understand our clients’ immediate needs, identify market opportunities and meet long-term objectives. At Texas Capital, we do more than build business success. We build long-lasting relationships.Texas Capital provides a variety of benefits to colleagues, including health insurance coverage, wellness program, fertility and family building aids, life and disability insurance, retirement savings plans with a generous 401K match, paid leave programs, paid holidays, and paid time off (PTO).Headquartered in Dallas with offices in Austin, Fort Worth, Houston, Richardson, Plano and San Antonio, Texas Capital was recently named Best Regional Bank in 2024 by Bankrate and was named to The Dallas Morning News’ Dallas-Fort Worth metroplex Top Workplaces 2023 and GoBankingRate’s 2023 list of Best Regional Banks. For more information about joining our team, please visit us at www.texascapitalbank.com.The Head of Product, Consumer & Private Banking develops and executes strategic plans for the retail, digital, and private banking product portfolios (e.g., deposits, lending, wealth, and advisory solutions). This role is accountable for identifying market opportunities, evolving customer behaviors and expectations while ensuring alignment with enterprise objectives and regulatory requirements.This leader will set clear product vision while driving disciplined execution, using data and customer insights to inform decision-making and partnering with technology and operations to deliver scalable, user-centric solutions. The role requires a strong balance of strategic thinking, operational rigor, and innovation.Responsibilities:Product Strategy & VisionDevelop and deliver the long-term vision for Consumer and Private Banking product lines and set ambitious roadmaps built on in-depth understanding of customer needs, market trends, competitive landscapeIdentify distinct customer segments and tailor product offerings to meet their specific needs and financial goalsOwn product features, pricing strategies and product positioning and go-to-market strategies for new consumer products or enhancements to existing onesAssess competitive pricing and define pricing strategy based on deposit and customer portfolio as well as competitive landscapeWork closely with marketing, retail, operations, risk management, and technology teams to ensure seamless product launch and ongoing managementLeverage data to understand product adoption to measure product performance, understand customer behavior patterns, and inform strategic decision-making.Own product-level P&L and assess financial viability of new products; develop business cases with clear ROI and revenue projectionsEnsure ongoing monitoring of products, pricing, and fees; identify optimization opportunities and partner on adoption enhancementsMonitor regulatory changes and ensure product offerings adhere to relevant banking laws and guidelinesBuild strong, collaborative relationships across design, engineering, and operations at the team and organizational levelsDefine and deliver overall consumer, retail, and private banking product roadmaps with clear success metrics and adoption targetsQualifications:Education & ExperienceBachelor’s degree in business (Finance, Accounting, Economics, etc.) or relevant field; MBA preferred10 Years experience in financial services product strategy, product management, or customer experience; management consulting experience valued with proven track record of building scaled, market-leading productsProven success in managing product teams and demonstrating strong partnership with cross-functional stakeholdersExperience working at fintech companies or leading fintech initiatives within traditional banking organizationsKey Skills & CompetenciesStrong curiosity and deep knowledge in consumer trends, wealth technology, and emerging banking solutions, with a proven ability to build scalable, market-leading products in complex, regulated environmentsProven ability to set vision, develop long-term roadmaps, and execute product strategy with focus on building user-centric productsKnowledge of advanced market research and competitive intelligence capabilities; ability to identify market opportunities and translate insights into product innovationStrong financial acumen & understanding of P&L management to assess financial viability; advanced analytical skills with strong focus on cost-benefit analysis, revenue optimizationAbility to recruit, mentor, and grow product teams and drive collaboration between technology, operations, compliance and other internal partnersThe duties listed above are the essential functions, or fundamental duties within the job classification. The essential functions of individual positions within the classification may differ. Texas Capital Bank may assign reasonably related additional duties to individual employees consistent with standard departmental policy.Texas Capital is an Equal Opportunity Employer. J-18808-Ljbffr

Secondment Agreement Specialist

What is a Employee Secondment Agreement? The Employee Secondment Agreement is essential when temporarily assigning employees between organizations while maintaining their original employment relationship. This document is particularly crucial in the United States, where it must comply with federal and state employment laws, including the Fair Labor Standards Act, tax regulations, and worker protection laws. The agreement covers crucial elements such as duration, roles, responsibilities, compensation, benefits, and working conditions. It's commonly used for inter-company transfers, project-based assignments, skill development, or strategic partnerships. The agreement ensures clear delineation of obligations between the home and host employers while protecting the seconded employee's rights and establishing clear guidelines for the temporary assignment. What sections should be included in a Employee Secondment Agreement? 1. Parties: Identifies the home employer, host employer, and the seconded employee 2. Background: Sets out the context and purpose of the secondment arrangement 3. Definitions: Defines key terms used throughout the agreement 4. Term and Duration: Specifies the start date, duration, and any extension provisions of the secondment 5. Employment Status: Confirms continued employment with home employer and relationship with host employer 6. Duties and Responsibilities: Details the role, responsibilities, and reporting relationships during secondment 7. Compensation and Benefits: Outlines salary, benefits continuation, and any additional allowances 8. Working Hours and Leave: Specifies working hours, holiday entitlement, and leave arrangements 9. Costs and Expenses: Allocates responsibility for secondment-related costs between home and host employer 10. Performance Management: Establishes performance review process and feedback mechanisms 11. Confidentiality: Protects confidential information of both home and host employer 12. Intellectual Property: Addresses ownership of IP created during secondment 13. Data Protection: Ensures compliance with data privacy requirements 14. Termination: Sets out circumstances and process for early termination 15. Return to Home Employer: Details the process and terms for returning to the home employer 16. Governing Law: Specifies applicable law and jurisdiction 17. General Provisions: Includes standard boilerplate clauses What sections are optional to include in a Employee Secondment Agreement? 1. Immigration and Work Permits: Required for international secondments to address visa and work permit requirements 2. Tax Equalization: Used when implementing tax equalization policies for international secondments 3. Housing and Relocation: Included when providing accommodation or relocation assistance 4. Medical Coverage: Required when specific health insurance arrangements are needed 5. Family Support: Added when providing support for employee's family members 6. Training Requirements: Included when specific training or certification is needed for the role 7. Non-Competition: Added when additional restrictive covenants are required 8. Currency and Exchange Rates: Required for international secondments with multiple currencies 9. Emergency Procedures: Important for secondments to high-risk locations 10. Cultural Training: Relevant for international secondments to different cultural environments What schedules should be included in a Employee Secondment Agreement? 1. Schedule 1 - Position Description: Detailed description of the seconded role and responsibilities 2. Schedule 2 - Compensation and Benefits Package: Comprehensive breakdown of salary, benefits, and allowances 3. Schedule 3 - Secondment Costs Allocation: Detailed breakdown of cost sharing between home and host employer 4. Schedule 4 - Applicable Policies: List of relevant policies from both home and host employer 5. Schedule 5 - Performance Metrics: Specific KPIs and performance evaluation criteria 6. Appendix A - Required Notices and Forms: Templates for various notices required during secondment 7. Appendix B - Emergency Contacts: List of emergency contacts and procedures 8. Appendix C - Benefits Summary: Detailed summary of benefits continuation and changes Authors Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4 Years Managing 1M Legal Documents | Serial Founder & Legal AI Author A U.S. law-governed agreement establishing terms for temporary employee assignment from one organization to another, covering employment terms, duties, and obligations. A U.S.-compliant legal agreement establishing terms for employee performance-based rewards and incentives. Genie is the safest place to draft . Here’s how we prioritise your privacy and security. Your documents are private: We do not train on your data ; Genie’s AI improves independently All data stored on Genie is private to your organisation Your documents are protected: Your documents are protected by ultra-secure 256-bit encryption Our bank-grade security infrastructure undergoes regular external audits We are ISO27001 certified, so your data is secure Organizational security You retain IP ownership of your documents You have full control over your data and who gets to see it Innovation in privacy: Genie partnered with the Computational Privacy Department at Imperial College London Together, we ran a £1 million research project on privacy and anonymity in legal contracts Want to know more? Visit our Trust Centre for more details and real-time security updates. J-18808-Ljbffr

Senior/Lead Product Marketing Manager (EDT timezone) New York

Lead Product Marketing Manager (EDT timezone) New York PolyAI automates customer service through lifelike voice assistants that let customers lead a conversation. Our voice assistants make it possible for businesses to deliver outstanding customer service that rivals their human agents. Our customers, which include the world’s leading logos, are expanding how they use our platform, driving automation of critical customer service operations and integrating PolyAI into their daily customer service workflows. PolyAI is the Agentic Dialog Platform that enterprises use to build, run, and adapt dialog agents at scale. Trained on more than a billion enterprise conversations and proven in production across hundreds of the world’s most demanding brands, the platform handles the most complex customer-facing and internal dialog. Our customers and enterprise builders alike are expanding how they use PolyAI, automating customer service, employee support, and the high-stakes conversations at the core of their business. As a Lead Product Marketing Manager on PolyAI, you will own product-to-market end-to-end: the positioning, launches, sales narrative, and competitive POV that define how PolyAI wins in one of the most contested categories in enterprise software. You will partner closely with Product, Engineering, Sales, and the rest of the marketing organization to bring new capabilities to market, sharpen our differentiation, and equip our go-to-market team. You will also help agentify the launch motion itself, building the workflows that turn product conversations into launch kits at the pace the market expects. PolyAI’s go-to-market spans both an enterprise and developer / product-led growth motions. You will be effective across both, with specific focus areas calibrated to your strengths and team priorities. Key Responsibilities Own the platform-level messaging and positioning that powers PolyAI’s go-to-market: web, sales material, content, and analyst-facing communications Refine the competitive narrative against AI-native players and legacy contact center vendors, translating product depth into points of view the field can carry Evolve PolyAI’s ICP and value frameworks as the platform expands across enterprise and product-led motions Partner with marketing to anchor demand generation, content, and campaigns to a single, sharp message architecture Build an always-on competitive positioning agent that monitors AI-native players and legacy contact center vendors, surfaces new moves, and keeps the field’s points of view current Product Launches & Release Marketing Own end-to-end product launches, from positioning through post-launch measurement Partner closely with Product Management and Engineering to translate technical capabilities into customer-relevant value, and to influence the inbound roadmap with market and customer signal Build a product-to-market launch rhythm that keeps customers, prospects, partners, and analysts current on PolyAI’s pace of innovation Prototype landing pages, launch packages, and AI sales kits as part of every launch, with agents doing the heavy lift on draft and iteration Automate GTM artifacts and content production, building the agents that turn each launch into reusable systems for the next one AI Enablement, Demo-Craft & GTM Content Build the assets that win deals: first-call decks, ROI narratives, competitive battlecards, customer story decks, demo scripts, and executive briefing material Go hands-on with the product. Build the demos that show prospects what is possible, and partner with Sales Engineering and Product on the scenarios that close Equip Sales across enterprise and product-led motions with the messaging, training, and material that compresses cycles and lifts win rates Customer Evidence, Market Intel & Voice of the Customer Source and produce the customer evidence that powers our marketing: case studies, win narratives, executive testimonials, and quantitative proof points Own analyst relations: briefings, evaluations, and influence campaigns with top-tier analysts and industry voices AI-Fluent Marketing AI fluency is required. Daily AI tool use is the baseline; building with AI is the bar. PolyAI is the place to become the best builder version of yourself, with the company supporting through real tools and real tokens. In this role, you will: Operate AI-first. Prototype before you brief, work alongside your agents from the first idea, and publish rather than send. The distance between idea and artifact should be close to zero. Build the systems, not just the artifacts. Where the work is repeatable, build the agents and workflows that produce it. Publish what you build weekly. Your tools and workflows are reusable by the rest of the team and the company. You’re not just delivering campaigns; you’re publishing the agents and templates other teams self-serve from. Lead the cadence of model and product releases. Own the rhythm of bringing new capabilities to market end-to-end, from product conversation to launch kit, on a tempo the market can feel. Tell your story in the market. How you use AI to do the work, what you’ve built, and the portfolio of agents and launches you carry with you. Marketing your own portfolio externally is part of the job. What You’ll Bring 7 years of B2B or B2C2B SaaS product marketing experience as a senior individual contributor at companies known for marketing craft Meaningful experience at a scale up Demonstrated success leading end-to-end product launches for enterprise software, AI/ML, or developer-platform products Experience operating in either an enterprise sales motion or a product-led growth / developer-tools motion, with the curiosity and range to grow into the other Excellent writing and presentation craft; you produce executive-grade narratives, sales material, and customer-facing content at pace Technical aptitude to go deep on a conversational AI platform, including how the platform, harnesses, and underlying models interact, so you can translate that depth for the market, build product demos, and operate as a credible partner to Product and Engineering Comfort operating in ambiguity, holding multiple workstreams, and shipping high-quality work in short cycles An evidence-based, outcomes-oriented mindset. You measure marketing’s contribution to pipeline, win rate, and category leadership You are a full-stack marketer who understands audience marketing: how segmentation, message-to-audience fit, and channel mix translate into pipeline and adoption Curiosity about models, how models are trained Comfort being a public voice for PolyAI: speaking on webinars, presenting at events, and pitching analysts, customers, and partners independently Preferred Background in voice AI, conversational AI, or applied LLM products Established analyst relations track record Familiarity with Salesforce, HubSpot, ABM platforms, and modern marketing technology stacks Location Only candidates based in an EDT timezone will be considered for this role. Compensation We provide a competitive salary range for this role - which is $160,000 – $205,000 - depending on level and experience. Candidates based in certain locations may be eligible for additional location based compensation. Please note this range is intended as a guide, not a guarantee. Final compensation will be based on individual qualifications, relevant experience, and the scope of the role. In addition to salary, this position includes equity in the business, giving you the opportunity to share in the company’s long-term success. Benefits Participation in the company’s employee share options plan 100% of single cost and 70% of dependent for medical, dental & vision Opportunity to contribute to the company’s 401k plan Flexible PTO policy 11 designated company holidays Annual learning and development allowance One-off WFH allowance when you join. Offering perks like noise-cancelling headphones or a comfortable desk chair to boost your comfort and focus Company-funded fertility and family-forming programmes PolyAI is proud to be an equal‑opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All employment decisions at PolyAI will be based on the business needs without attention to ethnicity, religion, sexual orientation, gender identity, family or parental status, national origin, neurodiversity status or disability status. J-18808-Ljbffr