About the company
Affirm exists for the moments that matter—giving people a clear, predictable way to pay over time, with no hidden fees, no surprises, and no tradeoffs on what matters most.
Responsibilities
- Design and run the product leadership team’s rhythms (staff meetings, product reviews, all-teams, offsites): agenda architecture, pre-reads, decision capture, follow-through
- Co-own the people rhythms with the HRBP across hiring, calibrations, performance, and talent reviews. Surface emergent structural risks (broken hiring funnels, attrition signals, single points of failure) with proactive solutions
- Partner with Technology Operations function to define and improve processes for roadmap planning, driving prioritization decisions, setting annual OKRs and tracking progress to goals throughout the year
- Own headcount planning and budget management alongside the Finance and HR Business Partners: annual planning, quarterly reforecasts, hire-prioritization tradeoffs
- Drive AI retooling and enablement, including running internal AI masterclasses for leadership and natively embedding AI-enabled processes across the function
- Curate the external product narrative (all-hands, written updates, major external talks): operate as a speechwriter, partnering with PR, comms, and brand
- Prepare executive briefings and leadership communications, and reduce decision latency across the Product leadership team
- Run a recurring org health pulse (engagement scores, regrettable attrition, leveling drift, manager effectiveness), escalating early signals before they become structural problems
Requirements
- 10+ years in roles that built product credibility and strategic-narrative chops: strategy with deep product partnership, or a prior CoS role to a senior product or engineering executive at a high-growth tech company
- A track record of running people processes at scale (hiring, calibrations, leveling, talent reviews) in a fast-growing organization
- Exceptional written communication: you can ghostwrite, synthesize narrative from raw inputs, and draft a board page that holds up under scrutiny
- Pattern-matching for organizational dysfunction: the muscle to spot a broken hiring funnel, a single point of failure, or a leadership gap before anyone names it
- Comfort operating with influence and without authority across senior leaders in Product, Engineering, Design, Revenue, Finance, and HR
- Strong analytical foundation and business acumen: fluent enough in product metrics, financials, and growth analytics to reason about tradeoffs without delegating every quantitative question
Conditions
- Remote US
- Base pay grade S, equity grade USA11
- USA base pay range (CA, WA, NY, NJ, CT) per year: $255,000 - $335,000
- USA base pay range (all other U.S. states) per year: $226,000 - $306,000
- Visa sponsorship is not available for this position.
- Remote-first with flexibility built in
- Benefits: health coverage at no cost, spending stipends, flexible time off, employee stock purchase plan (ESPP)