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Product Operations Manager

Scan.com

We’re Scan.com, the digital health scale-up making diagnostics accessible, fast, and transparent. Our technology speeds up diagnoses for timely treatments, improving healthcare outcomes for hundreds of patients each day. We're doing diagnostics differently, with solutions tailored to both patients and providers, all backed by our technology and world-class customer operations team. Our B2C marketplace simplifies booking a scan, making it as straightforward for patients as booking a hotel. Our B2B platforms provide live scheduling at the point of care and harness AI to ease workflows for physicians, attorneys, and providers. WHAT YOU WILL BE GETTING INVOLVED IN Product operations sits between strategy and execution. It is the function that turns a product team's intent into repeatable delivery, and turns delivery into learning. At Scan.com, that work spans the full product surface, from acquisition and integrations to fulfillment and post-scan experiences, and it touches almost every function in the company. As Product Operations Manager, you will partner closely with our product management team to build the rituals, documentation, and reporting infrastructure that make our product org run well. Your success will not be measured by how much you personally ship, but by how much better the teams around you ship because of the systems you put in place. This role will suit someone who takes real pride in the craft of operations: someone who finds a well-written playbook satisfying, who can hold the details of five workstreams at once without dropping context, and who is already using AI as a core part of their own operational practice. As a scale-up business, you can expect your role to develop over time. Here are some of the types of things you could be getting involved in: * Design and coordinate rollout plans for new product features, working with PMs, Engineering, Design, and Operations to sequence launches, manage dependencies, and ensure the right teams are prepared to support what ships * Create and maintain product documentation that supports both internal training and external communication, including feature briefs for internal enablement, release notes for partners and providers, and reference materials that keep stakeholders informed as the product evolves * Partner with the data team to monitor post-release analytics, helping the product team understand whether launches are landing as intended and surfacing signals that suggest a feature needs iteration, promotion, or reconsideration * Coordinate cross-functional sign-off for feature launches, ensuring the appropriate leaders across Engineering, Operations, Legal, and Clinical have reviewed and approved before release, with clear documentation of decisions and open items * Build and maintain a product knowledge base that is structured for AI agent consumption from day one, including designing information architecture that supports reliable retrieval, writing content that survives being chunked and re-assembled, and iterating on quality based on how well downstream agents perform against it * Support the product team on OKR planning and monitoring: helping to translate strategy into measurable objectives, tracking progress against them, flagging when priorities may need to shift, and reporting product impact to the wider organization in a way that builds shared understanding THE TOP 5 THINGS WE WANT TO SEE IN YOUR FIRST YEAR * A more predictable release rhythm. By the end of your first quarter, we would expect the product team to have a clearer, more repeatable cadence around how features are rolled out. Sign-offs happen at the right stage, the right people are informed, and launches feel less improvised. * A knowledge base that powers AI workflows. The documentation you produce is trusted by both humans and agents. Teams reference it before asking questions, and it is already serving as the knowledge base for at least one AI-assisted workflow that meaningfully reduces manual effort inside the product org. * A closer connection between launches and outcomes. In partnership with the data team, you will have helped establish a practice of reviewing post-release analytics for meaningful launches, so the product team consistently learns from what it ships rather than moving straight to the next thing. * OKR reporting that informs decisions. The wider organization has a clearer view of what the product team is working on, why, and how it is progressing. Reporting is timely and useful, and it supports genuine prioritization conversations. * Trusted operator across the product org. Product managers rely on you to keep the machinery running, and cross-functional stakeholders trust the process you have built around launches and communication. Where things were previously ad hoc, they now feel intentional. WHAT YOU MIGHT BRING TO THE TABLE You don't need to tick all the boxes to apply for this role. Whether it's your first role or your fifth, we believe everyone can add value, learn, and grow. However, these might be some of the ways you are currently adding value: * Experience in product operations, program management, or a related operational role within a technology company, ideally one where you saw both the messy early stages and the transition toward more structured delivery * A genuine talent for written communication, including the patience to produce documentation that other people find clear, complete, and worth returning to. This role produces a lot of writing, and quality matters * Comfort working with product and delivery metrics: you can partner with a data team to define what success looks like, interpret the results honestly, and communicate the story to stakeholders without either overstating or burying the findings * Strong coordination instincts across multiple stakeholders. You are the kind of person who notices when a sign-off is missing, when a launch dependency is drifting, or when a team needs a nudge, and you handle it without needing to be asked * A collaborative disposition. Product operations depends on influence rather than authority, and you are comfortable working across PM, Engineering, Design, Operations, and Clinical stakeholders in a way that builds trust rather than friction * Genuine AI fluency in your operational practice. You use AI tools daily, you have opinions about which ones work well for which tasks, and you have first-hand experience structuring information so that AI agents can consume it reliably. You can speak concretely to specific workflows you have improved with AI, and ideally to evaluation approaches you have used to check output quality. Candidates who treat AI as an occasional aid rather than a core part of how they work will not be competitive for this role. * Prior experience in healthcare technology, medical imaging, or an adjacent regulated space is a plus, though strong operational fundamentals in another high-velocity domain are equally valued HOW WE WILL INTERVIEW YOU We keep our interview process short and sweet, and we're a nimble team that can progress at pace. Here are the stages you can expect, but we might switch up the order depending on team availability: * Introductory call with our Senior Talent Partner, approximately 30 minutes by phone. * Video call with the hiring manager, approximately 45 minutes, a structured conversation about the role and your experience in operations, documentation, and cross-functional coordination. * Assessment stage, which may be a take-home exercise, in-person session, or additional video calls. We're mindful of your time. * Meet leadership and/or other team members. * Offer! BENEFITS We go beyond the basics with our benefits package. Here's what you can expect from us: * Competitive salary range, plus performance bonus and equity * 401k * Healthcare, Vision, and Dental * All equipment needed to do your role effectively * Flexible and remote/hybrid working options * Personal development budgets * 18 days PTO plus public holidays * 10 paid sick days * Inclusive policies designed by our team, for our team Diversity at SCAN.COM Scan.com is committed to eliminating discrimination and encouraging diversity within our team. We strive to provide equality and fairness for all job applicants and employees, and never discriminate on the basis of gender, marital status, age, race, ethnicity, religion, or physical differences. We are opposed to all forms of unlawful treatment and discrimination. Our ambition is for our team and its Board to be representative of the diversity in society, and for every employee to feel respected and able to bring their best selves to work.

People Lead

Xapien

About Us Every business needs to know who they’re really working with whether it’s suppliers, investors, partners, or third parties. At Xapien, we’re reinventing how organisations do that, combining speed, scale and accuracy with cutting-edge AI. Since 2018, we’ve grown from a deep-tech startup to a global player in AI-driven due diligence and risk intelligence. 2024 was a landmark year as we closed a $10M Series A, earned recognition in the Chartis RiskTech100® and Everest Group’s Leading 50™, and expanded our products, markets and customer base. 2025 was even bigger: With new regulations, rising compliance pressure and growing reputation risks, organisations everywhere are demanding smarter, faster ways to work and they’re turning to us. Customers worldwide from global law firms and private banks to universities and nonprofits rely on Xapien to turn days of manual research into trusted insights, delivered in minutes. Our momentum so far Customers in a diverse range of industries, with particular growth in wealth management, financial services and supply chain onboarding. Demand accelerating beyond our UK headquarters, across multiple continents with new customers in the Middle East, Asia, and Oceania. Why this is an exciting time to join This isn’t just another job role; it’s an opportunity to shape the future of the due diligence industry with a market-leading product trusted by global organisations. Whether you’re in marketing, communications, sales, or finance, you’ll play a critical role in driving growth, building credibility, and defining how we connect our product to a rapidly evolving market. We’re scaling fast with more customers, more releases, and bigger regulatory and market challenges. Expectations are rising, due diligence now means real-time insight, delivered efficiently and with impact. You won’t just be executing campaigns, closing deals, or managing numbers, you’ll be influencing strategy, optimising processes, and helping position a brand that’s setting the new standard for trust and transparency. For people who love learning, innovating, and making an impact that matters now is the moment to be a part of Xapien. The challenge Xapien is growing fast – from around 75 people today towards 100 in the coming year, including our first expansion into the US. Until now we’ve hired and led teams in a highly founder-led, manager-driven way, and that has served us well. At this scale, though, the risk is growing inconsistency in how we hire, manage, develop, and reward people – and we can already see early signals in engagement and retention, particularly in the 6–12 month window. The challenge in this role is to put the systems and frameworks in place that let us scale that quality, consistency, and fairness as we grow – without adding unnecessary bureaucracy. The role As Xapien scales, our ability to hire, develop, reward, and retain high-performing people depends on having strong systems behind our managers — not on any one person owning people decisions for them. The People & Talent Lead exists to design and implement those core systems. This is a builder's role: you'll create the practical frameworks, tools, and processes that give managers the structure and confidence to lead their teams well. You will not own people decisions on behalf of managers or leadership; you will make those decisions easier, fairer, and more consistent to make. You’ll report to the leader responsible for People and Finance, with strategic sponsorship from the CEO. You’ll work closely with our Talent Partner, and draw on existing operations and admin support for coordination and delivery. How the role works This role sits within a clear operating model: * The People & Talent Lead designs and implements the systems that managers and leaders use. * Managers remain accountable for leading their teams and for the people decisions within them. * Existing operational support provides administrative and coordination capacity. In short: you build the system, managers run their teams within it, and operations help deliver it. Key Responsibilities Manager enablement * Build practical tools, templates, and guidance that help managers hire, develop, and lead effectively. * Design manager training covering feedback, performance conversations, role clarity, and decision-making. * Support managers as a coach and partner, while ensuring accountability stays with the manager. Talent & hiring systems * Define and implement a structured, high-quality hiring system, including role definition, interview frameworks, scorecards, and assessment criteria. * Establish a clear hiring bar and a consistent approach to evaluating candidates. * Manage and develop the Talent Partner, who continues to run hiring processes end-to-end. * Use hiring data and funnel insights to improve quality, speed, and consistency. Performance & progression * Design lightweight performance and progression frameworks. * Ensure roles have clear expectations, success measures, and progression paths. * Build the process, tools, and guidance needed for consistent performance conversations and decisions. * Support calibration and consistency across teams. Reward, benchmarking & fairness * Support the development of a compensation philosophy and benchmarking approach. * Build guidance for pay reviews, promotions, and reward decisions. * Ensure pay, progression, and performance frameworks are applied fairly and consistently. * Partner closely with Finance on affordability, planning, and trade-offs. Onboarding & early employee experience * Design a consistent onboarding framework that helps new joiners become productive quickly. * Define manager responsibilities across the first 30, 60, and 90 days. * Improve the employee experience through the first 6–12 months, particularly around role clarity, expectations, and development. People communications & adoption * Own the communication and rollout of people frameworks, processes, and initiatives. * Ensure changes are clearly understood and adopted across teams. * Partner with existing operations/admin support on coordination and delivery. System design & implementation * Define how people and talent systems work end-to-end. * Keep frameworks simple, practical, and scalable. * Establish clear ownership for each people process so it is applied consistently across the organisation. * Support Xapien's evolution towards an AI-enabled workforce, including defining the capabilities required and helping leaders adapt team structures. What success looks like * Managers take greater ownership of hiring and performance decisions, with the tools and confidence to do so effectively. * Hiring quality and consistency improve across teams. * Performance, progression, and reward decisions become clearer, fairer, and more consistent. * Employees have stronger role clarity, particularly in the 6–12-month tenure group. * Onboarding becomes more structured and effective. * People systems are simple, adopted, and scalable. * Leadership has better visibility and data to support people decisions. What you’ll bring * Experience building people systems in scaling companies, ideally through comparable periods of fast growth. * Strength across performance, progression, hiring systems, and reward frameworks. * A practical, hands-on approach – comfortable building from scratch rather than inheriting an established function. * Strong judgement and a commercial mindset. * The ability to influence managers and senior leaders through credibility rather than authority. * Comfort with ambiguity, pace, and a deliberately low-process environment. * A systems-minded outlook, balanced with a healthy dislike of bureaucracy. Here’s our promise to you: * We are going to work with you - to build a rewarding and fulfilling career with the opportunities, challenges and resources you need to do you your best work. * We succeed together- you will own a meaningful part of the business through our employee shares & equity programme. * Private health insurance to keep you in tip-top condition. * Life Insurance – let's hope nobody ever needs this! * Unlimited holidays – yes, it really is uncapped – take the time you need, when you need it. * Everyone is learning, developing and challenging themselves so we have a £1k professional development fund per year if you want to learn new skills, even new things outside of work. * Most importantly of all, we will work with you, to help you realise your fullest potential, always.

Engineering Manager, Product Engineering

Secfix

Location: Remote (EMEA) · Germany/Munich preferred - CET/CEST timezone Hi — I'm Grigory, Co-Founder and CTO at Secfix. How do you feel about shipping features yourself in the first month, building the hiring process in the second, and coaching engineers to get measurably better in the third and staying close to building longterm? If that sounds like the right order — strong engineer first, manager second — read on. I've spent most of my career believing that the best engineering leaders aren't the ones who run the most meetings. They're the ones who make everyone around them faster, clearer, and more confident — and they can do that because they've been through the hard technical problems themselves. At Secfix, I've been doing the engineering management work: 1:1s, hiring, design reviews, performance conversations since we started. The team is five engineers and a product designer. They're great, they work hard, and they ship. But I'm spread across too many things, and certain areas aren't getting the attention they deserve. I need someone to take this on. Not as a delegator, but as the strongest individual contributor on the team who also happens to lead it. You'll work directly with me and make huge impact on the engineering culture and our customers. — Grigory WHY SECFIX EXISTS Over 1.78 million SMBs in Europe need to comply with security frameworks — ISO 27001, GDPR, TISAX, SOC 2 — just to sell to enterprise customers. The process is manual, painful, and takes over a year. We automated it. Our platform integrates with a company's full tech stack — AWS, Azure AD, Jira, GitLab, GCP, and more — automatically extracts compliance evidence, and guides teams to certification in weeks instead of months. Our fastest customer certified in 4 weeks instead of the industry-standard 12+ months. We've raised €17M in total (€12M Series A), backed by Alstin Capital, Neosfer (Commerzbank), and Bayern Capital. We're on a profitable trajectory, growing fast, and building the team that will take us to European market leadership. This space is not threatened by AI, it's amplified by it. Compliance requires deep domain expertise combined with automation. Our new AI product (CISO AI) is just getting started, and there's a huge amount of engineering work ahead: agentic workflows, intelligent evidence collection, context-aware policy generation, and more. WHAT YOU'LL ACTUALLY DO IN THE FIRST 3 MONTHS This isn't a role where you show up and start running standups. There are no standups. Here's how we think about the first months: Month 1: Become a strong IC. Get into the codebase, ship a meaningful feature, and prove to yourself and the team that you can build at the level we need. You don't need to be the best senior engineer on day one, but you should be onboarded and delivering high-quality work fast enough that you can credibly help others improve. Expect to spend 70–80% of your time writing code. Month 2: Own hiring. Beyond continued IC contributions, take over engineering interviews and build a better technical interview process. The current setup depends too many people. You'll design technical challenges, run screens, and make hiring more consistent and repeatable. This matters — we're planning to double the team in the next 12 months. Month 3: Start leading. Help design a pragmatic way to evaluate team performance — simple, measurable, not bureaucratic. Start doing more regular 1:1s with each team member, focused on three things: output x impact, quality, and AI efficiency. Identify who's behind and help them improve. Remove obstacles from top performers. HOW WILL THE ROLE LOOK LIKE BEYOND FIRST 3 MONTHS Over time, the balance shifts. Coding goes from 70% to 10–20%. Hiring becomes the plurality of your work, we’ll grow the team from 5 engineers to 9 in the next months (50–70% during active hiring, 20–30% after). Mentorship and process improvement grow as the team grows. But you never fully stop building — you stay in the code enough to have credible technical judgment. I see this pattern across all our best leaders, from Lead CSM to Lead GTM. In addition to management work, here are examples of projects you'll work on in the next months: * Own system design on our biggest projects. You're not picking up a ticket, you're writing the technical spec, presenting the architecture, getting alignment, and driving it to production. And leaving the system in a state the team can own. * Scale the product for mid-market. As we land larger customers, holding companies running compliance across subsidiaries, we need more granular RBAC, sub-workspace collaboration, and new control layers. You'll help build what makes that possible. * Push the AI product forward. We're moving from "we use AI in our tooling" to "we ship AI to customers." You'll help define the backend architecture for agentic compliance workflows, intelligent evidence collection, and context-aware policy generation. * Bring AI-assisted engineering to the whole team. You're genuinely curious about how AI tooling is changing the way we build — and you share that curiosity openly. You try new tools, figure out what works, and bring the rest of the team along. Not through formal sessions, but through the natural back-and-forth of working together day to day. WHAT WE MEAN BY "PEOPLE-FIRST" When something breaks in production, some managers think: "We need a better incident response runbook. Let's create an on-call rotation. Let's add a post-mortem template." They reach for systems and documentation. The person we're looking for thinks: "Who on the team has the most context on this service? Is someone blocked or can they jump in? Let me get the right two people talking to each other." They reach for individuals and their capabilities. This comes once you solved the problem, not before. This matters more to us than almost anything else. At five engineers, we don't need a rigid process. We need someone who knows exactly what each person is good at, what they're struggling with, and how to get the best out of them today — not after implementing a framework. HOW WE WORK We've written in depth about our engineering culture. Here's the short version — read the full articles linked below if you want the real picture. * Focus is sacred. Engineers are in fewer than 2 hours of meetings per week. We write before we meet. We use Loom for async walkthroughs, Notion for specs, Gather for pairing, and Slack only for what's urgent or lightweight. We don't do status theatre. We wrote about our thoughtful communication and our remote culture, give it a read. To drive it home, here's a recent calendar of an engineer who has been with us for over a year: * Small, temporary teams. A designer and two engineers. A backend engineer and a CS person. The group forms around the problem, ships, and dissolves. No standing squads, no permanent team structures — at least not yet. The people closest to the problem usually shape the solution. * AI is already part of the craft. We use Claude for product design exploration and spec drafting. Engineers work in Cursor with encoded skills and rules that live in the codebase — component patterns, folder structure, architecture choices, and the path from Figma to Angular code. AI checks code against architecture rules before human review. We have a dedicated design QA skill that compares Figma against coded output. We don't use AI to lower the bar, we use it to reach the bar faster with more iterations behind us. In case you’re interested, we wrote a piece about it here. * Zero-bugs. We take this seriously - this helps us to gain customer trust faster. Especially serious customer-facing problems don't sit in a backlog competing with roadmap work. Critical issues get fixed immediately. High-severity within 48 hours. Every bug has an owner. Weekly quality review as part of Monday planning. Quality as identity, in compliance, being correct isn't a nice-to-have, it's the entire value proposition. We care about edge cases, data integrity, and getting the details right. Customers notice the speed and polish before they can name it. That kind of quality builds trust. In our category, trust is the product. * We build what customers need, not what they ask for. Customer feedback is signal, not instructions. Best products are built by people with great taste who treat feedback as signals, not KPIs. We stay close to customers — CS check-ins, support tickets, Mixpanel events, onboarding calls — but none of these sources makes the decision for us. * Quality as identity. In compliance, being correct isn't a nice-to-have — it's the entire value proposition. We care about edge cases, data integrity, and getting the details right. Customers notice the speed and polish before they can name it. That kind of quality builds trust. In our category, trust is the product. WHY YOU SHOULD OR SHOULDN'T APPLY We're looking for a specific profile. I'd rather be honest about it up front. THIS ROLE IS FOR YOU IF: * You have an exceptional IC track record. You were already a principal-level engineer before you started managing - you didn't skip into management early because coding wasn't working out. You were already promoted to that level and stayed there, growing, before choosing to lead. * You can hold deep technical conversations across backend, infrastructure, and — when needed — frontend. You know how to handle ambiguity at the start of a project and messy reality at the end. You write a clear technical design before you start developing — and you hold that design loosely, adapting when you get good feedback. * You know what great engineers look like. Not the textbook definition — you've thought deeply about what makes them productive, what holds them back, and how to move them forward. You have a nuanced answer and opinion. * You hold people to a high standard. You're comfortable giving direct feedback and having hard conversations about performance. * You're hands-on with AI-assisted development. You've used Cursor and Claude Code in real production work, not just toy projects. You have opinions about how AI changes the engineering workflow from ideation to release, and you want to push a team to get continuously increase velocity. * You've worked in startups. You know what it feels like when there's no playbook, no process, and the answer is "figure it out and ship it." * You think engineering culture could startup-like at scale. You're optimistic that a small, high-performing team can stay small and high-performing as it grows even though there is little process. * You communicate proactively in writing. In a remote team, written communication is how decisions get made and context gets shared, you take it seriously. But are not scared about jumping in a pair programming session either. THIS ROLE IS PROBABLY NOT FOR YOU IF: * You chose engineering management because you wanted to stop coding. A lot of engineers who weren't thriving technically make this transition early. That's fine — but it's not what we need today. We need someone who's been in the codebase themselves recently, not someone who managed people who were for many years. * Your last few roles look like: "I hired a team, built processes, coached them, and they executed." That's a top C-level profile. We need someone who's been through the challenges we have right now growing from 4 to 8 engineers in age, not a strategist. * You're process-first. When there's a live-site issue, you think about creating a better runbook rather than getting the right person on it immediately. We believe the answer to most engineering problems is better people with better context and more ownership — not more templates. Process improvements need to be made but in the second step. * You want to make product decisions. We have strong product intuition but we act on feedback. Leadership doesn’t decide on features, they help team find better ways to build them. * A staff or principal engineer, to you, is someone who spends most of their time in architecture reviews and project management rather than building. * You think at a certain team size, compromises on culture and process are inevitable (sprints, ceremonies, scrum, detailed specs) for the sake of hiring numbers. We disagree, and we want someone who actively disagrees with status quo too. * Titles matter more to you than the work. At Secfix you're a fresh grad, engineer, a senior engineer, or an engineering manager — that's it. If the level on your LinkedIn profile is important to you, we're probably not the right fit. Most of people we hire into senior roles come from Staff/Principal level. WHAT WE'RE LOOKING FOR REQUIRED * 8+ years of backend/product engineering experience, with a track record of owning large, complex systems end-to-end — at principal engineer level or equivalent * Some engineering management experience (1–3 years) — you've done 1:1s, performance conversations, and hiring. Ideally at a similar stage company * Strong hands-on experience with AI-assisted coding tools (Cursor, Claude), you experimented a lot and know what works, what doesn’t * OOP fundamentals. Some experience with Java Spring Boot, Hibernate, or equivalent * Experience building or integrating AI/ML features in production. Practical experience working with LLMs and RAG-based systems * Experience leading system design on significant projects, not just contributing to them * Strong troubleshooting and debugging skills. You're the person people pull in when something is broken and nobody knows why * Relational database design and SQL optimisation * Experience designing technical interviews and evaluating senior engineering candidates * Strong written and in-person communication; comfortable working in a remote, in-sync-first culture * Startup experience. You know what building at this stage feels like * Able to work in European timezone (CET/CEST). EMEA-based, ideally Germany NICE TO HAVE * Recent experience with modern Java applications in a production environment — our core platform is Java Spring Boot, but we work across multiple languages including Python and Golang * Experience establishing salary bands, performance review frameworks, or engineering hiring processes from scratch * Previous experience at a fully remote company INTERVIEW PROCESS We want to see how you think, build, and lead — not test you on algorithms. Here's the process: * 30 min - Intro call with Talent team * 1hr Technical Interview I - here we learn about you and you’ll do a simple coding exercise * 1,5hr Technical Interview II - here you’ll get a bigger AI feature, do system design and build it * Take-Home Leadership Task and min submission review with one of co-founders Then you’ll get the offer! If we don't make an offer, we'll tell you why. WHAT SECFIX GIVES YOU * Remote: 100% remote with a real virtual office in Gather * Salary: Competitive, benchmarked to European market rates (we'll share specifics once we talk) * Equity: Generous package — we're all owners here * Development budget: €1,000/year — yours to spend on whatever makes you better * Workspace: Remote workspace support + co-working access * Holidays: 26 days + local public holidays * Health insurance: Comprehensive coverage * Annual retreat: Last time we went to Costa Brava 🇪🇸 — before that, Austrian Alps, Portugal, Italy, and the Spanish Islands * Tech: MacBook, monitors, headphones — the latest