Product Manager

Neural Concept

About the Role As VP of Engineering, you will be responsible for building, scaling, and operating a high-performing software engineering organization capable of reliably delivering Neural Concept’s ambitious product and technology roadmap. You will turn product vision into software reality, while ensuring our teams and culture scale sustainably — in quality, velocity, and people development. What you will do Own engineering execution and delivery * Ensure predictable, high-quality delivery across product and platform initiatives * Translate product and technical strategy into realistic plans, milestones, and commitments * Identify risks early and manage trade-offs transparently Structure the engineering organization * Evolve team structures, ownership boundaries, and collaboration models as we scale * Build and coach engineering managers and tech leads * Continuously adapt the organization to match company growth Build strong and modern engineering processes * Establish lightweight, effective development processes that scale without bureaucracy * Leverage the best of AI technologies to amplify our impact while maintaining small, agile teams * Define and track the right engineering metrics Guarantee technical quality, reliability, and security in practice * Partner with the CTO to uphold architectural principles and long-term technical health * Drive pragmatic approaches to technical debt, qulity testing, and operational excellence * Collaborate with GTM and deployment teams to guarantee smooth, secure deployments across diverse customer scaling scenarios Collaborate closely with leadership and customers * Work together with Product, Research, Deployment, and Leadership * Represent engineering in cross-functional and customer-facing discussions * Act as a key partner to the CTO, providing clear signals on execution, risk, and org health Who you are You are a senior engineering leader who combines strong technical judgment with operational excellence and a deep understanding of how organizations scale. You are product-minded, pragmatic, think in systems and understand how outcomes derive from how people work together. Proven experience leading software engineering organizations at scale * Experience scaling teams, at least x2 and 50+ engineers * Experience managing managers and tech leads * A track record of managing delivery in fast-growing, low-process environments Strong technical credibility * Broad understanding of modern software architecture, infrastructure, and security * Deep understanding about modern AI technology for software engineering * Ability to engage deeply with engineers on design, trade-offs, and reliability * Comfort operating in AI- and data-intensive product environments Product mindset and pragmatism * Ability to balance speed, quality, and long-term sustainability * User-first and product minded * Calm decision-making under pressure * Outcomes-focused, and not perfectionist A people-first leadership mindset * High empathy and strong communication skills * Commitment to growing others and building healthy teams Drive and ownership * Willingness to take responsibility and make hard calls * Track record of inspiring others and building confidence in high-uncertainty environments What You Get * Work with a world-class technology team – our engineers are top-notch, and we always aim for excellence. * Benefit from a competitive salary and rewarding opportunities as we continue to scale. * Thrive in a collaborative, multicultural environment where your work is visible and recognized. * Develop professionally alongside talented colleagues who share knowledge freely and support one another. * Make a global impact by helping customers shift to AI-assisted design, making innovation faster, smarter, and more sustainable. * Balance life and work with a hybrid model and flexible hours—we care about results, not rigid schedules. WE'RE PROUD TO BE AN EQUAL OPPORTUNITY EMPLOYER, AND WE'RE COMMITTED TO BUILDING A DIVERSE AND INCLUSIVE ENVIRONMENT WHERE YOU CAN THRIVE.

Adaptyv Bio

Adaptyv is building an automated lab that lets AI agents run biology experiments. We're entering the era of agentic science where AI models can now design novel proteins, propose hypotheses, and iterate on experimental results. But they can't run the experiments themselves - that's still a manual, months-long process. We're building the infrastructure that gives AI agents access to the physical world. We are one of the fastest growing biotech companies, trusted by leading biopharmas, frontier AI labs, and the techbio companies pushing the field forward. This is a rare chance to help advance some of the most important work happening in biotech today. Our automated lab is powered by a deep software + hardware stack: lab instruments worth millions of USD reverse-engineered into API-controllable hardware, dozens of devices orchestrated through complex workflows, full observability on everything that happens in the lab, processing pipelines for messy physical-world data, and AI systems that troubleshoot production results and accelerate assay development. We’re growing rapidly and are hiring for talented people to scale and support the massive demand for AI-driven wet lab experimentation. ABOUT THE ROLE We are going from roughly 25 people to roughly 50 in the next twelve months. We have close to 30 roles open right now, across protein scientists, lab automation engineers, backend and product engineers, ML people, and commercial. Hiring is currently run by the founders, on top of everything else the founders do. That is the single biggest thing standing between us and the company we're trying to build. This is the hire that fixes it, and we want to aim high with it. Not a recruiter who works a req list. Someone who owns talent as a function: what we hire for, how we assess it, how we pitch it, who does the recruiting, and what the org actually looks like on the other side of doubling. The hard part of this job is that our roles don't sit in one talent pool. In the same week you might be trying to find a protein biochemist who can read a sensorgram, an engineer who can make a liquid handler behave, and a backend engineer who has never touched biology. Those people read different signals, hang out in different places, and are sold with different pitches. You have to be able to hold all of that at once, and know which one you're talking to. We would love someone who can speak both languages well enough to spot exceptional people themselves. You don't need a PhD and you don't need to ship code. You do need enough real understanding of what our scientists and engineers actually do that you can tell the difference between someone who sounds impressive and someone who is. This is a Lausanne role. Most of the company is here, most of the people you'll hire will be here, and the job is much easier when you can walk over to a hiring manager and argue about a candidate in person. WHAT YOU'LL DO * Own hiring end to end. Define what we're hiring for with the team, write and post the roles, build the pipeline, run the process, and close people. * Build the recruiting team. As we scale, you'll hire and manage specialist recruiters, most likely a technical recruiter first. You'll be a player-coach for a long time before you're purely a manager. * Own the inbound pipeline. We get a lot of applicants and a real share of them are strong. Right now good people can get lost in the pile. Making that never happen is one of the most valuable things you can do here. * Run our work trials. A lot of our best hires come through paid work trials rather than interview loops. Scheduling them, matching them to the right people internally, and making them a great experience for the candidate is core to the job. * Make the pitch. You'll often be the first human a candidate talks to. You're selling the mission, and you should genuinely believe it. * Own Ashby and push it further. Our ATS is already wired into AI tooling: automated candidate scoring, assisted review, templated and scheduled candidate comms. You'll inherit that and be expected to make it better, not merely operate it. * Work with hiring managers across biology, software, automation, and commercial. Different teams, different bars, different definitions of good. You'll help each of them get sharper about what they actually need. * Build the parts of the org that hiring touches: leveling, compensation bands, interview structure, onboarding, and how we make offers. Fast and light, not corporate. WHAT WE'RE LOOKING FOR * You've hired technical people at real depth, for several years, in a high-growth environment. You've owned searches that mattered and closed people who had other options. * You can talk to scientists and to engineers. You understand enough biology and enough software or lab automation to run a credible conversation, ask a sharp follow-up, and form your own view of someone's quality. This is the thing we care most about and the thing most recruiters cannot do. * You are not a mercenary. We are not looking for someone optimizing for placements or fee cycles. We want someone who cares about what we're building, who wants the company to be excellent in ten years, and who treats every hire as a long-term bet rather than a filled seat. * You use AI tools seriously. We run on Claude Code and similar tooling across the company, including in hiring. The best version of this person is automating their own pipeline, writing their own scripts against Ashby, and finding leverage the rest of us haven't thought of. If your instinct is that recruiting is purely a human craft that shouldn't be automated, we'll frustrate each other. * Self-starter, high autonomy. Nobody will hand you a prioritized req list. You'll figure out what's most broken, fix it, and tell us what you did. * Fast learner. You'll be dropped into unfamiliar technical domains constantly and expected to get to a useful level of understanding quickly. * Startup speed, not corporate process. Good candidates disappear in days. We'd rather move fast and occasionally be wrong than run a beautiful process that loses people. * Good taste in people, and the confidence to hold a bar. Part of this job is telling a founder that the person they liked isn't good enough. * Bonus: experience with the Swiss labor market, hiring in European biotech or deep tech, or building a talent function from nothing. WHAT THIS ROLE IS NOT * Not a coordinator role. You'll do scheduling when it needs doing, but if that's what you want to do all day, this will bore you. * Not a pure people or HR generalist role. Payroll, benefits, and Swiss employment admin exist and are mostly handled. Talent is the job. * Not an agency-style seat. You're not filling reqs handed down to you. You're deciding, with the founders, what we should be hiring for at all. WHY THIS ROLE IS INTERESTING Most talent leaders inherit a hiring machine and tune it. You'd be building one, at a company that is unusual enough to be genuinely fun to pitch: an automated lab that AI agents can run experiments in, used by the best pharma companies and the best AI labs in the world. The people you hire over the next two years will decide whether that works. There are not many jobs where the leverage is that direct. Application deadline We are reviewing applicants on a rolling basis.

Adaptyv Bio

Adaptyv is building an automated lab that lets AI agents run biology experiments. We're entering the era of agentic science where AI models can now design novel proteins, propose hypotheses, and iterate on experimental results. But they can't run the experiments themselves - that's still a manual, months-long process. We're building the infrastructure that gives AI agents access to the physical world. We are one of the fastest growing biotech companies, trusted by leading biopharmas, frontier AI labs, and the techbio companies pushing the field forward. This is a rare chance to help advance some of the most important work happening in biotech today. Our automated lab is powered by a deep software + hardware stack: lab instruments worth millions of USD reverse-engineered into API-controllable hardware, dozens of devices orchestrated through complex workflows, full observability on everything that happens in the lab, processing pipelines for messy physical-world data, and AI systems that troubleshoot production results and accelerate assay development. We’re growing rapidly and are hiring for talented people to scale and support the massive demand for AI-driven wet lab experimentation. ABOUT THE ROLE Our lab is a factory. DNA goes in, characterized proteins come out, and a customer gets results in days rather than the months a CRO would take. Everything that machine consumes — synthesized genes, reagents, consumables, biosensors, catalog proteins — is something we buy, on lead times we do not control. It is also most of what a protein costs to make, which makes procurement one of the biggest levers on gross margin in the business. So far scientists have bought what they need, decisions get made in hours, and nothing blocks an experiment. That was the right trade while we were proving the thing works. But we are multiplying lab throughput several times over, and at that volume procurement becomes a discipline: real terms with the suppliers we already buy from heavily, qualified second sources where we currently have one, inventory that is planned rather than remembered. Nobody has taken that on yet. You would be our first dedicated supply chain hire, and it is hands-on — you do the sourcing and the negotiating yourself. One thing makes it harder than a typical procurement job: our assay portfolio keeps expanding, and every new assay brings new reagents. You are not optimizing a static supply chain, you are building one that flexes with the science. How far the role goes from there is up to you. WHAT YOU'LL DO * Own procurement end to end. Every input to the lab, from gene synthesis down to gloves. Requests, POs, receiving, vendor onboarding, the lot. * De-risk the supply chain. Too much of what we depend on has exactly one supplier. Find second sources, qualify them properly with the science team, and keep them warm, so that switching is a decision we make rather than an emergency we react to. * Negotiate. Build the supplier relationships across our DNA, reagent, biosensor and catalog-protein vendors, put volume commitments and pricing agreements in place, and go get the margin back. * Drive down the cost of a protein. Go category by category and take cost out of each. A few francs per protein, multiplied across the volumes we are heading toward, is a seven-figure line. * Stay ahead of the science. When R&D says they are adding a new assay next quarter, you should already be sourcing the reagents for it. * Set inventory policy, and make the numbers true. Reorder points and safety stock, so we never stall a customer experiment on a stockout and never have six figures of reagents quietly expiring in a freezer. You decide what should be on the shelves and how much of it. * Plan supply for the lab expansion. Model what several-fold throughput actually needs — volumes, lead times, storage, cash tied up in stock — and have it in place before the capacity comes online, not after. * Own landed cost. Shipping, customs, import duties, VAT recoverability, cold chain. We import a lot of biology into Switzerland and both the cost and the failure modes matter. * Own COGS with Finance. Procurement and finance are the two halves of gross margin, and you are the procurement half. * Automate the whole thing. Ordering, tracking, and reconciliation should mostly run themselves. WHAT WE'RE LOOKING FOR * You have worked in supply chain or procurement in a physical, technical business. Biotech, a CRO, or another life science company is ideal, and you understand reagent categories — enzymes, antibodies, media, resins, plasticware — and how they are actually sourced. Hardware manufacturing or another high-mix production setting translates well. Buying software licences does not. You do not need to have run a supply chain organization before; you do need to be ready to own one. * You think in margins. Saving a few francs per protein across tens of thousands of proteins a month is a number that should make you sit up. * You are technical enough to talk to scientists. You do not need a degree in biology, but you will be qualifying an alternative supplier for a reagent that a protein biochemist depends on, and you need to be able to have that conversation properly rather than forwarding it. * You can negotiate. Comfortable sitting across from vendors who have been selling into labs for thirty years, and comfortable walking away. * You automate. We run on Claude Code across the company and our lab system has an API. Some of our largest suppliers still require a human to upload a spreadsheet to a portal, and we consider that a bug rather than a fact of life. The best version of this person is writing scripts against our systems and our vendors' systems, not clicking through them. If your instinct is that procurement is a portal-and-email job, we will frustrate each other. * Obsessive about the details that bite. Lead times, expiry dates, lot numbers, minimum order quantities. Nothing falls through. * You want to grow fast. We are going from roughly 25 people to roughly 50 in the next year, and the lab spend grows faster than the headcount does. * Swiss or EU import/export experience is a strong plus. SCOPE We are a small company and nobody here has clean edges around their job. You will end up in the lab, in a spreadsheet with Finance, on the phone with a courier, and every so often doing something that is nobody's job simply because it needs doing. That is the deal, and if it sounds unappealing then we are probably not the right place. What we do want to be clear about is where the centre of gravity is. This role is about what we buy, who we buy it from, what we pay, and how reliably it turns up. Sourcing, negotiation, supplier relationships, inventory, resilience, cost. Plenty of other things will land on your desk and you should take them, but that is the part that is yours and the part we will judge the role on. One thing it is not: an order-taking job. You are not a mailbox between scientists and vendors. You decide what we source and from whom, and we expect you to argue with us about it. WHY THIS ROLE IS INTERESTING Most supply chain jobs are about keeping a stable system stable. This one is about building the supply chain for a lab that is about to grow several-fold, at a company where the cost and reliability of an experiment more or less is the product. Every franc you take out of the cost of a protein, and every week you take out of a lead time, shows up directly in what we can offer customers and in whether AI-designed biology is cheap enough to be worth doing at scale. There are not many procurement jobs where the leverage is that direct, or that visible to the people running the company. Application deadline We are reviewing applicants on a rolling basis.