Scale to Win

Manage product operations, support product launches, and collaborate cross-functionally to improve product and operational workflows. | 8+ years in operations and technical support with strong cross-functional collaboration and technical proficiency but lacks direct product design experience. | Lead Product Designer About Scale to Win Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” shortcode and longcode texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients. We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future. Scale to Win is hiring a Lead Product Designer to lead end-to-end design for high-impact product initiatives. About the Role In this role, you’ll partner closely with Product Management and Engineering to define thoughtful, intuitive experiences that solve real customer problems and drive measurable business outcomes. This is a lead individual contributor role with opportunities for ownership and impact. You won’t just design screens — you’ll help shape key experiences in our product and partner with the product & design teams to evolve our product design craft, and raise the bar for user experience at Scale to Win. Core Responsibilities End-to-end product design (40%) Own discovery, User Experience design, visual design, prototyping, and delivery for product initiatives on our roadmap Translate ambiguous problem spaces into clear, elegant solutions Design workflows and systems that balance usability, scalability, and technical constraints Balance near-term delivery with long-term experience quality Customer research & focus (25%) Be a strong advocate for customer voice and experience, upholding a high standard for problem- and user-focused prioritization and design Lead and participate in user research, usability testing, and validation Use qualitative and quantitative insights to inform design decisions Champion simplicity, clarity, and accessibility Cross-functional partnerships (20%) Collaborate closely with Product and Engineering to define strategy, requirements, and tradeoffs Facilitate design discussions and workshops to drive alignment Work with Customer Success, Sales, and other stakeholders to incorporate user insights into product design work Product design craft (15%) Help define and elevate our standards for product design excellence Model strong design thinking and systems thinking for the broader team Give thoughtful critique and raise the quality bar across initiatives Other Duties as Needed Other Duties as Needed: This role description is intended to convey information essential to understanding the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Other duties may be assigned as needed to support the success of the team and organization. Skills and Qualifications 7+ years of experience in product design Experience working on B2B SaaS products and on early-stage product design teams Passion for customer- and problem-driven product design, with experience teaching others how to take a problem-focused approach A developed portfolio demonstrating systems thinking, UX design depth, and shipped products Experience building and contributing to design systems Strong product thinking with an ability to leverage business, customer and technical context to inform product design tradeoffs and prioritization Bonus: Experience designing data visualization, fundraising, organizing, political, or messaging products Experience in organizing or political work Experience leveraging AI-powered tools to accelerate product development workflows Salary and Benefits $180,000 early salary (base). As part of our commitment to equity, salaries are non-negotiable. This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. 401k matching up to 6% after a provisional period. Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. Travel Expectations This role may require occasional travel to support client meetings, campaign events, trainings, or company gatherings. Travel expectations will vary based on client needs and campaign cycles, particularly during peak election seasons. How to Apply To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Lead Product Designer” from the position dropdown. Interview Process + Timeline Submit resume and application Portfolio Review Initial interview 2nd interview 3rd Interview Final Interview Co-CEO Meet & Greet Reference and Background Checks The position will be open until filled, and applications will be reviewed on a rolling basis. Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas. Interview Accommodations Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. Scale to Win is an equal opportunity employer. In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.

Lead product strategy and roadmap definition for fundraising use cases, driving initiatives end-to-end with engineering and design. | Over 7 years of product management experience with at least 2 years owning strategy and roadmap in B2B SaaS, strong analytical and customer-driven product management skills. | Lead Product Manager About Scale to Win Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” shortcode and longcode texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients. We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future. Scale to Win is hiring a Lead Product Manager to play a key role in shaping and executing the product strategy and roadmap for our fundraising customers. About the Role This role will work closely with design, engineering, and cross-functional teams to deliver impactful solutions that solve real-world problems for our customers. This is a lead individual contributor role with significant ownership and influence. You’ll also be an active player in defining the PM craft at Scale to Win, partnering with the VP of Product and the rest of the engineering, product & design org to set the bar for high leverage product processes and high-impact product delivery. Core Responsibilities Product Strategy & Roadmap (25%) Define strategy and roadmap for our fundraising use cases, balancing short-term tactical needs with long-term strategic priorities and ensuring alignment with company goals and customer needs. Customer Insights & Data (25%) Be a tireless advocate for our customers, leading customer discovery efforts to research and map customer needs and deliver impactful solutions. Represent the product org on customer calls, building strong relationships with VIP customers. Leverage client and product data to inform strategic decisions and track the success of product launches. Craft, Execution & Delivery (30%) Partner with engineering and design to drive product initiatives and projects end-to-end, from goal & problem definition to QA, rollout, and post-launch analysis. Partner with the rest of the product org to define and evolve our product craft, including how we approach customer discovery, experimentation, decision-making, and quality of execution. Cross-functional partnerships (20%) Build strong cross-functional relationships, gathering input and context to inform roadmap and effectively communicating strategy, trade-off,s and progress to key stakeholders Other Duties as Needed Other Duties as Needed: This role description is intended to convey information essential to understanding the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Other duties may be assigned as needed to support the success of the team and organization. Skills and Qualifications 7+ years of product management experience with at least 2 years of experience owning the strategy and roadmap for a product area Experience working on B2B SaaS products. Passion for customer- and problem-driven product management, with a strong focus on user needs. Strong analytical skills, with a track record of prioritizing roadmaps using qualitative and quantitative insights. Ability to work at both strategic and tactical levels, diving into details while maintaining a high-level perspective. Strong cross-functional collaboration skills, acting as an internal advocate for the product team. If you identify as belonging to a community that is underrepresented in technology companies, then we strongly encourage you to apply even if you are unsure. The organizations we work with advocate for many of these communities, and we believe it’s essential that organizations should reflect the communities that they represent. You’re motivated by doing work that has a positive impact on the world. Comfortable working in a fast-paced environment, especially in the lead-up to major elections. The team collectively designates these periods as “high-intensity,” with increased workload expectations, followed by scheduled recovery time. Bonus: Experience in fundraising and/or messaging products. Experience leveraging AI-powered tools to accelerate product development workflows Salary and Benefits $190,000yearly salary (base). As part of our commitment to equity, salaries are non-negotiable. This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. 401k matching up to 6% after a provisional period. Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. Travel Expectations This role may require occasional travel to support client meetings, campaign events, trainings, or company gatherings. Travel expectations will vary based on client needs and campaign cycles, particularly during peak election seasons. How to Apply To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Lead Product Manager” from the position dropdown. The position will be open until filled, and applications will be reviewed on a rolling basis.Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas. Interview Accommodations Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. Scale to Win is an equal opportunity employer. In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.

Manage strategic client accounts through onboarding, engagement, and renewal, while providing technical support and strategic advice. | Requires 4+ years in customer success, strong technical aptitude, experience with CRM tools like HubSpot, and familiarity with politics or nonprofits. | Senior Client Success Manager About Scale to Win Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” shortcode and longcode texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients. We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future. Scale to Win is hiring a Senior Client Success Manager to manage a portfolio of strategic accounts, drive revenue retention and expansion, and empower progressive campaigns to win with our platform. About the Role As a Senior Client Success Manager at Scale to Win, you'll own the full lifecycle of our most strategic client accounts—from onboarding and expansion to technical troubleshooting and leading renewal strategies. You'll serve as both a trusted strategic advisor and hands-on product expert, building deep relationships with key decision-makers while diving into the details to solve complex platform challenges for non-technical users. In your day-to-day work, you'll wear multiple hats as both strategic advisor and mentor to a team of developing Client Success Managers. Your mornings might include analyzing HubSpot data to identify accounts showing declining engagement, followed by a technical troubleshooting session helping a field organizer resolve a texting campaign issue before a critical voter outreach deadline. You'll spend afternoons preparing for and leading Business Reviews with campaign managers, presenting data-driven insights on their volunteer engagement and voter contact metrics. Between meetings, you'll conduct product training for new staff members on a client's team, and synthesize recurring pain points into detailed feedback for our Product team and more. During peak campaign seasons, you'll work closely with clients facing tight deadlines and high-pressure situations, providing the calm expertise and rapid support that helps them execute flawlessly when every conversation with a voter counts. Core Responsibilities Strategic Account Management & Revenue Growth (50%) Full Lifecycle Ownership: Own a portfolio of strategic accounts through onboarding, engagement, expansion, and renewal. Revenue Accountability: Drive Gross Revenue Retention (GRR) and Net Revenue Retention (NRR) through proactive relationship management and identifying expansion opportunities. Account Health Monitoring: Utilize HubSpot and product usage data to identify at-risk accounts, intervening proactively to mitigate churn before it happens. Success Planning & Cross-Functional Alignment: Develop and execute account success plans that align Scale to Win’s capabilities with client campaign goals. Partner closely with the Sales team during the handoff to ensure continuity of vision, and collaborate with the We Text team (when required) to synchronize service delivery with the client’s strategic ROI targets. Executive Presence: Build and maintain trusted relationships with executive-level decision-makers and campaign managers, positioning Scale to Win as an indispensable partner. You will do this via Slack, regular consultative meetings, and at events (e.g. on-sites, conferences, etc.). Executive Engagement & Client Enablement (20%) Strategic Reviews: Lead Executive Business Reviews (EBRs) and QBRs that use data-driven insights to tell compelling value stories to senior leaders. Strategic Onboarding & Project Management: Serve as the "Quarterback" for the client lifecycle, leading complex onboardings and product migrations with a project manager’s discipline. You will define timelines, organize internal resources, and proactively drive the project plan to ensure rapid time-to-value as our products and services evolve. Enablement Strategy: Design and deliver tailored training sessions and materials that simplify complex platform capabilities for users. Voice of the Customer: Synthesize recurring client pain points and field realities into actionable feedback for the Engineering and Product teams. Product Expertise (10%) Subject Matter Expertise: Serve as the "Power User" for all Scale to Win tools, guiding clients through optimal configurations and performance best practices. Technical Translation: Translate technical features into campaign, fundraising, and organizing value, helping clients maximize volunteer engagement and voter contact metrics. Cross-Functional Escalation: Coordinate with Engineering and Product to resolve complex technical blockers for strategic accounts. Mentorship and Process Building (20%) CSM Upskilling: Act as a peer-mentor to the existing team, helping them transition from a "Support/Ticket" mindset to a "Strategic Success" mindset. "The Blueprint" Development: Partner with the Sr Director to build and document the CSM playbook, including templates for Success Plans, QBR decks, and outreach cadences. Lead by Example: Demonstrate the "Proactive Outreach" model by sharing successful scripts, meeting structures, and relationship-building tactics with the wider team. Shadowing & Coaching: Lead "Ride-alongs" for junior team members, providing constructive feedback on their ability to command a room and navigate difficult renewal conversations. Cultural Catalyst: Foster a culture of accountability and curiosity, encouraging the team to dig deeper into "why" a client is using the tool rather than just "how." Other Duties as Needed Other Duties as Needed: This role description is intended to convey information essential to understanding the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Other duties may be assigned as needed to support the success of the team and organization. Skills and Qualifications 4+ years of Client Success or Customer Success experience managing a book of business Proven track record of success with both GRR and NRR metrics across the full client lifecycle Demonstrated ability to manage accounts from onboarding through renewal and expansion Strong consultative skills including deep curiosity, root cause analysis over symptom treatment, and ability to guide clients to proven best practices Skilled presenter capable of delivering effective, engaging training sessions and commanding executive-level business reviews Strong technical aptitude with the ability to troubleshoot complex platform issues for non-technical users Data-driven mindset with experience using analytics to inform account strategy and mitigate risk Experience using HubSpot (or similar CRM) to manage client relationships and track account health Experience working in politics or with nonprofits (campaign-level work, fundraising, organizing, or similar) Salary and Benefits $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable. This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. 401k matching up to 6% after a provisional period. Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. Travel Expectations This role may require occasional travel to support client meetings, campaign events, trainings, or company gatherings. Travel expectations will vary based on client needs and campaign cycles, particularly during peak election seasons. How to Apply To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Senior Client Success Manager” from the position dropdown. Interview Process + Timeline Submit resume and application Initial interview 2nd interview 3rd interview Hiring Assessment Final Interview Reference Checks The position will be open until filled, and applications will be reviewed on a rolling basis. Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas. Interview Accommodations Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. Scale to Win is an equal opportunity employer. In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.

Manage and improve hiring processes, oversee onboarding and offboarding, and support HR operations in a fully remote environment. | Over 5 years of HR experience, supporting remote hiring and onboarding, with strong project management and DEIJ commitment. | Senior Manager of Talent & People Operations About Scale to Win Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” shortcode and longcode texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients. We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future. Scale to Win is hiring a Senior Manager of Talent & People Operations to lead and scale equitable, efficient hiring systems while ensuring strong people operations practices that support staff success and organizational effectiveness. About the Role The Senior Manager of Talent & People Operations plays a critical role in advancing Scale to Win’s mission by building and stewarding equitable, compliant, and well-run hiring and people operations systems. This role ensures that the organization attracts, selects, and supports talent in ways that reflect its values, mitigate risk, and enable teams to do their best work. By combining strong operational execution with a commitment to fairness and consistency, the role strengthens organizational capacity, staff experience, and long-term sustainability. On a day-to-day basis, the Senior Manager oversees the full hiring lifecycle across multiple concurrent searches, partnering closely with hiring managers to manage timelines, tools, communication, and candidate experience. The role maintains and improves recruiting infrastructure, including the applicant tracking system, standardized hiring materials, reporting, and manager training. In parallel, the position supports core people operations work such as onboarding and offboarding, employee inquiries, documentation upkeep, and compliance support. The Senior Manager collaborates with People Operations leadership, legal counsel, and external partners as needed, bringing a detail-oriented, proactive approach to execution while continuously identifying opportunities to improve systems, clarity, and equity across people practices. Core Responsibilities Hiring & Recruiting Operations (80%) Design, implement, and continuously improve centralized hiring processes that drive consistency and efficiency across teams, exercising sound judgment and anticipating downstream risk Serve as the operational partner to hiring managers, enforcing hiring standards and timelines while supporting equitable, compliant processes and manager-owned selection decisions Manage concurrent searches across the full hiring lifecycle, applying strong project management and communication skills to ensure timely coordination, clear updates, and consistent follow-through with hiring managers, interviewers, and candidates Manage operational aspects of recruitment and hiring, including drafting and posting job descriptions, coordinating schedules, facilitating communication with candidates, and maintaining timely follow-up Oversee and optimize the applicant tracking system, ensuring accurate records, reporting, and compliance Develop and maintain standardized hiring tools, such as playbooks, interview guides, scorecards, and rubrics, to promote a consistent and equitable candidate experience and decision making Support the Director of People Operations in embedding DEIJ principles into every stage of the hiring process, from outreach language to interview evaluation methods Train and coach hiring managers and interview panels on the use of standardized tools, equitable interviewing practices, and candidate experience best practices Regularly evaluate and refine the candidate experience, ensuring fairness, transparency, and clear communication throughout the process Track and analyze key talent metrics, including time-to-fill and candidate experience feedback trends People Operations and Human Resources (20%) Own end-to-end onboarding and offboarding execution, including documentation, system setup, checklists, and coordination across tools and stakeholders Conduct onboarding orientations and partner with managers to support structured onboarding and 30/60/90 plans Serve as a first point of contact for routine employee questions, including benefits, time off, and people operations processes, resolving issues directly or escalating as appropriate. Maintain and update People Operations resources in Notion, ensuring policies, guides, and tools are accurate, accessible, and easy to navigate. Liaise with legal counsel and external partners as needed on employee relations matters Manage operational logistics for employee relations and disciplinary processes, including documentation, coordination, and compliance support Ensure people operations processes comply with applicable state and federal requirements, flagging risks and gaps proactively Support upkeep of core People Operations documentation, including policies, handbook updates, and internal process guides, in partnership with People Operations leadership Skills and Qualifications Must Haves 5+ years of experience in Human Resources or related fields Strong commitment to progressive values and desire to help the left win. Comfort working across standard recruiting and collaboration tools, including Zoom, Apple OS, Greenhouse, and Google Workspace Experience working on small or early-stage People Operations teams, with comfort wearing multiple hats and building systems from the ground up Experience supporting hiring and onboarding in a fully remote work environment Strong project management skills, with the ability to organize and prioritize a complex, evolving work plan across competing demands Ability to work independently and to exercise sound judgment and discretion High bias towards keeping your commitments, always ensuring follow-through. Demonstrated experience leading full-cycle hiring operations across multiple concurrent searches, including managing timelines, stakeholders, and candidate communication Experience creating and implementing people operations strategies, processes, tools, and training Strong written and verbal communication skills, with the ability to tailor messaging to different audiences. Confidence in providing guidance and feedback to managers, including managing up when priorities or expectations are misaligned. Commitment to learning and implementing current best practices in the people operations field Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications Comfort working in fast-paced environments and the ability to navigate complex and nuanced situations. A creative problem-solver and self-starter. You’re someone who can disagree without being disagreeable. You’re comfortable coming up with new ideas and have the follow-through to make those new ideas happen. Ability to organize and prioritize a complex work plan with ever-changing details. Nice-to haves Working knowledge of state and federal employment laws and compliance requirements, with the ability to identify risks and escalate appropriately Salary and Benefits $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable. This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. 401k matching up to 6% after a provisional period. Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. How to Apply To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Senior Manager of Talent & People Operations” from the position dropdown. Interview Process + Timeline Submit resume and application 1st Interview - Screen Assessment 2nd interview - Panel Interview Final Interview - Co-CEO Reference Checks The position will be open until filled, and applications will be reviewed on a rolling basis. Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas. Interview Accommodations Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.

Manage and improve hiring processes, oversee onboarding and offboarding, and ensure compliance and equity in people operations. | Over 5 years of HR experience, with strong project management skills, remote work experience, and a commitment to equity and inclusion. | About the Role The Senior Manager of Talent & People Operations plays a critical role in advancing Scale to Win’s mission by building and stewarding equitable, compliant, and well-run hiring and people operations systems. This role ensures that the organization attracts, selects, and supports talent in ways that reflect its values, mitigate risk, and enable teams to do their best work. By combining strong operational execution with a commitment to fairness and consistency, the role strengthens organizational capacity, staff experience, and long-term sustainability. On a day-to-day basis, the Senior Manager oversees the full hiring lifecycle across multiple concurrent searches, partnering closely with hiring managers to manage timelines, tools, communication, and candidate experience. The role maintains and improves recruiting infrastructure, including the applicant tracking system, standardized hiring materials, reporting, and manager training. In parallel, the position supports core people operations work such as onboarding and offboarding, employee inquiries, documentation upkeep, and compliance support. The Senior Manager collaborates with People Operations leadership, legal counsel, and external partners as needed, bringing a detail-oriented, proactive approach to execution while continuously identifying opportunities to improve systems, clarity, and equity across people practices. Core Responsibilities Hiring & Recruiting Operations (80%) • Design, implement, and continuously improve centralized hiring processes that drive consistency and efficiency across teams, exercising sound judgment and anticipating downstream risk • Serve as the operational partner to hiring managers, enforcing hiring standards and timelines while supporting equitable, compliant processes and manager-owned selection decisions • Manage concurrent searches across the full hiring lifecycle, applying strong project management and communication skills to ensure timely coordination, clear updates, and consistent follow-through with hiring managers, interviewers, and candidates • Manage operational aspects of recruitment and hiring, including drafting and posting job descriptions, coordinating schedules, facilitating communication with candidates, and maintaining timely follow-up • Oversee and optimize the applicant tracking system, ensuring accurate records, reporting, and compliance • Develop and maintain standardized hiring tools, such as playbooks, interview guides, scorecards, and rubrics, to promote a consistent and equitable candidate experience and decision making • Support the Director of People Operations in embedding DEIJ principles into every stage of the hiring process, from outreach language to interview evaluation methods • Train and coach hiring managers and interview panels on the use of standardized tools, equitable interviewing practices, and candidate experience best practices • Regularly evaluate and refine the candidate experience, ensuring fairness, transparency, and clear communication throughout the process • Track and analyze key talent metrics, including time-to-fill and candidate experience feedback trends People Operations and Human Resources (20%) • Own end-to-end onboarding and offboarding execution, including documentation, system setup, checklists, and coordination across tools and stakeholders • Conduct onboarding orientations and partner with managers to support structured onboarding and 30/60/90 plans • Serve as a first point of contact for routine employee questions, including benefits, time off, and people operations processes, resolving issues directly or escalating as appropriate. • Maintain and update People Operations resources in Notion, ensuring policies, guides, and tools are accurate, accessible, and easy to navigate. • Liaise with legal counsel and external partners as needed on employee relations matters • Manage operational logistics for employee relations and disciplinary processes, including documentation, coordination, and compliance support • Ensure people operations processes comply with applicable state and federal requirements, flagging risks and gaps proactively • Support upkeep of core People Operations documentation, including policies, handbook updates, and internal process guides, in partnership with People Operations leadership Skills and Qualifications Must Haves • 5+ years of experience in Human Resources or related fields • Strong commitment to progressive values and desire to help the left win. • Comfort working across standard recruiting and collaboration tools, including Zoom, Apple OS, Greenhouse, and Google Workspace • Experience working on small or early-stage People Operations teams, with comfort wearing multiple hats and building systems from the ground up • Experience supporting hiring and onboarding in a fully remote work environment • Strong project management skills, with the ability to organize and prioritize a complex, evolving work plan across competing demands • Ability to work independently and to exercise sound judgment and discretion • High bias towards keeping your commitments, always ensuring follow-through. • Demonstrated experience leading full-cycle hiring operations across multiple concurrent searches, including managing timelines, stakeholders, and candidate communication • Experience creating and implementing people operations strategies, processes, tools, and training • Strong written and verbal communication skills, with the ability to tailor messaging to different audiences. • Confidence in providing guidance and feedback to managers, including managing up when priorities or expectations are misaligned. • Commitment to learning and implementing current best practices in the people operations field • Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications • Comfort working in fast-paced environments and the ability to navigate complex and nuanced situations. • A creative problem-solver and self-starter. You’re someone who can disagree without being disagreeable. You’re comfortable coming up with new ideas and have the follow-through to make those new ideas happen. • Ability to organize and prioritize a complex work plan with ever-changing details. Nice-to haves • Working knowledge of state and federal employment laws and compliance requirements, with the ability to identify risks and escalate appropriately Salary and Benefits • $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable. • This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. • 401k matching up to 6% after a provisional period. • Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. • Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. • 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. • Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. • Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. • Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. • To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. How to Apply To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Senior Manager of Talent & People Operations” from the position dropdown. Interview Process + Timeline • Submit resume and application • 1st Interview - Screen • Assessment • 2nd interview - Panel Interview • Final Interview - Co-CEO • Reference Checks The position will be open until filled, and applications will be reviewed on a rolling basis. Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas. Interview Accommodations Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.

Manage and improve hiring processes, oversee onboarding and offboarding, and support people operations functions in a fully remote environment. | 5+ years of HR experience, strong project management skills, experience supporting remote hiring and onboarding, and commitment to progressive values. | Senior Manager of Talent & People Operations About Scale to Win Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” shortcode and longcode texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients. We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future. Scale to Win is hiring a Senior Manager of Talent & People Operations to lead and scale equitable, efficient hiring systems while ensuring strong people operations practices that support staff success and organizational effectiveness. About the Role The Senior Manager of Talent & People Operations plays a critical role in advancing Scale to Win’s mission by building and stewarding equitable, compliant, and well-run hiring and people operations systems. This role ensures that the organization attracts, selects, and supports talent in ways that reflect its values, mitigate risk, and enable teams to do their best work. By combining strong operational execution with a commitment to fairness and consistency, the role strengthens organizational capacity, staff experience, and long-term sustainability. On a day-to-day basis, the Senior Manager oversees the full hiring lifecycle across multiple concurrent searches, partnering closely with hiring managers to manage timelines, tools, communication, and candidate experience. The role maintains and improves recruiting infrastructure, including the applicant tracking system, standardized hiring materials, reporting, and manager training. In parallel, the position supports core people operations work such as onboarding and offboarding, employee inquiries, documentation upkeep, and compliance support. The Senior Manager collaborates with People Operations leadership, legal counsel, and external partners as needed, bringing a detail-oriented, proactive approach to execution while continuously identifying opportunities to improve systems, clarity, and equity across people practices. Core Responsibilities Hiring & Recruiting Operations (80%) • Design, implement, and continuously improve centralized hiring processes that drive consistency and efficiency across teams, exercising sound judgment and anticipating downstream risk • Serve as the operational partner to hiring managers, enforcing hiring standards and timelines while supporting equitable, compliant processes and manager-owned selection decisions • Manage concurrent searches across the full hiring lifecycle, applying strong project management and communication skills to ensure timely coordination, clear updates, and consistent follow-through with hiring managers, interviewers, and candidates • Manage operational aspects of recruitment and hiring, including drafting and posting job descriptions, coordinating schedules, facilitating communication with candidates, and maintaining timely follow-up • Oversee and optimize the applicant tracking system, ensuring accurate records, reporting, and compliance • Develop and maintain standardized hiring tools, such as playbooks, interview guides, scorecards, and rubrics, to promote a consistent and equitable candidate experience and decision making • Support the Director of People Operations in embedding DEIJ principles into every stage of the hiring process, from outreach language to interview evaluation methods • Train and coach hiring managers and interview panels on the use of standardized tools, equitable interviewing practices, and candidate experience best practices • Regularly evaluate and refine the candidate experience, ensuring fairness, transparency, and clear communication throughout the process • Track and analyze key talent metrics, including time-to-fill and candidate experience feedback trends People Operations and Human Resources (20%) • Own end-to-end onboarding and offboarding execution, including documentation, system setup, checklists, and coordination across tools and stakeholders • Conduct onboarding orientations and partner with managers to support structured onboarding and 30/60/90 plans • Serve as a first point of contact for routine employee questions, including benefits, time off, and people operations processes, resolving issues directly or escalating as appropriate. • Maintain and update People Operations resources in Notion, ensuring policies, guides, and tools are accurate, accessible, and easy to navigate. • Liaise with legal counsel and external partners as needed on employee relations matters • Manage operational logistics for employee relations and disciplinary processes, including documentation, coordination, and compliance support • Ensure people operations processes comply with applicable state and federal requirements, flagging risks and gaps proactively • Support upkeep of core People Operations documentation, including policies, handbook updates, and internal process guides, in partnership with People Operations leadership Skills and Qualifications Must Haves • 5+ years of experience in Human Resources or related fields • Strong commitment to progressive values and desire to help the left win. • Comfort working across standard recruiting and collaboration tools, including Zoom, Apple OS, Greenhouse, and Google Workspace • Experience working on small or early-stage People Operations teams, with comfort wearing multiple hats and building systems from the ground up • Experience supporting hiring and onboarding in a fully remote work environment • Strong project management skills, with the ability to organize and prioritize a complex, evolving work plan across competing demands • Ability to work independently and to exercise sound judgment and discretion • High bias towards keeping your commitments, always ensuring follow-through. • Demonstrated experience leading full-cycle hiring operations across multiple concurrent searches, including managing timelines, stakeholders, and candidate communication • Experience creating and implementing people operations strategies, processes, tools, and training • Strong written and verbal communication skills, with the ability to tailor messaging to different audiences. • Confidence in providing guidance and feedback to managers, including managing up when priorities or expectations are misaligned. • Commitment to learning and implementing current best practices in the people operations field • Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications • Comfort working in fast-paced environments and the ability to navigate complex and nuanced situations. • A creative problem-solver and self-starter. You’re someone who can disagree without being disagreeable. You’re comfortable coming up with new ideas and have the follow-through to make those new ideas happen. • Ability to organize and prioritize a complex work plan with ever-changing details. Nice-to haves • Working knowledge of state and federal employment laws and compliance requirements, with the ability to identify risks and escalate appropriately Salary and Benefits • $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable. • This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. • 401k matching up to 6% after a provisional period. • Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. • Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. • 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. • Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. • Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. • Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. • To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. How to Apply To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Senior Manager of Talent & People Operations” from the position dropdown. Interview Process + Timeline • Submit resume and application • 1st Interview - Screen • Assessment • 2nd interview - Panel Interview • Final Interview - Co-CEO • Reference Checks The position will be open until filled, and applications will be reviewed on a rolling basis. Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas. Interview Accommodations Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing peopleops@scaletowin.com. In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.

Oversee full-cycle hiring, improve recruiting systems, and support remote onboarding and employee inquiries. | At least 5 years in HR or related fields, experience with remote hiring, project management skills, and ability to develop and implement people operations processes. | Job Description: • The Senior Manager of Talent & People Operations plays a critical role in advancing Scale to Win’s mission by building and stewarding equitable, compliant, and well-run hiring and people operations systems. • This role ensures that the organization attracts, selects, and supports talent in ways that reflect its values, mitigate risk, and enable teams to do their best work. • By combining strong operational execution with a commitment to fairness and consistency, the role strengthens organizational capacity, staff experience, and long-term sustainability. • On a day-to-day basis, the Senior Manager oversees the full hiring lifecycle across multiple concurrent searches, partnering closely with hiring managers to manage timelines, tools, communication, and candidate experience. • The role maintains and improves recruiting infrastructure, including the applicant tracking system, standardized hiring materials, reporting, and manager training. • In parallel, the position supports core people operations work such as onboarding and offboarding, employee inquiries, documentation upkeep, and compliance support. • The Senior Manager collaborates with People Operations leadership, legal counsel, and external partners as needed, bringing a detail-oriented, proactive approach to execution while continuously identifying opportunities to improve systems, clarity, and equity across people practices. Requirements: • 5+ years of experience in Human Resources or related fields • Strong commitment to progressive values and desire to help the left win. • Comfort working across standard recruiting and collaboration tools, including Zoom, Apple OS, Greenhouse, and Google Workspace • Experience working on small or early-stage People Operations teams, with comfort wearing multiple hats and building systems from the ground up • Experience supporting hiring and onboarding in a fully remote work environment • Strong project management skills, with the ability to organize and prioritize a complex, evolving work plan across competing demands • Ability to work independently and to exercise sound judgment and discretion • High bias towards keeping your commitments, always ensuring follow-through. • Demonstrated experience leading full-cycle hiring operations across multiple concurrent searches, including managing timelines, stakeholders, and candidate communication • Experience creating and implementing people operations strategies, processes, tools, and training • Strong written and verbal communication skills, with the ability to tailor messaging to different audiences. • Confidence in providing guidance and feedback to managers, including managing up when priorities or expectations are misaligned. • Commitment to learning and implementing current best practices in the people operations field • Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications • Comfort working in fast-paced environments and the ability to navigate complex and nuanced situations. • A creative problem-solver and self-starter. You’re someone who can disagree without being disagreeable. You’re comfortable coming up with new ideas and have the follow-through to make those new ideas happen. • Ability to organize and prioritize a complex work plan with ever-changing details. Benefits: • $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable. • This role may be eligible for a discretionary bonus as determined by the company in its sole discretion. • 401k matching up to 6% after a provisional period. • Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year. • Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. • 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents. • Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents. • Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer. • Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year. • To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals.