Program Manager, ServiceTitan

• Ownership and Builder Mindset: Proven experience leading 0→1 program and product builds and evolving 1→2 initiatives in ambiguous environments with full accountability for outcomes. You're resourceful and scrappy, comfortable prototyping with constraints, testing quickly, and iterating your way to solutions rather than waiting for perfect conditions
• Service Design and UX Orientation: You treat the employee journey as a product, mapping journeys and service blueprints to identify friction and reduce "cognitive load" for Titans. You apply a user-centered lens, leveraging choice architecture and behavioral nudges, to build seamless systems that equip managers to lead consistently, drive time-to-productivity, and reinforce expected behaviors without adding "noise."
• Interest in Talent & Organizational Impact: Motivated to design talent systems that shape behavior at key moments and drive measurable individual and company performance
• Communication and Influence: Simplifies complexity and influences effectively across all levels

Desirable

• Our Talent Management Program Managers operate with end-to-end ownership, applying product rigor to define outcomes, build roadmaps, drive execution, and ensure adoption. Our work is systems-oriented, user-first, and focused on solving the highest-impact problems using data, tooling, and AI
• The Program Manager, Talent Management owns the products and systems that shape how Titans ramp and perform at key moments
• This role spans both 0→1 creation — defining principles, architecture, prototypes and scalable models — and 1→2 evolution — modernizing programs through structure, tooling, and adoption
• You'll operate like an internal product manager consultant, taking on the highest-priority talent challenges, building or evolving them to maturity, then deploying to the next strategic opportunity
• Your through-line is systems thinking: whether you're working on onboarding or just-in-time manager enablement, you'll design holistically—mapping how programs connect, reinforcing consistent behaviors, and ensuring the talent ecosystem works as an integrated whole rather than isolated initiatives
• In a leader-led culture, this role builds the programs and products that make performance more consistent from day one — enabling employees and managers to succeed at scale
• Ou will design and operate talent management products and systems that influence ramp speed, behavior, and performance — blending product thinking, structured execution, and hands-on ownership to elevate what great leadership and support look like across ServiceTitan
• Own Talent Management Products End-to-End: Define architecture, roadmap, and measurable outcomes for talent programs, from onboarding to persona-based enablement systems. Design intuitive, scalable systems that equip managers to onboard and support employees consistently — reinforcing leadership behaviors and driving time-to-productivity and performance
• Leverage Technology to Test and Learn: You’ll stay curious about AI and emerging tools, and regularly explore how they can meaningfully improve employee and manager experiences. You’ll do that by building and testing lightweight prototypes, iterating, and partnering with the right teams to scale what proves valuable
• Take a Systems, User-First Approach: Zoom out to understand the full talent ecosystem, employee journey and pain points, user personas, then design programs and solutions that connect, building experiences, products, and data flows that reinforce each other rather than operating in isolation
• Evolve Programs (0→1 and 1→2): Establish onboarding foundations for global scale, evolve executive onboarding into modular systems, and modernize legacy programs through simplification, structure, and adoption-focused design
• Move Fluidly Between Strategy and Execution: You'll balance building scalable systems with staying close to the employee experience—periodically facilitating programs yourself to identify friction points and ensure what you design actually works in practice
• Drive Execution and Cross-Functional Alignment: Translate strategy into prioritized roadmaps, clear milestones, and defined ownership. Align HRBPs, Compensation, Benefits, People Tech, and business leaders to maintain forward momentum
• Lead Adoption, Communication, and Positioning: Own positioning and rollout strategy for your initiatives. Design clear, behavior-reinforcing communication at key moments and iterate based on adoption data and feedback
• Current top priorities include:
• Establishing global onboarding foundations and reimagining our existing onboarding program
• Evolving executive onboarding into modular, reusable systems
• Designing a scalable manager operating system that drives consistency through desired behaviors at key moments
• Leading the design vision for a persona-based just-in-time communications and enablement system in partnership with cross-functional teams
• As these initiatives mature and new business needs emerge, your portfolio will shift, but your systems-first lens remains constant