Mercury6 дней назад

Senior Design Manager - Growth

19 058–23 825 ₽в месяц · до вычета

РЫНОК

13 634 ₽медиана по профессии

Tech Lead / Team Lead · 356 вакансий с указанной зарплатой

5 092половина предложений: 9 708–18 1041,2 млн

Выше рынка · выше 80% предложений

San Francisco

Обязанности

01Lead and develop the designers working across Mercury’s Growth organization, giving them the context, coaching, and feedback they need to do exceptional work
02Partner with Product and Engineering leadership to shape Growth strategy, identify high-leverage opportunities, and turn them into compelling customer experiences
03Help teams move from intuition to learning by using experimentation, customer insight, and business results to inform what we build next
04Raise the quality bar across a broad set of experiences, from Mercury’s public web presence through conversion, activation, virality, and customer experience
05Create clarity across an inherently ambiguous problem space. You’ll help teams decide which problems matter, where design can have the greatest impact, and what excellent execution looks like
06Build the systems and operating practices that allow Growth Design to scale without becoming mechanical. You’ll create enough structure to help teams move quickly while preserving room for judgment, creativity, and ambitious ideas
07Grow the team thoughtfully, helping us identify what kinds of designers we need and maintaining a high bar as the organization expands

01Have experience leading and developing high-performing product or growth designers, including coaching senior designers through ambiguous, consequential work
02Have a track record of using design to drive measurable business outcomes. You understand experimentation and growth mechanics, but you don’t sacrifice customer experience in pursuit of a metric
03Be an excellent design thinker with strong visual and product judgment. You can evaluate the details of an experience while also seeing the larger system it belongs to
04Be comfortable moving between leadership modes. Sometimes the team needs a strategic thought partner, sometimes a sharp critique, sometimes organizational clarity, and sometimes someone willing to get close to the work
05Care deeply about developing people. You can set a high bar, give direct and thoughtful feedback, recognize what makes individual designers exceptional, and help them grow
06Be curious about why people behave the way they do. The best growth ideas often begin with understanding a customer rather than staring at a funnel
07Be comfortable operating independently in a fast-moving environment where the answer often isn’t obvious at the beginning