Group Product Management Manager, Agent Enablement
Job description
About the role
It is a player-coach position that blends product strategy, team leadership, and hands-on execution.
Product managers decide what a team builds and why. They gather customer feedback, define requirements, and set priorities. Product work spans engineering, design, and business teams and ships products that solve real problems. The role combines research, writing, analysis, and decision making under uncertainty. Product work happens at the intersection of user needs, business goals, and technical feasibility. Most product managers own a roadmap and are judged by the outcomes their teams ship.
Key facts
What you'll do
This roadmap guides how agents interact with tools and systems every day.
Lead and develop a small team of PMs, strengthening product judgment and execution while balancing team growth with business outcomes. Strong product leadership and people management are central to this responsibility.
This dual role ensures strategy aligns with real-world execution.
Build-vs-buy decisions and responsible adoption of new methods are managed through this effort.
Partner with Operations and Servicing leaders to map frontline workflows, uncover operational pain points, and translate constraints into product strategy. These insights shape how tools and processes evolve.
Ambiguous problems are structured to focus effort on highest-impact outcomes.
Long-term thinking keeps systems flexible and scalable.
Unblock execution by aligning stakeholders from the frontline to executive levels.
Requirements
Bring experienced product leadership and people management background, including managing PMs, coaching talent, and balancing team development with business outcomes.
Thrive as a player-coach who can define broad strategy and debug workflows or critical product bets when ambiguity is high.
Design tools that scale while preserving empathy, helping internal teams move faster without losing focus on the end customer experience.
Navigate messy, cross-functional domains where product, process, people, systems, and incentives intersect. Comfort with complexity supports better decision-making.
Separate signal from noise in ambiguous spaces, identify high-leverage opportunities, and help teams make smart tradeoffs even when the path forward is unclear.
Be AI-forward yet pragmatic, evaluating where automation truly helps, where human judgment remains essential, and how to build responsibly at scale.
Communicate with clarity and conviction, aligning stakeholders through compelling product stories from agent experience to executive views.
Operate with ownership, moving quickly, creating structure, maintaining quality, and driving outcomes that matter for customers, agents, and the business.
Hold a Bachelor's degree in a related field or equivalent practical experience that demonstrates readiness for this role.
Practical notes
Remote Canada roles can work primarily from Canada, with occasional office requirements. Affirm is a remote-first company, and benefits include comprehensive health coverage, flexible spending wallets, competitive time off, and an ESPP. Typical interview steps
Product interviews often include a product sense round, an analytical round, and a behavioral round. Candidates may be asked to design a feature, prioritize a backlog, or estimate a metric. Some loops include a case exercise. Strong candidates show structured thinking and customer empathy. Interviewers want to see how you prioritize when everything matters. Walking through your decision criteria out loud is a strong habit in product interviews.
Career growth
Product careers usually move from associate to product manager, then to senior, group, or director levels. Some people specialize in growth, platform, or enterprise products. Others move into general management. Success depends on shipped outcomes rather than shipped output. Product careers often reward generalists early and specialists later. Experience shipping measurable outcomes is the strongest signal for promotion.
Questions to ask
Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.