Job Description

Stride, Inc. is seeking a visionary Senior Manager of AI & Product Engineering to drive human-centered AI innovation and technical excellence across our product portfolio. This role combines strategic leadership with deep technical expertise to shape the future of our EdTech products.

Essential Funtions:

Product Leadership:

Shape product vision and technology strategy aligned with corporate objectives.Align technology roadmap with corporate strategy.Develop business cases for new product initiatives.Make high-stakes decisions balancing user needs with business impact.Use product-lead best practices to drive transformational change.Lead cross-functional teams on high-impact projects to achieve business objectives.Influence senior leadership on strategic decisions with data-driven insights.Mentor Product Managers on leadership and management skills.

· Human-Centered Leadership:

Drive adoption of emerging technologies and best practices.Balance exceptional user experience with business objectives.Work with Research, Design, and Business teams to develop a POV of the customers.Foster a culture of user-centered design and innovation.Synthesize user insights into strategic product decisions.Advocate for users at cross-functional leadership meetings.Coach others on creating best-practices for processes and strategic product documentation.

Minimum Required Qualifications:

5+ years of experience in software engineering (preference given to candidates with experience at mature product-lead tech companies, e.g., Stripe, Google, CapitalOne, Databricks, Block, Apple, Amazon, etc.)Experience building and scaling AI products in production environmentsProven experience leading large-scale technical initiatives at major tech companiesProblem solving at scale; comfortable in white spacesExperience with full-stack teams and Agile environmentsExpertise in data-driven decision making and analyticsExperience with large language models and AI infrastructureExcellent communication skills; leads with humility; high EQ

Compensation & Benefits: Stride, Inc. considers a person’s education, experience, and qualifications, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee’s salary level.  Salaries will differ based on these factors, the position’s level and expected contribution, and the employee’s benefits elections. Offers will typically be in the bottom half of the range.

We anticipate the salary range to be $72,940.50 to $186,067.20. Eligible employees may receive a bonus.  This salary is not guaranteed, as an individual’s compensation can vary based on several factors.  These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off. 

Job Type

Regular

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)