Custodian Data Operations Analyst
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but we can use appropriate headings based on content. We should not repeat job title as heading. We need to include sections only when posting has real specific content. We have content for: About Ridgeline (company overview) maybe we can call it "About the company" but not in list. Could use "About Ridgeline" as heading. "Why this role exists" could be "About the role". "What success looks like" maybe "Responsibilities"? Actually responsibilities are in "What you'll do". "What success looks like" could be "Expectations" but not required. We can combine. Better to follow typical sections: About the role (why role exists), Responsibilities (what you'll do), Requirements (what we look for), Benefits (Compensation & Benefits). Also maybe include "About Ridgeline" as a separate section? Not in examples but could be okay. However they said use headings e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should stick to those. We can include About the role (why role exists), Responsibilities (what you'll do), Requirements (what we look for), Benefits (Compensation & Benefits). Also maybe include "About Ridgeline" as a paragraph before sections? Could be included as a
before headings. The instructions: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." So we can include a short paragraph about Ridgeline as intro. We must preserve all substantive information, not invent or summarize away detail. Must not omit details. Must include all details from sections. We need to use
- for any list of duties/requirements/benefits, and
for prose. We need to remove boilerplate: Equal Opportunity & Privacy etc. Also remove cookie/navigation/legal/EEO etc. So we drop the "Equal Opportunity & Privacy" section. We need to keep compensation details: typical starting compensation range $86,700–$102,000 OTE, select locations $88,000–$104,000 OTE, final compensation determined by factors, etc. Also benefits: unlimited vacation, educational and wellness reimbursements, $0 cost employee insurance plans, Company Stock Plan. We need to ensure we don't create Pay/Schedule/Benefits sections unless posting actually states them. We have compensation and benefits, so we can create a Benefits section (maybe include compensation inside). Could also have a Compensation section but they said Benefits is okay. We'll include a Benefits subsection with compensation and benefits. We must not create sections with filler like "commensurate with experience". We have actual numbers. We need to preserve all substantive information: include details about onboarding process, tasks, etc. Let's extract content: About Ridgeline paragraph: multiple sentences describing company. Why this role exists: description of role purpose. What success looks like: ramp up details. What you'll do: list of duties (bulleted). We need to convert each sentence into
- maybe.
What we look for: list of qualifications/experience.
Compensation & Benefits: paragraph about compensation range, plus benefits.
We need to ensure we don't lose any details.
Let's craft HTML:
About Ridgeline: Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry, and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a "Best Workplace for Innovators," by The Software Report as a "Top 100 Software Company," and by Forbes as one of "America's Best Startup Employers."
About the role
As a Custodian Data Operations Analyst at Ridgeline, you'll support custodian onboarding and ongoing data operations for client implementations. You'll help coordinate standard onboarding steps, maintain trackers and documentation, validate required setup details, and support feed-readiness activities across customers, custodians, and internal teams. This is an execution-focused role, best suited for someone who is highly organized, detail-oriented, and comfortable working within a defined process while escalating exceptions quickly and clearly. The team's connectivity onboarding function is scaling to support an increased volume of customer implementations over the next 8–12 months, and this role is critical to that growth. At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions—not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship.
What success looks like
You'll ramp by starting with a single customer and scaling from there. Within the first few months, you're independently managing that initial portfolio through full custodian connectivity, keeping organized and accessible records of every correspondence and status update, and communicating proactively with customers, custodians, and internal teams without heavy oversight. As your portfolio grows to include customers with anywhere from a handful to 50+ custodians each, you're the reliable single point of accountability for their connectivity status. Over time, you're identifying ways to streamline the onboarding process and may help train future teammates as the team grows.
Responsibilities
- Own the end-to-end custodian connectivity onboarding process for an assigned portfolio of customers, maintaining trackers, status lists, and supporting documentation.
- Collect and organize required onboarding inputs such as account lists, custodian contacts, and authorization status.
- Prepare standard communications and support follow-up related to authorization and feed setup requests.
- Review reports, files, and trackers for missing accounts, setup gaps, or incomplete information, and route issues for review.
- Support account add/remove activities and other onboarding maintenance tasks.
- Follow defined SOPs and checklists with strong attention to detail, escalating non-standard scenarios, delays, or data issues to senior team members promptly.
- Coordinate across multiple internal and external stakeholders simultaneously — customers, custodians, project managers, and data migration specialists — to keep implementations organized and moving forward.
- Identify opportunities to streamline and optimize the onboarding process, including through AI and automation tooling.
Requirements
- 0–2 years of experience in operations, financial services, client service, onboarding, project coordination, or data support.
- Strong organizational skills and follow-through, with a demonstrable personal system for managing high-volume correspondence.
- High attention to detail and comfort working with spreadsheets, trackers, and checklists.
- Clear written communication skills, with the ability to communicate effectively across both technical and non-technical stakeholders.
- Ability to manage multiple tasks and deadlines in a fast-paced environment.
- Interest in learning custodian onboarding, data feeds, and investment operations.
- Bonus: Exposure to investment operations, reconciliations, implementation support, or custodial workflows.
- Bonus: Experience working with customer-facing processes or external counterparties.
- Bonus: Familiarity with file-based operational processes, account setup, or data validation work.
- Bonus: Experience with AI or automation tooling in an operational context.
- Bonus: Prior experience training or mentoring junior team members.
Benefits
The typical starting compensation range for new hires in this role is $86,700–$102,000 OTE. In select locations (including the San Francisco Bay Area, CA), the typical starting range is $88,000–$104,000 OTE. Final compensation is determined by multiple factors, including candidate experience and expertise, and may vary from the ranges listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans.
We should not include the Equal Opportunity & Privacy section. Check that we didn't miss any details: The "Why this role exists" paragraph includes details about scaling over next 8–12 months, etc. Included. "What success looks like" includes ramp details. "What you'll do" list includes all bullet points. "What we look for" includes base qualifications and bonus items. Compensation & Benefits includes all details. We also need to ensure we didn't include any boilerplate like "Please check out our Careers page...". That is a link to careers page. Should we keep? It's part of Compensation & Benefits paragraph: "Please check out our Careers page (https://www.ridgelineapps.com/about/careers) for a more comprehensive overview of our perks and benefits." That is substantive? It's a reference to more info. Might be considered boilerplate? It's a link to more details. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. This is not exactly those; it's a reference to careers page for perks. Might be considered okay to keep. However it's somewhat like a call to action. Might be considered application instruction? Not exactly. Safer to keep? The instruction says remove application instructions. This is not an instruction to apply, just a pointer to more info. I'd keep it. But we already have a Benefits section; we could include that sentence inside the Benefits paragraph. Let's adjust Benefits paragraph to include that sentence. Thus final Benefits paragraph:The typical starting compensation range for new hires in this role is $86,700–$102,000 OTE. In select locations (including the San Francisco Bay Area, CA), the typical starting range is $88,000–$104,000 OTE. Final compensation is determined by multiple factors, including candidate experience and expertise, and may vary from the ranges listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary,