Manager, Ecommerce Strategy

About the role

A day in the life of the Manager of Strategy includes:

• Leading strategy and consulting projects for internal teams and partner brands.
• Analyzing customer, market, and business performance data to identify growth opportunities.
• Developing recommendations and communicating insights through clear, compelling presentations.
• Partnering cross-functionally to drive initiatives from concept through execution.
• Managing multiple projects simultaneously in a fast-paced environment.
• Leveraging AI tools to improve speed and effectiveness while applying sound judgment and critical thinking.

Requirements

Required

• Strong analytical and problem-solving skills.
• Excellent communication and presentation skills.
• Ability to work independently and manage competing priorities.
• Comfort operating in ambiguous environments.
• Strong business judgment and intellectual curiosity.

Preferred

• Experience in management consulting, strategy consulting, corporate strategy, or related roles.
• Experience in retail and ecommerce businesses.
• Experience with marketplaces, including Amazon, Walmart Marketplace, or similar platforms.
• Familiarity with ecommerce platforms and analytics tools.
• Experience leading cross-functional initiatives and influencing stakeholders.
• MBA or equivalent experience is a plus.

What high performance looks like

• You are friendly, trustworthy, and a high-performer.
• You follow through and act fast.
• You wow customers time and time again and build immense trust quickly.
• You bring smart solutions to problems and engagements.
• You give 100% and always go the extra mile.
• You actively volunteer and participate in group collaborations.
• You take full ownership of your projects to completion.
• You proactively identify areas of opportunity and work to execute on them.

About the team

This is a small, dynamic team focused on the most strategic projects at Pattern—initiatives that are highly important to the executive team. Team members are deeply involved in leading and shaping both the current and future state of the organization, and we’re looking for true builders who want to have a meaningful voice and impact within the company.

We are looking for individuals who embody the following traits:

• Game Changers: Someone who looks at problems with an open mind and shares new ideas with team members, regularly reassesses existing plans and attaches a realistic timeline to goals, makes profitable, productive, and innovative contributions, and actively pursues improvements to Pattern’s processes and outcomes.
• Data Fanatics: Someone who recognizes problems and seeks to understand them through data, draws unbiased conclusions based on data that lead to actionable solutions, and continues to track the effects of the solutions using data.
• Partner Obsessed: An individual who clearly explains the status of projects to partners and relies on constructive feedback, actively listens to partners’ expectations and delivers results that exceed them, prioritizes the needs of partners, and takes the time to create a personable experience for those interacting with Pattern.
• Team of Doers: Someone who uplifts team members and recognizes their specific contributions, takes initiative to help in any circumstance, actively contributes to supporting improvements, and holds themselves accountable to the team as well as to partners.

Hiring process

• Screen with a recruiter.
• Zoom Interview with a potential coworker.
• Zoom Interview with a potential leader.
• Zoom Interview with a potential executive.
• Executive Review.
• Offer.

How to stand out as an applicant

• Be prepared to talk about professional accomplishments with specific data to quantify examples.
• Be ready to talk about how you can add value and be the best addition to the team.
• Focus on mentioning how you would make a difference at Pattern.
• Be prepared to talk about any side projects related to data and analytics.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans.