Senior Product Manager, Consumer Engagement
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading (not present). Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text like "commensurate with experience", "not specified", "N/A", "varies", "TBD". Also never create Pay/Schedule/Benefits sections unless posting actually states them.
We need to parse the posting for sections.
The posting includes:
- About Niche (company description) – maybe not needed as a section? The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should map content to those headings if present.
We have "About The Role" – that's a heading we can use as
About the role
. Under that we have description: "Every year, over half of all college-bound high school seniors come to Niche..." etc. That's prose.
Then "What You Will Own" – could be considered Responsibilities? It lists bullet-like paragraphs: The post-registration lifecycle..., Re-engagement across surfaces..., Personalization and matching quality..., Balancing student experience with business needs..., Cross-team dependencies. Those are responsibilities. So we can put under Responsibilities
with - each.
Then "What You Will Do Within 3 Months:", "Within 6 Months:", "Within 12 Months:" – these could be considered maybe "Goals" or "Expectations". Not in list of allowed headings. Could be part of Responsibilities or maybe we can treat as "Responsibilities" as well, but we already have responsibilities. Could also be "Qualifications"? Not exactly. The instruction says prefer a few substantive sections over many thin ones. So we could combine the time-bound expectations into Responsibilities as subpoints, or maybe create a separate section like "Expectations" but not allowed. So we should incorporate them into Responsibilities or maybe "What You Will Do" as part of Responsibilities.
Then "What We Are Looking For" – that's qualifications/skills. Could be split into Requirements and Skills. The text includes many bullet-like paragraphs: Comfort with ambiguity..., Rigor with data..., Product craft..., Fluency with AI..., Genuine investment..., Ability to think in systems. Then "Nice to haves" list.
Thus we can create
Requirements
for the core requirements, and Skills
for nice-to-haves? Or combine. The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can have Requirements and Skills separate.
We need to decide what goes where. The "What We Are Looking For" includes both core requirements and nice-to-haves. We could treat the core as Requirements, and nice-to-haves as Skills. Or we could treat all as Requirements and then have Skills separate for specific skills like SQL, AI, etc. But the nice-to-haves list includes: Background in a two-sided marketplace..., Experience with influencing short-term metrics..., Familiarity with college search..., Experience with consumer-facing products for teenagers. Those could be Skills.
Thus:
- Requirements: Comfort with ambiguity and real ownership; Rigor with data and experimentation; Product craft and deep user empathy; Fluency with AI as a product capability and a working tool; Genuine investment in our problem space; Ability to think in systems.
- Skills (nice to haves): Background in a two-sided marketplace where you balanced consumer and business-customer needs; Experience with influencing short-term metrics to drive decision-making outcomes over long time horizons like the multi-year journey of college enrollment; Familiarity with the college search, admissions, or financial aid landscape; Experience with consumer-facing products for teenagers.
Now Benefits: The posting includes a "Why Niche?" section with many benefits: fully flexible workforce, full time salaried position, best-in-class 100% paid employee health plan including vision and dental and supplemental coverage, flexible PTO policy, stipend for home office, parental leave 12 weeks fully paid plus short term disability for birthing parents, meaningful 401(k) with employer match, ideas make immediate impact, team cares, etc. Also mention compensation earlier: "Compensation Our national target base salary range is $133,000-$167,000, plus participation in our Annual Bonus and Stock Option Program. Base compensation will be commensurate with experience and skills." The instruction says: never create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation range, so we can include a Pay section. However we must avoid filler like "commensurate with experience and skills" which is placeholder? The instruction says never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). So if we include Pay section, we must not include just that phrase; we need to include the actual range. The posting includes the range: $133,000-$167,000, plus participation in Annual Bonus and Stock Option Program. So we can put that.
Schedule: Not mentioned explicitly; they mention full time, salaried position, flexible workforce, remote/hybrid. Could infer schedule but not explicitly stated. The instruction says do not create Schedule section unless posting actually states them. It does not explicitly state schedule (like hours). So we should not include Schedule.
Benefits: we have many benefits listed; we can create Benefits section with list.
Now About the role: we have that heading.
We also have "About Niche" company description; not required but could be included as a preamble? The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't forbid other headings, but says prefer a few substantive sections over many thin ones. Could include a brief intro paragraph before sections, not as heading. Probably okay to include a with the company description as intro.
We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. At the end there is EEO statement, relocation assistance, etc. Must remove.
Also remove lines like "Niche will only employ those who are legally authorized to work in the United States without sponsorship now or in the future for this opening." That's legal/EEO; remove.
Also remove "We are currently hiring in states where we currently have employees: ..." That's maybe not boilerplate but could be considered location eligibility; but it's not a section heading; could be kept as part of info? Might be considered metadata; but instruction says do NOT put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. This is location eligibility; could be minor metadata; we could drop it or include in a short p. Safer to drop.
Also remove "Candidates only. No recruiters or agencies, please." That's application instruction; remove.
Also remove "Sorry, we do not offer relocation assistance." Remove.
Also remove "All interviews are being held remotely. If there are preparations we can make to help ensure you have a comfortable and positive interview experience, please let us know." That's application instruction; remove.
Also remove "Niche is an equal opportunity employer..." Remove.
Now we need to output only HTML fragment, no /, no markdown fences.
Thus produce something like:
About Niche ...
About the role
Every year, over half of all college-bound high school seniors come to Niche to figure out where they belong....
Responsibilities
- The post-registration lifecycle. Activation into first real value, and the ongoing reasons a student returns to Niche. You define what a healthy registered student looks like at each stage of their journey and will be accountable for moving those cohorts in partnership with our marketing team across both our web and app experiences.
- Re-engagement across surfaces. Improving our lifecycle messaging, push notifications, and personalized recommendations in collaboration with marketing. Deciding what we send, to whom, when, and just as importantly what we stop sending.
- Personalization and matching quality. Making the logged-in experience more contextually relevant and delightful than the anonymous one. School recommendations, saved-list intelligence, scholarship and cost matching that dynamically updates the experience to reflect what we actually know about a student.
- Balancing student experience with business needs. Grow the amount of data related to student interest and disinterest to both power a more relevant experience for them and unlock actionable insights for our college partners to drive revenue.
- Cross-team dependencies. The registered student experience has a broad surface area intersecting with many teams and areas of ownership. You'll spend time getting alignment with other product teams and cross-functional partners, identifying opportunities for mutual benefit with other roadmaps you don't directly control.
Maybe also include the time-bound expectations as part of responsibilities? Could add additional li items: "Within 3 Months: ..." etc. But we already have responsibilities list; we could add them as separate li under responsibilities. However the instruction says prefer a few substantive sections over many thin ones. Adding more li is fine.
Thus add:
- Within 3 Months: You understand the registered student funnel cold: where students drop between account and full registration, what our real return-rate curves look like by acquisition source and device, and which re-engagement surfaces are actually working. You've talked to students. You've shipped tests that have already begun moving the needle on engagement and retention.
- Within 6 Months: You have a solid understanding of the full student journey and how that differs by segments and personas. You’ve taken learnings from the current enrollment cycle hits and misses and developed a clear strategy for what the most important metrics to move are based on correlation to business value and how you intend to move them.
- Within 12 Months: The registered experience for the next enrollment cycle is measurably better than the previous one based on student engagement and retention patterns. Students come back more, they go deeper in the experience and the data they generate is creating more value for our college partners.
Now Requirements:
Requirements
- Comfort with ambiguity and real ownership. This role will own a broad surface area with many plausible strategies. You’re comfortable being the one making the difficult decisions about where to focus our time and energy, and then backing that up or changing course based on evidence.
- Rigor with data and experimentation. You have a strong background in data and can understand SQL - even when AI is the one writing it. You know the difference between a cohort curve and a monthly active user count, and have designed experiments that connect the dots between leading metrics and long-term user outcomes.
- Product craft and deep user empathy. You’ve been hands on with user research and partner closely with design to deeply understand user problems and how to solve them. You have a strong point of view about what a good consumer experience feels like, and can tell the difference between an experience improving and a vanity metric going up.
- Fluency with AI as a product capability and a working tool. You’ve shipped products where an AI model was doing meaningful work - that might be personalization, matching, content generation, document understanding - and can speak to how you evaluated cost and quality tradeoffs. You also use AI tooling in your own workflows to move faster on research, analysis and shaping
for prose. Do NOT repeat job title as heading (not present). Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text like "commensurate with experience", "not specified", "N/A", "varies", "TBD". Also never create Pay/Schedule/Benefits sections unless posting actually states them. We need to parse the posting for sections. The posting includes: - About Niche (company description) – maybe not needed as a section? The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should map content to those headings if present. We have "About The Role" – that's a heading we can use as
About the role
. Under that we have description: "Every year, over half of all college-bound high school seniors come to Niche..." etc. That's prose. Then "What You Will Own" – could be considered Responsibilities? It lists bullet-like paragraphs: The post-registration lifecycle..., Re-engagement across surfaces..., Personalization and matching quality..., Balancing student experience with business needs..., Cross-team dependencies. Those are responsibilities. So we can put underResponsibilities
with- each.
Then "What You Will Do Within 3 Months:", "Within 6 Months:", "Within 12 Months:" – these could be considered maybe "Goals" or "Expectations". Not in list of allowed headings. Could be part of Responsibilities or maybe we can treat as "Responsibilities" as well, but we already have responsibilities. Could also be "Qualifications"? Not exactly. The instruction says prefer a few substantive sections over many thin ones. So we could combine the time-bound expectations into Responsibilities as subpoints, or maybe create a separate section like "Expectations" but not allowed. So we should incorporate them into Responsibilities or maybe "What You Will Do" as part of Responsibilities.
Then "What We Are Looking For" – that's qualifications/skills. Could be split into Requirements and Skills. The text includes many bullet-like paragraphs: Comfort with ambiguity..., Rigor with data..., Product craft..., Fluency with AI..., Genuine investment..., Ability to think in systems. Then "Nice to haves" list.
Thus we can create
Requirements
for the core requirements, andSkills
for nice-to-haves? Or combine. The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can have Requirements and Skills separate. We need to decide what goes where. The "What We Are Looking For" includes both core requirements and nice-to-haves. We could treat the core as Requirements, and nice-to-haves as Skills. Or we could treat all as Requirements and then have Skills separate for specific skills like SQL, AI, etc. But the nice-to-haves list includes: Background in a two-sided marketplace..., Experience with influencing short-term metrics..., Familiarity with college search..., Experience with consumer-facing products for teenagers. Those could be Skills. Thus: - Requirements: Comfort with ambiguity and real ownership; Rigor with data and experimentation; Product craft and deep user empathy; Fluency with AI as a product capability and a working tool; Genuine investment in our problem space; Ability to think in systems. - Skills (nice to haves): Background in a two-sided marketplace where you balanced consumer and business-customer needs; Experience with influencing short-term metrics to drive decision-making outcomes over long time horizons like the multi-year journey of college enrollment; Familiarity with the college search, admissions, or financial aid landscape; Experience with consumer-facing products for teenagers. Now Benefits: The posting includes a "Why Niche?" section with many benefits: fully flexible workforce, full time salaried position, best-in-class 100% paid employee health plan including vision and dental and supplemental coverage, flexible PTO policy, stipend for home office, parental leave 12 weeks fully paid plus short term disability for birthing parents, meaningful 401(k) with employer match, ideas make immediate impact, team cares, etc. Also mention compensation earlier: "Compensation Our national target base salary range is $133,000-$167,000, plus participation in our Annual Bonus and Stock Option Program. Base compensation will be commensurate with experience and skills." The instruction says: never create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation range, so we can include a Pay section. However we must avoid filler like "commensurate with experience and skills" which is placeholder? The instruction says never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). So if we include Pay section, we must not include just that phrase; we need to include the actual range. The posting includes the range: $133,000-$167,000, plus participation in Annual Bonus and Stock Option Program. So we can put that. Schedule: Not mentioned explicitly; they mention full time, salaried position, flexible workforce, remote/hybrid. Could infer schedule but not explicitly stated. The instruction says do not create Schedule section unless posting actually states them. It does not explicitly state schedule (like hours). So we should not include Schedule. Benefits: we have many benefits listed; we can create Benefits section with list. Now About the role: we have that heading. We also have "About Niche" company description; not required but could be included as a preamble? The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't forbid other headings, but says prefer a few substantive sections over many thin ones. Could include a brief intro paragraph before sections, not as heading. Probably okay to include awith the company description as intro. We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. At the end there is EEO statement, relocation assistance, etc. Must remove. Also remove lines like "Niche will only employ those who are legally authorized to work in the United States without sponsorship now or in the future for this opening." That's legal/EEO; remove. Also remove "We are currently hiring in states where we currently have employees: ..." That's maybe not boilerplate but could be considered location eligibility; but it's not a section heading; could be kept as part of info? Might be considered metadata; but instruction says do NOT put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. This is location eligibility; could be minor metadata; we could drop it or include in a short p. Safer to drop. Also remove "Candidates only. No recruiters or agencies, please." That's application instruction; remove. Also remove "Sorry, we do not offer relocation assistance." Remove. Also remove "All interviews are being held remotely. If there are preparations we can make to help ensure you have a comfortable and positive interview experience, please let us know." That's application instruction; remove. Also remove "Niche is an equal opportunity employer..." Remove. Now we need to output only HTML fragment, no /, no markdown fences. Thus produce something like:
About Niche ...
About the role
Every year, over half of all college-bound high school seniors come to Niche to figure out where they belong....
Responsibilities
- The post-registration lifecycle. Activation into first real value, and the ongoing reasons a student returns to Niche. You define what a healthy registered student looks like at each stage of their journey and will be accountable for moving those cohorts in partnership with our marketing team across both our web and app experiences.
- Re-engagement across surfaces. Improving our lifecycle messaging, push notifications, and personalized recommendations in collaboration with marketing. Deciding what we send, to whom, when, and just as importantly what we stop sending.
- Personalization and matching quality. Making the logged-in experience more contextually relevant and delightful than the anonymous one. School recommendations, saved-list intelligence, scholarship and cost matching that dynamically updates the experience to reflect what we actually know about a student.
- Balancing student experience with business needs. Grow the amount of data related to student interest and disinterest to both power a more relevant experience for them and unlock actionable insights for our college partners to drive revenue.
- Cross-team dependencies. The registered student experience has a broad surface area intersecting with many teams and areas of ownership. You'll spend time getting alignment with other product teams and cross-functional partners, identifying opportunities for mutual benefit with other roadmaps you don't directly control.
- Within 3 Months: You understand the registered student funnel cold: where students drop between account and full registration, what our real return-rate curves look like by acquisition source and device, and which re-engagement surfaces are actually working. You've talked to students. You've shipped tests that have already begun moving the needle on engagement and retention.
- Within 6 Months: You have a solid understanding of the full student journey and how that differs by segments and personas. You’ve taken learnings from the current enrollment cycle hits and misses and developed a clear strategy for what the most important metrics to move are based on correlation to business value and how you intend to move them.
- Within 12 Months: The registered experience for the next enrollment cycle is measurably better than the previous one based on student engagement and retention patterns. Students come back more, they go deeper in the experience and the data they generate is creating more value for our college partners. Now Requirements:
- Comfort with ambiguity and real ownership. This role will own a broad surface area with many plausible strategies. You’re comfortable being the one making the difficult decisions about where to focus our time and energy, and then backing that up or changing course based on evidence.
- Rigor with data and experimentation. You have a strong background in data and can understand SQL - even when AI is the one writing it. You know the difference between a cohort curve and a monthly active user count, and have designed experiments that connect the dots between leading metrics and long-term user outcomes.
- Product craft and deep user empathy. You’ve been hands on with user research and partner closely with design to deeply understand user problems and how to solve them. You have a strong point of view about what a good consumer experience feels like, and can tell the difference between an experience improving and a vanity metric going up.
- Fluency with AI as a product capability and a working tool. You’ve shipped products where an AI model was doing meaningful work - that might be personalization, matching, content generation, document understanding - and can speak to how you evaluated cost and quality tradeoffs. You also use AI tooling in your own workflows to move faster on research, analysis and shaping