Senior Product Manager, Frontline

We need to output only HTML fragment, no /, no markdown fences. Use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include sections only if posting has real specific content. The posting includes: introductory paragraph about company (maybe "About the role"? Actually there is a description of company and mission; could be "About the role" or maybe "About the team". The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to decide which sections are present. We have: - Intro paragraph: "TeamViewer provides a leading Digital Workplace platform..." This is about the company, not necessarily role. Could be "About the role" or maybe we could treat as "About the role". The instruction says 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. The posting does not have a job title shown; we just have content. So we can include an "About the role" section with that intro. - Responsibilities: clearly present. - Requirements: present. - Qualifications: Not separate; maybe "Requirements" covers qualifications. There's also "Nice to have" which could be "Skills" or "Qualifications". The instruction says we can have sections like Qualifications, Skills. We have "Nice to have" list: Experience consolidating fragmented applications..., Background in solution architecture..., Experience launching generative AI capabilities... That could be placed under "Skills" or "Qualifications". Since we already have Requirements, we could put Nice to have under "Skills". Or we could add a "Qualifications" section for nice-to-have. But we should avoid thin sections. Perhaps combine Requirements and Nice to have into Requirements? But we need to preserve all info. Could have Requirements (mandatory) and Skills (nice-to-have). That seems reasonable. - Benefits: present: "What We Offer" list includes competitive compensation and bonuses, flexible PTO, 401(k), health insurance, parental leave, life insurance, disability, quarterly teambuilding events, leadership luncheons, all hands meetings, open door policy, business casual dress code, celebrate diversity, etc. Also work location: Austin, TX or Tampa, FL. That could be under "Schedule"? Not schedule. Could be under "Benefits" or maybe a separate "Location" but not in allowed headings. We could include location in a short

under Benefits or maybe under "About the role". Since location is not a standard heading, we can embed it in a paragraph. - Pay: Not explicitly stated; only "Competitive compensation and bonuses" but no specific numbers. The instruction says: never create Pay/Schedule/Benefits sections unless the posting actually states them. For Benefits, we have concrete benefits listed, so we can include Benefits section. For Pay, we only have "Competitive compensation and bonuses" which is vague but still states compensation. However the instruction says: never create Pay section unless the posting actually states them. It does state "Competitive compensation and bonuses". That is a statement about pay, albeit not specific. Is that enough? The instruction says: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state compensation, so we could include Pay section with that line. However they also say: "Prefer a few substantive sections over many thin ones." Pay section would be thin (just one line). Might be better to fold that into Benefits or About the role. But they said "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state them, so we could include but risk being thin. I'd lean to include Pay as a subsection under Benefits? But we need to follow headings list. Could combine Pay and Benefits into one Benefits section that includes compensation details. That would be acceptable: we can put compensation details inside Benefits

. The instruction says use
• for any list of duties/requirements/benefits. So we can list compensation as a benefit item. That seems fine. - Schedule: Not mentioned. No schedule info. So we should not create Schedule section. - Qualifications: Not separate; we have Requirements and Nice to have. Could treat Requirements as Qualifications. But we already have Requirements heading. Could also have Qualifications for nice-to-have. But to avoid many thin sections, maybe we just have Requirements (mandatory) and Skills (nice-to-have). That seems good. Thus sections: About the role (intro), Responsibilities, Requirements, Skills (nice-to-have), Benefits (including compensation, PTO, 401k, health, parental leave, life insurance, disability, teambuilding, all hands, open door, business casual, diversity, location). Also maybe include "Work location" as a list item. We must not include boilerplate like EEO, equal-opportunity, scam-warning, etc. The posting includes: "TeamViewer is an equal opportunities employer..." and other EEO statements. We must remove those. Also remove lines about compliance with federal law, identity verification, accommodation request, etc. Also remove "We C-A-R-E and understand that our diverse, values-driven culture makes us stronger." etc. Also remove "Join c-a-r-e and lead change initiatives together with us!" (maybe part of boilerplate). Also remove "If you require any accommodations..." etc. Also remove "In compliance with federal law..." etc. Also remove "We are proud to have an open and embracing workplace environment..." etc. Also remove "As we continue to grow..." etc. Also remove "We celebrate diversity as one of our core values." (maybe part of benefits but it's boilerplate; but it's also a value statement; could be considered EEO? It's a value statement but might be okay to keep? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. That includes diversity statements? Possibly yes. Safer to remove generic diversity statement. However the benefits list includes "We celebrate diversity as one of our core values." That's more of a value statement; could be considered EEO boilerplate. I'd remove it. Also remove "Open door policy and business casual dress code" - that is a benefit, not EEO, keep. Also remove "We C-A-R-E and understand that our diverse, values-driven culture makes us stronger." That's EEO-ish, remove. Also remove "Join c-a-r-e and lead change initiatives together with us!" - maybe keep as part of benefits? It's a slogan; could be considered boilerplate. Safer to remove. Also remove "We are proud to have an open and embracing workplace environment that will empower you to be your best no matter your gender, civil or family status, sexual orientation, religion, age, disability, education level, or race." That's EEO, remove. Also remove "If you require any accommodations or adjustments during the application or hiring process, including interview or onboarding support, please reach out to your Talent Acquisition Partner, who will be happy to support you." Remove. Also remove "In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States." Remove. Also remove "TeamViewer is an equal opportunities employer and is committed to building an inclusive culture where everyone feels welcome and supported." Remove. Now we need to preserve all substantive information: responsibilities, requirements, nice-to-have, benefits (compensation, PTO, 401k, health insurance, parental leave, life insurance, disability, teambuilding events, leadership luncheons, all hands meetings, open door policy, business casual dress code, work location Austin, TX or Tampa, FL). Also maybe include "Competitive compensation and bonuses" as a benefit item. Now produce HTML. Structure:

  About the role

  TeamViewer provides a leading Digital Workplace platform that connects people with technology—enabling, improving and automating digital processes to make work work better. Our software solutions harness the power of AI and shape the future of digitalization. We believe that our diverse teams and strong company culture are key to the success of our products and technologies, that hundreds of millions of users around the world and around 645,000 customers across all industries rely on. With more than 1,900 employees worldwide, we celebrate the unique perspectives and talents that each individual brings to the table and foster a dynamic work environment where new ideas thrive. Are you ready to join our team and make an impact?

  But note: The instruction says 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. The intro is fine. Now Responsibilities:

  Responsibilities

  • Our customers design, build, operate, and service some of the most complex systems on the planet, and their operations depend on TeamViewer Frontline – one of the world’s leading Augmented Operations ecosystems. We are looking for someone who can turn complex industrial workflows into clear, measurable operational outcomes, working alongside the customers where that work happens.
  • In addition to applying your domain expertise to new segments and markets, you will drive the operational intelligence layer that turns Frontline execution data into trusted KPIs and decisions across the solutions we ship.
  • Identify, develop, build, and manage repeatable solutions for industrial segments, including: market definition, customer discovery, positioning, roadmap, and release outcomes.
  • Become the person the company turns to when segment opportunities needs a product answer.
  • Run discovery on the shop floor, not from a deck. Structured customer sessions and site visits are how we decide what to build.
  • Own the operational intelligence layer across these segments - operations health, device health, and equipment health - and define the shared KPI definitions, semantic model, and metric governance that make reporting consistent across products, sites, and customers.
  • Lead our embedded analytics strategy across these segments through business intelligence tools and services, defining the dashboards, drill paths, and self-service experiences that supervisors and operations leaders actually use.
  • Turn tagged workflow events into actionable insight rather than another report nobody opens.
  • Innovate groundbreaking AI services for the industrial workplace: summarizing exceptions, retrieving the right procedure or engineering context at the point of work, drafting and updating work instructions from existing 3D and engineering data, translating content for multilingual sites, and recommending next steps inside governed workflows.
  • Define the solutions, manage delivery and launches, and observe results after release. Close the loop and translate what you learn into the next increment.
  • Be the go-to person for your scope across R&D, Product Management, Marketing, Sales, Professional Services, and Business Development, and represent TeamViewer credibly with customers, partners, and analysts.
  Now Requirements:

  Requirements

  • A minimum of 8 years in B2B software product management, ideally in connected worker, industrial operations, or enterprise workflow software
  • Direct experience with hands-free or guided work in industrial settings - augmented reality, wearables, voice-directed work, or ruggedized mobile
  • Fluency in industrial operations KPIs and the ability to define, model, and govern them rather than simply report them
  • Hands-on experience with embedded analytics and BI platforms; deep experience with a comparable embedded analytics stack, semantic layer design, and dashboard and data visualization craft is required
  • Working knowledge of the enterprise systems our customers already run – PLM, MES, ERP, FSM, and WMS - and a clear point of view on how execution software should integrate with them
  • A track record of discovery rigor: customer sessions, site visits, and root-cause thinking