Senior Staff Technical Program Manager, NPI

About the role

NVIDIA Vera Rubin deployments begin in early 2027. We are hiring the Senior Staff TPM who will own that generation introduction. Not manage a workstream inside it, but define and drive the entire NPI engagement model from chip vendor engagement through first customer cluster delivery. This is a generation-level program, not a SKU-level one.

Responsibilities

• Own the Vera Rubin generation introduction end-to-end: chip vendor and OEM dependencies, architecture updates (networking topology, storage), cloud foundations work, commissioning gate framework definition, and first customer cluster delivery as the success metric.
• Define the NPI engagement model for a new GPU generation: what changes architecturally from Grace Blackwell to Vera Rubin, what the commissioning gate framework needs to look like, and where standard hyperscaler NPI processes are broken and need redesign.
• Lead NPI Phase 0 on the Cloud TPM side: define firmware version targets and DOCA targets before kickoff, set commissioning gate criteria (G0–G6), name the DRI matrix, and publish the node allocation plan with block-scheduled tasks.
• Manage compounding cross-SKU dependencies where active B200/GB300 production programs are running in parallel with Vera Rubin NPI, and prevent them from competing for the same specialist pool without a plan.

Requirements

Generation-level GPU architecture fluency: you understand what changes architecturally between GPU generations, including networking topology, storage implications, power and cooling requirements, and commissioning gate evolution, and can reason through second-order infrastructure effects.

Deep software/firmware lifecycle knowledge: BIOS/BMC/GPU firmware, DOCA targets, driver stacks, GPU validation and burn-in, and why firmware versioning matters for fleet reliability at scale.

Networking and storage depth: cluster-leaf topology evolution, ZTP requirements, fabric commissioning, storage architecture implications (e.g., VAST integration), and how these must be updated for each new generation.

Direct hardware partner engagement: personal ownership of NVIDIA or OEM certification and validation timelines, not coordination feeding into someone else's relationship.

Active daily use of AI tools to drive program-level outcomes: risk detection, dependency mapping, and executive communication, not just personal productivity.

Program Leadership: 12+ years as a Technical Program Manager with a track record of owning NPI programs end-to-end at a hyperscaler, GPU cloud provider, or AI infrastructure company, ideally with direct Vera Rubin or comparable next-generation GPU program experience.

Demonstrated portfolio-level ownership: managing compounding dependencies across parallel NPI and production programs, building predictability where engineering estimates are unreliable and external dependencies are outside your control.

Track record of driving cross-organizational alignment at VP/SVP level without formal authority, including building durable alignment on programs that fall in the cracks between teams.

Exceptional written and verbal communication for delivering clear, data-driven, decision-oriented updates to executive stakeholders.

Qualifications

Technical Foundation: Generation-level GPU architecture fluency, deep software/firmware lifecycle knowledge, networking and storage depth, direct hardware partner engagement, active daily use of AI tools to drive program-level outcomes, program leadership.

Skills

Technical skills: Generation-level GPU architecture fluency, deep software/firmware lifecycle knowledge, networking and storage depth, direct hardware partner engagement, active daily use of AI tools to drive program-level outcomes, program leadership.

Benefits

Competitive compensation and equity packages
Paid time off, paid holidays & leave of absence programs
Comprehensive health, dental & vision insurance
Employer contributions to HSA account
Paid parental leave
Paid life insurance, short-term and long-term disability
Mental health & wellness support
Commuter benefits (parking & transit)
Cell phone stipend
401(k) Retirement plan with company match up to 4% of salary
Volunteer time off
Global travel insurance & emergency assistance
Daily meals allowance
Additional perks & programs specific to location

Pay

Compensation will be paid in the range of up to $216,150 - $262,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.

Schedule

Not specified