Senior Sustaining Quality Engineer

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real content. The posting includes description of role, responsibilities, requirements, qualifications, skills, benefits, pay range, schedule (office days, travel). We need to parse. We must not repeat job title as heading. No Job ID. Remove boilerplate like EEO, legal, application instructions, etc. Also remove AI note? It's not required but maybe considered boilerplate? It's about hiring process; could be considered boilerplate but maybe keep? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI note is not exactly those, but could be considered part of hiring process; not explicitly required to remove. Safer to keep? Might be considered not substantive? It's about process; but we can keep if not boilerplate. However they said "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." AI note is not those, so we can keep. We need to use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to preserve all substantive information; do not invent or summarize away detail. We need to include a section only when posting has real, specific content for it — never emit heading followed by filler/placeholder text. We need to prefer a few substantive sections over many thin ones. Thus we can combine some sections: maybe "About the role" includes overview; "Responsibilities" includes day-to-day; "Requirements" includes experience etc; "Qualifications" maybe education etc; "Skills" maybe technical skills; "Benefits"; "Pay"; "Schedule". We'll need to see if each has content. Let's extract content. About the role: The first paragraph about Bevi mission and then "We are seeking a Senior Sustaining Quality Engineer...". That's about role. Could be "About the role". We'll put that as prose. Responsibilities: The bullet list under "Your Day to Day" includes many responsibilities. We'll list each as

• . Requirements: The list after "Requirements" includes bullet points: Passionate..., 5-7 years..., Demonstrated capacity..., Strong communicator..., Strong analytical..., Very strong background..., Experience leading..., Experience in using SPC..., Bachelor's degree..., Experience with commercial appliance..., ASQ certifications..., Ability to be in office..., NOTE: Must be able to travel up to 20%... We'll treat these as requirements. Qualifications: Might overlap with requirements; but we could separate education and certifications as qualifications. However we might combine to avoid thin sections. The instruction: prefer a few substantive sections over many thin ones. So maybe we combine Requirements and Qualifications into one "Requirements" section that includes all. But they asked to use headings for those categories if content exists. We could still have both if they have distinct content. Let's see: Requirements list includes experience, skills, etc. Qualifications could be degree, certifications. But we can put degree under Requirements as well. To avoid thin sections, maybe we just have one "Requirements" section covering all. However they said "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It's just examples; we can choose which to include. If we combine, we might not need Qualifications and Skills separate. But we could still have Skills section for technical skills like APQP, PFMEA, SPC, etc. However those are also in requirements. Might be redundant. Better to follow the spirit: include sections that have real content. We'll include About the role, Responsibilities, Requirements (which includes experience, education, certifications, travel), Benefits, Pay, Schedule. Possibly Skills not needed separately. Let's extract Benefits: list after "Benefits". We'll list each as

  . Pay: The range $116,025—$143,325 USD. Also mention equity, bonuses etc. We'll put that in Pay section. Schedule: Ability to be in office 4-5 days per week, travel up to 20% domestic/international. We'll put that. Now we need to ensure we don't include boilerplate like "At Bevi, We Believe Compensation Is a Powerful Tool..." That's part of compensation philosophy; could be part of Pay or Benefits? It's more about philosophy; we could include in Pay section as prose. But it's not boilerplate; it's substantive about compensation philosophy. We'll keep. Also remove "A note on AI in our hiring process..." That's maybe not boilerplate but could be considered process; but it's not about the job. Might be considered extraneous. The instruction says remove application instructions; AI note is not application instructions but could be considered part of hiring process. Safer to remove? It's not explicitly listed to remove, but it's not about the role. I'd lean to remove it as it's not substantive to the job description. Similarly "We're passionate about supporting career growth..." etc is also fluff. Might be considered boilerplate? It's generic. I'd remove those concluding paragraphs after AI note. Also remove "Accommodations" section? That's about accommodations for disabilities; could be considered legal/EEO? It's about accommodations; might be considered EEO/legal. Probably remove. Thus final HTML will have sections: About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. Let's craft. About the role: prose summarizing mission and role. We'll include the mission paragraph: "Bevi is on a mission to transform how beverages are delivered and consumed. Our connected beverage platform eliminates the need for single-use bottles and cans, making it easy, fun, and sustainable to stay hydrated. As the category leader in IoT-enabled beverage technology, we're building a future where Bevi machines are everywhere people live, work, and connect. We've raised over $160M in venture capital, serve thousands of customers across the US, Canada, UK and Ireland, and we've been rapidly growing year over year, saving over 1 billion bottles from waste. In addition to driving hypergrowth with our current product line, Bevi is heavily investing in new product development." Then role: "We are seeking a Senior Sustaining Quality Engineer to join Bevi’s manufacturing and quality team. This role reports to the Director of Quality Engineering, and will be responsible for measuring, improving, and maintaining the quality of Bevi’s products. The Senior Sustaining Quality Engineer will work closely with sustaining engineering, manufacturing, and field service teams to identify and prioritize targets for improvement. The ideal candidate will embrace the Bevi core values, learning new skills, working across disciplines, and driving issues to completion." That's good. Responsibilities: list each bullet from "Your Day to Day". Let's extract: - Lead quality team in product quality issue identification driving design changes and ECOs on production products to ensure quality and reliability standards of components, subsystems, and final product are met. - Lead subject matter expert for our Customer Care and Field Service team to triage and resolve quality issues impacting our end-customers and ensure top level quality metrics are met. - Apply an Advanced Product Quality Planning (APQP) framework to product, process, and supplier changes to drive a proactive approach to quality and minimize reactive risks. - Lead the implementation and upkeep of key quality processes such as: defining CTQs, PFMEAs, quality control plans, MSA/GR&R, FAI, and Ok2Ship. - Ensure excellent manufacturing quality through tight process controls, preventive measures, and timely corrective action implementation. - Lead quality actions with the Supply Chain team to qualify new and alternate suppliers and manage supplier changes. - Act as the technical liaison between Engineering, Manufacturing and Suppliers to ensure requirements are understood and can be met. - Facilitate and lead cross-functional teams for full Root Cause Analysis for failures in manufacturing and/or originating at end-customers. - Regularly generate, publish, and present quality KPIs and other relevant company metrics to leadership. - Maintain suppliers’ quality data collection activities and run reports on a periodic basis to summarize data and to initiate and recommend suppliers’ continual improvement activities. We'll put each as

  . Requirements: list bullet points from "Requirements". Let's extract: - Passionate about delivering best-in-class quality to customers and stakeholders - 5-7 years minimum work experience as Quality Engineer or 2-3 years at a Senior QE level. Sustaining engineering experience is preferred. - Demonstrated capacity to lead with an appropriate blend of tenacity and grace while acting as a culture carrier during periods of growth and challenge. - Strong communicator able to facilitate discussion and present data to all levels of the internal and external organization - Strong analytical and technical skills are necessary to interpret specifications and drawings and perform problem solving and data analysis leading to improvement initiatives - Very strong background in APQP, statistical tools, PFMEAs, quality control plans, PPAP, and root cause problem solving tools such as 8D - Experience leading Process Improvement Teams and managing major projects - Experience in using SPC tools and a deep understanding in how to apply them when measuring process reliability and repeatability in the supply chain - Bachelor's degree or equivalent in Mechanical, Electrical, or Manufacturing Engineering - Experience with the commercial appliance industry and knowledge of NSF and UL standards is a plus - ASQ certifications of CQE and CQA are a plus - Ability to be in the office 4-5 days per week - NOTE: Must be able to travel up to 20%. Travel will mainly be domestic, but some international travel will be required if needed We'll include these as

  . Note that office days and travel also appear in Schedule; but we can keep them here or move to Schedule. To avoid duplication, we could put office days and travel in Schedule section. But they are also in Requirements. To avoid duplication, we could keep them only in Schedule. However the instruction says preserve ALL substantive information; not duplicate. So we should not repeat same info in two sections. So we should decide where to place them. Since Schedule section is appropriate for office days and travel, we can omit them from Requirements. But the Requirements bullet includes them; we could keep them there and not have Schedule separate. But we want a Schedule section. Let's think: The instruction says prefer a few substantive sections over many thin ones. Having both Requirements and Schedule may be okay if each has substantive content. If we move office days/travel to Schedule, we still have Requirements with other items. That's fine. Thus we will remove office days and travel from Requirements list, and put them in Schedule. Thus Requirements list will be all except the last two bullets. Now Benefits: list from "Benefits". Let's extract: - Comprehensive medical, dental and vision insurance plans with BlueCross BlueShield, 95% paid by employer - 401(k) with company match - Flexible PTO plus 12 company holidays, and additional paid days for sick leave, etc - Generous fully paid parental leave for both birth parents and non-birth parents - Fully employer paid disability and life insurances - Wellness and fitness reimbursements - Monthly stipends for cell phone use and commuting costs - Onsite snacks, weekly catered lunch, and (of course) unlimited Bevi ... plus composting and terra-cycling, too - Happy hours, team-building events, bagel breakfasts, Values awards - and more. We'll put each as

  . Pay: include compensation philosophy paragraph and range. Compensation philosophy: "At Bevi, We Believe Compensation Is a Powerful Tool To Attract, Retain, And Grow Talent. Our Compensation Philosophy Centers On 5 Principles Market-driven - We anchor pay decisions in real-time market dataPerformance-based - We reward individual impact, not just tenureEquitable - We ensure fairness across teams, roles, and demographicsGrowth-focused -