Technical Account Manager

We need to output HTML fragment with sections: headings

for each section present. Use

• for lists. Use

  for prose. No job title heading. No Job ID. Remove boilerplate etc. Need to preserve all substantive info. Let's parse the posting. First paragraph: description of Fama. That's about company overview. Could be a section "About the company" or "About Fama". The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can also use other headings? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It suggests those are examples, but we can use other headings if appropriate? Probably we should stick to those categories. The posting includes Position Overview, What You'll Do (Responsibilities), Technical Experience (Requirements/Skills), Who you are (Qualifications), Salary range (Pay), Remote-first (Schedule/Benefits), Benefits etc. We need to include sections only when posting has real specific content. So we can have: - About the role (maybe Position Overview) - Responsibilities (What You'll Do) - Requirements (Technical Experience) - Qualifications (Who you are) - Skills (maybe part of Technical Experience) - Pay (salary range) - Benefits (mention equity incentive, competitive benefits plans, wellness programs, vacation days, sick days, volunteer time off, paid parental leave) - Schedule (Remote-first - Flexible work environment) We must not create sections with filler like "commensurate with experience". We have actual content. We need to preserve all substantive info, not invent or summarize away detail. So we need to include details like: Fama description, etc. But we need to decide where to put that. Possibly under "About the role" or a separate "About Fama". Since they didn't list About the company as example, but we can still use a heading like "About Fama". However instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". Likely they expect those headings. But we could also include "About Fama" as a heading if we think it's needed. However they said "Prefer a few substantive sections over many thin ones." So maybe combine company overview into About the role? But About the role is about the position, not company. Could still include company description within About the role? Might be okay. Better to follow the examples: we can have sections: About the role (maybe includes Position Overview and company description?), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we need to avoid duplication. Let's map content: Company description: "Fama is the innovator in online screening..." That's about the company. Could be placed under About the role? Might be odd but acceptable. Position Overview: "Fama has been delivering AI solutions..." That's about role. We could combine both into About the role section. Responsibilities: "What You'll Do" bullet points. Requirements: maybe "Technical Experience" includes required experience. Qualifications: "Who you are" includes 6+ years etc. Skills: maybe list specific technical skills: Postman, Okta, SQL, Thoughtspot, Python, JavaScript. Pay: salary range $100,000 - $120,000 annually, plus notes about compensation. Benefits: equity incentive, competitive benefits plans, wellness programs, vacation days, sick days, volunteer time off, paid parental leave. Schedule: Remote-first - Flexible work environment. We must not include boilerplate like EEO etc. Remove those. Now produce HTML. We need to use

  for each section heading. Use

  • for any list of duties/requirements/benefits. Use

    for prose. We need to preserve all substantive info: include details like API integration, sandbox environment, etc. Must not lose any. Let's craft. Section About the role:

    About the role

    then a

    containing company overview and position overview combined. We need to ensure we don't repeat job title as heading. Not needed. Now Responsibilities:

    Responsibilities

    then a
    with each responsibility as
    • . Need to capture all bullet points from "What You'll Do". Let's list them: - Own Onboarding and Implementation - Own end-to-end technical onboarding for new customers & resellers - API integration, sandbox environment setup & testing, configuration, user provisioning, prompt configuration, and go-live support. - Identify & address technical and process gaps that could hinder a successful onboarding. This is not an engineering role, but it helps if you speak the language. - Onboard and train all end-users to ensure they are proficient in using the product independently. - Own the AI prompt engineering workflow development and adjudication design for enterprise customer configurations to ensure prompts in the system are effective. - Reduce time-to-first-order and acceleration of ramp time by owning the technical checklist for clients to start placing orders quicker. - Build and maintain onboarding documentation and self-serve setup guides to enable onboarding scalability to facilitate a seamless customer experience to transition into our products. - Lead Evolution of a Clients’ Business Process - Technical implementation & training is only part of the story. This role will establish the processes that support the effective deployment of Fama’s solutions within our customers’ organizations. - Collaborate closely with HR, Employee Relations, Talent Acquisition, Security, Legal, Privacy & Compliance, and others to map existing screening processes and develop new ones. - Streamline communication to ensure that Fama’s unique selling proposition is consistent and clear to all stakeholders across the organization. - Translate a customer’s technical or business requirements into clear action items & outcomes for the Fama organization - Own the Intersection Between GTM and R&D - Become the GTM teams’ go-to expert regarding the product - from configuration, use cases, deployment, integration, and troubleshooting to ensure optimal results for customers. Similarly, become the Research and Development (R&D) teams’ go-to expert on how the product is being used, addressing the gaps in our analytics and surveys. - Support sales representatives and account owners during technical conversations with resellers, customers, and prospects where in-depth product and technical knowledge is essential for successful outcomes. - Lead critical pre-sales activities such as IT and security questionnaires and technical conversations for both resellers and end customers. - Assist customers and resellers with AI model configuration to meet custom requirements. - Act as the main technical escalation point for customers and resellers. - Efficiently triage, investigate, and resolve technical issues directly where possible, coordinating with engineering and product teams as needed. - Track and monitor escalation patterns by account and product area to identify systemic issues before they become recurring complaints. - Develop materials and a knowledge base that enables us to scale how we handle pre-sales support and technical escalations. We need to keep all details. Might be long but okay. Now Requirements: maybe "Technical Experience" section. Use

      Requirements

      then
      with each bullet. From "Technical Experience": - Demonstrated experience with AI prompt engineering for user empowerment and precision, task adaptability, maximizing output quality, and risk mitigation and errors. - Leveraging AI to troubleshoot technical problems to maximize the effectiveness, safety, and beneficial use of AI interactions. - Have functional experience in deploying process optimization techniques, with a proven ability to analyze and improve processes effectively. - Knowledgeable about tool stacks in API testing and development, authentication, database management, business intelligence, and programming languages. - Postman - Okta (SSO) - SQL and/or similar experience with databases - Thoughtspot and/or similar business intelligence tools - Python, JavaScript experience (nice to have). We could also include "Who you are" as Qualifications. Qualifications:

      Qualifications

      then
      : - Have 6+ years in a technical account management, implementation, solutions engineering, or technical support role, ideally supporting API/integration work and work with setup and configuration of AI solutions. - Ability to lead technical conversations with customers or partner engineering teams confidently. - Experienced in managing complex IT deployments in enterprise environments. - Embrace change management and understand the nuances of guiding an organization to adapt its approach or modify long-standing workflows and practices. - A self-starter who holds strong convictions that are open to being re-evaluated. Take pride in your technical aptitude and consistently go the extra mile to keep your skills sharp. - Comfortable as the person who builds the process rather than following existing ones, including taking on tasks and finding solutions. - Prioritizes great communication, empathy, and collaboration - Bonus: experience in HR tech, background screening, investigations. Now Skills: maybe we could separate specific technical skills list. But we already included them in Requirements. Could still have a Skills section for those tools. But to avoid duplication, maybe we keep Skills as separate list of tools: Postman, Okta (SSO), SQL, Thoughtspot, Python, JavaScript. However the instruction says prefer few substantive sections over many thin ones. Could combine Skills into Requirements. But we already have Requirements with those details. Might be okay to not have separate Skills section. However they said use headings like Skills. Might be expected. But we can decide to include Skills section with those tools, and Requirements could be more about experience. Let's split: Requirements = experience (years, leading conversations, etc). Skills = technical tools and proficiencies. Thus: Requirements (

      Requirements

      ) list: - 6+ years in a technical account management, implementation, solutions engineering, or technical support role, ideally supporting API/integration work and work with setup and configuration of AI solutions. - Ability to lead technical conversations with customers or partner engineering teams confidently. - Experienced in managing complex IT deployments in enterprise environments. - Embrace change management and understand the nuances of guiding an organization to adapt its approach or modify long-standing workflows and practices. - A self-starter who holds strong convictions that are open to being re-evaluated. Take pride in your technical aptitude and consistently go the extra mile to keep your skills sharp. - Comfortable as the person who builds the process rather than following existing ones, including taking on tasks and finding solutions. - Prioritizes great communication, empathy, and collaboration - Bonus: experience in HR tech, background screening, investigations. Skills (

      Skills

      ) list: - AI prompt engineering for user empowerment and precision, task adaptability, maximizing output quality, risk mitigation and errors. - Leveraging AI to troubleshoot technical problems to maximize effectiveness, safety, and beneficial use of AI interactions. - Functional experience in deploying process optimization techniques, with proven ability to analyze and improve processes. - Knowledgeable about tool stacks in API testing and development, authentication, database management, business intelligence, and programming languages. - Postman - Okta (SSO) - SQL and/or similar experience with databases - Thoughtspot and/or similar business intelligence tools - Python, JavaScript experience (nice to have). Now Pay:

      Pay

      The salary range for this position is: $100,000 - $120,000 annually. Compensation for this role will depend on various factors, including qualifications, specialized skills, budgetary considerations, labor market conditions and demand, and applicable laws. In addition to base compensation, this role can participate in our equity incentive and competitive benefits plans. Exact compensation may vary based on skills, experience, and location. Performance-based compensation and equity incentives are available.

      Benefits: