Transformation Strategist (US Based - Remote)

About the role

You own the customer's actual business transformation, not just the Duvo deployment. Most AI platforms get installed and then sit there. Your job is to make sure that doesn't happen. You act as a management consultant embedded in the customer's business. You work at C-level and board level, connecting Duvo's capabilities to outcomes that matter on an income statement: revenue growth, margin expansion, better return on deployed capital, fewer FTEs tied up in manual work.

You're not selling software features. You're building the business case for operational change, getting buy-in from the people who control budget, and then making sure the change actually sticks. The other half of the job is change leadership. AI transforms processes, but it also disrupts how teams work, who does what, and what skills matter. You help the customer's organization adapt to that.

Responsibilities

• Own the customer's actual business transformation, not just the Duvo deployment
• Act as a management consultant embedded in the customer's business
• Work at C-level and board level, connecting Duvo's capabilities to outcomes that matter on an income statement
• Build the business case for operational change, get buy-in from the people who control budget, and ensure the change sticks
• Help the customer's organization adapt to AI transformations
• Work with their leadership to redesign roles and workflows so people thrive with AI rather than resist it
• Present proof packs to boards and exec teams
• Be the reason a pilot turns into a company-wide rollout
• Own the strategic relationship with C-level stakeholders, the proof of outcomes, and the commercial conversation that follows

Requirements

Real FMCG or retail experience. This is a hard requirement. You've worked inside or directly with retailers or CPG companies and you understand how category management, trade terms, supply chain, or finance ops actually run. When a category manager explains their weekly routine, you don't need a glossary.

Big 4 or top-tier consulting background. Also a hard requirement. You've done transformation engagements at a firm like Deloitte, PwC, EY, KPMG, McKinsey, or Accenture. You know how to structure a business case, run a steering committee, and present to a board. You've learned the discipline of proving outcomes in currency, not sentiment.

C-level credibility. You can hold your own with COOs, CFOs, and board members. You lead strategic conversations, not just project updates. You tell executives what they need to hear, and you back it up with data and business logic. People listen to you because you've earned it through domain knowledge and track record, not because of your title.

Outcome measurement and proof. You know how to define a baseline, track the right metrics, and build a case for ROI that a CFO would actually forward. Our proof packs need to show concrete business impact (hours saved, error rates reduced, revenue recovered), not vague "the team feels more productive" stories.

Expansion mindset. You see the pilot as the beginning, not the end. After proving one workflow, you're already thinking about where else in the organization Duvo should go. You own the commercial conversation around expansion alongside the AE, framing it around outcomes delivered, not features available.

Qualifications

Have led transformation programs that touched multiple business units or geographies, not just a single team.

Have implemented or worked with automation platforms (RPA, workflow tools, or similar) and understand their strengths and limitations firsthand.

Have experience with change management in practice. Not the theory, but actually getting a 200-person team to adopt a new way of working.

Skills

Speak Czech, French, or a Nordic language. Helpful given our current market focus.

Benefits

Unlimited AI budget. We don't just allow AI tools — we strongly encourage them. Want to try a new tool? Buy it. Want to automate part of your workflow? Do it.

Autonomy with accountability. We trust people to make decisions and hold them to outcomes, not process.

Pay

Competitive compensation with a meaningful equity component. You can trade salary for additional equity if you prefer more upside.

Schedule

We organize around customer problems, not org charts. Problems surface through product feedback, competitive analysis, and direct customer conversations then we prioritize, build, and ship weekly.

We solve real problems, not hypothetical ones. Features that don't move customer metrics get cut.

We ship small, learn fast, and never get attached to yesterday's code. This means things break sometimes — we fix forward.

We use AI to move faster and focus human time where it matters most. If a tool can do it, a person shouldn't.

We give each other actionable feedback immediately. This can feel uncomfortable — we think that's worth it.