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Job Description The Product Engineer II is responsible for the design, development, release, and validation of lithium-ion battery modules and packs for specialized industrial and military applications. This role collaborates closely with the product development engineering team, key suppliers, test engineers, prototype technicians, customers, program managers, and operations leaders to deliver innovative products that meet or exceed technical and business expectations. The position requires the ability to read and follow written instructions, typically in manuals. This role is based in a temperature-controlled environment. Essential Functions: • Conduct requirements reviews, test readiness reviews, and design reviews to ensure all stakeholder requirements are met., • Drive and maintain compliance with customer requirements, including updating compliance matrix records throughout the product development lifecycle., • Manage changes to requirements, perform impact analysis, and support program managers in tracking scope changes., • Collaborate with cross-functional engineering teams (ME, EE, SW, BMS) to complete the design, validation, and release of the product., • Develop and maintain 3D models, drawings, electrical schematics, PCBA layouts, and BOMs in a revision-controlled environment., • Define critical characteristics and inspection criteria for components, assemblies, and final products., • Create and release assembly and functional test specifications for the battery system and subsystems. Support supplier evaluation and selection processes. * Prepare and maintain DFMEAs and DVP&Rs. * Oversee prototype builds, design validation, and production validation testing. • Collaborate with Business Development to gather product requirements and secure customer approvals., • Lead issue resolution with a closed-loop approach to eliminate risk, prevent recurrence, and drive continuous improvement., • Provide cost and schedule estimates for the development and validation of cells, modules, and packs. Perform work with attention to detail to avoid errors and omissions. * Offer advisory support to the department manager as needed. * Meet established team goals and performance indicators. * Adhere to all safety protocols and operate in a safe manner. * Regular physical presence on-site is required. * Perform additional duties as assigned by management. Management Responsibilities: • Bachelor's degree in Engineering from an ABET-accredited institution (Mechanical, Electrical, Chemical, or Systems Engineering)., • At least 3 years of experience in product development and design release within a phased-gate project management environment. Minimum 1 year of experience with battery system projects. * Must have ITAR experience • Must be either a U.S. citizen, a lawful permanent resident of the U.S., or a protected individual as defined by 8 U.S.C. 1324b(a)(3) Hands-on experience in battery system product development. * Strong verbal and written communication skills. * Experience integrating mechanical, electrical, and software components into end-user products. • Broad technical knowledge across mechanical, electrical, systems, and industrial engineering, with a strong focus in at least one discipline. Proficiency in SolidWorks for CAD design and review. * Practical knowledge of designing structural components using molding, casting, machining, and additive manufacturing. • Experience in creating DFMEAs and DVP&Rs for electromechanical systems. Root cause analysis and/or Design for Six Sigma project experience. * Proficiency in Microsoft Office, particularly Excel. Preferred Qualifications: • Master's degree in Mechanical, Electrical, Chemical, or Systems Engineering. Data analysis capabilities using Excel macros, Python, or MATLAB. * Experience with FEA, thermal, vibration, and shock analysis. * Ability to read and interpret electrical schematics and troubleshoot electrical systems. • Strong understanding of battery management system (BMS) principles, including relevant electrical hardware and software components.

Job Description:\n\nHi 👋🏾 I’m Abhik, Ashby's Co-Founder and VP of Engineering. We’re looking for a versatile, persistent product engineer who’s not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. We’ll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on. What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: tens of thousands of daily users who depend on your software and eagerly await your next feature. We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We’ll share more details once we meet. You’ve probably seen this role posted before, and it’s because we’re always expanding the team (we’re on track to double this year). We’re bubbling with ideas on how to support Talent Acquisition through software, and we’ve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner). About the Role and How We Work Our engineering culture strives to recreate the environments where we did our best work as ICs – where we had the ownership and agency to impact our users with creative and innovative software. I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings. I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation. Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineer’s force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of "Agile" processes like sprint planning. In those companies, I felt like a JIRA jockey. At Ashby, we’re building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, you’ll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). You’ll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have: Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the “Calendar Tetris” problem I talk about in "What We're Building." Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it. Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features. What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! Why You Should or Shouldn’t Apply Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what you’re looking for: You’re not afraid to tackle any part of a technology stack. You do what’s necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. We’ll provide a supportive environment to do it successfully (e.g., design system, SRE team). You’ve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. We’re not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems. You know how to strike the right balance between speed and quality. Ashby wasn’t built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isn’t infinite, especially for a startup, so we still move with urgency—we’ve built the equivalent of three or more VC-backed startups with a very small team. You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than you’ve experienced in the past. To thrive (and level up), you’ll need to be open to feedback (and we give lots of it). You’re an excellent collaborator and communicator. Ownership and freedom don’t mean you work in a vacuum. You’ll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here! You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. Put another way, you shouldn’t apply if: To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, it’s not a requirement, nor do engineers need their sign-off. You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. You’d rather focus on the technical details and challenges. You only want to do exciting work. We’re building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs. You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront. You haven’t led or taken ownership of projects before. You’re used to working with tech leads and taking on tasks distributed by them. You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited. Engineering Culture Our engineering culture is motivated by Benji’s (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through: Minimal process with ownership over decisions normally made by product and design Natural collaboration and deliberate communication Investing in tools and abstractions that give us leverage Putting effort into building a diverse team Minimal Process & Lots of Ownership The best engineers we’ve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise. Traditional product-development processes aren’t meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineer’s skill. But, consistency comes at the expense of an engineer’s time and freedom—both ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesn’t give others the opportunity to practice the behaviors that made the best engineers the “best.” At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). It’s a new level of ownership for many engineers, but we’d rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive. Collaboration is Natural & Communication is Deliberate Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here). To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years: We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 💪🏾. Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve. Each improvement to a common component cascades throughout our app (short video below). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Put Effort into Diversity Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 21% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Interview Process At Ashby, our team and interview process want to help you show your best self. We’ll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises. Our interview process is three rounds: Introduction call with Hiring Manager (15 to 30m, live) A technical screen where we pair in our actual codebase (1h, live) Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days) Depending on our leadership team’s bandwidth, we may start with an additional 30m screen with a recruiter. Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (you’ll need minimal preparation). You’ll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we don’t give an offer, we’ll provide feedback! Your First Three Months at Ashby We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices.

Job Description:\n\nHi 👋🏾 I’m Abhik, Ashby's Co-Founder and VP of Engineering. We’re looking for a versatile, persistent product engineer who’s not afraid to set up reusable building blocks across the stack and advocate for the time and space to do so. At Ashby, all our engineers ship features end-to-end at a high pace. Example is the best leadership. We’ll give you the room to do your best work, and you'll be our guide! If that speaks to you, read on. What Ashby gives you in return is the best of both early and growth-stage environments. The agency and no-nonsense of a seed startup: you write product specs, make product and design decisions, and build in an almost-no-meeting culture. While also the product-market fit and scale of a growth-stage startup: tens of thousands of daily users who depend on your software and eagerly await your next feature. We have notable customers like Notion, Linear, Shopify, and Snowflake. Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We’ll share more details once we meet. You’ve probably seen this role posted before, and it’s because we’re always expanding the team (we’re on track to double this year). We’re bubbling with ideas on how to support Talent Acquisition through software, and we’ve started the journey of building products beyond Talent Acquisition. We read every application and aim to respond to yours within 3-4 days (often sooner). About the Role and How We Work Our engineering culture strives to recreate the environments where we did our best work as ICs – where we had the ownership and agency to impact our users with creative and innovative software. I started my career building software for artists in the Visual Effects industry. It was a formative experience for me as a software engineer because success relied on my ability to be a product manager and designer. I talked to artists to understand their needs. I came up with ideas. I did industry research, designed interfaces, and prototyped ideas. I watched artists use what I built and decided what to tackle in the next iteration. No daily stand-ups, no t-shirt sizing, no planning meetings. I studied computer science to solve problems, not tickets, and this felt exactly like that. I not only felt creative and fulfilled but the agency and ownership we were given as engineers powered an incredible amount of innovation. Innovation came differently (or not at all) at technology startups beyond the seed stage, often through an engineer’s force of will and ability to push back against culture (rather than any encouragement from it). Engineering was narrowed to implementation and delivery, partly due to the influence of other departments and partly due to the influx of "Agile" processes like sprint planning. In those companies, I felt like a JIRA jockey. At Ashby, we’re building an environment that is optimistic about what engineers can own and achieve. An environment that embraces innovative engineers, and, frankly, often stays out of their way. As a Product Engineer, you’ll take ownership over a large portion of one of our products and own projects end-to-end (wearing hats traditionally worn by product and design). You’ll research competitors, write product specs, make wireframes, and more. To ground it with examples, product engineers at Ashby have: Designed and built automated interview scheduling. This feature automates scheduling by calculating possible times from a pool of interviewers and other constraints, and then presenting these times to the candidate for selection via our responsive web app. This solves the “Calendar Tetris” problem I talk about in "What We're Building." Built a generalized declarative filter architecture that allows users to create complex filters for any record with a consistent UI and compile it to SQL in our backend. Many user-facing features use it. Specced, designed, and implemented a feature that allows users to complete signing offers entirely within Ashby. This project involved talking to customers to understand their requirements, deciding what technologies to use, building a prototype, and working with other team members to integrate the final implementation into additional features. What We’re Building As engineers, we are used to tooling that makes us better at what we do. When we started Ashby, we saw the opposite with Talent Acquisition software. Recruiting teams were leveling up how they did their work, but instead of software meeting this new standard, it held them back. Scheduling a final round is an excellent example. Recruiting teams wanted to schedule candidates faster, track interviewer preparation and quality, and do it with half the headcount. A recruiter needed to manually collect availability from the candidate, identify qualified interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and make any last-minute adjustments as availability changed. They must do this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵 TA software didn’t help. As hiring managers, we know TA is a critical function, and as engineers, we know software can do better. So, we built and continue to build Ashby to give TA teams the highest standard of tooling. Software that’s intelligent and powerful. Software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We want other functions and departments to be jealous of what TA teams can do with Ashby, and today they often are! Why You Should or Shouldn’t Apply Software engineers come in many flavors, not all of which fit our model. Here are some things to help you decide if this fits you and what you’re looking for: You’re not afraid to tackle any part of a technology stack. You do what’s necessary to successfully deliver a feature, whether writing frontend or choosing new infrastructure. We’ll provide a supportive environment to do it successfully (e.g., design system, SRE team). You’ve tackled projects with a lot of product and technical ambiguity, and you thrive at the intersection of the two. We’re not building a simple CRUD app, and many of the challenges we tackle require you to use your knowledge of our customers to build powerful abstractions and flexibility in the system to solve a class of problems. You know how to strike the right balance between speed and quality. Ashby wasn’t built quickly. We took four years to launch publicly because convincing customers to switch required a high-quality product. However, time isn’t infinite, especially for a startup, so we still move with urgency—we’ve built the equivalent of three or more VC-backed startups with a very small team. You are ambitious and always looking to improve your skills. For most engineers, this role will give you more freedom and responsibilities than you’ve experienced in the past. To thrive (and level up), you’ll need to be open to feedback (and we give lots of it). You’re an excellent collaborator and communicator. Ownership and freedom don’t mean you work in a vacuum. You’ll need to vet your decisions with the appropriate stakeholders, keep them up to date when necessary, and work with other engineers to get your projects across the finish line. Clear and concise communication helps a lot here! You seek to create leverage in your work. The nature of software is that you can often automate or abstract what would be tedious, time-consuming work. Your impatience usually leads to new abstractions, tools to allow Support to debug before Engineering, new lint rules to prevent common bugs, etc. Put another way, you shouldn’t apply if: To you, a tech lead, staff, or principal engineer is someone who spends most of their time project managing or doing architecture reviews. Our most tenured engineers spend most of their time building, and we often trust them with our most challenging problems. While they lead product and technical areas and help other engineers plan their most challenging work, it’s not a requirement, nor do engineers need their sign-off. You need company-driven process and structure to get your projects across the finish line. Sprint planning and well-defined project management processes are things you need or look to others to lead. You’d rather focus on the technical details and challenges. You only want to do exciting work. We’re building a team of kind, collaborative folks. Customer issues and investigations are distributed across the team, including our high-level ICs. You can get lost in the details. Once you start implementation, it can be hard to take a step back and think about the project as a whole. You like everything to be planned upfront. You haven’t led or taken ownership of projects before. You’re used to working with tech leads and taking on tasks distributed by them. You want to mentor earlier-career engineers. We rely on engineers owning their projects, so we need engineers with that experience. This requires the team to be reasonably tenured. More than 90% of the team would be considered Senior or above in the industry today, so mentorship opportunities are very limited. Engineering Culture Our engineering culture is motivated by Benji’s (my Co-founder and CEO) and my belief that a small, talented team, given the right environment, can build high-quality software fast (and work regular hours!). We do it through: Minimal process with ownership over decisions normally made by product and design Natural collaboration and deliberate communication Investing in tools and abstractions that give us leverage Putting effort into building a diverse team Minimal Process & Lots of Ownership The best engineers we’ve worked with delivered reliably magical outcomes. They took customer problems and relentlessly drove them to solutions that were not only successful but often brilliant and creative. While they did this with minimal oversight, stakeholders were never in the dark as to what was going on, and no setback was a surprise. Traditional product-development processes aren’t meant for the best engineers. Their purpose is to create consistent outcomes regardless of the engineer’s skill. But, consistency comes at the expense of an engineer’s time and freedom—both ingredients necessary to generate those magical outcomes. As a result, process stifles the best engineers and doesn’t give others the opportunity to practice the behaviors that made the best engineers the “best.” At Ashby, we want to build an environment that encourages every engineer to be their best. So, at Ashby, every Engineer runs their project. Product Managers (and Designers) build strategy, do customer research, and hand off problem briefs to Engineers. Engineers take on the rest: they research the problem, write product specs, build wireframes, and implement their solution end-to-end. We rely on engineers, not process, to push information outward to the relevant folks (e.g., Product Managers) and pull folks in to help (e.g., Designers, Infra). It’s a new level of ownership for many engineers, but we’d rather an engineer fail a bit and coach up their skills than use process as a crutch. Not everyone succeeds in our culture, but those who do thrive. Collaboration is Natural & Communication is Deliberate Our engineering team consists of lifelong learners who are talented but also humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally. We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers are in <2h meetings per week (I wrote about it here). To drive it home, here's a recent calendar of an engineer who has been with us for over 4 years: We also meet in person at least twice a year, once as a department and once as a company. You also have a small budget to meet up with folks in your city/region. Increase Leverage, not Team Size We built Ashby with the quality, breadth, and depth that many customers would expect from much larger teams over larger time scales. We’ve done this through investment in: Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 15x a day. A debugger that works out of the box. Everyone on the team has contributed to our developer experience 💪🏾. Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) that we constantly improve. Each improvement to a common component cascades throughout our app (short video below). Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby: And a demo of one of these building blocks: Put Effort into Diversity Diverse teams drive innovation and better outcomes. Having seen my mother and partner build their careers as minority women in non-diverse fields, I want to make sure Ashby creates opportunities for the next generation of engineers from underrepresented groups. Today, 21% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more. Interview Process At Ashby, our team and interview process want to help you show your best self. We’ll dive into past projects and simulate working together via pair programming, writing product and tech specs collaboratively, and talking through decisions. There are no leetcode or whiteboard exercises. Our interview process is three rounds: Introduction call with Hiring Manager (15 to 30m, live) A technical screen where we pair in our actual codebase (1h, live) Three non-coding interviews that focus on product thinking, technical design, and infrastructure (3h 15m, live can be split across multiple days) Depending on our leadership team’s bandwidth, we may start with an additional 30m screen with a recruiter. Your hiring manager will be your main point of contact and prep you for interviews. Each round will have written guidance so you know what to expect (you’ll need minimal preparation). You’ll meet 4 to 6 people in engineering (with 5-15 minutes in each interview to ask them questions). If we don’t give an offer, we’ll provide feedback! Your First Three Months at Ashby We want an exceptional onboarding experience for every new hire. At Ashby, your dev environment is set up with a single script, you push your first product change on day one, and you spend the rest of your time shipping product changes that give you a tour of our codebase and best practices.

Job DescriptionAbout Geonexus:Geonexus builds integration software that helps Utilities, Transportation, and Government organizations get the most out of their data. Our low-code platform connects GIS with enterprise systems like asset management, work management, and customer information systems, without custom code. We help teams save time, reduce risk, and gain full confidence in their data. The Role:We’re looking for a relationship-focused, growth-minded Customer Success Account Manager to join our team. This is a blended role combining the strategic partnership mindset of a Customer Success Manager with the revenue responsibility of an Account Manager. You’ll work closely with some of the nation’s largest infrastructure organizations to drive value, strengthen adoption, and grow long-term relationships. What You'll Do: • Own a portfolio of key accounts across utilities, transportation, and public sectors, • Guide customers through onboarding, adoption, and renewal, • Lead Quarterly Business Reviews and proactively monitor account health, • Align customer goals with our platform roadmap and services, • Identify and close upsell opportunities, • Partner closely with our Product, Engineering, Support, and Services teamsWhat You Bring:, • 3+ years in Customer Success or Account Management, • Strong communication and relationship-building skills, • Experience supporting technical products or software solutions, • Ability to manage multiple accounts and work cross-functionally, • Familiarity with GIS, asset management, or enterprise systems is a plus, • Bonus points for experience working with public sector or utility clientsCompensation & Benefits, • Base Salary: $80K–$100K depending on experience, • OTE: $110K–$140K+ (with performance-based bonuses for renewals and upsells), • Comprehensive health, dental, and vision, • 401(k) with 3% company contribution, • Unlimited PTO, • Remote-friendly, flexible work environment Powered by JazzHR 3SMQI3fO2h

Job Description Marquee Arts is a Michigan based non-profit organization committed to keeping community inspiration alive through the preservation and programming of historic theaters. Curators of film, theater and live entertainment, we proudly oversee the operations, upkeep, and artistic direction of the Michigan and State theaters in Ann Arbor, Michigan. Marquee Arts is the founding entity for Michigan's Cinetopia Film Festival and curator of the Not Just For Kids performance series. Rooted in Michigan's artistic history, the organization is committed to producing state of the art creative programming, unparalleled in diversity, quality and scope. Marquee Arts, a vibrant and historic cultural hub dedicated to presenting dynamic performances on stage and screen, and fostering artistic engagement, seeks an innovative and strategicDirector of Philanthropy. This senior leadership role is responsible for leading all fundraising and external development communication efforts to support the organization's artistic and community-driven mission. Reporting to theExecutive Director, the Director will oversee athree-person development and communications team, guiding philanthropy and brand strategy to deepen donor relationships, secure transformational gifts, and amplify the organization's impact. This role is an exciting opportunity for a creative and relationship-driven leader who is passionate about the arts and committed to advancing cultural experiences for all. Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Philanthropy & Fundraising • Develop & Execute:, • A comprehensive annual fundraising plan encompassingindividual and major gifts, corporate sponsorships, foundation grants, planned giving, and special events., • Strategies to secure long-term financial sustainability and major gifts., • A robust donor stewardship program that fosters engagement, recognition, and lasting relationships., • Lead & Manage:, • The teams execution of fundraising campaigns, donor outreach, events, and annual giving programs., • Grant research, writing, and reporting to ensure alignment with Marquee Arts mission and funding priorities., • Cultivate Relationships:, • Build and steward meaningful relationships withmajor donors, board members, foundations, corporate partners, and community leaders., • Oversee the identification and cultivation of new donors at all levels., • Reporting & Analysis:, • Develop & Implement:, • Integrated communications strategiesincludingpublic relations, social media, email marketing, and print materialsto elevate the visibility of Marquee Arts., • Collaborate with Director of Marketing to develop compelling storytelling to promote community impact, stewardship and membership., • Manage:, • Content creation across all platforms, includingnewsletters, press releases, website updates, and social media related to philanthropy., • Serve as akey member of the senior leadership team, contributing to organizational strategy, board relations, and long-term growth., • Engage theBoard of Directors in philanthropy efforts, guiding fundraising participation and ambassadorship., • Develop and oversee budgets for philanthropy and communications programs, ensuring resources are effectively allocated., • Use data-driven insights to refine fundraising and communications strategies for maximum impact. Additional Duties Attend regular meetings as requested. Supervisory Responsibility This position has supervisory responsibility of the Membership & Towsley Society Manager, Sponsorship & On-Screen Advertising Manager and the Community Impact & Outreach Manager. Work Environment: The work is primarily indoors within a theater building(s) and may have some exposure to fumes, odor, dust, etc. The noise level in the work environment is usually moderate to loud. Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. This role requires walking and standing for extended periods of time. This role also regularly requires reaching, standing, walking, bending, kneeling, stooping, crouching, crawling, and climbing stairs. Extended computer use is required. The employee will regularly lift, push, pull and/or move items that weigh up to 25 pounds. Required Education and Experience: • A Bachelors degreein communications, marketing, nonprofit management, or a related field., • 57 years of experiencein nonprofit fundraising and communications, with at least2 years in a senior leadership role., • Proven success in securingmajor gifts, corporate sponsorships, and foundation grants, and in the development and management of campaigns., • Deep understanding ofcommunications strategy, digital marketing, and public relations., • Exceptionalwritten and verbal communication skillswith the ability to craft compelling narratives for diverse audiences., • Strong project management skills with the ability tojuggle multiple priorities in a fast-paced environment., • Experience withdonor management software(Tessitura or similar platforms preferred)., • Awarm, engaging, and relationship-orientedapproach to fundraising and communications., • Acollaborative and creative mindset, with a passion for the arts and community engagement., • Strong leadership and team-building skills tomotivate and empower staff and volunteers., • Visionary storytelling to develop the narrative of philanthropy., • Commitment toequity, diversity, inclusion, and accessibilityin all aspects of fundraising and communications. Preferred Education and Experience: Advanced degree and/or fundraising certification. Compensation & Benefits: • The salary range is $90,000 to $110,000 annually., • Benefits Include: Medical, Dental and Vision Insurance, Company Paid Life/AD&D and Long-Term Disability Insurance, 401(k) Retirement Plan with Company Match, Paid Time-Off Package, Employee Assistance Program, Parking Reimbursement Program, Free Movie Admission and Concessions Discount, • This position is hybrid: 4 days in-office & 1 day remote

Job Description Lakeside Software is how organizations with large, complex IT environments can finally get visibility across their entire digital estates and see how to do more with less. Lakeside Software helps companies gain a better view, so they can see the hidden issues, the smartest fixes, and the biggest savings. We collect and analyze more endpoint data than anyone else. The more data you have, the better your results will be. That’s why so many of the world’s leading companies look to Lakeside to gain visibility across their entire digital estates, empowering them to do more with less. We are looking for a highly analytical and systems-savvy Sales & Marketing Operations Manager to optimize how we generate, track, and convert pipeline. This role will sit at the center of sales and marketing performance—ensuring visibility, accountability, and efficiency from first touch to closed-won. You’ll be responsible for reporting and insights, process optimization, and system integrity across Salesforce, Marketo, and supporting tools. You’ll also take ownership of marketing automation workflows, lead lifecycle management, and CRM hygiene, driving continuous improvement and operational alignment between sales and marketing. Requirements • Develop and maintain BI dashboards and reports to track:, • Lead-to-opportunity conversion rates, • Sales cycle velocity, • Win/loss rates and revenue attribution, • Marketing-sourced and influenced pipeline, • Ensure seamless lead flow and lifecycle management across Marketo and Salesforce, including MQL, SAL, SQL, and opportunity handoffs, • Own marketing automation programs in Marketo, including campaign execution, scoring, routing, and nurturing workflows, • Manage CRM data hygiene, including deduplication, field governance, segmentation, and enrichment strategies, • Partner with Sales Ops, RevOps, and GTM teams to ensure accurate forecasting, territory planning, and funnel performance tracking, • Help define and enforce processes for lead qualification, sales stage definitions, and pipeline SLA compliance, • Support tool integrations and data sync across platforms such as 6sense, LinkedIn, ZoomInfo, Gong, and others, • Continuously audit and improve GTM infrastructure and data models to support scalability and performance reporting Experience • 4–7 years of experience in sales or marketing operations at a B2B SaaS company, • Advanced proficiency in Salesforce, Marketo, and BI/reporting tools (e.g., Tableau, Power BI, Salesforce dashboards), • Proven experience analyzing and improving funnel metrics and sales/marketing performance, • Strong understanding of lead lifecycle management, campaign attribution, and funnel KPIs, • Experience managing marketing automation workflows and campaign execution in Marketo, • Meticulous attention to data quality and systems hygiene, • Highly collaborative with excellent communication and documentation skills, • Bachelor’s degree in business, marketing, analytics, or a related field Lakeside Software is committed to pursuing a diverse and talented team and offering an inclusive environment for all employees and candidates. Lakeside is dedicated to providing equal access and opportunity for individuals in employment, its services, activities, and programs. Lakeside is an Equal Opportunity Employer and does not make hiring or employment decisions on any basis protected by applicable local, state, or federal laws or prohibited by Company policy. If reasonable accommodation is needed to participate in the job application or interview process, to perform required job functions, or to receive other benefits and privileges of employment, please contact . Benefits • Medical, Dental & Vision Insurance, • Flexible Spending, • Short & Long Term Disability Insurance, • Company Paid Life & Voluntary Life & AD&D Insurance, • 401(k) matching, • 11 Days Observed Holidays, • 20 Days PTO, • 5 Days Paid Sick Time, • Hybrid work environment, • Opportunities for career development and growth, • A collaborative and supportive team culture

Job Description Job Title: Assistant Property Manager Location: [Ypsilanti, MI] Our company is a leading property management company dedicated to providing exceptional service to our residents and clients. We manage a diverse portfolio of residential and commercial properties and are committed to ensuring the satisfaction of our tenants while maximizing property value for our owners. Position Overview: We are seeking a motivated and detail-oriented Assistant Property Manager to join our team. In this role, you will support the Property Manager in daily operations, resident relations, and property maintenance to ensure efficient management and a positive living experience for our tenants. The ideal candidate will possess strong communication skills, a customer-focused attitude, and the ability to manage multiple tasks simultaneously. SECTION 8 AND YARDI SKILL REQUIRED Key Responsibilities: • Assist the Property Manager in overseeing daily operations of the property, ensuring compliance with company policies and procedures., • Serve as a point of contact for tenants, addressing inquiries, resolving issues, and fostering positive relationships., • Conduct property inspections to ensure cleanliness, safety, and compliance with housing regulations., • Help coordinate maintenance requests and repairs, working closely with contractors and service providers., • Assist in the leasing process, including tenant screening, lease preparation, and move-in/move-out processes., • Maintain accurate records of tenant information, property activities, and financial transactions using property management software., • Monitor and assist in budget preparation and expense tracking, ensuring cost-effective management of resources., • Prepare and distribute property-related communications, including newsletters and announcements., • Organize and participate in tenant events and community-building activities., • Stay informed about local real estate market trends and competitor activity to help develop strategic initiatives. Qualifications: • High school diploma or equivalent, • Previous experience in affordable property management or a related field is a plus., • Strong customer service and interpersonal skills., • Excellent organizational and time-management abilities., • Proficiency in Microsoft Office Suite, with experience in property management software preferred (e.g., Yardi, rentcafe)., • Ability to work independently and as part of a team., • Valid driver’s license and reliable transportation., • Knowledge of fair housing laws and regulations is required. Benefits: • Competitive salary., • Health, dental, and vision insurance., • Retirement plan with company match., • Paid time off and holidays., • Professional development opportunities.

Job DescriptionSalary: Starting at $25.48 per hour depending on experience POSITION: Michigan Advocacy Program is seeking a creative, motivated, and organized individual to serve as a part-time Administrative Coordinator to provide administrative and clerical support to the Legal Services National Technology Assistance Project (LSNTAP). This is an exciting opportunity to be part of the expansion of an important national resource for legal aid programs and to be involved with a cutting-edge legal aid program. This is a grant funded position offering a hybrid remote/in-person arrangement from our central office in downtown Ypsilanti with the possibility of being fully remote. Applicants must reside in the state of Michigan. DESCRIPTION OF PROGRAM:Michigan Advocacy Programs mission is to advance the safety, independence, and economic stability of those most affected by poverty, racism, and other structurally oppressive systems by increasing access to justice and working for systemic solutions. MAP has provided civil legal aid for those unable to afford an attorney for more than 50 years. Today, MAPs Legal Services of South Central Michigan (LSSCM) helps individuals and families achieve safety, stability, and economic security by providing free civil legal services with an emphasis on homelessness prevention, domestic violence and elder abuse prevention, and assistance in accessing health care, food, and needs-based income programs. In addition to LSSCM, MAP manages six statewide programs serving immigrant communities (Michigan Immigrant Rights Center), vulnerable older adults (Michigan Elder Justice Initiative), survivors of domestic violence and elder abuse (Crime Victims Legal Assistance Program), and providing access to legal information to self-represented litigants (Michigan Legal Help Program). MAP has a staff of about 220 people in offices in Battle Creek, Detroit, Jackson, Kalamazoo, Lansing, Grand Rapids, Monroe, and Ypsilanti. Visit for more information. RESPONSIBILITIES: LSNTAP helps nonprofit legal aid programs improve client services through effective and innovative use of technology by providing technology training, hosting community forums, and serving as a clearinghouse for technological tools, policies, and strategies. The LSNTAP Program Coordinators responsibility will be to assist the Manager as they provide services to the national LSNTAP community through webinars, resources, and services. Program coordinator responsibilities include assisting with scheduling webinars, meetings, and appointments; preparing and editing reports, presentations, event flyers, etc.; maintaining and updating the LSNTAP website, social media accounts, and mailing lists; assisting with event planning and logistics for webinars, trainings, and conferences; maintaining multiple databases; and other duties as assigned. QUALIFICATIONS: Applicants must have an associates degree or equivalent experience. Applicants must have strong organizational and time management skills; be able to work independently and collaboratively; have excellent written and verbal communication skills; and be able to take initiative in the development and completion of projects. Applicants should be proficient in Microsoft Word and familiar with Google Workspace. They should also be willing to learn and use new software and tools. Applicants should be detail oriented and enjoy research. Preference will be given to applicants with experience in using Airtable, Zapier, Canva, and Hootsuite. BENEFITS: This is a part-time position with an hourly rate starting at $25.48 depending on experience. This part-time position does not include benefits. Part-time staff earn vacation and sick time, and receive paid holidays pro-rated to their part-time status. Part-time staff may participate in MAPs 401K retirement plan including employer match for eligible staff after 6 months of employment. TO APPLY: Please complete this application and submit your resume and cover letter. You can also access the application by copying and pasting the following web address into your browser: . Applications will be reviewed on a rolling basis until the position is filled. The Michigan Advocacy Program is an equal opportunity employer,committed to diversity and inclusion in the workplace.