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Senior Customer Success Jobs
Built from a 20M+ job database and updated hourly, this list surfaces senior customer success roles across adoption, retention, renewals, client services, success architecture, and account growth.
Openings include senior customer success managers, client-success leaders, success architects, adoption specialists, strategic account-success roles, customer-success operations managers, and directors leading teams or segments. The work may cover onboarding, product adoption, executive relationships, renewal planning, expansion, support escalation, and customer-health programs. Employer models differ: one role may manage a defined portfolio throughout the customer lifecycle, another may specialize in technical adoption, and a leadership position may set playbooks, capacity, and performance standards for a team. Compare the customer segment, portfolio complexity, product maturity, and division of work with sales, implementation, support, and professional services. Clarify whether the position personally owns renewals or expansion, influences them, or hands commercial conversations to another team. Seniority may come from strategic accounts and executive engagement rather than direct reports.
Begin with customer segment and ownership model, then add employer, location, compensation, or sponsorship constraints. The original posting should establish portfolio or book scope, renewal and expansion accountability, product or technical depth, travel, and people-management expectations. Look for the measures the team uses—such as adoption, retention, renewal, customer health, or growth—without assuming every employer defines them alike. Compensation may include a variable target tied to individual, portfolio, or team performance; separate that component from base pay and review the stated conditions. Application examples should show how you diagnosed customer needs, coordinated internal teams, handled risk or escalation, and supported durable product use. If a role requests technical architecture or implementation experience, treat that as a distinct requirement rather than generic relationship management. Verify workplace, authorization, and live qualifications at the source.
Browsing and filtering are free. A free Simplify account lets you save customer-success roles and track applications. Copilot can reduce repetitive form entry, while portfolio figures, retention claims, customer examples, and employer-specific responses should be checked for accuracy and confidentiality.
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OsanoCustomer Success Manager - Mid Market/EnterpriseRemote in USANot listedtoday - today
HealthJoyVice President Customer Success & RetentionTampa, FLNot listedtoday - today
RemoteSenior Customer Success Manager$46.6k - $131.1kNorth America$46.6k - $131.1ktoday - today
Planet LabsCustomer Success Manager 2 - Commercial Markets$83k - $120.3kSan Francisco, CA$83k - $120.3ktoday - today
FlightHubCustomer Success SpecialistMontreal, CanadaNot listedtoday - today
GuidewireCustomer Success Manager$108k - $191kRemote in USA$108k - $191ktoday - today
WPP MediaAssociate Vice President - Client ServicesMumbai, IndiaNot listedtoday - today
ProveCustomer Success Manager - Banking$165k - $180kNew York, NY$165k - $180ktoday - today
OpenLoopDirector of Customer SuccessRemote in USANot listedtoday - today
TeleTrackingClient Success ManagerRemote in USANot listedtoday - today
AvettaClient Success Manager 1Lehi, UTNot listedtoday
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Explore our FAQ section to learn more.
Microsoft is one recognizable employer to research for senior customer success work. Its official professions page identifies customer success as a career area and links to matching jobs. Use that page as a starting point, then search other employers' own career sites for customer success manager, client success, customer outcomes, technical account manager, and customer success leadership roles. A company name does not prove that a suitable opening is available now. Confirm the customer segment, product area, location, travel expectations, and ownership of renewals. Because customer success can overlap with onboarding, support, implementation, or account management, compare responsibilities and performance measures instead of relying on the title alone.
Senior candidates can manage ambiguity across a complex account portfolio and influence customers without relying on constant escalation. They have examples of rebuilding an at-risk relationship, guiding executive stakeholders, improving adoption, and coordinating product, support, services, and sales around one customer plan. The number of accounts alone does not prove seniority. Account complexity, contract importance, number of decision makers, and consequences of churn matter more. Leadership may also appear through playbooks, mentoring, or portfolio strategy rather than direct reports. When comparing yourself with a posting, look for the level of customer, commercial judgment, and internal influence expected, not only the requested years.
Use the measures your team actually tracked, and explain your role in producing them. You might discuss renewal rate, gross or net retention, product adoption, time to value, expansion, risk reduction, or executive engagement. Add context such as customer segment, portfolio size, contract complexity, and whether sales or a renewals team owned the commercial close. Do not take sole credit for revenue that depended on many teams. A stronger bullet shows what you noticed, what action you led, and what changed. If figures are confidential, use an approved range or percentage and focus on the decision that protected or grew the relationship.
Read the responsibilities and compensation plan rather than trusting the title. Customer success usually centers on adoption, outcomes, risk, and long-term value after a sale. Account management often carries clearer responsibility for renewals, expansion, pricing, and commercial negotiation. Many companies blend the two. Ask who owns the contract, who receives credit for expansion, and which measures determine performance reviews and variable pay. Also ask how support, onboarding, professional services, and sales divide their work. If the role holds a quota but lacks authority over pricing or account strategy, find out how disputes are resolved before accepting the employer's label.
You may receive an account with low adoption, an approaching renewal, several stakeholders, and an unresolved product issue. Interviewers want to see how you separate symptoms from causes, decide what to address first, and communicate a credible plan. State what information you need, including customer goals, usage patterns, contract terms, support history, and decision makers. Avoid promising concessions or technical fixes you cannot authorize. Give the customer a clear next step, assign internal owners, and set a point for reviewing progress. Be ready to defend your priorities and describe how you would measure recovery over time, not just how you would calm one difficult meeting.
Ask how many accounts each person owns, how account portfolios are assigned, and how often coverage changes. Find out which team handles implementation, support escalations, renewals, and expansion. Request a plain explanation of recent churn and what leadership changed afterward. Product maturity matters too: a customer success team cannot compensate indefinitely for unreliable software or a poor fit between sales promises and delivery. Ask whether managers review account plans or mainly demand forecast updates, and whether customer feedback reaches product leaders. Clear ownership and honest answers are better signals than a polished claim that the company is customer obsessed.
Start by separating base salary from variable compensation, which is pay tied to results. Ask which measures trigger that pay, such as renewals, expansion, retention, adoption, customer satisfaction, or team performance. A threshold is the minimum result needed before a payout begins, while a cap is the maximum payout. Target earnings means expected total cash pay when goals are met. Learn the payout schedule and crediting rules, which determine who receives recognition for a shared result. Then ask whether you control the measures. Compare the account portfolio, customer segment, benefits, and equity alongside the compensation figures.
Whether sponsorship is available depends on the employer, specific job, location, and candidate. Current work authorization and a future need for sponsorship are separate issues, so describe both accurately. If you use Optional Practical Training (OPT), confirm that the work directly relates to your major and follow the authorization rules. An H-1B process requires the prospective employer to submit a Labor Condition Application to the Department of Labor and a petition to US Citizenship and Immigration Services. Past company filings do not promise support or approval for another position. Check the application and confirm the role-specific policy with recruiting. This is general information, not legal advice.
