Senior Employee Success Manager

About the Role

• Help us think through structure. Partner with People Operations leadership on organizational design, leveling, and career pathways — the roles a function needs, and distinct tracks for individual contributors and managers, with a clear picture of what success looks like at each stage.

• Build a talent development pipeline for each pathway. Turn each primary pathway in that structure into a working pipeline — the content, assessments, and practices that move people from one stage to the next — so development is deliberate rather than left to chance.

• Grow homegrown talent. Design the early career and apprenticeship pipeline that builds our next generation of talent.

• Develop our coaches: Build the first-time manager program that turns strong ICs into confident coaches. Managing is its own craft here, with managers chosen for ability and appetite. Maintain a rolling cadence of manager and hiring manager training to bring everyone up to standard.

• Define and develop the "Elite IC." Research an evidence-based picture of elite individual-contributor performance, and build the development pathways that help our best ICs get there.

• Bring new hires to full performance faster. Own the industry and company onboarding curriculum. A core part of the craft: breaking down complex financial concepts so anyone can understand them.

• Support the performance cycle. Assist with goal setting, reviews, and calibration so the process stays rigorous and the focus stays on the conversations rather than the paperwork.

• Build product-area fluency. Partner with each team's leadership on the technical and business knowledge specific to their product area — deep fluency in how our products actually work, so performance in role is continuously improving.

About You

• You have 6–8 years of experience across talent development, performance management, leadership development, organizational development, or change management; consulting and organizational psychology or sociology backgrounds are welcome.

• You've built and shipped real talent programs: leveling or job architecture frameworks, a company-wide performance review or calibration cycle, a first-time manager or leadership development program, a development pipeline or curriculum with real assessments, or an early career program.

• Prior experience at a relevant consulting practice (Human Capital, Organizational Performance, People Strategy, Talent Management, Management Consulting, Organizational Development, HR Transformation, or HR Effectiveness) or on an innovative People team of a high-growth technology company is a strong signal.

• You are an exceptional writer — most of this job's output is words, from curricula and scripts to guides and communications — and the bar is high.

• You're comfortable in front of a room: facilitating a session, hosting an orientation, and holding an audience are part of the craft here.

• You have an academic mindset: you read the research, including the references, and you can tell a rigorous study from a pop-science headline.

• You have an affinity for fintech — you don't need to arrive an expert in our industry, but you need to want to become one.

Once you join, Wealthfront will:

• Encourage you to work on projects that match your professional goals.

• Support your professional development by providing feedback during weekly 1:1s and our semi-annual reviews.

• Provide you autonomy so you can be a happy and successful member of our team.

Estimated annual salary range: $163,000 - $180,000 USD plus equity and a discretionary bonus