Workweek

Role Description We’re hiring the first dedicated member of our finance team, reporting to the CFO. This is a hands-on accounting role at its core (you’ll own the books) with the operational range and growth trajectory of an early-stage company layered on top. You’ll run month-end close, own revenue recognition and accruals, and handle the billing, AR/AP, and reporting that keep a lean finance function moving. The strongest fit is an accountant who knows GAAP cold and is happy operating across a wider scope than a pure staff-accountant seat. Much of what you’ll own doesn’t have an end-to-end process or documentation yet. We’re highly automation- and AI-forward, but there’s continued opportunity to streamline the function. You’ll assess how things work today, design the process and stack you think is right, and run it, with a CFO invested in handing you bigger problems as you grow. Note: All Workweek employees may work remotely, all work must be done in English and availability to meet during the Central Time Zone workday is required. What you'll do: - Accounting, month-end close & cash management - Prepare and run month-end close. Our fractional controller reviews and signs off, but you run the calendar, reconciliations, day-to-day transaction accounting, and flux analysis. - GAAP accrual accounting: revenue recognition (ASC 606), deferred revenue, accruals, prepaids, and accurate period cutoffs. - Daily and weekly transaction coding, bank reconciliations, chart-of-accounts maintenance, and clean class/department allocations. - Maintain cash-flow visibility and runway tracking, and flag issues early. - Commission & variable-comp accruals - Own the monthly variable-comp accrual end to end: pull commission data from our sales-comp platform, calculate and verify accuracy, and book the accrual in the correct period. - Maintain performance-based compensation plan documentation and accrual schedules; reconcile payouts to the books. - Billing, AR & AP - Own the AR cycle: invoicing, payment application, collections follow-up, and exceptions. We use an automated collections system; you handle what it can’t. - Handle custom billing, monthly reconciliation, and accurate revenue recognition for milestone- and performance-based products. - AP execution leveraging our AP management platform: vendor invoice routing and coding, bill payments, expense approvals, and vendor onboarding (maintain contract documentation, W-9s, payment setup). - Process, systems & cross-functional ops - Build and document repeatable workflows for the recurring operations above, automating manual steps as you hit them. - Administer the finance stack (QuickBooks Online, AP automation, expense management, billing) and own finance-tool access and vendor renewals. - Run the finance intake channel: triage requests from the exec team, resolve routine items, and escalate judgment calls with context. Qualifications - 4–7 years in accounting or finance operations at an early-stage or high-growth company. You’ve owned work spanning more than one function and preferred the range to a narrow lane. - Strong GAAP accrual accounting. You understand revenue recognition timing, deferred revenue, accruals, prepaids, and period cutoffs — and you catch errors before they compound. - You’ve run a month-end close end-to-end, not just supported one. - Hands-on with AP/AR, billing, and general-ledger review. You know what a clean GL looks like and keep it that way. - Comfortable turning variable-comp / commission data into accruals booked in the right period. - Variance reporting: you can build it and explain what’s driving the numbers. - Proven ability to design processes from scratch, not just follow existing ones. - Experience with standard early-stage accounting stack tools such as Quickbooks Online, Stripe, Ramp, or similar. - Comfortable using AI in your own work and interested in building finance workflows around it. No technical background required. - Strong judgment about when to resolve independently vs. escalate. Requirements - CPA, CMA, BS in Accounting, or similar certification. - Revenue recognition experience in a media, advertising, or sponsorship business. - Experience with an accounting-system or ERP migration. - Experience managing an outsourced accounting team or fractional controller. - Experience building automations (AI workflow tools, Zapier/Make, or light scripting). - Austin, Texas based with the ability to work from our office 2 days per week. Benefits - Competitive pay (we don't pay based on location, we assign value to the role). - Equity in Workweek. - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office). - Unlimited PTO with a minimum of 3 days/quarter used. - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used). - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days). - 401(k) plan with 3.5% company match. - $500 one-time stipend for any home office needs used after the first 90 days. - 5-week sabbatical after 4 years on staff. - 2 volunteering days per year. - 1x/year in-person team retreat. - $100/month book stipend.

Role Description Safe Space is our community where leaders in HR come for real talk with people who actually get why the job is so hard. We’re looking for someone to own how that brand shows up in the world. Your mission is to make Safe Space the brand every HR leader associates with conversations that actually matter in their industry. You’ll support the brand end-to-end: - The strategy - The social presence - The announcements - The cultural moments - The IRL experiences You play a major role in how the brand looks, sounds, and travels everywhere it shows up. You’ll partner with teams across Workweek, from community and product to design and growth, and work closely with Hebba Youssef, the creator at the center of the network, to make Safe Space the community the whole industry wants to be a part of. Above all, this is an execution role. We need a doer, not just a planner: someone who can take a plan and execute it at the highest level, who is comfortable when the path is ambiguous, and who plows through blockers instead of waiting for them to clear. You’ll report directly to our VP of Marketing. Note: All Workweek employees may work remotely, all work must be done in English and availability to meet during the Central Time Zone workday is required. Qualifications - 2 to 4 years of experience in brand, social, or community marketing, ideally for a media brand, community, or B2B audience. - A doer, not just a planner. - You can take a plan and execute it end-to-end. You’ve shipped real campaigns, hit real deadlines, and held the details together while doing it. - Comfortable with ambiguity. - Taste. - Native social fluency. - AI chops. - A strong writer. - Range. Requirements - Run the social channels: - Post to the Safe Space social accounts, reply to comments, and grow the following. - You’ll come up with new formats and write posts that resonate with our ICP and prove that the conversations happening in Safe Space are real and matter. - Own announcements: - Own the day-to-day drumbeat of announcements and communications around new product features and community updates. - Make sure every release captures the right one and messaging and gets the attention it deserves. - Program HR’s cultural calendar: - Counter-program the HR year: open enrollment, review and comp season, RTO mandates, Mental Health Awareness Month, the layoff cycle, the Sunday scaries. - Build these and more into tentpole moments that bring together existing members and reach non-members. - Create other marketing moments: - Whether it’s a research report, a response to industry news or jumping on a trending conversation, you’ll be constantly watching and waiting for opportunities to generate marketing moments for the community. - Keep the brand consistent: - Make sure Safe Space looks and sounds the same everywhere it shows up: the website, social profiles, email, event pages, and slide decks. - Own the brand guidelines (logo, colors, fonts, voice) and keep them up to date so anyone working on the brand uses the right ones. - When something looks off-brand, catch it and fix it. Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend

Role Description Workweek is hiring an Event Sponsorship Associate to sell and manage sponsorships across our growing portfolio of custom and flagship in-person B2B events. You’ll work closely with the Event Sponsorship Manager and our Events Production team to drive event revenue, own sponsor relationships, and execute deals end-to-end. This role is revenue-oriented, requires true sales autonomy, and is ideal for someone who knows how to close sponsor deals and deliver for partners. You’ll report to the Sr. Director of Brand Partnerships. Note: All Workweek employees may work remotely, all work must be done in English and availability to meet during the Central Time Zone workday is required. What you'll do: - Event Sponsorship Sales & Revenue - Own full sales cycle for assigned events and sponsorship packages - Prospect and develop new sponsor relationships across priority categories - Craft and present tailored sponsorship proposals - Negotiate deal terms to meet sponsor goals while maximizing Workweek revenue - Coordinate with cross-functional teams to ensure delivered sponsor outcomes - Maintain sponsor satisfaction and identify upsell/renewal opportunities - Pipeline & Forecasting - Drive pipeline development through outreach, inbound response, and strategic prospecting - Maintain accurate forecasting and CRM hygiene - Consistently hit quarterly and annual revenue targets - Collaboration & Growth - Learn Workweek’s sponsorship products, pricing, and event strategy - Partner with senior sellers on larger or strategic deals - Contribute insights into product and package improvements - Share feedback across events, content, and sales teams Qualifications - 2–4 years of direct event sponsorship or experiential media sales experience, B2B a plus - Proven ability to close deals independently and hit revenue targets - Strong consultative sales skills with excellent communication and negotiation ability - Comfortable working with clients to understand goals and build creative sponsorship solutions - Organized, proactive, and data-driven in pipeline management - Experience with CRM tools (Salesforce preferred) Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend

Role Description Workweek is hiring a Junior Associate Brand Partner (Junior ABP) to join our growing media sales team. This is an entry-level opportunity designed for someone early in their career, no formal sales or work experience required. - Support our media sales team by researching new advertisers, drafting outreach, and learning how to pitch. - Work alongside experienced sellers and get hands-on exposure to the world of B2B media and advertising. - Own and manage smaller or remnant media opportunities, helping to close deals that support fill rates and deliver value to emerging advertisers. - Help identify and research brands that are a strong fit for Workweek’s newsletters and creator media products. - Draft cold outreach emails and messages that get responses from decision-makers. - Join sales calls to observe, take notes, and contribute to campaign planning. - Learn how to use sales tools (Salesforce, Gong, LinkedIn Sales Navigator, etc.) to track progress and improve performance. - Contribute to ideation for client campaigns and brainstorm creative ways to tell a sponsor’s story within our content. - Develop a strong understanding of Workweek’s audiences and creator brands. Qualifications - A recent college grad or someone looking to start their career in media or sales. - A natural communicator: you can write clearly, speak confidently, and connect with people easily. - Inherently curious: you ask smart questions, dig into why things work, and look for ways to improve. - Motivated by goals: you like to challenge yourself and are energized by results. - Coachable and eager to learn: you thrive on feedback and are excited to build a career in sales. - Comfortable working in fast-paced, dynamic environments with a proactive mindset. - Interested in B2B industries like tech, healthcare, finance, and HR—and how brands in those spaces grow through content and media. Benefits - Competitive pay (we don't pay based on location, we assign value to the role). - Equity in Workweek. - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office). - Unlimited PTO with a minimum of 3 days/quarter used. - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used). - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days). - 401(k) plan with 3.5% company match. - $500 one-time stipend for any home office needs used after the first 90 days. - 5-week sabbatical after 4 years on staff. - 2 volunteering days per year. - 1x/year in-person team retreat. - $100/month book stipend.

Role Description You'll own the operational and enablement backbone of our Brand Partnerships team. That means running the full GTM systems function (Salesforce administration, inventory and product management, reporting, and the tool stack) and owning GTM enablement end to end, from skills training and process rollouts to the full launch package whenever we ship something that changes how the team sells. You'll report to the SVP, Advertising GTM & Operations, who sets direction on systems, stack evolution, and enablement priorities; you own the execution and the judgment on how it gets done. We're hiring someone who is AI-forward by default and uses AI tools every day to work faster and better. What you'll do: - GTM Systems & Salesforce: - Administer the GTM stack (Salesforce, Outreach, LeadIQ, Gong, DocuSign, Sales Navigator, QuotaPath): build flows, manage objects, maintain dashboards, provision users, keep integrations healthy - Manage inventory and product: annual inventory build and upload, quarterly rate adjustments, product creation and archival, live event setup, and master product documentation - Manage tools and licenses: capacity tracking, onboarding and offboarding, and ongoing troubleshooting - Data Hygiene & Automation: - Own data quality: catch duplicate accounts, stale records, broken integrations, and missing fields, lead remediation, and flag bigger issues early - Build automations: take a goal like "automate this workflow" and ship the right solution cleanly - Enablement: - Own product launches and major rollouts end to end: build the full field package (launch decks, talk tracks, email copy, methodology, process docs, mock-call scenarios) and QC it into one coherent story - Build and deliver training for skills, systems, and process rollouts: materials, Loom walkthroughs, and live delivery - Anticipate field needs: spot gaps and draft guidance before you're asked, and flag what to build, refresh, or retire - Own onboarding and reinforcement: onboard new reps to systems and workflows, measure adoption, and report back on what's landing - Own the documentation: a single source of truth with version control and review cadences - Cross-Functional Collaboration: - Partner with Brand Partnerships, Finance, CS, Product, and Data, and translate between GTM context and system implications Qualifications - 3+ years of GTM operations, RevOps, or sales systems experience, with at least 1 year of formal or informal managerial experience - Deep Salesforce experience: you can build flows, manage objects, troubleshoot, and own configuration decisions independently - You've built and delivered training programs across GTM skills, systems, or process content - Strong business acumen: you think like an operator, not just a builder, and understand the commercial stakes underneath the work - End-to-end project ownership: you can run a multi-stakeholder, multi-deliverable project from a leadership vision to a field-ready finish without being steered - Strong writing and editorial judgment: you can write for reps and for clients in the same week, and you catch contradictions and tone drift across documents - Comfortable in a fast-scaling environment where systems aren't perfect and priorities shift - AI-forward and experimental by default, with specific examples of work you've accelerated or automated with AI - Salesforce Administrator certification, B2B media/advertising/martech experience, comfort with SQL/BigQuery, and familiarity with newsletter and content monetization models, a plus Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend

Role Description Workweek is hiring an Associate Brand Partner to join our media sales team. This is a role for someone early in their sales career who's ready to own a quota, move fast, and grow into a serious seller. We're looking for someone who leads with curiosity, knows how to build relationships, and is motivated by hitting (and beating) a number. You'll be focused on selling newsletter sponsorships across Workweek's creator brands, managing inbound leads and driving cold outreach to bring new advertisers into the fold. This isn't a hand-holding role. You'll be expected to ramp quickly, run a full sales cycle, and close deals with urgency. You'll work alongside experienced sales leaders and get deep exposure to B2B media, creator advertising, and what it takes to build lasting brand partnerships. The right person here is driven by career growth, energized by recognition and results, and excited to be part of a team that's building something genuinely different in media. If that's you, we want to meet you. What you'll do - Own newsletter sponsorship sales across assigned advertiser categories, contributing to quarterly team revenue goals - Manage inbound leads end-to-end: meeting with decision-makers, understanding campaign KPIs, and matching them to the right Workweek products - Drive high-volume prospecting and cold outreach to identify and vet new advertising partners - Run and close RFP processes, building tailored proposals that may include newsletter placements, audio integrations, long-form content, social, and event sponsorships - Build and maintain strong relationships with brands and agencies across a wide range of categories - Use audience data and insights to tell a compelling story about Workweek's creator brands - Forecast, track, and report on your pipeline and performance with accuracy and consistency - Collaborate with teammates on creative, feasible campaign concepts within real time and resource constraints Qualifications - 1-2+ years of experience in a performance-based role like SDR, junior seller, recruiter, or commercial client success manager / account manager with a quota - Genuinely curious about B2B industries and excited by the intersection of media and advertising - Externally motivated: you're energized by hitting targets, earning recognition, and building a career in sales - A doer: you bias toward action, don't wait for a perfect process, and figure things out as you go - A strong communicator: you listen well, write clearly, and can hold your own in a client conversation - Organized and disciplined: you manage your pipeline, follow up consistently, and don't let things fall through the cracks - Comfortable with change and ambiguity: you adapt quickly and don't need a playbook for everything - Ability to operate and represent yourself in a way that aligns with Workweek's core values. Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend

Role Description We are hiring a Sales Manager (Brand Partnerships) to lead and develop a pod of Brand Partners (sales reps) as the sales team scales significantly in 2026 and 2027. This is first and foremost a coaching role. The right person for this job gets energy from coaching and developing reps. You should be someone who finds deep satisfaction in watching a rep nail a discovery call they would have fumbled two months ago, or in helping a newer seller build the confidence to lead a six-figure renewal conversation. You will carry a team quota, and you will need to step in as a seller when the moment calls for it, but the primary measure of your success is the performance and development of your team. You will be joining at a pivotal moment as Workweek is investing heavily in sales infrastructure as the team scales. Your job is to make sure these investments translate into real behavior change on your team. You are the connective tissue between the systems we are building and the reps who need to use them. What this role is not: - This is not a senior IC role with a management title. - If you are primarily motivated by closing your own deals and view management as a side responsibility, this is not the right fit. - We need someone whose first instinct is to coach, not to take over the call. Note: All Workweek employees may work remotely, all work must be done in English and availability to meet during the Central Time Zone workday is required. Responsibilities - Manage and develop a pod of Brand Partners, with direct accountability for their skill progression and quota performance. - Run regular 1:1s, deal reviews, and call coaching sessions. Diagnose rep-level gaps (discovery quality, objection handling, multi-threading, proposal strategy) and build targeted development plans. - Own your pod's pipeline accuracy and forecasting in partnership with sales leadership. - Step in as a seller on strategic or complex deals when your involvement materially improves the outcome. This includes joint calls, executive-level conversations, and high-value renewals. - Model consultative selling for your team: connecting client goals to Workweek's audience, data, and multi-brand capabilities. - Be the primary coach for new Brand Partners joining your pod, ensuring they move through onboarding milestones on schedule. - Reinforce the structured onboarding program with real-deal coaching and ride-alongs so new hires build confidence alongside competence. - Track ramp-to-quota-contribution time for your new hires and flag early if someone is off track. - Drive adoption of new sales tools and workflows on your team. - Model the right behaviors: use the tools yourself, show your team how they create leverage, and hold people accountable to using them consistently. - Provide feedback to sales leadership and RevOps on what is working, what is not, and where processes need refinement. Qualifications - 5+ years of media ad sales experience. - Management experience, with the demonstrated ability to lead a team. - History of managing B2B stakeholders at various levels of seniority, both within the business & externally with clients. - Experience self-sourcing pipeline through disciplined outbound prospecting. - Experience coaching reps through the full sales cycle: outbound prospecting, discovery, proposal development, negotiation, and close. - Understanding of the full sales cycle and digital media operations, including researching, prospecting, outreach, pitching, negotiating, and closing deals. - Strong forecasting discipline. You can maintain pipeline accuracy and hold your team accountable to realistic commitments. - Comfort operating in a fast-moving, scaling environment where processes are being built and refined in real time. - Excellent communication skills, both with clients and internally across sales leadership, account management, and production teams. - Solutions-oriented, you present problems with solutions in mind. - Ability to operate and represent yourself in a way that aligns with Workweek's core values. - Experience with Salesforce, Gong, and Outreach a plus. Benefits - Competitive pay (we don't pay based on location, we assign value to the role). - Equity in Workweek. - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office). - Unlimited PTO with a minimum of 3 days/quarter used. - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used). - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days). - 401(k) plan with 3.5% company match. - $500 one-time stipend for any home office needs used after the first 90 days. - 5-week sabbatical after 4 years on staff. - 2 volunteering days per year. - 1x/year in-person team retreat. - $100/month book stipend.

Role Description Workweek is seeking a Senior Event Producer to bring innovative B2B experiences to life. We host a wide variety of live events—from retreats at a mountain ranch in Bozeman, Montana, to executive dinners at Nobu Malibu, happy hours alongside tradeshows in Vegas, community meet-ups in Austin, and more—because we believe in the power of in-person connection. The Senior Event Producer will own end-to-end production for these events. They will collaborate cross-functionally to ideate and curate the best possible experiences for specific audiences, then take the lead on bringing those experiences to life. The ideal candidate for this role is a seasoned live event producer who is able to: - Ideate innovative experiences - Develop and execute detailed production plans and budgets - Negotiate contracts with vendors - Collaborate with content and brand partnerships teams to optimize attendee and sponsor experience - Lead events on-site Note: All Workweek employees may work remotely, all work must be done in English and availability to meet during the Central Time Zone workday is required. Qualifications - 3-5 years event production experience, B2B-specific experience a plus - Experience with booking and negotiating vendor contracts - Ability to develop and maintain strict production schedules and budgets - Extremely detail-oriented and able to balance multiple projects simultaneously - Strong written and verbal communication skills - A team player: Willing to get your hands dirty and wear multiple hats to help build out a rapidly growing organization Requirements - Produce live events end-to-end with little managerial oversight, which means: - Collaborating cross-functionally on experience ideation - Curating experiences for specific audiences and goals - Developing and executing detailed production plans and budgets - Identifying and negotiating with venues and vendors - Traveling to lead events on-site - Collaborate directly with Brand Partnerships to effectively integrate sponsors into event experiences - Support virtual event production (typically, 1-hour Zoom sessions) if/as needed throughout the year - Communicate clearly and proactively to ensure stakeholders are aligned and events are produced successfully Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend Note: At Workweek, we’re passionate about building a diverse team. We care deeply about diversity, equality, and inclusion and strive to build a culture where everyone, from any background, feels included, supported, and free to be themselves. If your experience is this close to what we’re looking for, please consider applying. Experience comes in many forms – skills are transferable, and passion goes a long way. We know that diversity makes for the best problem-solving and creative thinking, which is why we’re dedicated to adding new perspectives to the team and encourage everyone to apply.

About the role This role focuses on building and managing strong client relationships to help drive long-term partnerships. You’ll ensure smooth program execution from onboarding to campaign completion, align strategies to meet client goals, and deliver insights through reporting and optimizations. With a mix of relationship management and strategic execution, you’ll drive client success, retention, and growth by creating impactful experiences and demonstrating value at every stage. What you'll do - Client Lifecycle: - - Owning the partner’s transition from pre-sale to post-sale - Manage the sponsorship program lifecycle, including, but not limited to, kickoff calls, onboarding into Workweek Partner Platform, timelines, deliverables, lead guarantees, impressions, click thru rates and status reporting - Aligning with Brand Partner on client KPIs and other benchmarks for program success and collaborate with project teams (internal and external) to identify marketing, demand generation and community development strategies and solutions that would best achieve those goals - Client Success: - - Facilitate smooth creative process, maintain campaign timelines, manage client feedback, and ensure approval prior to launch. - Deliver campaign reporting, offer mid-campaign optimizations, and post-campaign delivery and wrap reporting. - Client retention, renewal and growth: - - Compile comprehensive stat and ROI reports for current and completed client programs that help support Brand Partners on client renewals and upsell opportunities in line with the Workweek Renewal Process Qualifications - 2-4 years of digital or integrated media sales, media planning, account management, or client success experience - Ability to understand and interpret data to craft stories, make observations and draw conclusions - Utilize program performance data and insights to drive account strategy, upsell, drive incremental and renewal business - History of successfully managing B2B stakeholders at various levels of seniority - Basic understanding of digital media operations - Strong problem-solving abilities and a deeply collaborative approach - Self-motivated and able to work without close supervision - Excellent timely communication and collaboration skills — you must be able to thoughtfully and efficiently work with others. Creativity is also a must. - Experience with Salesforce and Project Management platforms (Monday, Notion, etc…), a plus. - Ability to operate and represent yourself in a way that aligns with Workweek's core values Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend Note: At Workweek, we’re passionate about building a diverse team. We care deeply about diversity, equality, and inclusion and strive to build a culture where everyone, from any background, feels included, supported, and free to be themselves. If your experience is this close to what we’re looking for, please consider applying. Experience comes in many forms – skills are transferable, and passion goes a long way. We know that diversity makes for the best problem-solving and creative thinking, which is why we’re dedicated to adding new perspectives to the team and encourage everyone to apply

About The Role You're a frontend, backend, or fullstack engineer who has always been a little too interested in why something is being built to stay purely in the code. You've pushed back on specs that didn't make sense. You've noticed when a metric moved after your ship and wanted to know more. You've had opinions about product decisions that no one asked you for but wish they did. You've been waiting for a role that actually wants all of that. At Workweek, we're building an operating mode where one person owns an outcome end to end across product, design, and engineering: outcome focused, with AI tooling and a team of specialists behind each Builder on the team. As a Product Engineer [Builder], you bring the technical backbone — but your job isn't to execute a spec. It's to own the whole experiment. You'll work within a strong technical foundation built by our specialist team so you can move fast without breaking things. Our design system, experiment architecture, and shared guardrails are built and will continue evolving so you can run, not ramp. You'll report to our Director of Product because outcomes are the unit of success here. What You Might Work On The problems are real and the surface area is wide. Depending on where you focus, you might be running experiments to improve week 2 retention on our Professional Networks, where we know engagement in the first 14 days is the single biggest driver of whether a member sticks around. You might be working on onboarding flows that help new members understand the community and find their footing faster. You might be building features that increase the quantity and quality of member contributed content, since we know content activity drives social connection and social connection drives retention. On the Partner Platform side, you might be improving how advertisers and partners plan, execute, and measure campaigns so we can grow NRR and expand what the platform can do. The through line across all of it: we know which behaviors move which metrics. Your job is to run the experiments that move them. What You'll Do - Form a hypothesis tied to a product metric and a real business goal you can articulate - Do enough product and design thinking to define a testable experiment — you have access to our design system and specialist support when you need it - Build and ship the feature or test within our experiment architecture, leveraging our stack to close the gap between what you can execute and what the experiment needs - QA your own work before it ships - Read your results, share clear takeaways, and propose what's next - Work across surfaces — our Professional Networks (HR, Healthcare, Marketing, Ecomm, Fintech) and our B2B Partner Platform — and bring the same outcome focused approach to both - Contribute to the shared context and guardrails that make the whole team faster, not just your own work - Be a part of a team that thrives on collaboration and celebrates autonomy in the building process Qualifications - 3-4+ years in full stack or frontend engineering, ideally in a product facing role - You've had opinions about product decisions and been willing to voice them - Comfortable doing basic to intermediate product and design thinking. You don't need to be a designer, but you can't be allergic to it - AI leveraged, or actively building toward actually integrating these tools into how you work - Comfortable in ambiguity. You can start moving without a PRD - High agency. You ask for feedback, not permission - You want to be a Super IC — someone actively expanding beyond their core discipline — and you're honest about where you still need support - Bonus: Prior experience or genuine interest in social networks, professional networks, media, and/or advertising Benefits - Competitive pay (we don't pay based on location, we assign value to the role) - Equity in Workweek - Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office) - Unlimited PTO with a minimum of 3 days/quarter used - 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used) - 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days) - 401(k) plan with 3.5% company match - $500 one-time stipend for any home office needs used after the first 90 days - 5-week sabbatical after 4 years on staff - 2 volunteering days per year - 1x/year in-person team retreat - $100/month book stipend Note: At Workweek, we’re passionate about building a diverse team. We care deeply about diversity, equality, and inclusion and strive to build a culture where everyone, from any background, feels included, supported, and free to be themselves. If your experience is this close to what we’re looking for, please consider applying. Experience comes in many forms – skills are transferable, and passion goes a long way. We know that diversity makes for the best problem-solving and creative thinking, which is why we’re dedicated to adding new perspectives to the team and encourage everyone to apply