• Work with GDO, R&D and cross-functional stakeholders to collect develop and deploy effective support materials for systems in DSDS ownership • Work with the Business System Owner (BSO) for the system portfolio to identify and understand the system capabilities to create easy to understand user-facing materials • Support clinical systems BSO and change management functions by contributing to process development, training, and change management. • Develop user-facing materials for the system(s) in alignment with GDO/R&D business and strategic priorities • Support the Business System Owner in the development of the overall clinical system user adoption from material development, change management, and communications • Support system readiness analyses for the enablement of new capabilities. • Partner with the Product Manager(s) for the clinical systems to ensure understanding of forthcoming system capabilities • Collaborate with system owners and stakeholders to resolve issues promptly and accurately. • Actively represent the end user’s experience to the BSO to inform any system challenges preventing successful adoption • Responsible for supporting the education and awareness of available support resources for the end users

About Applied Computing Applied Computing was founded in 2024 to build Orbital, a physics-informed foundation model for energy operations. We came out of stealth less than a year ago and have seen exceptional early traction: live deployments across oil and gas, refineries, and petrochemicals, strategic investment from industry leaders, and validation from some of the world’s most demanding operators. The hydrocarbon industry keeps the world running. But its complexity has left operators tied to legacy systems, making critical decisions on less than 10% of available data. We built Orbital to change that. It is a foundation model built specifically for energy that lets companies use AI at scale, harnessing all of their operational data and optimising in real time for any metric. Decisions get faster, operations get safer, and carbon intensity falls. We have raised over $40 million, including one of the largest seed rounds for an AI company in the UK. We are 32 people, flat structure, high autonomy. We’re just getting started. The RoleMost of our customers are extraordinary at what they do. They’ve spent decades mastering the chemistry, physics, and operational complexity of some of the most demanding industrial environments on the planet. Most of them have never used an LLM. None have deployed a multi-agentic foundation model in live operations. Orbital is not a simple tool. It does not behave like software they have used before. It reasons across data, surfaces patterns that were previously invisible,and gives operators capabilities that require a fundamentally different way of working. Getting from first deployment to daily, confident, self-directed use is a journey. This role owns that journey. As Head of Adoption, you will build and lead the function responsible for taking our customers from Orbital-curious to Orbital-obsessed. That means structured programmes, on-site presence, adult learning design, changemanagement, and an obsessive focus on one outcome: operators who trust the product, use it fluently, and advocate for it internally. The end state is not a customer who attended a training session. It is a customer who has changed how they work, who has identified other teams that should be using Orbital, and who is pushing us to build more. The PersonYou have a rare combination. You understand how adults learn new things, especially adults who are already expert in something else and have no obvious reason to change. You know that resistance to new tools is rarelyabout the tools and almost always about trust, identity, and workflow disruption.You are comfortable in industrial environments. You do not need to understand refinery chemistry, but you need to be able to sit in a control room, earn the respect of an operator who has been doing this job for twenty years,and help them see that Orbital makes them better at it, not redundant because of it.You build systems, not sessions. One-off training is not adoption. You know how to design a programme that moves people through capability stages, identifies who is ready to go further, and creates the internal momentum that means customers ask us for more without being pushed. You measure outcomes, not activity. Completion rates and attendance figures mean nothing to you. You care about daily active use, workflow integration,and whether customers are bringing new teams to the table. What Success Looks LikeDays 1-30You have spent time on-site with at least two customers. You have mapped the current state of adoption across our live accounts: who is using Orbital daily, who is using it occasionally, who has effectively stopped, and why. You have formed a clear view of the biggest adoption blockers and presented your findings to the leadership team. Days 30-90You have built the first version of the AC adoption framework: user personas, capability stages, and the programme structure that moves customers from one stage to the next. You are running the first structured adoption engagement with a customer, and you have identified at least two potentialchampions across our accounts. Months 3-6Adoption metrics are defined, tracked, and visible. At least one customer has a trained champion actively running their own internal sessions. The product team has received a structured set of adoption-derived requirements. Account management has a clearer view of which accounts are ready for expansionconversations based on adoption health. Months 6-12Adoption is a measurable, managed function. Daily active use has increased across the customer base. At least one account has expanded scope or headcount because of adoption-driven demand, not commercial pushing. Thechampion network spans multiple customers, and customers are beginning to learn from each other. We have a repeatable playbook that scales without requiring your personal presence in every account. How We Work-Flat structure. No layers of management between you and the decision. No committees for decisions that one person should own.- High autonomy, high accountability. We will not tell you how to do the job. We will care a lot whether you do it well.- Direct communication. We say what we think, including when we disagree. Feedback is fast and honest, not softened into uselessness.- This role requires real presence. You will be on customer sites regularly. That is not a nice-to-have, it is the job.- We move quickly. The adoption methodology you build in month one will be different by month six. That is expected and good. Essential Experience- Proven track record of driving technology adoption in enterprise orindustrial environments, where users were expert practitioners with noobvious motivation to change.- Experience designing and running structured change programmes, notone-off training. You understand capability staging, reinforcement, andhow to sustain momentum across months, not days.- Comfortable working with technically complex products and translatingthat complexity into accessible, role-specific learning.- Experience identifying and developing internal champions withincustomer organisations, and using those champions to drive scale.- Strong data instinct. You define adoption metrics, track them rigorously,and use them to make decisions about where to focus and when toescalate.- Confident operating at multiple levels within a customer organisation:from the operator on shift to the VP who signed the contract. Nice to Haves- Background in adult learning design or organisational changemanagement.- Experience in energy, utilities, manufacturing, or other operationalindustries where the workforce is domain-expert and change-averse.- Familiarity with AI or data product adoption specifically: the uniquechallenges of getting users to trust model outputs rather than rule-basedsystems.- Experience building customer community or champion networkprogrammes at scale. Key Responsibilities 1. Adoption Strategy and Programme Design-Build and own Applied Computing’s adoption methodology: the structured path from first deployment through operational fluency to customer champion. - Design adoption programmes for different user personas: front-line operators, process engineers, plant managers, and executive sponsors. Each group has different needs, different blockers, and a different definition of value.-Create the tools, materials, and frameworks that make adoption repeatable across customers, industries, and deployment types.-Define what AI-native looks like for an energy operator and build the curriculum that gets them there.2. Customer Engagement and Change Management-Lead on-site adoption engagements with customers. Be present in the environments where Orbital runs. Understand the day-to-day reality of the people we are asking to change how they work.- Work with customer stakeholders to build internal buy-in: identifying sponsors, surfacing quick wins, and creating the internal narrative that sustains momentum after we leave.- Navigate resistance. Recognise the difference between technical blockers and human ones, and address both without conflating them.- Partner with forward deployed engineers and delivery teams to ensure adoption programmes are sequenced correctly alongside technical deployment.3. Champion Development- Identify and invest in the operators and engineers within customer organisations who have the curiosity and influence to become Orbital champions.- Build a structured programme that takes champions from power user to internal advocate: someone who runs their own sessions, brings new colleagues to the product, and escalates expansion opportunities.- Build a cross-customer champion network over time. Customers learning from customers is more powerful than us telling them what is possible.- Track champion progress and use it as a leading indicator of account health and expansion readiness. 4. Adoption Measurement - Define the metrics that actually measure adoption: daily active users, workflow completion rates, feature depth, session frequency, and self-directed use versus prompted use.- Build visibility of these metrics across the business. Adoption health should be as visible as pipeline and ARR.- Use adoption data to identify at-risk accounts early, before it becomes a commercial problem.- Feed adoption patterns back into product and engineering: what is consistently hard to learn, what features are never used, what workflows are being improvised around. 5. Feedback Loop to Product and Commercial- Translate adoption blockers into specific, evidenced product requirements. If customers consistently struggle with the same thing, that is a product problem.- Work with account management and commercial leadership to identify expansion signals. A customer who has three champion-level users and two new teams asking questions is a customer ready for a biggerconversation.- Contribute to onboarding documentation, in-product guidance, and any materials that extend the adoption programme beyond direct engagement. What This Role Is Not- A customer success role. You are not managing commercial relationships, handling renewals, or owning account health from a revenue perspective.- A training function. Delivering workshops and tracking attendance is not this job. This role exists to change behaviour, not to run sessions.- A support function. You are not the escalation point for technical issues or bug reports.- A consultancy. You are not doing the work for customers. You are building their capability to do it themselves.- A content production role. You will create materials, but you are primarily in the field, not at a desk writing e-learning modules. Benefits- Competitive salary benchmarked at the 90th percentile for the role,level, and location.- Meaningful equity. We are pre-Series A and growing fast.- 28 days holiday including bank holidays.- Private health insurance.- Remote-first with a London hub for collaboration.- Direct access to the founding team and a front-row seat to building oneof the most technically ambitious AI companies in Europe.

• Serve as a trusted advisor and drive a cross-functional, unified customer experience • Help customers achieve their full potential through the adoption of VMware's technology • Manage schedule and priorities to help customers achieve their goals • Create long-term relationships with assigned customers while developing understanding of their technical goals • Collaborate with multi-functional VMware project teams

About Airwallex Airwallex is the only unified payments and financial platform for global businesses. Powered by our unique combination of proprietary infrastructure and software, we empower over 200,000 businesses worldwide - including Brex, Rippling, Navan, Qantas, SHEIN and many more - with fully integrated solutions to manage everything from business accounts, payments, spend management and treasury, to embedded finance at a global scale. Proudly founded in Melbourne, we have a team of over 2,000 of the brightest and most innovative people in tech across 26 offices around the globe. Valued at US$8 billion and backed by world-leading investors including T. Rowe Price, Visa, Mastercard, Robinhood Ventures, Sequoia, Salesforce Ventures, DST Global, and Lone Pine Capital, Airwallex is leading the charge in building the global payments and financial platform of the future. If you're ready to do the most ambitious work of your career, join us. Attributes We Value We hire successful builders with founder-like energy who want real impact, accelerated learning, and true ownership. You bring strong role-related expertise and sharp thinking, and you're motivated by our mission and operating principles. You move fast with good judgment, dig deep with curiosity, and make decisions from first principles, balancing speed and rigor. You're humble and collaborative; turn zero-to-one ideas into real products, and you "get stuff done" end-to-end. You use AI to work smarter and solve problems faster. Here, you'll tackle complex, high-visibility problems with exceptional teammates and grow your career as we build the future of global banking. If that sounds like you, let's build what's next. We are seeking a visionary, hands-on Director of Product Design to define the future of Airwallex's business accounts, the core of the Airwallex platform that empowers businesses to hold, move, and manage billions in multi-currency funds globally. You will own the design strategy and execution for our core financial products, including cash accounts and transfers, high-yield offerings, and credit experiences. You'll partner closely with product and engineering leaders across these domains and manage a high-performing team of product designers working on powerful financial products and workflows. Responsibilities Product & Design Strategy - Define a clear, opinionated design strategy for how customers understand and use cash, high-yield, and credit accounts, and inter-account transfers as their organisation grows. - Partner with PM leaders to frame problems, prioritise opportunities, and ensure design is embedded early in product strategy, not only at execution time. - Establish moving money into, within, and out of Airwallex as a user experience foundation that other product areas (e.g. Spend management, Subscription billing, etc.) can build on top of. Design Leadership & Execution - Lead end-to-end experience design: Oversee research, object modeling, interaction design, research and testing, and UI design for your team's products and features. - Raise the quality bar: Set and maintain a world-class standard for UX and UI quality in complex, data-rich screens (e.g. tables, charts, reconciliation views, approvals), ensuring work is robust and polished across desktop, mobile web, and native mobile apps. - Drive a rigorous discovery and validation practice: Ensure your teams use research, experimentation, and product analytics to understand customer behaviour. - Build a collaborative, growth-oriented design practice: Help shape the rituals, feedback practices, and shared standards that keep designers connected across regions and domains. - Integrate with design systems and platform patterns: Collaborate with the design system team to ensure your team's experiences use and extend shared patterns. People Leadership & Org Building - Lead and grow a high-performing design team: Manage and develop senior and staff-level product designers across our Sydney and Singapore design studios, setting clear expectations for impact, craft, and ownership. - Create healthy, effective design-product-engineering partnerships: Develop ways of working that make collaboration with PMs and engineers productive, with design engaged from problem framing through to launch and iteration. Requirements - Experience: 12+ years in product / UX design with significant time spent on complex, system-heavy products (e.g. B2B SaaS, developer platforms, financial or payments products). 4+ years leading designers, including managing senior designers or design managers. - Domain knowledge: Experience in fintech, payments, banking, treasury, or adjacent financial products, ideally with exposure to business accounts and global money movement. - Design craft & systems thinking: Deep strengths in interaction design, information architecture, and UX for complex workflows and data-heavy products. Able to think at both the screen and system level: flows, states, permissions, object relationships, and edge cases. - Leadership & influence: Proven ability to set vision, align stakeholders, and lead multi-quarter initiatives that cut across multiple domains and teams. Comfortable debating trade-offs with senior product and engineering leaders, and advocating for customer outcomes with clarity and pragmatism. - Data- and research-informed: Familiar with partnering closely on user research and quantitative analysis to inform decisions, validate designs, and measure impact. - Communication & storytelling: Excellent written and verbal communication skills, with the ability to make complex financial and technical concepts accessible to diverse audiences. - Adaptability: Thrives in a fast-paced, high-growth environment with evolving priorities and ambiguous constraints. Nice to Haves - Background working with API products and developer-facing experiences. - Degree in Design, HCI, Computer Science, or a related field. Working at Airwallex - We work in a hybrid model, with teams collaborating in-office and remotely across regions. - Airwallex is a high performance, high responsibility, high impact workplace where you'll be expected to take ownership and ship meaningful work. - If you're excited to design the financial operating system for modern businesses and lead a pivotal part of that experience, we'd love to hear from you. Applicant Safety Policy: Fraud and Third-Party Recruiters To protect you from recruitment scams, please be aware that Airwallex will not ask for bank details, sensitive ID numbers (i.e. passport), or any form of payment during the application or interview process. All official communication will come from an @airwallex.com email address. Please apply only through careers.airwallex.com or our official LinkedIn page. Airwallex does not accept unsolicited resumes from search firms/recruiters. Airwallex will not pay any fees to search firms/recruiters if a candidate is submitted by a search firm/recruiter unless an agreement has been entered into with respect to specific open position(s). Search firms/recruiters submitting resumes to Airwallex on an unsolicited basis shall be deemed to accept this condition, regardless of any other provision to the contrary. Equal opportunity Airwallex is proud to be an equal opportunity employer. We value diversity and anyone seeking employment at Airwallex is considered based on merit, qualifications, competence and talent. We don't regard color, religion, race, national origin, sexual orientation, ancestry, citizenship, sex, marital or family status, disability, gender, or any other legally protected status when making our hiring decisions. If you have a disability or special need that requires accommodation, please let us know. #BI-Hybrid