Role Description As the Director, Category Manager for Jewelry, you will be the chief architect of one of our most prestigious verticals. This isn't just about managing inventory; it’s about delivering results by blending high-end market expertise with clinical analytical rigor. You will sit at the intersection of dealer relationships, data insights, and marketplace strategy to grow GMV and reinforce 1stDibs as the premier destination for fine jewelry. What You’ll Do - Define the Vision: Execute a long-term growth strategy for Jewelry. You’ll identify the next big shifts in vintage, estate, and contemporary segments and move first to capture them. - Curate the Marketplace: Partner with Dealer Relations and Art Research to onboard the world’s leading estates and brands. You’ll ensure our selection has the unmatched breadth and quality our buyers expect. - Empower Our Partners: Build trusted relationships with top dealers, providing them with the data-driven insights and pricing strategies they need to thrive on our platform. - Analyze & Optimize: Dive deep into marketplace KPIs—conversion, traffic, and inventory health—to turn raw data into actionable growth levers. - Lead Cross-Functionally: You’ll succeed alongside the Product, Marketing, and Customer Experience teams to advocate for the features and tools that elevate the jewelry-buying journey. Qualifications - 8+ years in category/inventory management within luxury e-commerce, auction houses, or the jewelry industry. - Comfortable with marketplace KPIs and use data to tell a story and drive decisions. - A deep, "insider" understanding of fine, vintage, and designer jewelry. - The ability to move complex initiatives forward by influencing cross-functional teams and external partners. - Exceptional presentation skills, you can speak "luxury" to a dealer and "data" to an executive. Requirements - Gemology credentials (GIA or similar). - Experience in the luxury resale or auction market. - A genuine passion for design, craftsmanship, and the stories behind extraordinary objects. Benefits - Competitive medical/dental/vision benefits, including a $0 single medical plan, with HSA employer contributions. Health plan includes gender affirmation and infertility care. - Flexible PTO, generally expecting employees to take around 15 days/year. - All employees enjoy ownership in 1stDibs in RSUs, through new hire grants, and/or annual refresh grants, if eligible. - Choice to work in our New York headquarters, with monthly in-office meals and mixers, and happy hours, and/or the option to work completely remotely. - Fully paid wellness benefits, including One Medical membership and WellHub. - Fully paid parental leave, leave to care for a family member, and bereavement leave, including reproductive loss. - Company match of donations to 501c3 charities, up to $250/year. - Full benefits package includes FSA, life and disability insurance, EAP, commuter benefits, and more.

Role Description We are seeking a Regional Director, Customer Success who will serve as a co-owner of the Customer Success function, responsible for evolving our operating model, driving cross-regional renewals accountability, and partnering directly with the VP to shape CS strategy. The Director is accountable for the integrity of renewals forecasting, the evolution of CS systems, and the development of future CS leaders. Decisions made in this role influence outcomes across multiple regions and time horizons, including board-level reporting on Net Revenue Retention (NRR). What You’ll Do - Function Leadership & Strategy - Co-own Customer Success strategy with the VP, Customer-Facing Delivery - Identify systemic gaps in CS execution and lead structured improvements - Evolve the CS operating model across regions (not just execute it) - Ensure alignment across regional CS teams on a unified framework and methodology - Global Renewals Ownership - Own the regional renewals forecast and ensure accuracy, consistency, and accountability across regions - Serve as the CS interface to Finance for ARR and renewal reporting - Ensure leadership and board reporting reflects a defensible, data-driven CS narrative - Resolve forecast discrepancies with analysis and clear recommendations - Cross-Regional Leadership - Hold regional Customer Success leaders accountable for forecast accuracy, data integrity, and execution standards - Ensure consistent CS practices across all regions - Act as the connective layer between regional execution and global CS outcomes - Executive & Customer Engagement - Lead Executive Business Reviews (EBRs) for strategic and high-impact customers - Engage with C-suite and VP-level stakeholders on customer outcomes and value realization - Represent Customer Success in executive and ELT-level discussions when needed - Program Evolution & Operational Excellence - Own and drive at least one meaningful CS system improvement annually, such as: - Onboarding model redesign - Customer health scoring evolution - Expansion playbook development - Tiering or segmentation strategy refinement - Partner cross-functionally with Sales, Product, and Services to improve lifecycle outcomes - Ensure all changes are documented and scalable across the organization - People Leadership & Talent Development - Lead and develop CS managers and senior ICs - Build leadership depth within the Customer Success organization - Define and reinforce what “great” looks like across CS roles - Expand team member scope and autonomy over time - Create durable operating artifacts (playbooks, templates, frameworks) that outlast individual tenure - Data-Driven Decision Making - Operate fluently in CS and revenue data systems such as Salesforce and customer analytics tools such as Pendo - Use data to explain NRR movement, expansion drivers, and retention risks - Ensure decisions are grounded in measurable outcomes, not intuition alone Qualifications - 8–10+ years of Customer Success experience - 3–4+ years of people leadership, including managers and/or senior ICs - Proven ownership of renewal outcomes that materially impact ARR - Background in fashion/apparel industry; product expertise in PLM, 3D/AI design - Experience partnering with VP-level leaders to shape CS strategy - Demonstrated ability to evolve a Customer Success operating model, not just run one - Strong commercial acumen with deep understanding of NRR, expansion, and retention drivers - Executive-level communication skills with both internal leadership and external customers - Strong analytical mindset and comfort working in structured data environments (e.g., Salesforce, customer health systems, and usage analytics tools like Pendo) Company Description

Role Description The Corporate Director of Talent Acquisition is responsible for designing, leading, and executing a comprehensive talent acquisition and talent planning strategy for a multi-property hotel and resort company. This role oversees employer branding, international recruitment, recruiting strategy, compensation partnership, and internal talent development, while remaining actively involved in hands-on recruiting for executive, leadership, and mission-critical roles. The Director serves as a strategic business partner to corporate and property leadership, ensuring the organization attracts, develops, and retains exceptional hospitality talent aligned with brand promise, service culture, and growth goals. Please note: This role can be based in the Kirkland/Seattle area or remotely for us around the United States only within these states: Washington, South Carolina, Georgia, Nevada, Texas, Colorado, Louisiana, Virginia or Florida. This role will be required to travel as needed to the Corporate Office and/or properties. Key Responsibilities - Develop and execute a scalable, multi-brand talent acquisition strategy that supports corporate, regional, and property-level staffing needs. - Align workforce planning with business growth, new property openings, renovations, and seasonal demand. - Establish recruiting standards, governance, metrics, and service-level expectations across all properties. - Use workforce data and market intelligence to proactively address labor shortages and talent risks. - Lead TA technology strategy (ATS, CRM, assessment tools) to improve efficiency and candidate experience. - Own and evolve the employer brand across all hotels, resorts, and corporate offices. - Ensure the Employee Value Proposition (EVP) reflects service excellence, culture, career growth, and lifestyle benefits unique to hospitality. - Partner with Marketing and Communications to create compelling recruitment campaigns, careers content, and social media strategies. - Enhance candidate experience from hourly frontline roles to executive leadership. - Represent the company at hospitality schools, universities, job fairs, industry conferences, and community events. - Lead international recruitment strategies for leadership, specialized, and pre-opening roles. - Partner with regional teams to tailor recruiting approaches based on local markets and cultural norms. - Manage international search firms, global sourcing channels, and strategic recruiting partners. - Collaborate with HR, Legal, and external vendors on immigration, relocation, and compliance considerations. - Support global mobility and cross-border talent movement initiatives. - Partner closely with Compensation to ensure recruiting strategies align with pay structures, incentive plans, and market competitiveness. - Provide real-time labor market insights to inform wage strategies for hourly, management, and executive roles. - Support job architecture, leveling, and offer governance to ensure consistency and equity. - Advise leaders on compensation tradeoffs, hiring premiums, and creative solutions in competitive labor markets. - Lead internal mobility strategies to promote career progression across properties and brands. - Partner with Learning & Development to align recruiting, succession planning, and leadership development pipelines. - Support identification and readiness of internal talent for promotions, transfers, and pre-opening assignments. - Champion development of hospitality leadership pipelines, including high-potential programs and emerging leaders. - Reinforce a culture of growth, retention, and internal advancement. - Personally lead recruiting for executive, corporate, property leadership, and other high-impact or hard-to-fill roles. - Conduct direct sourcing, interviewing, offer negotiation, and candidate management. - Act as escalation point for critical vacancies and sensitive searches. - Model best-in-class hospitality recruiting behaviors and candidate engagement. - Maintain and nurture pipelines for future leadership needs. - Serve as a trusted advisor to executive leadership, GMs, regional leaders, and HR partners. - Translate brand standards and service culture into talent selection criteria. - Guide leaders on hiring strategies, timelines, and labor market realities. - Champion Diversity, Equity, Inclusion, and Belonging throughout recruiting and development practices. Qualifications - Bachelor’s degree required; hospitality, business, or HR emphasis preferred. - 10–15+ years of progressive talent acquisition experience, including leadership in hospitality or service-driven industries. - Proven experience supporting hotels, resorts, or multi-unit operations. - Deep expertise in employer branding, international recruitment, and executive search. - Strong understanding of compensation principles and labor market dynamics. - Demonstrated success balancing strategic leadership with hands-on recruiting. - Experience partnering with executive leadership and property-level stakeholders. Requirements - Competitive compensation package including competitive pay, On-Demand Pay – Your Pay before Payday. - Health insurance (medical, dental, vision). - 401k plan with employer matching. - Paid Time Off, holidays. - Discounted Food & Hotel Discounts at Noble House Hotels & Resorts nationwide. Benefits - Join initiatives through our Diversity, Equity, Inclusion & Accessibility (DEIA), Green and Wellness committees. - Support an environment where everyone can be a successful team member (come as they are) as their true authentic self.

• Develop and execute enterprise SIU strategy to detect, investigate, and prevent insurance fraud. • Monitor emerging fraud schemes and industry trends to proactively strengthen detection capabilities. • Lead and manage SIU investigators, SIU 1099s, Field Investigators, and vendors while establishing performance expectations and KPIs. • Conduct regular performance reviews of the SIU staff ensuring quality service standards are being met. • Direct investigations into suspected fraud across workers’ compensation, liability, property, casualty, and disability claims. • Ensure investigations meet company quality standards, regulatory standards, and evidentiary requirements. • Review investigation findings, reports, and approve referrals to law enforcement or regulatory bodies. • Collaborate with legal teams on litigation support, depositions, and fraud prosecution efforts. • Ensure compliance with state insurance fraud regulations, reporting requirements, and anti-fraud plans. • Maintain policies, SOPs, and training programs aligned with regulatory guidelines and industry standards. • Utilize predictive analytics, claims data mining, and external fraud databases (e.g., ISO, NICB). • Identify high-risk claims trends and coordinate fraud prevention initiatives with claims leadership. • Assist leadership as needed with implementing technology and automation to improve investigation efficiency and case outcomes. • Partner with claims, underwriting, legal, compliance, and audit teams to identify fraud indicators. • Maintain relationships with law enforcement, regulatory bodies, and industry fraud networks as needed. • Represent the organization in fraud task forces, industry groups, and regulatory meetings as needed.