Role Description Microsoft Cloud Operations and Innovation (CO&I) is the team behind the cloud. Within CO&I, the Engineering Procurement & Construction (EPC) organization is responsible for delivering core datacenter infrastructure for Microsoft’s cloud business. The CO+I Commissioning team is responsible for managing the end-to-end delivery of new data center capacity for CO+I. As a Lease Commissioning Manager (LCxM), you will: - Work with data center architects, engineers, construction managers, network engineers, data center operations teams, and finance teams to streamline and improve data center capacity delivery. - Execute against scope, schedule, and budget to deliver the latest generation of data center technology to Microsoft’s Online Services. - Ensure the project is commissioned in accordance with Microsoft's standards. - Directly manage the process for projects in the location region and support other Commissioning Projects in other Regions. Qualifications - Doctorate Degree in Mechanical Engineering, Materials Engineering, Reliability Engineering, Electrical Engineering, or related field AND 2+ years technical engineering experience - OR Master's Degree in Mechanical Engineering, Materials Engineering, Reliability Engineering, Electrical Engineering, or related field AND 4+ years technical engineering experience - OR Bachelor's Degree in Mechanical Engineering, Materials Engineering, Reliability Engineering, Electrical Engineering, or related field AND 5+ years technical engineering experience - OR 12+ years relevant technical engineering experience. - 10+ years relevant technical engineering experience (preferred) - 5+ years experience working on data center projects (preferred) Requirements - Background Check Requirements: Ability to meet Microsoft, customer and/or government security screening requirements. - Microsoft Cloud Background Check: Required to pass upon hire/transfer and every two years thereafter. - Project Management Professional (PMP) certification (preferred) - Industry recognized Commissioning Certification (preferred) - OSHA 30 or equivalent qualification (preferred) - NfPA-70E (preferred) - Proficiency with MS Office (Outlook, Word, Excel, PowerPoint), MS Visio, MS Project, MS Teams (preferred) Benefits - The typical base pay range for this role across the U.S. is USD $119,800.00 - $234,700.00 per year. - Base pay range for this role in the San Francisco Bay area and New York City metropolitan area is USD $160,200.00 - $261,000.00 per year. - Certain roles may be eligible for benefits and other compensation.

• Ensure that the school provides appropriate programs in the least restrictive environment for all students with special needs • Manage the pre-referral and IEP processes • Maintain student data • Communicate with parents • Ensure that the school operates in compliance with special education law and procedures at all times • Manage the implementation of the school’s IDEA procedures, including IEP development, placement, evaluation and re-evaluation of students with disabilities • Maintain documentation within the IEP program and the Education Management System • Manage the enrollment process for students with IEPs • Coordinate the set-up and delivery of IEP mandated services to students • Communicate and consult with all teachers and Learning Coaches regarding the instructional program for students with disabilities • Writing initial special education evaluations and conducting initial evaluation meetings • Attending IEP meetings as District Rep • Routinely review IEPs for compliance alignment • Manage a small caseload of students as needed • Assist in the development and proper implementation of IEP or 504 plan mandated accommodations for students with special needs during state testing events • Communicate directly with parents, as needed, to answer questions • Develop a working knowledge of Connections Academy’s curricular options

• Develop and execute talent acquisition strategies that meet current and future staffing needs • Oversee the full recruitment lifecycle — job posting through onboarding — and own candidate experience • Build and maintain pipelines for critical and recurring roles • Set and track recruitment KPIs (time-to-hire, source quality, offer acceptance) • Design and lead initiatives that help staffers excel and grow in their roles • Monitor performance, provide feedback, and design clear development pathways • Identify drivers of satisfaction, motivation, and retention — and act on them • Champion a culture aligned with company values and high performance • Manage and develop the Talent team; set clear goals, provide mentorship, and grow the next leader • Partner with department heads to align hiring with workforce planning • Collaborate with HR/Operations to ensure policies and processes enable success • Track and report on time-to-hire, performance trends, and retention metrics • Continuously improve recruitment and staffer success processes based on data and feedback • Surface insights to the Director of Operations and broader leadership team

Role Description The Manager of Data Science for GTM is a hands-on player coach who leads from the front across Sales, Customer Success, and Marketing analytics. They are deeply technical, opinionated about the GTM analytical agenda, and accountable for both the output of the team and the development of each person on it. They are not a pure people manager — they roll up their sleeves on the hardest problems, set the standard for what good looks like, and pull the team up through hands-on coaching, technical mentorship, and direct involvement in the work. They own the analytical strategy for the GTM function and are a credible, trusted partner to Sales, CS, and Marketing leadership. - Set the analytical strategy and roadmap for GTM, proactively identifying the highest-leverage opportunities across the full customer lifecycle from acquisition through expansion and retention. - Operate as a player coach, stay technical, and model the analytical rigor and DS thinking expected from the team. - Coach the team directly on the work itself: review analyses, push on methodology, challenge correlation versus causation, and raise the bar for statistical depth, EDA, and storytelling. - Own the measurement strategy for GTM, defining how to evaluate the true impact of marketing campaigns, sales motions, and CS interventions through rigorous causal methods. - Drive development and iteration of churn risk, health scoring, and expansion propensity models, ensuring they are statistically sound and actively used by CS and Sales. - Lead marketing attribution methodology, moving beyond last-touch toward multi-touch and incrementality-based approaches. - Partner with Revenue Operations and Finance on pipeline and revenue forecasting models that inform quota setting, capacity planning, and board-level reporting. - Partner with Sales, CS, and Marketing leadership as a strategic thought partner. - Grow each person on the team intentionally, set clear development goals, give direct feedback often, and hold the bar high on both performance and growth. - Champion AI as a force multiplier, building agents and skills that transition repetitive GTM data work into automated capabilities. Qualifications - 7+ years of experience in data science or quantitative research, with at least 2 years managing a team of data scientists. - Strong hands-on technical skills: SQL, Python, and modern data warehouse environments. - Demonstrated experience applying analytical methods to GTM problems: churn modeling, propensity scoring, attribution, forecasting, or similar. - Experience with causal inference methods applied to real GTM or business problems. - Deep experience with experimental design, A/B testing, and rigorous measurement frameworks in a marketing or sales context. - Strong track record of influencing GTM strategy through data-driven recommendations at the leadership level. - Exceptional storytelling skills, able to translate complex methodology and findings into clear, compelling narratives. - Track record of developing data scientists and helping them grow from reactive analytics to proactive, strategic insight generation. Requirements - Hands-on experience with churn risk modeling, health scoring, or customer lifetime value models in a B2B SaaS context. - Experience with marketing attribution beyond last-touch, media mix modeling, incrementality testing, or multi-touch attribution. - Familiarity with revenue forecasting and pipeline modeling in partnership with RevOps or Finance. - Background in SaaS, developer tools, or B2B product-led growth metrics. - Experience with CRM data (Salesforce or HubSpot) and marketing automation platforms as analytical data sources. - Hands-on experience with AI tools like Claude, Cursor, or similar LLM-powered assistants. - Experience with probabilistic modeling or Bayesian approaches to forecasting and scoring. Benefits - Base Pay Range: $188,500 — $235,250 USD. - We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process.