Role Description Origis is seeking a Senior Manager PV Energy & Performance Engineering whose primary responsibility will be modeling, analyzing, and optimizing plant performance for utility solar plus energy storage projects. This role combines deep technical rigor with real-world impact. You will collaborate closely with Business Development, Project Engineering, EPC, Asset Management, and Operations to deliver defensible energy performance assessments and engineering solutions that strengthen reliability, optimize generation, and support long-term project performance. The Senior Manager PV Energy & Performance Engineering is a regular, full-time position, reporting to the Senior Director PV Performance & Technology, and is eligible for our generous employee benefits package, including: - Employer paid health insurance - Paid time off - 401(k) plan with employer matching contributions - Other great benefits Key Responsibilities - Management of PV production estimates for early to late-stage developments and proposals. - PVsyst energy modeling, including terrain shade analysis, soiling and snow profiles, probability of exceedance analysis, and life cycle degradation projections. - Work cross functionally to drive design optimization and identify project risks and mitigations. - Collaborate with technical and procurement teams to efficiently model and assess equipment optionality. - Conduct capacity testing, including exhibit review, test plan development, and implementation. - Perform technical due diligence on PPA documentation and M&A activities to support contract negotiations. - Contribute to process development and initiatives aimed at furthering modeling team capabilities and accuracy. - Track and manage workflow of solar modeling team and proactively work with internal stakeholders to manage their expectations. - Works across the organization and with IE’s and OE’s to achieve consensus in the target energy outputs for the solar and solar plus storage projects. Qualifications - Bachelor’s or Master’s in Engineering, Physics, or equivalent. - 4+ years of experience in solar energy modeling and optimization. - Knowledge of data sources, system loss factors, and competency in modeling tools for utility scale PV System production assessments. - Strong understanding of DC collection systems, plant design, and key drivers of solar asset performance. - Experience with PVsyst a must; Python, PVLIB experience a plus. - Demonstrated expertise conducting ASTM E2848 PV capacity and performance testing. - Familiarity with battery energy storage system is a plus. Key Attributes for Success - Strong written and verbal communication skills. - Excellent organizational skills and time management skills. - Superb attention to detail. - Ability to perform in a high-growth, fast-paced, collaborative work environment. - Team player; ability to work with multidisciplinary team. - Ability to work with all levels of management and various functional teams. - Strong organization, problem-solving, and analytical skills. - Proven ability to handle multiple projects and meet deadlines. - Versatility, flexibility, and willingness to work within constantly changing priorities with enthusiasm. - Good judgement with the ability to make timely and sound decisions. Location Austin, TX or Remote for the right individual. Travel Up to 20% travel required as necessary. Job Level Senior Manager (Subject Matter Expert) - no direct reports. Equal Opportunity Employer Origis Energy is an Equal Opportunity Employer (EOC). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. We are committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. More information is available here . California Applicants Please review our California Privacy Policy and Notice at Collection. Request for Support or Accommodations As part of our effort to provide equal opportunity to qualified disabled veterans and individuals with disabilities, we are happy to offer support and special accommodations in order for you to successfully reach us with your interest. Please reach out to us at candidateaccommodations@origisenergy.com if you would like to request help with your application.

Role Description McGraw Hill, the leading provider of digital and print educational resources, is looking for a Content Creation Manager to join our Higher Education team. The Content Creation Manager is a senior contributor within the Content Courseware Team, responsible for orchestrating the end-to-end AI-assisted development of digital learning content. Operating at the intersection of instructional quality, AI tooling, and agile content production, this role is critical to our transformation from legacy development models to a scalable, data-informed content ecosystem. The Content Creation Manager ensures that content is produced efficiently, meets rigorous pedagogical standards, and aligns with market-driven curricular priorities established by the Curriculum Team. What you will be doing: - Leading the production of courseware content through AI authoring platforms, directing prompt workflows, content generation cycles, and human-in-the-loop review processes to ensure instructional integrity. - Managing the content development lifecycle from initial asset generation through QA handoff, coordinating with Content QA and Content Data Analyst/Researcher to maintain quality benchmarks and production timelines. - Partnering with the Curriculum Strategy Manager to ensure content aligns with the established curricular spine, topic hierarchies, and learning objectives for each discipline. - Driving adherence to agile development standards across all production workflows, participating in sprint planning, retrospectives, and continuous improvement initiatives. - Developing and maintaining prompt engineering frameworks, content templates, and production playbooks that enable consistent, scalable content generation. - Evaluating and adopting emerging AI authoring tools and shared services, identifying opportunities to reduce manual effort and improve content velocity. - Ensuring content assets are properly tagged, structured, and integrated within the AI content ecosystem to support dynamic delivery and evergreen updates. - Contributing to financial modeling and investment case development for content production initiatives, tracking cost-per-asset metrics and production ROI. - Championing the elimination of legacy development artifacts (brand-specific instructor resources, manual indexing, snowflake custom builds) in favor of scalable, standards-based solutions. - Mentoring and developing content production staff, embedding AI and data literacy across the team. Qualifications - Bachelor's degree in Education, Instructional Design, Communications, or a related field; Master's degree preferred. - 5+ years of experience in content or curriculum development, with at least 2 years in a management or lead capacity. - Demonstrated experience with AI content generation tools, prompt engineering, and human-in-the-loop production workflows. - Strong project management skills with experience in agile methodologies (Scrum, Kanban, or equivalent). - Proven ability to manage cross-functional relationships and coordinate across curriculum, QA, and data teams. - Familiarity with content tagging, metadata standards, and learning object repositories. - Experience in higher education, EdTech, or digital publishing strongly preferred. - Financial literacy with the ability to contribute to business cases, track budgets, and assess production economics. Benefits - This is a rare opportunity to bring your design expertise to a team that is actively reimagining how educational content gets built — with the autonomy to experiment, the support to grow, and the satisfaction of seeing your work directly shape what learners experience. - The pay range for this position is between $100,000 - $122,000 annually. However, base pay offered may vary depending on job-related knowledge, skills, experience, and location. - An annual bonus plan may be provided as part of the compensation package, in addition to a full range of medical and/or other benefits, depending on the position offered.

Development and Donor Care Team Member Organization: Food Empowerment Project Location: Remote, U.S.-based (California preferred) Job Type: Full-Time, Salary, Exempt Reports To: This role operates within F.E.P.’s collective, horizontal model. While there is a main point of contact for coordination, team members collaborate across departments, share ideas, and contribute to decision-making. There is no traditional supervisor; success is measured by teamwork, alignment with F.E.P.’s mission, and collective impact rather than hierarchy. Hours: Monday–Thursday (4-days a week, 9-hours a day); some evening and weekend hours, as needed. Salary: $70,000 USD annually Benefits: - Health care reimbursement for medical, dental, and vision premiums; - Paid vacation: 3 weeks per year, with accrual increasing based on tenure with the organization. - Professional development budget to support continued learning and skill growth. - Access to 401(k) through F.E.P.’s payroll provider. Job Summary Food Empowerment Project (F.E.P.) is seeking a passionate Development and Donor Care Team Member to help support F.E.P. ‘s mission of advancing food justice for humans, animals, and the environment. This role supports fundraising and donor engagement that sustain F.E.P. ‘s work to end the exploitation of animals, people, and the environment. Essential Functions & Responsibilities Below are the core duties associated with this position. Time spent on each may fluctuate based on organizational needs and seasonal cycles. The Development and Donor Care Team Member will provide support with special projects as needed, in collaboration with other members of the collective. Fundraising & Development (60%) - Coordinate all aspects F.E.P. ‘s fundraising efforts (printed, digital, and e-appeals), including the management of Giving Tuesday, end-of-year, Spring appeal, School Supply Drive for the Children of Farmworkers, and other fundraising campaigns. - Identify new opportunities for funding. - Coordinate and organize F.E.P.’s annual fundraising event (online and/or in person), including logistics, outreach, and post-event reporting. At least one fundraising event a year. - Meet weekly with F.E.P. ‘s external grant tracking and development contractors, organize external meeting notes and report information needed for grants to the team. - Draft and send LOI’s (Letters of Intent). - Bring grant opportunities and grant proposals from external partners to the team for review. - Assist with budget development, and working with our accountants to identify organizational needs. - Partner with the Web and Database Team Member and Communications Team Member to support the creation, updating, and maintaining of donor and fundraising pages across online platforms. - Manage logistics and communications with external vendors such as printers, designers, and mail houses for printed fundraising appeals. - Work closely with independent contractors on fundraising appeals and grant coordination. - Support Board Members with fundraising-related tasks when requested, such as preparing materials and/or talking points or call scripts, providing donor context, or coordinating their participation in specific stewardship efforts, if and when Board involvement is requested. - Assist with preparing and submitting required reports for grants, donations, and fundraising activities. - Develop and manage a calendar to track development and fundraising deliverables. Donor Care and Acknowledgement (15%) - Strengthen and routinely nurture donor and funder engagement through consistent, mission-aligned communication, and impact storytelling that ensures supporters feel included in the work and progress toward collective liberation for human and non-human animals. - Support the cultivation of new donors through outreach, research, and personalized communication. - Be the main point of contact for all donors and funders. - Create structured, and innovative approaches to help new and established donors feel connected to F.E.P.’s mission and progress. - Draft, send, and track donor acknowledgment and thank-you letters to ensure timely and meaningful stewardship. - Keep a record of organizational updates and draft all monthly donor communications and emails. - Maintain records of positive reviews and feedback from partners, events, donors, supporters, volunteers, and social media comments in collaboration with Communications Team Member. Compliance, Donor Database and Reporting (15%) - Create, maintain and update the donor database to ensure accuracy, completeness, and consistency of all records. - Partner with the Website Development Team Member and contractor(s) in creating F.E.P.’s SDI reports, and quarter/Annual Review Report. - Monitor and track lapsed donors to support re-engagement and retention efforts. - Record and track donor communications, website donation notes, engagement activities, and stewardship touchpoints. - Update and maintain organizational profiles on public charity platforms (e.g., Guidestar, state charity portals). - Maintain grant portals, upload required documents, track deadlines, and handle all aspects of grant reporting. - Create F.E.P.’s Impact Reports for donors, partners, supporters, and funders. Administrative and Outreach Support (10%) - Meet with contractor(s) to plan content and draft written updates for monthly F.E.P. newsletter. - Draft and assist with letters of support or opposition for partner and advocacy efforts. - Support all F.E.P. events, when needed. - Assist with F.E.P. literature shipments, when needed. This position description generally describes the principal functions of the position, the level of knowledge and skills typically required, and the general scope of responsibility. It is not intended as a complete list of specific duties and responsibilities and should not be considered an all-inclusive listing of work requirements. The Development and Donor Care Team Member will provide support with special projects as needed, in collaboration with other members of the collective. Qualifications & Competencies Experience - Minimum of 3 years of experience in fundraising or a related nonprofit role. - Strong passion for fundraising and commitment to supporting mission-driven work. - Experience assisting with the development of social media campaigns, particularly tied to promotion and fundraising. - Demonstrated ability to manage multiple priorities under tight deadlines. - Knowledge of nonprofit budgeting. Including familiarity with projecting revenue from diverse funding sources, creating realistic expense forecasts, and ensuring fundraising efforts remain financially sustainable. Technical Skills - Experience using fundraising databases such as Network for Good. - Familiarity with social media platforms (Instagram, Facebook, TikTok) and tools like Canva and Buffer. - Strong data analysis, problem-solving, and critical-thinking skills. - Project management skills, including time management, goal-setting, multitasking, and prioritization. - Ability to maintain accurate records and manage donor or program databases. - Core Competencies: - Excellent organizational, communication, and interpersonal skills. - Highly organized with strong attention to detail and follow-up. - Ability to work effectively in a fast-paced, collaborative team environment. - Self-motivated, dependable, and able to work independently. - Ability to nurture relationships with existing donors and cultivate new supporters. - Initiative, flexibility, creativity, and willingness to learn new skills. - Adaptable and open to new platforms and technologies. - Comfort being on camera for fundraising and events. - Commitment to social justice, vegan ethics, and F.E.P.’s mission and values. - Persuasive writing skills. Additional Skills (Preferred but Not Required): - Fluency in Spanish. Working Conditions - Flexible mix of remote (majority) and occasional in-person work. - Light physical activity (e.g., handling supplies). - Some early-morning, evening, or weekend availability may be required for fundraising events or program support.

Title: Senior Manager, Engineering Location: United States Job Description: Reports to: Director, Engineering Department: Central Services Location: Remote Grade: 22 About Priority: Our vision in Product & Technology is to engineer the world's most resilient, AI-native financial ecosystem that empowers businesses to transcend table-stakes and lead the Agentic future, where every financial transaction is intelligent, every developer is accelerated, and every experience is unified. At Priority, we are building the Priority Commerce Engine, a unified platform that enables businesses to collect money, store money, lend money, move money, and build modern commerce experiences at scale. About the Role: Senior Managers at Priority lead a mix: you manage other managers (Managers or Team Leads, or both), and you often continue to manage one or more teams and their engineers directly yourself. Managing other managers is what makes this level distinct from Manager - it's the point where indirection becomes a real mode of leadership alongside the direct management you may continue to do. The scale you cover is multiple teams within an area, and the newly-yours craft is making those teams perform consistently - through the leaders you develop and the standards you hold across the scope. Your leverage flows through both modes - the leaders you grow and the team(s) you run directly. The cross-team work - making standards hold, making cross-team commitments stick, making the slowest team get help instead of blame - is the part that's newly yours. You'll also pick up the keyboard when the work genuinely calls for it; the day-to-day craft, though, is making multiple teams move together as a unit. You own three bars across the teams in your scope: the hiring bar - kept consistent across teams so every hire raises the bar where it lands; the performance bar - held for the engineers you directly manage and for the leaders under you, with the same honesty and the same early intervention; the culture bar - built deliberately on every team you cover, not assumed to propagate. You own the area's business, customer, and OKR/KPI alignment across your teams - in partnership with your peers at this level in Product Design and Product Management. You and your Product Design and Product Management peers at the multi-team scope are the area's leadership trio. Together you make sure the area's OKRs and KPIs ladder up coherently across teams and up to the workstream, and that the "why" behind the work is consistent across teams. Business fluency doesn't slip when it isn't you in the room - the Managers and Team Leads under you carry the trio partnership at team level the way you carry it at the multi-team level, because that's the standard you set and hold. You and the Staff (or Senior Staff) Software Engineers - or Software Architects - across the area's teams share accountability for those teams' customer and business outcomes. You lead through delivery, the people, the organization of the teams, and the partnerships with those Staff+ engineers needed to move those outcomes. They lead through architecture, technical direction, and engineering excellence within their teams. Multiple interlocking partnerships across the area - and those teams need them all to work. You run the semi-annual Skills & Knowledge Assessment for the engineers you directly manage; you oversee the Managers under you running it for their reports. Scores roll up into the workstream Engineering Maturity Model (EMM) score. Consistency of the assessment bar across teams is your job - Managers under you don't grade differently than you would. When the area hits a cross-team high-pressure moment - a major incident spanning teams, a multi-team escalation, a critical multi-team delivery - you're the leader the area looks to across those teams. You're on point, you stay on it until it's resolved, and you show up regardless of time of day, day of week, or weekend. You drive AI-native transformation as a consistent standard across your teams - not as an option each team adopts at its own pace. Agentic PDLC adoption is measured, coached toward, and held to the bar across the teams in your scope. Developing leaders is the new multiplier of the job - and you keep developing the engineers on the team(s) you run directly. Managers and Team Leads under you grow measurably. Engineers on the team(s) you manage directly grow into and beyond their levels, and some grow past your scope into bigger roles. What You'll Do: - Develop the Managers and Team Leads who report to you - they grow measurably because of you; managing other managers is a real craft you actively practice. - Directly manage engineers on at least one team yourself, with the same hiring, performance, and team-health expectations as a Manager, when scope calls for it. - Keep hiring and performance bars consistent across teams in your scope. - In partnership with your peers at this level in Product Design and Product Management, own the area's understanding of the customer, the business, and the OKRs and KPIs the area's teams are measured on; make sure those OKRs and KPIs ladder up coherently. - Set and hold the standard for business fluency across teams - the Managers and Team Leads under you carry the trio partnership with their Product Design and Product Management peers at team level the way you carry it at the multi-team level. - Align delivery across teams; sequence cross-team dependencies so the commitments those teams make to business partners, stakeholders, and customers hold. - Balance investment across teams against priority - not the loudest voice; consolidate duplicated effort. - Make sure delivery, quality, and reliability practices are consistent across teams - the slowest team gets help, not blame. - Lead during cross-team high-pressure moments - major incidents that span teams, multi-team escalations, critical multi-team deliveries - regardless of time of day, day of week, or weekend. - Make sure no team in your scope has a single-human point of failure - including at the leader level. - Root-cause systemic defect patterns across team boundaries; the same incident class doesn't recur in a second team. - Run the semi-annual Skills & Knowledge Assessment for the engineers you directly manage; oversee the Managers under you running it for their reports - scores roll up into the workstream EMM score. - Drive AI-native and Agentic PDLC adoption as a standard across teams; consolidate shared tooling friction into platform tasks backed by evidence. - Keep ADR (architecture decision record) practice the norm; respect and amplify the Staff+ engineers' architectural ownership across teams. - Develop the next generation of leaders - Team Leads who become Managers, Managers who become Senior Managers. What Success Looks Like: - Your teams' delivery and maturity are consistent, not lumpy. - The Managers and Team Leads under you cite you as a reason they grew; the team(s) you manage directly perform at least as well as the teams led by your direct-report leaders. - The area's OKRs and KPIs ladder up coherently; every team's contribution is visible; business fluency is consistent across teams because you set and hold the standard. - You and your Product Design and Product Management peers at multi-team scope operate as a real trio; the Managers under you operate the same way at team scope - Cross-team commitments to business partners, stakeholders, and customers hold; fixes propagate across teams instead of staying local. - No team in your scope has a single point of failure you haven't addressed - including at the leader level. - Customer and business outcomes across your teams move on your watch - not just system metrics. - AI-native practice is consistent across your teams - daily, judgment-driven, no nagging required. - Engineers and leaders grow into and beyond their levels because of you. What We're Looking For: - Roughly 10-15 years of relevant experience, with real experience managing managers - not just multi-team scope, but people-managing people-managers as an active craft. - A record of leading a full team well (hiring, performance, delivery, growth) and of developing other leaders who then led well themselves. - Hybrid leadership credibility - comfort managing other managers while also running a team directly, without favoring one mode and neglecting the other. - Multi-team coordination experience - shared standards and cross-team commitments that held under pressure. - Demonstrated partnership with Product and Design peers at multi-team scope as a real trio - joint ownership of area-level OKRs and KPIs. - Comfort and credibility leading through cross-team crises - multi-team outages, cross-functional escalations, critical multi-team deliveries - regardless of hour. - Coaching and delegation as demonstrated strengths - impact through others, not presence. - Experience driving engineering-practice change (AI-native, quality, delivery) consistently across multiple teams. - Honest, direct communication - willing to have hard conversations early at both the IC and the leader level. Nice to Have: - Experience leading multi-team engineering organizations within fintech, payments, lending, or other regulated financial systems. - A track record of measurably improving how multiple teams work together at scale - visible gains in delivery, quality, developer experience, or on-call health, sustained past your tenure. - Bachelor's degree in Computer Science, Engineering, or a related technical field - or equivalent practical experience. - Advanced degree in a relevant technical discipline (e.g., Master's or PhD). Work Environment & Culture: We believe that performance and experience go hand in hand - an exceptional employee experience is earned through contribution. We are a results-driven team, grounded in our core values: ownership, authenticity, service, trust, innovation, and camaraderie. Our culture is built for those who want to make an impact. We challenge each other to grow, celebrate progress, and support one another through shared goals and real connection. Whether you're building technology, serving clients, or supporting internal teams, you'll be part of a company that empowers you to perform at your best and be known for results. Compensation and Benefits: Compensation range: $202k - $230k We invest in the whole employee - personally and professionally. Our benefits package is designed to support your well-being, growth, and success - both inside and outside of work. Financial Wellness - Bonus programs - 401(k) match - Employee Stock Purchase Program (ESPP) - HSA and FSA options - Financial wellness resources and employee discount programs Health & Well-being - Medical, dental, and vision coverage - Mental health support for employees and dependents through Lyra Health - Family planning and women's health benefits through Carrot - Gym membership reimbursement and virtual wellness programs (including yoga) Time Off - 3 weeks PTO to start, with unlimited PTO after year one Growth & Development - Education expense reimbursement - Leadership development programs - Certified Payments Professional (CPP) certification support We believe great performance starts with feeling supported - and we've built our benefits with that in mind. Traditional Physical Requirements: - Requires prolonged sitting, standing, bending, stooping and stretching. - Requires the ability to lift 10 pounds. - Requires eye-hand coordination, manual dexterity and a normal range of hearing and vision (with or without correction). Join our team at Priority Technology Holdings, Inc. and be part of a dynamic and innovative company that is transforming the financial technology landscape. Together, we can shape the future of payments and banking solutions while providing unmatched value to our clients.