Role Description The SVP, Head of Commercial Lending is responsible for supervising a group of commercial lenders and the management of commercial loans. Develops loans, deposits and fee income with both existing and prospective customers. Negotiates loan facilities while balancing the customer's needs with the Bank's risk profile, growth, and earnings goals. Essential Functions: - Analyze the applicant or client's financial status, credit, market conditions, competition, and property evaluations to determine the feasibility of granting loans and under what terms and conditions. - Monitor an existing commercial loan portfolio to ensure proper risk ratings and early identification of potential problems. - Prepare for approval within specified time limits and refer loan requests outside of those limits to senior management for approval. - Develop new loan and deposit business with prospective customers. - Communicate with applicants and existing clientele to discuss loan applications and to answer questions about the process. Explain to customers and applicants the different types of loans and credit options that are available, as well as the terms of those services. - Obtain and compile copies of loan applicants and existing customer's credit histories, corporate financial statements and other necessary financial information to begin the credit decision process. This would also include ordering collateral valuations if required. - Review and update credit and loan files as required by loan policy. Monitor Commercial Loan Maturity Reports so as to evaluate the necessary steps, as well as financial and collateral information needed to be obtained from the client to underwrite renewals. - Monitor and participate in the collection efforts of Commercial Loan Officers to assure the timely collection of all delinquent accounts. Provide direction and assistance as needed or requested in collecting seriously delinquent accounts. - Monitor and maintain a Loan Officer calling program; establish and maintain positive relationships with existing and prospective commercial customers and referral sources. - Monitor exception reports for follow up by loan officers for correct loan documentation for errors. - Facilitate and participate in Loan Officer training. - Conduct monthly meetings with Commercial Loan officers. Qualifications - Experience in commercial lending and loan management. - Strong analytical skills and attention to detail. - Excellent communication and interpersonal skills. - Ability to develop and maintain relationships with clients. Requirements - Proven experience in a supervisory role within commercial lending. - In-depth knowledge of loan policies and regulations. - Ability to analyze financial statements and credit histories. - Strong organizational and time management skills. Benefits - Competitive salary and performance-based bonuses. - Comprehensive health insurance plans. - Retirement savings plan with company match. - Professional development opportunities.

Overview: Extropy is seeking a Director of Value Delivery, to lead and grow a portfolio of manufacturing clients, serving as a strategic partner responsible for client satisfaction, financial performance, and delivery excellence. This role sits at the intersection of client leadership, financial accountability, and execution governance, working closely with project managers and consulting delivery pods to ensure outcomes are achieved on time, on budget, and at target margins. The ideal candidate brings deep experience working with manufacturing organizations, strong financial acumen, and the ability to engage confidently with executive stakeholders while coordinating globally distributed teams. Key Responsibilities: Client Ownership & Relationship Management - Own and manage a portfolio of approximately 10 manufacturing clients with locations in the United States, Canada, Europe, and APAC. - Serve as the primary executive-facing partner for client stakeholders, including CFOs, CTOs, and COOs. - Lead QBRs, client satisfaction initiatives, retention efforts, and expansion discussions. - Act as a trusted advisor, understanding client priorities and advising on AI and digital transformation strategy at both strategic and solution levels. - Expand client relationships to areas where no relationship exists today. - Serve as the accountable executive owner for value realization, ensuring client objectives, success metrics, and outcomes are clearly defined and achieved. - Anticipate client needs and risks by maintaining a forward-looking understanding of business priorities, organizational readiness, and change impact. - Lead executive-level communications during key moments, including escalations, scope changes, and delivery or financial risk discussions. - Reinforce Extropy’s role as a long-term strategic partner by aligning delivery outcomes to client financial and operational goals. Financial Accountability - Own revenue, margin, and forecasting for assigned accounts. - Maintain and grow margins through disciplined scope management, utilization awareness, and proactive risk identification. - Partner with internal leadership to ensure accurate forecasting and financial transparency. - Ensure alignment between statements of work, delivery execution, and commercial expectations across the portfolio. - Proactively identify financial risks related to scope, resourcing, or delivery complexity and lead mitigation efforts. - Drive disciplined portfolio management to balance client priorities, team capacity, and profitability. - Use portfolio insights to inform pricing, resourcing strategies, and future engagement structures. Delivery Excellence & Governance - Align to delivery pods, working closely with Project Managers and Program Management to drive execution and client satisfaction. - Ensure projects are delivered on time and on budget, managing escalations and governance as needed. - Oversee delivery quality, risk management, and client communication across engagements. - Establish and uphold consistent delivery governance standards across manufacturing engagements. - Maintain active oversight of delivery health, including scope adherence, risk management, and executive communication cadence. - Lead resolution of complex delivery challenges, ensuring timely decision-making and alignment across stakeholders. - Champion continuous improvement in delivery processes, tooling, and operating rhythms to improve predictability and quality. Team Leadership - Directly manage 1–2 Project Managers supporting manufacturing accounts. - Provide coaching, guidance, and performance feedback while maintaining a primarily client-facing role. - Lead effectively across global, remote teams spanning the US, Canada, and India. - Set clear expectations for delivery leadership, accountability, and client engagement across Project Managers. - Coach Project Managers on executive communication, financial awareness, and risk management. - Foster a culture of ownership, transparency, and continuous learning across globally distributed teams. - Serve as a role model for Extropy’s client-first, outcomes-driven delivery approach. Strategic Growth - Identify opportunities for cross-sell, expansion, and new solution adoption within existing accounts. - Develop a strategic roadmap with each client, helping to define success criteria and prioritize new initiatives. - Partner with Sales and Solutions leadership to support seamless transitions from sale to delivery. - Identify patterns and insights across accounts to inform solution development and go-to-market strategy. Contribute to account planning by aligning client roadmaps with Extropy capabilities and future offerings. - Support expansion efforts by ensuring delivery success translates into long-term client trust and growth. Key Performance Indicators (KPIs) - Portfolio revenue growth - Portfolio margin performance - Client satisfaction and Net Promoter Score (NPS) - Portfolio forecast accuracy - On-time and on-budget delivery performance - Client retention and expansion within the manufacturing portfolio Qualifications - 8+ years of experience in consulting, professional services, or digital transformation environments. - 5+ years of experience working with or advising manufacturing organizations, with strong financial domain exposure. - 3+ years of experience managing or leading teams. - Strong financial literacy, including gross margin, utilization, and forecasting. - Proven ability to communicate effectively with C-suite executives (CFO/CTO/COO). - Experience advising clients on AI strategy and technology-enabled transformation. - Demonstrated success leading global, remote teams across time zones. Work Arrangement - Remote, with collaboration across teams in the US, Canada, and India. - Primary working hours aligned to US Eastern Time. Travel Requirements - 10–25% travel to support client meetings, workshops, and key milestones as required. Compensation - $160,000 - $175,000 USD, based on experience - 20-30% bonus based on meeting targets Benefits - Employer-Provided Healthcare Options - Work laptop and working from home equipment - Unlimited PTO - People First Work Environment

About the Role The Field Operations Specialist is a part of Turf Tank's Operations department and will report to Field Operations Management. Specialists are responsible for delivering high-quality customer onboarding and on-field customer support, ensuring customers are set up for long-term success. This role emphasizes precision, consistency, and adherence to Turf Tank standards, with direction and oversight provided by the Field Operations Manager. This role ensures successful robot deployments, consistent customer experiences, and reliable day-to-day field execution. What You'll Do New Customer Onboarding - lead on-site robot setup and user training following Turf Tank’s standardized processes - ensure each onboarding meets quality benchmarks for configuration, training, and customer readiness - provide clear training and supporting resources to build user confidence Territory Maintenance - complete on-site service requests and follow-up visits as assigned by the Field Operations Manager - provide timely technical troubleshooting in the field, escalating complex issues through the Field Operations Manager or Support team - document work completed and communicate feedback to the Field Operations Manager for continuous improvement Cusotmer Support - assist during peak seasons by supporting the Robot Support team with overflow requests - follow established checklists, processes, and standards to ensure consistency across all deployments - provide input to the Field Operations Manager on opportunities to refine onboarding quality or improve training materials The Field Operations Specialist must be able to... - deliver clear, structured training to customers in a professional manner - use an adaptive communication style to deliver effective customer training - follow standardized processes and maintain consistency across installs - troubleshoot technical issues using Turf Tank’s best practices - stay task-focused, organized, and responsive while working independently in the field The Field Operations Specialist must have... - experience in technical field service, installation, or training roles - strong communication and instructional skills - technical aptitude with robotics, software, and problem-solving - a customer-focused but process-driven approach, prioritizing quality and consistency in onboarding Requirements - overnight travel is required up to 80% of the time - day travel is required up to 90% of the time - work remotely - possess and maintain a valid driver’s license with a clean driving record - must pass an MVR and drug screen before the start date - maintain eligibility for Turf Tank's fleet insurance Physical Requirements - lift 50 lbs - perform work while standing, stooping, or squatting - work above the shoulder and below knee heights - sit or stand for extended periods (up to 8+ hours)

Compensation: $220k OTE ($150k base + $70k variable) + Equity Location: Remote (U.S.) | Travel: Up to 50% during busy periods, typically 33% Reports to: CEO About the Team Our Customer Success department of 7 people sits at the heart of our $2.6M ARR business and our path to reach a liquidity event by 2029. The department consists of former educators who deeply understand the classroom; professional development specialists and customer success managers who span implementation, renewals, and expansion. They care intensely about student impact and bring authentic education expertise to every client interaction. The department is positioned for its next evolution: transitioning from a teacher-focused support function into a commercially-oriented retention and expansion engine. This means building the infrastructure, processes, and commercial discipline that will enable the organization to achieve 95%+ Gross Revenue Retention and systematic district-wide expansion. The foundation is strong; deep education expertise and genuine commitment to student outcomes—but the commercial operating system needs to be built. About the Role As VP of Customer Success, you'll own the single most important driver of SAM Labs' enterprise value: achieving 95%+ Gross Revenue Retention and 100%+ Net Revenue Retention. This isn't a 'maintain the status quo' role. You're walking into a department that needs strategic direction, a commercial playbook that doesn't exist, and superintendent-level relationships that haven't historically been owned by the Customer Success function. Your mission over the next 12-18 months: - Deliver the numbers: Hit 85%+ Gross Revenue Retention and 100%+ NRR within 6-12 months, scaling toward 95%+ GRR by Q4 2027 to position us for premium fundraising multiples - Build the expansion engine: Create the district-level expansion playbook from scratch. We're in 15% schools per district on average - you'll design the systematic approach to expand to the other 85%. Own the expansion pipeline and drive 30-40% ARR growth from existing customers - Transform the organizational structure: Within your first 45 days, assess the department's strengths and capability gaps, deliver your vision for the CS function, and implement an organizational structure that separates Customer Success Managers (teacher-facing, implementation) from Account Managers (commercially-oriented, expansion-focused). This structural change doesn't currently exist and will require you to determine role assignments, identify professional development needs, and establish clear performance expectations that align with our commercial objectives. - Get in market, aggressively: Complete 50 in-person district visits within 6 months - split between top 30 renewal-risk accounts and top 20 expansion opportunities. You'll cluster trips geographically (3-4 districts per trip) and build the superintendent relationships that currently don't exist - Install revenue operations infrastructure: Implement tiered engagement models, account health scoring, renewal forecasting, expansion pipeline visibility, and quantifiable success metrics that the team has never had. Stop the "every client treated equal" approach and ruthlessly prioritize by revenue potential Here's what's hard about this role: The current department structure has individuals managing both implementation (teacher relationships) and expansion (decision-maker relationships) without clear role segmentation, which creates competing priorities and makes it difficult to develop specialized commercial capabilities at scale. The K-12 budget cycle creates brutal seasonality: districts finalize budgets in July, but the influence window is NOW (Feb-June), so you need to move immediately. Travel is non-negotiable: 25+ trips per year including conferences that start on Sunday, evening drinks with superintendents, and being away from home when it matters for the business. Superintendent-level relationships currently sit with the sales organization and need to transition to Customer Success ownership as accounts mature. And you'll be working with a CEO who's intellectually rigorous, expects data-backed decision-making, and will challenge your thinking; you need conviction backed by evidence, not just passion. Who You Are - You're a builder and change agent, not a caretaker. You've walked into departments before and fundamentally transformed them: structure, culture, operating model. You have concrete before/after stories of organizational transformation. You're willing to make difficult organizational decisions quickly because you understand that your allegiance is to delivering client value and business outcomes, which sometimes requires hard calls about structure, roles, and resource allocation. - You think and speak in numbers. When you talk about your work, you naturally reference "book of business worth $X" and "improved metric by Y%." You know how to interrogate analyses, distinguish correlation from causation, and push back when the data doesn't support the conclusion. When challenged, you get more specific, not defensive. - You're a proactive relationship builder who doesn't wait for permission. At conferences, you have a clear vision: "I need to speak to these people. They're my customers." You sit at every table, book meetings aggressively, and stay up late networking because you understand that's where deals happen. You're as comfortable building rapport with a superintendent over dinner as you are troubleshooting with a classroom teacher. - You're scrappy and opportunistic in the best way. You thrive in startup chaos. You spot opportunities outside your normal scope and go after them entrepreneurially. You view field time as an investment in relationship capital, not a burden. Sunday conferences and last-minute trips energize you because that's where the business gets built. - You maintain direction when others create chaos. You shield your team from "initiative fatigue" by saying "no" to organizational opportunism that would distract from priorities. You don't need constant validation or celebration to stay motivated. You team forward with clarity by linking actions to clarity. - You're comfortable at the executive level. Whether it's a superintendent, curriculum director, or CAO, you know how to build and maintain executive relationships. You understand committee-based decision-making and the difference between the person who influences, the person who decides, and the person who signs - You combine commercial instincts with genuine impact orientation. You care about student outcomes and want to see those pictures of kids learning. But you also know that protecting revenue and expanding accounts is how we scale that impact. You're bilingual: you speak impact-language externally (student outcomes, teacher satisfaction) while managing commercial metrics internally (NRR, GRR, expansion pipeline) Challenges You Should Know About - Travel is table stakes. This role requires 25 trips per year, including weekend conferences where superintendents network over evening drinks. If you have rigid work-life boundaries or travel constraints, this isn't the right fit. - You're building a new organizational structure that doesn't exist today. As you design the CS vs. AM role split, you'll need to assess individual strengths, determine optimal role assignments, identify capability development needs, and make recommendations about organizational design that serve the business. This structural transformation will require thoughtful change management: some individuals will naturally fit the new AM role, others will excel in the CSM role, and you'll need to determine whether the current organizational chart has the right composition or if adjustments are needed. - The K-12 sales cycle is uniquely challenging. Decision-making happens by committee. Budget windows are narrow. Information asymmetry inside districts means you need to relay messages between parties who should be talking to each other but aren't. - You're building from scratch. There's no expansion playbook. There's no health scoring model. There's no tiered engagement framework. We have data chaos: Airtable, HubSpot, Google Spreadsheets, Excel, all mixed together. If you need established systems to walk into, this isn't it. You're the person who builds those systems. - The CEO will challenge you. Expect to defend your thinking with data and logic. Expect skepticism when you propose strategies that contradict past failures. Expect limited celebration when you succeed. If you need a unilateral cheerleader, you won't find one here. But if you thrive on intellectual rigor and respect earned through results, you'll love it. Qualifications - Managed a Customer Success, Account Management, or Revenue Operations team of 4+ people with responsibility for retention and expansion metrics - Owned a book of business worth $2M+ ARR with measurable retention and expansion outcomes you can quantify - Experience in complex B2B or B2G sales environments with multi-stakeholder decision-making (K-12 EdTech strongly preferred; government, public sector, or healthcare SaaS also relevant) - Track record of transforming underperforming teams; you have before/after stories with concrete evidence of structural and cultural change - Demonstrated ability to build executive-level relationships and navigate political, committee-based buying processes - Comfort with data; can build analyses, interrogate metrics, and push others to think critically about what the numbers actually mean - Proven ability to travel extensively (25 trips/year) and work flexibly around customer schedules including weekends when necessary - Self-sufficient operator who maintains strategic direction without constant reinforcement from leadership - History of making difficult people decisions (performance exits, restructuring) for the right business reasons - Bonus points for: - - Experience with district-wide expansion strategies in K-12 (currently in 5 schools, expanding to 95+) - Understanding of K-12 budget cycles, procurement processes, and nomenclature (superintendent, CAO, director of elementary, etc.) - Background in having, as clients, impact-driven or mission-based organizations where ROI is measured in outcomes, not revenue What We Offer Compensation: $150K base + $70K variable (structured as slider, not binary) = $220K+ OTE, with flexibility to $250K for exceptional talent Equity: Meaningful stake in a company with clear liquidity trajectory by 2029 Impact: You'll receive pictures from teachers showing students having "aha moments" because of the work your team did — not many CS roles can say that Greenfield build: You're not inheriting bureaucracy. You're defining the future CS function from the ground up at a company positioned for exit Autonomy: You'll have the space to build, the budget to execute, and the CEO who will challenge you intellectually but give you room to lead Our Culture We're scrappy, teacher-centric, and entrepreneurial. We buy TVs at Best Buy for conferences and return them when we're done. We white-label our solution for strategic accounts. We pursue oil and gas curriculum grants when we spot the opportunity. We're not polished corporate; we're hustle and heart in equal measure. We don't wait for permission. At conferences, we sit at every table and book meetings aggressively. We stay up late networking with superintendents because that's where relationships are built. We're opportunistic — we spot chances outside our normal scope and go after them. We value thoughtfulness about pedagogy and genuine care for student outcomes. But we're also building a business. We make trade-offs. We prioritize ruthlessly. We say no to distractions. And we hold ourselves accountable to commercial metrics because that's how we scale impact. If you need constant celebration, polished processes, and clear role boundaries, we're not the right fit. But if you want to build something meaningful from scratch, work with smart people who will challenge your thinking, and create customer success infrastructure that becomes a benchmark for EdTech, let's talk. Who This Role Is NOT For Don't apply if: - You need work-life balance with predictable hours and no weekend travel - You're still developing sales instincts or uncomfortable with commercial conversations - You prefer maintaining existing systems over building from scratch - You become defensive when your thinking is challenged with data - You need constant validation or celebration to stay motivated - You want clear boundaries between CS and AM responsibilities (we're building that structure — it doesn't exist yet) This role demands: Change agency. Commercial courage. Travel flexibility. Data-backed conviction. Executive presence. Thick skin. And genuine belief that protecting revenue is how we scale impact for kids. If that's you; if you're the person who's been waiting to build a CS organization the right way, in an industry where the work genuinely matters, we want to meet you. SAM Labs is an equal opportunity employer. We're building a diverse team because diverse perspectives make us better at serving diverse classrooms across the world.