Employee Success Manager

Wealthfront is looking for an Employee Success Manager focused on performance management, leadership development, and talent pipelines. You will work closely with People Operations leadership and function leaders across the company. At Wealthfront, we ask a lot from our managers and senior individual contributors, who develop the people around them while doing real work in their own craft. You will build clear career paths for individual contributors and managers, along with the development pipelines that move people from one stage to the next. A successful hire on this team will be a strong writer, because most of this job's output consists of curricula, scripts, guides, and communications. They will be comfortable in front of a room facilitating sessions, hosting orientations, and leading discussions. They read research, including primary sources, and can distinguish a rigorous study from a pop-science headline. They are curious about data, quick to dig into it, and precise about what it shows. They also have an affinity for fintech. They do not need to be an expert on day one, but they must want to become one.

Partner with People Operations leadership on organizational design, leveling, and career pathways. Define the roles a function needs, tracks for individual contributors and managers, and clear expectations for success at each stage.

Turn those pathways into talent pipelines with content, assessments, and practices that move people from one stage to the next.

Design the early career and apprenticeship pipeline that builds our next generation of homegrown talent.

Build the first-time manager program that turns strong ICs into confident Coaches, and keep manager and hiring manager training on a rolling cadence so every manager gets the same foundation.

Research an evidence-based picture of strong individual-contributor performance and build the development pathways that help our ICs grow.

Own the industry and company onboarding curriculum so new hires fulfill their potential faster. Breaking down complex financial ideas so anyone can understand them is a core part of the craft.

Support the performance cycle, goal setting, reviews, and calibration, so the process stays rigorous and the conversations get the attention.

Pull and structure the performance, progression, and retention data behind talent decisions, turning it into clear information leaders can act on.

Partner with each team's leadership on the technical and business knowledge specific to their product area, so people understand how our products actually work and do their own jobs better because of it.

A PhD in industrial-organizational psychology, organizational behavior, sociology, or a related field, ideally with a couple of years of industry experience across talent development, performance management, leadership development, or organizational development, though we're just as glad to meet candidates graduating now.

Work you built and shipped: published research or a dissertation with real-world application, a talent program or curriculum with real assessments, a performance review or calibration cycle, or an early career program.

Prior experience at a relevant consulting practice or on a People team at a fast-growing technology company.

Clear writing across curricula, scripts, guides, and company communications.

Comfort facilitating sessions and hosting orientations in front of a live audience.

An academic mindset, with the judgment to tell a rigorous study from a pop-science headline.

Comfort finding, analyzing, and using data to inform decisions.

An affinity for fintech, and the appetite to become an expert in our industry.

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