MobileWirelessJobs.com

Search Firm: Pathfinders Staffing
Job Title: Director of Mobile Product Management
Location: New York, NY

Job Description:
My client, a digitial media firm is looking to hire a Director of Mobile Product Management. This is a full time position based in New York City.

Company Overview:
Firm develops and markets internet and mobile-delivered subscription-based products and services to end users.

Responsibilities:
The Director of Mobile Product Management will "own" the key metrics for a family of mobile subscription services.

• Manage a team of 3-4 product managers each focused on one or more mobile subscription services
• Manage one mobile subscription service personally
• Both directly for the Director's own product and for the products of all reporting product managers:
• Work with the VP of Product Administration to implement product strategy and priorities
• Report regularly to the VP of Product Administration on product status
• Lead quarterly executive prioritization meetings
• Work with marketing, operations, and customer service to ensure smooth service delivery to existing members, achieve steady growth of the member-base
• Understand the existing and evolving interaction of the products with marketing, operations, and customer service activities
• Watch key metrics, identify problems or opportunities, and coordinate responses
• Obtain data and conduct analysis to monitor the outcome of changes to the products or to operating procedures
• Identify risks and assess, mitigate, and monitor them
• Communicate with vendors and staff to stay abreast of regulatory changes and compliance requirements, and ensure an appropriate response as needed
• Develop specifications and project plans, and coordinate with IT for the delivery of new or enhanced functionality
• Team Management
- Assure that goals are achieved for key metrics across all mobile products
- Implement strategic priorities established by the executive team both through personal management of Director's product as well as management of reporting product managers
- Establish quarterly and annual goals for product managers and evaluate them with respect to those goals
- Help product managers establish quarterly priorities and lay out action plans
- Guide product managers at a business-issues level
- Assist product managers analyzing the metrics and outcomes of initiatives
- Ensure team milestones and deliverables are met on schedule
- Review product manager deliverables for quality, completeness, and appropriate business focus
- Keep VP informed regarding each product's status, performance, and achievement of strategic objectives

Ideal Experience:
• Managed at least one other product manager
• Hands-on product management experience with a:
- business-to-consumer product
- mobile product (preferably SMS-based)
- subscription service
- a product sold via direct response marketing
• Managed a web, mobile, or software-based product or service through the Software Development Lifecycle
• Managed a profitable product with $10+ million / year in revenue

Other Required Skills and Qualifications:
• Track record of successful long-term product management and growth
• Excellent written and verbal communication ability
• Attention to detail
• Hands-on, can-do attitude
• Diligent follow-up, perseverance, and investigative depth
• Ability to manage up and down
• Experience developing the skills and capabilities of direct reports
• Strong business intuition and business sense
• Good analytical skills; comfortable with numerical and statistical analysis; has the ability to understand, manipulate, and interpret data
• Project management, preferably use of MSProject
• Experience managing products or projects through the software development lifecycle
• Teamwork and interpersonal skills
• Vocal, confident, and assertive
• Understanding of direct marketing concepts
• Understanding of subscription-based businesses
• Comfortable in a fast-paced, less-structured, entrepreneurial environment

To apply, please send your MS Word resume including salary requirements to:
Jana@pathfindersstaffing.com

Our client is an Equal Opportunity Employer, m/f/d/v.

Please reference MobileWirelessJobs when responding.

Posted by WirelessRecruiter at 12:45 PM | Permalink | Comments (0) | |

By Carl Schumacher

I have often run into situations that this statement is true. The act of interviewing like dating can make candidates as well as interviewers act in irrational and even down right crazy ways. Candidates lose perspective and take everything way too personally and interviewers totally lose site of what is common courtesy and sometimes even common sense.

Here are some real life examples:

A candidate was interviewing for a development job. She was living on one side of the Country and the job was on the other side of the Country. After two very good phone screens, the recruiter working with the candidate followed up with the company to see if they were ready to fly her out for a face to face. Instead to the recruiter's surprise, the hiring manager said he had already left the candidate a message that they wanted to make her an offer.

Now you would expect her to think what great news! "They love me so much after two phone screens they want to make me an offer!"

Well think again...

Now compare this to dating, you have been on two dates and suddenly you get a phone call from budding romantic partner saying they love you & they want to move in.
How do you think most people would react?

Nine out of Ten would be a bit freaked out by this. "Will he ask to marry me in a weak?" "Hell I have never even been to where he lives it could be a rat hole?" "Is he a serial killer?"

And sure enough the candidate freaked out as well saying she was "feeling pressured" asking "is there something wrong with this job". The recruiter thinking fast worked it out for her to go for a face to face so she could see the area & also the office. But by that time the damage was done. The candidate suddenly got sick, and could not be reached because of a sore throat and could not talk on the phone. Two days later she texted the recruiter she had taken another job.

Lesson learned: Doing things in the right order does matter in interviewing, dating and disarming a bomb. Cutting the blue wire before red can be very dangerous.

Now on the flip side to this often candidates move to fast and talk themselves right out of a job before they even know it is right for them.

For example: A candidate submits their resume through a recruiter for a sales job. They receive an initial phone screen from human resources. During the call the HR person tells them to their dismay the position requires you to be in the office every day & that the commissions for this job is expected to be 30K less than was represented to them.

Unfortunately it is not that unusual to have HR & the hiring manager have different ideas as to what the job requires or even pays. That is why recruiters are so determined to speak with the hiring manager to take a job order.

Well now back to the example. The candidate in a very upset tone calls the recruiter who set them up for the interview and say's that even if they want another interview that he is not interested now as he was lied to about that position was a virtual office & commissions were uncapped.

So after a long conversation the recruiter calms the candidate down enough & assures them that the job is in a virtual office & the pay is uncapped because that's what the hiring manager said. So a second interview occurs & the candidate actually gets job.

Lesson Learned: Interviewing & relationships are a work in progress. A job description often evolves as candidates are interviewed & priorities change. Also the truths you have on the first date as you are trying to impress the person in front may be quite a bit different 3 weeks later after you have had two or three dates.

Now besides the dating comparison, both these examples show why having a recruiter is an important component in many hiring processes. Would A-Rod or Payton Manning think of negotiating their own contracts, of course not!

Unfortunately not every company can afford using recruiters or have a strong internal recruiting staff and actually do a good job of hiring on their. But still there is nothing like having a Jerry Maguire to navigate you through the "match.com" mine field called interviewing.

I know I had you at Hello...

Posted by Carl Schumacher at 1:19 AM | Permalink | Comments (0) | |