qualified-health-pbc - Product Strategy & Operations Lead

• Multiple cycles across a few companies in product operations, R&D operations, technical program management, or an adjacent role where you owned how a product organization actually runs, ideally including time at a company going through fast scaling. • Demonstrated experience building operating models, OKR systems, and idea-to-ship or SDLC frameworks from a light starting point, not just administering ones that already existed. • Someone who has driven AI adoption for others, not just personal AI use. You have gotten other people and teams to change how they work, and made it stick. • Real, hands-on fluency building with modern AI tools with a strong point of view and a curious mind. • Experience coordinating delivery across multiple teams (a scrum-of-scrums, program-management, or portfolio capacity), or the clear appetite to grow into it. • Enough technical fluency to be useful in architecture, scaling, and reliability conversations with engineers, and the appetite to go deeper. You do not need to have run observability or release engineering yourself; you do need to want to learn it. • Comfort with Jira and Notion (or the equivalent), and the instinct to make a system of record that people actually keep current. • Strong cross-functional facilitation, especially the ability to move a stuck decision forward without owning the decision yourself. • You measure your work by outcomes, not motion. While you’ve worked on the process, your orientation is to the customer. You are a connector. You see the through-lines across teams and products that no one sees from inside a single one, and you turn them into leverage. • You are a change agent for AI. You don't just use the tools well yourself; you get a whole organization to change how it works, and you make that change feel like a gift rather than a mandate. • You operate light. You can build the right amount of process for a 100-person company and resist the urge to import the playbook from a 500-person one. You earn adoption by solving real pain, not by mandate. • You learn before you change. You will want to understand how things work and who they work for before you redesign them, and you will manage the change deliberately when you do. • You want the org to work with joy. You believe, and have seen, that teams that enjoy the work do better work, and you treat internal friction as a problem worth solving for its own sake.