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Hello everyone!

 

We are looking for a Senior Product Manager / Product Discovery Lead for a profitable, founder-led B2B business operating in a highly regulated category across 30+ countries.

 

The goal of the role is to build and run a repeatable Product Discovery engine across the portfolio:

signals → hypotheses → experiments → decisions (Kill / Iterate / Scale) — with clean handoff of winners into NPI (New Product Implementation).

 

This is not roadmap PM and not research-only discovery.

You own discovery output: what we test, what we kill early, and what we confidently scale.

 

You will work in direct collaboration with the CEO, partnering closely with Growth, Sales, Operations, and NPI, while keeping organizational load low.

 

What professional skills are important for us?

  • Fluent English (you write crisp briefs and decision memos, not decks);

  • Proven experience running discovery with real decisions (including killing weak ideas);

  • Strong Customer Development practice: interviews → synthesis → testable hypotheses;

  • Commercial judgment: you understand unit economics, margin logic, and constraints;

  • Cross-functional operator (Growth / Sales / Ops / NPI) without burning their time;

  • AI-leveraged workflows that increase speed with quality control;

  • Comfortable operating in regulated B2B environments.

 

Key responsibilities:
 

1. Hypothesis Backlog (Core Ownership)

- Convert signals from the Intelligence Hub, Sales, partners, and customers into decision-ready hypotheses;

- Maintain a prioritized hypothesis backlog, reviewed weekly with the CEO;

- Protect discovery from “pet ideas” and opinion-driven work;

- Define success metrics and kill criteria upfront for every bet.

 

2. Experiment Loop (Test → Measure → Decide)

- Design and run fast experiments (4–6 weeks) with clear scope;

- Close every experiment with an explicit decision: Kill / Iterate / Scale;

- Maintain a simple experiment cadence and calendar — no theater, no drift;

- Produce short decision memos that preserve context for execution teams.

 

3. Customer Insights (CustDev → Intelligence Hub)

- Run a repeatable, low-disruption CustDev stream (does not overload Sales);

- Capture insights as structured, searchable notes with tags;

- Feed the Intelligence Hub with synthesis and implications, not raw transcripts;

- Turn messy feedback into clear learning and next hypotheses.

 

4. Offer Definition → Technical Brief → NPI Handoff

- Define the commercial offer, including flavor direction / sensory profile where relevant;

- Write clear technical briefs for Operations and suppliers;

- Hand off validated winners into NPI with a clear “ready-to-scale” bar;

- Minimize context loss between discovery and execution.
 

How you will work:

  • First-principles thinking: you explain the why behind every bet;

  • Evidence-first: metrics and kill criteria are defined early;

  • Fast loops: ship → learn → decide — no endless exploration;

  • High ownership, low babysitting;

  • AI-leveraged for speed, with human quality control;

  • Respectful of Sales and Ops time — discovery without disruption.

 

What success looks like:

 

In the first 30–60 days:

  • Discovery templates shipped (hypothesis, experiment brief, decision memo, CustDev kit, offer / technical brief);

  • A decision-ready hypothesis backlog with a clear prioritization cadence;

  • First experiments launched with explicit kill criteria.

 

In 3–6 months:

  • Multiple experiments run end-to-end with clear Kill / Iterate / Scale outcomes;

  • First validated winners handed off into NPI with clean, executable briefs;

  • Discovery operating as a system, not a collection of activities.

 

We offer:

  • Competitive base salary;

  • Bonus: performance-based (details discussed during the process);

  • Full-time preferred; senior contractor / part-time possible if high-output;

  • Remote / hybrid / Prague HQ (as needed for workshops);

  • Direct access to the CEO, fast decisions, zero politics;

  • A senior, pragmatic team focused on outcomes, not optics.

 

Conditions:

  • Trial period: yes (3 months)

  • Overtime: no — we care about decisions and outcomes

  • Location / time zone: CET

  • Occasional travel or field exposure as needed

 

Hiring process:

  • Recruiter screening call (15–25 min);

  • Short prep task (30–60 min);

  • Single 90-minute interview (recorded), with optional cross-functional segment;

  • Optional CEO culture-fit call (15–20 min).

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