From job brief to structured interview process in minutes
Set the standard once — everything follows. Everything your team needs to hire consistently, generated from a single brief. Reviewed and approved by you before anything goes live.
Job Overview
RESPONSIBILITIES:
- -Define and communicate a product vision aligned with the company's 3-year growth strategy
- -Build and own a rolling 12-month roadmap — balancing customer value, revenue impact, and technical feasibility
- -Lead and grow a team of 4 PMs across growth, platform, and core product areas
- -Partner with GTM, Sales, and CS to design activation and expansion loops that reduce time-to-value
- -Own product-led growth experiments — onboarding flows, free-to-paid conversion, feature gating
- -Manage team performance, career development, and 1-on-1s
REQUIREMENTS:
Must-Have:
- -5+ years in product management, 2+ years in a leadership role at a B2B SaaS company
- -Strong data skills — comfortable in SQL or BI tools to self-serve insights
- -Track record of shipping features that measurably moved retention or expansion revenue
- -Experience building AI-powered or data-heavy products is a significant advantage
- -Comfortable with ambiguity and scrappy startup environments
Nice-to-Have:
- -Experience with distributed teams and async communication
- -Fluent in English; Dutch or German is a strong advantage
BENEFITS:
- -Competitive salary + equity package (0.25-0.5%)
- -Hybrid working from Amsterdam (2 days/week in office)
- -€3,000 annual learning & development budget
- -Collaborative culture with autonomy and transparency
- -Direct line to CEO — real ownership, not a coordination role
Team & Culture
Ideal Candidate Traits
Structure is what makes every hire repeatable
When a shared competency framework defines the role, every interviewer evaluates the same way — and every hiring cycle builds on the last.
A shared standard every interviewer follows
One competency framework covers every interviewer. Communication, technical depth, and behavioral criteria are defined upfront — so every score stays comparable across candidates.
Structured questions, not improvised ones
Every question is written to draw out a STAR response — built to surface real evidence for a specific competency, not to spark general conversation.
Job description and interview built together
The JD and the interview guide come from the same competency framework. What you advertise is exactly what you evaluate — candidates and interviewers are always aligned.
Enter a job title. Everything else is built for you.
Omniteam generates the best possible competency framework, job description, and interview guide from your brief — you review and adjust before anything goes live.
Configure every stage before applications open
Define the full hiring journey upfront — type, duration, and purpose of each stage — so candidates and interviewers know exactly what to expect.
Stages are fully customizable — add, remove, or reorder. Each stage inherits the competency framework for consistent evaluation throughout the process.
EU AI Act transparency starts at job setup
Structured hiring is not just better — it is legally required. Every job setup in Omniteam satisfies EU AI Act Article 9 requirements by design.
EU AI Act compliant by default
Structured scoring criteria satisfies EU AI Act Article 9 requirements. Every evaluation is traceable to a defined competency with explicit scoring logic.
Full audit trail from setup to hire
Every version of your job setup is stored. Who defined each competency, when it was changed, and how it influenced evaluation scores — all preserved.
Consistent criteria across all interviewers
Every interviewer evaluates against the same framework. Bias monitoring detects when scores deviate from structured criteria, not gut instinct.
Ready to define your next role?
Set up your job in minutes and let AI build the hiring process around it.