Product Owner

As the Product Owner at Landeed, you will be responsible for defining and executing the product vision and roadmap for our company. You will play a crucial role in shaping the direction and growth of our business and will work closely with cross-functional teams, including engineering, design, and sales, to bring innovative products to market.

Key Responsibilities:

1. Develop and maintain a comprehensive product roadmap that aligns with company goals and objectives

2. Conduct market research and gather customer feedback to inform product development decisions

3. Collaborate with the engineering team to define and prioritize features, and ensure that products are delivered on time and to a high level of quality

4. Work closely with the design team to ensure that products are visually appealing and easy to use

5 ) Define and track key metrics to measure the success of our products

6. Act as the primary point of contact for all product-related inquiries and communication with internal and external stakeholders

Requirements:

1. Strong analytical skills: Product Owners need to be able to analyze and interpret financial data, market trends, and user metrics to calibrate behavioral models

2. Strong communication skills: Clearly and effectively communicate complex data and user problems to pitch for product development to engineering team

3. Strong work ethic: Landeed product teams can be a fast-paced and high-pressure environment, so work could entail long hours and dedication to the craft

Qualifications:

1. Only candidates that have completed analyst programs at Investment banks (Front Office), proprietary trading firms or have corporate development experience such as TAS (Tata Administrative Services) are eligible to apply. Ex-Founders are also provided fast tracked interview process.

2. Proven track record of delivering successful products on time and within budget

3. STEM Majors and/or Philosophy majors only

Stage 1: Phone Screen Objective: To verify the candidate's basic qualifications, interest level, and fit for the company culture.

For Candidates: Be prepared to discuss your resume, your interest in the company, and how your experiences align with the role you're applying for. It's also a good opportunity to ask initial questions about the company culture and role expectations.

For Hiring Teams: Use this stage to ensure the candidate's experience and aspirations match the role. It's also an opportunity to introduce the company and the specific team they would be working with.

Stage 2: Pre-Interview Questionnaire Objective: To gather detailed information about the candidate’s experience, skills, and specific achievements. This may include situational or behavioral questions.

For Candidates: Provide specific, detailed examples that showcase your skills and achievements. Tailor your responses to highlight how you can address the company's needs and challenges.

For Hiring Teams: Design questions that reveal the candidate's thought process, problem-solving abilities, and alignment with the role's requirements. This stage can help refine which candidates advance to more resource-intensive stages.

Stage 3: Technical Round Interview Objective: To assess the candidate's technical skills, problem-solving approach, and ability to contribute to the team.

For Candidates: Expect to solve real-world problems or case studies relevant to the role. Demonstrate your analytical process, decision-making, and, if applicable, technical proficiency.

For Hiring Teams: Focus on evaluating how the candidate approaches problems, their technical knowledge, and how they work under pressure. It's also useful to assess how well they collaborate with others in problem-solving scenarios.

Stage 4: In-person Interview or Assignment Objective: To evaluate the candidate's interpersonal skills, cultural fit, and ability to work within the team. An assignment might be given to assess specific job-related skills.

For Candidates: For the in-person interview, be ready to engage in deeper discussions about your experiences and how you handle various work situations. If given an assignment, ensure it reflects your best work and shows how you approach and solve challenges.

For Hiring Teams: Use this stage to get a sense of the candidate's personality, work ethic, and how they might fit into the team. For assignments, ensure they are relevant to the job and assess critical skills needed for the role.

Stage 5: Offer Discussion with Founders Objective: To finalize the hiring decision, discuss offer details, and address any remaining questions.

For Candidates: Be prepared to negotiate salary and benefits. Come with a clear understanding of your worth and the value you bring to the company. Also, have any final questions ready that will help you make an informed decision if an offer is extended.

For Hiring Teams: Be transparent about the offer, including salary, benefits, and growth opportunities within the company. Be prepared to answer any final questions the candidate might have and to sell the benefits of joining your organization.