Founding Product Manager

Viktor is the AI coworker. It lives in Slack and Microsoft Teams, connects to thousands of tools, and does real work for real companies: finance, marketing, ops, engineering. We're building the product that replaces half the SaaS stack with a single teammate. The team is small. The scope is not. The Short Version You're the person who looks at a funnel and sees money on the floor. You write your own SQL, you write your own PRDs, and you've shipped enough in-product growth surfaces to know which ones move numbers and which ones look good in a deck. You're equal parts product manager, analyst, and editor. You ship every week. What's Actually Going On Here The product works. Users who stick, love it. The question is whether we can turn more of them into long-term customers. Activation, retention, and monetization are where the next chapter of growth gets unlocked. Right now those surfaces are getting attention from the founders and engineering, but nobody owns them end-to-end. That has to change. You'll be our founding Growth PM. No PM above you. No playbook to inherit. You build the engine: how we form hypotheses, how we instrument them, how we ship A/Bs, how we decide what scales and what dies. You have the budget and the freedom to move fast. What You'll Actually Do Own activation, retention, and monetization across the entire user journey. Not paid acquisition. Not brand. That's deliberate — it frees you to go deep on the product-led growth engine and not get pulled in twelve directions. Run the experiment loop. Onboarding, integration activation, pricing and packaging, churn-recovery, in-product surfaces — dashboard, nudges, drip. You form the hypothesis, instrument it, ship the test with engineering, read the data, and decide what scales, what kills, and what ships next. Three experiments live at any time. Weekly cadence. Inherit a pipeline already in flight. Onboarding reorder. Auto-connect. Installer drip nudges. Credit top-up pricing tests. Dashboard v1. You build on them, not restart from zero. Day one, you have momentum. Write your own queries. PostHog and HogQL fluent. You don't wait for an analyst to tell you what's happening — you go find out yourself, then bring the answer to the team. Write your own PRDs and your own microcopy. You live in Linear. You don't hand off vague specs and hope for the best. The copy on the nudge, the order of the steps, the math on the pricing card — that's all you. Work shoulder-to-shoulder with the co-founders and engineering. Fryderyk and Peter care about every percentage point on retention. They'll have opinions. You'll have data. The good ones win. Personally Execute Activation funnel instrumentation and cohort analysis. Integration-drop recovery iteration. In-product activation surfaces. Retention cohort work — first priority. Charge-failure recovery flow. Expansion triggers. Three live experiments at all times. How You'll Know It's Working 30 days. Full activation and retention funnel instrumented. Three experiment specs written and ready. Retention baseline locked. Charge-failure recovery scoped with Rafał. 60 days. Integration-drop recovery v2 shipped. First charge-failure recovery flow live. One expansion trigger live. 90 days. Integration drop and charge failure both moved. Four-week retention trending up — target 22%+ by 90 days. Two expansion triggers live. Beyond that: the founders stop running growth experiments themselves. Not because they lost interest, but because you're better at it than they are. The P&L moves and you can point to the experiments that did it. Who You Are 4–8 years as a Growth PM at a PLG SaaS company or mobile gaming, with ARR growth you can actually attribute to your work. SQL and PostHog/HogQL fluent. You write your own queries. You don't outsource the truth. You've shipped in-product growth surfaces with engineering and have the before/after numbers to prove it. You write your own PRDs and live in Linear. You're copy-capable on in-product microcopy. Opinionated on integration, OAuth, and auth-funnel drop patterns and on retention cohort work. You've done both. Founder mentality. You're building a function, not inheriting one. You thrive with ambiguity, move fast, and figure things out. Remote, Warsaw, or Munich. Work fully remote, or join us in our Warsaw or Munich office. You'll travel for offsites and key moments, but where you live is up to you. Why This Role Is Different No layers. No PM above you. No growth director between you and the work. You set the playbook. The experiments you ship will define the company's economics. We're at the stage where retention and monetization curves bend the trajectory permanently. You're not running tests. You're choosing the engine. The product makes the work easier. People who try it, love it. You're not papering over a leaky product — you're compounding a good one. That's the difference between growth that holds and growth that doesn't. The co-founders already believe growth is strategic. You won't spend your first six months convincing anyone that this matters. Even Better If You've worked on AI products and understand how trial-to-paid behaves when usage is metered and value is non-obvious early. You've owned pricing and packaging changes end-to-end and have scars from at least one that didn't go to plan. You've worked somewhere the founders were deep in the metrics and you loved partnering on it, not working around it. How we work Small team, high trust, low process. Decisions are made by owners, not committees. You will ship your first week. You will talk to users your first day. We don't do alignment meetings or stakeholder syncs. We build things, see if they work, and iterate. Everyone here owns something real. Not a task. A surface of the company that customers depend on. When it breaks, you fix it. When it wins, everyone knows whose work it was. We use Viktor to build Viktor. You'll see what you're working on in action every day. Why Viktor This is a rare window. The product works. The market is pulling. The team is small enough that what you do next week will be live in production next week. That doesn't last forever. Right now, it's still true. Compensation Competitive salary and the kind of ownership that only exists at this stage. We're in Munich, New York, and Warsaw. Onsite preferred. The best work happens when you're in the room.