Madeline Mann’s Post

Hello Product Managers👋 Back with a bundle of opportunities this week! I have curated a list of over 60+ Product Management jobs posted in the past 24 hours, a job curation for those looking to advance or pivot in their career 🚀 🔗 Want in? Drop a 'link' in the comments, and I’ll send you exclusive access to this detailed sheet! Feel free to connect if you have any questions or need guidance on your career path. Let’s navigate the world of product management together! #ProductManagement #CareerOpportunities #JobHunt #Networking #productmanagers #product #productopportunities #jobopportunities

Hi Product Manager, 👋 Your title as a Product Manager isn't just about certifications or years of experience. It's about the unique blend of skills, knowledge, and passion you bring to the table. Imagine this scenario: Two candidates walk into an interview. Candidate A holds all the certifications in the book, but Candidate B boasts years of hands-on experience in product development, customer research, and market analysis. Who do you think would shine brighter? While certifications are valuable and can certainly bolster your resume, they're not the sole determinant of success in the realm of product management. Experience is the real game-changer. It's about the lessons learned from navigating complex projects, collaborating with cross-functional teams, and making strategic decisions that drive product success. Pairing this experience with the right certifications can truly set you apart in a competitive job market. So, Product Managers, I want to hear from you! How has your experience shaped your journey in product management? And for those who pursued certifications, how did they complement your expertise? Share your thoughts and experiences in the comments below. Let's celebrate the diverse paths that lead us to success in product management! ✍ #ProductManagers #Techlife #ProductManagement

Are you thinking about career change to product management? You're not alone! Product managers are in high demand, helping companies innovate and succeed. Join us for a free career talk with Sam DeLuccia, Senior Product Manager at H1 Connect, today, November 19th at 5:00 p.m. CEST. You’ll learn: 💡 What is product management? Essential responsibilities + day in the life 👨💻 Key skills and tools + how to build them 🌱 Tips for your job search We’ll leave time at the end to answer any questions you might have. Register for free here 👉 https://bit.ly/4hujFnE #CareerChange #ProductManagement #CareerTips

Stop hiring product managers for domain knowledge first! You heard me right! Typically, when you hire a product manager, you get two types of candidates that people think of as good... The ones... ... with 🧠 deep domain knowledge in your industry ... with 💪 strong product management skillsets If you are lucky, you can get both together. They are rare, though, so don't wait to find them unless you are in a rush! The anti-pattern I see is that people hire focused on domain knowledge because the candidates sound knowledgeable about the industry in the interview, and it's easy to assess that as someone embedded in the industry. Assessing product management skills, on the other hand, is much harder and requires the interviewer(s) to step out of their comfort zone! In general, if there is one thing you won't be short of in your company is industry knowledge. And a great PM will learn that in very little time from all the other people who are already there. Heck coming in with fresh eyes can also be valuable to question some assumptions! What is much rarer is are strong product management skills. Hire for strong product management skills, and teach them deep domain knowledge! #productmanagement #productmgmt #productpeople #recruitment

This is an evergreen topic: who should you hire? A domain expert? A generalist PM? A unicorn who excels at both? (If you can afford it.) For years I was squarely in the "generalist" camp, but now I'm not so sure. Your choice should be driven not by what's easier learn. It should be driven by the company-building risks you want to mitigate with every new hire. For example, existential company-building risks in heavily regulated or complex industries (fintech, medtech, life sciences) are NOT related to product development practices. There, it's more effective to upskill a domain expert than to help a generalist PM get to the PhD level of knowledge that's required to _really_ understand the domain.

One of my favourite topics..do you hire for domain expertise or not? I've hired successfully and unsuccessfully both ways.. Agree with Phil Hornby's general point that 'domain knowledge' blinkers are a pretty lazy way of hiring and can often lead to competent but underwhelming hires..esp when you only hire people who've already done the same role in the same sector...ie: you're avoiding high trajectory hires. Then again - I also get that some - esp with small teams - can be very risk averse when hiring (especially when it's a buyers market as it is right now). Faced with two similarly competent candidates one from your domain, the other not..think we'd all go with the one with domain experience. The question is how much more potential do you need to show to trump domain experience.. Some points.. 1. Agree with Eva Skoglund - that this is really about balance in a team. Having a group of PMs that collectively have no domain experience can often be a nightmare..and lead to a lack of credibility. Having a load who have no outside experience can lead to dizzying groupthink. 2. At the same time - there's a lot in 'domain' - because as well as 'market sector' there's also company size / lifecycle; and functional area. Esp in leadership roles, 2 large corporates in different sectors might have a lot more in common than a start up and coporate in the same sector. Similarly a payments ninja can be valuable in lots of sectors. 3. Hiring outside the domain at any scale requires a good onboarding infrastructure/ buddy system in place...if your org always hires within the sector for other functions and you're now going to start hiring PMs from outside, you have to invest in systems and structures to help them ramp up very very quickly. Thoughts? Mark Long ? Nick Charalambous? Jessie Rushton?

Great points there Phil! I used to harbor the same view on hiring for domain knowledge until a "stranger" to domain industry knowledge was hired. The new hire was fearless and questioned the statusquo, the change was really a good one and felt across the entire organization. The marginal benefit from this hire was more compared to promotion from within. Hiring for strong product management skills brings multifaceted benefits to your organization: - Innovative Approaches: Fresh eyes can question longstanding practices and introduce innovative approaches. - Adaptive Learning: A skilled PM’s ability to learn new domains ensures they can adapt to evolving market conditions and business needs. - Effective Execution: Strong product management leads to better product execution, ultimately driving growth and customer satisfaction.

Great conversation below sparked by this post from Phil Hornby prioritizing strong product management skills over deep domain knowledge when hiring product managers. I stand resolutely with Phil. As a hiring manager and product leader I often get pushback on this, but hear me out – 1/ If you can find someone with both, that’s what you want. But let’s assume that you haven’t found that unicorn and must choose between candidates with one or the other… 2/ Aren't there already a lot of domain experts throughout your company? Which capability is most lacking in your business – the domain expertise part or the product management skill part? Hiring for your weakness strengthens your team. 3/ The tradeoff between domain expertise and product management skills isn’t a “forever” tradeoff – your hire must become both over time. Good product management skills automatically drive good product managers down the path toward domain expertise as a natural outcome of their work, because good product managers have: -- great questioning and listening skills -- the ability to analyze information about markets and customers to surface essential insights -- tools to prioritize effectively in an ambiguous world -- the ability to collaborate and communicate well It's not that domain experts can't pick up product management skills - many do. But building product management skill isn't as natural an outcome of domain expertise as building domain expertise is of product management. There is a place for varying degrees of market/domain expertise, core product management skills, technical acumen and more across a well-rounded product management team. But where there's a stark tradeoff to be made in a hiring decision, it's the product management skills which catch my eye.

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How much does industry experience matter in Product Management? I'm hearing from a lot of folks who I mentor that they are getting great feedback through the interview process only to learn in the end that they didn't have enough industry experience to be hired. I take issue with two things here: 1. You can tell if someone has industry experience by their resume. If it's that important, then don't interview them. 2. I don't think industry experience is that important for most product manager jobs. If you are a talented product manager who has skills for discovery, developing strategy, and engaging stakeholders, then you are miles ahead of most product managers. This individual should be able to ramp within 3 months. By the way, if this is you, keep a look out for when I have roles available. But if you hire an industry expert who is lacking in product thinking, they will take much longer to learn the skills of the field. In the meantime, they are going to do a lot of damage as they do things like: - Trust their own opinion over seeking learnings in the market. - Build to please senior stakeholders. - Alienate the engineering team and lose their trust. I'd love to hear the thoughts of others on this topic.