Associate Product Manager – P2P/ERP Experience

Ascend is a fast-growing SaaS company that helps mid-market and large enterprise customers automate accounts payable processing through text extraction, machine learning, and powerful integration into their financial systems – saving them millions each year. Our clients include Lemonade, NASCAR, Panera Bread, PGA Tour, and the Atlanta Braves.

Ascend is a fully remote company that offers competitive pay, great benefits, and flexible time off. Most importantly, we offer the chance to learn, take ownership, and build your career the way you’ve envisioned.

Our team is growing rapidly and we're looking for an Associate Product Manager to help take our flagship platform, ElevateAP, to the next level. As an Associate Product Manager, you will work closely with Product Management and Engineering leadership and ensure the success of our Accounts Payable automation platform.

This is a transitional opportunity for someone who has worked in procure to pay or enterprise software that would like a career in Product Management. The salary range is $77,000 - $85,000.

What would you do at Ascend?

Your overall mission will be to align and represent the interest of the customer with the development of our flagship platform, ElevateAP. You will have the opportunity to contribute to product development, from ideation to delivery, with a focus on enterprise software and accounts payable expertise. Using quantitative and qualitative data gathered from customer usage and feedback, the Associate Product Manager will influence which features are built and when we build them.

Your day-to-day would include:

• Conduct research on the accounts payable domain, competitors, and industry trends, particularly with regard to Workday
• Write user stories and work with the Product Management team to prioritize UI/UX, product feedback, and feature development.
• Engage with customers to identify new opportunities and gather feedback, particularly in how they structure their business processes
• Communicate cross-functionally with all teams and keep them up to date on product development.

What is Ascend looking for in a candidate?

Must Have:

• 2- 3 years of experience in a product-adjacent role (e.g. Sales Engineer, Customer Success, or Solutions Engineer) in procure to pay or enterprise software
• Strong interpersonal communication
• Analytical and problem-focused
• A diplomat who can negotiate and facilitate conversations with customers and industry experts

Nice to Have:

• Can easily discuss the current state of the procure to pay lifestyle and its limitations
• Domain knowledge of Enterprise Resource Planning software, preferably Workday
• Experience gathering and analyzing customer feedback to drive product development
• Excellent written and verbal communication skills

Why should you apply?

• We offer everything you’d expect from a profitable company including a great salary, comprehensive health care benefits (100% covered for employees, 50% for dependents), and a generous retirement plan match
• You’ll receive an annual Lifelong Learning Allowance to use towards learning opportunities of your choice (cooking lessons, dance lessons, language lessons, etc.)
• You’ll receive flexible time off, 10 paid holidays, Flex Fridays during the summer and one week off between Christmas and New Year’s
• A platform for good: a culture of Diversity, Equity & Inclusion, charity matching and volunteer days—creating belonging for all is in our DNA both inside and outside of work
• Remote-first culture. No matter where you are, you’ll feel connected to the team
• We take family seriously and offer flexible schedules and generous parental leave programs
• We give you great tools and tech to do your best work: Hardware, software, and home office setups

Our Interview and Hiring Process

We want the best people on our team. To get them, we’ve built our hiring process around three Ts: thorough, transparent, and thoughtful. Our interview process is an honest evaluation of what you’ve done, what you’re good at, and what you’re working on improving. The goal of this process is to identify, as objectively as possible, people who will raise the level of play within our company.

Here's how it works:

• Application
• Screening interview – phone call (30-60 minutes)
• Deep dive interview with the hiring manager – phone call (90+ minutes)
• Focused interviews with select potential teammates – 2 to 3 video calls (30 mins each)
• Reference calls with your last several managers
• Offer letter

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