What We Stand For and Where You'll Come In

As TFD is growing, it's critical to ensure our culture is scaling with it and that we're building the capabilities we need for what's next. The Culture & Capability Manager will own that work day to day - the production, the operating rhythm, the org-wide integration - so our learning and culture keep pace with the mission.

Reporting to the Program Lead, Org Effectiveness, you'll turn strategy into work people actually experience. We work as a Team and we're not precious about who does what, so you'll help shape the experience and partner closely with others to deliver it. That means learning the intricacies of our product and business, and owning the rhythms and feedback loops that keep a heavy calendar reliable and make each experience better than the last.

One Team: We don't think of ourselves as "Acquisition Marketers", "Engineers", "Data Analysts", or "Product Managers". Beyond denoting skill sets and areas of expertise, we don't think departments matter. We'd rather align ourselves to the goals we're working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER - getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically.

We are skeptical about everything and precious about nothing: Ideas can and should come from anywhere, and we aren't tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there's a better or more impactful way to solve problems.

We consider the customer journey in all of our decisions: We know that no interaction exists in a silo and therefore understand how important every single one is. We ensure our strategy sets prospective and new customers up for success and drives long-term retention. We answer questions and address problems early and proactively. We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically.

We Execute For Impact: We don't subscribe to "best practices" or "industry KPIs". We're uninterested in how we compare to "benchmarks"; instead we orient ourselves around being the best we can possibly be. Similarly, we don't subscribe to rigid or classical expectations of roles - i.e. acquisition is hyper-focused on improving customer retention and experience.

We Are Focused and Work Without Assumption: We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, "what's the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?". We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don't expect to be perfect the first time.
How You'll Make An Impact

Bring our learning and capability experiences to life. Our management, leadership, and upskilling programs run because you make them run. As part of this you will:

• Build and maintain the intake, templates, trackers, and rhythms that keep a full slate of learning programs moving and visible. These are the systems that let a small team deliver at company scale. This role is the learning enablement expert!
• Own learning delivery end to end - planning, scheduling, logistics, communications - working alongside facilitators and our Employee Experience partners so every session lands.
• Product-manage our learning experience platform (LMS), owning enrollment, content management, learner communications, and reporting.
• Shape the approach and build the materials that make learning stick - pre- and post-session work, facilitation decks, tip sheets, workbooks - and facilitate sessions of your own.

Scale our culture for the long run. You'll build the programming and experiences that make our culture visible and felt as we grow - and weave it into the processes people already use. As part of this you will:

• Build culture programming from scratch and roll it out company-wide with Employee Experience, so our mission and ethos show up in everyday moments. The formats are wide open - storytelling series, leadership Q&As, an internal podcast, a TFD history archive, or something we haven't thought of yet. We want your point of view!
• Embed our cultural expectations into the processes people actually touch - onboarding, performance enablement, and beyond - so what we say we value shows up in practice.
• Partner with the Program Lead on the outcomes of our employee listening loops, so we keep a real pulse on what the org needs and build it into the culture programming roadmap.

We're Excited About You Because

• You have 5+ years across some combination of learning and development, talent management, people programs, or employee experience - including programs you stood up yourself that changed what people know or do.
• You know how people actually learn, and you can say why a program is built the way it is - why this format, this sequence, this much practice, this follow-up - and how you'd know whether it worked. You're deeply curious about how people grow through change and new experiences.
• You have an eye for design including how an experience is built and how it looks. The little details matter to you in creating a cohesive experience for your audience.
• You're a builder and a producer, and you like both halves of that. You want a hand in shaping what we make, and you take real pride in it being well run when it goes live.
• You're a clear communicator who can take something tangled and make it land in one read, whether that's a program communication, a training, a note to the whole company, or a recommendation that needs a decision.
• You're fluent with data and tools - you can pull participation and feedback data, read it, and act on it - and you use AI to clear busywork so your time goes to the parts that need a person.
• You think about how things feel from the Team's side, and you build the cross-group relationships that make ambitious work possible.
• You're an owner in a fast-moving, often ambiguous environment. You prioritize well, run several things at once without dropping the details, and go looking for the next problem instead of waiting for it.
• You love dogs!

Office Guidelines

We are an in-office culture, made of in-office people who thrive on the collaboration and magnetism of working in a shared space. We are seeking individuals who excel in this type of environment, where being present fosters deeper connections and engagement. We ask all team members to be in office 4 - 5 days a week to build a collaborative and invested environment to foster our unique in-person culture we are proud to have. This office policy is subject to change at company discretion.
Our Belonging Philosophy:

At TFD, we believe Belonging is a shared commitment to creating a workplace where every person feels respected, valued, and empowered to be themselves. When people feel a true sense of belonging, they do their best work, take smart risks, and bring forward diverse perspectives - leading to stronger decisions and deeper relationships.

We anchor this belief in a simple phrase: "Everyone's welcome at the dog park." No matter your background, identity, or role, there's space for you here. There's no one way to show up at the dog park- just shared space, mutual respect, and the freedom to be yourself. Being included is just the beginning, it's about contributing your voice, growing through challenges, and building trust through shared goals. This philosophy guides how we lead, how we hire, how we communicate, and how we grow.

We continuously evaluate to ensure we are creating a consistent experience that cultivates belonging for all employees, from hiring and performance reviews to talent development. We also believe Belonging happens in everyday moments of connection; lunch with a new teammate, a shared laugh, or a quick story about your weekend. Our structure includes biannual employee surveys, manager training, TFD camps, and support from Humans to ensure we're listening and learning from our Team.

Together, these efforts reflect what Belonging means at TFD: a culture where everyone can thrive.
A Few of Our Best Benefits

• Dog-friendly office in SoHo
• Market-competitive compensation and equity packages
• Comprehensive Healthcare, Dental, and Vision
• Company supported mental health benefits
• 12 week paid parental leave
• Competitive 401k plan with company match
• Flexible PTO
• Discounted fresh food for your pup
• Your pet interrupting video calls (and in-person meetings) is now a feature, not a bug

We commit to building a competitive compensation package and company environment for all individuals to thrive. We believe in competitive base compensation rooted in location specific market data and performance along with equity ownership in the company that allows every team member to build their personal wealth as the company grows, just as much as we believe in fostering a culture that supports our team members personally, professionally, and holistically. For this role the anticipated hiring base compensation range is USD annual and the compensation offered will include a robust market competitive package of base and equity. In addition to your base compensation offer you will also receive equity ownership in the company. More information about the value of this equity will be shared at the time of offer. This range is representative of NYC Market Data if you are applying to this role outside of the NYC area the range may change.

NYC Pay Range

$95,000-$115,000 USD