As Staff Product Manager, you will own the intercompany product strategy - the transaction matching, netting, settlement, and elimination workflows that are consistently the hardest bottleneck in the global close - within BlackLine's agentic financial operations platform.
Intercompany is undergoing a once-in-a-decade shift: from a reactive, period-end "fire drill" to an intercompany-led close where transactions are matched and reconciled continuously at the source. Rising regulatory complexity (notably the OECD's Pillar Two framework) and the maturation of agentic AI are driving that change, and BlackLine intends to lead it. You will own the product strategy that turns intercompany into a proactive, intelligent, autonomous workflow - deciding where agents do the work, where a person reviews an exception, and how every action stays attributable and auditable.

You'll Get To:

• Intercompany Product Strategy: Support the strategy and roadmap for intercompany within agentic financial operations - continuous matching, netting and settlement, eliminations, and the transfer-pricing and compliance context (including Pillar Two's global minimum-tax rules, which raise the bar for intercompany transaction data and documentation) that surrounds them. Translate customer and market insight into a roadmap that moves customers from period-end reconciliation to an intercompany-led close, aligned to company OKRs and product KPIs.
• AI-Native & HITL Direction: Set the agent-first direction for intercompany: probabilistic and "fuzzy" matching that resolves cases rule-based systems can't, predictive risk scoring that flags disputes before they occur, and the confidence thresholds, policies, and human-in-the-loop controls that govern when a person steps in. Ensure responsible-AI guardrails - attributable, bounded, auditable agent actions - are built into every workflow.
• Cross-Functional Execution: Drive execution across multiple cross-functional teams - Engineering, Design, Data Science, and GTM. Maintain and align roadmaps, manage delivery and dependencies, mitigate risk, and ensure smooth, on-time delivery.
• Business Planning & Investment: Define and measure success criteria for product initiatives. Contribute to business planning and investment decisions with data-driven business cases, ROI analysis, and quarterly planning inputs. Influence prioritization across departments and with senior stakeholders.
• Customer Listening & Early Access: Engage intercompany design partners and early-access customers - gather feedback on agentic capabilities, translate insights into the roadmap, and use outcomes as proof points for broader rollout.
• Operational Excellence: Champion process improvements and operational excellence across the product lifecycle. Mentor emerging PMs, share domain knowledge, and raise the bar for product craft across the team.

What You'll Bring:

Leadership & influence

• 8-12+ years in product management or a related role, with a track record of leading complex product initiatives end-to-end and delivering measurable outcomes (adoption, retention, revenue).
• Proven ability to mentor other product managers - sharing craft, guiding decisions, and serving as a go-to expert on hard product problems.
• Ability to influence across departments and with senior stakeholders, and to represent the product externally with customers and partners.

AI/ML & agentic products

• Demonstrated experience shipping AI/ML- or data-powered features in production - ideally agentic, automation, matching, or intelligent-workflow products.
• Solid working knowledge of modern AI - LLMs, agents, confidence scoring, human-in-the-loop design, model evaluation, and responsible AI - enough to set direction and make sound trade-offs. Sound judgment on where automation is trustworthy vs. where a human must stay in the loop.
• Proficiency with product management and AI tools (e.g., Jira, Jira Product Discovery, Claude, Gemini, Figma, Pendo) across the development lifecycle.

Domain depth, central to this role

• Strong understanding of enterprise SaaS and the R2R close process - how intercompany connects to reconciliations, journals, matching, consolidation, and control/task management. Working fluency with the ERP landscape (SAP, Oracle, Workday, NetSuite), sub-ledger vs. GL structures, and common integration patterns.
• Deep, hands-on understanding of intercompany accounting and operations - transaction matching, netting and settlement, eliminations, transfer pricing, and the regulatory drivers (e.g., OECD Pillar Two) reshaping the space. This is the most critical qualification for the role: you should have a clear point of view on why intercompany is the hardest bottleneck in the global close and how an intercompany-led close and agentic AI change that.
• Familiarity with the intercompany competitive and partner landscape - consolidation/CPM tools, ERP-native matching, and AI-native entrants - is a strong plus.

Strategy, communication & composure

• Strong strategic and analytical thinking: connects product initiatives to business objectives and makes data-driven investment trade-offs.
• Excellent communication, presentation, and storytelling skills; tailors the message to engineers, executives, and customers. Calm, decisive, and resourceful under pressure in a fast-moving, high-growth environment.
• Bachelor's degree in Business, Marketing, Computer Science, or a related field, or equivalent experience; exposure to accounting or finance is an advantage.

Salary Range:
$168,000.00-$210,000.00

Placement within this range depends upon several factors, including the applicant's prior relevant job experience, skill set, and geographic location.

In addition to base pay, BlackLine also offers short-term and long-term incentive programs, based on eligibility, along with a robust offering of benefit and wellness plans.

We are committed to pay transparency and ensuring candidates have clear information about compensation expectations. For roles that include variable incentive components such as an Incentive Compensation Plan (ICP) or On-Target Earnings (OTE), the compensation structure may follow a split model - for example, a 50/50, 70/30, or 60/40 ratio between base salary and variable incentive.