Deepgram

Engineering Manager

• Own the end-to-end delivery of technical programs, many of which span hardware, software, and research efforts
• Define workstreams, set milestones, and coordinate execution across multiple teams and functions
• Serve as the connective tissue between engineering, research, product, and operations to ensure aligned priorities and timelines
• Proactively identify and resolve bottlenecks, trade-offs, and interdependencies
• Dive deep into technical topics to ensure risks are understood and addressed early
• Build lightweight processes and tooling to help teams scale sustainably

Senior Technical Program Manager – Engineering

General Counsel

• Be the go-to counsel for our data and research teams on the legal questions inside model development, and design the frameworks that let research move fast with confidence
• Partner with our product teams to ship products and features that delight our users.
• Draft and review the consumer-facing terms, policies, disclosures, and marketing that go with our products — written for customers, not lawyers
• Continue building out our privacy program — and tell its story to customers — to deepen customer trust in our products
• Stay ahead of the AI legal frameworks developing internationally, translate developments into principles and policies our teams can act on, and help Deepgram develop a clear point of view on responsible AI development
• Develop deep expertise across the legal questions defining AI today, and help advance how our company, and the broader field, thinks about them
• Build the AI-native legal function at Deepgram with workflows and systems that scale our team’s impact

Associate General Counsel – Product and Research

Human Resources

• Serve as the primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios.
• Coach managers through difficult conversations, feedback delivery, performance management, and documentation.
• Provide consistent, fair, and legally sound guidance across key employee lifecycle moments.
• Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs.
• Partner with the Head of People to maintain alignment between company strategy and people practices.
• Identify patterns and systemic issues early and recommend practical, upstream interventions.
• Serve as a change partner to leaders, helping operationalize organizational changes to drive understanding, adoption, and trust.
• Support ongoing performance management processes, goal-setting, feedback cycles, and manager capability building.
• Partner with leaders on team structure, talent planning, and ways of working that enable strong performance.
• Help managers navigate underperformance, role clarity challenges, and organizational change.
• Reinforce a culture of high performance without unnecessary bureaucracy.
• Maintain and apply existing People processes, templates, documentation, and manager resources.
• Partner on tools and workflows that improve consistency, efficiency, and employee experience.
• Balance compliance, speed, and sound judgment as the company continues to grow.
• Support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement.
• Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and international employment laws.
• Support leave administration, policy application, and complex employee situations.
• Help ensure People practices remain defensible, consistent, and aligned with company values.
• Serve as the primary HR point of contact for immigration matters, partnering with recruiters to assess visa needs and timelines during the hiring process.
• Manage the day-to-day relationship with the external immigration law firm.
• Support employees through immigration processes (H-1B, transfers, green card sponsorship, etc.), providing guidance on timelines and next steps.
• Partner with Legal, Finance, and People Ops to ensure immigration sponsorship decisions are consistent, compliant, and aligned with company policy.

Senior HR Business Partner

Technical Recruiter

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Senior Technical Recruiter

Manager

• Own renewal negotiations end-to-end for a book of strategic, high-value accounts, leading commercial conversations directly with customer executives, procurement, and finance.
• Forecast renewals in a consumption-based model by translating usage, pacing, and adoption trends into a defensible commercial projection, and hold the line when a customer’s self-reported forecast doesn’t match the data.
• Build and negotiate pricing and packaging for usage-based agreements (committed-use, credit tiers, discount structures), structuring multi-year commitments that protect ARR and capture growth.
• Identify expansion opportunities during the renewal motion by using usage, adoption, and customer goals to surface growth potential, then partner with the Account Executive to help shape the expansion strategy.
• Quarterback cross-functional deal strategy across CS, Sales, Finance, RevOps, and Legal - aligning the internal team on a single commercial plan and clear next steps for each account.
• Get ahead of churn and contraction risk with a clear point of view on value realization; lead the save and turnaround plays when an account is at risk.
• Help shape the renewals motion as the function scales turning what works into a repeatable commercial motion, with the runway to lead a growing renewals team over time.

Senior Strategic Renewals Manager

QA Engineer

• Own QA Strategy & Execution: Define and execute the cross-product test strategy (manual + automated) with daily/weekly validation cycles.
• Build & Lead Team: Manage, mentor, and grow a QA team spanning engineers and specialists.
• Cross-Engineering Alignment: Partner with product and engineering managers to embed testing into every release pipeline.
• Test Infrastructure & Tooling: Drive strategy and adoption of frameworks, automation platforms, and CI/CD quality gates.
• Governance & Compliance: Own QA oversight for HIPAA, PCI FedRAMP, and all applicable quality standards.
• Quality Metrics & Reporting: Define KPIs, publish regular dashboards, and lead quality reviews with engineering and product leadership.
• Release Candidate Qualification: Be the final gatekeeper for release signoff, balancing risk and velocity for our frontier AI services.
• Customer Feedback Integration: Tie production monitoring and support feedback into QA strategy and iteration cycles.
• Exploratory Testing: Foster edge-case discovery and testing creativity to prevent regressions and long term improvement for frontier research based products.

Senior Technical Program Manager – Engineering

Associate General Counsel – Product and Research

Senior HR Business Partner

Senior Technical Recruiter

Senior Strategic Renewals Manager

QA Engineering Manager