Senior Product Manager

Factor Talent; Toronto; On-site; CAD 110,000 - 150,000; Full time

Benefits offered by this job

Health insurance

Retirement benefits

Paid time off

Parental leave

Job summary

Factor Talent in Canada is seeking a Senior Product Manager to own an end-to-end product domain—from outcomes and roadmap to customers and growth. You’ll determine what to build and justify it with evidence, not simply groom a backlog.

You’ll work with a designer and engineers, discover through launch, and measure impact with instrumentation. The role emphasizes ownership, revenue-minded thinking, and cross-functional leadership.

Qualifications

• Experience owning B2B SaaS product outcomes with measurable impact.
• Strong analytical thinking and data-driven decision making.
• Ability to mentor and hire, and review other PMs.

Responsibilities

• Own end-to-end product domain from discovery to growth with evidence-backed prioritization.
• Engage with operators to understand workflows and pain points and define success.
• Define success metrics and instrument changes to measure impact.
• Mentor other PMs and contribute to hiring.

Skills

SQL

Data collaboration

Job description

The role

You'll own a product domain end to end: its outcomes, its roadmap, its customers, and the case for where engineering time goes. You'll work in a trio with a designer and engineering, from discovery through launch and long-term growth.

This is not a backlog-grooming role. You'll be handed a business problem and held accountable for what moved, including what you chose not to build.

Where it will sit

One idea runs through every domain: operators move more of their business onto RocketRez when they trust us with their busiest day. Features earn that trust, and trust shows up as revenue. Your job is to find the changes that strengthen it and prove they did.

The domains you own will depend on where the business needs you and where your strengths fit. The outcomes below are illustrative. We'll set specific ones with you in your first weeks.

Core Ticketing. The fundamental building blocks operators use to turn their experiences into sellable products: single-use, multi-use and reloadable tickets; recurring products like memberships and donations; auto-renewing passes; timed, multi-date and multi-pack admissions; assigned seating; bundles and cross-sells. It also covers how those products are priced, from discounts and upsells to dynamic, usage-based and channel-specific pricing. For operators, this is how new products come to life, capturing more demand and maximizing the revenue of every sale. You'd answer for how quickly operators can launch new products and how much revenue each sale captures.

Distribution. How operators' products get sold: white-label ecommerce for each operator, RocketRez point of sale at the front gate, OTAs, and third-party sales partners. The work is building systems that make it as easy as possible for a guest to discover what an operator offers, find the best product for them, and complete the sale as quickly as possible. You'd answer for conversion by channel, attach rate, and throughput on peak days.

Ancillary Revenue. Revenue beyond admission, like food and beverage and retail, including the build-vs-partner calls that decide how we enter each line. You'd answer for ancillary revenue per guest, and for deals won because we can serve a broader range of operators.

What you'll do

Strategy and roadmap

• Own the roadmap: sizing, sequencing, and what gets cut, even when the CEO or a major customer is asking for it. Engineering is a shared pool, not a dedicated squad, so make an evidence-backed case for your domain's claim on capacity and show that it paid off.


• Know the market well enough to say which gaps are worth closing, and shape pricing and packaging, not just scope.

Discovery, delivery and measurement

• Spend real time with operators, like a zoo on a holiday weekend or a tour operator selling through OTAs. Tell a truly painful workflow from a merely unfamiliar one.


• Define success before you build, including instrumentation that doesn't exist yet. Measure behaviour change, not adoption.


• Be willing to conclude that a thesis is wrong, and say so plainly.

As a Senior PM, you'll

• Raise the decision quality of other PMs through review, pairing and mentoring, and contribute to hiring.


• Be the escalation point for cross-domain conflict, not the escalator.

Two ways to be great here

We hire PMs who lean toward one of two archetypes. Tell us which one sounds like you.

Commercial.

You think in markets, channels, pricing, and growth. You're at home with sales and partners, you can read a funnel, and you connect product decisions directly to revenue.

Builder.

You work inside the team's day-to-day, composing working product from existing components and platform capabilities. You'd rather ship ten small compounding changes than one big launch, and you know which questions need a rigorous test and which need a fast one.

What success looks like in 6–12 months

• You've shipped work that moved a number you named before you built it, and you can explain what moved it.


• You've said no to something significant and expensive, and were right.


• Leadership trusts your prioritization without re-deriving it.

What we look for

The trait we care about most is adaptability. The tools and methods of product management are changing so we hire people who have already reinvented how they work on their own initiative and will do it again.

• You've rebuilt how you work without being told to, including becoming AI-native, and you let hard-won skills go when something better arrives.


• You learn quickly in ambiguity and don't need a playbook to start.


• A track record of owning B2B SaaS product outcomes with measurable impact, a surface with real revenue or operational consequences.


• Analytical self-sufficiency: SQL, or a strong partnership with data teams.


• Ticketing, attractions, hospitality, travel, payments, or retail experience is a plus, not a requirement.


• Real customer obsession, sound commercial reasoning, discipline about verifying what's true, and honesty about outcomes.

We don't filter on years of experience. We level on the scope you demonstrate.

What we offer

We believe People Come First, and that includes every team member. We're building an environment where each person is empowered to do their best work by fostering connection, development, ownership, and a little fun, plus competitive salaries and benefits, of course!

• We have team members located in Canada, the U.S., and Ecuador.


• Diversity adds value to everything we do; we hire from a wide range of backgrounds to bring unique perspectives to our team.


• We offer generous paid time off because we know a healthy work-life balance is key.


• Retirement benefits, health insurance, and supportive parental leave.