Jobs in Offenbach, Germany

As we build the next generation of technical leadership at Zillow, we’re looking for a builder and operator who can elevate manager effectiveness across our Product, Engineering, Marketing, and Design (PEMD) orgs. In this role, you will lead the strategy and execution of learning and enablement efforts for technical people managers, with a focus on behavior change, role clarity, and performance ownership.

This isn’t your typical leadership development role. You’ll need a deep understanding of the realities of tech management—especially in player‑coach roles and agile development cycles—and a sharp ability to translate org needs into practical, workflow‑embedded development. You’ll be shaping how people leaders inspect work, give feedback, drive clarity through ambiguity, and model accountability.

This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions. In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $118,600.00–$189,400.00 annually. In Colorado, Hawaii, Illinois, Minnesota, Nevada, Ohio, Rhode Island, and Vermont the standard base pay range for this role is $112,700.00–$179,900.00 annually. The base pay range is specific to these locations and may not be applicable to other locations. In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

• You're equal parts operator, strategist, and coach—someone who knows what it looks like when leadership is working, and how to get people there.
• You’ve worked in or closely with technical teams, and you understand the difference between theoretical manager training and what actually changes behavior.
• You're comfortable working in ambiguity and fast‑moving orgs—and you know how to ship MVPs that evolve through iteration and feedback.
• You think in systems. You see how culture, expectations, performance, and development all connect—and you can build repeatable enablement that reinforces the right outcomes.

• Lead the reimagining of manager development across Product, Engineering, Marketing, and Design, starting with senior leaders and expanding to the middle management layer.
• Define and operationalize what “great leadership” looks like by level—clarifying expectations around feedback, inspection, coaching, and performance ownership.
• Build modular, behavior‑driven learning experiences (toolkits, short‑form content, in‑the‑flow enablement, etc).
• Partner closely with HRBPs, People Analytics, and Tech leadership to identify needs, align signals, and co‑own success metrics.
• Share manager effectiveness data, insights, and behavior signals with leaders in a digestible, actionable format—on a regular cadence—so they can hold people leaders accountable for performance, feedback, and team health.
• Partner with org leaders and HRBPs to help define and reinforce the core leadership practices that drive team health and accountability—ensuring managers regularly check in on goals, inspect work, give feedback, hold career conversations, and address low performance consistently.
• Elevate manager onboarding and talent readiness by creating assets and experiences that embed leadership culture early.
• Pilot, test, and iterate—using feedback from leaders and teams to improve and scale.

• 6+ years of experience in a technical, product, or talent role—ideally within a fast‑moving or matrixed org.
• Demonstrated success in building leadership capability, whether through programs, coaching, org design, or enablement initiatives.
• Strong understanding of technical team dynamics and performance management, particularly for player‑coach leaders.
• Exceptional ability to simplify, communicate, and turn expectations into actionable behaviors.
• Experience designing or facilitating learning in formats that go beyond traditional workshops—e.g., async toolkits, sprint‑based learning, manager labs, feedback rituals.
• High EQ and business acumen—you know how to meet leaders where they are and move them forward.
• Bonus: Experience with performance calibration, feedback culture, or partnering on engagement/attrition interventions.

At Zillow, we’re reimagining how people move—through the real estate market and through their careers. As the most‑visited real estate platform in the U.S., we help customers navigate buying, selling, financing and renting with greater ease and confidence. Whether you're working in tech, sales, operations, or design, you’ll be part of a company that's reshaping an industry and helping more people make home a reality.

Zillow is honored to be recognized among the best workplaces in the country. Zillow was named one of FORTUNE 100 Best Companies to Work For® in 2025, and included on the PEOPLE Companies That Care® 2025 list, reflecting our commitment to creating an innovative, inclusive, and engaging culture where employees are empowered to grow.

No matter where you sit in the organization, your work will help drive innovation, support our customers, and move the industry—and your career—forward, together.

Zillow Group is an equal opportunity employer committed to fostering an inclusive, innovative environment with the best employees. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. If you have a disability or special need that requires accommodation, please contact your recruiter directly.

Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable state and local law.

Job duties for this position include: work safely and cooperatively with other employees, supervisors, and staff; adhere to standards of excellence despite stressful conditions; communicate effectively and respectfully with employees, supervisors, and staff to ensure exceptional customer service; and follow all federal, state, and local laws and Company policies. Criminal history may have a direct, adverse, and negative relationship with some of the material job duties of this position. These include the duties and responsibilities listed above, as well as the abilities to adhere to company policies, exercise sound judgment, effectively manage stress and work safely and respectfully with others, exhibit trustworthiness and professionalism, and safeguard business operations and the Company’s reputation. Pursuant to the Los Angeles County Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.