Quality & Enablement Manager

Topsteptrader; Chicago (IL); Hybrid; USD 90,000 - 110,000; Full time

Job summary

Topstep LLC is seeking a Quality & Enablement Manager to architect the chargeback and abuse program. You will design from scratch the SOPs, playbooks, QA framework, and training curriculum, defining what good execution looks like and building the measurement systems that keep standards current and effective.

Joining the Chargeback Standards Team, you will own documentation, coach agents, and drive cross‑functional improvements with Legal, Compliance, Product, Engineering, and Trader Experience.

Qualifications

• 3–5 years in standards authorship, QA design, or fintech operations.
• Experience designing QA frameworks and training programs from scratch.
• Deep familiarity with card network chargeback rules (Visa, Mastercard, AmEx, Discover).

Responsibilities

• Develop and continuously update SOPs, playbooks, QA standards, and training curricula.
• Own the SOP/library and escalation procedures; set standards where none exist.
• Partner with Legal, Compliance, and Trader Experience on policy language.
• Draft and version chargeback response templates.
• Build and maintain the training curriculum and onboarding materials.
• Design, implement, and maintain QA framework and audit cycle.
• Coach and develop agents and monitor quality trends.
• Lead cross-functional changes and reflect tooling changes in docs.

Skills

QA design

Standards authorship

Operations capability

Documentation

Coaching

SQL

Looker

Tools

SQL

Looker

Job description

Summary

The Quality & Enablement Manager is the architect of the operational standards that power Topstep's chargeback and abuse program. This role designs from scratch — the SOP and playbook library, the QA framework, the training curriculum — and continuously iterates on all three as the program evolves. The primary work is creation, judgment, and standard-setting for how the team executes; the person in this seat determines what good execution looks like, builds the systems to measure it, and owns keeping those standards current and effective.

This role sits within the Chargeback Standards Team and serves as the program's internal authority on operational procedure and quality standards, building and owning the SOP, training, and QA infrastructure the program runs on.

Key Responsibilities

• Develop, document, and continuously update operational playbooks, workflows, SOPs, escalation procedures, decision trees, and business requirements across all chargeback and abuse processes.
• Own the SOP and procedure library — chargeback response workflows, processor‑specific handling procedures, and the abuse classification criteria used day‑to‑day; exercise independent judgment in developing standards where no precedent exists.
• Partner with Legal, Compliance, and Trader Experience on customer‑facing policy language (refund terms, enforcement notice language) to ensure operational procedures align with approved policy.
• Draft and version chargeback response templates across all active reason codes and processors.
• Build and maintain the training curriculum for chargeback and abuse operations — covering reason code logic, evidence standards, processor‑specific rules, abuse classification, and enforcement protocols.
• Develop onboarding materials for new agents and create assessments to validate readiness before live case assignment.
• Design and own the QA framework from the ground up — define scoring criteria, case review methodology, sampling approach, and calibration cadence across both BPO and internal agents; continuously evaluate and iterate as program needs evolve.
• Own the QA audit cycle and maintain accountability for the quality trajectory of the program — not just individual findings, but the overall performance trend over time.
• Develop and coach BPO agents through structured training delivery, QA feedback loops, and calibration sessions; own their operational readiness and hold accountability for quality outcomes, independent of reporting line.
• Monitor performance quality across the agent population — log issues systematically, identify trends, elevate systemic gaps, and drive improvements in partnership with Operations Managers.
• Lead cross‑functional alignment on procedure changes, training rollouts, and QA findings; primary counterparts include Legal, Compliance, Product, Engineering, and Trader Experience.
• Lead operational improvement projects to enhance workflows and efficiency; ensure tooling changes are reflected in documentation and training before rollout.
• Own SOP versioning and change management; ensure documentation remains current as card network rules and internal procedures evolve.
• Build the function's infrastructure with scale in mind — document systems, build repeatable processes, and develop standards that can support team growth over time.
• Develop working familiarity with adjacent Chargeback Standards Team functions to support cross‑coverage and program continuity as the company scales.
• SQL or Looker proficiency is a plus.

Required Qualifications and Key Competencies

• 3–5 years in a standards authorship, QA design, or operations role — ideally in fintech, payments, or a regulated operations environment.
• Demonstrated experience designing QA frameworks and training programs from scratch — not executing against frameworks someone else built.
• Deep familiarity with card network chargeback rules across Visa, Mastercard, American Express, and Discover.
• Proven ability to author clear, actionable documentation that operational teams can execute from without ambiguity.
• Strong analytical approach to quality — tracks trends and systemic issues, translates findings into procedure recommendations
• Demonstrated ability to develop others through feedback, coaching, and structured training — regardless of formal reporting relationships.
• Ability to scope and execute improvement projects independently with accountability for outcomes.
• Strong written and verbal communication; able to engage with senior leadership on standards strategy and with operations teams on day‑to‑day application.
• Experience writing chargeback response evidence packages or representation documentation is a meaningful differentiator.

Company Culture & Perks

• Topstep is an engaging working environment which ranges from fully remote to hybrid. We foster a culture of collaboration with cameras on during meetings and a robust Slack environment for communication.
• Seven Company‑paid Holidays and generous Family Leave. Paid time off is front‑loaded.
• Competitive 401(k) matching, health, dental, and vision insurance is offered for full‑time employees.
• Vacations are encouraged with a bonus for taking 5 consecutive days. Employee referrals are bonused. Topstep offers a food and groceries budget and contributes towards health and wellness.

New Hire Base Salary Range

• $90,000 - $110,000.
• Bonus: This position is eligible for a performance‑based bonus as provided by the plan terms and governing documents.
• The compensation offered will take into account internal compensation structure and may vary depending on the candidate's geographic region, job‑related knowledge, skills, and experience among other factors.

Equal Opportunity Employer

Topstep is an Equal Opportunity Employer. We are committed to fostering an inclusive environment where all employees and applicants are valued. All qualified candidates will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, or veteran status, in compliance with applicable federal, state, and local laws.

Interested in the role? Apply today with your resume!

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Notice of Use of Artificial Intelligence in Recruitment and Hiring: Notice Pursuant to 775 ILCS 5/2-102(L). Topstep LLC uses artificial intelligence ("AI") in connection with its recruitment and hiring process. Examples include, but are not limited to, AI tools used to improve job descriptions, generate interview questions, draft communications, assist with scheduling, and source candidates, as well as AI features built into third‑party platforms such as LinkedIn, Indeed, and Glassdoor. Topstep will not use AI that has the effect of subjecting employees or applicants to discrimination on the basis of any protected class under the Illinois Human Rights Act.