Transformation Strategist (US Based - Remote)

The Role

You will own the customer's actual business transformation, not just the Duvo deployment. Most AI platforms get installed and then sit there. Your job is to make sure that doesn't happen.

You act as a management consultant embedded in the customer's business. You work at C-level and board level, connecting Duvo's capabilities to outcomes that matter on an income statement: revenue growth, margin expansion, better return on deployed capital, fewer FTEs tied up in manual work. You're not selling software features. You're building the business case for operational change, getting buy-in from the people who control budget, and then making sure the change actually sticks.

The other half of the job is change leadership. AI transforms processes, but it also disrupts how teams work, who does what, and what skills matter. You help the customer's organization adapt to that. You work with their leadership to redesign roles and workflows so people thrive with AI rather than resist it. When a category management team goes from spending 80% of their time on data entry to 80% on decisions, someone needs to help the organization make that transition real. That's you.

Our AI Solutions Consultants build the automations. You operate above that, in the business context. While ASCs map processes in Clarity and build workflows, you're with the customer's COO defining which processes to transform first and why, reviewing whether the change is actually landing (are people using the new process? are the numbers moving?), and pushing for the next phase. You present proof packs to boards and exec teams. You're the reason a pilot turns into a company-wide rollout.

Your unit of ownership: the customer's transformation roadmap and its business results. You own the strategic relationship with C-level stakeholders, the proof of outcomes, and the commercial conversation that follows.

What We're Looking For

These are non-negotiables—the things we'll specifically evaluate you on:

• Real FMCG or retail experience. This is a hard requirement. You've worked inside or directly with retailers or CPG companies and you understand how category management, trade terms, supply chain, or finance ops actually run. When a category manager explains their weekly routine, you don't need a glossary. Our customers trust people who've been in their shoes, and no amount of smart questions compensates for not knowing the domain.

• Big 4 or top-tier consulting background. Also a hard requirement. You've done transformation engagements at a firm like Deloitte, PwC, EY, KPMG, McKinsey, or Accenture. You know how to structure a business case, run a steering committee, and present to a board. You've learned the discipline of proving outcomes in currency, not sentiment.

• C-level credibility. You can hold your own with COOs, CFOs, and board members. You lead strategic conversations, not just project updates. You tell executives what they need to hear, and you back it up with data and business logic. People listen to you because you've earned it through domain knowledge and track record, not because of your title.

• Outcome measurement and proof. You know how to define a baseline, track the right metrics, and build a case for ROI that a CFO would actually forward. Our proof packs need to show concrete business impact (hours saved, error rates reduced, revenue recovered), not vague "the team feels more productive" stories.

• Expansion mindset. You see the pilot as the beginning, not the end. After proving one workflow, you're already thinking about where else in the organization Duvo should go. You own the commercial conversation around expansion alongside the AE, framing it around outcomes delivered, not features available.

You Might Also

• Have led transformation programs that touched multiple business units or geographies, not just a single team.

• Have implemented or worked with automation platforms (RPA, workflow tools, or similar) and understand their strengths and limitations firsthand.

• Have experience with change management in practice. Not the theory, but actually getting a 200-person team to adopt a new way of working.

• Speak Czech, French, or a Nordic language. Helpful given our current market focus.

This Is Not For You If

• You want to build automations or get into the technical weeds. That's the ASC's job. You operate at the business level.

• You see customer success as reactive support or account management. This is strategic consulting tied to revenue.

• You need a fully defined role with established processes. We're creating this function, and you'll shape it as much as it shapes you.

How We Work

• Initiative-driven. We organize around customer problems, not org charts. Problems surface through product feedback, competitive analysis, and direct customer conversations then we prioritize, build, and ship weekly.

• Customer-obsessed. We solve real problems, not hypothetical ones. Features that don't move customer metrics get cut.

• Iterative by default. We ship small, learn fast, and never get attached to yesterday's code. This means things break sometimes — we fix forward.

• AI-first leverage. We use AI to move faster and focus human time where it matters most. If a tool can do it, a person shouldn't.

• Direct feedback. We give each other actionable feedback immediately. This can feel uncomfortable — we think that's worth it.

• Autonomy with accountability. We trust people to make decisions and hold them to outcomes, not process.

What We Offer

• Unlimited AI budget. We don't just allow AI tools — we strongly encourage them. Want to try a new tool? Buy it. Want to automate part of your workflow? Do it.

• Autonomy to do your best work. Want to meet someone to learn from? Set it up. Want a mentor? Go get one. Want to fly out to talk to an important customer? Just ask.

• A real AI product with real customers. You're not building demos or internal tools. Enterprise customers use what you ship, and their feedback drives what you build next.

• A sharp, motivated team that values ownership and candor.

• Competitive compensation with a meaningful equity component. You can trade salary for additional equity if you prefer more upside.

How We Hire

We respect your time and aim to move fast:

1. Hiring manager screen (30 min). We'll talk about transformations you've led, how you manage customer relationships, and whether there's mutual fit.

2. Remote task (async, time-boxed, ~1 hour). A realistic scenario: review a messy process description and draft a transformation plan with measurable success criteria.

3. On-site interview (Prague, ~2 hours). Meet the ASC and GTM teams. We'll go deeper on stakeholder management, outcome measurement, and how you handle difficult customer situations. No trick questions — we want to see how you think about transformation.

4. On-site trial day (2 days). Join a real customer engagement and see how we work together. Fully compensated.