Senior Product Manager, Internal Tools

Who we are at Osmo:

Osmo is a digital olfaction company, on a mission to give computers a sense of smell to improve the health and wellbeing of human life. Why? Our sense of smell both enriches and saves lives, and has a deep and direct connection to our emotions and memory.

Olfactory Intelligence has applications across industries including fragrance, manufacturing, security, medicine, and more. We believe in the power of automation and thoughtfully applied AI/ML to solve problems beyond the reach of human intuition alone.

We're headquartered in Elizabeth, NJ, with an additional office in Somerville, MA. We provide complimentary shuttle service from Brooklyn and Newark, NJ.

About the Role

We're hiring a Product Manager (Technical) to be our product’s right hand as Osmo scales its Software and AI organization. This is a hands‑on product role, not a program management role — you'll own scoping, requirements, and delivery negotiation directly, working independently from day one.

Your first mandate: Osmo's internal workflows are largely manual today, and information doesn't always flow through our systems the way it should. You'll identify the 3-5 tools that would drive 80% of the impact, embed with the relevant teams to master the problem, and come out with clear requirements that get built. From there, expect to move across workstreams as priorities shift, applying the same structural skills to a new domain. You'll work closely with engineering throughout, and you'll need to hold your own there: when an estimate doesn't add up, you push back with specifics, ask for the breakdown, and know how to simplify a requirement to get something shipped faster. This role takes real tenacity to drive scope and delivery under ambiguity, and real kindness in how you ask a stretched engineering team for more.

What You'll Do:

• Scope With Rigor — Independently scope projects end to end: understand the business value and customer need, then write clear, complete requirements that inform what engineering builds.

• Negotiate Scope and Estimates — When an engineering estimate doesn't match reality, push back with tenacity: ask for the breakdown, identify what's actually driving the cost, and simplify or revise the requirement to get to a faster, leaner build.

• Find the 80% — Scope Osmo's highest-value internal tooling opportunities: identify the 3-5 tools that would drive the majority of workflow impact, then sequence and prioritize the build.

• Embed and Master — Rapidly insert yourself into a workstream, understand it deeply, and come out with the requirements and plan to fix what's broken.

• Partner Directly With Engineering — Work hand-in-hand with the CTO’s team to get scoped work built and delivered against committed dates.

• Operate Without a Script — Take high-level direction into an ambiguous space and bring back clarity, milestones, and a plan — with the curiosity to figure out what's actually needed rather than waiting to be told.

• Bring Structure Without Bureaucracy — Sequence and manage ambiguous initiatives without adding process for its own sake.

• Pivot With the Business — Move fluidly across workstreams as Osmo's priorities shift, applying the same core PM skill set to new problems.

• Use AI as a Working Tool — Build and use AI-powered tools and workflows in your own work — for requirements drafting, dependency tracking, and stakeholder communication.

Who You Are:

• A Mid-Senior Generalist — You work independently and bring PM best practices without needing to be trained on the fundamentals. You're a generalist, not a specialist: your skills are fungible, and you're comfortable being reassigned to a completely different problem space.

• Direct Engineering Collaboration, Non-Negotiable — You have worked hands‑on with engineering teams in a prior role. You know how to sit across from an engineering lead, question an estimate, and land on a scope that actually reflects the work.

• A Real Requirements Writer — Writing requirements documents has been a core, sustained part of at least one prior role — not a one‑off exercise.

• Comfortable in Ambiguity — You can take a loosely defined problem and a high‑level directive and figure out the rest. You don't need a detailed plan handed to you.

• A Clear, Confident Communicator — You can bridge business needs and engineering constraints, and you're comfortable pushing back on senior stakeholders, including leadership, when timelines, scope, or resources don't add up.

• An AI-Native Operator — Fluency with modern AI tools (LLMs, automation platforms, workflow builders), with a track record of using them in your own work.

• Bachelor's degree or higher, or equivalent experience.

Ways to Stand Out:

• You thrive in ambiguity and build your way out of it — We move fast and our pioneering in our space. We build what no one has ever imagined before.

• You’ve Worked Alongside Deep Technical or Scientific Teams — Comfortable partnering with ML, hardware, or R&D-heavy functions even though this is not a technical specialist role.

• You’ve Pivoted Across Domains — You've moved across genuinely different product areas within the same company and ramped quickly each time.

• You’ve Operated at a Small, Fast-Moving Company — Where you had to build the process yourself rather than inherit one.

• You Drive Without Authority — You've driven alignment and delivery in a flat org through credibility, not title.

• You’ve Shipped Internal Tooling Before — You've scoped and delivered workflow or internal tooling improvements that measurably reduced manual work or fixed broken information flow.

What Success Looks Like (First 6-12 Months):

• Build leading edge capabilities into scalable, repeatable products for our customers, including the internal tooling to unify our systems

• Co-develop the vision of where we are going next

• Demonstrated the ability to independently scope, write requirements for, and negotiate delivery of a project end to end, with minimal oversight

What We Offer:

• Real Growth Path — Own the internal tooling initiative end to end, then take on new domains (Studio 2.0, procurement/supply chain) as Osmo scales

• Competitive salary and meaningful equity in a high-growth company

• Flexible PTO and paid family leave

• 401(k) savings plan and employer match

• Catered Lunch — Mon/Wed/Fri; Newark, NJ and Brooklyn shuttles

• Commuter benefits (pre-tax transit and parking)

We are committed to recruiting, developing, and retaining an incredible team optimized for a diversity of thought, background, and approaches.
For all Full-Time Employees, compensation is just one component of Osmo’s total rewards approach, which is designed to support the well-being, growth, and long-term success of our team members. Depending on the role, this may include base salary or contract-based pay, along with access to health, dental, and vision coverage; a 401(k) retirement savings plan with company match; flexible paid time off and company holidays; and equity or incentive compensation for eligible roles. Actual compensation will vary based on factors such as experience, skills, location, internal equity, and other relevant business considerations. Osmo regularly reviews pay ranges and compensation structures to ensure they remain competitive, equitable, and aligned with current market data.

All employment decisions and responsibilities are determined based on current ability and your ability to grow, without regard to race, color, gender identity, sex, sexual orientation, religion, age, marital status, physical, mental, or sensory disability, or any other characteristic protected by applicable law.
Recruitment & Staffing Agencies: Osmo does not accept unsolicited resumes from any source other than candidates. The submission of unsolicited resumes by recruitment or staffing agencies to Osmo or its employees is strictly prohibited unless contacted directly by the Osmo Talent Acquisition team. Any resume submitted by an agency in the absence of a signed agreement will automatically become the property of Osmo and Osmo will not owe any referral or other fees with respect thereto.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire