Who you are

• At least 6 years of product management experience, specifically within high-growth, execution-focused environments
• Technical fluency in APIs, backend systems, and third-party integrations to effectively partner with engineering on complex connectivity challenges
• A data-driven approach to product ownership with the ability to define, track, and move needle-moving metrics like conversion, bookability, and latency
• An AI-native mindset and a strong interest in applying machine learning to automate repetitive workflows and improve data quality
• Exceptional collaborative skills to navigate the intersection of engineering, commercial operations, and external partner requirements
• Professional experience in travel, flights, GDS, or supply-heavy domains to provide a deep understanding of airline distribution and pricing logic
• Familiarity with inventory management or booking systems to drive improvements in post-booking automation and ancillary coverage
• Exposure to AI-driven products or data enrichment workflows to accelerate partner onboarding and operational efficiency

What the job involves

• As the Product Manager for Flights Supply, you will lead the critical execution of integrating global airline and third-party partners to scale our inventory and ensure a world-class booking experience
• You will own the technical delivery and continuous optimization of our supply ecosystem, leveraging AI-driven automation to accelerate partner onboarding and drive industry-leading performance across price competitiveness, bookability, and latency
• This is a high-impact role where your ability to bridge complex API architecture with commercial goals will directly determine the depth and reliability of Hopper’s flight marketplace
• Lead the end-to-end integration of external flight supply partners including airlines, aggregators, and GDS via high-performance connectivity APIs
• Translate complex commercial and technical requirements into clear product specifications for shopping, booking, and post-booking automation
• Prioritize and manage a high-velocity roadmap focused on improving integration quality, reducing time-to-market, and minimizing system defects
• Monitor and optimize core supply metrics such as price competitiveness, booking success rates, and API latency to ensure a seamless user experience
• Collaborate with engineering teams to build scalable, stable backend solutions that align with internal platform standards
• Implement AI-native solutions for anomaly detection in pricing, automated issue handling, and partner data mapping
• Work closely with commercial and partner success teams to onboard new supply sources and resolve performance gaps in availability or functionality
• Standardize integration processes to improve the scalability of partner onboarding and operational efficiency
• Communicate progress, technical hurdles, and performance results to cross-functional stakeholders across the business

Benefits

• Competitive salary: We compete with top-tier tech companies for world-class talent, and we win much more frequently than we lose
• Unlimited time off: We’re a travel company. We actually mean it. Unlimited time off and an annual winter shut-down, we work hard, but we know how important it is to relax
• App Perks: Unlimited free VIP Support with every purchase on Hopper and an annual $200 USD Carrot Cash voucher to kick start your travel fund.
• Fully-remote workplace: Hopper made the decision early on in 2020 to fully embrace remote work. Since then, we have ditched our full-time offices and hired hundreds of people across every US state, Canadian province and dozens of countries around the world. We’re never going back to the old way of working.
• Coworking spaces on demand: For those who do value having a workspace out of the home, we offer optional access to coworking spaces. In some cities - Boston, London, Montreal, Paris and Toronto - we even have dedicated coworking spaces just for Hopper.
• Pre-IPO equity: Hopper gives employees the choice between stock options and restricted stock units as part of their total compensation package. When choosing stock options, employees don’t have to worry about short exercise periods if they later choose to move on. Instead we offer up to four years to exercise options after employment, depending on length of tenure.
• Evergreen equity program: We want to retain our highly valued employees. So when an employee is more than 50% of the way to vesting all of their options or RSUs, we refresh their grant. It’s as simple as that.
• Healthcare coverage: 100% healthcare cost coverage in the United States and Canada for our employees, with competitive offerings in other countries.
• Parental leave: We encourage our team members to take the time they need to transition to parenthood. In the United States and Canada, we offer top-up payments to 100% of salary for 12-18 week for primary parents and 6-10 weeks for secondary parents. In other countries, we complement national policies on parental leave with similar top-up components.
• Work from Anywhere: Our culture says to “work from anywhere,” and we mean it. Our legal team has created a program to provide visa sponsorship and immigration assistance to both new employees and existing employees who (voluntarily) wish to relocate to any of the countries we can support (eleven and counting).
• Internal career mobility program: We put a lot of effort into recruiting the best people. We also want to retain the best people. To facilitate internal career development, we created a program that lets any employee in good standing who has worked at Hopper for at least 6-12 months apply to any job opening at the company to be considered for both promotions and lateral transfers.
• A culture of performance: Adequate performance at Hopper receives a generous severance package. Inspired by Netflix, we employ the “keeper test” at scheduled intervals to ask leaders to re-assess their team members’ competencies, contributions and answer the simple question: “would you hire this person again?”. The upside of this is that we have built a dream team of top performers who also make great teammates.
• Light internal meeting culture: Not only do we not like meetings; we actively discourage them. We ask that no one starts their week with more than 25% of their calendar booked internally and have created a guide full of tips to help people avoid meeting overload.
• Severance program: Sometimes things don’t work out. Hopper offers a market-leading severance program that grants every ex-employee some severance - up to 7 months depending on length of tenure - to help mitigate the financial impact of the unexpected.