Purpose of Position

Make Awin operate like a company with 10x the leverage of its peers, by combining the instincts of an operator with the discipline of a product leader.

Context

26 years. Hundreds of industry awards. Thousands of advertisers and publishers who stay because of the service our people deliver. Our next decade is about building the systems that make those people truly superhuman.

Most companies are adopting AI at the edge — individuals using ChatGPT, isolated automations, copilots that don't talk to each other. The gains don't compound and disappear when people leave. We're aiming to do things differently and build institutional intelligence: knowledge captured once and reused everywhere, workflows embedded into systems, expertise encoded so that quality is system-driven rather than person-dependent. We’re creating a Company Brain, and the programme that builds it is Superhuman.

You will run it.

What you'll actually do

Hunt friction. You will have direct executive sponsorship and authority to challenge workflows, systems, and operating assumptions across the company. You are not here to optimise locally. You are here to increase organisational leverage globally.
Ship, don't strategise. Six months in, we expect workflows live in production, not a roadmap deck. Production over experimentation. If a pilot doesn't operationalise, it is to be killed.
Build Awin’s operating system The long-term goal is not isolated automations. It is to create a shared operational layer across the company, reusable: workflows, integrations, knowledge, decision systems. Every workflow shipped should make the next workflow easier to ship. Over time, the organisation itself should become programmable.
Build the squad. You'll hire a squad -- engineers, automation specialists, whoever you need. You'll have a real budget for both people and software.
Be ruthless about build vs. buy. Make.com, Retool, n8n, Zapier, off-the-shelf copilots -- use them when they fit. Build custom when leverage demands it. Opportunity cost is the only currency that matters.
Make every workflow deposit knowledge. Anything we automate should leave the organisation smarter. The Company Brain isn't a separate project -- it's the byproduct of shipping execution work with discipline.
Treat staff as customers. This is a product role. Awin's employees are your users. Adoption is your KPI. If they don't use what you ship, you didn't ship it.

Who you are

Builder first. You'd ship without resources. We're giving you resources so you ship faster.
First-principles operator. You don't accept "this is how it's done." You're equally comfortable in a Salesforce admin console, a Python notebook, and an exec offsite.
Technically credible. You understand APIs, data models, integrations, and where LLMs actually add value vs. where they're theatre.
Commercially literate. You can defend ROI. You know what a P&L looks like. You prioritise like a CFO and execute like a startup founder.
Product-minded. You've read Escaping the Build Trap or you've lived it. You think in opportunity cost, value creation, and value capture.
AI-pragmatic. You understand where AI creates real leverage, where traditional software is better, and how to combine the two effectively. You use AI fluently, but you care more about operational outcomes than AI theatre.
Change leader. You understand that adoption is a behavioural problem, not a technical one.

What success looks like

6 months: First squad hire made. 5+ workflows in production with measurable adoption. First version of the Company Brain (retrieval over a meaningful slice of company knowledge) live and used weekly by at least one function.
12 months: Squad of 3+. 20+ workflows live. At least one role-specific copilot in daily use by a full team. Demonstrable hours saved or output increased, with numbers.
24 months: Awin operates measurably differently. New hires onboard faster. Decisions are faster. Output per employee is up and the curve is bending the right way.

What this role is not

An AI strategy role.
An innovation lab.
A transformation programme.
A central bureaucracy that other teams route requests through.

If you want to write decks about the future of work, this isn't the job. If you want to build the thing, it is.

Our Offer

Flexi-Week: We prioritise your mental health and wellbeing by offering you a four-day Flexi-Week (with one lighter or completely disconnected day per week) at full pay, with no reduction to your annual holiday allowance.
Flexi-office: We offer an international culture and flexibility through our hybrid/remote working scheme which is designed to foster a culture of mutual trust and working flexibility.
Work Expense Contribution & Remote Working Furniture: You will receive a monthly allowance to cover part of your running costs, as well as a furniture package to support you in setting up a comfortable workspace when working from home.
Health and Wellbeing: With our support and access to various initiatives and sports offers, you can focus on your mental and physical wellbeing.
Development: We’ve built our extensive training suite, Awin Academy, to cover a wide range of skills that support your professional and personal growth, with trainings conveniently packaged to help your overall development.
Appreciation: Thank and reward colleagues by sending them a voucher through our peer-to-peer recognition programme.

We are hiring in multiple countries for this role. Additional benefits, including health and wellbeing offerings, will be discussed during the initial interview.

Established in 2000, Awin is proud of our dynamic, social and inclusive culture.

Like all businesses, we’ve had to adapt and nurture our culture in a virtual environment. Our virtual ‘Life @ Awin’ hub brings our colleagues from across the globe together for various social activities.

Diversity & Inclusion are paramount to us, and we proudly pursue and hire diverse team members. We champion uniqueness and authenticity; this is who we are at our core. Our network of affiliate partnerships are diverse and transparent, as are the employees powering our vision to build the world’s leading open partner ecosystem. We welcome all backgrounds, identities, and experiences. If you need support at any point in the application or interview process, please let us know.

Awin is part of the Axel Springer group.Learn more at axelspringer.com/en/, and explore the Axel Springer Essentials here:axelspringer.com/en/inside/the-essentials-what-we-have-adapted-and-why

Apply now to begin the next stage of your career at a progressive company that supports both your professional and personal development.

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