Senior Manager, Learning, Development and Engagement

Our first product, Layer 7, is designed to help people with severe paralysis operate digital devices using only their thoughts—opening up new possibilities for daily life. 

Our team brings together experts in neurosurgery, AI and machine learning, microfabrication, electrical engineering, clinical science, and more. We combine deep technical rigor with a people-first mindset to turn breakthrough research into real-world medical solutions.

As a Precision employee, you’ll join one of the fastest-moving and best-capitalized companies in the emerging field of brain–computer interfaces. Since our founding in 2021, we have raised more than $180 million, advanced our technology through validation, and initiated human trials with leading hospitals across the country.

Our Values:
We build for human impact, measuring progress by the lives our work can change.
We do no harm, holding ourselves to the highest standards of safety, integrity, and responsibility. 

We innovate with urgency, because the stakes are high and our users can’t wait. 

We bring sharp minds, open ears, pairing expertise with curiosity, humility, and respect. 

And we lead the way, taking ownership of our work and helping to shape the future of our field.

We are seeking a Senior Manager, Learning, Development and Engagement to join our People team. In this role you will architect the evolution of Precision's growth. You will design how people grow their careers, shape environments that expand our culture, and build intentional learning and development programs that support all employees.

You are the quarterback of how people get better, faster, and more intentionally.

• Design and execute a company-wide Learning & Development strategy aligned to business and growth objectives

• Own and evolve partnerships with external providers (e.g., Hone)

• Build and curate high-impact learning content (manager training, leadership development, functional skill-building, competency-specific)

• Conduct ongoing training needs assessments across teams and levels

• Create and continuously improve a best-in-class new hire onboarding experience (30/60/90 that actually means something)

• Own and optimize our LMS, ensuring it is used, useful, and loved (not ignored and quietly resented)

• Develop scalable learning pat

You will lead the people who make our offices feel like us.

• Directly manage Office Workplace Experience Managers in NYC and Santa Clara

• Elevate the in-office experience to support productivity, connection, and culture

• Ensure consistency with local flavor across offices

• Partner on events, rituals, and moments that reinforce our values (not just free snacks and forced fun)

You help make our systems work for people, not against them.

• Partner on integrations and optimization across:

  • CandorIQ

  • Hone

  • Lattice

  • HRMS

  • Kula (ATS)

• Lead training and adoption efforts for People systems

• Ensure managers and employees actually know how to use the tools we invest in

• You’ve built a sharp point of view on our current L&D and onboarding gaps

• You’ve met key leaders and understand where capability gaps exist

• You’ve assessed our LMS and partnerships (what’s working, what’s noise)

• You’ve built trust with the Office Managers and understand each office’s personality

👉 Translation: You’re not guessing anymore. You see the system.

• You’ve launched improvements to onboarding (clear, structured, measurable)

• You’ve defined an L&D roadmap tied to company priorities and Growth & Development

• You’ve introduced early wins in manager training or leadership development

• You’ve identified system friction points and begun driving adoption improvements

👉 Translation: People are already feeling the difference.

• You’ve launched a cohesive, scalable L&D framework across the company

• Onboarding is consistent, high-quality, and measurably improving ramp time

• Managers have tools and training they’re actually using

• Office experience feels intentional, energized, and aligned across locations

• Systems are more integrated, more intuitive, and more widely adopted

👉 Translation: This function now exists in a way it didn’t before.

• You’ve built or significantly upgraded L&D programs, not just maintained them

• You think in systems, not events

• You can move from strategy → execution without getting stuck in either

• You care deeply about employee experience but are allergic to fluff

• You know how to influence leaders without waiting for permission

• You bring both structure and energy into a room

This is not a “keep the lights on” job.
This is a “build the engine that powers everything else” job.

If we get this right:

• People grow faster

• Managers lead better

• Teams perform at a higher level

• Culture scales instead of dilutes

If we get it wrong… we feel it everywhere.

Why Join Us

• You’ll work directly with the Chief People Officer to build something that most companies only talk about.

• You’ll have the space to design, not just execute.

• You’ll have leadership that is passionate about this work.

• And you’ll have the chance to leave a fingerprint on how an entire company grows.

Diverse workforces create the best culture, company, and products. We at Precision are committed to an inclusive culture that celebrates the uniqueness and contributions of everyone.

As an equal opportunity employer, Precision does not discriminate on the basis of sex, race, religion, national origin, disability status, protected veteran status, or any other characteristic protected by law.
As an equal opportunity employer, Precision does not discriminate on the basis of sex, race, religion, national origin, disability status, protected veteran status, or any other characteristic protected by law.

The actual base salary offered is determined by a number of variables, including, as appropriate, the applicant's qualifications for the position, years of relevant experience, distinctive skills, level of education attained, certifications or other professional licenses held, and the location of residence and/or place of employment.

We prioritize candidate security. Please be aware that job offers will only come from emails ending with @precisionneuro.io 

For roles based in Massachusetts: it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Precision Neuroscience does not accept unsolicited resumes or candidate profiles from recruitment agencies, staffing firms, or third-party recruiters. Any resumes submitted without a prior written agreement and an authorized job order will be considered the property of Precision Neuroscience, and no fee will be owed in the event a candidate is hired. All qualified candidates should apply directly through our careers page.