Coupa makes margins multiply through its community-generated AI and industry-leading total spend management platform for businesses large and small. Coupa AI is informed by trillions of dollars of direct and indirect spend data across a global network of 10M+ buyers and suppliers. We empower you with the ability to predict, prescribe, and automate smarter, more profitable business decisions to improve operating margins.
Why join Coupa?
🔹 Pioneering Technology: At Coupa, we're at the forefront of innovation, leveraging the latest technology to empower our customers with greater efficiency and visibility in their spend.
🔹 Collaborative Culture: We value collaboration and teamwork, and our culture is driven by transparency, openness, and a shared commitment to excellence.
🔹 Global Impact: Join a company where your work has a global, measurable impact on our clients, the business, and each other.
Learn more on
Life at Coupa blog and hear from our employees about their experiences working at Coupa.
The Impact of a Principal Product Manager - HR & Marketing Agentic Transformation at Coupa:
This is an internal AI product management role within Coupa's AI Center of Excellence (AI COE). We are seeking a strategic, operationally disciplined, and business-savvy Senior Product Manager to manage two distinct agentic portfolios: HR/Talent Operations and Marketing/Brand Operations. This role owns the roadmap, automation strategy, and ongoing operation of our agentic ecosystems in both departments, transitioning them from manual, high-effort workflows to autonomous, proactive engines. Acting as the critical AI-focused bridge between HR/Marketing leadership, AI Platform and AI Engineering teams, IT Portfolio Managers, and IT AI Delivery teams — partnering with AI Solution Architects to define the architecture and scaling strategy — you will ensure our AI initiatives drive measurable efficiency and performance while maintaining strict adherence to operational governance, brand safety, and talent compliance.
What You'll Do:
Product Strategy & Operational Rhythm
Autonomous HR & Marketing Strategy: Develop and own the holistic HR and Marketing AI strategy that provides a unified, scalable operating model for both functions, while building the architectural flexibility to adapt workflows for specific regional nuances, regulatory frameworks (e.g., labor and data privacy law), and local market requirements.
Dual-Portfolio Prioritization: Apply a data-driven framework to score and rank agentic use cases by business value for both HR (e.g., recruitment speed, HRBP efficiency) and Marketing (e.g., campaign personalization, brand consistency). Maintain separate rolling AI roadmaps for each.
Department-to-Tech Bridge: Act as the primary AI intake lead for both HR (Talent Acquisition, Compensation, HRBPs) and Marketing (Growth Marketing, Corporate Communications). Translate the unique, complex requirements of each department into clear, structured product requirements for AI Platform and AI Engineering teams.
Backlog & Execution: Own the AI product backlog. Facilitate regular grooming sessions to break down requirements into actionable tasks, ensuring clear dependency management and scope control.
Operational Cadence: Drive the day-to-day operational rhythm, including risk assessment and cross-functional syncs, and collaborate with the Enterprise PMO on status reporting and program tracking, to ensure the platform meets its delivery milestones.
AI, Data, & BI Strategy: Partner with department leadership to shape long-term strategy for data governance and business intelligence in both domains. Ensure AI roadmaps align with the broader data strategy of each organization (e.g., HRIS vs. Marketing Cloud).
Market & Competitive Intelligence: Track the evolving AI agent landscape in both HR Tech and MarTech. Proactively identify industry trends that validate or challenge our strategy, ensuring our AI suite remains a market-leading advantage for both functions.
Workflow Design & Agent Orchestration
Process Engineering: Deconstruct multi-step HR processes (e.g., candidate screening, scheduling) and Marketing processes (e.g., lead nurturing, brand asset generation) into structured, logical agent sequences.
Agentic Orchestration Strategy: Lead the strategic decisions on which model or platform executes each use case, partnering with AI Solution Architects to validate final technical solutions. Partner with stakeholders to evaluate the right technology stack for strategic fit and roadmap alignment—balancing scalability and long-term flexibility alongside performance and cost.
Adoption Tracking & Monitoring: Establish the "pulse" of our agents. In partnership with AI Platform and AI Engineering teams, build and own the dashboards that track agent performance, error rates, and system reliability—ensuring early warning signs before a workflow impacts a candidate experience or a brand campaign.
Knowledge Base Lifecycle: Manage the ingestion of unstructured data for both domains. Implement automated loops that analyze support and recruiting conversations/marketing data to find knowledge gaps, identifying missing documentation that needs to be addressed to improve agent self-service.
Human-Centric UI & Validation: Lead the design of how agents present insights to recruiters and marketing coordinators. Define the "definition of done" for agents, leading testing cycles to ensure outputs are accurate, compliant, and on-brand before deployment.
Change Management, Governance, & Enablement
Change Management: Drive the cultural transition from manual workflows to agent-assisted motions. Lead communication and training strategies tailored specifically to the needs of HR staff and Marketing teams.
Ecosystem Acceleration: Cultivate a network of "Power Users" (Champions) within both HR and Marketing. Empower them to provide continuous feedback, troubleshoot on the front lines, and drive adoption within their units.
Governance, Brand & Trust: Partner with Legal, Brand, and Compensation teams to embed guardrails that protect sensitive HR data and preserve our unified corporate voice. Ensure agent behaviors remain predictable, compliant, and secure.
What You Will Bring to Coupa:
Experience: 10+ years of product management, strategy, or enterprise program management experience, with a proven track record of shipping software solutions within Applicant Tracking Systems (ATS), HR Information Systems (HRIS), or enterprise marketing/customer engagement ecosystems.
SaaS Domain Expertise: Deep functional knowledge of the talent acquisition lifecycle (sourcing, screening, onboarding) and/or marketing operations (campaign management, lead nurturing, and brand strategy).
AI-Agent Orchestration Mindset: Proven ability to move beyond task-level automation to ecosystem-level transformation. Experience evaluating and orchestrating different agent architectures—deciding when to leverage specific foundation models versus purpose-built platforms to maximize impact. You partner closely with AI Solution Architects to validate final technical architecture decisions.
Consultative Mindset & High EQ: Demonstrated ability to influence senior leaders (CHRO, CMO) without direct authority. You translate complex technical constraints into plain-English business solutions and use high empathy to manage organizational change in two different functional cultures.
Operational Discipline: You focus on post-launch success—monitoring platform health, agent reliability, and adoption metrics rather than just chasing the next shiny feature.
Strategic AI Fluency: You possess a keen "pulse" on the evolving agentic landscape. You anticipate how new model capabilities and integration patterns impact our roadmap, translating market intelligence into architectural requirements.
Agent Development & Lifecycle Management: Hands-on experience architecting, building, and scaling AI agents. You are capable of owning the full lifecycle—from rapid prototyping to production-grade deployment—and can autonomously develop and maintain complex agentic workflows.
At Coupa, we are 100% committed to creating and nurturing an environment that supports your physical, mental, and community well-being . We offer a comprehensive suite of benefits designed to help you and your family thrive:
Global Well-Being Perks (For All Employees Globally)
- Global Wellness Days: Enjoy two designated, company-wide paid wellness days off each year (typically the first Friday in March and the last Friday in September) so the entire global team can unplug, step away, and recharge together .
- Birthday Time-Off: Celebrate your day! Coupa provides a paid day off on your birthday or another day of your choice within your birthday month .
- Volunteer Time Off (VTO): Giving back is in our DNA. We offer 40 hours of paid VTO annually to support the community initiatives and volunteer programs you are passionate about .
- Employee Assistance Program (EAP): Access free, confidential, 24/7/365 counseling and resources for emotional support, work-life solutions, financial advice, legal guidance, and support for new parents .
- Business Travel Protection: Travel with peace of mind. Zurich Travel Assist provides medical, safety, pre-trip planning, and emergency support during any business travel .
- Referral Bonus Program: Share the Coupa experience! Receive generous monetary referral bonuses when you successfully refer talented friends or acquaintances who are hired into open roles .
Please note: In addition to these global well-being perks, Coupa offers highly competitive, location-specific benefits packages (which include comprehensive medical/dental insurance, retirement/pension plans, and life or accident protection) tailored to your primary work location. Your recruiter will walk you through the specific regional benefits package for this role during the interview process.
Coupa complies with relevant laws and regulations regarding equal opportunity and offers a welcoming and inclusive work environment. Decisions related to hiring, compensation, training, or evaluating performance are made fairly, and we provide equal employment opportunities to all qualified candidates and employees.
Please be advised that inquiries or resumes from recruiters will not be accepted.
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