Who you are

• 3–7 years of experience in Strategy & Ops, BizOps, product analytics, or growth
• Experience working in marketplace, ads, or platform monetization environments
• Rapidly built and evaluated AI-driven prototypes to validate product, revenue, and operational efficiency opportunities
• Strong analytical skills with the ability to move from data to action
• Comfort operating in ambiguity with high ownership and accountability
• A builder mindset — focused on execution, not just strategy decks

What the job involves

• HTS Media is hiring a Senior Strategy & Operations Manager to help scale our commerce‑native travel media platform
• This role is designed for a highly autonomous operator who can identify monetization opportunities, design and execute experiments, build analytical insight, and drive execution against HTS Media growth goals — without creating roadmap drag for core engineering teams
• This is a single‑hire, high‑impact role that blends strategy, analytics, and execution in a fast‑moving marketplace and ads environment
• Identify and size new monetization and growth opportunities across HTS Media
• Design lightweight experiments and pilots to validate impact
• Build analytical models, dashboards, and narratives to support decisions
• Partner closely with Product, Engineering, Sales, and Ops to drive execution
• Translate ambiguous problem spaces into clear plans and measurable outcomes
• Operate independently with minimal oversight in a high‑ambiguity environment

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.