is a venture-backed, fast-growing start-up focused on revolutionizing the car buying experience. Our approach is unique in that we recondition pre-owned vehicles to a high standard, sell online, & deliver anywhere across the US. We have experienced tremendous growth in our first 5 years of operation & have become a disruptive force in the automotive industry. Vroom is an exciting, accelerating workplace, & there's no better time to join the team than right now.
The key theme: we don't need a creative visionary or a project manager. We need a hands-on designer who's seen as highly credible by the team... ("wow, you've done some amazing work") who is now at a point in her or his career where she or he is saying, "I'm ready to devote more of my time to leading others & building organizations..." This person will succeed not by enforcing rigid design processes or by enforcing arbitrary design guidelines, but by recognizing that beautiful craft combines form & function.. such that the best design work is that which both works for our users (hence for our business) & also creates a visual experience that is consistent, enjoyable, easy. He or she will further understand that, as a leader, his or her primary medium is now people, not pixels, & so will focus first on hiring, teaching, developing, managing the design people... then the process (to achieve maximum velocity & high collaboration with product / eng), then, lastly, the actual visual design artifacts.
It shouldn't come as a surprise to the ideal candidate that designers both want to work autonomously with their colleagues in engineering & product to create effective customer solutions... but also want to have an environment in which they can appreciate & develop one another's craft as designers. This leader sets up the systems that enable his or her employees to function in healthy teams without needing daily direction, while playing a role as overall design master who brings the team together to grow, develop, learn, engage as designers.... so they can then go back to their teams with new insight & energy.
You'll notice a lack of specific skills/experience. I would bias the search for people with demonstrated talent development skills (ex teachers, team leads), with strong portfolios (we should be excited when we see their work), with a good pedigree (strong brands, or a good school, or a compelling career story... something that suggests curiosity + capability)