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Product Manager at Scotch. . Location: Remote. About Us. . Scotch is building the next-generation operating system for beverage alcohol retailers — combining POS, payments, back office, and e-commerce into a platform purpose-built for liquor stores.. . We’re modernizing one of the oldest industries in the world: the $1.6T beverage alcohol market. Our platform helps retailers run more efficiently through streamlined payments, inventory management, reporting, and day-to-day operations.. . Our founders came from Skupos (acquired 2023) and Drizly (acquired by Uber). We've raised $28M from VMG Partners, First Round, Lerer Hippeau, Watchfire, and Toba Capital, with angels including the founder of Drizly and early Toast executives. Forbes has recognized Scotch as a leader in liquor retail tech. We closed a $20M Series A in 2026 off 500%+ YoY growth and $1B+ in processed payment volume.. . Position Overview. . We're looking for a Product Manager to own a meaningful surface of our retail and payments platform. You'll start with our integration work — the connections between our back office and the third-party systems our merchants depend on to run their businesses — and we expect your scope to move as the business does.. . This is a hands-on role with real autonomy. You'll own a surface end-to-end: talking directly to merchants, defining what we build, and working with engineering to ship it. You'll be the person who understands how a surface actually behaves in the wild, and the person our customer-facing teams come to when something doesn't add up.. . We're a small product org. That means you'll make calls without a committee, and you'll be accountable for the ones that turn out wrong. It also means the shape of your role in a year is genuinely open — we're looking for someone who finds that appealing rather than unsettling.. . What You'll Own: . . . The integrations roadmap — existing partner integrations and the ones we haven't built yet, from partner evaluation through launch and ongoing health. . Requirements gathering directly from merchants: what they need, what they actually do, and the frequent gap between the two. . Working across engineering teams to coordinate work that spans multiple surfaces. . Serving as the product point of contact for support, onboarding, and go-to-market when integration questions escalate. . Payments workstreams as they intersect with the integrations surface — tender handling, reconciliation, and processor behavior. . . Key Responsibilities . . . Translate messy, conflicting merchant input into a clear direction, and hold that direction when the inputs keep changing. . Write requirements that describe the problem and the outcome, not the implementation. . Prioritize across competing partner commitments, merchant escalations, and platform work — and explain the tradeoffs to people who won't all agree with you. . Partner closely with engineering on scoping and sequencing, including the parts where the right answer is "not yet". . Monitor how shipped integrations actually perform, and act on what you find rather than waiting to be asked. . Keep engineering teams pointed in a coherent direction when the work spans more than one of them. . . Qualifications & Skills. . . 3–6 years of experience in product, with demonstrated ownership weighted more heavily than years. . Having been the sole person accountable for a decision at some point, with nobody reviewing your work before it shipped. . Maintaining a real habit of customer contact, having sat with users, watched them work, and changed your mind about something as a result. . Showing judgment you can articulate, including a call you got wrong that you noticed yourself before anyone told you. . Holding multiple workstreams at once and making tradeoffs between them, not just executing one thing deeply while someone else set priorities. . Communicating with real range, from writing a spec an engineer can build from to explaining that same decision to a merchant, a support lead, and an executive. . Bringing, ideally, some depth in integrations, having owned third-party integrations as a product surface, including the partner relationship, failure modes, support burden, and customer-facing consequences when something breaks upstream. . . Nice to Haves. . . Payments experience — processors, tender types, reconciliation, or dual pricing. . Retail or point-of-sale background, particularly with independent or small-format merchants. . Working familiarity with mobile app development (you don't need to be a mobile PM). . Comfort with SQL or a BI tool — enough to answer your own questions without waiting on someone else. . Fluency with AI tools in your daily workflow. . . Why Scotch?. . . Real ownership, fast: as an early product hire, you'll see your decisions become shipped features in weeks, not quarters, with a direct line of sight to customer impact. . You'll be tackling an underserved problem: modernizing retail and payments software for industries — like alcohol and wholesale distribution — that legacy platforms have largely ignored. . A small, high-caliber team means your voice shapes the roadmap directly, without layers of process between you and the decision. . Broad exposure across the stack: retail operations, payments, and developer-facing APIs, giving you range most PM roles at this stage don't offer. . A flexible remote/hybrid culture, unlimited PTO, and meaningful equity in a company still early enough that your work compounds. . We invest in modern ways of working, including using AI tools to move faster and focus your time on the problems that matter most. . . Compensation & Benefits. . . Compensation: The anticipated base salary range for this position is $150,000–$170,000. Individual offers are based on a variety of factors, including experience, skills, qualifications, and internal equity. . . Competitive equity package. . Comprehensive medical, dental, and vision coverage. . Unlimited flexible PTO. . . . . . . . . . . . . Scotch is an equal opportunity employer. We value diverse perspectives and are committed to creating an inclusive environment for all employees.. . . . . . . . . . . .