Learning Program Manager Jobs in Somerville, MA (NOW HIRING)

This role is based in our Boston office - and it's one of the most visible things we're building right now.

Klaviyo's engineering org is scaling fast, and we're making a deliberate bet on AI-first engineering. We don't want AI to be something engineers use occasionally, we want it embedded in how every engineer at Klaviyo works from day one. This is the role that makes that happen.

You'll help every engineer at Klaviyo move faster with more confidence-by design, not by accident. If you love building systems that enable outsized impact and enjoy teaching others how to win, this is the role. This IC role sits at the heart of engineering effectiveness. You'll partner closely with Developer Infrastructure, Eng Leadership, HRBP, Recruiting/RCs, L&D, Security, and peers in Engineering Operations (e.g., Tools & Metrics) to translate insights into programs, tAI ooling, and rituals that help teams deliver.

Build the systems, onboarding, and learning programs that make every Klaviyo engineer productive from day one-and more effective every quarter. You'll design an AIfirst onboarding and enablement experience, standardize "how engineering works" at Klaviyo, and run experiments that measurably improve developer velocity, quality, and satisfaction. The result: faster ramps, fewer friction points, and a culture of continuous improvement across R&D.

How you'll make a difference

• Own engineering team onboarding and time-to-impact. Design and run a Day 0 through Day 30/60/90 onboarding experience that is AI-first by default, including environments, access, labs, first PRs, and success metrics. Reduce time-to-first-impact and ensure a consistent, high-quality ramp for new engineers, in close partnership with L&D.
• Enable embedding AI into daily engineering workflows like backlog and PR synthesis, and incident summaries. Partner closely with Developer Infrastructure and Engineering Leadership to operationalize AI in ways that align with platform direction. Pilot tools, measure adoption and impact, and share playbooks that lift team productivity.
• Codify how engineering works. Build and maintain living training and documentation that explain our engineering systems, development lifecycle, code review norms, CI and release practices, and incident hygiene, so teams can move fast in the same direction.
• Design and scale technical learning programs. Create, pilot, and iterate on learning paths, workshops, demos, and lunch-and-learns that build fluency in AI and emerging technologies. Use stakeholder input and program data to continuously improve and scale what works.
• Enable engineering manager effectiveness. Translate Klaviyo's leadership expectations to Engineering. Design and deliver learning and enablement for Engineering Managers focused on how engineering operates, including planning and execution norms, tooling, metrics, onboarding new team members, and leading effectively within Klaviyo's engineering system. Partner with HRBP and L&D to diagnose the needs and customize content specific to technical leadership.
• Facilitate high-impact live learning. Lead engaging, audience-appropriate learning sessions for engineers and engineering managers, incorporate feedback, and evolve content to maximize relevance and impact.
• Define and track enablement success. Establish north-star metrics and success criteria for onboarding, learning, and productivity initiatives. Use data, qualitative feedback, and experimentation to assess impact, surface trade-offs, and recommend next steps.
• Partner on onboarding delivery and iteration. Facilitate engineering onboarding on a rotating basis, ensure smooth execution, and share feedback with onboarding DRIs. Maintain and evolve onboarding documentation, content, and training materials.
• Strengthen the recruiting-to-onboarding handoff. Partner with Recruiting and RCs to align competencies, interview assessments and starter projects so new hires are set up to succeed from day one.
• Elevate engineering culture and learning. Enable tech talks, internal workshops, and communities of practice that spread best practices, reinforce learning norms, and raise the bar on craft and collaboration. Partner closely with HRBP, EBP, and Engineering Leadership.
• Communicate clearly and consistently. Craft timely, high-quality communications for engineering programs and initiatives, including announcements, updates, and internal resources, ensuring clarity, consistency, and discoverability.

Who you are

• Technical practitioner and systems thinker. You've been an engineer or worked very closely with engineering and truly understand the workflow; you understand IDEs, Git, CI/CD, testing, and can break down technical systems for others. You care about measurable impact, reliability, and developer productivity.
• Operatorteacher. Clear writer and facilitator who creates clarity, reduces ambiguity, and equips others with crisp guidance, examples, and artifacts.
• Outcomeoriented and accountable. You model ownership, intensity, and urgency; you push work to closure and measure results, not just activity.
• Collaborative across functions. Comfortably partners with Eng Leaders, Dev Infra, Product, HRBP, Recruiting/RCs, L&D, and Security; aligns to Klaviyo values and is motivated by winning as a team..
• Preferred experience (guidance, not gates): 5-8+ years across software engineering, developer productivity/enablement, platform/devtools, or engineering operations; experience designing onboarding/bootcamps or developer education is a plus.

Nice to haves

• Experience measuring and improving developer experience (e.g., review SLAs, CI stability, environment setup) and publishing impact metrics.
• Handson with CI/CD and modern SDLC tooling; ability to script/lightweight automate workflows.
• Program design for learning (labs, guilds, workshops) and strong technical writing portfolio.
• Experience rolling out AI tools internally and establishing responsibleuse guardrails.

We use Covey as part of our hiring and / or promotional process. For jobs or candidates in NYC, certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound on April 3, 2025.

Please see the independent bias audit report covering our use of Covey here