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Manager Jobs in San Rafael, CA (NOW HIRING)

Cumming Management Group

Senior Project Manager

Oakland, CA

$144K - $202K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We are one of the fastest-growing project and cost management consultancies in the United States, as reflected in our top 10 rankings in ENR. With over 60 offices globally, an extremely diverse ...

Il Parco - NEW

Manager

San Francisco, CA · On-site

We are looking for a Restaurant Manager will have many day-to-day tasks to keep the establishment running smoothly. Some of the duties and responsibilities that a typical Restaurant Manager will be ...

Il Parco - NEW

Manager

San Francisco, CA · On-site

$75K - $80K/yr

We are looking for a Restaurant Manager will have many day-to-day tasks to keep the establishment running smoothly. Some of the duties and responsibilities that a typical Restaurant Manager will be ...

Ra

Manager - Sales Manager

San Francisco, CA · Remote

$55K/yr

You have 3 to 8 years Account Management experience * You hold a Bachelors degree. * You have experience working in Consumer Packaged Goods. Additional Information All your information will be kept ...

Crunch Fitness

Manager

Fairfield, CA · On-site

$72K - $96K/yr

Replies within 24 hours The Crunch Manager will ensure the members receive the highest quality of service and facilities. He or she will exhibit an ability to achieve the financial targets for the ...

Crunch - Bay Area

Manager

Fairfield, CA · On-site

$72K - $96K/yr

The Crunch Manager will ensure the members receive the highest quality of service and facilities. He or she will exhibit an ability to achieve the financial targets for the club as outlined in the ...

University of the Pacific

Manager

San Francisco, CA · On-site

Position Information Job Title Manager Union Level Department Physical Plant (SF) Campus San Francisco Posting Number 201304353P Full or Part Time Full Time Number of Months 12 Work Schedule Position ...

Benihana - San Francisco

Manager

San Francisco, CA

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Commuter and Dependent Care Benefits What You'll Do As a Restaurant Manager with THE ONE GROUP, you will beresponsible for overseeing daily front-of-house and back-of-house operations,ensuring smooth ...

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All JobsManager JobsManager Jobs in San Rafael, CA

Manager information

What is a manager?

Managers are professionals responsible for overseeing teams, projects, or departments within an organization. Their main duties include planning, organizing, leading, and controlling resources to achieve specific goals. Managers also play a key role in motivating employees, setting objectives, and ensuring effective communication between staff and upper management. They often make decisions about hiring, training, and evaluating team members to ensure organizational success.

What are the key skills and qualifications needed to thrive as a manager, and why are they important?

To thrive as a Manager, you need strong leadership, organizational, and decision-making skills, often supported by a degree in business or a related field. Familiarity with project management tools, performance tracking systems, and sometimes certifications like PMP or Six Sigma are valuable. Excellent communication, conflict resolution, and emotional intelligence help managers motivate teams and handle workplace challenges effectively. These skills and qualities are essential for driving results, maintaining team morale, and meeting organizational goals.

What does a manager do?

Managers supervise a team of people; they establish goals, assign tasks, and measure progress. The specific responsibilities of someone in a management position will vary based on the company and industry they work in, but their primary responsibilities remain largely the same. Managers monitor the accomplishments of their staff, focusing on the overall goals of the department. They work with Human Resources to determine and address staffing needs, coordinate and delegate responsibilities, check employee performance, and provide additional training and direction when necessary.

What are common challenges managers face when leading diverse teams, and how can they address them?

Managers often encounter challenges such as communication barriers, varying work styles, and potential conflicts when leading diverse teams. To address these, it's important to foster an inclusive environment, provide clear expectations, and encourage open dialogue. Successful managers also invest time in understanding individual strengths and cultural backgrounds, which helps build trust and collaboration. Regular team meetings and feedback sessions can further enhance cohesion and productivity.

What is the difference between Manager vs Supervisor?

AspectManagerSupervisor
Required CredentialsBachelor's degree often preferred; management experienceHigh school diploma or equivalent; on-the-job training
Work EnvironmentStrategic planning, team leadership, decision-makingOverseeing daily operations, direct staff supervision
Employer & Industry UsageUsed across industries for leadership rolesCommon in retail, manufacturing, and service sectors
Search & Comparison IntentLooking for leadership roles with strategic responsibilitiesSeeking roles focused on daily team oversight

The main difference between a Manager and a Supervisor lies in their scope of responsibilities. Managers typically handle strategic planning, decision-making, and team leadership at a higher level, often requiring a degree and management experience. Supervisors focus on overseeing daily operations and directly supervising staff, often with less formal education. Both roles are essential in organizational hierarchy, but Managers generally have broader responsibilities and influence within a company.

How do I get a job as a manager?

To become a manager, candidates typically need relevant work experience in the industry, strong leadership and communication skills, and often a relevant degree or certification. Developing a track record of team management and demonstrating problem-solving abilities can improve chances of securing a managerial position. Networking and applying for entry-level supervisory roles can also help advance to management levels.

Is a manager a high paying job?

Managers often earn higher salaries compared to entry-level positions, with pay varying based on industry, experience, and location. Senior managers or those in specialized fields tend to have higher compensation, and leadership skills are highly valued in salary negotiations.

What are the jobs of a manager?

A manager oversees team operations, sets goals, assigns tasks, and monitors performance to ensure organizational objectives are met. They also handle planning, decision-making, and communication within their team or department, often using management tools and requiring leadership skills.

What manager jobs pay the most?

Senior management roles such as executive managers, general managers, and operations managers tend to have the highest salaries among manager positions, often exceeding six figures. Industries like finance, technology, and healthcare typically offer the highest compensation for managerial roles, especially with advanced skills and experience.
More about Manager jobs

What are popular job titles related to Manager jobs in San Rafael, CA?

For Manager jobs in San Rafael, CA, the most frequently searched job titles are:

What job categories do people searching Manager jobs in San Rafael, CA look for?

The top searched job categories for Manager jobs in San Rafael, CA are:

What cities near San Rafael, CA are hiring for Manager jobs?

Cities near San Rafael, CA with the most Manager job openings:

Manager jobs near you
Infographic showing various Manager job openings in San Rafael, CA as of August 2026, with employment types broken down into 82% Full Time, 17% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution.

Lead Product Manager

Senovo Capital Management GmbH

San Francisco, CA • On-site

$150 - $190/hr

Other

Posted 2 days ago

New

Job description

The Lead Product Manager owns one area of the FlowFuse product outright and runs it end to end: vision, roadmap, backlog, prioritization, sprint sequencing, refinement, and the GitHub issues engineers build from.

The area of ownership is assigned based on company priorities and can shift over time. It may be Certified Nodes and the protocols that connect customers to their industrial systems (OPC UA, S7, MQTT), the core platform, the infrastructure underneath it, or how FlowFuse applies AI for its users. The shape of the role stays constant regardless of the area: a single owner who lives in their domain and runs it like it's theirs.

This role builds on the Product Manager role. Where the base role defines product strategy across FlowFuse, the Lead Product Manager applies that craft with full ownership of a single area, working hands-on and directly with engineers.

The Lead Product Manager is primarily responsible for:

  • Continuous Discovery: Sitting in on sales and customer calls, reviewing call recordings, and talking to users directly to find the problem behind each request. The Lead PM develops deep knowledge of FlowFuse customers and the industrial IoT domain, and keeps that knowledge current.
  • Owning the Area Roadmap: Holding the one-to-three-year view for their area and breaking it into work that ships in the current sprint.
  • Running the Area Day to Day: Triaging the backlog and incoming ideas, prioritizing, sequencing, and moving work into sprints.
  • Writing Exacting Specifications: Producing precise, technical, unambiguous GitHub issues. Engineers should never have to guess what "done" means. There is no PM/designer/engineer trio at FlowFuse; the Lead PM writes the spec and the ticket, and what they write is what gets built.
  • Running Refinement with Their Engineering Squad: Arriving prepared, making product calls within their area, and unblocking the team quickly.
  • Filtering and Translating Input: Leadership, peers, and active customer deals generate ideas at high volume. The Lead PM absorbs that input, turns it into a clear and sequenced plan, and protects their engineering team's focus.

The Lead Product Manager reports to the Engineering Manager.

What the Lead Product Manager is not responsible for

The base Product Manager exclusions apply, with the following clarifications:

  • People management: The Lead PM leads product decisions and runs refinement for their squad, but does not manage the engineers implementing the work. Building and managing a product team is a potential growth path for this role, not part of the starting scope.
  • Technical decisions on how the product is built or architected.
  • Effort estimations, the Lead Product Manager provides effort estimation when creating issues. However, the DRI for this process is the CTO.
Skills

What the Lead Product Manager brings to the table:

  • Bias Toward Action: Moves fast, ships, and shows their work. Prefers making a reversible call today over scheduling a meeting about it next week.
  • Proven Craft: Has written real specifications and tickets, owned a backlog, and run refinement with an engineering squad.
  • Fast Learner of Hard Domains: Industrial, OT, or protocol experience is a strong plus, not a requirement. A demonstrated track record of going deep on a difficult domain matters more than existing IIoT credentials.
  • Fluency with Engineers: Speaks their language, respects their constraints, and makes their work easier. Earning the engineering team's trust is core to the role.
  • Sound Judgment Under Pressure: Holds a firm line on guardrails, coaches others toward their best work, and makes hard calls when needed.
  • Fluency with AI Tools: Already uses AI tools to draft specifications, prototype, and work faster.
  • Comfort with Ambiguity: Thrives in a small, fast-moving startup where priorities shift and the highest-leverage work is sometimes outside the job description.

People management experience is welcome but not required to start.

90 Day Plan
  • Day 30: Knows their area, its backlog, and FlowFuse's biggest customer commitments cold. Fluent in the tools the team runs on (GitHub, Slack, Asana, Claude, Google Workspace). Has sat in on refinements and written tickets to the expected standard. Has met sales and marketing and knows who owns what.
  • Day 60: Owns the backlog and near-term roadmap for their area. Has made real prioritization calls and sequenced upcoming sprints. Their engineering squad trusts their tickets. Can name the top reasons deals stall and renewals wobble, and has partnered with marketing on GTM collateral for at least one release.
  • Day 90: Has shipped a multi-week effort that solved a real customer problem, and set a roadmap leadership can plan around. Has turned at least one piece of sales or renewal friction into a roadmap response. Is the go-to person across the organization for the state of their area.
Hiring Plan

The interview process mirrors how FlowFuse hires engineers: it prioritizes demonstrated ability over polished interview answers. Every stage answers one question: can this person independently own a product area at FlowFuse and become a trusted partner to engineering?

  1. Application Review: Review resumes and the submitted work sample. Candidates submit one real ticket or issue they wrote, exactly as the engineer received it, plus two or three sentences on why they picked it, weighted toward what they would do differently now. Done by the hiring manager.
  2. Screening Call (20m): Initial screener focused on role fit, motivation, remote and async experience, current AI workflow, and alignment with how FlowFuse works. Conducted by the hiring manager or People Ops.
  3. Hiring Manager Interview (45m): A deeper conversation covering past product work, product judgment, and a realistic FlowFuse scenario. This stage gates for core product management craft: ownership, prioritization, discovery, and the ability to protect engineering focus. Conducted by the hiring manager.
  4. Skills Assessment (45m): The candidate's submitted ticket anchors the conversation, including refinement-style pushback of the kind engineers raise every day, followed by a shared FlowFuse product scenario given to every candidate for comparability. The discussion focuses on day-to-day working style, decision-making under pressure, and how the candidate interacts with engineering, rather than grading the artifact itself. Conducted by the CTO and a product peer. This stage also indicates what level the candidate would suit.
  5. STAR Interview (45m): A behavioral interview to understand past experiences and assess alignment with FlowFuse's values, initiative, and collaboration style. Conducted by the CEO.
  6. Team Interview (45m): Conversation focused on team collaboration, communication style, and culture fit. Conducted by two team members not already in the interview loop, who complete a scorecard and are expected to raise concerns.
  7. Offer: Extend an offer to the selected candidate.
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