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Unblocked Jobs (NOW HIRING)

Socket

VP of Engineering

San Francisco, CA · On-site

$212.10K - $273.30K/yr

They scale because they've designed how decisions get made, how work gets prioritized, how teams coordinate without creating meetings overhead, how people get unblocked. The operating system is the ...

Vosker

Office & Operations Coordinator

Austin, TX

Team is supported and unblocked * Customer inquiries handled professionally * Nothing falls through the cracks Qualifications What You Bring * 3-7 years in office admin or operations role * Strong ...

Sully.ai

Head of Engineering

... unblocked: OKRs, standups, backlog ownership, cross-functional alignment • Quality pipelines: for accuracy, completeness, and reliability of every AI output • Engineering bar across the stack ...

Propio

Technical Project Manager

Overland Park, KS · On-site

This role is hands-on and execution-focused, ensuring technical initiatives move forward efficiently while keeping engineering teams aligned, unblocked, and informed. You will work closely with ...

ARMS Staffing

RN - L&D

Englewood, CO

Administer epidurals and provide care for unblocked/unepiduralized patients * Collaborate effectively with physicians, midwives, and doulas Required Experience / Certifications / Licensure: * Minimum ...

Dandy

Fulfillment Supervisor

Lehi, UT · On-site

$79.05K - $93K/yr

Primary site contact for our 3PL, repair, and refurb vendor partners, and for Customer Service, Sales, Procurement, and IT teams when something needs to be unblocked * Identify and pilot improvements

Perfict

Sr. Technical Project Manager (Native Apps)

Concord, CA · On-site

$120.70K - $165.50K/yr

... unblocked, and shipped with high quality • support many teams and product areas • jointly prioritize cross-pillar work with pillar leads • merge every feature released in native apps into a new ...

Vast

Integration Build Engineer

Long Beach, CA

$112.30K - $159.45K/yr

Be a permanent engineering presence to ensure operations are unblocked and to find solutions to keep work moving if blockers or Non Conformances arise * Plan, schedule, prepare, coordinate, direct ...

GetViktor

Head of Conversion

New York, NY · On-site

E-commerce LP unblocked and shipped. * 60 days : Six-plus LPs. Ten-plus tests, three-plus winners. Paid-to-signup +10-15%. Rebrand migration plan ready. * 90 days : +15% conversion lift vs day 30. LP ...

DURANGO AND DURANGO, INC

Cashier/Stocker

Las Vegas, NV

$11.25 - $15.25/hr

Make sure the register area is clean, free of any personal belongings, displays are unblocked, operable and pointed at the customer. * Adhere to all cities, county, state, and federal regulations.

DURANGO AND DURANGO, INC

Cashier/Stocker

Las Vegas, NV · On-site

$11.25 - $15.25/hr

Make sure the register area is clean, free of any personal belongings, displays are unblocked, operable and pointed at the customer. * Adhere to all cities, county, state, and federal regulations.

Lee's Discount Liquor

Cashier/Stocker

Mesquite, NV · On-site

$10.25 - $14/hr

Make sure the register area is clean, free of any personal belongings, displays are unblocked, operable and pointed at the customer. * Adhere to all cities, county, state, and federal regulations.

FLAMINGO & LEE INC

Cashier/Stocker

Las Vegas, NV

$11.50 - $15.75/hr

Make sure the register area is clean, free of any personal belongings, displays are unblocked, operable and pointed at the customer. * Adhere to all cities, county, state, and federal regulations.

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How much do unblocked jobs pay per year?

As of May 29, 2026, the average yearly pay for unblocked in the United States is $112,891.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,500.00 and $129,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Unblocked professional, and why are they important?

I'm sorry, but 'Unblocked' does not appear to be a recognized real-world professional occupation, so I cannot provide the requested information.

What are some common challenges faced by professionals in the role of Unblocked, and how can they prepare to overcome them?

Professionals working in roles that require 'unblocking'—such as project managers, scrum masters, or technical leads—often encounter obstacles like cross-team dependencies and communication bottlenecks. To overcome these challenges, it's important to proactively build relationships across departments, maintain clear channels of communication, and foster a collaborative team culture. Staying organized and being adaptable to shifting priorities can also help in resolving roadblocks efficiently. Regularly participating in team meetings and using project management tools can make it easier to identify and address potential blockers early.

What are Unblocked jobs?

Unblocked jobs typically refer to positions or tasks that are not restricted or hindered by technical, administrative, or organizational barriers. In a workplace context, being 'unblocked' means employees have the resources and permissions they need to proceed with their work efficiently. These jobs often emphasize problem-solving, adaptability, and the ability to navigate or remove obstacles to productivity. This term can also relate to roles in IT or education where access to certain websites or tools is permitted, enabling smoother workflow. Understanding what makes a job 'unblocked' can help organizations foster a more productive and collaborative environment.

What is the difference between Unblocked vs Blocked Content Specialist?

AspectUnblockedBlocked Content Specialist
CredentialsTypically requires basic IT or network knowledge, certifications varySimilar credentials, often with additional security or network certifications
Work EnvironmentPrimarily online, working with network settings and content filtering toolsSame as Unblocked, focusing on content management and filtering
Employer & IndustryEducational institutions, corporate networks, internet service providersSame industries, focusing on content regulation and security
Search & Comparison IntentUnderstanding how to access restricted content or bypass filtersManaging or implementing content restrictions and filters

Unblocked and Blocked Content Specialist roles are closely related, often overlapping in credentials and work environment. The main difference lies in their focus: Unblocked roles involve bypassing restrictions, while Blocked Content Specialists focus on enforcing restrictions. Both positions are vital in network management and content security within similar industries.

More about Unblocked jobs
What are the most commonly searched types of Unblocked jobs? The most popular types of Unblocked jobs are:
What job categories do people searching Unblocked jobs look for? The top searched job categories for Unblocked jobs are:
Unblocked jobs near you
Infographic showing various Unblocked job openings in the United States as of May 2026, with employment types broken down into 97% Full Time, 1% Part Time, and 2% Contract. Highlights an 75% Physical, 3% Hybrid, and 22% Remote job distribution, with an average salary of $112,891 per year, or $54.3 per hour.

VP of Engineering

Socket

San Francisco, CA • On-site

$212.10K - $273.30K/yr

Full-time

Posted 10 days ago

Job description

About Us
Socket helps devs and security teams ship faster by cutting out security busywork. Thousands of orgs use Socket to safely find, audit, and manage open source code. Our customers - from Anthropic to xAI, and Figma to Vercel - love Socket (just check out their tweets to see for yourself!)
Founded by Feross Aboukhadijeh, a long-time open source maintainer with software downloaded over a billion times a month, Socket has raised $125M in funding from top angels, operators, and security leaders.
A Letter From Our Founder & CEO: We've built something rare at Socket. A 40-person engineering team that moves with velocity and keeps a high bar on what ships. We don't have the usual dysfunction that plagues fast-growing companies. What we do have is clarity about the problem we're solving, alignment on what matters, and people who care about doing work that actually protects the software supply chain.
Now we're at an interesting inflection point. We need to double the engineering organization while keeping everything that made us fast. That's the core problem: how do you stay fast and maintain code quality and culture while you scale from 40 to 80+ engineers?
The best engineering organizations don't scale because they hire more of the right people. They scale because they've designed how decisions get made, how work gets prioritized, how teams coordinate without creating meetings overhead, how people get unblocked. The operating system is the difference between a team that grows and a team that fractures under its own weight.
Socket has a strong technical leadership team. What we're missing is someone who owns the operating system. Someone who looks at how we're currently shipping things and says "this works for 40 people, but it won't work for 80, and here's what we need to change. Someone who understands that keeping engineers happy and keeping the product moving fast are the same problem, not competing problems.
This role is about protecting what we've built while scaling it. It's about designing planning processes and team structure and decision-making rhythms that are lightweight enough to stay fast and rigorous enough that dependencies surface before they become problems. It's about identifying the engineering leaders who can own their domains and then creating the conditions where they can do their best work.
You'll spend about two-thirds of your time on operations and people leadership. The other third stays hands-on technical. Not because we need more code reviewed, but because your technical credibility determines whether people actually trust your leadership on the hard calls.
You work directly with me. The decisions you make about how the team operates will shape Socket for the next three years. This is partnership, not delegation.
If you've scaled an engineering organization before, if you understand that how you build is as important as what you build, and if you want to work on something that actually matters, let's talk.
What You'll Do
  • Scale the engineering organization from 40 to 80+ people while protecting the velocity, code quality, and culture that makes Socket work. Own two intertwined responsibilities: be the operational leader who keeps the organization unblocked and coordinated, AND be the technical leader who shapes architecture decisions and keeps the team executing with urgency.
  • Design an operating system that actually works. Build planning cadence, sprint structure, and decision-making processes that are lightweight enough to stay fast and rigorous enough to catch risks early. Document how Socket makes decisions so new engineers understand the culture, not just the rules. The best operating systems don't feel like bureaucracy. They feel like clarity.
  • Build technical leadership across the organization. Create weekly coordination rhythms so teams sync proactively. Define clear growth paths so engineers know how to advance.
  • Eliminate operational friction. Identify the five biggest bottlenecks slowing the team down. By month six, those problems should be solved and measurable. This might be unclear prioritization, dependencies discovered mid-sprint, code review bottlenecks, unnecessary meetings, or context switching that kills focus.
  • Own delivery on major cross-team initiatives. Define what success looks like, track progress weekly, manage dependencies, escalate risks early.
  • Keep hands-on technical credibility. Spend about 35% of your time on real technical work: code review, architecture decisions, mentoring leads, unblocking hard problems. This is not negotiable. Your technical credibility determines whether the team respects your leadership. You need one foot in the code so you make better trade-off decisions.
  • Partner on technical strategy. Help articulate where Socket's architecture is heading. Create lightweight architecture review processes so major decisions are coordinated and informed, not siloed.
  • Establish culture and feedback loops that scale. Run skip-level 1-on-1s to understand what's actually blocking people. Institute monthly retrospectives so the team learns from each other's wins and failures. Build a feedback culture where code review is learning and where architecture reviews strengthen decisions instead of slowing them down.

What You'll Bring
  • You've scaled an engineering organization up to 100 people. You remember exactly what broke along the way and how you fixed it. You can articulate what "good" looks like at each scale and why the things that worked at 40 people stop working at 100.
  • You've built and executed operating systems for large organizations. You can walk through your planning process, how you manage dependencies, your sprint cycle, and how you surface risks. You build structure without creating bureaucracy.
  • Deep hands-on technical depth. You code regularly. You can have sophisticated conversations about architecture, distributed systems, and trade-offs. You can explain a major technical decision you made and whether you'd make it again. You're not afraid to challenge engineers on design.
  • You've managed complex cross-functional programs. You have concrete examples of coordinating 4+ teams on major initiatives. You surface dependencies upfront, handle conflicts thoughtfully, and keep complex programs on track.
  • A track record of moving fast and shipping. You can point to the biggest things you've shipped in the last year: how long they took, how many people, what the impact was. You optimize for speed without sacrificing quality.
  • You work exceptionally well with founders and hands-on leadership. You push back thoughtfully when you disagree. You complement our strengths. You don't need to be the smartest person in the room; you need to make the smartest people on your team better.
  • Experience with security or supply chain security is a plus. You've shipped security features or worked on infrastructure security. You understand why this problem matters.
  • You care about culture as much as you care about execution. You believe that how you build is as important as what you build.

We know how important clarity is when looking for a new role, so we've put together a read-me about the Interview Process at Socket.
Benefits: Our benefits are crafted to support you and your family, so you can take care of what matters most and thrive in and outside of work. We offer:
  • Market competitive salary bands
  • Meaningful equity program
  • Comprehensive health benefits for you and your family (99% coverage)
  • Flexible time-off, holidays, and winter shutdown to rest & recharge
  • Paid parental leave
  • Remote-first, with quarterly team off-sites

At Socket, we
  1. Pursue Excellence: We set ourselves apart by consistently delivering work of exceptional quality and distinction.
  2. Move with urgency and focus: We prioritize swift, decisive action.
  3. Think rigorously: We care about being right and it often takes reasoning from first principles to get there. We value alternative perspectives and have constructive discussions.
  4. Trust and amplify: We overtrust, always assume good intent, and give specific feedback to help each other improve.
  5. Feel a strong sense of ownership: We wear many hats and feel a strong sense of overall ownership of the company and we're non-territorial regarding our nominal domains.
  6. Are customer obsessed: We relentlessly prioritize the needs of our customers, striving to exceed their expectations and delight them at every interaction.

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