About this role
Location: Boston, MA - Hybrid position
Toast creates technology to help restaurants and local businesses succeed in a digital world, helping business owners operate, increase sales, engage customers, and keep employees happy.
As Senior Program Manager, R&D Talent Programs, you will own the Product/Design talent program end to end—strategy, structure, cohort experience, and stakeholder alignment—serving as the primary point of contact and the planner who builds the cohorts that become the next generation of Toast's Product and Design leadership. In this role, you will collaborate closely with the Early Careers team, who manages university partnerships and the talent pipeline, as well as the Recruitment team, who oversees candidate sourcing and requisition management.
Our Product internship program is where you'll start. As that program matures, you will design and build the talent programs that come next—extending to Design and the wider set of programs that develop talent across R&D. This is a role with room to define its own scope over time.
This role is ideal for someone who has built a talent program. You will set strategy alongside Product & Design leadership, then do the work that makes strategy real: securing headcount, establishing timelines, designing an evaluation bar, and creating an intern experience good enough that the best candidates say yes. You will work in close partnership with People Success Partners, Early Careers, Recruitment, Finance, Compensation, and Product/Design leadership.
This role sits within the R&D Operations team at Toast - we are on a mission to empower our teams to build great products efficiently, effectively, and at scale. We remove obstacles, foster alignment, and help teams focus on what matters most—solving real problems for our customers. We also play a central role in building the talent pipeline for the future.
A day in the life (Responsibilities)
• Own the Product and Design program side of our internship and early-career programs —program design, structure, timeline, deliverables, communications, and intern experience once candidates are in the pipeline (sourcing, screening, and requisition-to-offer recruiting mechanics sit with Early Careers and Recruitment). Build a structure for managers to determine internship projects and team placements.
• Size and secure intern headcount each cycle, and partner with Early Careers/Recruitment to ensure hiring plans, timelines, and evaluation criteria set them up for success.
• Build world-class programming - including onboarding, an executive speaker series, intern showcase and capstone presentations, and cohort culture and community.
• Design the conversion process, including the evaluation frameworks, compensation packages, and “sell” experience.
• Keep stakeholders aligned and informed, from intern managers to leaders, on program direction, level, budget, and placement.
• Represent Product at