Hardware Operations Program Manager

• Drive end-to-end operational execution for complex physical hardware systems combining high-density electronics, embedded compute, sensors, hydraulics, or ruggedized enclosures.

• Manage build schedules, clear-to-build (CTB) tracking, and milestone gates (Proto, EVT, DVT, PVT) across contract manufacturers (CMs), joint-development partners (JDMs), and internal engineering teams.

• Balance the speed and rapid lifecycle expectations of consumer technology with the safety, compliance, and field-durability demands of industrial/heavy-vehicle deployments.

• Oversee BOM (Bill of Materials) risk management, identifying single-source components, long-lead industrial parts, and availability risks early in the design phase.

• Drive design-for-manufacturability (DFM/DFA) and design-for-serviceability (DFS) reviews alongside Mechanical, Electrical, and Systems Engineering.

• Partner with Strategic Sourcing to track product COGS, manage tooling NRE budgets, and execute cost-reduction roadmaps.

• Lead factory line bring-ups, build yield tracking, and initial line-stop escalations both domestically and internationally.

• Enforce rigorous quality standards (e.g., ISO 9001, IATF 16949, or military/industrial equivalents) and direct root-cause failure analysis (8D / CAPA) for build or early field-test failures.

• Manage Engineering Change Orders (ECOs) and running changes to minimize scrap, rework, and field disruption.

• Bachelor's degree in Mechanical, Electrical, Mechatronics, Industrial Engineering, or Supply Chain Management.

• 5+ years of experience in hardware operations, manufacturing engineering, or technical program management.

• Proven track record delivering products in

(Automotive/Autonomous Vehicles, Heavy Trucking, Defense, Construction, Mining, or Agricultural Robotics/Equipment).

• Direct experience with hardware validation lifecycles (EVT/DVT/PVT), high-reliability electronics assembly (PCBA), and system-level integration of heavy mechanical or electromechanical assemblies.

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• Experience spanning

fast-paced consumer tech and heavy industrial/automotive standards (e.g., PPAP, APQP, functional safety/ISO 26262).

• Deep knowledge of environmental testing for rugged applications (MIL-STD-810, IP ratings, thermal shock, high vibration).

• PMP certification or formal Lean Six Sigma credentials (Green/Black Belt).

Compensation at Applied Intuition for eligible roles includes base salary, equity, and benefits. Base salary is a single component of the total compensation package, which may also include equity in the form of options and/or restricted stock units, comprehensive health, dental, vision, life and disability insurance coverage, 401k retirement benefits with employer match, learning and wellness stipends, and paid time off. Note that benefits are subject to change and may vary based on jurisdiction of employment. Applied Intuition pay ranges reflect the minimum and maximum intended target base salary for new hire salaries for the position. The actual base salary offered to a successful candidate will additionally be influenced by a variety of factors including experience, credentials & certifications, educational attainment, skill level requirements, interview performance, and the level and scope of the position. Don't meet every single requirement? If you're excited about this role but your past experience doesn't align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles. Applied Intuition is an equal opportunity employer and federal contractor or subcontractor. Consequently, the parties agree that, as applicable, they will abide by the requirements of 41 CFR 60-1.4(a), 41 CFR 60-300.5(a) and 41 CFR 60-741.5(a) and that these laws are incorporated herein by reference. These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity or national origin. These regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. The parties also agree that, as applicable, they will abide by the requirements of Executive Order 13496 (29 CFR Part 471, Appendix A to Subpart A), relating to the notice of employee rights under federal labor laws.