Jobs / United States / Affirm INC
Staff Product Manager, Consumer Growth Loyalty
Affirm INC · 🇺🇸 Remote US · Remote
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 59 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 40 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Affirm INC paid sponsored hires in similar roles2 certified filings for “Analytics Manager” (Financial Quantitative Analysts) in CA: $188k–$215k, median $202k. Most were filed at wage level IV (100%) — 4 lottery entries, ≈61% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Affirm INC
The US Department of Labor certified 59 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 40 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Affirm INC →
About the role
At Affirm, we exist for the moments that matter—giving people a clear, predictable way to pay over time, with no hidden fees, no surprises, and no tradeoffs on what matters most. About the Product team The Product team listens to our customers’ needs and translates those insights into a clear product vision. The team works closely with design, engineering, and analytics to build scalable financial products that empower people to manage their money with confidence. We rely on empathy, curiosity, and business sense to prioritize features and improve experiences. Our role is to lead with clarity, support cross-functional execution, and champion the user in every decision. About the role Millions of people use the Affirm Card, but we don’t yet give them a reason to keep coming back beyond the product itself. You’ll build our consumer loyalty program from scratch: what people earn, how they move up, and why Affirm becomes their default way to pay. What you’ll do • Own the vision and roadmap for Affirm’s consumer loyalty program, setting the hypotheses, success metrics, and sequencing across multiple quarters • Launch the first version of rewards and tiers, including earn mechanics, member benefits, redemption, and the surfaces that make the value obvious in app, at checkout, and after a purchase • Build the engagement loops (progress, milestones, personalized offers) that turn a one-time borrower into someone who reaches for Affirm every week • Own the program economics: reward liability, funding mix across merchant-funded offers, interchange and network incentives, and the case for incremental GMV against cost per member • Set up the measurement foundation for loyalty, including holdouts, incrementality testing and long-run LTV, then tune earn and burn rates and tier thresholds off what the data says • Partner with Risk, Credit, Legal, Compliance, Finance and Marketing to design rewards that are compliant and clearly disclosed, with no hidden fees or fine print that surprises people • Align senior stakeholders and pull together dependencies across Card, Shopping, Servicing and Marketing, leading embedded engineering and design pods through a lot of ambiguity What we look for • 8+ years in Product Management, with a track record in consumer mobile apps, fintech, or neobanks • Built or scaled a loyalty, rewards or engagement program: card rewards, points, tiers, subscription benefits, or something equivalent. You know earn and burn mechanics and what makes a program pay for itself • History of launching products from scratch, not just optimizing what already exists • Owned repeat usage, cohort retention or share of wallet as a primary metric, and know which levers actually move them • Comfortable building the financial model yourself and defending reward cost, funding mix and payback to Finance and leadership • Strong UX instincts and a high bar for design. You know the difference between a reward that feels good and a badge buried in a settings menu • Deep fluency in experiment design, incrementality/attribution, and LTV measurement; data chops (SQL/Amplitude-level self-serve) and a bias for shipping, learning and iterating quickly • Track record shipping consumer financial or regulated products; comfort partnering with Risk/Credit, Legal, and Compliance • Excellent cross-functional leadership, including experience leading without authority • AI tools like Claude Code, Cursor, and others to research, analyze and prototype, and help develop better product vision • Bachelor’s degree in a related field or equivalent practical experience Base Pay Grade - P Equity Grade - 13 Employees new to Affirm typically come in at the start of the pay range . Affirm focuses on providing a simple and transparent pay structure