You’re a full-stack product engineer who wants ownership, not tickets. In this role, you will run an AI product end-to-end: meeting customers weekly, choosing what to build, and shipping to prod. Your two missions: make Kayako One resolve support tickets without humans and build an AI sales pipeline that takes prospects from first touch to close. You control the stack, the roadmap, the releases, and the outcomes.
Most of the industry walls engineers off from users and calls it “process.” We don’t. There’s no chain of PM → designer → “customer success” between you and reality. You’ll run weekly discovery calls, translate pain into product, ship fast, and measure real outcomes. You’ll also pioneer the AI sales automation stack that can become the template for how Trilogy sells across the portfolio. This is the place where adoption, resolution rate, CSAT, and pipeline velocity are the scorecard.
This job is owning the whole thing: new AI features in Kayako One that raise ticket resolution rates; integrations with CRMs and ticketing platforms; outreach workflows and targeting logic; pipeline connectors; reporting that proves what’s working; and the deployments, monitoring, and incident response to keep it all up. It is not a backend-only seat cranking tickets someone else specced, and it’s not a comfy lane with handoffs. You’ll write code as needed, wire up AWS like a pro, pick up tools like Voiceflow or Cursor without drama, and make LLMs behave in production instead of just demoing well.
You’ll sit at the pointy end of our help desk product and an AI sales automation strike effort, with portfolio-level visibility. Success looks like customers using what you ship, faster resolutions, happier end users, and a cleaner, faster-moving pipeline. If you want to own outcomes, talk to customers weekly, say no to the noise, and ship the thing that moves the number, this is your opportunity.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.






It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
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