Who We Are; What We Do; Where We’re Going
Magnet Forensics is a global leader in the development of digital investigative software that acquires, analyzes, and shares evidence from computers, smartphones, tablets, and IoT-related devices. We are continually innovating so our customers can deploy advanced and effective tools to protect their companies, communities, and countries.
Serving thousands of customers globally, our solutions are playing a crucial role in modernizing digital investigations, helping investigators fight crime, protect assets, and guard national security.
With employees based around the world, Magnet Forensics has been expanding our global presence. As a part of Magnet Forensics, you can expect to make a difference in the world, no matter what role you play. You’ll be supported through learning and development, not to mention an incredible team with unbelievable talent and integrity.
If you think you would be the right person to join our team working towards this goal, we would love to hear from you!
Role Overview
Magnet One is the connective layer across our product portfolio, and the platform team builds the foundations every other team depends on: how customer organizations are structured, how users prove who they are, how purchases turn into working access, and how our own teams support all of it.
Our customers are getting larger and structurally more complex - bigger agencies, federated deployments, stricter identity and data residency requirements - and the foundational decisions ahead deserve dedicated ownership rather than being made a ticket at a time. That's the role: one person who owns this domain end to end and gives it a deliberate direction.
This is a builder's role with an unusually direct line to customer pain. Our administrators are IT and operations staff at law enforcement agencies, government labs, and enterprises - people who work under strict security policies, have limited tolerance for surprises, and often manage access for dozens or hundreds of investigators. Getting their experience right is a competitive advantage. Getting it wrong shows up as support tickets, stalled deployments, and renewals at risk.
What You'll Do
You'll be the product owner for five connected areas, listed in the order we expect you to take them on.
1. Account-level administration (the immediate priority) The way customer organizations are modeled and managed in Magnet One: org and sub-org structure, user lifecycle, roles and permissions, seat and entitlement visibility, delegated administration for large or federated agencies, and the audit trails their security teams require. You'll own the permissions model itself — what roles exist, what they can do, and how that scales as customers get larger and more complex.
2. Identity and access Single sign-on (SAML/OIDC), directory-driven provisioning and deprovisioning (SCIM), multi-factor and session policy, service accounts and API credentials, and the migration path for customers on older authentication paths. Much of this is table stakes in enterprise procurement, and gaps here surface early in security reviews.
3. Order fulfillment The path from a closed deal to a customer with working access. Entitlement provisioning, renewals and co-termination, trials, and the handoffs between our commercial systems and the platform. Your goal is to shorten time-to-access and eliminate the manual intervention this process requires today.
4. Deployment site and regional footprint Where customer data lives and how we decide to expand. You'll own the logic for placing a customer in the right region at provisioning time, the constraints that drive that choice - data residency and sovereignty rules, agency policy, latency, regional service availability - and the analysis behind opening new regions. That means building the business case: which deals are blocked today by the absence of a region, what demand justifies the cost of standing one up, and what the sequencing should be. You'll also own how region is surfaced to customers and to sales, and what happens when a customer needs to move.
5. Internal tooling The consoles our support, customer success, and operations teams use to administer accounts, resolve entitlement issues, and assist customers safely - with the auditability that assisting a customer's account demands.
Across all five, you will:
- Work directly with three or more engineering teams and their architects, in their language, on their design decisions.
- Talk to customer administrators regularly and bring their reality back into the roadmap.
- Sequence work across teams and make the tradeoff calls when platform investment competes with feature delivery.
- Define what "good" looks like - provisioning success rates, time-to-first-login, admin task completion, support ticket volume by cause, deals unblocked by region availability - and hold the team to it.
- Build and defend investment cases with quantitative analysis, particularly for regional expansion, where the cost is real and the demand signal is scattered across the pipeline.
- Partner with sales engineering, security, support, revenue operations, and infrastructure, who all depend on these systems.
What year one looks like:
First 90 days. You've built a clear picture of the current account administration and permissions model, including where it breaks. You've talked to at least a dozen customer administrators and internal stakeholders. You've published a prioritized problem inventory the engineering teams agree with.
By six months. There's an agreed target model for organizations, roles, and permissions, and work is underway against it. Identity roadmap commitments are defined with dates you can defend in a customer conversation.
By twelve months. Customer administrators can complete the core set of tasks without contacting support. Order fulfillment requires materially less manual intervention. Your engineering teams and your commercial stakeholders both know what's coming next and why.
What We’re Looking For
- Roughly 4–6 years in product management, focused on platform, infrastructure, or B2B administrative capabilities rather than end-user features.
- A hands-on engineering background earlier in your career. You read code and API contracts comfortably, and you can hold your own in an architecture discussion without a translator.
- Direct experience with at least one of: identity and access management, multi-tenant account or organization modeling, permissions and authorization systems, or billing and entitlement provisioning.
- Enterprise or B2B SaaS experience, including exposure to how security reviews and procurement shape what you can ship.
- Analytical rigor. You can pull pipeline and usage data, size an opportunity, and put a defensible number in front of a leadership team — regional expansion decisions in particular are made on evidence, not instinct.
- Demonstrated autonomy. You'll be trusted to run this domain, escalate the right things, and make defensible calls on the rest.
- Strong written communication. Platform decisions are consumed by teams who weren't in the room, and writing is how this role scales.
- Comfort working with customers whose environments are locked down, whose change windows are narrow, and who may be several steps removed from you organizationally.
Nice to Have Skills
- Experience introducing SSO or SCIM to a product that didn't have it, including customer migration.
- Experience with data residency, sovereignty, or multi-region deployment decisions.
- Experience serving public sector, regulated, or highly security-conscious customers.
- Having built internal tooling for support and operations teams.
- Experience being the first PM on a platform team.
Compensation & Benefits
The Compensation range is for the primary location for which the job is posted. Please note that the actual compensation may vary depending on location and job-related factors such as qualifications, experience, knowledge and skills. If you are applying for this role outside of the primary location and you are selected for an interview, the Talent Acquisition Partner can share more information with you. If the compensation structure for the role includes an incentive component (i.e. most Sales roles) the range below represents total target compensation (TTC) (base salary + variable).
$132,000 to $182,000 (CDN) a year
$130,000 to $180,000 (USD) a year
Salary range (min - max)
Position Type: Current Vacancy
Magnet is proud to offer benefits such as:
- Generous time off policies
- Competitive compensation
- Volunteer opportunities
- Reward and recognition programs
- Employee committees & resource groups
- Healthcare and retirement benefits
Indicators of Success
We’re looking for someone who checks off most, but not all, of the boxes listed in “skills and experiences”. It’s more important to us to find candidates who can display indicators of success through skills they have developed and experiences they have been a part of, than to find folks who have “been there, done that”. We want to be part of your development journey, and we’ll learn as much from you as you learn from us.
How We Work
At Magnet Forensics, we take a hybrid-flexible approach to support your productivity and work-life balance. If you’re within a comfortable travel distance to one of our offices, you’ll occasionally join us in person. How often you’ll come in depends on your department and team needs, typically ranging from weekly to monthly. These in-person moments help us build stronger connections, spark new ideas, and celebrate our successes together. Most days, you can choose what works best for you, while staying in tune with your team’s goals.
We’re excited to welcome you to our team and look forward to achieving great things together - both in the office and wherever you work best!
The Most Important Thing
We’re looking for candidates that can provide examples of how they have demonstrated Magnet CODE in their previous experiences:
CARE – We care about each other and our mission to make a difference in the world.
OWN – We are accountable for our results – while never forgetting to act with integrity, empathy, and respect.
DEDICATE – We put our heart and soul into meeting the needs of our customers and helping them serve the people they protect.
EVOLVE – We are constantly innovating and exploring new ways to work together to make an impact with our work.
Here at Magnet Forensics, we are committed to continuous learning and are focused on building a diverse and inclusive workforce. This commitment will be reflected in our hiring processes and embedded in our values and how we treat one another. If you’re interested in this role, but do not meet all of the qualifications listed above, we encourage you to apply anyways.
Magnet Forensics is an Equal Opportunity Employer and considers applicants for employment without regard to race, colour, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, provincial, or local law. We are committed to providing an inclusive, accessible recruitment process and work environment. Accommodation is available to all applicants upon request throughout the hiring process. Please contact [email protected] should you require any accommodations.
All offers of employment at Magnet are contingent upon satisfactory completion of a background check. All background checks will be conducted in accordance with all applicable laws. Magnet will consider each position’s job duties, among other factors, in determining what constitutes satisfactory completion of the background check. Refusal to consent to a background check may be grounds for revoking an offer of employment.
US Applicants: Magnet Forensics participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.
Magnet Forensics handles and uses personal data of job applicants in line with its Recruitment Privacy Policy found here.
Magnet does not use artificial intelligence (defined as a machine-based system that infers from input to generate outputs such as predictions, content, recommendations, or decisions) for screening, assessing, or selecting applicants. Should this practice change, we will update this disclosure accordingly.
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