Product Jobs Hiring Report — July 2026

Key facts

• As of July 2026, there are 4,039 open product roles across 2,162 companies in the direct-apply dataset.
• Net hiring ran +157 roles over the last 28 days — 1,631 opened against 1,474 closed.
• 427 companies posted their first product role in the last 28 days, a big chunk of the churn.
• Disclosed pay sits at a median band of $150,000–$182,000/yr, but only 17% of postings show a number at all (n=112).
• Remote roles are 33% of the board; two-thirds still want you in an office or hybrid.

The headline this month isn't the total — it's the turnover. Companies opened 1,631 product roles in the last 28 days and closed 1,474, netting a modest +157. That's a board that's churning hard while barely growing. For every ten roles that appeared, roughly nine disappeared, either filled or pulled. If you've felt like postings vanish before you finish tailoring your resume, the data agrees with you.

How many product jobs are open right now?

There are 4,039 open product roles across 2,162 companies as of July 2026. That's an average of under two openings per company, which tells you most employers here are hiring one product person at a time, not standing up whole teams. You can browse the live set on product jobs, but the shape matters more than the total: this is a wide, shallow market. A lot of doors, most of them cracked open just slightly.

The "product" function dominates almost completely — 3,687 of the 4,039 roles. Engineering shows up at 263, design at a thin 51, and data analytics at 34. That skew is partly a classification artifact (these are boards tagged as product-adjacent), but the practical read holds: if you're a designer or analyst hoping to slide in through a product-tagged board, the pickings are slim. This is a product manager's board first and foremost.

Is product hiring growing or cooling?

It's flat with a slight upward tilt — +157 net over 28 days on a base of 4,039 is growth of under 4% for the period, and that's before you account for reposts and stale listings. I wouldn't call it cooling, but I wouldn't sell anyone the "product hiring is booming" story either. The more honest description is a steady-state market with heavy replacement demand.

What keeps it from feeling dead is the newcomer flow. 427 companies opened their first product role in the last 28 days. That's meaningful: roughly one in five hiring companies this cycle wasn't on the board a month ago. New employers entering the market is a healthier signal than the same handful of names reposting the same reqs. It means the demand is spread across a long tail rather than concentrated in a few large scalers. You can watch that movement on the product movers page, which is where the entrances and exits actually show up week to week.

What do product jobs pay?

The median disclosed band is $150,000–$182,000/yr — but read that with the asterisk it deserves: only 17% of postings disclose pay at all, and that's just 112 data points. So this figure reflects the companies willing to publish a number, which skews toward US roles and firms operating under pay-transparency rules. Treat it as a floor-to-midpoint reference, not the market-wide truth.

Narrowing to the actual Product Manager title, the median lands at $148,000–$180,000/yr across 105 disclosed postings. Nearly identical to the all-in figure, which makes sense given PM roles carry the whole category. If you're benchmarking an offer or deciding what number to put in a screening call, that band is the most defensible anchor I can give you from measured data. I keep a fuller breakdown on product salaries, and the honest caveat there too is that four out of five employers say nothing about money until they have to.

The transparency gap itself is worth a beat. 83% silence on pay isn't neutral — it costs candidates time and gives employers the anchoring advantage. When you do see a number up front, that's a small signal about how the company operates. It's not proof of anything, but I've come to read published bands as a mild positive.

Which seniority levels are actually hiring?

Senior and above is where the roles are — this is not a junior market. Breaking down the 4,039:

• Unspecified: 1,593 (many of these are effectively mid-to-senior once you read the JD)
• Senior: 1,517
• Principal: 633
• Director: 167
• Junior: 88
• Executive: 39
• VP: 2

Junior sits at 88 roles — around 2% of the board. That's brutal if you're trying to break into product from adjacent work, and it lines up with what I hear from people making the switch: the entry rung is missing. Meanwhile senior plus principal together clear 2,150, more than half the market. The center of gravity is people who already own a product area and can do it with minimal ramp.

The 633 principal roles stand out. That's a lot of individual-contributor senior weight relative to the 167 director and 39 executive openings — companies want senior people who ship, not more managers. If you're a strong senior PM weighing whether to chase a management title or deepen into principal-track work, the demand right now leans toward the latter.

Which companies are hiring product fastest?

No single company is scaling a large product org here — the fastest movers added five or six roles each, not fifty. Over the last 28 days the leaders by net new roles were:

• Cssmerge — +6 net, 6 active (essentially their entire board is new)
• OKX — +5 net, 29 active (the largest active count among the fast movers)
• Tekion — +5 net, 7 active
• Airbnb — +5 net, 7 active
• Kodiak — +5 net, 5 active
• Brex — +4 net, 7 active
• Neura Robotics — +4 net, 4 active
• Superhuman Platform — +4 net, 4 active
• Waymo — +4 net, 13 active

A couple of things jump out. OKX carries the deepest bench of the group at 29 active product roles, so its +5 is incremental growth on an already-large org rather than a standing start. Airbnb at +5 with only 7 active is the opposite — a burst from a company that clearly isn't running a large open product board right now, which usually means a targeted, specific hiring push rather than broad expansion.

Cssmerge is the purest signal of a new entrant: six active roles, six of them net new, so the whole thing appeared this cycle. That pattern — a company's entire board materializing at once — repeats across the 427 first-time posters, and it's where I'd point anyone who wants to apply before a role has been seen by a thousand other people.

The autonomy and robotics cluster is quietly notable too: Kodiak, Neura Robotics and Waymo all show up in the fast movers. It's not a wave, but three physical-AI companies hiring product in the same 28-day window is the kind of thing worth watching over the next few editions. (You'll also spot a "RemoteReferralBoardInternalUseOnly" entry at +4 in the raw data — that's a plumbing artifact on my end, not a real employer, so ignore it.)

Where are the remote product jobs?

Remote is 33% of the board — one in three roles. That's a solid minority but it means the default is still on-site or hybrid. If remote is a hard requirement for you, you're effectively competing for a third of the market, and the disclosed-pay medians skew toward US-anchored roles, so remote comp negotiation gets murkier. The two-thirds in-office share is a reminder that despite everything, product work is still treated as a co-located function at most companies collecting on these boards.

Is this a good time to look for a product job?

It's a workable market if you're senior and a hard one if you're not. The +157 net and 1,631 new openings mean real demand is flowing, and the 427 first-time employers mean fresh doors keep appearing. But the seniority skew is unforgiving — with junior roles at roughly 2% of the board, this is not the market to break into product cold. If you're already a senior or principal PM, the volume is there and the pay reference ($148K–$180K for PM roles that disclose) gives you a number to hold the line on.

The heavy churn cuts both ways. 1,474 roles closed in 28 days means listings expire fast, so speed matters more than polish. I'd rather see someone apply to a role in its first week with a decent resume than spend two weeks perfecting an application for a req that's already been pulled. The new-entrant companies — the Cssmerges of the board, where the whole listing is days old — are your best shot at applying before a role gets buried.

The honest limits of this data

This is measured from first-party company boards — Greenhouse, Lever, Ashby — collected daily, so the counts are real postings, not estimates or aggregator duplicates. But it's a slice, not a census. It skews toward companies that run public ATS boards, pay disclosure is thin at 17%, and function tagging isn't perfect (see the three "junk" rows and the internal-use artifact). I'd trust the direction and the relative comparisons more than any single absolute number, and the salary bands more as a reference point than gospel given n=112.

Takeaway for job seekers

If you're senior: the roles are there, they close fast, and $148K–$180K is a defensible ask for a US PM offer — go apply to the newest listings first, this week, before they cycle out. If you're junior: don't rely on this board alone, because 88 openings across 2,162 companies isn't a path in — target the first-time posters and smaller teams where an unspecified-level req might flex down. And whoever you are, when a posting shows a pay band, take it seriously as a signal — in a market where 83% stay silent, the ones who tell you upfront are worth a closer look.