Training Manager, International Trust & Risk

As a Training Manager at Whatnot in Dublin, your responsibilities include developing and executing a comprehensive training framework for the Trust & Risk team, ensuring both new hire onboarding and continuous education are delivered effectively. You'll lead training sessions, collaborate with QA, Policy, and Ops teams to identify knowledge gaps, and analyze training data to assess effectiveness. Your role involves building project plans for training rollouts and establishing KPIs to measure training success.

To qualify for the Training Manager role at Whatnot, you should have at least seven years of experience in training program management or risk operations. A strong focus on customer satisfaction and a familiarity with adult learning theory and instructional design principles are essential. Preferred qualifications include experience in startups or the e-commerce sector, as well as knowledge of learning management systems and data platforms.

The Training Manager at Whatnot significantly contributes to the team’s success by creating and implementing training programs that enhance the skills and adaptability of the front-line agents. By analyzing performance data and feedback, you can continuously refine training tactics, ensuring that the team remains aligned with the rapidly changing business environment.

Essential skills for a Training Manager at Whatnot include strong leadership capabilities, excellent communication skills, and a deep understanding of instructional design. Additionally, proficiency in using learning management systems and managing diverse training modalities, as well as an ability to analyze training data to improve outcomes, are crucial for this role.

As a Training Manager at Whatnot, you can expect a competitive compensation package ranging from €100,000 to €130,000 per year, along with various benefits. These include flexible time off, health insurance options, work-from-home support, and a wellness allowance. Moreover, Whatnot acknowledges the importance of family with generous parental leave and childcare allowances.

When answering this question, outline the various training programs you've developed, detailing specific formats you've used such as virtual or instructor-led sessions. Highlight your understanding of adult learning principles and provide examples of how your programs improved team performance.

Discuss the methodologies you use to evaluate training effectiveness, such as KPIs and participant feedback. Mention specific tools like surveys or performance data analysis that have helped you to understand the impact of your training initiatives.

Explain your approach to identifying and addressing knowledge gaps, including using performance assessments and feedback loops. Share examples of how you've successfully implemented targeted training to resolve specific weaknesses.

Mention any Learning Management Systems (LMS) and other tech tools you are familiar with, including how they aid in automating training processes and ensuring scalability. Provide examples of how technology has improved your training delivery.

Emphasize your flexibility and ability to quickly adjust strategies based on shifting priorities. Share anecdotes of how you've previously responded to rapid changes while ensuring that training remains impactful.

Discuss your exposure to working with teams from various backgrounds and departments. Be sure to mention how you tailored training to meet diverse learning needs and how this has influenced team cohesion.

Articulate your view on qualities such as adaptability, empathy, and communication. Provide examples from your past roles where these attributes have helped you foster an effective training culture.

Highlight how you keep yourself informed about the latest trends in training and development, such as attending workshops, participating in webinars, and following thought leaders in the field.

Reflect on a challenging project in detail, outlining the obstacles you faced and the strategies you implemented to overcome them. Highlight the end results and any metrics that illustrate your success.

Explain your strategy for onboarding new hires, focusing on how you ensure they receive comprehensive training that sets them up for success. Discuss how you measure the effectiveness of this onboarding process.