
TOS AS · Tromsø
TOS AS is looking for a reliable and efficient part-time cleaner. The job mainly involves cleaning and preparing homes used for short-term rentals (e.g. Airbnb)...
TOS AS is looking for a reliable and efficient part-time cleaner. The job mainly involves cleaning and preparing homes used for short-term rentals (e.g. Airbnb). You'll help ensure every guest arrives to a clean, welcoming, and professional space.
📍 Location: Tromsø and surrounding area
📅 Start date: By agreement
Send a short application to rune@ruma.no or contact us at +47 977 07 139 if you have any questions. Applications will be reviewed on a rolling basis!
We’re Scan.com, the digital health scale-up making diagnostics accessible, fast, and transparent. Our technology speeds up diagnoses for timely treatments, improving healthcare outcomes for hundreds of patients each day. We're doing diagnostics differently, with solutions tailored to both patients and providers, all backed by our technology and world-class customer operations team. Our B2C marketplace simplifies booking a scan, making it as straightforward for patients as booking a hotel. Our B2B platforms provide live scheduling at the point of care and harness AI to ease workflows for physicians, attorneys, and providers. WHAT YOU WILL BE GETTING INVOLVED IN Product operations sits between strategy and execution. It is the function that turns a product team's intent into repeatable delivery, and turns delivery into learning. At Scan.com, that work spans the full product surface, from acquisition and integrations to fulfillment and post-scan experiences, and it touches almost every function in the company. As Product Operations Manager, you will partner closely with our product management team to build the rituals, documentation, and reporting infrastructure that make our product org run well. Your success will not be measured by how much you personally ship, but by how much better the teams around you ship because of the systems you put in place. This role will suit someone who takes real pride in the craft of operations: someone who finds a well-written playbook satisfying, who can hold the details of five workstreams at once without dropping context, and who is already using AI as a core part of their own operational practice. As a scale-up business, you can expect your role to develop over time. Here are some of the types of things you could be getting involved in: * Design and coordinate rollout plans for new product features, working with PMs, Engineering, Design, and Operations to sequence launches, manage dependencies, and ensure the right teams are prepared to support what ships * Create and maintain product documentation that supports both internal training and external communication, including feature briefs for internal enablement, release notes for partners and providers, and reference materials that keep stakeholders informed as the product evolves * Partner with the data team to monitor post-release analytics, helping the product team understand whether launches are landing as intended and surfacing signals that suggest a feature needs iteration, promotion, or reconsideration * Coordinate cross-functional sign-off for feature launches, ensuring the appropriate leaders across Engineering, Operations, Legal, and Clinical have reviewed and approved before release, with clear documentation of decisions and open items * Build and maintain a product knowledge base that is structured for AI agent consumption from day one, including designing information architecture that supports reliable retrieval, writing content that survives being chunked and re-assembled, and iterating on quality based on how well downstream agents perform against it * Support the product team on OKR planning and monitoring: helping to translate strategy into measurable objectives, tracking progress against them, flagging when priorities may need to shift, and reporting product impact to the wider organization in a way that builds shared understanding THE TOP 5 THINGS WE WANT TO SEE IN YOUR FIRST YEAR * A more predictable release rhythm. By the end of your first quarter, we would expect the product team to have a clearer, more repeatable cadence around how features are rolled out. Sign-offs happen at the right stage, the right people are informed, and launches feel less improvised. * A knowledge base that powers AI workflows. The documentation you produce is trusted by both humans and agents. Teams reference it before asking questions, and it is already serving as the knowledge base for at least one AI-assisted workflow that meaningfully reduces manual effort inside the product org. * A closer connection between launches and outcomes. In partnership with the data team, you will have helped establish a practice of reviewing post-release analytics for meaningful launches, so the product team consistently learns from what it ships rather than moving straight to the next thing. * OKR reporting that informs decisions. The wider organization has a clearer view of what the product team is working on, why, and how it is progressing. Reporting is timely and useful, and it supports genuine prioritization conversations. * Trusted operator across the product org. Product managers rely on you to keep the machinery running, and cross-functional stakeholders trust the process you have built around launches and communication. Where things were previously ad hoc, they now feel intentional. WHAT YOU MIGHT BRING TO THE TABLE You don't need to tick all the boxes to apply for this role. Whether it's your first role or your fifth, we believe everyone can add value, learn, and grow. However, these might be some of the ways you are currently adding value: * Experience in product operations, program management, or a related operational role within a technology company, ideally one where you saw both the messy early stages and the transition toward more structured delivery * A genuine talent for written communication, including the patience to produce documentation that other people find clear, complete, and worth returning to. This role produces a lot of writing, and quality matters * Comfort working with product and delivery metrics: you can partner with a data team to define what success looks like, interpret the results honestly, and communicate the story to stakeholders without either overstating or burying the findings * Strong coordination instincts across multiple stakeholders. You are the kind of person who notices when a sign-off is missing, when a launch dependency is drifting, or when a team needs a nudge, and you handle it without needing to be asked * A collaborative disposition. Product operations depends on influence rather than authority, and you are comfortable working across PM, Engineering, Design, Operations, and Clinical stakeholders in a way that builds trust rather than friction * Genuine AI fluency in your operational practice. You use AI tools daily, you have opinions about which ones work well for which tasks, and you have first-hand experience structuring information so that AI agents can consume it reliably. You can speak concretely to specific workflows you have improved with AI, and ideally to evaluation approaches you have used to check output quality. Candidates who treat AI as an occasional aid rather than a core part of how they work will not be competitive for this role. * Prior experience in healthcare technology, medical imaging, or an adjacent regulated space is a plus, though strong operational fundamentals in another high-velocity domain are equally valued HOW WE WILL INTERVIEW YOU We keep our interview process short and sweet, and we're a nimble team that can progress at pace. Here are the stages you can expect, but we might switch up the order depending on team availability: * Introductory call with our Senior Talent Partner, approximately 30 minutes by phone. * Video call with the hiring manager, approximately 45 minutes, a structured conversation about the role and your experience in operations, documentation, and cross-functional coordination. * Assessment stage, which may be a take-home exercise, in-person session, or additional video calls. We're mindful of your time. * Meet leadership and/or other team members. * Offer! BENEFITS We go beyond the basics with our benefits package. Here's what you can expect from us: * Competitive salary range, plus performance bonus and equity * 401k * Healthcare, Vision, and Dental * All equipment needed to do your role effectively * Flexible and remote/hybrid working options * Personal development budgets * 18 days PTO plus public holidays * 10 paid sick days * Inclusive policies designed by our team, for our team Diversity at SCAN.COM Scan.com is committed to eliminating discrimination and encouraging diversity within our team. We strive to provide equality and fairness for all job applicants and employees, and never discriminate on the basis of gender, marital status, age, race, ethnicity, religion, or physical differences. We are opposed to all forms of unlawful treatment and discrimination. Our ambition is for our team and its Board to be representative of the diversity in society, and for every employee to feel respected and able to bring their best selves to work.
INSIDE SALES INTERN (US MARKET) FRESH PRINTS | 100% REMOTE | About Fresh Prints Fresh Prints is a US-headquartered company supplying custom apparel and promotional products to clients across America. We've been named to Inc. 5000's list of fastest-growing companies for six consecutive years, have grown over 60% in the last decade, and are approaching $100 million in annual sales. Our business model runs on a network of entrepreneurial students — which is why campus hiring sits close to the centre of how we operate. The Role This is a real sales role, not a shadowing exercise. After structured onboarding, you'll work directly with US-based clients and build your own portfolio of accounts. What you'll do * Close warm inbound leads passed to you by our marketing team * Grow and manage the accounts you win * Own your pipeline end to end * Learn product knowledge, sourcing, negotiation, and customer success * Work alongside experienced Inside Sales Managers Who we're looking for * Clear, easily understood spoken and written English — you'll be on calls with American clients daily * A proactive, goal-oriented mindset * Composure under pressure; rejection is part of sales * Self-starting — nobody will be chasing you for updates What you get * 1:1 mentorship from experienced Inside Sales Managers * Direct exposure to the full sales cycle and US clients * Opportunity for full-time conversion (PPO) based on performance * Certificate of Completion The setup — please read carefully * 100% remote, permanently * 7:30 PM – 2:00 AM IST, Monday to Friday — these are US client hours, and they are non-negotiable * 25–35 hours per week * Minimum three weeks, extendable based on performance and mutual interest We state the hours prominently because they are the single biggest factor in whether this role works for you. We would much rather you self-select honestly now than discover a mismatch in week one. Eligibility Open to students from BBA, BMS, B.Com, Economics, Mass Communication, and related disciplines. All years of study are welcome, including final-year students — the full-time conversion path is genuinely open to those graduating soon. Selection process 1. Online application — includes a short written exercise and a 90-second self-introduction video 2. Shortlisting — reviewed within 48 hours 3. 1:1 interview with our Sales Leadership team — conducted by our Sales Managers directly, so you'll speak with the people you'd actually be working under How to apply Apply here: Google Form [https://forms.gle/ihqCe8YNsVDmpLDr5] Before applying, we'd recommend watching this 5-minute introduction from Dylan Gilbert, our Associate Director of Sales [https://www.loom.com/share/4537194f7aeb4b06823387576ab6265d] — it'll give you a much clearer picture of what the role involves. Questions? Ananya | Recruiter, Fresh Prints 📧 ananya.a@freshprints.com
About Us Every business needs to know who they’re really working with whether it’s suppliers, investors, partners, or third parties. At Xapien, we’re reinventing how organisations do that, combining speed, scale and accuracy with cutting-edge AI. Since 2018, we’ve grown from a deep-tech startup to a global player in AI-driven due diligence and risk intelligence. 2024 was a landmark year as we closed a $10M Series A, earned recognition in the Chartis RiskTech100® and Everest Group’s Leading 50™, and expanded our products, markets and customer base. 2025 was even bigger: With new regulations, rising compliance pressure and growing reputation risks, organisations everywhere are demanding smarter, faster ways to work and they’re turning to us. Customers worldwide from global law firms and private banks to universities and nonprofits rely on Xapien to turn days of manual research into trusted insights, delivered in minutes. Our momentum so far Customers in a diverse range of industries, with particular growth in wealth management, financial services and supply chain onboarding. Demand accelerating beyond our UK headquarters, across multiple continents with new customers in the Middle East, Asia, and Oceania. Why this is an exciting time to join This isn’t just another job role; it’s an opportunity to shape the future of the due diligence industry with a market-leading product trusted by global organisations. Whether you’re in marketing, communications, sales, or finance, you’ll play a critical role in driving growth, building credibility, and defining how we connect our product to a rapidly evolving market. We’re scaling fast with more customers, more releases, and bigger regulatory and market challenges. Expectations are rising, due diligence now means real-time insight, delivered efficiently and with impact. You won’t just be executing campaigns, closing deals, or managing numbers, you’ll be influencing strategy, optimising processes, and helping position a brand that’s setting the new standard for trust and transparency. For people who love learning, innovating, and making an impact that matters now is the moment to be a part of Xapien. The challenge Xapien is growing fast – from around 75 people today towards 100 in the coming year, including our first expansion into the US. Until now we’ve hired and led teams in a highly founder-led, manager-driven way, and that has served us well. At this scale, though, the risk is growing inconsistency in how we hire, manage, develop, and reward people – and we can already see early signals in engagement and retention, particularly in the 6–12 month window. The challenge in this role is to put the systems and frameworks in place that let us scale that quality, consistency, and fairness as we grow – without adding unnecessary bureaucracy. The role As Xapien scales, our ability to hire, develop, reward, and retain high-performing people depends on having strong systems behind our managers — not on any one person owning people decisions for them. The People & Talent Lead exists to design and implement those core systems. This is a builder's role: you'll create the practical frameworks, tools, and processes that give managers the structure and confidence to lead their teams well. You will not own people decisions on behalf of managers or leadership; you will make those decisions easier, fairer, and more consistent to make. You’ll report to the leader responsible for People and Finance, with strategic sponsorship from the CEO. You’ll work closely with our Talent Partner, and draw on existing operations and admin support for coordination and delivery. How the role works This role sits within a clear operating model: * The People & Talent Lead designs and implements the systems that managers and leaders use. * Managers remain accountable for leading their teams and for the people decisions within them. * Existing operational support provides administrative and coordination capacity. In short: you build the system, managers run their teams within it, and operations help deliver it. Key Responsibilities Manager enablement * Build practical tools, templates, and guidance that help managers hire, develop, and lead effectively. * Design manager training covering feedback, performance conversations, role clarity, and decision-making. * Support managers as a coach and partner, while ensuring accountability stays with the manager. Talent & hiring systems * Define and implement a structured, high-quality hiring system, including role definition, interview frameworks, scorecards, and assessment criteria. * Establish a clear hiring bar and a consistent approach to evaluating candidates. * Manage and develop the Talent Partner, who continues to run hiring processes end-to-end. * Use hiring data and funnel insights to improve quality, speed, and consistency. Performance & progression * Design lightweight performance and progression frameworks. * Ensure roles have clear expectations, success measures, and progression paths. * Build the process, tools, and guidance needed for consistent performance conversations and decisions. * Support calibration and consistency across teams. Reward, benchmarking & fairness * Support the development of a compensation philosophy and benchmarking approach. * Build guidance for pay reviews, promotions, and reward decisions. * Ensure pay, progression, and performance frameworks are applied fairly and consistently. * Partner closely with Finance on affordability, planning, and trade-offs. Onboarding & early employee experience * Design a consistent onboarding framework that helps new joiners become productive quickly. * Define manager responsibilities across the first 30, 60, and 90 days. * Improve the employee experience through the first 6–12 months, particularly around role clarity, expectations, and development. People communications & adoption * Own the communication and rollout of people frameworks, processes, and initiatives. * Ensure changes are clearly understood and adopted across teams. * Partner with existing operations/admin support on coordination and delivery. System design & implementation * Define how people and talent systems work end-to-end. * Keep frameworks simple, practical, and scalable. * Establish clear ownership for each people process so it is applied consistently across the organisation. * Support Xapien's evolution towards an AI-enabled workforce, including defining the capabilities required and helping leaders adapt team structures. What success looks like * Managers take greater ownership of hiring and performance decisions, with the tools and confidence to do so effectively. * Hiring quality and consistency improve across teams. * Performance, progression, and reward decisions become clearer, fairer, and more consistent. * Employees have stronger role clarity, particularly in the 6–12-month tenure group. * Onboarding becomes more structured and effective. * People systems are simple, adopted, and scalable. * Leadership has better visibility and data to support people decisions. What you’ll bring * Experience building people systems in scaling companies, ideally through comparable periods of fast growth. * Strength across performance, progression, hiring systems, and reward frameworks. * A practical, hands-on approach – comfortable building from scratch rather than inheriting an established function. * Strong judgement and a commercial mindset. * The ability to influence managers and senior leaders through credibility rather than authority. * Comfort with ambiguity, pace, and a deliberately low-process environment. * A systems-minded outlook, balanced with a healthy dislike of bureaucracy. Here’s our promise to you: * We are going to work with you - to build a rewarding and fulfilling career with the opportunities, challenges and resources you need to do you your best work. * We succeed together- you will own a meaningful part of the business through our employee shares & equity programme. * Private health insurance to keep you in tip-top condition. * Life Insurance – let's hope nobody ever needs this! * Unlimited holidays – yes, it really is uncapped – take the time you need, when you need it. * Everyone is learning, developing and challenging themselves so we have a £1k professional development fund per year if you want to learn new skills, even new things outside of work. * Most importantly of all, we will work with you, to help you realise your fullest potential, always.