New York Product Management: AI, Stakeholder Management, Data Analysis Lead 644 Roles -- January 2026

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New York's product management market in January 2026 featured 644 direct-employer roles across 293 companies, with a median salary of $195,500 and strong demand for AI skills. The market skewed heavily toward senior and leadership hiring, with a 24:1 senior-to-junior ratio among tracked roles.

This report analyzes 644 Product Management job postings from 290+ companies tracked via direct employer career pages and job board aggregators. Our coverage skews toward tech-forward and scaling companies; large enterprises using enterprise hiring platforms may be underrepresented. Coverage varies by section and is noted throughout.

Key Takeaways for Job Seekers

1.0Build AI fluency to stand out AI leads the skills demand chart at 22% among tracked roles, and AI/ML PM postings grew 6 percentage points month-over-month. Demonstrating hands-on experience with AI/ML product lifecycles, model evaluation, or responsible AI frameworks may help differentiate your candidacy.

1.1Target financial services for volume Financial institutions like JPMorgan Chase, Capital One, and American Express collectively represent the largest concentration of tracked openings. Preparing for domain-specific interview questions around regulatory compliance, risk management, and fintech product strategy could improve your success rate with these employers.

1.2Prepare for work-sample assessments Companies are increasingly using work samples and case challenges over resume-based screening (Product Leadership, 2026). Practice product strategy exercises, prioritization frameworks, and data-driven decision-making scenarios to prepare for these evaluation methods.

1.3Leverage remote flexibility strategically With 41% of tracked ATS roles offering fully remote work and 92% providing some flexibility, candidates outside Manhattan can compete for NYC-level compensation. However, hybrid roles (33%) may still expect periodic in-office presence, so clarify expectations early.

1.4Junior candidates: consider mid-sized companies With only 3% of tracked roles classified as Junior and a 24:1 senior-to-junior ratio among tracked employers, entry-level access is limited at large firms. External data suggests mid-sized companies increased junior PM roles by roughly 243% (Product Leadership, 2026), so broadening your search beyond enterprise employers may improve your odds.

Skills Demand

45% of roles with skills data

Low

High

Skills insight: Among the 45% of tracked roles with skills data (292 roles), AI leads at 22%, followed by Stakeholder management (20%), SQL (18%), and Data analysis (17%). The top skill pairs -- Product strategy + Stakeholder management (8%) and Data analysis + Roadmapping (7%) -- suggest employers value PMs who can bridge strategic thinking with analytical execution. Technical skills like SQL (18%), APIs (12%), and Python (9%) feature prominently, consistent with the growing expectation that PMs can work directly with data and engineering teams. The Python + SQL co-occurrence (7%) indicates that quantitative fluency is increasingly valued alongside traditional PM competencies.

Seniority Distribution

Junior: 0-2 years | Mid-Level: 3-5 years | Senior: 6-10 years | Staff/Principal: 11+ years (IC track) | Director+: Management track

Low

High

vs December 2025

Biggest Gainer

Director+

+5pp

Biggest Decline

Senior

-10pp

Senior-to-Junior Ratio

24:1

Senior+ roles per Junior role

Entry Accessibility Rate

17%

Junior + Mid-Level roles combined

Among tracked roles, Senior (44%) and Director+ (25%) levels together account for 69% of postings, yielding a 24:1 senior-to-junior ratio. Staff/Principal roles add another 14%, meaning 83% of tracked postings target experienced professionals. Junior roles at just 3% and Mid-Level at 14% leave entry accessibility at 17%. This pattern is consistent with external data showing senior product hires at multinationals increased by roughly 255% (Product Leadership, 2026). Director+ gained 5 percentage points month-over-month while Senior declined 10 points, based on a single month's movement, which may indicate a temporary upward shift in seniority targeting rather than a sustained rebalancing.

Working Arrangement

Onsite: office full-time | Hybrid: mix of office and remote | Remote: work from anywhere | Flexible: employee chooses arrangement

97% of roles with known working arrangement

41%Remote

Remote41%

Hybrid33%

Flexible18%

Onsite7%

Among 194 ATS-sourced roles with 97% coverage, Remote leads at 41%, followed by Hybrid (33%), Flexible (18%), and Onsite (7%). The combined flexibility rate of 92% suggests that location-flexible work has become a near-universal expectation among tracked employers. The high remote share may partly reflect that financial institutions and tech companies with NYC offices are now listing roles as remote-eligible to widen their candidate pools. Only 7% of tracked roles require full onsite presence, indicating that return-to-office mandates have not materially reduced remote product hiring among these employers.

Role Specialization

Low

High

vs December 2025

Biggest Gainer

ai_ml_pm

+6pp

Biggest Decline

technical_pm

-7pp

Core PM remains the majority specialization at 57% of tracked roles, but AI/ML PM has grown to 16%, gaining 6 percentage points month-over-month based on a single month's movement. Technical PM declined 7 percentage points to 11%, which may reflect reclassification toward AI/ML categories rather than a reduction in technical product work. Platform PM (8%) and Growth PM (8%) hold steady shares. The AI/ML PM increase is consistent with AI topping the skills demand chart and likely reflects growing enterprise investment in AI product capabilities, particularly within financial services and tech employers.

IC vs Management Track

75%IC

Individual Contributor75%

Management25%

Among tracked roles, 75% are individual contributor positions and 25% are management-track. The 25% management share is on the higher end for product management markets, which likely reflects the large financial institution presence -- enterprises like JPMorgan Chase and Capital One tend to have deeper management hierarchies. This split aligns with the seniority data showing 25% Director+ roles, as many of those positions carry people management responsibilities.

Compensation

21% of roles with disclosed salary ranges

Overall Distribution

25th Percentile

$175K

Median

$196K

75th Percentile

$223K

IQR (Spread)

$48K

Advertised Salary by Seniority

Advertised Salary by Role

Market Context

1.PM hiring contracted but salaries rose Overall PM hiring was down roughly 14% in 2025, yet median PM salaries rose about 5%, suggesting that employers are hiring fewer but more senior product managers at higher compensation levels (Product Leadership, 2026). This is consistent with the median salary of $195,500 among the 21% of tracked NYC roles that disclose salary ranges, alongside the senior-heavy seniority distribution observed in the data.

2.Multinationals drove senior PM demand Senior product hires at multinationals increased by roughly 255% over the past year, while startups cut junior PM openings (Product Leadership, 2026). This pattern is reflected in the tracked data, where enterprise employers account for 62% of classified roles and the senior-to-junior ratio stands at 24:1.

3.Mid-sized companies expanding junior hiring Mid-sized companies increased junior PM roles by approximately 243% (Product Leadership, 2026). While only 3% of tracked NYC roles are Junior-level, early-career candidates may find better opportunities at mid-sized employers that are less represented in the tracked dataset.

4.Hiring practices shifting toward work samples Companies are increasingly using work samples and case challenges over resume-based screening for PM roles (Product Leadership, 2026). This shift may benefit candidates who can demonstrate applied product thinking, even if their resume lacks traditional credentials.

5.Broader NYC PM market context Glassdoor listed approximately 1,550 open PM positions in New York City as of January 2026 (Glassdoor, January 2026). The 644 direct-employer roles tracked here represent a subset of the total market, focused on verified postings with agency listings excluded.

Methodology

This report analyzes direct employer job postings for Product Management roles in New York during January 2026.

Data collection:

1.Over 600 roles from 293+ employers aggregated from multiple sources
2.Recruitment agency postings identified and excluded (4% of raw data)
3.Jobs deduplicated across sources to avoid double-counting

Classification:

1.Roles classified using an LLM-powered taxonomy
2.Subfamily, seniority, skills, and working arrangement extracted
3.Employer metadata enriched from company databases where available

Limitations:

1.Not a complete census of the market - some roles may not be captured
2.Skills analysis based on 292 roles with skill data (45% coverage)
3.Salary data available due to pay transparency law
4.Working arrangement based on 194 ATS-sourced roles (Adzuna excluded due to truncated descriptions)

Data coverage:

80%

Seniority coverage

Roles with seniority level classified

97%

Arrangement coverage

Roles with working arrangement known

45%

Skills coverage

Roles with skills extracted from description

58%

Employer metadata

Roles with enriched company data

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