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 Hiring Managers

1.0AI/ML PM talent is in high demand AI/ML PM roles now represent 16% of tracked postings, up 6 percentage points month-over-month based on a single month's movement. With AI topping the skills chart at 22%, competition for candidates with genuine AI product experience is likely intensifying. Consider whether hybrid profiles -- strong PMs upskilling into AI -- could fill gaps faster than searching for pure AI specialists.

1.1Offer flexibility or risk losing candidates Among tracked ATS roles, 92% offer remote, hybrid, or flexible arrangements, and 41% are fully remote. Roles requiring full onsite presence (7%) may face a narrower applicant pool. If onsite work is essential, communicating the specific reasons and any offsetting benefits may help attract candidates.

1.2Compensation benchmarks are high Among the 21% of tracked roles that disclose salary ranges, the median product management salary is $195,500, with Platform PM and Technical PM specializations exceeding $206K at the median. With external data suggesting median PM salaries rose roughly 5% over the past year (Product Leadership, 2026), budgeting below these benchmarks may limit your candidate pool.

1.3Invest in junior pipelines now Only 3% of tracked roles are Junior-level, and the 24:1 senior-to-junior ratio suggests a potential mid-term talent pipeline gap among tracked employers. Building structured junior PM programs or associate PM rotations could create a competitive advantage in developing internal talent, especially as external data indicates the broader market contracted 14% in 2025 (Product Leadership, 2026).

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

Employers Hiring for Product Management Roles

Low

High

vs December 2025

Biggest Gainer

JPMorgan Chase

+4pp

New This Month

NBCUniversal, Airwallex, SoFi

Biggest Decline

Stripe

-1pp

Market interpretation: Among tracked employers, JPMorgan Chase leads with 64 combined roles across two entities (37 under JPMorgan Chase and 27 under JPMorgan Chase Bank, N.A.), followed by Capital One (33) and American Express (25). Financial services firms hold four of the top five spots, with Google (21) as the sole tech representative in that tier. New entrants this month include NBC Universal (13), Airwallex (8), and Mastercard (7), which may reflect broadening demand into media, cross-border payments, and card networks. The average of 2.2 jobs per employer and 22% top-5 concentration suggest a moderately distributed market, though large banks exert outsized influence on overall volume.

Industry Distribution

52% of roles with industry data

Low

High

vs December 2025

Biggest Gainer

Consumer Tech

+4pp

Biggest Decline

Data Infrastructure

-3pp

Among the 52% of tracked roles with industry data, financial sectors lead: Fintech (20%) and Financial Services (9%) together account for nearly a third of classified roles, consistent with New York's concentration of financial institutions. Consumer Tech (14%) gained 4 percentage points month-over-month based on a single month's movement, possibly reflecting expanded hiring from media and consumer-facing companies. Healthcare (8%), E-commerce (7%), and Mobility (7%) round out a diversified demand base. Data Infrastructure declined 3 percentage points, which may indicate a temporary pullback or reclassification of roles rather than a sustained shift.

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.

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.

Company Maturity

50% of roles with company age data

47%Growth Stage

Growth (6-15 yrs)47%

Mature (>15 yrs)46%

Young (<=5 yrs)7%

Among the 50% of tracked roles with company age data, Growth-stage (6-15 years, 47%) and Mature (over 15 years, 46%) companies account for nearly all classified postings. Young companies (5 years or under) represent just 7%, which likely reflects that established financial institutions and scaled tech firms generate the bulk of NYC product hiring. This distribution may also indicate that early-stage startups tend to hire through less structured channels not fully captured by this dataset.

Ownership Type

50% of roles with ownership data

48%Private

Private48%

Public39%

Subsidiary13%

Acquired0%

Among the 50% of tracked roles with ownership data, private companies hold the largest share at 48%, followed by public companies at 39% and subsidiaries at 13%. The near-parity between private and public employers likely reflects NYC's mix of large public financial institutions (JPMorgan Chase, Capital One) alongside well-funded private tech companies. The subsidiary share may stem from entities like JPMorgan Chase Bank N.A. operating as distinct hiring units within larger corporate structures.

Employer Size Distribution

47% of roles with company size data

62%Enterprise

Enterprise (1,000+)63%

Scale-up (50-1,000)23%

Startup (<50)14%

Among the 47% of tracked roles with company size data, Enterprise employers (1,000+ employees) account for 62% of classified postings, with Scale-ups (50-1,000) at 23% and Startups (under 50) at 14%. The enterprise concentration is consistent with the top employer list, where large financial institutions and big tech companies generate the highest volume of openings. This distribution likely reflects both genuine demand patterns and a data collection bias, as larger companies tend to post on structured ATS platforms that are more easily tracked.

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.

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.

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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