Skip to content

Experienced hires

Client Delivery & Success

Take a client from signed contract to working system, and then make sure it keeps delivering what they bought it for, under the rules they answer to.

Open roles in Client Delivery & Success

6 open roles. Every listing shows its pay range.

See all 6

The work

From go-live to value, under scrutiny

Our clients answer to examiners, inspectors and regulators, and their programs are visible to boards and the public. This track sits in our three industry divisions, Financial Services, Healthcare and Government Solutions, working with engineering and operations to deliver what was promised and keep it working.

Implementation management

Run the plan from kickoff to go-live: scope, milestones, risks, dependencies and the client's own teams. Hold the steering committee to decisions and make trade-offs visible early.

Implementation consulting

Configure our applications and the platforms around them to the client's processes and rules, run workshops, migrate data and prepare people for the change.

Customer success

After go-live, own the relationship: adoption, outcomes, renewals and the next phase. Be the person a client calls when something matters, and bring the right people when it does.

Audit-ready delivery

Leave evidence behind as you go: decisions, approvals, configurations, test results. When a client's examiner asks how a control works, the answer should already exist.

When things go wrong

Lead the client side of an incident or a regulatory finding: keep their executives informed, coordinate our teams, and agree the remediation.

Better methods

Improve the delivery frameworks, templates and playbooks our teams use around the world, so the next implementation starts from what this one learned.

Open roles

Roles in this track

These were open when this page was written. Listings change, so check open roles for what is open now. Every listing shows its pay range.

RoleLevelOfficeDivision
Implementation Manager, BankingMidChicagoFinancial Services Solutions
Implementation Consultant, HealthcareMidAucklandHealthcare Solutions
Customer Success Manager, Financial ServicesMidNew YorkFinancial Services Solutions
Customer Success Manager, Financial Services (Canada)MidTorontoFinancial Services Solutions
Customer Success Manager, GovernmentSeniorWashington, D.C.Government Solutions
Customer Success Manager, Healthcare (ANZ)MidAucklandHealthcare Solutions

What we look for

What each level looks like in delivery and success

The same levels as every listing, made specific to client work. Leadership roles, such as delivery directors and heads of customer success, are posted when they are open.

LevelScopeWith the clientWith Moraph
MidOwns a well-scoped implementation, workstream or book of clients end to end.Runs workshops and status meetings; is the day-to-day contact.Keeps plans, risks and evidence current; escalates early with options.
SeniorOwns complex or troubled programs and larger, more demanding clients.Works with executives and steering committees; handles hard conversations about scope, cost and time.Leads mixed teams across offices; mentors; shapes the next phase or renewal.
Staff / LeadSets how delivery or success works across a division or region.Steps into the most visible programs and the ones with regulatory consequences.Owns methods, playbooks and quality; develops the people who run programs.

Ownership of outcomes

Go-live is a step, not the goal. We look for people who care whether the client got what they paid for, and can show it.

Honest communication

Bad news early, with options. We listen for how you have told a client something they did not want to hear.

Structure without bureaucracy

Plans, risks and decisions written down and kept current, in proportion to the program, so the client and our teams always know where things stand.

How we interview

The loop for this track

The process described on How we hire, made specific to client work. Usually two to three interviews after the recruiter screen.

  1. Recruiter screen

    A 30-minute call about your experience, the role, travel expectations and the posted pay range.

  2. Hiring manager

    A conversation about programs you have delivered or clients you have looked after: what went well, what did not, and what you did about it.

  3. Practical exercise

    A short case about a program or client in trouble: some data, a few decisions and a message to write. Done live, or as a short take-home with a stated time limit. You are told the format in advance. It is never client work.

  4. The team

    A conversation with the engineers, consultants or account leads you would work beside, often in another office.

Interviewers score you against the role's competencies and write their feedback before the panel meets. Any offer is within the posted range.

Sample questions

Questions like the ones we ask

These are samples like the ones we use, not the exact questions. Open one to see what a strong answer covers.

Hiring manager

Tell us about a program that went off track. When did you know, and what did you do?

What a strong answer covers:

  • The early signal, and whether you acted on it then or later.
  • The options you put to the client and how the decision was made.
  • Where it ended up, including what still went wrong.
A client asks for something that is not in scope but would take two days. What do you do?

What a strong answer covers:

  • Understanding why they want it and what it is worth to them.
  • Making the trade-off visible rather than absorbing it quietly.
  • A consistent rule, so small favors do not become an unplanned phase.
How do you know whether a client is getting value after go-live?

What a strong answer covers:

  • Outcomes agreed with the client before go-live, not just usage numbers.
  • A regular review against them.
  • What you do when the numbers say value is not there.
What would you do in your first month with a client that is unhappy and up for renewal?

What a strong answer covers:

  • Listening first, to several people at the client.
  • A short list of fixes that matter to them, with dates.
  • Honesty about what cannot be fixed before renewal.

Practical

A data migration is three weeks behind and the go-live date is fixed by a regulatory deadline. What are your options?

What a strong answer covers:

  • Understanding why it is late before choosing.
  • Options: more people, less scope at go-live, a phased cutover, or moving the date with the regulator's agreement.
  • The risks of each, and who decides.
How would you plan the cutover weekend for a bank moving to a new system?

What a strong answer covers:

  • A rehearsed runbook with owners and times.
  • Clear go/no-go points and a rollback plan that has been tested.
  • Communication to staff and members, and support for the first days after.
A client's examiner asks for evidence that a control you configured works. What do you hand over?

What a strong answer covers:

  • The configuration, who approved it and when.
  • Test results showing it working, and how it is monitored.
  • That this was collected during delivery, not reconstructed afterwards.
Adoption of a new system is low three months after go-live. How do you find out why?

What a strong answer covers:

  • Look at the data by team and task, then talk to users.
  • Distinguish training, design and process problems.
  • Agree fixes with the client's leaders, who own the change too.

Team

How do you work with engineers who disagree with what the client asked for?

What a strong answer covers:

  • Taking the concern seriously and understanding it.
  • Bringing the client the trade-off rather than choosing for them.
  • Keeping one voice to the client once a decision is made.
Tell us about a time you had to tell a senior client something they did not want to hear.

What a strong answer covers:

  • How you prepared, and the evidence you brought.
  • How you said it: early, plainly, with options.
  • What happened to the relationship afterwards.
How do you keep a team across three time zones on the same plan?

What a strong answer covers:

  • A written plan and decision log that everyone uses.
  • Handovers at the end of each region's day.
  • Meetings at times that rotate, so the same people do not always take the late call.

Practical exercise

An exercise to try

Similar to the cases we use. Take 45 minutes, write your answers down, then compare them with ours.

Practical exercise · delivery · 45 minutes

A banking implementation at the halfway mark

The client and every number in this exercise are fictional, made up for practice.

Background

A regional bank is moving to a new loan origination system. The implementation was planned at 2,400 hours over 16 weeks. It is now the end of week 8. The steering committee meets on Friday and wants to know whether the program is on track.

Exhibit 1 · Status at the end of week 8
WorkstreamBudget (hours)Planned complete by nowActually completeHours spent
Setup and configuration60060%70%380
Data migration90050%20%610
Integrations50050%40%240
Testing and training40035%40%160
Total2,4001,390

The data migration team reports that the bank's loan records contain more errors than expected, and every batch needs manual correction before it loads.

Your task

  1. How much work was planned by now, how much has been done, and what has it cost? Is the program ahead or behind, and over or under budget?
  2. Where is the problem, and how sure are you?
  3. Estimate the hours to finish under two assumptions: the rest of the program performs like the first half overall, and only data migration keeps its current pace.
  4. What will you recommend to the steering committee, in five sentences?
One way to approach it

1. Planned, done, spent. Work planned by now (in budget hours): 600 × 60% + 900 × 50% + 500 × 50% + 400 × 35% = 360 + 450 + 250 + 140 = 1,200 hours. Work actually done: 600 × 70% + 900 × 20% + 500 × 40% + 400 × 40% = 420 + 180 + 200 + 160 = 960 hours. Hours spent: 1,390. The program has done 80% of the work it planned (960 ÷ 1,200), so it is behind; and each hour spent has produced about 0.69 hours of planned work (960 ÷ 1,390), so it is over budget.

2. Where. Data migration has produced 180 hours of planned work for 610 spent, about 0.30 per hour. Every other workstream is close to or better than plan: setup 420 for 380, integrations 200 for 240, testing 160 for 160. The problem is concentrated in one workstream, and the team has told you why: source data quality.

3. Two estimates. If the remaining work goes the way the first half went overall, the program finishes at about 2,400 ÷ 0.69, or roughly 3,475 hours. If only data migration stays at its current pace, the other workstreams need their remaining budget (180 + 300 + 240 = 720 hours) and data migration needs its remaining 720 hours of work at 0.30 per hour, about 2,440 hours. Total: 1,390 spent + 720 + 2,440 = 4,550 hours. The second estimate is the more honest one, because it follows the cause.

4. The recommendation. The program is behind and over budget, and almost all of it is in data migration, because the bank's loan records need manual correction. At the current pace, the program needs about 4,550 hours, not 2,400, and the 16-week date is not achievable. We recommend a two-week data quality sprint led by the bank's lending operations team, with our support, to fix records at the source before migration resumes. We will bring a revised plan and cost to the next steering committee, with options to phase go-live by loan product. Strong answers also note that the bank owns its data, so the fix needs a decision from its side, and that the estimate should be re-run after the sprint.

Your first 90 days

From learning the clients to leading them

A typical start, which your manager adjusts to your role and experience.

  1. Days 1–30

    Learn the clients and the methods

    Onboarding on the rules our clients work under, our applications and the platforms around them, and our delivery framework. Meet your clients alongside the colleague handing them over, and read their plans, risks and history.

  2. Days 31–60

    Take the lead, with support

    Run status meetings and workshops yourself. Bring one risk or opportunity to a client's leadership, with options. Agree with your manager what success looks like for each client or program you own.

  3. Days 61–90

    Own it

    Own your programs or clients outright. Present your first steering committee or business review, and suggest one improvement to how we deliver.

Where it leads

Paths within the track and across Moraph

Bigger programs

From single implementations to multi-phase, multi-team programs for the most demanding clients.

Delivery leadership

Leading delivery or customer success for a division or region, and the people who do the work.

Into sales and solutions

People who have delivered know what can be promised. Moves into solutions architecture and account leadership are common paths.

Into product

Client experience is the raw material of good product management. Internal moves into product teams are open to everyone.

Across industries

Delivery skills travel between Financial Services, Healthcare and Government, which broadens what you can lead.

Across offices

Our divisions work from offices in the Americas, Europe and Asia-Pacific, and internal moves are possible where there is a role.

Questions

Frequently asked questions

How much travel is there?

It depends on the role and the clients. Most work is hybrid, with visits to clients for workshops, steering committees and go-lives. Your recruiter tells you what to expect for the specific role.

Do I need a delivery certification?

No listing requires one unless it says so. We care more about programs you have delivered and how you ran them.

Do I need to know the industry already?

Experience in banking, healthcare or government helps, and some roles ask for it. Onboarding covers the rules our clients work under, and your team teaches you the rest.

How many clients or programs would I look after?

It depends on their size and stage. Your manager agrees your portfolio with you and reviews it as programs move from implementation to steady state.

Who decides when a program is in trouble?

You should be the first to say so. We would much rather hear early with options than late without them, and escalating is part of the job, not a failure.

How is success measured for customer success roles?

By outcomes agreed with each client, their satisfaction and renewals, discussed openly with your manager. Expectations for each level are written down.