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Daniel O'Duffy
Product person
Daniel O'Duffy is a seasoned professional with a strong background in building digital products at scale.
His educational journey includes a Bachelor's Degree in Philosophy from Yale University, a program in Liberal Studies focusing on Philosophy and Psychology from the University of Notre Dame, business fundamentals and tactics training from General Assembly, and attaining Leaving Certificate (hons.) from Abbey Community College.
Daniel's professional career showcases his expertise in product management roles at reputable organizations. He has held positions like Senior Product Manager & AI Lead at Diligent, Senior Product Manager at Codecademy, Senior Product Manager at Skillsoft, Product Manager at Codecademy, Product Operations Manager at Codecademy, Product Marketing Manager at Codecademy, Director of WeWork Labs at WeWork, Community Manager at WeWork, Admissions Producer at General Assemb.ly, Associate Admissions Producer at General Assemb.ly, and Regional Coordinator at Obama for America.
Highlights
Some of the best candidates don’t ‘look’ like best candidates.
To date, millions of candidates have come through Teal’s platform. Whereas LinkedIn sees job titles and dates, Teal sees the roles you’ve applied to, the skills you’re building, and the impact you’ve had that isn’t covered in your resume.
On the employer side, they’ve been training a model to really understand what a company is looking for. A founder can drop in a job description, and the system will come back with a ranked list of candidates plus a narrative for each.
For example, here’s why this person is a great fit, here’s how their experience maps to what you need, and here’s why they’re likely to be interested in this specific role.
One of the wildest things I’ve seen is that, in those explanations, it often doesn’t even mention the candidate’s current job title. In the traditional world, that’s the first thing hiring managers look at.
Teal’s approach basically says “forget the label for a second,” and “here’s the actual evidence this person can crush this job.” It’ll stitch together skills, projects, and career aspirations in a way that surfaces non-obvious matches you’d never find by filtering for “Senior Product Manager at X.”
I think that’s where hiring is headed:
• Away from simple credentials and job titles • Toward richer data on both sides
If Teal gets this right, we’ll see fewer mis-hires, more surprising but great matches, and a lot more people ending up in roles that actually line up with who they are and where they want to be.
If you’re hiring and this resonates, we’re opening up a small alpha to give a handful of teams an early look. If you’d like to see how Teal surfaces non-obvious, high-signal matches for your next role, drop a comment or DM me and we’ll share a sneak peek and get you on the list.
I’ve seen great markets ruined by the wrong people.
Almost every company we invest in at Flybridge starts with a great person. We backed the founders of Arcade before at a previous company that ended up getting acquired by Okta. Over years of working together, we watched how they operated when things were messy. We saw how they treated customers and how they communicated when something broke. So when they came back with a new idea, a big part of the decision was already made. We knew the humans. They were good people.
In other cases, though, the relationships we have with founders are newer and the track records are a lot shorter. In those cases, we lean harder on traction and references.
• What do early customers say about you? • Do the numbers match your story? • What do ex-teammates say?
Companies pivot, categories go in and out of fashion, strategies evolve. The thing that compounds most consistently is the quality of the people you choose to work with over and over.