Create an Account
Create an account for powerful AI tools, award-winning courses, and access to our vibrant community.
or
Already have an account?
Create an account for powerful AI tools, award-winning courses, and access to our vibrant community.
Already have an account?
Join 250,000+ professionals and teams at Microsoft, Shopify, and even NASA. 🚀
Already have an account? Login
Find the best remote jobs. Answer a few questions and we'll deploy a powerful assistant to help you search, create alerts, and more.
1 What roles are you open to?
2 Experience level
3 Work style
Did you know? If memory is enabled, Writing.io can remember your job search preferences and help you to improve your resume, craft customized outreach and more.
Category
Engineering manager leads 4-5 person cross-functional delivery teams, owning both people development and shipping reliability while managing distributed team operations.
Headquarters: Brazil
URL: http://lawnstarter.com
About LawnStarter
LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.
About Engineering at LawnStarter
Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.
The Role
We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.
This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.
What makes this role different:
- You'll own both delivery AND people outcomes - neither can be delegated
- Distributed team across time zones, so async leadership and written communication matter as much as meetings
- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck
- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along
What You'll Own
- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.
- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.
- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.
- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.
- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.
- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.
Problems to Solve
Building people leadership depth as the team scales
LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.
Managing distributed teams without losing culture or accountability
Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.
Turning delivery consistency into a competitive advantage
We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.
Orchestrating cross-functional delivery from roadmap to release
An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.
Turning AI adoption into throughput without sacrificing craftsmanship
We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.
What Success Looks Like (Year 1)
- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory
- Your team ships its committed scope on cadence within 90 days
- Zero surprise departures - you know your retention risks and are actively working them
- Underperformance is addressed directly and documented, not deferred
- The Head of Engineering trusts your team's commitments because you've proven they're reliable
- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster
Requirements
Who You Are
Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.
A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.
Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.
Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.
Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.
Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.
A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.
This Role Is NOT
- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.
- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.
- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.
- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.
- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.
Benefits
- Rate: $120,000-$140,000 USD annually (contractor), depending on experience
- Location: Fully remote - this role is built for remote-first leaders
- Flexibility: Structured work hours with reasonable flexibility for life
LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.
To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-5
Leads a cross-functional engineering team of 4-5 engineers, owning delivery outcomes, people development, and team health while reporting to the Head of Engineering.
Headquarters: Mexico
URL: http://lawnstarter.com
About LawnStarter
LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.
About Engineering at LawnStarter
Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.
The Role
We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.
This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.
What makes this role different:
- You'll own both delivery AND people outcomes - neither can be delegated
- Distributed team across time zones, so async leadership and written communication matter as much as meetings
- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck
- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along
What You'll Own
- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.
- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.
- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.
- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.
- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.
- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.
Problems to Solve
Building people leadership depth as the team scales
LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.
Managing distributed teams without losing culture or accountability
Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.
Turning delivery consistency into a competitive advantage
We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.
Orchestrating cross-functional delivery from roadmap to release
An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.
Turning AI adoption into throughput without sacrificing craftsmanship
We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.
What Success Looks Like (Year 1)
- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory
- Your team ships its committed scope on cadence within 90 days
- Zero surprise departures - you know your retention risks and are actively working them
- Underperformance is addressed directly and documented, not deferred
- The Head of Engineering trusts your team's commitments because you've proven they're reliable
- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster
Requirements
Who You Are
Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.
A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.
Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.
Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.
Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.
Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.
A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.
This Role Is NOT
- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.
- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.
- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.
- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.
- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.
Benefits
- Rate: $120,000-$140,000 USD annually (contractor), depending on experience
- Location: Fully remote - this role is built for remote-first leaders
- Flexibility: Structured work hours with reasonable flexibility for life
LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.
To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-6
Engineering manager leads a cross-functional team of 4-5 engineers, owning delivery outcomes, people development, and team health while shipping products on cadence.
Headquarters: Brazil
URL: http://lawnstarter.com
About LawnStarter
LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all outdoor home services - pest control, pool cleaning, window cleaning, and more.
About Engineering at LawnStarter
Our engineering team builds the platform that connects hundreds of thousands of homeowners with over 70,000 active service pros. We operate three brands (LawnStarter, Lawn Love, HomeGnome) on shared infrastructure, and we're profitable and growing. Engineering here is fast - we ship constantly, we own our systems end-to-end, and we don't tolerate "not my problem." We have strong processes and existing engineering managers, so you're not building from scratch. You're raising the bar.
The Role
We're growing, and that means adding engineering leadership capacity to support new initiatives. You'll lead cross-functional delivery teams of 4-5 engineers, reporting to our Head of Engineering. Your job is to make sure your team ships reliably, grows professionally, and doesn't become a bottleneck as LawnStarter scales into new service verticals.
This is a people-first role. If your identity as an EM is primarily technical - if you'd rather review architecture than develop an underperformer - this isn't the right fit. If you're the manager who knows what every person on your team needs to grow, who handles conflict directly, and who can articulate team performance in metrics, keep reading.
What makes this role different:
- You'll own both delivery AND people outcomes - neither can be delegated
- Distributed team across time zones, so async leadership and written communication matter as much as meetings
- We move fast and actually ship - you'll feel the difference between a team that's humming and one that's stuck
- AI-forward is not a buzzword here - we expect you to lead your team on how to use it, not just follow along
What You'll Own
- People development: Concrete growth plans for every IC on your team - not just the struggling ones. You know where each person is going and what it takes to get there.
- Delivery: Your team ships on cadence with predictable quality. You surface risk early, manage scope, and don't miss commitments without warning.
- Team health: Conflict gets addressed directly. Underperformers are managed with a clear process. Top performers are protected and developed.
- Cross-functional partnership: You're the interface between your team and Product, Design, and other engineering teams. Decisions get made, not stalled.
- Technical direction: Close enough to the work to weigh in on system design and catch architectural risks. Not so close that you're in the weeds instead of removing blockers.
- AI adoption: You're actively introducing AI tools and workflows into how your team operates - code review, documentation, sprint planning, debugging. You set the pace, not follow it.
Problems to Solve
Building people leadership depth as the team scales
LawnStarter is expanding into new service verticals quickly. That means new headcount, new complexity, and more pressure on EMs to develop the next generation of senior engineers and tech leads - not just ship features. We need an EM who's done this before, not one who's figuring it out.
Managing distributed teams without losing culture or accountability
Our engineering team spans multiple time zones and countries. Async communication, remote 1:1s, and distributed sprint ceremonies are the norm - not a workaround. An EM who needs daily in-person proximity to lead effectively won't thrive here.
Turning delivery consistency into a competitive advantage
We have product-market fit and real momentum. The constraint now is shipping reliably enough to compound on that momentum. Your team's velocity and predictability directly affects LawnStarter's ability to launch new services and capture market share.
Orchestrating cross-functional delivery from roadmap to release
An EM here is the connective tissue between Product, Design, and specialist functions - quality engineering, architecture, and security - from estimation through delivery. The hard part isn't running any one of those conversations well; it's running all of them in parallel without becoming the bottleneck they route through. We need an EM who can hold business value and technical soundness in view at once and make the tradeoff calls - not one who stalls when Product wants speed, Security wants rigor, and Architecture wants the durable answer.
Turning AI adoption into throughput without sacrificing craftsmanship
We're not experimenting with AI on the margins. Claude Code, spec-driven development, and AI-assisted review are becoming default workflows here - and we track adoption seriously. We need an EM who can turn "the team uses AI" into measurable throughput without letting quality slip, with real opinions about where AI helps and where it quietly creates debt.
What Success Looks Like (Year 1)
- Every engineer on your team has a documented growth plan within 60 days - and you can speak to it from memory
- Your team ships its committed scope on cadence within 90 days
- Zero surprise departures - you know your retention risks and are actively working them
- Underperformance is addressed directly and documented, not deferred
- The Head of Engineering trusts your team's commitments because you've proven they're reliable
- Your team is visibly more AI-enabled than when you joined - new tools adopted, old manual tasks automated, engineers unblocked faster
Requirements
Who You Are
Deeply AI-integrated, not just AI-aware. You've gone well past "I use ChatGPT to write emails." Your engineers expect you to bring new AI workflows to the team - you've used Claude to accelerate code review, built prompts that help engineers write sharper tickets, or led your team's adoption of Copilot in the development workflow. When you see a task eating team time, your first instinct is to figure out if AI can handle it. You're actively experimenting, sharing what works, and setting the pace on AI adoption for your team - not following someone else's lead. This is unlikely to be a good fit if your AI usage stops at occasional prompting, if you're still evaluating whether the tools are worth the learning curve, or if you'd describe yourself as "AI-curious" rather than AI-native.
A people developer, not just a delivery manager. You can give concrete examples of career growth plans you've built, hard conversations you've had, and underperformers you've managed through a structured process. You spend your 1:1 time on people, not status updates. This is unlikely to be a good fit if your management examples are mostly about process improvements or shipping milestones - or if you tend to blame team outcomes on the engineers rather than the environment you built.
Remote-native. You've led full-remote teams before - not just as a workaround during COVID, but as a default. You know how to build trust without shared physical space, how to run async decision-making, and how to keep distributed engineers from feeling isolated. This is unlikely to be a good fit if you haven't managed a fully remote team in a leadership position, or if you feel like remote work is harder than in-person management.
Direct in conflict. When there's tension on the team - between engineers, between engineering and product, between a team member's performance and what's expected - you address it directly and quickly. You don't let it simmer. This is unlikely to be a good fit if you've left roles or situations because of unresolved conflict, or if your conflict resolution examples are mostly about "creating space for dialogue" without resolution.
Data-driven about people and delivery. You can articulate your team's performance in metrics - not just vibes. You track velocity, retention risk, and IC growth, and you use that data to make decisions. This is unlikely to be a good fit if your answers to performance questions are mostly common-sense observations without examples tied to specific numbers or outcomes.
Technically credible. You stay close enough to the code to earn your engineers' respect - code reviews, architectural input, helping debug under pressure. You don't need to be the best engineer in the room, but your team needs to believe you understand what they're doing. This is unlikely to be a good fit if you've fully transitioned to pure management and haven't touched technical work in years.
A delegator, not a bottleneck. Your job is to build a team that makes good decisions without you - not to be the person all decisions flow through. You coach engineers toward answers rather than providing them. When you go hands-on, it's deliberate and time-bounded, not a default. This is unlikely to be a good fit if your instinct when a team struggles is to take over, if you find yourself becoming the access point for all requests, or if your team's output goes down when you're unavailable.
This Role Is NOT
- A pure technical architect role. The team has senior engineers. Your job is to make sure they're effective and growing, not to be the smartest person in every technical conversation.
- A process manager. We have processes. Your job isn't to document them better - it's to lead the people running them and improve outcomes.
- A stepping stone. We're looking for someone committed to people leadership as their primary craft - not someone who's considering moving back to IC or is ambivalent about managing people vs. building systems.
- A reactive firefighter. We want someone who surfaces risk early and manages it proactively - not someone who thrives in chaos and sees every crisis as a badge of honor.
- An AI skeptic in a leadership seat. We expect our engineering leaders to actively drive AI adoption on their teams, not wait to be convinced.
Benefits
- Rate: $120,000-$140,000 USD annually (contractor), depending on experience
- Location: Fully remote - this role is built for remote-first leaders
- Flexibility: Structured work hours with reasonable flexibility for life
LawnStarter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. We comply with applicable state and local laws governing nondiscrimination in employment.
To apply: https://weworkremotely.com/remote-jobs/lawnstarter-software-engineering-manager-3
Leads Adobe practice architecture, mentors a distributed team of architects, sets technical standards, and serves as escalation point for complex design and integration problems across enterprise engagements.
Code and Theory is a digital-first creative and technology agency that builds products, platforms and experiences for global brands. We combine engineering, design, data and strategy to deliver transformative digital solutions at scale.
This role leads the architecture pillar of the Adobe practice. You will be the senior architectural authority across every Adobe engagement we run, and the person our architects look to for technical direction, career growth and advocacy. You will also be the technical face of Code and Theory everywhere including Adobe - in front of their field teams, in front of their clients, and in the rooms where solutions get shaped before anyone writes a line of code.
This is not a role for someone who has stopped architecting. It is a leadership role for a practicing architect who wants to build and lead a team of them.
WHAT YOU’LL DO
WHAT YOU’LL NEED
20+ years in technology, including 5+ years leading architects or senior technical staff globally. (India, LATAM etc)
Demonstrated ownership of performance reviews, career development and compensation decisions - not mentoring alone
Experience in an agency, consultancy or systems integrator, carrying multiple concurrent clients
Experience delivering across US, India and LATAM specifically
Deep, hands-on architectural expertise in at least one of the following:
Working architectural knowledge across all three areas of architectural expertise, sufficient to review a design, challenge a decision, and hold a client conversation
Experience with enterprise integration architecture (CRM, commerce, search, identity and SSO, analytics, data platforms)
Experience with modern architecture patterns (API-first, composable, headless versus hybrid, cloud-native, event-driven)
Still close enough to the work to earn respect from architects and engineers, not as the primary implementer, but the ability to read the code, diagnose the problem and defend the decision
Proven experience leading complex projects that include Data migration, customer journeys, CSC, legacy CMS to AEM, on-premise to AEMaaCS, and into Edge Delivery Services
Hands-on daily use of AI engineering tools like Claude, Cursor, or equivalent
Demonstrated experience building agents, sub-agents or orchestrated workflows, not only consuming AI tooling
Track record of establishing AI-assisted practice across a team, including bringing skeptics along
Judgment about where AI output needs a human in the loop, and the guardrails to enforce it
Pre-sales ownership including estimation, staffing models, scope definition, pricing input and presenting in the room
Executive stakeholder management, including the ability to hold a boardroom conversation and an architecture review in the same day
An understanding of utilization, margin and why an inaccurate estimate is an architectural failure as much as a commercial one
Experience with enterprise clients across US, EU and APAC
Own the technical relationship with Adobe’s field, product and partner organizations
Represent us in Adobe’s partner ecosystem: beta programs, Experience League, user groups, Summit, and the conversations that earn early access
Bring Adobe’s roadmap back into the practice, and our field learning back to Adobe
Experience with commercial negotiations and contract development
Experience leading distributed teams across time zones, with genuine working relationships in offshore delivery centers rather than nominal ones
Comfort operating in a practice that is being built rather than one that is already running
Willingness to travel for client engagements, Adobe events and time with delivery teams
ABOUT US
Born in 2001, Code and Theory is a digital-first creative agency that sits at the center of creativity and technology. We pride ourselves on not only solving consumer and business problems, but also helping to establish new capabilities for our clients. With a global client roster of Fortune 100s and start-ups alike, we crave the hardest problems to solve. We have teams distributed across North America, South America, Europe, and Asia. The Code and Theory global network of agencies is growing and includes Kettle, Instrument, Left Field Labs, Create Group, Current, and TrueLogic.
Striving never to be pigeonholed, we work across every major category: from tech to CPG, financial services to travel & hospitality, government and education to media and publishing. We value the collaboration with our client partners, including but not limited to Adidas, Amazon, Con Edison, Diageo, EY, J.P. Morgan Chase, Lenovo, Marriott, Mars, Microsoft, Thomson Reuters, and TikTok.
The Code and Theory network is comprised of nearly 2,000 people with 50% engineers and 50% creative talent. We’re always on the lookout for smart, driven, and forward-thinking people to join our team.
The compensation range for this role is $225,000 - $300,000 and spans multiple levels. We’re open to hiring at the level that best matches the right candidate’s experience. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, budget, and location.
Lead end-to-end analytics engagements, designing and developing Sigma dashboards and self-service analytics solutions that help enterprise clients realize business value from their data.
Join phData, a remote-first data and AI consultancy company with employees across the United States, Latin America, and India. We partner with industry leaders, including Snowflake, AWS, Anthropic, Glean, and dbt, to solve the complex data and AI challenges that slow large enterprises.
We’re growing fast, and we give our people real ownership over their work. We hire top performers and trust them to deliver results.
Why phData?
Role Overview
We are looking for a Principal Analytics Consultant who specializes in Sigma to help our customers gain tangible value from their data.
In this role, you will lead end-to-end analytics engagements and build scalable Sigma solutions that help clients realize measurable business value. You will collaborate closely with client stakeholders, internal delivery teams, and account leaders to translate business needs into intuitive, actionable analytics products. You will help shape how clients use Sigma and modern data platforms to drive better decisions, improve analytics adoption, and establish sustainable ways of working with data.
Key Responsibilities
About You
You are a client-focused analytics practitioner who enjoys leading delivery, solving complex data problems, and creating practical, well-designed solutions. You bring strong technical judgment, executive presence, and the ability to move comfortably between business strategy, analytics architecture, hands-on development, and team leadership.
You are comfortable operating in distributed, global teams and partnering with colleagues and clients across time zones.
Required Qualifications
Experience
Technical / Functional Skills
Preferred Qualifications
Preferred qualifications help candidates stand out but are not required for success in this role.
Why phData?
Benefits at phData
US:
phData celebrates diversity and is committed to creating an inclusive environment for all employees. Our approach helps us to build a winning team that represents a variety of backgrounds, perspectives, and abilities. So, regardless of how your diversity expresses itself, you can find a home here at phData. We are proud to be an equal opportunity employer. We prohibit discrimination and harassment of any kind based on race, color, religion, national origin, sex (including pregnancy), sexual orientation, gender identity, gender expression, age, veteran status, genetic information, disability, or other applicable legally protected characteristics. If you would like to request an accommodation due to a disability, please contact us at People Operations.
Lead the App Primitives team building shared infrastructure and product foundations that enable all product teams to collaborate and scale efficiently across the platform.
At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.
Vanta’s App Primitives team owns the shared building blocks that span data structures to UI: comments, notifications, event logs, feature flags, and task management. We own the general infrastructure; product teams own the logic built on top. Getting this layer right unlocks velocity for every team at Vanta.
As the Engineering Manager, App Primitives at Vanta, you’ll lead the team building the shared product primitives that every Vanta product team depends on, owning the infrastructure layer that makes collaboration, communication, and core workflows possible across the entire platform.
Our Engineering Managers develop and grow high-performing teams that deliver significant value to our customers and enable our business to scale. This role sits at the intersection of technical architecture and team development, with real authority to set direction and grow a world-class platform team.
Visit our Vanta Engineering Blog to learn more about what our team is working on!
What you’ll do as an Engineering Manager at Vanta:
Lead and grow the App Primitives team, owning hiring, team health, delivery, and the development of senior engineers and technical leads
Own the strategy and roadmap for Vanta’s shared product primitives: comments infrastructure, notifications platform, event log, feature flag system (Statsig), and task management
Define and steward the interface model between App Primitives systems and product teams, ensuring product teams can build on top of shared infrastructure quickly and safely, without owning the underlying systems themselves
Partner closely with product engineering leaders across Vanta to surface developer needs, identify friction in shared systems, and prioritize investments that unlock velocity at scale
Set technical direction for a full-stack team working across data models, backend services, and UI primitives, and earn the trust of senior engineers through strong technical judgment
Manage cross-team dependencies and stakeholder expectations across concurrent workstreams, operating with a high degree of autonomy
How to be successful in this role:
5+ years of engineering experience with 2+ years managing engineering teams, including a track record of developing senior engineers and technical leads
Experience leading platform, shared services, or product infrastructure teams — where your team’s output is what other teams build on
Technical fluency across the full stack, with enough depth in backend systems, shared data models, and API design to engage substantively with your team’s technical decisions
Strong cross-functional collaborator: able to partner with product, design, and engineering leaders to define clear ownership boundaries and drive alignment across teams
Track record of hiring senior engineers in a competitive market and building a team culture people want to be part of
Experience managing multi-team dependencies and delivering across concurrent workstreams with limited oversight
Uses AI in day-to-day work to amplify their skills and strengthen their outcomes, applying it across routine workflows, actively building fluency through experimentation, and exercising sound judgment to ensure AI-assisted work meets a high quality bar.
What you can expect as a Vanta’n in Canada:
Industry-competitive salary and equity
100% covered medical, dental, and vision benefits with dependents coverage
Pension contribution
16 weeks fully paid Parental Leave for all new parents
Health & wellness stipend
Remote workspace, internet, and cellphone stipend
Flexible work hours and location
21 days of Vacation Time and 80 hours of Sick Leave
11 company-paid holidays
Virtual team building activities, lunch and learns, and other company-wide events!
Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney
#LI-remote
At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.
About Vanta
We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world’s leading Trust Management Platform, our vision remains unchanged.
Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that’s real-time and transparent.
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Regional manager oversees Southwest market operations, balances supply/demand for process servers, identifies performance issues, manages key relationships, and drives strategic improvements across Arizona and Texas.
About ABC:
ABC Legal Service is proud to be the national leader in filing service of legal documents. We are growing and are looking for talented new team members to support our growth and solve exciting challenges! We are a team of 1100+ with offices in New York, Los Angeles, Dallas, Tampa, Chicago, Washington DC, and more. Seattle is our home and headquarters. We’ve been successful in this unique business for over 40 years and we continue to advance our technology and business processes to remain years ahead of what our competition is able to offer.
Job Overview:
You own our major Southwest markets end-to-end, with our highest priority focus in Arizona and Texas. That means identifying problematic areas in the market before a scorecard tells you, knowing where supply and demand are out of balance, carrying the relationships with our highest-volume servers yourself, and being accountable for the region hitting its KPIs. This role is well suited to someone who has previously worked in a market that was underperforming and knows how to turn it around.
You bring a data background — someone who doesn’t wait for a report but goes and collects the data themselves, then pairs it with on-the-ground judgment to decide what to do next.
This role sits at the intersection of strategy and execution. You’ll collaborate with centralized Process Server Network teams and with project managers to implement changes on the ground. You drive real change in your market and feed learnings back so what works in the Southwest can scale across the network. You’ll also work closely with Compliance when improvements touch evidence chain or court delivery, and with Support & Experience teams on network-facing communications and support tooling.
This is a builder role. You’ll be writing the playbook and executing it in real time. This position is remote, but you must be located in Arizona or Texas.
What You’ll Own
What We’re Looking For
You’ve owned a local market for a gig, delivery, or field service business, ideally one that was underperforming when you took it on. What matters most is that you’ve actually balanced supply and demand by combining in-market observations with data you collected yourself, coached someone to higher performance in a frontline or contract role, managed W2 employees through the formal parts of the job (time cards, performance reviews), and are willing to experiment, iterate, and quickly scale the best learnings.
Qualifications:
Preferred Qualifications:
We know that a company’s success starts with its employees. We also know that an individual’s success starts with the right career opportunity. Join our team today!
Pay: $70,000–$85,000, (depending on experience)
Schedule: Full-time, Monday–Friday
Travel: ~20%
This position is remote, but you must be located in Arizona or Texas.
Lead Cloud Architect designs and implements Google Cloud solutions, manages infrastructure migrations, mentors teams, and serves as a technical advisor for client cloud transformation strategies.
We’re an award-winning Google Cloud partner. We’re the experts in transforming businesses and shaping the future of cloud technology. Join us and collaborate with top minds, build groundbreaking solutions, and make a real difference for our clients. Enjoy extensive professional development, global reach, and a supportive, Google-inspired culture. If you’re passionate about the cloud, this is where you want to be.
With over 14 years of experience in Google Cloud under our belt, offices in 18 countries and more than 600 experts, we have deployed practical innovation alongside Google. We focus on infrastructure modernisation, application modernisation, data management, smart analytics, and AI & machine learning.
Curious about our projects? We got you:Â Check out our success stories
Day-to-day life
You will be working from Finland 100% remote in close collaboration with our teams across Nordics (Sweden, Denmark and Norway)
Design and implement specific Google Cloud solutions for our clients, build and expand infrastructures, write infrastructure as code and execute seamless migrations from on-prem setups
Work with team members and Google experts to guide customers to new solutions
Contribute to pre-sales and help train teammates and solve complex problems
Work with the latest developments in Google Cloud, Kubernetes and Terraform and continue to develop your expertise
Manage presentations and direct communication with clients, bridging the gap between customers and technical solutions
Act as a trusted technical advisor, guiding both executive and technical stakeholders through cloud transformation strategies.
Want to know more? Check out our people stories on Youtube
You’re a passionate technologist and natural leader who thrives on solving complex challenges and exploring the bleeding edge of cloud innovation. You take ownership of end-to-end architectures, mentor and elevate colleagues, and bring positive energy to our collaborative environment. As a trusted advisor, you seamlessly bridge the gap between deep technical execution and strategic consulting—translating complex business needs into elegant Google Cloud solutions that deliver real impact.
What you bring:
Extensive Cloud Experience: Substantial hands-on background architecting, deploying, and optimizing workloads on Google Cloud (or deep multi-cloud experience with proven GCP practice).
Core Technical Stack: Deep proficiency in Google Cloud architecture, Infrastructure as Code (Terraform), and Kubernetes (GKE), alongside a strong grasp of networking and cloud security.
Client & Technical Leadership: Proven track record in guiding stakeholders, driving pre-sales solutioning, and coaching engineering talent.
Languages: Professional fluency in Finnish as well as English.
Devoteam is committed to creating a diverse and inclusive workplace where everyone feels valued and respected. We encourage applications from individuals with diverse backgrounds and experiences.
Competitive Compensation: Enjoy a competitive compensation package with an uncapped commission structure, rewarding your hard work and success.
Comprehensive Benefits: Benefit from comprehensive health insurance, a retirement plan, and generous paid time off.
Growth Opportunities: Take advantage of excellent opportunities for professional development and career advancement within our growing Google Cloud practice.
Cutting-Edge Technology: Work with the latest Google Cloud technologies and contribute to impactful projects that transform businesses.
Dynamic Culture: Be part of a dynamic, supportive, and collaborative team culture that values innovation and personal growth.
Flexible Work Arrangements: Enjoy flexible work arrangements that allow you to balance your professional and personal life.
We do plenty of activities, like meet-ups, hackathons, and partnerships. Don’t lose any of them: follow us on LinkedIn and our Instagram page To Apply: Please submit your resume and cover letter. We are excited to hear from you!
Engineering Team Lead develops Next.js framework, leads technical initiatives, reviews code, and coaches engineers on a hands-on player/coach basis.
Vercel is the agentic infrastructure company. We free people and agents to ship what’s next.
For more than a decade, Vercel has shaped how the web is built. As the team behind Next.js, v0, and AI SDK, we create products that help builders move from idea to production with speed, security, and exceptional developer experience.
Now, software is entering a new era, and the next generation of products will not just be used by people. They will be built, extended, and operated by agents.
We are building the platform for that future, trusted by companies like OpenAI, PayPal, Ramp, Supreme, and millions of developers worldwide. Whether you’re building our products, supporting our customers, growing our community, or shaping our story, you’ll help define what comes next.
Vercel is the agentic infrastructure company. We free people and agents to ship what’s next.
For more than a decade, Vercel has shaped how the web is built. As the team behind Next.js, v0, and AI SDK, we create products that help builders move from idea to production with speed, security, and an exceptional developer experience.
Software is entering a new era. The next generation of products will not only be used by people. They will be built, extended, and operated by agents.
We are building the platform for that future, trusted by companies including OpenAI, PayPal, Ramp, Supreme, and millions of developers worldwide. Whether you are building our products, supporting our customers, growing our community, or shaping our story, you will help define what comes next.
The Next.js team builds the open source framework that powers millions of applications and shapes how developers build for the web. Our work sits at the intersection of React, framework architecture, developer experience, infrastructure, performance, and production reliability.
We are looking for an Engineering Team Lead to help build and lead a team working on Next.js. This is a hands-on player/coach role for an experienced engineer who wants to remain close to the code while helping a small team do its best work.
You will be an engineer first and a manager second. You will contribute directly to the framework, lead major technical initiatives, review code, debug complex production issues, and help make architectural decisions. You will also support the engineers around you through clear direction, thoughtful feedback, and practical coaching.
This is not a traditional people management role. You will spend the majority of your time on technical leadership and engineering execution. You should be comfortable owning difficult parts of the codebase while creating enough context and clarity for others to move quickly.
You will work closely with Product, Design, and engineers across Vercel to guide the evolution of Next.js across rendering, caching, routing, build systems, and developer tooling.
The San Francisco, CA base pay range for this role is $230,000 to $340,000. Actual salary will be based on job-related skills, experience, and location. Compensation outside San Francisco may be adjusted based on employee location.
The total compensation package may include benefits, equity-based compensation, and eligibility for a company bonus or variable pay program, depending on the role. Your recruiter can share more details during the hiring process.
Vercel is committed to fostering and empowering an inclusive community within our organization. We do not discriminate based on race, religion, color, gender expression or identity, sexual orientation, national origin, citizenship, age, marital status, veteran status, disability status, or any other characteristic protected by law.
Vercel encourages everyone to apply, even if they do not meet every qualification listed in the job description.
Leads end-to-end analytics engagements, designing and deploying Sigma dashboards and self-service analytics solutions for enterprise clients.
Join phData, a remote-first data and AI consultancy company with employees across the United States, Latin America, and India. We partner with industry leaders, including Snowflake, AWS, Anthropic, Glean, and dbt, to solve the complex data and AI challenges that slow large enterprises.
We’re growing fast, and we give our people real ownership over their work. We hire top performers and trust them to deliver results.
Why phData?
Role Overview
We are looking for a Principal Analytics Consultant who specializes in Sigma to help our customers gain tangible value from their data.
In this role, you will lead end-to-end analytics engagements and build scalable Sigma solutions that help clients realize measurable business value. You will collaborate closely with client stakeholders, internal delivery teams, and account leaders to translate business needs into intuitive, actionable analytics products. You will help shape how clients use Sigma and modern data platforms to drive better decisions, improve analytics adoption, and establish sustainable ways of working with data.
Key Responsibilities
About You
You are a client-focused analytics practitioner who enjoys leading delivery, solving complex data problems, and creating practical, well-designed solutions. You bring strong technical judgment, executive presence, and the ability to move comfortably between business strategy, analytics architecture, hands-on development, and team leadership.
You are comfortable operating in distributed, global teams and partnering with colleagues and clients across time zones.
Required Qualifications
Experience
Technical / Functional Skills
Preferred Qualifications
Preferred qualifications help candidates stand out but are not required for success in this role.
Why phData?
Benefits at phData
US:
phData celebrates diversity and is committed to creating an inclusive environment for all employees. Our approach helps us to build a winning team that represents a variety of backgrounds, perspectives, and abilities. So, regardless of how your diversity expresses itself, you can find a home here at phData. We are proud to be an equal opportunity employer. We prohibit discrimination and harassment of any kind based on race, color, religion, national origin, sex (including pregnancy), sexual orientation, gender identity, gender expression, age, veteran status, genetic information, disability, or other applicable legally protected characteristics. If you would like to request an accommodation due to a disability, please contact us at People Operations.
Leads revenue operations strategy, processes, and systems to optimize billing, forecasting, and financial performance across the organization.
Modern Health
Modern Health is a mental health benefits platform for employers. We are the first global mental health solution to offer employees access to one-on-one, group, and self-serve digital resources for their emotional, professional, social, financial, and physical well-being needs—all within a single platform. Whether someone wants to proactively manage stress or treat depression, Modern Health guides people to the right care at the right time. We empower companies to help all their employees be the best version of themselves, and believe in meeting people wherever they are in their mental health journey.
Modern Health is backed by investors like Kleiner Perkins, Founders Fund, John Doerr, Y Combinator, and Battery Ventures and raised more than $170 million in less than two years, making Modern Health the fastest entirely female-founded company in the U.S. to reach Unicorn status.
More about our culture and what you can expect when you join the team:
Modern Health is a fully remote workforce and a hyper-growth company that is often recognized for its excellence, winning awards such as World’s Most Innovative Companies of 2023 by Fast Company, Top 25 Companies of San Francisco 2023, and 2023 Well-Being Trailblazer Award. To protect our culture and help our team stay connected, we require overlapping hours for everyone. While many roles may function from anywhere in the world—see individual job listing for more—US based team members who live outside the Pacific time zone are expected to work at least six hours between 8 am and 5 pm Pacific time each workday.
We are looking for driven, creative, and passionate individuals to join in our mission. An inclusive and diverse culture are key components of mental well-being in the workplace, and that starts with how we build our own team. If you’re excited about a role, we’d love to hear from you!
The Revenue Operations Lead owns the systems and reporting infrastructure that powers our Go-To-Market organization. This is a senior individual contributor role sitting at the intersection of systems architecture, analytics, and program leadership. Accountable not just for keeping GTM tooling running, but for deciding how it should work.
As the GTM organization scales, this role sets the technical and operational direction for our Sales, CS, and GTM tech stack. Define system standards, prioritizing the RevOps roadmap against business impact, and leading the automation and process work that removes friction from the revenue engine. You will be the person GTM leadership turns to when they need to understand what the data says, what the systems can support, and what it will take to change either one.
Success in this role is measured in business outcomes. Improved retention, faster cycle times, higher data integrity, and operational capacity created for the teams you support.
What You’ll Do:
You will own the design, reliability, and evolution of the systems and reporting that GTM runs on. You’ll set priorities, lead cross-functional programs end to end, and raise the operational bar for the function.
You will:
Who You Are / Requirements:
You are a systems thinker who is comfortable owning outcomes in ambiguous territory. You can move fluidly between architecting a solution, digging into the data behind it, and getting a room of stakeholders aligned on why it matters. You have strong opinions about how revenue systems should work — and the judgment to know when to hold them and when to adapt.
Gainsight Certification - Level 2 ( required baseline)
5+ years in revenue operations, sales operations, business systems, or a closely related function, including meaningful ownership of GTM systems.
Deep hands-on Salesforce expertise (Certified Salesforce admin not required but preferred): strong working knowledge of Salesforce data, building dashboards, reports, workflows, analyses, and operational insights
Adjacent GTM tooling: CS platforms, CPQ, engagement, BI
Builder, not just maintainer: you’ve designed and implemented these systems, not inherited and kept them running
Strong analytical judgment: you can define the right metric, build the analysis, and defend the conclusion to a skeptical audience
A demonstrated ability to move between deep analytics and high-trust, hands-on partnership with Sales stakeholders in a consultative capacity
Experience translating complex data, queries, and system behavior into concise business recommendations and executive-ready presentations
A track record of leading cross-functional programs to completion without formal authority
The ability to set priorities under ambiguity and say no to good work in service of better work
Clear, credible communication with senior stakeholders. You can explain technical constraints in business terms and build alignment across Sales, Customer Success, Finance, Product, and other cross-functional partners
A knack for spotting patterns in tool utilization, codifying best practices, and driving adoption of more effective ways of working
A demonstrated bias toward durable solutions over one-off fixes, and a high standard for the systems you own
 Immigration sponsorship is not available for this position. Applicants must be able to maintain work authorization for the duration of employment without employer sponsorship or employer-provided training plans or attestations (including, for example, the Form I-983 required for STEM OPT).
Benefits:
Fundamentals:
Family Support:
Professional Development:
Financial Wellness:
But wait there’s more…!
Equal Pay for Equal Work Act Information
Please refer to the ranges below to find the starting annual pay range for individuals applying to work remotely from the following locations for this role.
TX, CT, IL, MA, NH, NJ, OR, RI, VT
Compensation for the role will depend on a number of factors, including a candidate’s qualifications, skills, competencies, and experience and may fall outside of the range shown. Ranges are not necessarily indicative of the associated starting pay range in other locations. Full-time employees are also eligible for Modern Health’s equity program and incredible benefits package. See our Careers page for more information.
Depending on the scope of the role, some ranges are indicative of On Target Earnings (OTE) and includes both base pay and commission at 100% achievement of established targets.
Zone 1 Base Pay
$101,500—$119,400 USD
Zone 2 Base Pay
$91,350—$107,460 USD
Zone 3 Base Pay
$91,350—$107,460 USD
Zone 4 Base Pay
$81,200—$95,520 USD
Below, we are asking you to complete identity information for the Equal Employment Opportunity Commission (EEOC). While we are required by law to ask these questions in the format provided by the EEOC, at Modern Health we know that gender is not binary, and we recognize that these categories do not reflect our employees’ full range of identities.
Leads the App Primitives engineering team, manages hiring and team development, owns shared infrastructure strategy and roadmap, and partners with product teams to ensure platform scalability.
At Vanta, our mission is to help businesses earn and prove trust.We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it.
Vanta’s App Primitives team owns the shared building blocks that span data structures to UI: comments, notifications, event logs, feature flags, and task management. We own the general infrastructure; product teams own the logic built on top. Getting this layer right unlocks velocity for every team at Vanta.
As the Engineering Manager, App Primitives at Vanta, you’ll lead the team building the shared product primitives that every Vanta product team depends on, owning the infrastructure layer that makes collaboration, communication, and core workflows possible across the entire platform.
Our Engineering Managers develop and grow high-performing teams that deliver significant value to our customers and enable our business to scale. This role sits at the intersection of technical architecture and team development, with real authority to set direction and grow a world-class platform team.
Visit our Vanta Engineering Blog to learn more about what our team is working on!
What you’ll do as an Engineering Manager at Vanta:
Lead and grow the App Primitives team, owning hiring, team health, delivery, and the development of senior engineers and technical leads
Own the strategy and roadmap for Vanta’s shared product primitives: comments infrastructure, notifications platform, event log, feature flag system (Statsig), and task management
Define and steward the interface model between App Primitives systems and product teams, ensuring product teams can build on top of shared infrastructure quickly and safely, without owning the underlying systems themselves
Partner closely with product engineering leaders across Vanta to surface developer needs, identify friction in shared systems, and prioritize investments that unlock velocity at scale
Set technical direction for a full-stack team working across data models, backend services, and UI primitives, and earn the trust of senior engineers through strong technical judgment
Manage cross-team dependencies and stakeholder expectations across concurrent workstreams, operating with a high degree of autonomy
How to be successful in this role:
5+ years of engineering experience with 2+ years managing engineering teams, including a track record of developing senior engineers and technical leads
Experience leading platform, shared services, or product infrastructure teams — where your team’s output is what other teams build on
Technical fluency across the full stack, with enough depth in backend systems, shared data models, and API design to engage substantively with your team’s technical decisions
Strong cross-functional collaborator: able to partner with product, design, and engineering leaders to define clear ownership boundaries and drive alignment across teams
Track record of hiring senior engineers in a competitive market and building a team culture people want to be part of
Experience managing multi-team dependencies and delivering across concurrent workstreams with limited oversight
Uses AI in day-to-day work to amplify their skills and strengthen their outcomes, applying it across routine workflows, actively building fluency through experimentation, and exercising sound judgment to ensure AI-assisted work meets a high quality bar.
What you can expect as a Vanta’n in Canada:
Industry-competitive salary and equity
100% covered medical, dental, and vision benefits with dependents coverage
Pension contribution
16 weeks fully paid Parental Leave for all new parents
Health & wellness stipend
Remote workspace, internet, and cellphone stipend
Flexible work hours and location
21 days of Vacation Time and 80 hours of Sick Leave
11 company-paid holidays
Virtual team building activities, lunch and learns, and other company-wide events!
Offices in SF, NYC, London, Dublin, Tel Aviv, and Sydney
#LI-remote
At Vanta, we are committed to hiring diverse talent of different backgrounds and as such, it is important to us to provide an inclusive work environment for all. We do not discriminate on the basis of race, gender identity, age, religion, sexual orientation, veteran or disability status, or any other protected class. As an equal opportunity employer, we encourage and welcome people of all backgrounds to apply.
About Vanta
We started in 2018, in the wake of several high-profile data breaches. Online security was only becoming more important, but we knew firsthand how hard it could be for fast-growing companies to invest the time and manpower it takes to build a solid security foundation. Vanta was inspired by a vision to restore trust in internet businesses by enabling companies to improve and prove their security. From our early days automating security monitoring for compliance standards like SOC 2, HIPAA and ISO 27001 to creating the world’s leading Trust Management Platform, our vision remains unchanged.
Now more than ever, making security continuous—not just a point-in-time check— is essential. Thousands of companies rely on Vanta to build, maintain and demonstrate their trust— all in a way that’s real-time and transparent.
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Owns PLG measurement framework and customer analytics systems, defining KPIs and leading investigations to shape product strategy and business outcomes across teams.
Headquarters: Remote
ZoomInfo is where careers accelerate. We move fast, think boldly, and empower you to do the best work of your life. You’ll be surrounded by teammates who care deeply, challenge each other, and celebrate wins. With tools that amplify your impact and a culture that backs your ambition, you won’t just contribute. You’ll make things happen–fast.
We are seeking a Principal Product Analyst to own ZoomInfo's PLG measurement system - the framework that defines how the company evaluates customer adoption, monetization, retention, and growth across its product portfolio.
Â
This is not a traditional reporting or dashboarding role. It is a strategic leadership role responsible for defining how the organization measures PLG success, identifying the behaviors that drive business outcomes, and generating the insights that shape product investments and growth strategy.
Â
The ideal candidate combines strong analytical depth with operational rigor and a builder mentality. They are comfortable operating in ambiguity, leading investigations from scratch, and influencing decisions across Product, Engineering, Go-To-Market, and Leadership teams. They also embrace AI-native ways of working, leveraging automation and emerging technologies to fundamentally improve how analytics is performed and scaled. PLG experience is a plus but not required.Â
Â
Â
Â
Preferred Qualifications
Â
Actual compensation offered will be based on factors such as the candidate’s work location, qualifications, skills, experience and/or training. Your recruiter can share more information about the specific salary range for your desired work location during the hiring process. We want our employees and their families to thrive.
In addition to comprehensive benefits we offer holistic mind, body and lifestyle programs designed for overall well-being. Learn more about ZoomInfo benefits here.
Below is the US base salary for this position. Additional compensation such as Bonus, Commission, Equity and other benefits may also apply.$136,500—$214,500 USDAbout us:Â
ZoomInfo (NASDAQ: GTM) is the Go-To-Market Intelligence Platform that empowers businesses to grow faster with AI-ready insights, trusted data, and advanced automation. Its solutions provide more than 35,000 companies worldwide with a complete view of their customers, making every seller their best seller.
ZoomInfo is committed to protecting your privacy when you apply for jobs with us. Please review our Job Applicant Privacy Notice for more details on how we handle your personal information.
ZoomInfo may use a software-based assessment as part of the recruitment process. More information about this tool, including the results of the most recent bias audit, is available here.
ZoomInfo is proud to be an equal opportunity employer, hiring based on qualifications, merit, and business needs, and does not discriminate based on protected status. We welcome all applicants and are committed to providing equal employment opportunities regardless of sex, race, age, color, national origin, sexual orientation, gender identity, marital status, disability status, religion, protected military or veteran status, medical condition, or any other characteristic protected by applicable law. We also consider qualified candidates with criminal histories in accordance with legal requirements.
For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. ZoomInfo does not administer lie detector tests to applicants in any location.
Leads application security strategy end-to-end, securing multi-tenant systems, APIs, and infrastructure while working hands-on in the codebase to solve complex security challenges at scale.
Headquarters: Remote (North America)
Hightouch is an Agentic Marketing Platform powered by the industry-leading Composable CDP. With complete brand context, customer data, and performance history in one place, every marketer finally has the power to build and ship end-to-end campaigns themselves. Teams move faster, stay on brand, and get AI marketing that actually works.
Founded in 2019 and headquartered in San Francisco, Hightouch enables marketing teams to analyze performance, brainstorm ideas, and generate creative at a speed and quality that wasn't previously possible.
Named a Leader in the 2026 Gartner® Magic Quadrant™ for Customer Data Platforms, Hightouch is trusted by leading enterprises like Domino's, Spotify, Aritzia, Cars.com, Ramp, and PetSmart.
At Hightouch, our mission is to help our customers leverage data and AI to grow their businesses. The team is ambitious, impact-driven, efficient — and we believe humility, kindness, and compassion are essential to our success. If you're energized by velocity, obsessed with raising the bar, and want to build alongside people who care deeply about each other and our customers, we'd love to meet you.
This is our first dedicated security hire, and it's a rare chance to define the function from the ground up. You'll own Hightouch's application security posture end-to-end. We have strong engineering fundamentals and a solid foundation; now you'll shape what security looks like here as we scale from 70 to 140+ engineers.
This is a hands-on, high-autonomy role. You'll spend most of your time in the codebase, not in meetings. You’ll be solving hard problems at the intersection of security and distributed systems:
You'll own your roadmap. We're not looking for someone to run a checklist — we're looking for someone who can look at our architecture, identify the highest-leverage problems, and go fix them.
We are looking for talented, intellectually curious, and motivated individuals who are interested in tackling the problems above. This is a senior role, but we focus on impact and potential for growth more than years of experience. The salary range for this position is $180,000 - $400,000 USD per year, which is location independent in accordance with our remote-first policy. We also offer meaningful equity compensation in the form of ISO options, and offer early exercise and a 10 year post-termination exercise window.
You’ve been an early security hire at a SaaS company before and moved the needle on how they approach security. You can read application code, threat model a distributed system, and ship production fixes. You have significant distributed systems expertise so that you can understand and influence what is being built by the product teams and influence from a place of trust.
Experience that's relevant:
We don't care about certifications. We care about what you've built.
Recruiter Screen [30m] - Introductory mutual fit assessment
Security Architecture Interview [60m] - Threat model discussion of a real-ish system, followed by a systems design exercise
Core interview [90m] - deep dive on distributed systems knowledge
Hiring Manager Interview [60m] - What you've built in the past, how you work
Security Program Interview [60m] with Head of Engineering — How you've run security programs in practice: bug bounty, pentest engagements, working with external researchers, and partnering across engineering to drive adoption.
E-Verify Statement
Hightouch participates in E-Verify. After you join the team, we'll verify your eligibility to work in the U.S. by submitting information from your Form I-9 to the Social Security Administration and, if needed, the Department of Homeland Security. This process happens post-hire only — we never use E-Verify to pre-screen applicants.
E-Verify Notice
E-Verify Notice (Spanish)
Right to Work Notice
Right to Work Notice (Spanish)
To apply: https://weworkremotely.com/remote-jobs/hightouch-application-security-lead
Drives fintech solution adoption and revenue growth with airline partner accounts in the Middle East region.
Leads Office of the CPTO operations, drives strategic initiatives, manages cross-functional dependencies, and ensures execution of 650-person product & technology organization's transformation strategy.
Headquarters: -REMOTE, USA-
For over 20 years, Smartsheet has empowered teams to manage work seamlessly and scale solutions smarter. Now, in our most ambitious chapter yet, we are uniting human teams with AI agents. By orchestrating the work agents do best, automating manual tasks and uncovering insights at scale, we create the space for people to focus on what truly matters: judgment, creativity, and big thinking. That is magic at work, and it’s what we show up for every day.
Smartsheet is seeking a dynamic, operationally focused leader to join our team to lead the Office of the Chief Product and Technology Officer (CPTO). As the right-hand to the CPTO, you will play a key role in running the 650-person team’s operations, driving key initiatives to support our transformation strategy, and forging relationships across Smartsheet to ensure seamless execution and operations.Â
Reporting to the CPTO, this is a high-visibility, high-accountability, and high-velocity role. The successful candidate will use their emotional intelligence and business acumen to inform strategic priorities and collaborate across the organization to accomplish our big, audacious goals. Smartsheet is at a pivotal moment in our history as we transition our value proposition, our GTM operations, and our entire product lineup into the agentic era to solidify our position as the leader in Enterprise. Â
This is a remote eligible position and you may work remotely from anywhere in the US where Smartsheet is a registered employer.
You Will:
Annual Planning and Transformation Operations:
Leadership Team Operations:Â
Communications and Culture:Â
Strategic Cross Functional Initiatives:
You Have:
Current US Perks & Benefits:
Smartsheet provides a competitive base salary range for roles that may be hired in different geographic areas we are licensed to operate our business from. Actual compensation is determined by several factors including, but not limited to, level of professional, educational experience, skills, and specific candidate location. In addition, this role will be eligible for a market competitive incentive opportunity.
US Base Salary Pay Range$223,750—$261,250 USDÂ
Get to Know Us:
At Smartsheet, your ideas are heard, your potential is supported, and your contributions have real impact. You’ll have the freedom to explore, push boundaries, and grow beyond your role. We welcome diverse perspectives and nontraditional paths—because we know that impact comes from individuals who care deeply and challenge thoughtfully. When you’re doing work that stretches you, excites you, and connects you to something bigger, that’s magic at work. Let’s build what’s next, together.
Equal Opportunity Employer:
Smartsheet is an Equal Opportunity (EEO) employer committed to fostering an inclusive environment with the best employees. It is our policy to provide equal employment opportunities to all qualified applicants in accordance with applicable laws in the US, UK, Australia, Germany, Costa Rica, Japan, Bulgaria, India, and Singapore. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.Â
If there are preparations we can make to help ensure you have a comfortable and positive interview experience, please let us know.
Â
#LI-Remote
Lead CRM platform architecture, development, and team management for Microsoft Dynamics 365 implementation across enterprise systems and integrations.
Headquarters: Anguilla
URL: http://sparixglobal.com
Job Title - MSD 365 Customer Relationship Management (CRM) Lead
Experience Required - 10+ Years
Timezone - EST (Approx 6:30 PM IST to start, 8 hours a day)
Work Mode: Remote
While sharing the profile of your resource, share the updated LinkedIn ID's of candidates aligned with the CV and the skill matrix table mentioned below, too
Technology / Skill Area
Candidate Experience (Years)
Self Rating (Out of 10)
1
Overall Years of Experience
2
Relevant Experience
3
Microsoft Dynamics 365 CE / Microsoft CE
/10
4
D365 CE Application Development / Architecture
/10
5
Microsoft Power Platform
/10
6
FastTrack Solution Architect – Business Applications
/10
7
.NET Development
/10
8
JavaScript
/10
9
Python
/10
10
React
/10
11
SSIS
/10
12
SSRS / Reporting Services
/10
13
Azure AI Services / Machine Learning
/10
14
Copilot / AI-driven Chatbots / Virtual Assistants
/10
15
Dynamics 365 Contact Centre
/10
16
Data Migration to Microsoft CRM
/10
17
ERP Integration / SAP ERP
/10
Director oversees revenue cycle management end-to-end for a healthcare company, managing eligibility, claims, denials, and collections across Medicaid and Medicare while leading team building and RCM strategy.
About Pair Team
Pair Team is a public benefit company reimagining care for the safety net. As an AI-enabled medical group for Medicaid and Medicare, we deliver medical, behavioral, and social care by integrating shelters, pantries and other community-based organizations into our whole-person model. As California’s largest complex care provider, we’ve proven our impact to reduce avoidable emergency care, including a 52% and 26% reduction in ER visits and hospitalizations respectively. Once scaled nationally, our approach would save tax payers $150B per year.
With our years of experience and vast data collected, we are now building an AI platform that embeds social work agents across the safety net to truly unify our fragmented healthcare and welfare system. By scaling our country’s frontline medical and social services workforce, we aim to bring high-touch care to everyone.
At Pair Team, we’re not just delivering care—we’re transforming it. We’re building a future where high-touch, community-driven care is accessible to everyone, especially the most underserved.
About the Opportunity
As a Director of Revenue Cycle Management at Pair Team, you will play a critical role in building the RCM function that allows our technology-enabled service to improve healthcare access and outcomes for underserved communities. You will own RCM end to end — from eligibility and authorization through claims, denials, and collections — across Medicaid andMedicare. and other service lines. This is a hands on, build-it-yourself role for someone who can both set RCM strategy and get into the claims data themselves to find and fix collection gaps. You’ll build the team, systems, and processes that let RCM scale alongside a fast-growing, mission-driven company.
This is a fully remote position reporting up to the VP of Finance and BizOps.
What You’ll Do
What You’ll Need
Our Values
Because We Value You
Pair Team is an Equal Opportunity Employer. At Pair Team, we value diversity and strive to provide an inclusive environment for all applicants and employees. All applicants will be considered without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, marital status, age, disability, political affiliation, military service, genetic information, or any other characteristic covered by federal, state, or local law.
Pair Team participates in E-Verify to verify employment eligibility for new hires.
Any offer of employment at Pair Team is conditioned upon passing a pre-employment background check. Following a conditional job offer, candidates will undergo comprehensive employment background checks, including; criminal history, reference checks, and driving records if a role requires vehicle use.
We do not conduct any TA business outside of our @pairteam.com emails. If you’re ever concerned about spam or fraudulent activity, please reach out to recruiting@pairteam.com.
Note: Please be aware that while we sincerely appreciate your interest, due to the high volume of requests, we’re unable to respond to general position inquiries via email. To apply for a position with us, please submit your application for the role you are interested in. Our team regularly reviews applications and will reach out to candidates whose qualifications align with our current openings listed below. Thank you!
Leads data engineering teams to build and operate large-scale data platforms including real-time streaming, ETL, and data warehousing solutions for dental practice management.
Shape what’s next in dental technology.
Join Henry Schein One!
Join a global leader redefining dental practice management and do work that actually matters. At Henry Schein One, we are a team of care catalysts: people who fuel innovation, challenge the status quo, and bring an entrepreneurial mindset to everything we do. Your ideas fuel innovation that enhances patient care and drives real results for practices.
We don’t just talk about impact; we build it! Backed by a trusted reputation, our leaders foster an inclusive and supportive environment where we stay solely focused on our mission, empowering you to think boldly, collaborate creatively, and grow. We have high expectations for performance and delivering results; as part of a winning team, you’ll work hard, challenge the status quo, and bring a growth mindset. Here, your strengths are recognized, your development matters, and your wins celebrated.
As Data Engineering Manager for our Patient Experience and Analytics Solution, you’ll lead technical strategy, drive execution, and represent Data Engineering across the business. This is a hands-on leadership role where you’ll partner with your team to solve complex challenges, review critical implementations, and model engineering best practices.
We’re seeking a leader with experience building and operating large-scale data platforms, including real-time streaming (Kafka), batch ETL, data warehousing, CDC patterns, and high-volume analytical environments.
Our mission-focused teams are empowered to solve meaningful problems, ship continuously, and improve oral care experiences for thousands of dental professionals and patients. Working within a 6-week operating cycle, you’ll help balance innovation, technical excellence, product delivery, and team growth.
This position is remote within the United States with up to 10% travel as needed.
What You Will Do
Technologies and Platforms:
What We Are Looking For
What Will Set You Apart
The posted range for this position is $150,000 - $165,000, which is the expected starting salary range for an employee who is new to the role to fully proficient in the role. Many factors go into determining employee pay within the posted range including prior experience, current skills, location/labor market, internal equity, etc.This position is eligible for a bonus target not reflected in the range.
What You’ll Gain as a #TeamSchein Member
A robust benefits package including health coverage, retirement savings with company match, paid time off, parental leave, wellbeing resources, education support, and MORE!
Henry Schein, Inc. is an Equal Employment Opportunity Employer and does not discriminate against applicants or employees on the basis of race, color, religion, creed, national origin, ancestry, disability that can be reasonably accommodated without undue hardship, sex, sexual orientation, gender identity, age, citizenship, marital or veteran status, or any other legally protected status.
Unfortunately, Henry Schein One is not currently hiring individuals residing in Delaware, Hawaii, North Dakota, Rhode Island, Vermont, Puerto Rico, and other US territories.
Director leads sales operations end-to-end including deal desk, pricing strategy, pipeline infrastructure, and reporting to optimize revenue processes.
Ketch is redefining responsible data use for the AI era. Thousands of brands rely on our software to responsibly collect, control, and activate compliant, clean data across their enterprise ecosystem. The Ketch Data Permissioning Platform simplifies privacy and consent operations, increases revenue from advertising, data, and AI initiatives, and builds trust with customers and partners. Unlike legacy tools that stop at cookie banners, Ketch governs how data is actually used across a company’s entire stack, with no-code setup that gets customers live in weeks, not quarters.
As privacy regulations expand across the globe and AI transforms how companies use data, the demand for what Ketch has built has never been greater. Data privacy sits at the intersection of law, technology, and consumer trust, making it one of the most exciting and fastest-moving fields in software today.
At Ketch, we’re serious about our values of passion, growth, grit, collaboration, and integrity. We’re a 65-person, Series B company backed by top-tier investors, and we’re looking for people who want to do the best work of their careers while shaping how the world handles data responsibly. We’re a rapidly growing, fast-paced, mission-based organization filled with a passionate, close-knit team all operating at the top of their game.
Benefits and Perks
Competitive medical, dental, and vision coverage, with 100% of premiums paid for US-based full-time employees
Unlimited PTO, with employees encouraged to take at least 15 days a year
10 paid company holidays
Paid parental leave
Remote-friendly with flexible scheduling built around core collaboration hours
Commuter benefits for office-based employees
You’ll work hand-in-hand with GTM leadership and the sales team and will partner regularly with Finance, Legal, and Marketing to help optimize the deal cycle. You’ll own Sales Operations end-to-end: the deal desk, pricing strategy and approvals, pipeline and forecast infrastructure, and the reporting and analysis that helps Sales leadership run the business. You will report directly to the VP of Revenue Operations/SMB Sales, and you two will partner closely on the broader revenue operations agenda.
At Ketch, operations sits at the intersection of systems, process, and data: you’ll design systems that minimize manual processes wherever reasonable – building for scale rather than an automation that gets torn out in six months. Those systems capture the data needed to analyze GTM processes, and those analyses drive the next round of process and systems improvements.
AI is changing what a lean operations team can accomplish. Rather than building out separate ops leads, system admins, and pods of analysts, we are looking for one exceptional operator who works with AI to cover that ground: streamlining systems improvements and building AI-powered tools that put data and analysis directly in the hands of Sales leaders.
This is a remote role within the United States.
Deal Desk & Pricing:
Own the deal desk. Structure, review, and shepherd non-standard deals from quote through approval, and be the person Sales calls when a deal does not fit the standard shape. Keep the approval path fast and predictable, and make the standard shape the easy one to sell.
Own pricing strategy and operations: packaging, price books, discount guardrails, approval thresholds, and the quote-to-close mechanics that enforce them. Analyze realized discounting, win rates by price point, and deal shape to recommend pricing changes, and build the case for them with data.
Partner with Finance and Legal on contract terms, order forms, and revenue recognition inputs so the deal desk speeds deals up rather than slowing them down.
Pipeline, Forecast & Reporting:
Own pipeline hygiene, stage definitions, and the forecast cadence. Give Sales leadership a forecast they trust and can defend, and the reporting to see where it is drifting before quarter end.
Build the reporting and self-serve dashboards Sales leaders, managers, and reps use daily: pipeline coverage, conversion by stage and segment, velocity, quota attainment, activity-to-outcome linkage, and territory performance.
Run the analyses that change how Sales operates, not just report the numbers. Segment profitability, ROI on sales investments, ramp and productivity by cohort, win/loss patterns. Construct the business case, and tell the story.
Systems:
Design durable systems, not quick fixes. Do the math: quantify and prioritize business value before investing in automation. Ensure every system captures the data needed to analyze the process it runs. Make responsible, effective use of company assets.
Own the Sales side of the CRM and the surrounding stack (CPQ or quoting, forecasting, sales engagement, and conversation intelligence), including the workflow, data model, and integration work that keeps it clean.
Work with AI tools to accelerate systems design, administration, and integration work that historically required dedicated admins. Build AI-driven analytical tools and self-serve reporting that let Sales leaders answer their own questions. Continuously evaluate where AI can replace manual processes, and where it shouldn’t.
Planning:
7+ years in sales operations, revenue operations, or a comparable analytical GTM role at SaaS companies
3+ years directly supporting a Sales organization, including hands-on deal desk or pricing ownership
Demonstrated track record of designing and implementing sales systems built to scale
Example systems include: Salesforce, HubSpot, CPQ and quoting tools, forecasting platforms, sales engagement and conversation intelligence tooling
Demonstrated experience running analyses that informed pricing, process, or systems changes
Fluency with the numbers that run a sales org: pipeline coverage, conversion, velocity, ASP, discount realization, quota attainment
Demonstrated, hands-on use of AI to multiply your output in systems work, analytics, or tool-building; be prepared to show us what you’ve built
Comfort operating as a senior individual contributor: you are the Sales Ops team, augmented by AI, and you like it that way
Sound judgment under deal pressure: you can hold a pricing line and still be the person reps want in the room
Demonstrated ability to translate operational and systems work into measurable business value
History of success working as part of a virtual global team environment
Exceptional time management and people alignment skills
Bachelor’s degree or equivalent
Able to legally work in the United States
English language fluency (spoken and written)
$160,000 - $200,000 a year
The US Base Salary range for this full-time position is $160,000 – $200,000 + equity + benefits. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.
Information collected and processed as part of any job applications you choose to submit is subject to Ketch’s Applicant Privacy Notice.
Ketch is proud to be an equal opportunity employer. We are committed to building a workforce that is representative of the users we serve, creating a culture of belonging, and providing an equal employment opportunity regardless of race, creed, color, religion, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition (including breastfeeding), expecting or parents-to-be, criminal histories consistent with legal requirements, or any other basis protected by law.
If you have a need that requires accommodation, please let us know by emailing [email protected].
Ketch is a global company and, in order to facilitate efficient collaboration and communication globally, English proficiency is a requirement for all roles unless stated otherwise in the job posting.
To all recruitment agencies: Ketch does not accept agency resumes. Please do not forward resumes to our jobs alias, Ketch employees, or any other organization location. Ketch is not responsible for any fees related to unsolicited resumes.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
