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Leads North American escalation management team, drives systemic improvements to reduce customer escalations, and mentors staff on data-driven operational excellence.
Who we are
At Twilio, we’re shaping the future of communications, all from the comfort of our homes. We deliver innovative solutions to hundreds of thousands of businesses and empower millions of developers worldwide to craft personalized customer experiences.
Our dedication to remote-first work, and strong culture of connection and global inclusion means that no matter your location, you’re part of a vibrant team with diverse experiences making a global impact each day. As we continue to revolutionize how the world interacts, we’re acquiring new skills and experiences that make work feel truly rewarding. Your career at Twilio is in your hands.
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Hiring and how we work
We use Artificial Intelligence (AI) to help make our hiring process efficient. That said, every hiring decision is made by real Twilions!
Also, while we are a remote-first company, you may be asked to report in person on an ad-hoc basis for team gatherings, functional off-sites or customer meetings.
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See yourself at Twilio
Join the team as our next Senior Manager, Escalations!
About the job
As the leader of our North American Global Escalation Management team, you will play a pivotal role in driving Twilio’s mission to deliver an unparalleled customer experience. This is a high-impact opportunity to scale our operations and ensure that both internal stakeholders and our global customer base receive world-class support.
We are seeking a visionary leader who is deeply committed to mentoring and developing talent while championing continuous process improvement. The Senior Manager of Escalation Management is an Influential Operations Leader responsible for the reduction of recurrent escalations by driving systemic change to transform the customer experience at scale. Beyond immediate crisis mitigation, you will act as a structural engineer for the department, utilizing data-driven insights to refine escalation strategies, evolve organizational processes, and influence product stability. As a dedicated people leader, you will mentor your team to elevate their strategic maturity, shifting their focus from tactical troubleshooting to proactive risk assessment and executive-level analytical reporting. You are responsible for transforming a proactive culture of continuous improvement and operational excellence.
Responsibilities
In this role, you’ll:
Qualifications
Twilio values diverse experiences from all kinds of industries, and we encourage everyone who meets the required qualifications to apply. If your career is just starting or hasn’t followed a traditional path, don’t let that stop you from considering Twilio. We are always looking for people who will bring something new to the table!
*Required:
Desired:
Location
This role will be remote,but is not eligible to be hired in CA, CT, NJ, NY, PA, WA.
Travel
We prioritize connection and opportunities to build relationships with our customers and each other. For this role, you may be required to travel occasionally to participate in project or team in-person meetings.
What We Offer
Working at Twilio offers many benefits, including competitive pay, generous time off, ample parental and wellness leave, healthcare, a retirement savings program, and much more. Offerings vary by location.
Compensation
*Please note this role is open to candidates outside of California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Washington D.C., and Washington State. The information below is provided for candidates hired in those locations only.
The estimated pay ranges for this role are as follows:
The successful candidate’s starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
Application deadline information
Applications for this role are intended to be accepted until September 21, but may change based on business needs.
Twilio thinks big. Do you?
We like to solve problems, take initiative, pitch in when needed, and are always up for trying new things. That’s why we seek out colleagues who embody our values — something we call Twilio Magic. Additionally, we empower employees to build positive change in their communities by supporting their volunteering and donation efforts.
So, if you’re ready to unleash your full potential, do your best work, and be the best version of yourself, apply now! If this role isn’t what you’re looking for, please consider other open positions.
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Stay alert to recruitment fraud
We care about your safety. Scammers sometimes impersonate Twilio recruiters through fake job postings, emails, websites, or messages. Please ensure you are engaging with an official @twilio.com email address. We will never ask for payment, gift cards, cryptocurrency, or banking information during the recruiting process. We do not make job offers without a formal interview process or conduct interviews exclusively through text-based messaging apps.
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Twilio is proud to be an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. Additionally, Twilio participates in the E-Verify program in certain locations, as required by law.
Builds and leads a security engineering team, designs the security program, makes technical decisions, and manages hiring while staying hands-on with security implementation.
OUR ORIGIN STORY 🎂
In 2011 SkySlope started as an idea born at the kitchen table of our CEO, with just him and two others. Headquartered in Sacramento, California, we have since grown out of our previous 3 offices and many of our close to 150 employees are spread all across the United States. Those 150 employees support close to 300,000 users across 5,000 offices nationwide and now in Canada as well. Included in that is 8 out of the 15 largest Real Estate Brokerages in the nation.
But, despite being happy with what we’ve achieved we know that as industry leaders in our space there’s a lot of work left to be done. All of the growth and success that has happened is a result of us obsessing over building cutting edge software that makes the Real Estate world a better place. We know this only happens by hiring people who don’t just come up with out of the box ideas but hiring people who actually see those ideas through and bring them to life. As we’ve grown, we’ve been fortunate enough to hire plenty of people who possess that quality and realize it’s equally important to hire people who can pair that skill with empathy, collaboration, and a keen sense of urgency. If you’re looking to join a company where you can have real impact and surround yourself with an incredible team of people then look no further.
SKYSLOPE’S CORE VALUES 💪🏻
These are the principles that helped us get to where we are and they are the principles that will guide us to where we want to go in the future. You can apply them to your professional life, your personal life, to any business and any situation. In no specific hierarchy, our core values are:
Awareness | Execution | Obsession | Ownership | Humility | Radical Candor | Urgency | Greatness | Inches I Fun
Learn more about our core values from our CEO, Tyler Smith here!
Purpose: The purpose of the Security Engineering Manager is to build and lead SkySlope’s dedicated security engineering team in pursuit of making life better for every real estate agent, broker and service provider. This is a player-coach role: they will design the security engineering program, own its execution, hire and grow the team that delivers it, and stay hands-on in the technical work throughout. SkySlope is making a significant, sustained investment in security engineering, and this role is the foundation of that investment.
Why This Role: This is a genuine greenfield leadership opportunity. You are not inheriting someone else’s program, tooling decisions, or org chart. You will design the program, pick the tools, hire the team, and set the standards, with direct executive sponsorship and a Director of Engineering who currently leads the security function and is invested in your success. SkySlope is also an aggressively pro-AI engineering organization: we treat AI as a security force multiplier for review, triage, and detection engineering, operating within guardrails you will help define. If you want to build a modern security program from first principles, with AI in the toolbox rather than on the threat slide, this is that role.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Responsible for designing and executing SkySlope’s security engineering program.
Own the security roadmap across its major domains: identity and credential standards (short-lived, machine-identity-based credentials and OIDC federation), least-privilege authorization, secrets management, managed-device standards, attack-surface governance, secure SDLC (commit signing and org-wide SAST, dependency and secret scanning), centralized logging and detection, vulnerability disclosure, and AI governance.
Sequence and prioritize the program pragmatically, targeting the highest risk reduction per unit of engineering effort first.
Own the security-debt register: maintain security work as a visible, prioritized engineering backlog rather than an audit artifact.
Own security tooling and vendor decisions, including evaluation, selection, and build-vs-buy judgment.
Deliver clear, honest executive reporting on program status, risk posture, and progress.
Responsible for hands-on technical leadership (player-coach).
Lead and participate directly in architecture and design reviews for security-relevant work.
Contribute hands-on where it matters most: proofs of concept, detection logic, automation, and reviews.
Set and uphold the technical bar for security engineering work across the team.
Responsible for hiring and growing the security team.
Hire security engineers across levels and build an effective, collaborative team.
Coach and mentor each direct report through personal and performance management, including growing an early-career engineer into a strong contributor.
Build a team culture where security work is engineering work: shipped, measured, and iterated.
Responsible for partnering across the organization.
Work with DevOps, IT, and product engineering teams to embed security standards into how work already gets done — paved roads over gates.
Communicate early and often, building trust between security and the rest of engineering.
Ensure security guidance is concrete and actionable, not theoretical.
Responsible for making AI a security force multiplier.
Apply AI tooling to security review, triage, and detection engineering, and define the guardrails under which it operates.
Shape SkySlope’s AI governance standards in partnership with engineering leadership.
Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
Security program milestones defined, communicated, and delivered
Security-debt register established and demonstrably burning down
Team hired, retained, and growing (manager and peer observations)
Quality and clarity of executive reporting
Strong senior/staff-level individual contributor background in security engineering, infrastructure engineering, or platform engineering; you have personally built the kinds of systems you will now lead
Demonstrated ability to design and drive a security program or comparable cross-cutting technical initiative from ambiguity to delivery
Working depth in modern cloud security practice: cloud IAM, credential federation, secrets management, secure SDLC, and detection/logging (we run multi-cloud: primarily AWS, a growing GCP footprint, and a small amount of Azure; depth in one cloud and fluency across the rest is fine)
Strong coaching and mentoring skills, with a track record of growing engineers, including those early in their careers
Sound judgment on tooling and vendor decisions, including knowing when to build and when to buy
Clear, direct communicator with executives and with engineers, in writing and in person
Enthusiasm for using AI as a working tool in security engineering; we want practitioners who are energized by this, not skeptical of it
Pragmatism: bias toward risk reduction that ships over frameworks that impress
We care about demonstrated ability, not certifications or credentials. If you’ve built and led this kind of work, we want to talk to you regardless of which letters follow your name.
This position has 2-4 direct reports, including security engineers at multiple levels.
$180,000 - $200,000 a year
Medical Insurance – Company pays flat dollar amount towards premium
There are 3 plan options
Our Medical Insurance plans are provided through United Healthcare
The United Healthcare HMO is only offered to California residents
Eligibility begins 1st of the month following date of hire
Per Paycheck (24 pay periods a year)
Employee costs per tier are as follows:
UHC HDHP/HSA
Employee Only $58.92
Employee + Child $147.30
Employee + Spouse $175.78
Employee + Family $259.24
UHC PPO
Employee Only $104.10
Employee + Child $244.63
Employee + Spouse $289.91
Employee + Family $422.63
UHC HMO (CA residents only)
Employee Only $84.56
Employee + Child $198.71
Employee + Spouse $235.49
Employee + Family $343.29
Dental Insurance – Company pays 75% of monthly premium only on Base Plan
This PPO plan is administered through Principal
Eligibility begins 1st of the month following date of hire
Principal Dental Base Plan
Employee Only $4.19
Employee + Child $11.73
Employee + Spouse $8.50
Employee + Family $17.20
Principal Dental Buy-Up Plan
Employee Only $6.65
Employee + Child $19.53
Employee + Spouse $13.51
Employee + Family $28.35
Vision Insurance – Company pays 100% of monthly premium
This plan is administered through Principal (VSP choice network)
Eligibility begins 1st of the month following date of hire
Basic Life and AD&D Insurance (with additional Voluntary Plans available) – Company paid plan with a guarantee issue amount of $25,000.
Plan is administered through Principal
Eligibility begins 1st of the month following date of hire
Pricing varies for additional coverage, based upon age, coverage and dependent classification
Voluntary Short & Long Term Disability Insurance Plans – Optional plans to help protect your financial well-being.
Plan is administered through Principal
Eligibility begins 1st of the month following date of hire
Pricing varies, based upon age
Voluntary Accident insurance- Optional plans available to purchase that pays you a cash benefit to help with your expenses if you or a covered family member is injured due to an accident.
Employee Only $4.39
Employee + Spouse $6.73
Employee + Child(ren) $7.49
Employee + Family $11.50
Voluntary Hospital Indemnity- Optional plans available to purchase that pays you a cash benefit to help with your expenses if you or a covered family member is admitted to the hospital
Employee Only $6.85
Employee + Spouse $17.43
Employee + Child(ren) $11.41
Employee + Family $22.84
Voluntary Critical Illness- Optional plans available to purchase to help with your expenses if you or a covered family member is diagnosed with a covered critical illness.
Pricing varies, based upon age
Flexible Spending Account – A tax savings account you put money into that you use to pay for certain out-of-pocket health care and dependent care costs.
Plan is administered through Discovery Benefits
Eligibility begins 1st of the month following date of hire, if you sign up by the 25th of the month
Health Savings Account (HSA)– A tax savings account for employees enrolled in a High Deductible Health Plan. You can put money into this account to pay for certain out-of-pocket health care costs
Plan is administered through Discovery Benefits
Eligibility begins 1st of the month following date of hire, if you sign up by the 25th of the month
Must be enrolled in the UHC HDHP/HSA medical plan with SkySlope to be eligible
SkySlope contributes $300 to an individual HSA and $600 to a family HSA
401(k) Plan – Company will match $0.50 on each $1.00 contributed up to the first 6% of eligible earnings
Plan is administered through Principal
Eligibility begins first pay date after 90 days of employment
Auto-enrollment after eligibility at 3% of gross annual earnings
Defer between 1% and 40% of eligible contribution
Employee Stock Purchase Plan - Company match equal to 33.3333% of dollars contributed to the plan, based upon the average purchase price for the quarter.
Plan administered through Fidelity
Eligibility begins first pay date after 90 days of employment
May contribute after-tax dollars from 3% to 15% of base earnings
Paid Time Off (PTO) – Company provides 120 hours (equivalent of 15 days) of PTO for new hires
PTO accrual begins after 90 days of employment
16 Paid Holidays
11 observed, 5 floating (used for personal holidays)
List of observed holidays published annually
Eligibility begins on your first day of employment
Bereavement Leave – Company will provide you with the following off to grieve the loss of a loved one.
5 paid days of leave for an immediate family member. This is a spouse, child, parent, grandparent.
1 paid day of leave for a close non-family member.
Discounts through Fidelity - Purchasing discounts for wireless, car rentals, hotels and more…
Pet Insurance through Nationwide- 50%, 70% reimbursement plans available through Nationwide with options for wellness. SkySlope contributes $20 a month, per pet, up to 2 pets towards the cost of the plan
Paid Parental Leave - All full-time regular employees are eligible for SkySlope’s Paid Parental Leave program, which provides employees with up to six (6) weeks of pay following the birth or placement of a new child. Paid Parental Leave must be taken within the first 6 months of the birth or placement of a new child. Employees will be paid at their regular rate of pay based upon their normal work schedule, up to a maximum of forty (40) hours per week.
Dayforce Wallet- All full-time regular employees will have access to sign up for Dayforce Wallet. Dayforce Wallet is a program provided by our payroll provider that allows employees to access their pay on-demand as soon as it is earned, without waiting for their standard payday.
Waldorf University discounts and perks- 10% off tuition for employees and their families, free text books, and scholarship opportunities available
Child Literacy Assistance Program discount- Discounted annual membership to Luminous Minds, an online resource center created to help with child literacy struggles. $85 for 1 year membership as a SkySlope Employee.
$1,000 Employee Referral bonuses- SkySlope will give every referrer $1,000 (post-tax) after a referee passes their 90 day mark.
In addition to the above you also receive other perks like our Annual Employee Appreciation Day and additional internal company events.
SkySlope, is an Equal Opportunity employer. All qualified applicants will receive
consideration for employment without regard to race, color, religion, sex, age, disability, protected veteran status,
national origin, sexual orientation, gender identity or expression (including transgender status), genetic
information or any other characteristic protected by applicable law.
We sincerely thank you for taking the time to review our open positions and hope you’ll take the time to submit a concise and thoughtful application.
Still thinking about applying? Waiting to hear back from us? Check out our social media in the meantime!
SkySlope | Facebook | Instagram | YouTube | LinkedIn | Twitter
Your privacy is important to us. Learn more about what data is collected and how we use it here.
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.
Lead business development for Italy by identifying and closing large strategic contracts with transport authorities and operators, managing the full sales cycle from prospect to award.
About Us_
// At Masabi, we’re driving the fare payment revolution, powering the journeys of millions all over the world. We build fare collection platforms that allow riders to seamlessly buy and present tickets for public transport either on their mobile phones, from a ticket machine, or even by tapping their bank card to travel.
Our Justride platform is used in over 250 locations globally, including some of the largest cities in the world. With our industry-first mobile ticketing SDK, we’ve partnered with large players in the transport space, including Uber, Moovit and Transit.
Your own journey is important to us too. Choosing a role here means joining a network of innovators from all walks of life; a group of passionate individuals who consistently deliver. Here, you’ll find the tools you need to build the career you want. Whether you’re taking the direct route or trying a new path, we’ll support you no matter what.
The Role_
// Masabi is growing its presence across Italy, and we’re looking for an experienced Business Development Director who can lead that growth: identifying and pursuing large, strategic contracts with Italian transport authorities and operators and closing the deals that matter.
You’ll own large Italian contracts from pursuit through to award, setting bid strategy and guiding authorities through their procurement journey, then keeping a hand on the transition into delivery so nothing is lost in the handover.
Your stakeholders will be some of the most important transport decision-makers in Italy. Supported by our EMEA team and part of a company with proven market presence, you’ll be the person Italian partners come to know and trust.
Location_
// This is a fully remote role, but we’re looking for someone based in Rome or within easy travel distance. In-country presence and face-to-face time with stakeholders matter for this work.
Responsibilities_
Business Development
Build and grow a pipeline of large-value, multi-year opportunities with Italian authorities and operators, including tenders and framework agreements
Guide authorities through their procurement journey from first conversation to award
Build senior relationships with decision-makers across authorities and operators, and represent Masabi at industry events and forums
Shape our go-to-market approach for Italy with EMEA and marketing teams, keeping pipeline data current
Bid Management
Set bid strategy and win themes for Italian opportunities, shaping how we position ourselves at each stage
Coordinate input from bids, solutions, product, delivery, legal and finance to build compelling, compliant submissions on time
Write and localise bid content for Italian public procurement requirements where needed
Shape pricing, contract terms and risk on large bids with Legal and Finance
Project Management
Move opportunities through due diligence, technical workshops and POCs
Assess commercial and delivery risk, and flag issues early
Hand won contracts to delivery with clear scope, timelines and commitments
Keep colleagues informed on opportunity and post-award milestone status
About You_
A career selling complex technology or SaaS into public transport (fare collection, ticketing, ITS or similar)
Italian public procurement as familiar ground: how authorities buy, how tenders work, how to build understanding before procurement
A track record of closing large, complex contracts, not just building pipeline
Comfortable setting bid strategy and writing responses when needed
Multiple concurrent workstreams feel manageable, nothing slips quietly
Consultative and credible with senior public-sector stakeholders and C-suite
Works well independently with distributed support, comfortable with ambiguity in complex, multi-stakeholder environments
Comfortable advocating for customer needs across internal teams and building consensus when priorities compete
Fluent Italian and English, other languages a bonus
Based in or near Rome, or able to get there easily, because in-country presence and face-to-face time with stakeholders matter for this work
// AI is becoming part of how we work at Masabi. You don’t need professional experience using AI tools, but we’d expect you’ve experimented with them and are curious about how they can help you learn, solve problems, and work more effectively.
Careers at Masabi are for people going places - driven by a mission to make transit fair and accessible for all.
// We are a network of innovators from all walks of life, passionate about making a difference. At Masabi, we operate with openness and trust, creating an environment where everyone feels empowered to bring their whole, authentic selves to work.
Whoever you are, just be yourself.// We welcome applications from underrepresented groups, including disabled and neurodivergent people, and can make adjustments at any stage of the process. You’re also welcome to share your pronouns whenever you feel comfortable. Together, we simplify journeys, remove barriers, and improve daily life for millions.
Why Join Masabi?
Driven by Purpose – We believe in journeys made simple. The work isn’t always easy, but the best things never are.
Encouraged to Accelerate – Masabi is going places and our people are in the driving seat. Whether you’re taking the direct route or exploring new paths, we support your journey.
Advancing with Empathy – We put people first and foster a culture of learning, not blame. No matter your cargo, we share the load.
We’re already powering journeys - are you ready to join us?
Careers at Masabi are for people going places - driven by a mission to make transit fair and accessible for all.
// We are a network of innovators from all walks of life, passionate about making a difference. At Masabi, we operate with openness and trust, creating an environment where everyone feels empowered to bring their whole, authentic selves to work.
Whoever you are, just be yourself.
// We welcome applications from underrepresented groups, including disabled and neurodivergent people, and can make adjustments at any stage of the process. You’re also welcome to share your pronouns whenever you feel comfortable. Together, we simplify journeys, remove barriers, and improve daily life for millions.
Why Join Masabi?
Driven by Purpose – We believe in journeys made simple. The work isn’t always easy, but the best things never are.
Encouraged to Accelerate – Masabi is going places and our people are in the driving seat. Whether you’re taking the direct route or exploring new paths, we support your journey.
Advancing with Empathy – We put people first and foster a culture of learning, not blame. No matter your cargo, we share the load.
We’re already powering journeys - are you ready to join us?
Provides technical support and expertise to healthcare customers, manages escalations, oversees configuration changes, and drives product adoption.
PerfectServe is a leading provider of clinical communication and physician scheduling solutions in the health IT space. The company was founded in 1997 and has grown steadily since then, with a notable jump after several major acquisitions were announced in 2019. PerfectServe now has 400+ employees, 30,000+ customers — spanning medical practices, hospitals, and health systems — and $100 million+ in annual revenue.
PerfectServe’s mission is to accelerate speed to care by optimizing provider schedules and routing communications — including messages, pages, calls, and alerts — to the right place at the right time in any care setting. By facilitating real-time information sharing, building better schedules, and automating important clinical workflows, we believe we can help our customers advance patient care and improve the well-being of their clinicians.
Leading analyst firms like Gartner® and KLAS Research have consistently validated our approach:
At PerfectServe, you’ll have a unique opportunity to join a collaborative team with decades of experience that finds new ways to delight our customers every day. This involves consistent efforts to stay on the cutting edge of product development, which includes everything from implementing AI in new and existing solutions to brainstorming with customers about novel workflows. But you don’t have to be in product to make in impact — everybody at PerfectServe contributes to important work that moves the business forward.
If you’re looking for a well-established, tech-forward company full of smart people doing meaningful work, you’ve found the right place!
The Technical Lead supports a portfolio of customers and provides technical expertise to account teams and clients, driving optimization, adoption, and ensuring service excellence. This role delivers tactical day-to-day support, manages escalated issues, and oversees complex configuration changes for all business segments.
What You Will Do
• Provide tactical day-to-day technical support to operational contacts.
• Understand clinical workflows and apply PerfectServe solutions to improve them.
• Partner with customer contacts to enhance adoption, train on self-administration best practices, and optimize account configurations.
• Utilize Zendesk to ensure accurate and timely resolution of service requests in collaboration with the Support Center.
• Manage, resolve and document complex and escalated requests and configuration changes.
• Prepare and analyze reports for business reviews, utilizing custom reporting and analytics tools.
• Contribute to product, process, and best practice documentation.
• Provide tier-three technical support and collaborate on product feedback and enhancement requests.
• Investigate and thoroughly document reported technical client concerns
What You Will Bring
• Strong technical expertise and ability to apply PerfectServe solutions in complex environments.
• Ability to manage multiple tasks and resolve technical issues under pressure.
• Excellent relationship-building, written, and verbal communication skills.
• Exceptional customer service mindset with a commitment to exceeding expectations.
• Adaptability, strong work ethic, and motivation to grow professionally.
Essential Qualifications
• Bachelor’s degree or equivalent experience.
• 1+ years experience with PerfectServe implementation or support preferred.
• 2+ years experience supporting SaaS customers or troubleshooting technical workflows.
• Healthcare or clinical workflow experience preferred.
• Proficiency in reporting tools (e.g., Looker) is a plus.
• Ability to travel occasionally (less than 10%).
Why Join PerfectServe?
At PerfectServe, we are transforming healthcare communication and collaboration to help clinicians deliver better care. You’ll work with a dedicated and mission-driven team in an environment that values growth, transparency, and innovation.
We offer a salary range of $50,000 - $55,000 USD per year, with compensation tailored to your background, strengths, and potential to grow within the team. The salary range listed for this role reflects our commitment to pay transparency and is based on market data, internal equity, and the scope of responsibilities. compensation will be determined by a combination of factors, including the candidate’s experience, skills, and the specific team or product area they support.We regularly review compensation across the company to ensure fairness and consistency. If you are a current employee and have questions about how your compensation aligns with our ranges, we encourage you to speak with your manager or People Operations.
PerfectServe offers unified healthcare communication solutions to help physicians, nurses, and care team members provide exceptional patient care. PerfectServe’s cloud-based solutions enhance patient safety and reduce provider burnout by automating workflows, speeding time to treatment, optimizing shift schedules, empowering nurse mobility, and engaging patients in their own care.
Leads conversion rate optimization strategy and experimentation programs across a multi-brand portfolio, collaborating with marketing, product, design, and analytics teams to drive revenue growth.
IMPACT BRANDS is a leading contributor to the health and wellness industry. With a journey from 5 to over 350 colleagues, and the expansion to a diverse family of 7+ brands (PureHealth Research, Nation Health MD, Pureance, Trumeta, PetMade, VitalPeak, Nature’s Blast). We are dedicated to helping improve the lives of people all over the world.
At IMPACT BRANDS, we embrace remote work culture and cherish open-mindedness, high energy, and adaptability qualities that are essential in our dynamic environment. We prioritize the growth of every team member, regardless of their location, offering advancement from intern to leadership roles.
IMPACT BRANDS has already positively impacted the lives of 3 million people worldwide. Join us as a Head of Conversion Rate Optimization (CRO) (REMOTE) and let’s impact billions together!
We’re now looking for an experienced Head of Conversion Rate Optimization (CRO) to lead our experimentation and conversion strategy across our portfolio of brands. This is a high-impact role for someone who combines strong analytical thinking with commercial awareness and knows how to turn customer behavior, data, and experimentation into measurable revenue growth.
As Head of CRO, you will own the CRO strategy and experimentation program across IMPACT BRANDS.
You will identify the biggest opportunities across our customer journey, build a structured experimentation roadmap, and work closely with marketing, product, design, development, analytics, and brand teams to turn insights into measurable business results.
Our Treats:
Remote work. We are a fully remote organization, allowing you to work from any location.
Home office budget. A home office allowance and the possibility to choose between a MacBook or a Windows-based workstation.
Health and wellness budget. We value your well-being - investment in your health is not just encouraged but actively supported.
More free time. Enjoy 25+ Working Days of Holidays to recharge and relax from work.
Volunteering. Embrace the opportunity to dedicate 2 paid days each year towards personal growth and community impact.
Personal development opportunities. Improve yourself through training online.
Professional growth. Exceptional performance is recognized and rewarded, offering opportunities for career advancement based on your contributions to our success.
Achievement Bonus. We celebrate our company’s successes by offering an annual bonus.
Our company products. Get exclusive access to our health and wellness products.
Flatwork culture. The chance to influence the company right from the start.
Team spirit. Enjoy regular team-building activities and engaging online events.
And much more! From a Welcome Package to other amazing perks – we’re always thinking of ways to show our appreciation for every team member. Whether it’s fun surprises or practical benefits, you’ll always feel valued.
Bits of your job:
Lead the CRO function and define the CRO strategy, priorities, KPIs, and experimentation roadmap across our portfolio of brands.
Own the end-to-end experimentation process: research, hypothesis generation, prioritization, test design, execution, analysis, and implementation of winning experiments.
Identify high-impact opportunities across landing pages, product pages, checkout, upsells, cross-sells, and post-purchase experiences.
Improve key commercial metrics including conversion rate, revenue per visitor, average order value, upsell performance, and overall funnel efficiency.
Use quantitative and qualitative data to understand customer behavior, identify friction points, and uncover growth opportunities.
Build a systematic experimentation culture focused on learning and sustainable business impact rather than simply increasing the number of tests.
Develop CRO reporting and measurement frameworks that clearly communicate experiment results, insights, and commercial impact.
Partner with marketing, creative, product, development, analytics, and brand teams to execute optimization initiatives.
Build and develop the CRO team, processes, and capabilities as the company continues to scale.
Present CRO performance, insights, and strategic recommendations to CMO.
Key requirements:
Strong hands-on experience in CRO, experimentation, growth, e-commerce, or a closely related field.
Proven experience building and managing experimentation programs that generated measurable business impact.
Strong understanding of A/B testing methodology, experiment design, statistical significance, and test interpretation.
Deep understanding of e-commerce funnels and customer behavior.
Strong analytical skills and the ability to translate complex data into clear commercial decisions.
Strong experience with data analytics and key metrics.
Ability to prioritize opportunities based on expected impact, evidence, effort, and business objectives.
Strong stakeholder management and cross-functional collaboration skills.
Commercial mindset with a strong understanding of how CRO influences revenue, profitability, AOV, and customer value.
Experience leading, mentoring, or developing CRO professionals.
Excellent communication skills and the ability to influence senior stakeholders.
Compensation: 3500-4000 €/mon. net
Keep in mind that we are open to discussing a different compensation based on your skills and competencies.
Leads and mentors Accounts Receivable and Chargeback teams, managing operations, KPIs, and team performance in a payments function.
IMPACT BRANDS is a leading contributor to the health and wellness industry. With a journey from 5 to over 400 colleagues, and the expansion to a diverse family of 7+ brands (PureHealth Research, Nation Health MD, Pureance, Trumeta, PetMade, VitalPeak, Nature’s Blast). We are dedicated to helping improve the lives of people all over the world.
At IMPACT BRANDS, we embrace remote work culture and cherish open-mindedness, high energy, and adaptability qualities that are essential in our dynamic environment. We prioritize the growth of every team member, regardless of their location, offering advancement from intern to leadership roles.
IMPACT BRANDS has already positively impacted the lives of 3 million people worldwide. Join us as a remote Payments Team Leadand let’s impact billions together!
Our Treats:
Remote work. Whether it’s your home office, a cozy cafe, or a scenic spot across the globe, you have the autonomy to choose your workspace.
Home office budget. A home office allowance and the possibility to choose between a MacBook or a Windows-based workstation.
Health and wellness budget. We value your well-being - investment in your health is not just encouraged but actively supported.
More free time. Enjoy 25+ Working Days of Holidays to recharge and relax from work.
Volunteering. Embrace the opportunity to dedicate 2 paid days each year towards personal growth and community impact.
Personal development opportunities. Improve yourself through training online.
Professional growth. Exceptional performance is recognized and rewarded, offering opportunities for career advancement based on your contributions to our success.
Achievement Bonus. We celebrate our company’s successes by offering an annual bonus.
Our company products. Get exclusive access to our health and wellness products.
Flatwork culture. The chance to influence the company right from the start.
Team spirit. Enjoy regular team-building activities and engaging online events.
And much more! From a Welcome Package to other amazing perks – we’re always thinking of ways to show our appreciation for every team member. Whether it’s fun surprises or practical benefits, you’ll always feel valued.
Bits of your job:
Lead & Mentor Payments Team: Oversee both the Accounts Receivable and Chargeback teams, providing training, guidance, and performance management to ensure all KPIs are met. Foster a collaborative and high-performing environment.
Operations Management: Manage daily operations for both Chargeback and Accounts Receivable teams. This includes ensuring efficient chargeback case processing from initiation to resolution, actively supporting specialists to achieve the highest win rate, and overseeing timely, accurate payment processing for AR while helping the team reprocess as many leads as possible.
Data & Reporting: Analyze chargeback and accounts receivable trends, providing insights to management and identifying areas for process improvement. Develop and present regular reports on team performance.
Compliance: Ensure all payment handling, including chargebacks and accounts receivable processes, adheres to payment processor regulations, industry standards, and internal policies.
Escalation & Risk Management: Handle complex chargeback cases and accounts receivable issues, working with other teams to address root causes and mitigate financial risks.
Process Improvement: Continuously evaluate and improve existing processes within both the Accounts Receivable and Chargeback functions to enhance efficiency and accuracy.
And other tasks.
Key Expectations:
Experience in banking, fintech, payment processing, or e-commerce payments, including exposure to chargebacks/disputes and/or Accounts Receivable.
At least 1–2 years of experience leading or supervising a team, with responsibility for performance, KPIs, coaching, and development.
Strong analytical and problem-solving skills, with the ability to analyze data, identify trends, and implement process improvements.
Strong organizational and prioritization skills, with the ability to manage multiple operational responsibilities in a fast-paced environment.
Excellent communication and stakeholder management skills, with a collaborative and proactive approach.
Fluency in Lithuanian and English, both written and spoken.
Salary: from2,000 €/mon. net
Keep in mind that we are open to discussing a different salary based on your skills and competencies.
Leads financial strategy, planning, and operations for a global impact intelligence platform as a senior finance manager or director.
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.
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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.
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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
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Preferred Qualifications
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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.
