Headquarters: Austria, Linz URL: https://otterly.ai/ Role Overview: We're looking for an experienced New Business Development Representative who knows how to create opportunities, not just wait for them.  This is a senior outbound role focused on building high-quality pipelines for our Account Executive team, whom you will work with closely on a daily basis.. You'll identify target accounts, engage decision-makers through multi-channel outreach, qualify opportunities, and book meetings with companies that have meaningful revenue potential. You'll have the autonomy and freedom to test messaging, refine outbound strategies, and help shape how OtterlyAI goes to market. We care about quality over quantity—you'll focus on opening doors where OtterlyAI can create meaningful business impact, not simply hitting activity metrics. Main Responsibilities: 1. Outbound Pipeline Generation: Build and manage outbound campaigns targeting marketing leaders, SEO teams, digital agencies, and enterprise organizations using LinkedIn, email, phone, and other creative outreach channels.2. Account-Based Prospecting: Research and prioritize high-value accounts, identify key stakeholders, and develop personalized outreach that cuts through the noise.3. Multi-Channel Outreach: Execute thoughtful cold and warm outreach across LinkedIn,email, calling, and other channels to consistently generate qualified meetings.4. Opportunity Qualification: Understand prospect pain points, qualify opportunities, and ensure every meeting handed to an Account Executive has a strong likelihood of progressing.5. Pipeline Development: Own your pipeline targets by generating qualified opportunities that contribute directly to company growth and revenue.6. Market Intelligence: Continuously gather insights from prospects, competitors, and the AI search landscape to improve messaging and identify new opportunities.7. Process Improvement: Help optimize outbound playbooks, messaging, sequencing, and targeting as we continue to scale our sales motion. Main Requirements: Must Have: 4+ years of outbound BDR/SDR experience in B2B SaaS ( MarTech, SEO, AI or Digital Marketing Solutions) Proven track record of consistently exceeding outbound meeting or pipeline targets Experience prospecting into mid-market and enterprise organizations Strong LinkedIn, email, and cold-calling skills Experience using tools: HubSpot, LinkedIn Sales Navigator, Apollo, Clay, or similar outbound tools Fluent English (C1+) Self-starter who enjoys ownership in a fast-growing remote scale-up Available to collaborate across EU and US time zones. Nice to have: Familiarity with Account-Based Sales (ABS) or Account-Based Marketing (ABM) Additional European languages Experience building outbound campaigns from scratch. What OtterlyAI Offers: €4,000/month base (B2B contractor arrangement) Uncapped commission based on qualified pipeline and closed business Remote-first - work from anywhere in Europe Flexible schedule with overlap across Europe and US timezones Direct collaboration with founders and sales leadership Opportunity to help define and scale OtterlyAI's outbound motion Recruitment Process: CV and brief selection: When submitting your CV, please also include a short note of 3 - 4 paragraphs covering: Your most successful outbound campaign The most creative way you've booked a difficult prospect One insight about the future of AI search or SEO Video Call: If your CV and brief note aligns with our requirements, HR invites you for an initial video call. Interview with the CRO: A deeper discussion about your experience, sales methodology, and previous achievements. Challenge: Create an outreach strategy to high-tier leads for OtterlyAI prospects.  Final Interview: Meet the founders and discuss how you would help OtterlyAI scale.  Offer: If all goes well, we'll share an offer, and you can start your journey with Otterly.ai   To apply: https://weworkremotely.com/remote-jobs/otterly-ai-senior-business-development-representative-1

Headquarters: Remote URL: http://onthegosystems.com About OTGS At OnTheGoSystems, we build products used by hundreds of thousands of websites worldwide. We're a fully remote, international team that values ownership, curiosity, and high engineering standards. We use AI every day to solve real problems and build software that makes a difference. About the role We're looking for a developer who can do impressive work end-to-end – from idea to shipped, working software – using AI as a system, not as a chat window. You take full ownership of the software you build. You design AI workflows and validation checks, ensure quality, monitor how your software performs in production, and continuously improve both the product and the way AI helps you build it. It would be great if you have Experience with Ruby on Rails or other back-end languages and frameworks. Profound SQL experience – comfortable designing schemas and writing complex queries. A habit of testing your own work and genuine care about the quality of what you ship. Real, hands-on experience using AI as a system to do end-to-end work, with something impressive to show for it. If you're ready to make great contributions and do work you're proud of, we'd love to hear from you. Apply today! To apply: https://weworkremotely.com/remote-jobs/onthegosystems-ai-native-software-developer

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-2

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-1

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Headquarters: UK URL: https://zapiet.com/ Location: Remote, with a preference for candidates based in the UKSalary: £40,000–£50,000 per year, depending on experienceBonus: Performance-related bonusReporting to: Chief Marketing Officer and Chief Executive Officer This is a remote role, and we welcome applications from suitably qualified candidates in other locations. However, candidates based in the UK are preferred due to working hours and the need to collaborate closely with Zapiet’s leadership team. About Zapiet Zapiet helps Shopify merchants offer exceptional pickup, delivery and shipping experiences. Our products are used by more than 10,000 merchants around the world, from independent businesses to some of the world’s best-known brands. We are a remote, bootstrapped SaaS company with ambitious plans for the next stage of our growth. We are looking for a commercially focused Head of Marketing to help more merchants discover, adopt and succeed with Zapiet’s products. The role As Head of Marketing, your primary responsibility will be to increase revenue by driving awareness, adoption and continued use of Zapiet’s products. You will turn our wider company and marketing strategy into focused campaigns that generate measurable results. You will own the marketing funnel, from discovery and acquisition through to activation, expansion and retention. You will also manage and grow a team of internal and external specialists across email marketing, SEO, answer engine optimisation, content, communications and other marketing disciplines. This is a hands-on leadership role. You should be comfortable setting strategy, managing specialists, analysing performance and stepping in to help execute when needed. You will work closely with our CMO, CEO, product, sales, partnerships and customer support teams. Your responsibilities Increase product adoption and revenue Develop and deliver marketing plans that increase installations, product adoption and recurring revenue. Identify the biggest opportunities within our acquisition, activation, retention and expansion funnels. Create campaigns that clearly communicate how Zapiet’s products help merchants increase revenue, reduce costs and improve their operations. Increase adoption across Zapiet’s complete product portfolio through cross-selling, product education and lifecycle marketing. Support new product and feature launches with clear positioning, messaging and go-to-market plans. Develop campaigns for specific industries, merchant segments and geographic markets. Turn merchant success stories into compelling case studies, campaigns and sales materials. Own marketing performance Set clear targets and KPIs for every marketing channel. Build reporting that connects marketing activity to installations, qualified opportunities, product adoption and recurring revenue. Monitor performance across the full funnel and identify where merchants are dropping off. Run structured experiments to improve conversion, activation and retention. Manage the marketing budget and allocate resources to the channels producing the strongest commercial results. Report performance, insights and priorities directly to the CMO and CEO. Lead and grow the marketing team Manage and develop a team of specialists across email marketing, SEO, AEO, content and communications. Recruit additional expertise as the marketing function grows. Set clear goals, responsibilities and performance expectations. Create an environment where specialists can do their best work while remaining accountable for measurable outcomes. Coordinate internal team members, agencies, freelancers and technology partners. Ensure campaigns are delivered on time and to a consistently high standard. Strengthen Zapiet’s market position Refine the positioning and messaging of Zapiet and its products. Improve Zapiet’s visibility across search engines, AI answer platforms, industry publications and the wider Shopify ecosystem. Build relationships with Shopify agencies, technology partners, influencers and ecommerce communities. Identify emerging changes in SaaS marketing, ecommerce discovery and merchant buying behaviour. Ensure Zapiet’s communications are clear, distinctive and consistent across every channel. What we are looking for Significant experience marketing SaaS products, ideally within ecommerce, Shopify or B2B software. A proven record of increasing product adoption, recurring revenue or qualified pipeline through marketing. Experience leading and developing a multidisciplinary marketing team. Strong knowledge of lifecycle and email marketing, SEO, content, communications and product marketing. A practical understanding of answer engine optimisation and how AI is changing product discovery. Experience developing and executing go-to-market plans for products and features. Strong analytical skills and the ability to connect marketing activity with commercial results. Experience setting targets, managing budgets and reporting performance to senior leadership. Excellent project management skills and the ability to keep multiple campaigns moving. Native-level written and spoken English, with exceptional attention to detail. A willingness to be hands-on and take ownership of outcomes. You will do well in this role if you Think about revenue and product adoption, not vanity metrics. Can turn a broad strategy into a focused and achievable plan. Understand how acquisition, activation, retention and expansion work together. Are comfortable challenging assumptions and testing new ideas. Know how to lead experts without needing to be the deepest specialist in every discipline. Communicate openly, make decisions using evidence and take responsibility for results. Enjoy working in a fast-moving, international and remote environment. How success will be measured Your performance will be assessed against agreed commercial and marketing targets, which may include: Growth in marketing-attributed recurring revenue. Growth in product installations and qualified merchant opportunities. Improvements in trial-to-paid and install-to-activation conversion. Increased adoption of additional Zapiet products. Growth in organic, email, partner and AI-assisted discovery channels. Merchant retention and expansion revenue. The performance and development of the marketing team. Efficient use of the marketing budget. A performance-related bonus will be paid based on the achievement of agreed targets. What we offer A salary of £40,000–£50,000 per year, depending on experience. A performance-related bonus. Remote and flexible working. The opportunity to shape the marketing strategy of an established, international SaaS company. Direct access to Zapiet’s CMO and CEO. The freedom to build a talented marketing team and introduce new ideas. The opportunity to work with Shopify merchants, agencies and technology partners around the world. Equal opportunities Zapiet welcomes applications from people of all backgrounds. We make hiring decisions based on experience, ability and the contribution each person can make to our team. To apply: https://weworkremotely.com/remote-jobs/zapiet-head-of-marketing

Hi! We're Mercuryo, and we’re on a mission to redefine finance by blending the best of traditional banking with the power of decentralized finance (DeFi).

Quem somos? Dos primeiros percursos comerciais às rotas que hoje cruzam o país, a logística sempre foi a ponte entre pessoas, negócios e destinos.

Aligned Modern Health (AMH) is changing the face of healthcare and building the leading national brand in holistic medicine.

Note-taker Job DescriptionPosition: Full-timeLocation: Remote (Work from Home)Shift: Night Shift (PST)About Us:Cardinal Education is a dynamic and collaborative educational consulting company dedicated to providing students and families with superior academic support and admissions expertise.