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 $150M 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

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 $150M 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

Headquarters: New York, NY; United States (Remote) About Prove  As the world moves to a mobile-first economy, businesses need to modernize how they acquire, engage with and enable consumers. Prove’s phone-centric identity tokenization and passive cryptographic authentication solutions reduce friction, enhance security and privacy across all digital channels, and accelerate revenues while reducing operating expenses and fraud losses. Over 1,000 enterprise customers use Prove’s platform to process 20 billion customer requests annually across industries, including banking, lending, healthcare, gaming, crypto, e-commerce, marketplaces, and payments. For the latest updates from Prove, follow us on LinkedIn. Prove is driving the future of digital identity. We are looking for Provers who know how to make an impact. We’re talking self-starting professionals who thrive in a fast-paced environment, process information quickly, and make intelligent decisions. The work is challenging and requires not only smart but natural curiosity and tenacity. Teamwork is also important to us – we work together and play together.    Prove has big plans, and we’re excited about the future. If this sounds like the place for you – come join our team!  Director, Sales Compensation Department: Revenue Operations FLSA: Status: Exempt Location: New York, NY, Remote West Coast Overview At our rapidly growing company, we are seeking an exceptional Director of Sales Compensation to lead the design, implementation, and stewardship of our complex commission plans. This strategic role is pivotal in ensuring our compensation programs align with our overall business objectives, empower and motivate our sales teams, and accurately reflect the unique challenges and opportunities of our consumption-based business model. The ideal candidate is a seasoned compensation professional who thrives on corporate strategy but possesses an unyielding "roll-up-your-sleeves" attitude toward administrative accuracy. You must be deeply committed to the integrity of the data, showing a willingness to inspect every statement in detail while maintaining the agility to pivot tools and processes at a moment's notice. Key Responsibilities Strategic Planning & GTM Alignment: Design, implement, and administer comprehensive sales commission plans for over 100 employees across Sales, Customer Success, Sales Engineering and other departments. Partner closely with the SVP of Revenue Operations, Sales Leaders, and Finance to model, forecast, and align compensation strategies with our overarching GTM objectives. Assess the operational feasibility of proposed plans, ensuring that what is designed strategically can be accurately administered at scale. Team Leadership: Directly manage, develop, and mentor a high-performing team of two compensation professionals, overseeing their daily workflows, monthly deliverables, and professional growth. Process Automation & AI Innovation: Leverage compensation tools and technology to streamline processes, automate commission calculations, and improve overall operational efficiency. Actively identify opportunities to utilize Artificial Intelligence (AI) to automate manual workflows, reconcile complex datasets, and accelerate the validation of commission outputs. Standardized Reporting & Analytics: Design, build, and standardize rigorous monthly and quarterly reporting packages tailored for Finance and Sales Leadership to track commission spend, budget variances, and plan effectiveness. Gather and analyze sales data, performance metrics, and revenue trends to deliver data-driven insights and actionable recommendations for future plan modifications. Meticulous Administration & Audit: Oversee the monthly commission cycle with an elite standard of accuracy, including a commitment to personally review every single employee's statement in detail each month. Master our primary commission tool (CaptivateIQ), while maintaining the architectural readiness and willingness to transition the entire process at a moment's notice. Ensure all plans remain competitive, equitable, and compliant with relevant financial standards and regulations. Cross-Functional Collaboration & Communication: Act as a trusted advisor to sellers and sales leadership, creating clear, concise documentation and conducting regular feedback loops (surveys, town halls) to maintain high motivation and transparency. Partner with Finance to establish bulletproof auditing, reconciliation, and expense forecasting workflows. Qualifications Experience: 10+ years of dedicated experience in sales compensation design and administration, with a proven track record navigating the complexities of a consumption-based business model. People Management: 3+ years of experience directly managing, mentoring, and evaluating direct reports within a revenue operations or corporate compensation environment. Strategic & Operational Hybrid Mindset: Proven ability to advise senior leadership on GTM strategy, paired with an explicit passion for commissions administration and getting the fine details right. Tools & Technical Agility: Advanced proficiency with commission automation platforms (specifically CaptivateIQ, though experience with Varicent or Xactly is welcome). Practical exposure to utilizing AI tools or advanced automation scripts to streamline manual data reconciliation. (Claude, Gemini) Expert-level Google Sheets / Excel capabilities are mandatory, alongside an operational willingness to manage massive commission infrastructure manually if required. Familiarity with the broader tech stack: Salesforce, Adaptive, Intaact. Education & Certifications: Bachelor's degree in Finance, Business Administration, or a related field; MBA or Certified Compensation Professional (CCP) designation preferred. Core Skills: Exceptional analytical problem-solving skills, rigorous attention to detail, and top-tier communication skills required to manage cross-functional stakeholders smoothly. The anticipated salary pay range for Metro 2 areas for this role is $200,000-$215,000 plus company bonus.The anticipated salary pay range for Metro 3 areas for this role is  $190,000-$210,000 plus sales incentive plan. Offered salary will be determined by the applicant's experience, knowledge, skills, geo-location and abilities as well as internal equity and alignment with market data.Prove follows a market driven compensation philosophy based on geographic location and respective market rates. Job offers will be aligned to location. Please speak with your recruiter if you have questions. Prove defines: Metro 2 - NYC metro area, Seattle metro area, Los Angeles metro area, and the Miami metro area. Metro 3 - all other cities across the domestic United States, with the exception of the San Francisco Bay Area. Benefits & Perks for FTE Provers: Competitive salaries & Bonus Plan (for eligible roles) and Equity Plan Modern Health for financial, mental, and physical wellness 401(k) Retirement Plan & Match (US Offices) and Local Country Pension (International Offices) Unlimited Vacation and Flexible hours Comprehensive medical benefits for you and your family ️ Emotional & Physical Wellness – Access to wellness services (EAP & Prove Well-Being Reimbursement) Bottomless snacks & beverages for certain office locations Daily GrubHub stipend for lunch if coming into the office (US Offices) A great place to work and connect with other talented Provers like yourself! Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. At Prove we are dedicated to building a diverse, inclusive and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles. Equal Opportunity Employment:Prove is an equal opportunity employer committed to providing equal employment opportunity for all people regardless of race, color, religion, gender or sexual orientation, age, marital status, national origin, citizenship status, disability, veteran status or other personal characteristics  Privacy & Data Protection:When you are applying for a job at Prove, we collect and use your personal information in the job application process. To understand more about how Prove uses your personal information, please see our Recruitment Privacy Policy on our website. To apply: https://weworkremotely.com/remote-jobs/prove-director-sales-compensation

Headquarters: Remote - US About Glean:   Glean is the Work AI platform that helps everyone work smarter with AI. What began as the industry’s most advanced enterprise search has evolved into a full-scale Work AI ecosystem, powering intelligent Search, an AI Assistant, and scalable AI agents on one secure, open platform. With over 100 enterprise SaaS connectors, flexible LLM choice, and robust APIs, Glean gives organizations the infrastructure to govern, scale, and customize AI across their entire business - without vendor lock-in or costly implementation cycles.   At its core, Glean is redefining how enterprises find, use, and act on knowledge. Its Enterprise Graph and Personal Knowledge Graph map the relationships between people, content, and activity, delivering deeply personalized, context-aware responses for every employee. This foundation powers Glean’s agentic capabilities - AI agents that automate real work across teams by accessing the industry’s broadest range of data: enterprise and world, structured and unstructured, historical and real-time. The result: measurable business impact through faster onboarding, hours of productivity gained each week, and smarter, safer decisions at every level.   Recognized by Fast Company as one of the World’s Most Innovative Companies (Top 10, 2025), by CNBC’s Disruptor 50, Bloomberg’s AI Startups to Watch (2026), Forbes AI 50, and Gartner’s Tech Innovators in Agentic AI, Glean continues to accelerate its global impact. With customers across 50+ industries and 1,000+ employees in more than 25 countries, we’re helping the world’s largest organizations make every employee AI-fluent, and turning the superintelligent enterprise from concept into reality.   If you’re excited to shape how the world works, you’ll help build systems used daily across Microsoft Teams, Zoom, ServiceNow, Zendesk, GitHub, and many more - deeply embedded where people get things done. You’ll ship agentic capabilities on an open, extensible stack, with the craft and care required for enterprise trust, as we bring Work AI to every employee, in every company.  About the Role:   As an AI Success Manager (AISM), you will serve as the primary post-sales point of contact, accountable for platform health. The AISM is a hands-on role where you will lead and orchestrate successful implementations and long-term customer engagements, making our customers wildly successful. You will be responsible for ensuring efficient technical deployment, delivering proactive strategic guidance, and building, then delivering against, joint success plans and EBRs. AISMs collaborate closely with Account Executives, AI Outcomes Managers, Solution Architects, Support, and R&D on scoped engagements.   You will: Help our customers achieve real business outcomes through the use of AI Serve as the primary lead on new customer deployments including hands on guidance for the setup of SSO and connectors  Own the end-to-end delivery from kickoff to go-live through renewal, ensuring clarity on expectations, timeline, and services budget for all stakeholders. Create and execute joint success plans and EBRs that drive additional adoption, deepen engagement, and result in measurable business value. Provide overall program management. Develop, communicate, and execute tailored project plans; facilitate cross-functional collaboration across delivery, operations, and technical teams. Provide a blend of technical guidance and strategic partnership, acting as escalation manager when necessary. Monitor and report on deployment progress, customer adoption, and satisfaction metrics. Proactively identify risks or blockers and drive resolution—escalating internally when appropriate. Guide and document improvements for onboarding processes, playbooks, and best practices. Contribute to continuous process and product improvements by providing actionable feedback and participating in internal initiatives About you: 3–5 years of experience in technical deployment, implementation management, technical customer success, or technical account management of SaaS products for enterprise customers. Strong understanding of software development life cycles and methodologies, including Agile and DevOps practices. Familiarity with cloud platforms (AWS, GCP, or Azure) and related services. Certification preferred. Excellent analytical and problem-solving skills, with a focus on troubleshooting technical issues as well as building consensus around outcomes and success measures. Strong organizational, project management, and communication abilities. Proven experience serving enterprise clients in strategic, consultative, and tactical, hands-on roles. Experience with process documentation, playbooks, and continuous improvement initiatives. Solutions-oriented mindset; trusted advisor with the capability to own escalations. Capable of handling ambiguity and thriving in a fast-paced environment. Compensation & Benefits: The standard OTE range for this position is $140,000-$200,000 annually. Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for variable compensation, equity, and benefits. We offer a comprehensive benefits package including competitive compensation, Medical, Vision, and Dental coverage, generous time-off policy, and the opportunity to contribute to your 401k plan to support your long-term goals. When you join, you'll receive a home office improvement stipend, as well as an annual education and wellness stipends to support your growth and wellbeing. We foster a vibrant company culture through regular events, and provide healthy lunches daily to keep you fueled and focused. We are a diverse bunch of people and we want to continue to attract and retain a diverse range of people into our organization. We're committed to an inclusive and diverse company. We do not discriminate based on gender, ethnicity, sexual orientation, religion, civil or family status, age, disability, or race. #LI-REMOTE   AI-First Mindset at Glean:   At Glean, AI fluency is core to how we work and we're committed to ensuring every new hire feels confident integrating AI into their everyday work. As part of the interview process, you'll complete a brief AI-focused exercise or discussion so we can understand how you think about, design, and use AI to drive impact in your role. Feel free to reference any tools, platforms, or workflows you use today — prior Glean experience isn't required.   Global Data Privacy Notice for Job Candidates and Applicants:   Depending on your location, the General Data Protection Regulation (GDPR), California Consumer Privacy Act (CCPA), or other privacy laws may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available in our Privacy Policy. By submitting your application, you are agreeing to our use and processing of your data as required. US applicants and their applications are subject to arbitration of disputes as outlined in our Applicant Arbitration Agreement. By clicking “Submit Application,” I confirm that I have read the Global Data Privacy Notice and the Applicant Arbitration Agreement, and I agree to the terms.   To apply: https://weworkremotely.com/remote-jobs/glean-ai-success-manager-east

Headquarters: NYC, Remote; San Francisco, California Fin is the AI Customer Agent company on a mission to help businesses provide perfect customer experiences. Our AI Agent Fin is the highest-performing AI Customer Agent on the market today, enabling businesses to deliver impeccable, always-on customer support across the customer journey – from service, to sales, to ecommerce. Powered by our own AI models, Fin resolves complex customer issues end-to-end across every channel, with minimal set-up and integration. Fin can also be combined with our natively integrated Intercom help desk for one single system that is designed to meet the needs of modern day support teams. Founded in 2011, Fin became one of the fastest growing companies and remains one of the largest private software companies in the world with nearly 30,000 global businesses using our products to transform their customer support. Driven by our core values, we push boundaries, build with speed and intensity, and relentlessly deliver incredible value to our customers.What's the opportunity?  Fin is looking for an exceptional Portuguese and Spanish Speaking Senior Solutions Engineer to join our vibrant Customer Solutions Team. In this role, you’ll engage directly with our customers as their trusted advisor, playing a pivotal part in defining and demonstrating value across the entire sales cycle. With a natural curiosity, independent thinking, and strong problem-solving skills, you’ll partner closely with Product, R&D, and Engineering to ensure our customers’ needs and insights are at the core of our AI powered solutions. What will I be doing?  Lead technical discovery to identify and address our customers’ needs Deliver an exceptional pre-sales experience by articulating Fin's value and technical expertise Conduct impactful, value-based solution reviews and in-depth technical sessions Design and lead tailored Proof of Concepts (POCs) that showcase Fin's capabilities Serve as the primary resource for RFPs and customer security questions, utilizing standardized materials and escalating complex issues Collaborate cross-functionally with Product and Engineering to represent the customer voice, gathering feedback and insights for product planning Build trust with customers by approaching challenges with empathy and curiosity Continuously improve processes and contribute to building a best-in-class Solutions Engineering playbook at Fin Commit to customer success, ensuring lasting value and proactively addressing challenges What skills do I need?  Portuguese and Spanish Fluency are required Minimum of 4 years of experience in a technical sales role, managing C-Level technical and business relationships Strong technical acumen with experience in conducting technical discovery and delivering high-impact value presentations. Ability to solve problems independently while thriving in collaborative team environments Proven time management skills in a dynamic team environment  Demonstrated ability to quickly identify and communicate the value proposition throughout the sales cycle. Leverage your skills in translating complex business challenges into tailored Fin solutions, effectively communicating with both technical and non-technical audiences to drive understanding and impact. Experience working closely with product and engineering teams to communicate customer feedback and influence product direction. Familiarity with managing POCs, RFPs, and addressing complex security questions. Excellent communication and interpersonal skills, with a passion for leading with empathy and curiosity Ability to challenge the status quo and continuously improve Solutions Engineering processes and playbooks Bring an open mind, be a collaborative colleague with a commitment to go above and beyond to drive the success of your team and the company Willing and able to travel occasionally *Proof of eligibility to work in the United States is required. The OTE salary range for candidates within the San Francisco Bay Area or New York City is $231,100-$276,275 Actual base pay will depend on a variety of factors such as education, skills, experience, location, etc. The base pay range is subject to change and may be modified in the future. All regular employees may also be eligible for the corporate bonus program or a sales incentive (target included in OTE) as well as stock in the form of Restricted Stock Units (RSUs).   #LI-HybridAt Fin, we want to give people what they need to do the best work of their careers. Our benefits and programs are designed to support your health and wellbeing, your family, your time away from work, and your financial future. Offerings vary by location in line with local practices and requirements.Learn more about working at Fin and the benefits we offer at fin.ai/careers. Policies  Fin has a hybrid working policy. We believe that working in person helps us stay connected, collaborate easier and create a great culture while still providing flexibility to work from home. We expect employees to be in the office at least three days per week. We have a radically open and accepting culture at Fin. We avoid spending time on divisive subjects to foster a safe and cohesive work environment for everyone. As an organization, our policy is to not advocate on behalf of the company or our employees on any social or political topics out of our internal or external communications. We respect personal opinion and expression on these topics on personal social platforms on personal time, and do not challenge or confront anyone for their views on non-work related topics. Our goal is to focus on doing incredible work to achieve our goals and unite the company through our core values.   Fin values diversity and is committed to a policy of Equal Employment Opportunity. Fin will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin, ancestry, sex, gender, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, gender identity, gender expression, marital status, or any other legally recognized protected basis under federal, state, or local law. To apply: https://weworkremotely.com/remote-jobs/fin-senior-solutions-engineer-latam

Headquarters: New York, NY; United States (Remote) About Prove  As the world moves to a mobile-first economy, businesses need to modernize how they acquire, engage with and enable consumers. Prove’s phone-centric identity tokenization and passive cryptographic authentication solutions reduce friction, enhance security and privacy across all digital channels, and accelerate revenues while reducing operating expenses and fraud losses. Over 1,000 enterprise customers use Prove’s platform to process 20 billion customer requests annually across industries, including banking, lending, healthcare, gaming, crypto, e-commerce, marketplaces, and payments. For the latest updates from Prove, follow us on LinkedIn. Prove is driving the future of digital identity. We are looking for Provers who know how to make an impact. We’re talking self-starting professionals who thrive in a fast-paced environment, process information quickly, and make intelligent decisions. The work is challenging and requires not only smart but natural curiosity and tenacity. Teamwork is also important to us – we work together and play together.    Prove has big plans, and we’re excited about the future. If this sounds like the place for you – come join our team!  Title: Director, Channel & Partnerships Department: Partnerships Reports To: VP, Channels & Partnerships FLSA Status: Exempt Location: New York, NY or remote   The partner ecosystem is a significant and fast-growing part of Prove’s success and growth strategy. We are looking for an exceptional, revenue-driven partner operator to join as a Director of Channel & Partnerships. This role is 100% focused on sourcing, structuring, and launching high-impact Reseller and OEM partnerships within the core banking, fintech and identity ecosystem. The ideal candidate has a proven track record of navigating, negotiating, and closing complex Reseller and OEM agreements with major financial technology ecosystems—specifically targeting banking infrastructure giants like Fiserv and Jack Henry.  You will be responsible for turning these platforms into successful commercial channels that scale Prove's reach and directly drive ARR. As an early team hire, this individual will help lay the commercial and operational foundation for our global reseller program. Key Responsibilities New Partner Sourcing: Own the end-to-end sourcing, structuring, and closing of complex partnership agreements with top-tier core banking platforms as well as strategic fraud, identity, and lending infrastructure providers. GTM Mobilization: Partner closely with Partner Success and Partner Marketing build comprehensive enablement playbooks, ensuring partner sales forces are fully equipped to position and distribute Prove's embedded solutions. Revenue Ownership: Drive the post-signature partner commercialization lifecycle to accelerate pipeline generation, manage partner-sourced ARR quotas, and maximize Prove's footprint within the partner's client base. Cross-Functional Alignment: Align closely with Prove's direct Sales + GTM leadership to map strategic accounts, manage channel conflict, and create a unified approach to market penetration. Program Architecture: Develop and refine Prove’s partner programs, pricing frameworks, and operational processes to establish scalable best practices for Reseller and OEM models. Qualifications and Experience 7+ years of professional work experience, with 3+ years specifically focused on sourcing, negotiating, and closing Reseller and OEM partnerships in the technology or financial services sector. Proven track record of hitting and exceeding partner sales quotas. Demonstrated experience managing deep commercial relationships or closing deals with major core banking platforms (e.g., Fiserv, Jack Henry, FIS) is preferred. Expertise in structuring complex technical and commercial agreements Experience in high-growth, venture-backed, or pre-IPO technology companies is strongly preferred. Willingness to travel up to 25% of the time for partner meetings and industry events. Skills and Attributes Discovery-first mindset: you ask before you pitch, and you can translate a prospect's business problem into a product & GTM structure recommendation. Technical fluency: comfortable in conversations that involve API integration, compliance considerations and technical architecture, even when you're not the technical expert in the room. Data-driven: you own your pipeline numbers, understand what they mean, and use them to prioritize your time. Commercial grit: reseller and OEM partnerships with massive institutions are complex and lengthy; you stay persistent, creative, and strategically aligned without losing momentum. High Collaboration: you naturally bridge gaps across engineering, legal, product, and sales teams to bring highly multi-faceted deals across the finish line.     The anticipated salary pay range for Metro 2 areas for this role is $165,000 - 180,000 plus sales incentive plan.The anticipated salary pay range for Metro 3 areas for this role is  $160,000 - $175,000 plus sales incentive plan. Offered salary will be determined by the applicant's experience, knowledge, skills, geo-location and abilities as well as internal equity and alignment with market data.  Prove follows a market driven compensation philosophy based on geographic location and respective market rates. Job offers will be aligned to location. Please speak with your recruiter if you have questions. Prove defines: Metro 2 - NYC metro area, Seattle metro area, Los Angeles metro area, and the Miami metro area. Metro 3 - all other cities across the domestic United States, with the exception of the San Francisco Bay Area. Benefits & Perks for FTE Provers: Competitive salaries & Bonus Plan (for eligible roles) and Equity Plan Modern Health for financial, mental, and physical wellness 401(k) Retirement Plan & Match (US Offices) and Local Country Pension (International Offices) Unlimited Vacation and Flexible hours Comprehensive medical benefits for you and your family ️ Emotional & Physical Wellness – Access to wellness services (EAP & Prove Well-Being Reimbursement) Bottomless snacks & beverages for certain office locations Daily GrubHub stipend for lunch if coming into the office (US Offices) A great place to work and connect with other talented Provers like yourself! Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. At Prove we are dedicated to building a diverse, inclusive and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles. Equal Opportunity Employment:Prove is an equal opportunity employer committed to providing equal employment opportunity for all people regardless of race, color, religion, gender or sexual orientation, age, marital status, national origin, citizenship status, disability, veteran status or other personal characteristics  Privacy & Data Protection:When you are applying for a job at Prove, we collect and use your personal information in the job application process. To understand more about how Prove uses your personal information, please see our Recruitment Privacy Policy on our website. To apply: https://weworkremotely.com/remote-jobs/prove-director-channel-partnerships

Headquarters: Remote - US About Glean:   Glean is the Work AI platform that helps everyone work smarter with AI. What began as the industry’s most advanced enterprise search has evolved into a full-scale Work AI ecosystem, powering intelligent Search, an AI Assistant, and scalable AI agents on one secure, open platform. With over 100 enterprise SaaS connectors, flexible LLM choice, and robust APIs, Glean gives organizations the infrastructure to govern, scale, and customize AI across their entire business - without vendor lock-in or costly implementation cycles.   At its core, Glean is redefining how enterprises find, use, and act on knowledge. Its Enterprise Graph and Personal Knowledge Graph map the relationships between people, content, and activity, delivering deeply personalized, context-aware responses for every employee. This foundation powers Glean’s agentic capabilities - AI agents that automate real work across teams by accessing the industry’s broadest range of data: enterprise and world, structured and unstructured, historical and real-time. The result: measurable business impact through faster onboarding, hours of productivity gained each week, and smarter, safer decisions at every level.   Recognized by Fast Company as one of the World’s Most Innovative Companies (Top 10, 2025), by CNBC’s Disruptor 50, Bloomberg’s AI Startups to Watch (2026), Forbes AI 50, and Gartner’s Tech Innovators in Agentic AI, Glean continues to accelerate its global impact. With customers across 50+ industries and 1,000+ employees in more than 25 countries, we’re helping the world’s largest organizations make every employee AI-fluent, and turning the superintelligent enterprise from concept into reality.   If you’re excited to shape how the world works, you’ll help build systems used daily across Microsoft Teams, Zoom, ServiceNow, Zendesk, GitHub, and many more - deeply embedded where people get things done. You’ll ship agentic capabilities on an open, extensible stack, with the craft and care required for enterprise trust, as we bring Work AI to every employee, in every company.  About the Role:   As an AI Success Manager (AISM), you will serve as the primary post-sales point of contact, accountable for platform health. The AISM is a hands-on role where you will lead and orchestrate successful implementations and long-term customer engagements, making our customers wildly successful. You will be responsible for ensuring efficient technical deployment, delivering proactive strategic guidance, and building, then delivering against, joint success plans and EBRs. AISMs collaborate closely with Account Executives, AI Outcomes Managers, Solution Architects, Support, and R&D on scoped engagements.   You will: Help our customers achieve real business outcomes through the use of AI Serve as the primary lead on new customer deployments including hands on guidance for the setup of SSO and connectors  Own the end-to-end delivery from kickoff to go-live through renewal, ensuring clarity on expectations, timeline, and services budget for all stakeholders. Create and execute joint success plans and EBRs that drive additional adoption, deepen engagement, and result in measurable business value. Provide overall program management. Develop, communicate, and execute tailored project plans; facilitate cross-functional collaboration across delivery, operations, and technical teams. Provide a blend of technical guidance and strategic partnership, acting as escalation manager when necessary. Monitor and report on deployment progress, customer adoption, and satisfaction metrics. Proactively identify risks or blockers and drive resolution—escalating internally when appropriate. Guide and document improvements for onboarding processes, playbooks, and best practices. Contribute to continuous process and product improvements by providing actionable feedback and participating in internal initiatives About you: 3–5 years of experience in technical deployment, implementation management, technical customer success, or technical account management of SaaS products for enterprise customers. Strong understanding of software development life cycles and methodologies, including Agile and DevOps practices. Familiarity with cloud platforms (AWS, GCP, or Azure) and related services. Certification preferred. Excellent analytical and problem-solving skills, with a focus on troubleshooting technical issues as well as building consensus around outcomes and success measures. Strong organizational, project management, and communication abilities. Proven experience serving enterprise clients in strategic, consultative, and tactical, hands-on roles. Experience with process documentation, playbooks, and continuous improvement initiatives. Solutions-oriented mindset; trusted advisor with the capability to own escalations. Capable of handling ambiguity and thriving in a fast-paced environment. Location:  This role is remote (must be located in US Central timezone) Compensation & Benefits: The standard OTE range for this position is $120,000-$170,000 annually. Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for variable compensation, equity, and benefits. We offer a comprehensive benefits package including competitive compensation, Medical, Vision, and Dental coverage, generous time-off policy, and the opportunity to contribute to your 401k plan to support your long-term goals. When you join, you'll receive a home office improvement stipend, as well as an annual education and wellness stipends to support your growth and wellbeing. We foster a vibrant company culture through regular events, and provide healthy lunches daily to keep you fueled and focused. We are a diverse bunch of people and we want to continue to attract and retain a diverse range of people into our organization. We're committed to an inclusive and diverse company. We do not discriminate based on gender, ethnicity, sexual orientation, religion, civil or family status, age, disability, or race. #LI-REMOTE   AI-First Mindset at Glean:   At Glean, AI fluency is core to how we work and we're committed to ensuring every new hire feels confident integrating AI into their everyday work. As part of the interview process, you'll complete a brief AI-focused exercise or discussion so we can understand how you think about, design, and use AI to drive impact in your role. Feel free to reference any tools, platforms, or workflows you use today — prior Glean experience isn't required.   Global Data Privacy Notice for Job Candidates and Applicants:   Depending on your location, the General Data Protection Regulation (GDPR), California Consumer Privacy Act (CCPA), or other privacy laws may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available in our Privacy Policy. By submitting your application, you are agreeing to our use and processing of your data as required. US applicants and their applications are subject to arbitration of disputes as outlined in our Applicant Arbitration Agreement. By clicking “Submit Application,” I confirm that I have read the Global Data Privacy Notice and the Applicant Arbitration Agreement, and I agree to the terms.   To apply: https://weworkremotely.com/remote-jobs/glean-ai-success-manager-central

Job Description: About DXC Technology DXC Technology is a leading enterprise technology and innovation partner delivering software, services, and solutions to global enterprises and public sector organizations — helping them harness AI to drive outcomes at a time of exponential change with speed.

ABOUT GREYSTAR Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing.

Category: Architecture & Construction Location: PERMANENT AU DAYSHIFT, REMOTE Seasoned Estimator We are seeking an initiative-taking and experienced Estimator with strong Commercial and Architectural skills to join our team.