Job purpose:Our client is looking for a proactive and technically strong accountant to join their Group Finance team, supporting the preparation and delivery of high-quality group financial reporting across multiple jurisdictions.

Headquarters: Oregon USA URL: https://porkbun.com Live Technical Support Representative — Full-Time —  $40,000/year + Benefits (Sat-Sun required) (Location: Remote, U.S.-based) It's time to hire another amazing individual again. You could be the pick of the litter! Are you a resourceful problem solver who loves delivering top-notch customer service? Can you provide amazing and personalized phone support? If you’re good at diagnosing technical issues, enjoy helping customers, and can deliver a mind-blowing experience via phone, chat, and email support, then please apply! Porkbun is a fully remote domain name registrar. We’re looking to add multiple U.S.-based, full-time Technical Support Representatives. Applicants must be based in the USA and eligible for employment. From .com to .pizza to .plumbing, Porkbun sells more than 500 domain extensions directly to consumers. Our no-nonsense interface and super-affordable prices mean we’re adding new customers at a fantastic rate. We have become the go-to registrar for tech-savvy individuals such as developers. At the same time, bargain-hunters are thrilled to learn that we offer incredible support despite our industry-low prices. We think Porkbun.com is the best registrar in the world, and if you check out our TrustPilot reviews, you’ll see that’s not just our own bias talking. But even the easiest-to-use interface can’t solve every customer problem. Typical issues: “How do I connect my domain to Shopify?” “How do I transfer my domain to Porkbun?” “My website isn’t working.” “How do I purchase WordPress hosting?” “Why didn’t my payment go through?” “How do I connect my hosted email to Outlook?” “Why is your company named Porkbun?” Experience –  professional or personal – with domains, hosting, DNS is required, or, absent that, very strong experience in live technical support.  We are looking for someone with proven technical and diagnostic ability who loves learning new things. Live support experience that spans multiple modes of support, such as email, chat, and phone, is valued.  Important skills: You can provide amazing live support via phone and chat, even in the face of customer stress, tantrums, and disasters of their own making (and sometimes ours ) You can write emails with a professional tone You love the feeling of making a customer happy You’re an excellent problem solver You have at least two years of tech support experience, either at an internal help desk or customer-facing position Experience with domains, DNS, or hosting You have a steady Internet connection and a quiet room to work out of You work efficiently in a remote work environment You are perfectly fine with horrible hilarious puns Compensation: Starting pay: $40,000 / year + benefits. Applicants with multiple years of professional experience in a domain registrar or hosting company may be eligible for a higher starting salary. This position offers full medical, dental, and vision benefits (single), starting after 90 days; optional Spouse or Family medical receives a 50% employer contribution. A simple IRA plan with a matching 3% company contribution is available after the first year. How to apply: If the above describes you, please follow the instructions below EXACTLY and respond accurately -- failure to do so means we will filter out your application. Attach your resume and cover letter to an email as two separate .pdf documents Address your email with the subject line “Technical Support Representative” Begin your email body by copying, pasting, and responding to the below qualifying questions. If you are responding NO, we are sorry, but you are not eligible for the role: Are you based in the USA and eligible for employment (Yes/No)? Do you have two or more years of live technical support experience, or experience with domains, DNS, hosting (Yes/No)? Are you available and interested in working both Saturday and Sunday(Yes/No)? Feel free to add other relevant, brief content to your email but it must begin with those questions and your accurate responses Send that email with attachments to careers+support@porkbun.com We are leaning into our growth and hiring for shifts that will bolster our live support coverage for US time zones. Answering phones and chats will be the primary priority of this role. We are hiring for the following standard shifts (all times Pacific):   We are hiring for the following shift. Available Shifts: Saturday - Wednesday 9 AM - 5 PM Pacific Time, and Thursday - Monday, 9 AM - 5 PM Pacific Time We believe that to do your job well, you need to take paid breaks – all 8-hour shifts include a total of one hour of paid breaks. Our hiring process: We run a three-round interview process. Your interview process is run by the role’s direct manager, and culminates in an interview with our CEO. Before round 1 you'll need two professional references, including at least one direct manager. We don't contact them until after round 3, but having them ready is required to move forward. After round 3, as we check your references we invite you to check ours: you can choose to interview any other current Porkbun employee. To apply: https://weworkremotely.com/remote-jobs/porkbun-live-technical-support-representative-full-time-40-000-year-benefits-sat-sun-required-location-remote

Headquarters: Oregon USA URL: https://porkbun.com Live Technical Support Representative — Full-Time —  $45,000 - $55,000/year + Benefits (Sat-Sun required) (Location: Remote, U.S.-based) It's time to hire another amazing individual again. You could be the pick of the litter! Are you a resourceful problem solver who loves delivering top-notch customer service? Can you provide amazing and personalized phone support? If you’re good at diagnosing technical issues, enjoy helping customers, and can deliver a mind-blowing experience via phone, chat, and email support, then please apply! Porkbun is a fully remote domain name registrar. We’re looking to add multiple U.S.-based, full-time Technical Support Representatives. Applicants must be based in the USA and eligible for employment. Typical issues: “How do I connect my domain to Shopify?” “How do I transfer my domain to Porkbun?” “My website isn’t working.” “How do I purchase WordPress hosting?” “Why didn’t my payment go through?” “How do I connect my hosted email to Outlook?” “Why is your company named Porkbun?” Experience –  professional or personal – with domains, hosting, DNS is required, or, absent that, very strong experience in live technical support.  We are looking for someone with proven technical and diagnostic ability who loves learning new things. Live support experience that spans multiple modes of support, such as email, chat, and phone, is valued.  Important skills: You can provide amazing live support via phone and chat, even in the face of customer stress, tantrums, and disasters of their own making (and sometimes ours) You can write emails with a professional tone You love the feeling of making a customer happy You’re an excellent problem solver You have at least two years of tech support experience, either at an internal help desk or customer-facing position Experience with domains, DNS, or hosting You have a steady Internet connection and a quiet room to work out of You work efficiently in a remote work environment You are perfectly fine with horrible hilarious puns Compensation: Starting pay: $45,000 - $55,000 / year + benefits. Applicants with years of professional experience in a domain registrar or hosting company are eligible for a starting salary at the higher-end of the range. How to apply: If the above describes you, please follow the instructions below EXACTLY and respond accurately -- failure to do so means we will filter out your application. Attach your resume and cover letter to an email as two separate .pdf documents Address your email with the subject line “Technical Support Representative” Begin your email body by copying, pasting, and responding to the below qualifying questions. If you are responding NO, we are sorry, but you are not eligible for the role: Are you based in the USA and eligible for employment (Yes/No)? Do you have two or more years of live technical support experience, or experience with domains, DNS, hosting (Yes/No)? Are you available and interested in working both Saturday and Sunday(Yes/No)? Feel free to add other relevant, brief content to your email but it must begin with those questions and your accurate responses Send that email with attachments to careers+support@porkbun.com We are leaning into our growth and hiring for shifts that will bolster our live support coverage for US time zones. Answering phones and chats will be the primary priority of this role. We are hiring for the following standard shifts (all times Pacific):   We are hiring for the following shift. Available Shifts: Saturday - Wednesday 9 AM - 5 PM Pacific Time, and Thursday - Monday, 9 AM - 5 PM Pacific Time We believe that to do your job well, you need to take paid breaks – all 8-hour shifts include a total of one hour of paid breaks. Our hiring process: We run a three-round interview process. Your interview process is run by the role’s direct manager, and culminates in an interview with our CEO. Before round 1 you'll need two professional references, including at least one direct manager. We don't contact them until after round 3, but having them ready is required to move forward. After round 3, as we check your references we invite you to check ours: you can choose to interview any other current Porkbun employee. To apply: https://weworkremotely.com/remote-jobs/porkbun-live-technical-support-representative-full-time-45-000-55-000-year-benefits-sat-sun-required

Headquarters: Oakland, CA URL: https://www.trackitforward.com We are looking for a lead developer to do a greenfield rebuild of our legacy SaaS app, modernize our mobile apps, and lead the tech effort to scale our app.  You will help choose the language, build the technical foundation, work with our product manager to rebuild the app, and migrate all customers over. About Track it Forward Track it Forward is the leading volunteer time-tracking application for nonprofits and schools. For 15 years, we’ve helped thousands of organizations mobilize volunteers and track over 30 million hours. We are a profitable, bootstrapped team of 4 focused on great work-life balance, high-impact work, and a fun, puzzle-loving culture (daily crosswords, monthly virtual escape rooms, and annual retreats).  We are not a VC-funded startup. We grew organically, stayed profitable, and prioritize high-quality work and personal fulfillment without growth-at-all-costs pressure. The team is led by the original founder and developer. The Modernization Strategy This is a structured, phased "small bang" migration—not a high-risk cutover or a strangler-fig migration. You will build a parallel greenfield system, extract legacy components step-by-step, and migrate customers over incrementally tenant-by-tenant while keeping operations running smoothly. Current Tech: Drupal 6 architecture hosted on Pantheon, paired with two Ionic/Capacitor mobile apps. Your Scope: Complete ownership of the technical architecture. You will partner with our product manager, establish engineering processes, and lead the rebuild from scratch. Modern AI practices:  We want you to be on the cusp of AI workflows while also balancing human guardrails to produce quality code. Team Structure: You will be our sole developer in the short term, taking full technical helm as we scale. Target Stack & Responsibilities Core Tech Stack: Core backend/frontend rebuild focused on Python/Django, Laravel, or React. You will make the final architectural call with input from the CEO/founder. Database & Storage Extraction: Deconstruct our legacy Drupal 6 / MySQL schema into a clean, domain-driven PostgreSQL database, and offload 100GB+ of media files to AWS S3 or Cloudflare R2. Security & Isolation: Implement application-layer field-level encryption (AES-256 for PII, Bcrypt/Argon2id for passwords) and build zero-trust dev environments so contractors never handle production user data. CI/CD & Documentation: Establish automated testing pipelines, clean API contracts, and clear runbooks so the codebase remains maintainable long-term. Mobile App Maintenance: Maintain and update our two Ionic/Capacitor mobile apps using AI coding tools. Mobile is a small fraction of the overall role—you just need to leverage AI to keep them functional without being a native mobile expert. Candidate Qualifications Pre-AI Engineering Foundation: 5+ years of core software engineering and architectural experience established before generative AI existed. You hold strong first-principles opinions on database normalization and system patterns. Proven Migration Experience: You have successfully architected and led at least one legacy monolith migration. You know what inputs and scope decisions keep momentum going. Modernized AI Velocity: You actively use AI tools to multiply output, but retain strict architectural control, unit testing discipline, and manual code review standards. Location & Remote Flexibility US W-2 Tax Residency Required: You must be legally authorized to work in the US and maintain primary US tax residency (for payroll, contracts, and legal/tax compliance). Travel-Friendly: We are 100% remote. As long as your primary legal/tax home remains in the US, you are welcome to travel or digital nomad—provided you can consistently hit our core sync hours. Core Sync Hours: Mandatory availability from 9:00 AM – 12:00 PM PST for daily team syncs and real-time collaboration. Flexible hours outside this window. Compensation & Benefits Base Salary: $150,000 – $200,000 / year (commensurate with experience) Benefits: 401(k) w/ company match, Health Insurance, vacation, PTO, and holdiays Culture: High autonomy, direct project ownership, and zero venture-capital growth pressure How to Apply To filter out automated spam: include the most authentically human, non-AI reason why this specific role resonates with you.  Specifically include a short Loom video of you in the “Why should we choose you over any one else?” question.  This isn’t required but will sure stand out.  Be authentic, no need to do crazy rehearsals, just be you.   To apply: https://weworkremotely.com/remote-jobs/track-it-forward-lead-developer-rebuild-modernize-scale-social-good-saas-remote

Headquarters: Oakland, CA URL: https://www.trackitforward.com We are looking for a lead developer to do a greenfield rebuild of our legacy SaaS app, modernize our mobile apps, and lead the tech effort to scale our app.  You will help choose the language, build the technical foundation, work with our product manager to rebuild the app, and migrate all customers over. About Track it Forward Track it Forward is the leading volunteer time-tracking application for nonprofits and schools. For 15 years, we’ve helped thousands of organizations mobilize volunteers and track over 30 million hours. We are a profitable, bootstrapped team of 4 focused on great work-life balance, high-impact work, and a fun, puzzle-loving culture (daily crosswords, monthly virtual escape rooms, and annual retreats).  We are not a VC-funded startup. We grew organically, stayed profitable, and prioritize high-quality work and personal fulfillment without growth-at-all-costs pressure. The team is led by the original founder and developer. The Modernization Strategy This is a structured, phased "small bang" migration—not a high-risk cutover or a strangler-fig migration. You will build a parallel greenfield system, extract legacy components step-by-step, and migrate customers over incrementally tenant-by-tenant while keeping operations running smoothly. Current Tech: Drupal 6 architecture hosted on Pantheon, paired with two Ionic/Capacitor mobile apps. Your Scope: Complete ownership of the technical architecture. You will partner with our product manager, establish engineering processes, and lead the rebuild from scratch. Modern AI practices:  We want you to be on the cusp of AI workflows while also balancing human guardrails to produce quality code. Team Structure: You will be our sole developer in the short term, taking full technical helm as we scale. Target Stack & Responsibilities Core Tech Stack: Core backend/frontend rebuild focused on Python/Django, Laravel, or React. You will make the final architectural call with input from the CEO/founder. Database & Storage Extraction: Deconstruct our legacy Drupal 6 / MySQL schema into a clean, domain-driven PostgreSQL database, and offload 100GB+ of media files to AWS S3 or Cloudflare R2. Security & Isolation: Implement application-layer field-level encryption (AES-256 for PII, Bcrypt/Argon2id for passwords) and build zero-trust dev environments so contractors never handle production user data. CI/CD & Documentation: Establish automated testing pipelines, clean API contracts, and clear runbooks so the codebase remains maintainable long-term. Mobile App Maintenance: Maintain and update our two Ionic/Capacitor mobile apps using AI coding tools. Mobile is a small fraction of the overall role—you just need to leverage AI to keep them functional without being a native mobile expert. Candidate Qualifications Pre-AI Engineering Foundation: 5+ years of core software engineering and architectural experience established before generative AI existed. You hold strong first-principles opinions on database normalization and system patterns. Proven Migration Experience: You have successfully architected and led at least one legacy monolith migration. You know what inputs and scope decisions keep momentum going. Modernized AI Velocity: You actively use AI tools to multiply output, but retain strict architectural control, unit testing discipline, and manual code review standards. Location & Remote Flexibility US W-2 Tax Residency Required: You must be legally authorized to work in the US and maintain primary US tax residency (for payroll, contracts, and legal/tax compliance). Travel-Friendly: We are 100% remote. As long as your primary legal/tax home remains in the US, you are welcome to travel or digital nomad—provided you can consistently hit our core sync hours. Core Sync Hours: Mandatory availability from 9:00 AM – 12:00 PM PST for daily team syncs and real-time collaboration. Flexible hours outside this window. Compensation & Benefits Base Salary: $150,000 – $200,000 / year (commensurate with experience) Benefits: 401(k) w/ company match, Health Insurance, vacation, PTO, and holdiays Culture: High autonomy, direct project ownership, and zero venture-capital growth pressure How to Apply To filter out automated spam: include the most authentically human, non-AI reason why this specific role resonates with you.  Specifically include a short Loom video of you in the “Why should we choose you over any one else?” question.  This isn’t required but will sure stand out.  Be authentic, no need to do crazy rehearsals, just be you. Apply at this google form here   To apply: https://weworkremotely.com/remote-jobs/track-it-forward-lead-developer-rebuild-modernize-scale-social-good-saas-remote

Headquarters: France URL: http://www.joinsecret.com The mission Build and lead Secret's B2B business unit: sales and customer success. Create a repeatable revenue engine by selling it yourself first, then build the team that scales it. What you'll own Go-to-market - Pck the B2B segments with the highest revenue potential and drive execution. Sales - Discovery, demo, proposal, negotiation, close. You carry the number personally from day one. Activation & retention - Signature is the starting line. You lead Customer Success to grow partner activation and keep churn down. Team. Once repeatability is proven, define the org, hire and coach your first team members. Sales is currently lead by the founders with the support of 1 BDR. Success looks like B2B revenue growth, including affiliation revenue Low churn on B2B partners High partner activation rate Who we're looking for Player-coach - You want to sell personally now and build a team as you go Hustler with structure - You create opportunities from zero, move fast, follow through and turn what works into a repeatable process. B2B closer - Strong discovery, value selling, negotiation and multi-stakeholder deals. Partnership mindset - You know that signing isn't enough, activation and downstream usage create more value. Data-driven mindset - CRM hygiene, pipeline reviews, experiments and honest forecasts. Leader - You can recruit, coach and set standards when the business is ready to scale. Fluent English - You sell internationally, in writing and on calls. Remote-native. Autonomous, proactive, clear in async communication. and flexible enough to run a week spanning prospects US, European and more far-flung prospects. Bonus points: experience managing a CS team, non english langauge you can sell in, SaaS, tech or no-code background. This is probably not for you if You manage sellers but no longer enjoy selling You've only ever prospected, never closed You need a strong brand, and lots of support functions to perform You bring frameworks but little evidence of execution You chase logos and lose interest after signature You can't quantify your personal contribution You need a fully defined product, ICP and playbook before you act Why Secret Profitable and bootstrapped - Real growth, no investor clock. Work where you want - We're full remote, and have been from the start. Genuinely international - The team is spread across Brazil and France. Rare scope - You're not inheriting a machine, you're building the B2B business unit and leading it. Hiring process Call with founder Call with CMO Practical case study (half-day) Reference checks Offer Interested? Tell us why you’re a great fit.   To apply: https://weworkremotely.com/remote-jobs/secret-head-of-sales-and-customer-success

Headquarters: New York, NY URL: https://lemon.io Are you a talented Senior Developer looking for a remote job that lets you show your skills and get decent compensation? Look no further than Lemon.io — the marketplace that connects you with hand-picked startups in the US and Europe. What we offer: The rate depends on your seniority level, skills and experience. We've already paid out over $11M to our engineers. No more hunting for clients or negotiating rates — let us handle the business side of things so you can focus on what you do best. We'll manually find the best project for you according to your skills and preferences. Choose a schedule that works best for you. It’s possible to communicate async or minimally overlap within team working hours. We respect your seniority so you can expect no micromanagement or screen trackers. Communicate directly with the clients. Most of them have technical backgrounds. Sounds good, yeah? We will support you from the time you submit the application throughout all cooperation stages. Most of our projects involve working in a fast-paced startup environment. We hope you like it as much as we do. Through our community, we will connect you with the best developers from more than 75 countries. Requirements for React Native & React Developer’s position: 4+ years of software development experience 2+ years of experience with React and 4+ years of experience with React NativeOR4+ years of experience with React and 2+ years of experience with React Native Requirements for React Native & Node Developer’s position: 4+ years of software development experience 2+ years of experience with Node and 4+ years of experience with React NativeOR4+ years of experience with Node and 2+ years of experience with React Native Requirements for React Native & Node & React Developer’s position: 4+ years of software development experience 3+ years of experience with Node 4+ years of experience with React Native and 2+ years of experience with ReactOR2+ years of experience with React Native and 3+ years of experience with React Requirements for React Native & Ruby Developer’s position: 4+ years of software development experience 2+ years of experience with React and 4+ years of experience with RubyOR4+ years of experience with React and 2+ years of experience with Ruby Strong technical skills: as a Senior Developer, you are expected to be able to create projects from scratch and have a deep understanding of application architecture. Clear and effective communication in English — advanced ability to discuss business tasks, justify decisions, and communicate issues. Good self-presentation is also essential for upcoming client calls. Strong self-organizational skills — ability to work full-time remotely with no supervision. Reliability — we want to trust you and expect that you won’t let us and the client down. Adaptability and Flexibility — the ability to onboard the project promptly after accepting it and start delivering results quickly. Sounds good for you? Apply now and join the Lemon.io community! NOT YOUR TECH STACK? We're placing Senior Developers (4+ yrs commercial experience) across AI Agent Architecture, AI Automation Architecture, AI Engineering, Site Reliability Engineering, Platform Engineering, React & Python, React & Golang, Golang, React & Java, React & Ruby, Ruby, PHP & Vue, Vue & Node.js, React & .NET, Android & iOS, iOS & Swift, Flutter & Firebase, Solutions Engineer, Blockchain (Ethereum/Ethers.js/Wagmi/Viem/Solana), Angular & Node.js, Vue & .NET, Python & Vue, DevOps, MLOps, Data Science, Angular & PHP, Angular & .NET, Symfony & React, Symfony & Vue, Symfony & Angular, Python, Symfony & JavaScript & Next.js & TypeScript, Data Analysis, React & PHP, Data Engineering, Project Management, Product Management, QA Automation, QA Manual, Embedded Software Engineering, React Native & Ruby, React Native & Python, WordPress, Android, Data Annotation, Angular, Python & Node, React & Node.js, Java & Spring, Svelte & Python, Svelte & Node.js, Svelte & TypeScript, Rust, Shopify & JavaScript, Vue & Nuxt, PHP & Laravel, UI/UX Design, Animation, Graphic Design, .NET & C#, Electron, Scala, C++, Unreal Engine & C++, Python & LLM, Unity, or Machine Learning Engineering and more. Reach out and we'll match you. We do not provide visa assistance, and our cooperation model does not include the benefits typically offered with direct hire. We work with developers from 75+ countries across Europe, Latin America, North America (the U.S. and Canada), selected countries in Asia (Japan, Singapore, South Korea, the Philippines, Indonesia, Malaysia, Vietnam, Thailand, and Israel), Oceania (Australia, New Zealand, and Papua New Guinea), and Africa (including Morocco and South Africa). To apply: https://weworkremotely.com/remote-jobs/lemon-io-senior-react-native-developer-1

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