Referral Jobs (askreferral.io)

Client Services Representative

• Act as the primary point of contact for client-facing teams within Remote on all onboarding-related topics, providing expertise on compliant global onboarding practices
• Manage onboarding processes for enterprise-level clients that require tailored workflows or high-touch support, guiding them through internal processes and serving as their main contact within the onboarding team
• Execute and evaluate employee onboardings to improve service quality and communication, ensuring alignment with customer experience best practices
• Manage service delivery for onboarding operations, responding to customers and employees directly via the Help Desk or partnering with the Customer Care team when needed
• Provide support to companies and employees on all onboarding-related questions and issues
• Collaborate closely with Customer Operations, Customer Care, Customer Experience, and Sales teams to deliver best-in-class client support and meet strict service level agreements
• Maintain an up-to-date knowledge base, documentation, and FAQs for onboarding operations, especially for use by go-to-market teams
• Partner with other operational teams, including Mobility, Lifecycle, Benefits, and Payroll, to deliver a seamless experience for clients and employees
• Continuously gather feedback from customers and employees to identify opportunities to improve the onboarding experience

Senior Client Services Specialist, EOR Operations

Operations

• Elevate our IT support and system management to world-class standards; strategize on IT infrastructure for scalability, security, and performance, including macOS fleet management for a global team.
• Lead by example in system administration for SaaS platforms like Google Workspace, Notion, Slack, and Okta, and in endpoint management for macOS.
• Mentor junior engineers, sharing deep knowledge and fostering a culture of continuous improvement and learning.
• Drive initiatives that enhance IT infrastructure, ensuring solutions are robust, scalable, and secure.
• Act as a key decision-maker in the selection and implementation of IT tools and practices that align with Remote's long-term vision.

Senior IT Operations Engineer

Performance Marketing

• About Remote: Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote. We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform. If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!\n• About the Role: We’re looking for a data-savvy Global Performance Marketing Manager - SEM to support and optimize our paid media efforts across search, social, and display. You’ll work closely with our campaign managers to uncover insights, identify growth opportunities, and ensure we’re investing efficiently to drive performance. This is a great opportunity for someone with strong analytical instincts who’s eager to take the next step in digital marketing.\n• Key Responsibilities: Monitor, analyze, and report on paid campaign performance on Google Ads (Meta, LinkedIn, and programmatic/display channel knowledge a plus); Identify trends, anomalies, and opportunities within campaign data to inform optimization strategies; Assist in A/B testing, creative performance reviews, and bid strategy evaluations; Partner with the paid marketing team to improve audience targeting, conversion funnels, and landing page effectiveness; Create dashboards and reporting templates in tools like Looker, GA4, or Excel/Sheets; Work closely with finance and operations to ensure spend pacing and ROI targets are met; Keep up to date with platform changes and industry benchmarks\n• Why Join Us: High-impact role with room to grow into campaign ownership or strategic analytics; Collaborative and ambitious marketing team; Exposure to multi-channel, multi-regional campaigns and large marketing budgets

Global Performance Marketing Manager - SEM

People Operations

• Drive Data-Driven People Insights (Approx. 50% Focus)
• Develop User-Friendly Analytics Tools: Create and maintain dashboards and reports that are simple to use. These tools will improve our awareness of our talent programs. They will collaborate with the employee experience team to support the entire employee lifecycle at our company.
• Conduct Deep-Dive Analysis: Perform advanced analytical deep dives into key talent areas such as regrettable attrition drivers, top talent retention, employee engagement trends, and skill gaps.
• Inform Strategic Decisions: Translate complex data findings into clear, concise, and compelling strategic recommendations for People Team leadership and business stakeholders.
• Measure Impact: Establish and track key success metrics for all talent and learning initiatives, demonstrating their tangible impact on business objectives and Remoter growth.
• Data Integration: Partner with the People Operations & Tools team to ensure data integrity and accessibility within our HRIS (Remote) and other People Team platforms, helping to establish it as the single source of truth.
• Lead Strategic Talent Development & Growth (Approx. 50% Focus)
• Design and Implement Talent Programs: Lead the development and execution of key initiatives to manage talent. Use data and technology to customize and improve these programs. Career Pathing: Develop a career path model that clearly states the expectations and necessary skills for each role. Explore and leverage data to suggest personalized career paths. Skill Taxonomy: Establish a robust skill taxonomy, outlining critical skills and proficiencies by function and role, and create a heat map comparing required needs against current organizational skills to inform L&D efforts. Performance Management: Enhance our performance management approach with a data-driven lens. Implement continuous feedback mechanisms and a quarterly snapshot approach for performance pulse checks. Succession Planning: Contribute to strategic succession planning efforts, using data and predictive analytics to inform succession readiness.
• Partner with L&D: Collaborate closely with the Learning & Development team to ensure learning experiences are directly aligned with talent development goals, skill gap closure, and career progression frameworks.
• Embed AI & Automation: Proactively identify and embed AI and automation within talent programs to enhance personalization, efficiency, and data collection.
• Create straightforward and attractive plans to spread the word about talent programs. These plans should help raise awareness and get more people involved across various channels. Utilize marketing techniques to create engaging content that resonates with different employee segments.
• Drive Program Adoption: Design and implement innovative adoption campaigns that increase participation with talent programs. Create metrics to track adoption rates and continuously refine approaches based on data insights.

Lead Talent and People Insights Partner

Human Resources

• Design and optimize global People processes (onboarding, mobility, offboarding, etc.) to reduce friction and improve quality and consistency.
• Drive automation and tooling improvements to eliminate manual work, reduce response time, and increase scalability across the People team.
• Partner with Product, Engineering, and IT to evolve internal infrastructure, HR platforms, and cross-functional workflows supporting employee lifecycle events.
• Lead complex projects and act as an escalation point for ambiguous or cross-functional operational challenges.
• Enable internal team maturity through documentation, knowledge management, and implementation of best practices.
• Build and implement automations across top-volume service requests (e.g., reporting line changes, time off, contract updates).
• Redesign onboarding and mobility workflows to improve employee clarity and operational handoffs.
• Establish a self-service documentation library to reduce inbound volume and increase knowledge accessibility.
• Partner with Product to evolve internal employee support tooling and reduce friction in cross-functional handoffs.
• Key Performance Metrics: Process improvement velocity: # of workflows redesigned, documented, or automated per quarter; Operational efficiency: Reduction in manual touchpoints, duplicated work, or turnaround time across People Ops tasks; Tool and platform adoption: % of People team enabled on key tools and workflows; Employee experience impact: CSAT / feedback scores on People interactions and lifecycle moments; Knowledge accessibility: Reduction in repeated inquiries due to clearer documentation and support resources.
• Bonus: Experience in a fully remote, distributed environment and familiarity with asynchronous communication best practice

Senior Client Services Specialist, EOR Operations

Senior IT Operations Engineer

Global Performance Marketing Manager - SEM

Lead Talent and People Insights Partner

Lead Employee Experience Partner