---
title: 'Senior Product Manager at Remote - Referral Board'
canonical: 'https://feeny.ai/job/senior-product-manager-remote-referral-board-remote-t8pwtbxsekjm'
type: 'job'
last_seen: '2026-09-13'
---

# Senior Product Manager at Remote - Referral Board

- **Company:** Remote - Referral Board
- **Location:** Remote
- **Compensation:** $60k–$169k
- **Work type:** remote
- **Posted:** 2026-09-07
- **Last confirmed live:** 2026-09-13
- **Apply:** https://job-boards.greenhouse.io/remotereferralboardinternaluseonly/jobs/7988097003

## Job description

## 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.

With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.

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!

What this job can offer you

Benefits at Remote is becoming the provider-agnostic, payroll-correct, compliance-monitored infrastructure layer that sits underneath every way Remote employs someone — Employer of Record, global payroll, PEO — and, increasingly, underneath any external HR system a customer brings. It stops being a standalone module people click through and becomes a layer other systems build on top of: invisible when it works, indispensable when it doesn't.

Near term, this is a deeply integration-heavy role. You'll take over a live, high-stakes book of work: migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration for US global payroll, building provider-agnostic cost ingestion so any customer can bring their own broker or carrier, making benefits data flowing out of clients' own HR systems land correctly in payroll, and resolving benefit-cost data-integrity incidents that touch real employee paychecks. This is hands-in-the-data work: reconciliation logic, eligibility files, settlement thresholds, migration sequencing.

Longer term, this is a full-scope experience and unification role. As Remote consolidates fragmented, product-by-product benefits tooling into one administration platform, one cost-ingestion pipeline, and one source of truth, you'll own the vision and roadmap for making benefits behave consistently everywhere — the same primitives (offers, costs, enrollment, providers, statuses) working the same way across 90+ countries and across Employer of Record, global payroll, PEO, and HRIS-connected customers alike. You'll also own how that layer shows up for non-human consumers — APIs and agent-facing tooling — not just for people in a UI.

This is a senior, high-autonomy role reporting into Product leadership, with regular exposure to Engineering, Payroll Operations, Partnerships, Finance, and Legal/Compliance.

## What you bring

- Proven experience as a product manager owning complex third-party integrations (API and file/EDI-based)
- A provider-agnostic mindset: you default to ingesting a customer's existing reality, and anticipating their future needs (their broker, their carrier, their HRIS) rather than forcing them onto a fixed set of embedded partners.
- Proficiency in Cursor and/or Claude Code is required. You must be able to autonomously build, debug, and ship functional code/prototypes, not just write specs.
- Comfort designing for systems as well as humans — you think in APIs and agent-facing tooling, not just dashboards, and can justify a feature by whether it makes a pay run more correct or compliant, not just whether it "feels complete."
- Judgment to make both strategic calls (what to consolidate, what to prioritize, what to explicitly stop doing) and tactical ones (scope of a given integration) under real deadline pressure.
- Excellent async written communication — you'll drive alignment across Engineering, Payroll Operations, Finance, Partnerships, and Legal without relying on meetings.
- Bonus: Experience negotiating or managing commercial partnerships, not just technical integrations, as well as experience in related domains benefits, HR technology, payroll, insurance technology, or fintech

## Nice to have

- Strong technical fluency: you can read a data-mapping spec, reason about sync and reconciliation logic, and hold your own in a design conversation with engineers about idempotency, settlement thresholds, or migration sequencing.

## Key responsibilities

Own the Benefits infrastructure strategy — near-term integrations, long-term unification

- Drive the roadmap for how Remote connects to carriers, third-party administrators, benefits administration platforms, and customers' own HR systems — deciding where we build deeper integrations, where we consolidate, and where we offboard partners that no longer fit.
- Own the longer-term shift from fragmented, product-specific benefits tooling toward one administration platform, one cost-ingestion pipeline, and one consistent experience across Employer of Record, global payroll, and PEO.
- Break strategy into a roadmap that's legible to engineering, operations, and leadership, and keep every investment tied to one bar: does it make a pay run more correct, keep Remote compliant, or help win or retain a customer.

Lead complex, cross-functional integration delivery

- Drive initiatives such as migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration, building provider-agnostic cost ingestion (bring-your-own-broker), and making benefits data from clients' HR systems land correctly in payroll — from design through go-live.
- Own test planning, end-to-end validation, and go-live readiness for these migrations, partnering closely with engineering.
- Run the standard process for activating new countries and partners end to end: requirements, integration, carrier onboarding, and rollout.
- Enable sales and implementation on benefits processing and set up - via AI tools to support workflows and code-connected agents to verify provider availability, system behavior and expected outcomes.

Build a seamless benefits experience across products

- Own the vision for consistent benefits behavior across Employer of Record, global payroll, and PEO, and for customers who bring their own HR system, so cost, eligibility, and enrollment data flow the same way regardless of employment model or where the data originates.
- Push proactive, systematic compliance monitoring as a real product surface rather than something discovered when a regulator or customer flags it.
- Identify and close the gaps that today force teams or customers to reconcile benefits data manually across products.

Own data integrity across partner integrations

- Be the escalation point for benefit-cost data incidents (e.g. under-collection, discrepancies between offer and payroll), driving root-cause analysis, remediation, and durable fixes rather than one-off patches.
- Champion systemic tooling — discrepancy reporting, unmapped-cost alerting, reconciliation infrastructure — so issues surface before they hit employees or payroll.

Manage the partner portfolio

- Own the full lifecycle of benefits partners: sourcing and evaluation, technical integration, performance monitoring, and offboarding when a partnership is sunset.
- Partner with the Partnerships team on commercial terms and represent Product as the technical subject-matter expert with carriers and platforms.

Communicate and align

- Evangelize the roadmap and process changes across Product, Engineering, Payroll Operations, Finance, and Partnerships.
- Lead by example on asynchronous, transparent collaboration.

Practicals

- You'll report to: Director of Product, Payroll
- Team: Product Management
- Location: Any location, any timezone

Application process

- Interview with recruiter
- Interview with hiring manager
- Live Session
- Team Interview
- Bar Raiser interview
- Offer + [Employment Verification Checks](https://app.notion.com/p/96e108c037b8423cbd4c3f07a1f9b38b?pvs=21)

Remote's [Total Rewards philosophy](https://www.notion.so/remotecom/people-Total-Rewards-1945bce8d3924ece9421ba8630f57b0c) is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce.  We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

The annual salary range for this full-time position is $59,900—$168,500 USD

## Benefits

Our full benefits & perks are explained in our handbook at [remote.com/r/benefits](http://remote.com/r/benefits). As a global company, each country works differently, but some benefits/perks are for all Remoters:

- work from anywhere
- flexible paid time off
- flexible working hours (we are [async](https://remote.com/async))
- 16 weeks paid parental leave
- mental health support services
- stock options
- learning budget
- home office budget & IT equipment
- budget for local in-person social events or co-working spaces

## How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at [remote.com/async](https://remote.com/async).

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

- Please fill out the form below and upload your CV with a PDF format.
- We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
- If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.

Please note we accept applications on an ongoing basis.

## About Remote - Referral Board

## Company Overview
- **One-liner**: Remote provides an all-in-one global HR platform that enables companies to hire, manage, and pay employees anywhere in the world, compliantly.
- **Entity Type**: Private (late-stage growth, Series C)
- **Headquarters**: San Francisco, California, USA (fully remote company)
- **Founded**: 2019
- **Founders**: Job van der Voort (CEO/Co-founder) and Marcelo Lebre (President/Co-founder)

## Core Business
- Primary industry: Global HR / Employer of Record (EOR) / Payroll and Benefits
- Target customers: B2B – companies of all sizes (startups to enterprises) looking to hire internationally
- Mission/purpose: *“Talent is everywhere, opportunity should be too – eliminate barriers to international hiring so great companies can work with great people, no matter where those people are.”*

## Products & Services
- **[Global HR Platform / EOR]**: End-to-end service for employing, onboarding, paying, and managing international teams. Handles compliance, payroll, benefits, and local entity setup.
- **[Remote Payroll]**: Multi-country payroll management integrated with the platform.
- **[Remote Benefits]**: Country-specific benefits administration (health insurance, pension, etc.).
- **[Remote Mobility]**: Support for employee relocation and immigration.
- **[Remote Financial Services]**: Related financial products (likely payment and cross-border finance).

## Market Standing
- **Valuation/Market Cap**: Not publicly available (last reported Series C at over $3 billion in 2022 – unconfirmed in search results)
- **Key Metric**: Not publicly disclosed (revenue and total funding not provided in search results)
- **Notable Investors/Partners**: Not specified in searched sources (known investors include Index Ventures, Accel, Sequoia, etc. – not cited here)
- **Growth Signals**: Over 90 nationalities represented, 6 continents covered, 50+ languages spoken. The referral board lists 88 open positions across departments including Engineering, Sales, Customer Experience, and Operations, indicating active scaling.

## Competitive Advantages
- **True global remote-first culture**: Fully asynchronous, no physical office – gives a structural cost and talent advantage.
- **Compliance as a moat**: Deep expertise in local employment laws across dozens of countries, making switching providers painful for customers.
- **All-in-one platform**: Combines EOR, payroll, benefits, mobility, and financial services, reducing the need for multiple vendors.

## Strategic Focus
- Expand global entity coverage and maintain compliance as regulations change.
- Continue to hire top talent across all departments to accelerate product development and customer success.
- Scale the platform to serve both SMBs and large enterprises.

## Why Work Here
- **Work environment**: 100% remote-first and fully asynchronous – employees work from anywhere, choose their own hours, and plan work around life.
- **Culture**: High-performance culture built on values of Care, Innovation, Intensity, Transparency, and Excellence.
- **Perks & benefits**: Company stock options, flexible paid time off, paid parental leave, home office setup budget, co-working allowance, mental health support, learning budget, branded swag, and country-specific benefits.
- **Team**: “Ambitious, motivated, high-performing contributors” from over 90 nationalities; emphasis on ownership and collaboration across time zones.

## Sources
1. [remote.com/careers](https://remote.com/careers)
2. [remote.com/about](https://remote.com/about)
3. [job-boards.greenhouse.io/remotereferralboardinternaluseonly](https://job-boards.greenhouse.io/remotereferralboardinternaluseonly)
4. [remote.com/openings](https://remote.com/openings/7658499003)

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