Original listing text, shown exactly as published by the company.
What you bring
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Must have
- Demonstrated experience shipping production software (backend and/or full-stack) and owning it in production (on-call mindset, debugging, instrumentation)
- Strong integration and systems thinking: APIs, event-driven systems, webhooks, auth (OAuth/service accounts), data modeling, idempotency, and failure modes
- Applied AI/LLM experience beyond prototypes: prompt+tool design, RAG and retrieval patterns, evaluation, latency/cost trade-offs, and reliability practices
- Ability to operate in ambiguity: you can go from “problem statement” to “shipped solution” with minimal hand-holding
- Clear, structured communication in writing; ability to explain trade-offs to technical and non-technical stakeholders
Nice to have
- Experience with enterprise environments (security reviews, compliance constraints, procurement, change management)
- Experience building with agent frameworks and/or workflow orchestration systems
- Familiarity with HRIS, payroll, identity/access management, or adjacent enterprise domains
- Experience with multi-tenant SaaS, RBAC, and data privacy by design
Key Responsibilities
- Partner with customers to understand operational challenges, constraints, and success criteria; run structured technical discovery and define the “definition of done”
- Translate open-ended problems into clear technical designs and implementation plans (architecture, data flows, integration surfaces, security considerations, rollout strategy)
- Build AI-enabled solutions that integrate with customer systems and Remote’s platform (e.g., data pipelines, workflow automations, tool integrations, agentic services) and perform real tasks end-to-end
- Own deployments including reliability, performance, observability, incident response, and continuous improvement
- Develop evaluation and measurement for AI behavior: success metrics, test harnesses, golden datasets, regression suites, and guardrails (quality, safety, privacy)
- Work with real data to validate outputs, quantify impact, and iterate quickly based on evidence
- Collaborate cross-functionally with Product and Engineering to ship high-quality solutions and to upstream reusable components
- Create leverage by turning one-off solutions into repeatable playbooks, reference architectures, templates, and internal tooling
- Be the voice of the field: bring back concrete customer needs, edge cases, and constraints that should shape product strategy
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Practicals
- Team: Remote Build / Customer Engineering (or equivalent)
- Location: Remote
- Time zones: Ability to overlap with customer working hours as needed
- Travel: Whilst the majority of the work is Remote, please expect around 10% of travel for customer engagements
- Start date: As soon as possible
Remote Compensation Philosophy
Remote's Total Rewards philosophy 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.
The base salary range for this full-time position is $53,300 to $215,750. 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.
Application process
- Recruiter screen
- Hiring Manager interview
- Technical challenge
- Team interview
- Bar Raiser interview
- Executive interview
- Prior employment verification check
