Original listing text, shown exactly as published by the company.
General requirements
- AI / agents fluency. You have shipped agent-facing or AI-native product surfaces and you have a clear point of view on what changes when agents — not humans — are the primary consumer of an API.
- Proficiency in Cursor and/or Claude Code is required. You must be able to autonomously build, debug, and ship functional code and prototypes — not just write specs.
- Senior-level experience as a Product Manager, with a track record on platform, API, or developer-facing products. You have shipped surfaces other people build on.
- 0→1 builder. You have stood up a new product line or business from nothing. You are comfortable with ambiguous scope, unset baselines, and P&L thinking.
- The "product-biz" mindset. Proven ability to think commercially. You understand how a connector, an SDK, or a managed-service line shows up in revenue, gross margin, and retention.
- Outstanding customer-facing communication and collaboration skills. Build trusted customer relationships, lead discovery and working sessions, translate needs into clear requirements, and align cross-functional stakeholders to deliver high-quality outcomes.
- Technical fluency. Familiarity with APIs, REST, Webhooks, OAuth, and the design choices that make a platform safe for external builders. You can read a partner's docs and identify the risks.
- Strong UX sensibilities. Great UX for the user, always. A connector, a custom app, or an agent should feel effortless to the person on the other side — every time.
- Great judgment-making strategic (what to prioritize) and tactical (feature scope) decisions.
- Language: Business-level proficiency writing and speaking English.
- Domain advantage (nice to have): experience with HRIS, payroll, or fintech platforms (Workday, HiBob, Personio, BambooHR, Greenhouse, Netsuite, Merge, Finch, or similar).
Key responsibilities
- Own demand signals and unit economics. Aggregate what customers are asking for across engagements, and own the packaging and pricing that make Remote Build services repeatable and profitable.
- Standard integrations — fast, fixed-fee deployments. Make deploying Remote's existing standard connectors fast, predictable, and fixed-fee.
- Custom integrations — build and productize new connectors. Remote Build builds the bespoke connectors customers ask for that don't yet exist. Decide which of those graduate from one-off into reusable connectors.
- Custom apps and agents — run the engagement model and outputs. Remote Build builds custom apps and agents with customers, on top of Remote's APIs, MCP, and CLI. Codify the patterns that repeat — reference architectures, agent templates, and starter kits.
- Managed services — productize the playbook. Turn the recurring services line into a product. Reusable processes, customer-facing surfaces, and the tooling that lets managed services scale on leverage, not headcount. Own the handoff from delivery into steady-state.
- Connect the dots across functions. Partner with the Remote Build leadership group, platform product teams, GTM, and customer success so every engagement is set up to succeed — commercially and technically.
- Give platform and feature teams insights. Turn Build engagements into clear, actionable feedback for platform and feature teams — what to add, fix, and productize across the APIs, MCP, CLI, and the product overall.
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 $149,750 to $168,500. 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
- AI interview
- Interview with recruiter
- Interview with hiring manager
- Product Deep Dive
- Team Interview
- Bar raiser interview
- Interview with CTO
- Prior employment verification check
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