Location: Remote, Georgia, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Remote or Mississauga
Workplace: remote
At PointClickCare our mission is simple: to help providers deliver exceptional care. And that starts with our people. As a leading health tech company that’s founder-led and privately held, we empower our employees to push boundaries, innovate, and shape the future of healthcare.
With the largest long-term and post-acute care dataset and a Marketplace of 400+ integrated partners, our platform serves over 30,000 provider organizations, making a real difference in millions of lives. We also reinvest a significant percentage of our revenue back into research and development, ensuring our employees have the resources to innovate and make a lasting impact. Recognized by Forbes as a top private cloud company and honored as one of Canada’s Most Admired Corporate Cultures, we offer flexibility, growth opportunities, and meaningful work.
At PointClickCare, we empower our people to be the architects of a smarter healthcare future; one that is human-first and accelerated by AI to create meaningful and lasting change. Employees harness AI as a catalyst for creativity, productivity, and thoughtful decision-making. By integrating AI tools into our daily workflows, collaboration is enhanced, outcomes are improved, and every team member has the proficiency to maximize their impact. It all starts with our hiring practices where we uncover AI expertise that complements our mission, and we continue to invest in training and development to nurture innovation throughout the employee journey.
Join us in redefining healthcare — so it doesn’t just survive, it thrives. To learn more about PointClickCare, check out Life at PointClickCare and connect with us on Glassdoor and LinkedIn.
**Travel to Office expectations**
For Remote Roles: If this role is remote, there will be in-office events that will require travel to and from the Mississauga and/or Salt Lake City office. These will include, but not limited to, onboarding, team events, semi-annual and annual team meetings.
For Hybrid Roles: If this role is Hybrid, there will be an expectation to reside within commutable distance to the office/location specified in the job listing. This will include, but not limited to, weekly/bi-weekly/monthly events in the office with your specific team. This is a requirement for this role.
Team Summary:
Our team of five Partner Managers owns the full partner lifecycle, from identifying and prioritizing partners through negotiation, go-to-market planning and execution, and ongoing performance management. As Director, you’ll lead this team while also playing a central role in our data strategy, helping evolve and execute authorized data access pathways for both customers and third-party vendors. This is a high-impact opportunity to shape how our partner ecosystem and data strategy work together as an organizational priority. The role can be performed remotely or from one of our offices, so you can work where you do your best work.
Job Summary:
Director, Partnerships & Data Strategy is responsible for developing and maintaining the Partner Powered Solutions strategy, managing the entire life cycle of partner relationships (identification, prioritization, negotiation, GTM planning & execution, and ongoing performance management). The role requires an individual who is a strategic thinker with a demonstrated ability to act individually where required but also lead and improve team efficiency and effectiveness through the creation and continued optimization of process and approach. In addition, the Director leads PointClickCare's Data Strategy, supporting the organizational imperative to evolve and execute authorized data access pathways for both customers and third-party vendors. This requires working closely with Product, Engineering, Sales, Marketing, Corporate Development, Legal and Regulatory to define and execute a Data Strategy roadmap aligned to market needs, voice of customer, and regulatory requirements, while cultivating the third-party vendor relationships and internal enablement needed to bring that roadmap to market.
Key Responsibilities:
Lead, grow and manage a partnerships team responsible for identifying, selecting, and finalizing the negotiations and operationalization of commercial agreements for new partners
Formulate and evolve partnership strategy, articulate partnership hypothesis, define and deliver an exceptional exchange of value.
Communicates with partners and internal stakeholders at all stages of the deal process to secure agreement and approvals. Lead negotiation strategy, driving deals to closure. Serve as point of escalation for team members during negotiations and partner onboarding.
Conducts monthly partner reviews, provides financial updates, progress against commitment, margin, revenue growth and risk assessments.
Work closely with internal stakeholders across Product, Engineering, Sales, Marketing, Corporate Development, Legal and Regulatory to define, support and execute the Data Strategy roadmap in alignment with market needs, voice of customer and regulatory requirements.
Establish and operate a consistent intake, evaluation and approval process for customer and third-party data access requests, including criteria, decision rights and turnaround expectations.
Required Skills & Qualifications:
Bachelor’s degree or equivalent experience in business, technology, data, or a related field
8+ years of experience in partnerships, business development, product, or data strategy, including 3+ years leading and developing teams
Demonstrated experience managing the full partner lifecycle: identification, prioritization, negotiation, go-to-market planning and execution, and performance management
Experience with healthcare data, interoperability or data access and licensing programs, including working knowledge of the privacy and regulatory frameworks that govern them.
Experience negotiating and structuring complex partner agreements and the ability to influence at the executive level.
Preferred Experience:
Excellent communication and interpersonal skills, with the ability to build and maintain relationships.
Excellent written and verbal communication and stakeholder management skills
Experience building and structuring a partner program or ecosystem
Familiarity with data platforms, interoperability frameworks, or marketplace models
#LI-TW1
#LI-Remote
PointClickCare Benefits & Perks:
Benefits starting from Day 1!
Retirement Plan Matching
Flexible Paid Time Off
Wellness Support Programs and Resources
Parental & Caregiver Leaves
Fertility & Adoption Support
Continuous Development Support Program
Employee Assistance Program
Allyship and Inclusion Communities
Employee Recognition … and more!
It is the policy of PointClickCare to ensure equal employment opportunity without discrimination or harassment on the basis of race, religion, national origin, status, age, sex, sexual orientation, gender identity or expression, marital or domestic/civil partnership status, disability, veteran status, genetic information, or any other basis protected by law. PointClickCare welcomes and encourages applications from people with disabilities. Accommodations are available upon request for candidates taking part in all aspects of the selection process. Please contact recruitment@pointclickcare.com should you require any accommodations. As part of our commitment to a streamlined and equitable hiring experience, PointClickCare uses AI tools to assist with candidate screening and assessment.
When you apply for a position, your information is processed and stored with Lever, in accordance with Lever’s Privacy Policy. We use this information to evaluate your candidacy for the posted position. We also store this information, and may use it in relation to future positions to which you apply, or which we believe may be relevant to you given your background. When we have no ongoing legitimate business need to process your information, we will either delete or anonymize it. If you have any questions about how PointClickCare uses or processes your information, or if you would like to ask to access, correct, or delete your information, please contact PointClickCare’s human resources team: recruitment@pointclickcare.com
PointClickCare is committed to Information Security. By applying to this position, if hired, you commit to following our information security policies and procedures and making every effort to secure confidential and/or sensitive information.
At PointClickCare, base salary is one of the many components that make up our total rewards package. The Canada base salary range for this position is $171,000 - $213,000 + bonus + equity + benefits, non-overtime eligible. Our salary ranges are determined by job and level. The range displayed on each job posting reflects the target for new hire salaries for the position across all Canada locations. Within the range, individual compensation is determined by job-related skills and knowledge, relevant experience including professional and lived experience, and/or work location. Your recruiter can share more information about our total rewards package during the hiring process.
Location: Remote, Colorado, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Remote, Illinois, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: United States (Remote)
Grafana Labs is the company behind Grafana Cloud, the fully managed observability platform trusted by more than 10,000 organizations to ensure reliability, resolve incidents faster, and optimize telemetry at scale. Built on open source and open standards and designed for interoperability across any stack, Grafana Cloud brings AI to observability and observability to AI, giving teams (and their agents) unified visibility so they can see, understand, and act on all their disparate data, wherever it lives, and move at the speed of their ambitions. Customers, including Anthropic, Bloomberg, NVIDIA, Microsoft, and Salesforce, rely on Grafana Labs. We are a 100% remote company with team members across 40+ countries, backed by leading investors including Lightspeed Venture Partners, Sequoia Capital, GIC, Coatue, J.P. Morgan, CapitalG, and Lead Edge Capital. Learn more at
grafana.com
and follow us on
LinkedIn
and
X
.
We’re scaling fast and staying true to what makes us different: an open-source legacy, a global collaborative culture, and a passion for meaningful work. Our team thrives in an innovation-driven environment where transparency, autonomy, and trust fuel everything we do.
You may not meet every requirement, and that’s okay. If this role excites you, we’d love you to raise your hand for what could be a truly career-defining opportunity.
The Opportunity:
This is more than just a management role—it’s your chance to build out our practice on the forefront of the observability space. As the
Director of Observability Architects (Americas)
, you’ll set the strategy for market-aligned teams of solution experts who guide Grafana’s customers through onboarding, adoption, and expansion. You will ensure that our customers leverage the full power of our platform to meet their business needs. This is your opportunity to drive tremendous impact, influence product direction, and help set a new industry standard for technical customer success.
What You’ll Be Doing:
Direct the bulk of your day-to-day work based on guidance and goals from leadership, owning the planning, actions and outcomes of the region.
Be responsible for customer adoption, retention and expansion, owning the ongoing reporting, analysis, and escalation of your team’s engagements.
Partner with AMER
Sales leadership on customer programs, marketing initiatives and community/company events to drive adoption and expansion.
Work alongside your team as an executive sponsor for our most important customers to ensure success and bring grounded feedback into your operation.
Leveraging advanced AI tooling to the fullest extent, while prioritizing and maintaining human control and contact.
Develop, refine, and improve our programs and materials to bring the best experience to our customers.
Attract, recruit, ramp, and mentor a team of great Observability Architects from diverse backgrounds and experiences.
Proactively communicate with customers and internal teams to provide a feedback loop on our products and the competitive landscape
Work with the team to create and enhance internal and external Grafana content and enablement.
What Makes You a Great Fit:
3+ years leading a team, 5+ years in the high tech industry having held customer facing and leadership roles such as TAM Manager, Customer Success Manager, SE Manager, Architect, etc.
Experience as a manager-of-managers, and strong leadership coaching skills.
Direct experience mentoring, developing people and managing performance over time.
In-depth technical knowledge and a desire to retain those skills in a leadership role.
Experience in open source or cloud-first/product-led go-to-market programs.
Knowledge in the observability space, especially expertise in the Grafana platform and/or competitors’ monitoring/data/visualization products.
Strong written and oral communication skills to collaborate with our remote-first internal teams and diverse customer base.
Creative problem-solving skills and the ability to rapidly pivot and adapt.
Compensation & Rewards
In the US, the OTE (On-Target Earnings) compensation range for this role is $310,000 - $370,000. Actual compensation may vary based on level, experience, and skillset as assessed throughout the interview process. All of our roles include Restricted Stock Units (RSUs), giving every team member ownership in Grafana Labs' success. We believe in shared outcomes—RSUs help us stay aligned and invested as we scale globally.
*Compensation ranges are country specific. If you are applying for this role from a different location than listed above, your recruiter will discuss your specific market’s defined pay range & benefits at the beginning of the process.
Why You’ll Thrive at Grafana Labs:
100% Remote, Global Culture -
As a remote-only company, we bring together talent from around the world, united by a culture of collaboration and shared purpose.
Scaling Organization
– Tackle meaningful work in a high-growth, ever-evolving environment.
Transparent Communication
– Expect open decision-making and regular company-wide updates.
Innovation-Driven
– Autonomy and support to ship great work and try new things.
Open Source Roots
– Built on community-driven values that shape how we work.
Empowered Teams
– High trust, low ego culture that values outcomes over optics.
Career Growth Pathways
– Defined opportunities to grow and develop your career.
Approachable Leadership
– Transparent execs who are involved, visible, and human.
Passionate People
– Join a team of smart, supportive folks who care deeply about what they do.
In-Person onboarding
- We want you to thrive from day 1 with your fellow new ‘Grafanistas’ to learn all about what we do and how we do it.
Balance is Key
- We operate a global annual leave policy of 30 days per annum. 3 days of your annual leave entitlement are reserved for Grafana Shutdown Days to allow the team to really disconnect.
*We will comply with local legislation where applicable.
Equal Opportunity Employer:
Grafana Labs is an equal opportunities employer. We welcome applications from everyone regardless of race, colour, nationality, origin, caste, sex, gender reassignment identity or expression, sexual orientation, age, religion or belief, disability, veteran status, genetic information, pregnancy, maternity, marital, family or carer status, or any other characteristic which is protected by local law. We believe that equality and diversity build a strong organisation, and we work hard to ensure that is the foundation of our organisation as we grow.
Grafana Labs may utilize AI tools in its recruitment process to assist in matching information provided in CVs to job postings. The recruitment team will continue to review inbound CVs manually to identify alignment with current openings.
#LI-Remote
For information about how your personal data is used once you’ve applied to a job, check out our
privacy policy
.
Location: Remote, Massachusetts, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Remote, Texas, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
We are looking for a Digital Marketing Manager to own and scale our B2B demand generation engine. In this role, you will drive pipeline growth and lower customer acquisition costs (CAC) by orchestrating high-impact paid campaigns, targeted ABM programs, and sophisticated marketing automation workflows.
Location: Remote, Washington, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Remote, New York, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Remote, California, United States, AMER
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
Drive data integrity and people analytics that help leaders make faster, better decisions.
Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
Translate complex tradeoffs into clear recommendations, and make decisions decisively.
Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
Experience leading global benefits across many countries in a complex, multinational environment.
Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
People-first leader. You measure your success by the strength of your team and the experience of our employees.
Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
$239,129
—
$298,911.50 USD
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Argentina; Mexico City, Mexico
Workplace: remote
About Welocalize
Welocalize, a Welo Global brand, serves localization teams through AI-enabled multilingual content solutions that enable enterprises to operate and scale globally. Welocalize combines AI, automation, and human expertise to support enterprises in more than 300 languages, enabling accurate, culturally aligned, and compliant multilingual content at scale.
Welocalize’s Opal Platform comprises patented technology designed to automate multilingual content and improve workflow performance for enterprises. Opal functions as an agentic system that orchestrates AI, automation, and human expertise to coordinate content workflows across the lifecycle, improving speed, scalability, and operational control for global enterprises. These solutions operate within a secure and compliant environment supported by seven ISO certifications. Welocalize is headquartered in New York with offices worldwide. welocalize.com
Overview
The Senior Project Manager will be responsible for managing assigned accounts end-to-end, including project planning, execution, monitoring, delivery, and closure in line with Welocalize’s standard processes and tools. In addition, the Senior Project Manager will partner with the Operations Squad Lead to support large enterprise accounts.
This role will serve as the primary project-level contact for clients, building strong customer relationships while collaborating closely with Welocalize account directors and production teams to maximize delivery performance, client satisfaction, quality, and profitability.
The ideal candidate is a motivated and dependable professional with strong relationship-building skills across cross-functional teams. They should bring the adaptability, resilience, and energy needed to succeed in a fast-paced and evolving environment.
Main Duties
Lead and supervise global teams, including internal and external stakeholders, with responsibility for both direct and indirect reports.
Prepare, analyze, and implement project plans in alignment with Welocalize standards, including project initiation, workflow management, completion, status updates, invoice approvals, and client information maintenance.
Develop and manage detailed project schedules to ensure timely and efficient delivery.
Prepare project estimates and proposals for client review and approval.
Conduct risk assessments and implement strategic plans to minimize potential issues and ensure successful outcomes.
Oversee QA projects, including resource allocation, defect management, reporting, and overall quality performance.
Collaborate closely with cross-functional stakeholders to achieve project and client objectives.
Create and maintain process documentation as required.
Operate independently with moderate support, proactively identifying and escalating issues outside of scope in a timely manner.
Partner with production teams to drive continuous improvement in project delivery, efficiency, and profitability.
Build and maintain strong relationships with internal and external stakeholders, including colleagues across departments and vendors.
Develop trusted client relationships at the project level, achieving measurable success in customer satisfaction ratings.
Ensure clear, effective, and timely communication with all project stakeholders, including clients and production teams.
Maintain accuracy and timeliness of all financial systems data.
Prepare and deliver reporting, including weekly project status updates, budget-to-actual analysis, time management, and client/vendor-related issues.
Protect project profitability through effective margin management.
Plan, prepare, and lead quarterly business reviews with clients in face-to-face settings.
Requirements
Education Level: Master’s degree, or Bachelor’s degree with relevant industry experience in lieu of a Master’s degree.
Proven track record in Localization Project Management.
Experience working internationally or directly with global product development teams.
Experience within a technology-driven company or environment.
Experience with AI-related projects is a huge plus.
Demonstrated success managing large enterprise clients.
Proven ability to lead and deliver large-scale accounts and complex projects successfully.
Experience creating client-facing documentation, including Statements of Work (SOWs), proposals, process documentation, and post-project reviews.
Proven record of contributing to process improvements, operational initiatives, and new ideas.
Experience supporting new client sales cycles, including presentations, analysis, recommendations, and relationship development.
Strong experience managing financial budgets, reconciliations, and budget reporting.
Hands-on experience with CAT and TMS tools, including GlobalSight, Idiom World Server, or SDL TMS.
Additional Skills
Job Reference: #LI-JC1
Location: Dublin, Dublin, Ireland
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data.
Together, we’re delivering the data infrastructure layer that helps organizations move, transform, and trust their data — from the moment data moves, through every transformation, to the context teams and AI systems rely on.
Fivetran helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. Together, we support thousands of organizations as they build a trusted foundation for analytics, AI, and better business decisions.
As we bring our teams and technology together, we’re building on the strengths of both companies while continuing to deliver the products and experiences our customers know and trust. It’s an exciting time to join us: we’re creating a company with the scale, talent, and technology to help more organizations put their data to work with greater speed, confidence, and impact.
During this transition period, you may see references to both Fivetran and dbt Labs throughout our recruiting process as we integrate our teams, systems, and career sites.
About the Role
As Fivetran scales its Enterprise business, we're looking for a senior individual contributor – with a strong bias towards AI automation – to own the International Demand Generation across EMEA and APAC. You'll be the right hand to the Director of Global Enterprise Demand, driving lead generation to ensure we have the touchpoints and MQL volumes needed to hit Enterprise sales targets. You’ll build and run the always-on 1-to-many ABM engine for Enterprise accounts in EMEA and APAC: agent-driven workflows that turn account signals (intent, tech stack, CRM stage) into campaigns, creative, and landing pages.
This is a strategy-and-execution role: you'll set the plan and roll up your sleeves with the team to make it work.
Location and work model: In person in Dublin, Ireland.
What You’ll Do
You'll co-own the EMEA and APAC enterprise pipeline number alongside the EMEA marketing team, with accountability for lead generation, territory hydration, and the touchpoint and MQL volumes needed to support sales targets. You'll execute account-specific programs to drive account engagement, lead generation and monitor the funnel from touchpoints through qualified opportunities and pipeline. You will own key paid channels, like LinkedIn and Meta, to drive these outcomes. Things you will build:
Agentic workflows, using Claude or similar harnesses, that creates, launches, and optimizes LinkedIn and Meta campaigns across target-account tiers.
Connections between ad platforms, Salesforce, and signal sources such as intent and tech-stack data, so audiences and creative update without manual list uploads.
A weekly review loop where the system and you assess what worked and improve it.
You'll work across lifecycle marketing, customer marketing, ABM, product marketing, and regional teams to orchestrate integrated programs. Partnering with the Director of Global Demand and Regional Marketing and ABM leaders, you'll improve the demand operating model across EMEA and APAC.
What success looks like
6 months:
target-account tiers and signals defined; an agent-assisted campaign workflow live for a first segment, with measurable gains in launch speed and cost per touchpoint or MQL.
12 months:
the engine runs across the EMEA and APAC Enterprise account list with BDR handoff, and it improves itself through a regular review loop. Pipeline influence and BDR conversion on engaged accounts are tracked.
Skills We’re Looking For
Deep, hands-on expertise in paid media and account-based marketing for enterprise buyers (LinkedIn required), plus experience in at least one of lifecycle, customer, or product marketing.
Experience running multi-lifecycle stage campaigns targeting enterprise buying committees
Proficiency in using LLM harnesses to automate marketing tasks, and improve marketing performance
Strong business judgment and a clear point of view, with the confidence to challenge senior stakeholders constructively and build alignment around difficult tradeoffs.
Excellent communication skills, specifically in communicating business outcomes, headwinds and tailwinds
You’ve built and shipped agentic or automated workflows in production, not just prompts: connecting APIs or MCP servers, defining guardrails, and measuring impact. Hands-on familiarity with CRM data (Salesforce), ad platform APIs, and signal tools is a strong plus.
You're comfortable operating as a senior IC who leads through influence rather than headcount. You should be comfortable galvanizing support behind an initiative when a number is at risk. You think in systems, you're fluent in the metrics that matter, and you move fluidly between setting strategy and executing the work yourself.
#LI-LA1
#LI-HYBRID
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
€99.552
—
€124.440 EUR
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: London, England, United Kingdom
From Fivetran’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data.
Together, we’re delivering the data infrastructure layer that helps organizations move, transform, and trust their data — from the moment data moves, through every transformation, to the context teams and AI systems rely on.
Fivetran helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. Together, we support thousands of organizations as they build a trusted foundation for analytics, AI, and better business decisions.
As we bring our teams and technology together, we’re building on the strengths of both companies while continuing to deliver the products and experiences our customers know and trust. It’s an exciting time to join us: we’re creating a company with the scale, talent, and technology to help more organizations put their data to work with greater speed, confidence, and impact.
During this transition period, you may see references to both Fivetran and dbt Labs throughout our recruiting process as we integrate our teams, systems, and career sites.
About the Role
As Fivetran scales its Enterprise business, we're looking for a senior individual contributor – with a strong bias towards AI automation – to own the International Demand Generation across EMEA and APAC. You'll be the right hand to the Director of Global Enterprise Demand, driving lead generation to ensure we have the touchpoints and MQL volumes needed to hit Enterprise sales targets. You’ll build and run the always-on 1-to-many ABM engine for Enterprise accounts in EMEA and APAC: agent-driven workflows that turn account signals (intent, tech stack, CRM stage) into campaigns, creative, and landing pages.
This is a strategy-and-execution role: you'll set the plan and roll up your sleeves with the team to make it work.
Location and work model: Hybrid in London, UK.
What You’ll Do
You'll co-own the EMEA and APAC enterprise pipeline number alongside the EMEA marketing team, with accountability for lead generation, territory hydration, and the touchpoint and MQL volumes needed to support sales targets. You'll execute account-specific programs to drive account engagement, lead generation and monitor the funnel from touchpoints through qualified opportunities and pipeline. You will own key paid channels, like LinkedIn and Meta, to drive these outcomes. Things you will build:
Agentic workflows, using Claude or similar harnesses, that creates, launches, and optimizes LinkedIn and Meta campaigns across target-account tiers.
Connections between ad platforms, Salesforce, and signal sources such as intent and tech-stack data, so audiences and creative update without manual list uploads.
A weekly review loop where the system and you assess what worked and improve it.
You'll work across lifecycle marketing, customer marketing, ABM, product marketing, and regional teams to orchestrate integrated programs. Partnering with the Director of Global Demand and Regional Marketing and ABM leaders, you'll improve the demand operating model across EMEA and APAC.
What success looks like
6 months:
target-account tiers and signals defined; an agent-assisted campaign workflow live for a first segment, with measurable gains in launch speed and cost per touchpoint or MQL.
12 months:
the engine runs across the EMEA and APAC Enterprise account list with BDR handoff, and it improves itself through a regular review loop. Pipeline influence and BDR conversion on engaged accounts are tracked.
Skills We’re Looking For
Deep, hands-on expertise in paid media and account-based marketing for enterprise buyers (LinkedIn required), plus experience in at least one of lifecycle, customer, or product marketing.
Experience running multi-lifecycle stage campaigns targeting enterprise buying committees
Proficiency in using LLM harnesses to automate marketing tasks, and improve marketing performance
Strong business judgment and a clear point of view, with the confidence to challenge senior stakeholders constructively and build alignment around difficult tradeoffs.
Excellent communication skills, specifically in communicating business outcomes, headwinds and tailwinds
You’ve built and shipped agentic or automated workflows in production, not just prompts: connecting APIs or MCP servers, defining guardrails, and measuring impact. Hands-on familiarity with CRM data (Salesforce), ad platform APIs, and signal tools is a strong plus.
You're comfortable operating as a senior IC who leads through influence rather than headcount. You should be comfortable galvanizing support behind an initiative when a number is at risk. You think in systems, you're fluent in the metrics that matter, and you move fluidly between setting strategy and executing the work yourself.
#LI-LA1
#LI-HYBRID
The compensation range displayed on this job posting reflects the minimum and maximum target for new hire compensation for the target position and level, and may include sales incentives or target bonuses depending on the role. Our compensation ranges are determined by role, level, and location. Our job titles may span more than one career level. Within the range, individual compensation is determined by additional factors, including job-related skills, experience, relevant education or training, business need, market demands. The compensation range is subject to change and may be modified in the future. Your recruiter can share more about the specific compensation range for your location during the hiring process.
Pay Range
£96,398
—
£120,497 GBP
Perks and Benefits
100% employer-paid medical insurance
*
Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
RSU stock grants*
Professional development and training opportunities
Company virtual happy hours, free food, and fun team-building activities
Monthly cell phone stipend
Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
*
May vary by country and worker type - please reach out to your recruiter for more information
Click
here
to learn more about Fivetran's Benefits by Region.
We’re honored to be
valued at over $5.6 billion
, but more importantly, we’re proud of our
core values of Get Stuck In, Do the Right Thing, and One Team, One Dream
. Read about us in
Forbes
.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran’s culture and what it’s like to be part of the team,
click here
and enjoy our video.
To learn more about our candidate privacy policy, you can
read our statement here
.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this
form
. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
Location: Paris
Workplace: Hybrid
HEALTH CAN’T WAIT.
Not for symptoms to get worse. Not for a six‑month appointment. Not for a system to catch up. But that’s exactly how healthcare works today. You wait, until you can’t.
Alan exists to end the wait.
Health is a universal right, and we believe this right can only become real when it’s coupled with prevention. We need to stop treating health as something we repair and start treating it as something we build, every day. It’s not solely a question of willpower. It’s the healthcare system itself that needs to work for everyone, in a sustainable way.
So we are building the new standard in prevention insurance. Alan is the first company that integrates insurance, prevention, and care into a single, acclaimed user experience.
We are on an incredible journey to build a global leading company, with a unique culture https://alan.com/en/careers. We already partner with 40K+ companies of all sizes, serving more than 1M+ members, and have reached €800M+ in ARR.
Prevention as the new norm. That's what we're building with our team of 1000+ people. If it speaks to you: we're hiring across France, Spain, Belgium, and Canada. And beyond.
Healthcare Sites Development Manager
People joining Alan are often surprised and delighted by our innovative working method. We have a set of cultural values https://alan.com/about/company-culture that guide our approach to work, such as:
🎯 What drives us — We're obsessed with helping our members live healthier
- Mission is the Boss: long-term thinking, seeking our mission success above all else.
- Member & customer-led: obsessively focused on solving members & customers problems and creating the most delightful experiences.
🏆 How we build excellence — We hire the best people and give them platform to succeed
- Champions of excellence: extremely high standards and talent density.
- Distributed ownership: accountable enlightened despots, everyone owns their decisions and results.
- Radically transparent: all information is accessible and written-first, so everyone can make the best decisions asynchronously.
🤝 How we grow together — We help each other improve through honest feedback and bold thinking
- Optimistic alchemy: optimists who collaborate with genuine care and support teammates.
- Empathetic challengers: direct, caring feedback combined with praises to help each other grow professionally.
- Bold & creative contrarians: think differently to achieve greatness, try new approaches.
⚡ How we move fast — We fight complexity and focus on what matters most
- Disciplined in execution: taking decisive actions with focus that compounds success over time.
- Fight for simplicity: only high impact processes, smart frugality.
💡 The Missions
Prévenir is a new Occupational Health and Prevention Service (SPSTI) in Île-de-France, built to rethink occupational health with Alan's technology, for the benefit of employees and of healthcare professionals (HPs).
Its first medical centre opened at Valmy (Paris 10th) in April 2026, and 4 sites are already running.
Prévenir is about to scale fast: the ambition is to open several new small centres around Paris in 2027 (Seine-et-Marne, Val-d'Oise), first inside ready-to-operate sites, then in premises of its own (rented or bought), including a flagship centre in Paris. The exact plan is still being shaped, and you will help shape it.
We are looking for someone senior and visionary enough to carry the vision and strategy of Prévenir's sites from day one, while being happy (and excited) to be hands-on as much as needed, with a start-up mindset. Health, member experience and innovation are at the heart of the role.
You would join Alan as a full-time Alaner in the Workplace team: you work for Alan, not only for Prévenir. At first, most of your time goes to Prévenir: opening new sites, making them compliant and ready for patients with a real Prevenir's spirit, running the centres day to day with the center managers, and building the vendors, budgets and playbook that will let it grow from 4 to many more sites.
Prévenir is a separate entity from Alan: it signs its own leases and contracts, and you prepare, negotiate and advise on its behalf.
You will work alongside the Facility Manager in charge of Alan's offices at Valmy, and turn what you learn into playbooks, checklists and templates (openings, fit-out, vendors, compliance) that serve Prévenir's centres as much as Alan's own offices.
The position is based in Paris, with regular field visits across Île-de-France (Paris, Seine-et-Marne, Hauts-de-Seine, Val-d'Oise), and requires an onsite or field presence at least 4 days per week.
👀 More specificities on the profile we're looking for (level range targeted on our level grid: C1-D)
Detailed missions
Set the vision
- Define and carry the vision and strategy for Prévenir's sites from day one: site model, technical and experience standards, and a 2–3 year real-estate roadmap, alongship Prévenir's and Alan's leadership and kept up to date as the plan evolves
- Bring innovation: test new centre formats (shared, modular or temporary sites), and have a smart use of AI to make each opening faster, cheaper and better for HPs and patients
Open and build new sites
- Find and technically qualify new sites: define search criteria with the Occupational Health team, visit candidate sites, and give a clear go / no-go recommendation with an estimated cost
- Open small centres inside ready-to-operate sites: check that the host site works for medical use, agree the terms with the host operator (services, charges, service levels, who does what), do the light set-up and prepare the opening
- Prepare and negotiate leases with Legal and Finance, and be the single operational point of contact for landlords, architects and vendors
- When relevant, lead fit-out works end to end: brief and manage architects, project managers and contractors, plan backwards from the opening date, secure administrative and safety authorisations, manage acceptance and close snags
- Contribute to the rent vs buy thinking by providing technical due diligence on any potential acquisition (condition of the building, works to expect, regulatory constraints, running costs)
Make every centre medical-ready, unique, safe and healthy
- Make every site ready for patients: consultation rooms, patient flows, confidentiality (acoustics), hygiene and cleaning, medical waste, hand-washing points, IT / network and badge access set up with the IT team
- Own the safety and security of every centre, for patients, HPs and visitors: access control, intrusion alarms and video surveillance where relevant (in line with GDPR), fire safety, evacuation procedures and drills, first-aid kits and defibrillators where required, and clear procedures for incidents and for HPs working alone
- Put prevention at the heart of the run: identify the main risk areas of each centre (fire safety, HVAC and air quality, water, electrical, access control), build and run the preventive maintenance calendar, plan the mandatory periodic checks and keep each site's safety register up to date
Run the centres day to day
- Run the day-to-day for existing and new centres with the center managers (ASSTs): sort and diagnose requests, fix what can be fixed, send the rest to the right contractor, and follow each intervention until it is done and checked
- Own the logistical run of the centres in partnership with the center managers: supplies, snacks, mail, printing, small furniture and IT equipment, access and badges, cleaning. Agree a clear split of who does what and give them simple routines, checklists and documentation so they become autonomous
- Create and keep alive the Prévenir spirit in every centre, as the Workplace team does for Alan its own offices: a welcoming, consistent and on-brand place for HPs, ASSTs and patients, using their feedback to keep improving it
Manage vendors, budgets and playbooks
- Build a standard vendor panel (maintenance, fire safety, cleaning, medical waste, access control, furniture) with SLAs, penalties and exit terms. Run tenders and invoice checks, and reuse contracts across sites
- Own the budget with Finance and the Occupational Health team: capex (fit-out, equipment, furniture) and opex (rent, charges, maintenance) per site, monthly follow-up, and realistic figures to feed the medical centres business model
- Track, improve and document: run a simple dashboard (open requests, intervention times, openings progress, budget), keep the equipment inventory and maintenance log, automate repetitive follow-ups with AI and tools, and write the opening playbook and technical checklist reused for each new site
Be a full member of the Workplace team
- Take part in the team's rituals and priorities, work with Alan's Workplace scope and join the on-call rotation (daily Office Management tasks)
Key outcomes by 1 year
- A vision and a 2–3 year real-estate roadmap for Prévenir's sites are shared and approved by Prévenir's leadership and Alan within the first 3 months, and kept up to date
- Existing centres are under control: contracts, leases, mandatory checks, equipment, open requests and risks are mapped and documented, with no missed regulatory check or expired contract
- Preventive maintenance plans and safety registers are live on every centre, with at least 3 prevention areas identified, each with an action plan and KPIs
- One single channel logs and tracks requests from the centres, each with an owner and a deadline; resolution time is measured and decreasing; a dashboard tracks requests, openings and budget; at least 3 recurring tasks are automated
- The new centres planned for 2027 open on time, with safety, accessibility and authorisations validated before the first patient and a budget under control
- A replicable opening playbook, a building technical checklist, a standard vendor panel and standard contract templates are in place and reused across sites
- Every centre feels like Prévenir, is safe and secure (access control, alarms and emergency procedures in place and tested, drills done on time), and is healthy.
- At least one innovation (new centre format, building tech or AI use case) has been tested in a centre, with clear results on cost, speed or HP and patient experience
You may be a great fit if you are:
- A multi-site Facility / Technical Manager (6–10 years of experience) in a network of regulated, public-access sites: clinics, medical or radiology centres, labs, dental or health-centre networks, nurseries, fitness, retail networks
- A real-estate project manager in charge of network expansion and site openings, with a real sensitivity to the run
- A head of technical services of a clinic or private hospital who wants to move to a growth environment
- A works / fit-out project manager (chef de projet travaux, maîtrise d'ouvrage) with strong ERP experience and some maintenance and run exposure
- A site or contract manager at an FM service provider (healthcare accounts) who wants to move in-house, or a Workplace / Facility Manager in a scale-up who has led several office openings or moves
What we're looking for
- Solid technical understanding of buildings: HVAC, electrical, plumbing, fire safety systems, doors and access control, and the ability to challenge a technician or an architect
- Proven experience of opening or fitting out sites: works follow-up with architects, project managers and contractors, planning, acceptance, snags
- Knowledge of the French regulatory framework for public-access buildings (ERP classification, safety commission, works authorisation, accessibility, mandatory periodic checks, safety register)
- Good knowledge of site safety and security: access control, intrusion alarms, video surveillance (and related GDPR rules), evacuation and emergency procedures, incident management
- Lease and landlord management: you can read a lease, understand who pays and does what, and negotiate with landlords and agents
- Proven vendor and contract management (SLAs, penalties, price indexation, tenders, invoice control) and budget ownership (capex / opex per site, total cost of ownership)
- Project management of several sites in parallel, with strong prioritisation, including urgent incidents
- Ability to work with senior and varied stakeholders: HPs and doctors, directors, Legal, Finance, IT, landlords, architects
- Senior enough to set a vision and a strategy, and to carry and defend it with Prévenir's leadership and Alan, with a start-up mindset: frugal, fast, comfortable building from scratch with changing priorities, and happy to be hands-on
- Exceptional communication in French (fluent) and professional English
- A member-first mindset: you think about the HP, patient and Alaner experience, not the process
- Appetite for digital tools, AI and basic automation to reduce repetitive work, and the ability to document in a way the whole team and AI agents can leverage
- Mobility across Île-de-France (Paris, 77, 92, 95 and more)
- Visionary and hands-on, autonomous and proactive, at ease with ambiguity while the plan (number of sites, rent vs buy, timing) is still evolving, calm when things don't go as planned, and discreet and respectful of the medical environment
Nice to have
- Experience of medical, paramedical or health-related sites (centres de santé, clinics, labs), including ERP type U requirements
- A technical diploma or certification (BTS / DUT in building maintenance or energy, SSIAP) and electrical habilitation
- Experience of a technical due diligence on a building purchase, or of a sale-and-leaseback / long-lease structure
- Experience with indoor air quality or energy-efficiency projects
- Experience using a CMMS / GMAO tool, or building one with no-code tools
- Extensive experience leveraging AI to build scalable processes or automate recurring tasks
- Prior experience in a high-growth company or scale-up, ideally in a network-expansion context
🙌 PERKS & BENEFITS https://alan.com/about/life-at-alan/a/perks
At Alan, we believe that being in good health is a basic need, and it starts with our employees. This is why Alaners are provided with a stimulating environment and perks ensuring they are happy, efficient and spend only high-quality time with co-workers.
Therefore, we offer:
- All the tools you need. Top of the range equipment: Macbook Pro, keyboard, laptop stand, monitor, and Bose noise-canceling headphones.
- Flexible vacation policy and flexible working hours. Organize your time as you wish.
- Transport. Country-specific commuter benefits.
- Personal growth through coaching: At Alan, coaching isn't just a perk - it's core to who we are. Every Alaner is paired with a dedicated coach from day one, who helps maximize their impact, nurture engagement, and navigate Alan's values to develop their full potential. Learn more about our coaching culture https://alan.com/en/blog/discover-alan/a/alan-culture-excellence-through-coaching.
- Learning & Training opportunities. A highly flexible Training policy free books and budget to attend and speak at conferences if the opportunity arises.
- Fair rewards. Generous equity packages complement your base salary.
- Delightful healthcare insurance. Extremely comprehensive health insurance - 100% of the contribution covered by Alan for you and your family.
- Parental leave. Extended parental leave for all new parents.
IMPORTANT NOTE: WE HIRE PEOPLE, NOT ROLES.
If you're excited about this opportunity but don't check every box, we'd love to hear from you. Everyone, no matter how underrepresented, should feel free to apply as it can only bring learnings or success.
If you identify yourself as a woman: Did you know that research shows women often apply only when meeting 100% of requirements?
Remember, this is just a guide, not a checklist.
We'll be thrilled to receive your application!
🔖 Check out our About Alan https://alan.com/about and Career https://alan.com/careers pages, as well as our Medium https://medium.com/alan, blog https://blog.alan.com/ and Glassdoor page https://www.glassdoor.com/Overview/Working-at-Alan-EI_IE1696043.11,15.htm for more info.
Location: Worldwide
APPLICATION INSTRUCTIONS:
If you’ve already completed the 20four7VA Recruiting Process—including the Final Interview—or have previously been contracted by a 20four7VA Client, please make sure to apply via the
20four7VA Team Portal
for faster processing.
Log in using your 20four7VA-issued email address to access the portal.
If you’ve just logged in to the Team Portal, please proceed to review the Independent Contractor Opportunity outlined below.
💡 Quick Tip: Upload your resume first—this will automatically populate most of the fields in the application form. Let the magic happen!
If you're interested in this opportunity, click APPLY TO POSITION to proceed.
********************************************************************
Title:
CPT-11729
Social Media Community Engagement & Outreach Virtual Assistant
Independent Contractor – CPT-11729 Social Media Community Engagement & Outreach Virtual Assistant/Marketing VA/Entry-Junior Level (Remote).
Overview
20four7VA is seeking offshore independent contractors to deliver remote services to clients worldwide, with a primary focus on developed markets such as the United States, the United Kingdom, Canada, and Australia.
We are looking for a proactive and organized Social Media Community Engagement & Outreach VA to help increase the client’s visibility and build relationships within the local real estate community. The VA will focus primarily on engaging with relevant Facebook and Instagram posts, interacting with real estate professionals, and maintaining consistent, meaningful online activity.
Content creation, research, and analytics will be secondary responsibilities. The ideal candidate is personable, professional, detail-oriented, and able to track and report daily activities accurately.
The objective of each engagement is to assist the client in improving business efficiency, enhancing service delivery, or supporting operational functions through high-quality, task-specific services rendered by a qualified contractor.
Scope of Services
Contractors will be required to provide services that align with the following client tasks:
1. Community Engagement and Interaction
Monitor relevant local real estate posts, discussions, and community updates on Facebook and Instagram.
Write meaningful, personalized, and professional comments that encourage conversations and build relationships.
Engage with real estate agents, brokers, industry partners, and relevant community members to increase the client’s visibility.
Prioritize genuine interactions and consistent daily engagement over content creation.
Engage with local real estate professionals’ personal and business posts, including property listings, open houses, successful closings, birthdays, and other personal milestones.
Write warm, conversational, and personalized comments that reflect the client’s personality and help the audience see the business as approachable and genuinely involved in the community.
Participate in relevant community group discussions about mortgage financing, rental properties, church financing, and other real estate-related funding opportunities.
Ensure comments are contextually appropriate and directly relevant to the post. Avoid generic, repetitive, or mismatched responses that could make the client appear inattentive or unprofessional.
Prioritize authentic community presence and relationship-building rather than aggressive lead generation or sales-focused interactions.
2. Local Network Visibility and Relationship Building
Identify and engage with relevant local real estate pages, groups, agents, and potential partners.
Maintain an updated list of relevant sources for daily engagement and outreach.
Respond to relevant comments and continue conversations when appropriate.
Support the client’s visibility and relationship-building efforts within the local real estate community.
Engage with real estate agents and trusted industry contacts already followed by the client, as well as relevant community groups where potential clients and industry members discuss real estate and financing concerns.
Support visibility across the client's two business pages, which serve different markets: residential mortgage financing for primary homes and business-purpose financing for rental properties and other commercial properties.
Identify relevant opportunities to interact with people discussing financing needs and invite them to contact the client privately for more information or a customized quote.
Maintain a consistent, personable presence that reinforces the client's identity as a real person and an approachable mortgage professional within the local real estate community.
3. Social Media Monitoring and Content Execution
Monitor the client’s Facebook and Instagram pages for comments, messages, and engagement opportunities as assigned.
Create social media captions and simple graphics based on client-provided ideas, materials, and approved messaging when requested.
Publish or schedule approved content according to instructions, deadlines, and posting schedules, prioritizing time-sensitive posts.
Review content before publishing to ensure accuracy, relevance, professionalism, and compliance with client guidelines.
Review the client's existing scheduled posts and published content, and add appropriate tags to relevant real estate contacts or business partners when applicable.
Engage with comments and interactions on the client's own Facebook and Instagram posts, in addition to engaging with external community and industry posts.
When responding to financing-related questions, use information, approved talking points, and scenario-specific guidance provided by the client to ensure comments accurately represent the client's services and available financing resources.
Avoid providing specific interest rates, monthly payments, loan terms, or eligibility assurances without reviewing the individual's circumstances and receiving the appropriate information from the client.
When a financing inquiry requires a more detailed assessment, encourage the individual to send a private message or contact the client directly for a customized discussion or quote.
Focus on community engagement rather than taking over content creation, as the client currently has a separate resource handling the content calendar and post creation.
4. Activity Tracking, Reporting, and Accountability
Maintain a daily log of meaningful comments, interactions, follow-ups, and outreach activities, including direct links as evidence.
Record working hours accurately and categorize time according to tasks performed.
Submit concise daily updates summarizing engagement activities, sources contacted, time spent, and outstanding concerns.
Communicate questions, blockers, and changes in priorities proactively.
Ensure reported work aligns with documented activities and outputs.
Each engagement is based on a defined scope of work and is governed by an independent contractor agreement. Services must be performed professionally, with adherence to any timelines, guidelines, and deliverables agreed upon in writing.
Skills
The Contractor must demonstrate proficiency in the following, depending on the Client’s requirements:
Experience in social media management, community engagement, or online outreach.
Strong written English and the ability to write natural, professional, and personalized comments.
Familiarity with Facebook and Instagram, preferably for business or real estate purposes.
Good research and organizational skills, with the ability to identify relevant local real estate contacts and communities.
Strong attention to detail and consistent follow-through.
Ability to work independently, follow instructions, and maintain accurate activity records.
Understanding of professional online communication and appropriate engagement practices.
APPLICATIONS AND TOOLS REQUIRED
Facebook:
For community engagement, monitoring, and relationship building.
Instagram:
For engaging with relevant local real estate accounts and monitoring interactions.
Social Media Scheduling Tools:
Familiarity with scheduling and publishing tools, if required by the client.
Tracking and Reporting Tools:
Ability to maintain activity logs, record working hours, and provide daily updates using spreadsheets or other client-designated tools.
Work Schedule
Contracted Hours per Week: 10 Hours
Scheduled Working Days: Monday through Friday (unless otherwise mutually agreed in writing)
Daily Working Time: Flexible-EST
Note: The Company will make reasonable efforts to align the Assigned VA’s schedule with the Client’s preferred hours as set forth above. However, availability may vary based on time zones, capacity, and the contracted hours set in this SOW. Any changes must be mutually agreed to in writing through a revised SOW.
Terms of Engagement
Contractors will operate under a Master Services Agreement and a Statement of Work
This is not an offer of employment; contractors are not employees of 20four7VA or any client
All compensation is processed through 20four7VA according to the terms of the engagement
Role Summary & Requirements
REQUIRED SERVICE: Marketing VA
REQUESTED EXPERIENCE TIER LEVEL: Entry, Junior Level
Contracted Hours per Week: 10 hours/week
Daily Working Time: Flexible-EST
Scheduled Working Days: Monday-Friday
REPORTING TO/POC: To Be Determined
Number of VAs: 1
GENDER PREFERENCE: None
LANGUAGES SPOKEN/PREFERENCE: English
ACCENT PREFERENCE: Level A–C (Good English comprehension, communication, speaking, and writing skills)
REGION PREFERENCES: Any
What we offer
Competitive rates
Weekly payments
Various open roles are available
Free training and upskilling
Constant support and guidance
A vibrant community always ready to support you
And more!
Автоотклики