Norway onlyAbout Remote
With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.
We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.
About the role
As a Strategic Alliance Lead, NAMER, you will execute the field-level alliance motion with select strategic Remote Embedded Partners in a defined set of regions/segments/accounts across North America. You will be on the ground (virtually and in-person) with Partners’ sellers, sales leaders, and solution consultants — building trust, creating demand, and converting ecosystem engagement into sourced and influenced pipeline for Global Payroll, Employer of Record (EOR), and Contractor Management / Contractor of Record (CM/COR).
You work in close partnership with Embedded Sales, Partner Marketing, Sales Enablement, Solutions Consulting, and cross-functional stakeholders to ensure Remote is consistently brought into the right opportunities.
What success looks like
- Strong relationships and high engagement with your Partners’ field stakeholders; Remote is top-of-mind in relevant cycles.
- Consistent, measurable growth in Partner-sourced and Partner-influenced pipeline within your coverage.
- Repeatable execution of alliance plays (enablement moments, events, account mapping, follow-ups).
- High-quality deal intake: the right opportunities, with the right stakeholders, at the right time.
- Tight collaboration with Remote GTM teams to progress deals quickly and professionally.
Key responsibilities
Relationship building & field activation
- Build and maintain ground-level relationships with Partners’ field stakeholders (account executives, account managers, sales leadership, solution consultants, specialists).
- Run account mapping and coverage planning with Partners’ GTM teams to identify priority accounts and active initiatives.
- Embed into Partners’ cadences (pipeline reviews, regional meetings, enablement sessions) to drive consistent activation.
Pipeline sourcing & co-sell support
- Proactively source opportunities for Global Payroll, EOR, and CM/COR from Partners field teams and related SIs.
- Support co-sell execution: qualification, stakeholder mapping, mutual action plans, and coordination of the right Remote resources.
- Maintain accurate reporting on relationship coverage, sourced/influenced pipeline, conversion, and next steps.
Awareness, enablement, and events
- Drive awareness of Remote’s value proposition through targeted enablement moments, content distribution, and local advocacy.
- Partner with Partner Marketing to organize, sponsor, and attend field and ecosystem events (including ecosystem events and SI-led moments).
- Own event execution for your territory: targeting, meeting scheduling, on-site engagement, and post-event conversion.
Operating rhythm & continuous improvement
- Follow a disciplined weekly operating rhythm (field touchpoints, pipeline reviews, internal syncs).
- Capture partner feedback and competitive insights; share clear signals back to the wider Remote / Partner teams
- Help build and refine alliance playbooks and reusable assets as the motion scales.
What you bring
- Significant experience Strategic Alliance partners and their ecosystem (field org dynamics, partner motions, and how decisions get made).
- Strong relationship-building skills and comfort operating with senior field stakeholders.
- Track record of sourcing and progressing pipeline in multi-stakeholder enterprise contexts (alliances, partnerships, sales, or partner GTM roles)
- Highly organized operator: you run a tight cadence, follow through, and keep data/reporting clean.
- Strong written and verbal communication skills.
- Willingness to travel 50–70%.
Practicals
- Team: Partnerships / Embedded
- Location: US or Canada (remote)
- Travel: 50–70%
- Start date: As soon as possible
Remote Compensation Philosophy
Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.
At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.
The On-Target Earnings for this position is between $200,000 - $281,250 USD. The base salary is 60%. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.
Application process
- Interview with recruiter
- Interview with hiring manager
- Cross-functional interviews
- Bar Raiser interview
- Reference checks
Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.
At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.
Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.
At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.
Benefits
- work from anywhere
- flexible paid time off
- flexible working hours (we are async)
- 16 weeks paid parental leave
- mental health support services
- stock options
- learning budget
- home office budget & IT equipment
- budget for local in-person social events or co-working spaces
How you’ll plan your day (and life)
We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.
You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.
If that sounds like something you want, apply now!
How to apply
- Please fill out the form below and upload your CV with a PDF format.
- We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
- If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.
Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.
We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.
At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote's AI guidelines check see here.
Please note we accept applications on an ongoing basis.
United States
AF, AL + 146 more
AL, AD + 48 more
AR, AU + 53 more
AU, AT + 20 more
Netherlands only
Ireland only
New Zealand only