Director, Strategic Partner Sales
Remote · Remoto
Sobre a função
About 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 this role
We are looking for a senior partnerships leader to own the commercial success and ongoing relationship with a portfolio of Remote’s most strategic embedded partners.
This person will be responsible for driving bookings & ARR across partner-sold and partner-sourced motions (quota carrying). They will own the revenue line for these partnerships and will be accountable for making the partnerships successful commercially, operationally, and strategically.
The role sits at the intersection of partner relationship management, sales leadership, go-to-market execution, and cross-functional orchestration. The primary focus is commercial: helping partners generate demand, enable their sellers, close deals, improve conversion, and build repeatable motions that allow them to sell Remote products increasingly independently. At the same time, this person will be the senior relationship owner for the partner, responsible for partnership health, executive engagement, issue resolution, and long-term expansion.
This is not a “manage the partner relationship and hope revenue follows” role. It is a commercial leadership role where the partnership relationship exists in service of revenue growth, partner independence, and long-term embedded success.
What you bring
- Exceptionally sharp business judgement. You can understand the business objectives and stakeholder dynamics of a complex partner organization, and translate that to concrete actions.
- Excellent communicator and evangelist. You can create and consistently communicate the partnership value message within the partner organization and Remote.
- Strong operating rigor: you can turn ambiguity into repeatable plans, cadences, and measurable outcomes.
- Strong executive presence: you feel comfortable dealing with C-level execs.
- Dare to dive deep: you operate cross-functionally with ease; you don’t shy away from detailed discussions with product, engineering, legal or compliance.
- Deal maker: you create proposals ‘you can say yes to’ that create long term sustainable economics for both parties. You are able to be firm when needed.
- Manage through influence: you are able to work with large strategic partners where success depends on influencing another company’s sales, marketing, product, and leadership teams.
- Experience building, hiring and managing a high-performance team.
- Willingness to travel 20–40%.
- Experience owning revenue motions and owning a number. You own outcomes.
- Experience in top-tier consulting, finance, or big tech - and in B2B tech startups/scaleups. You have the big and the small.
- Experience building and operating new businesses, product, or sales motion. You build new systems, don’t just operate within them.
- Bonus points for experience in HR Tech, Fin Tech, or Embedded partnerships.
Key Responsibilities
- Own commercial outcomes for strategic embedded partners
- Own a portfolio of Remote’s largest embedded HR technology partnerships.
- Carry an annual bookings target of $10M+.
- Be accountable for the commercial performance of the partnership, including pipeline generation, conversion, bookings, ARR, ASP, retention, and expansion.
- Build and execute partner account plans that translate strategic partnership potential into measurable revenue outcomes.
- Identify where revenue is blocked, where and why performance is below potential, and what needs to change across partner GTM, Remote GTM, product, process, enablement, pricing, or operations.
- Manage commercial exceptions, pricing escalations, deal support, and channel conflicts where needed.
Make partners independently successful
- Help partner sellers become increasingly independent in generating, qualifying, selling, and closing Remote opportunities.
- Build repeatable partner sales motions across partner-sold, partner-sourced, and co-sold opportunities.
- Work with partner sales leaders to embed Remote into their teams’ priorities, workflows, sales processes, and incentives.
- Partner with enablement, solutions consulting, partner marketing, and embedded sales teams to ensure partner sellers know what to sell, how to sell it, and when to bring Remote in.
- Drive a clear path from Remote-supported selling to partner-led selling, with the goal of reducing unnecessary dependency on Remote while improving commercial outcomes.
Lead senior partner relationships
- Own the overall relationship health with strategic embedded partners.
- Build trusted relationships with senior / C-level stakeholders within the partner organization across sales, marketing, product, operations, and executive leadership.
- Keep partners engaged, motivated, and accountable to the joint commercial plan.
- Unblock issues that slow down revenue growth or damage partner confidence.
- Run structured business reviews with clear performance insights, decisions, next steps, and ownership.
- Ensure the partner sees Remote as a critical strategic partner, not just another integration or referral option.
Define the embedded partner GTM model across the partner portfolio
- Define, test, and optimize sales motions across partner-sold, partner-sourced, and co-sold models. Turn successful experiments into repeatable playbooks that can be used across partners.
- Create playbooks for demand generation, enablement, sales process, partner seller activation, deal support, QBRs, and partner performance management.
- Advise and influence partners to implement best practices for demand generation and embedded sales in their own organizations.
- Identify friction between channels and work with Sales, Partnerships, RevOps, and leadership to resolve it. Share learnings so that Remote gets better with every partnership, not just within one account.
- Identify opportunities to expand existing embedded partnerships into new products, markets, customer segments, regions, or sales motions.
Manage and develop a high performing team
- Manage a team of partner account managers and embedded sales leads supporting the partner portfolio. Set clear priorities, operating rhythms, and performance expectations for the team.
- Coach the team to balance short-term deal support with the longer-term goal of making partner sellers more independent.
Orchestrate Remote cross-functionally
- Act as the commercial and relationship orchestrator across Remote for the partner portfolio.
- Work closely with Product, Solution Architecture, Partner Marketing, Solutions Consulting, Legal, Compliance, Operations, CX, Implementation, RevOps, and Partner Success.
- Ensure internal stakeholders understand the commercial priorities, partner context, trade-offs, and urgency.
- Escalate clearly when decisions, resources, product changes, or executive support are needed.
Practicals
- Team: Remote Embedded
- Reporting line: GM Remote Embedded
- Location: North America or Western Europe. The best timezones for this role are US Eastern Time or UK time.
- Travel: 20–40% within North America and Europe.
- Start date: As soon as possible
Application process
Roughly 3 hours across 4 weeks
- Interview with recruiter
- Interview with future manager
- Interview with team members (no managers present)
- Prior employment verification check
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
- budget towards co-working spaces, learning and wellness (including gym memberships)
- mental health support services
- stock options
- home office budget & IT equipment
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.