Senior Product ManagerNew$193K

Remote.com
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The opportunity

Benefits at Remote is becoming the provider-agnostic, payroll-correct, compliance-monitored infrastructure layer that sits underneath every way Remote employs someone — Employer of Record, global payroll, PEO — and, increasingly, underneath any external HR system a customer…

What you'll do

  • Proven experience as a product manager owning complex third-party integrations (API and file/EDI-based)

  • A provider-agnostic mindset: you default to ingesting a customer's existing reality, and anticipating their future needs (their broker, their carrier, their HRIS) rather than forcing them onto a fixed set of embedded partners.

  • Proficiency in Cursor and/or Claude Code is required. You must be able to: autonomously build, debug, and ship functional code/prototypes, not just write specs.

  • Comfort designing for systems as well as humans: you think in APIs and agent-facing tooling, not just dashboards, and can justify a feature by whether it makes a pay run more correct or compliant, not just whether it "feels complete."

  • Judgment to make both strategic calls (what to consolidate, what to: prioritize, what to explicitly stop doing) and tactical ones (scope of a given integration) under real deadline pressure.

  • Excellent async written communication: you'll drive alignment across Engineering, Payroll Operations, Finance, Partnerships, and Legal without relying on meetings.

What they're looking for

  • Bonus: Experience negotiating or managing commercial partnerships, not just: technical integrations, as well as experience in related domains benefits, HR technology, payroll, insurance technology, or fintech
  • Strong technical fluency: you can read a data-mapping spec, reason about sync and reconciliation logic, and hold your own in a design conversation with engineers about idempotency, settlement thresholds, or migration sequencing.
  • Drive the roadmap for how Remote connects to carriers, third-party: administrators, benefits administration platforms, and customers' own HR systems — deciding where we build deeper integrations, where we consolidate, and where we offboard partners that no longer fit.
  • Own the longer-term shift from fragmented, product-specific benefits tooling: toward one administration platform, one cost-ingestion pipeline, and one consistent experience across Employer of Record, global payroll, and PEO.