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Headquarters: Tampa, Florida
URL: https://koast.ai

Head of Product | Contract, 20 hrs/week to start, growing into full-time | Remote (US overlapping hours) | Reports to the CEO

The short version

Koast is the AI operating layer for teams that run Meta ads at volume. Agencies, in-house media buying teams, and enterprise buyers managing 10+ ad accounts and launching 50+ ads a week use Koast to launch faster, automate optimizations off real attribution data, and see every account from one hub. The Koast Agent is the next layer: an AI that reads the account, spots what matters, and acts inside guardrails.

We are a small team shipping fast. The product is live, customers are paying, a Whop partnership just onboarded a wave of new users, and the Agent build is underway. What we do not have is one person who owns the product end to end: what gets built, why, in what order, and whether it actually landed.

That is this role. It starts at 20 hours a week on contract. If you are the right person, it becomes the full-time product seat at Koast.

What you will own

Discovery that finds the real problem. You will sit in on enterprise sales calls and onboarding sessions, run discovery with agencies and media buying teams, and figure out what they are actually trying to get done versus what they say they want. Every feature request gets mapped to a job: launching smoother, getting their team in, getting tasks done, keeping users active and growing spend inside Koast. If it does not serve a job, it does not get built.

Specs that engineering can execute without a meeting. We run a lean engineering team plus an AI-assisted dev pipeline. That only works when the ticket is unambiguous. You will write PRDs and Shortcut tickets that define the behavior, the edge cases, the data dependencies (Meta API limits, Hyros and Cometly attribution feeds, Whop account provisioning), and the acceptance criteria. If an engineer or an agent has to guess, the spec was not done.

The queue, and what is missing from it. You own the Up Next column. You will keep engineering fed so they are never blocked, and you will keep a standing view of what is discussed in Slack, support, and QA that does not yet have a ticket. Gaps are your problem before they become customer problems.

Evidence over opinion. PostHog, Intercom, session replays, rage clicks, support threads. You will run the user-behavior audit, know where people drop off in launching, and bring numbers to every prioritization argument, including the ones with the CEO.

Delivery from spec to shipped. Governance, milestones, release notes, and the customer conversation after it ships. When something breaks or slips, you are the one who says so early, not the one who explains it after.

Technical judgement in a non-deterministic product. The Koast Agent makes decisions off data that is noisy, seasonal, and shaped by Meta's learning phase. You will make product calls that respect that: what the Agent is allowed to do, what it must never do, how we measure whether an automated action was correct. Guardrails are infrastructure here, not UI. You need to understand why.

What you will do week to week

• Run discovery sessions with prospects and customers and turn them into scoped, execution-ready PRDs.
• Surface technical risk early: undocumented API behavior, missing data, an assumption that will not survive a real ad account.
• Write and groom Shortcut tickets with enough detail for an engineer or Claude Code to ship without a follow-up question.
• Partner with engineering on feasibility, sequencing, and cutting scope to what ships this week.
• Own success metrics per feature and report on them after launch, not before.
• Be the customer's point of contact through onboarding and rollout for enterprise accounts.
• Write the updates: one version for the CEO, one for the customer, one for the engineer. Each one short.
• Say "we should not build this" when the data says so.

What sets you apart

• You have run Meta ads or sat close enough to a media buyer to know what a 2am budget change feels like. You know what Advantage+ does to a structure, why learning phase resets matter, and why "just pause the losers" is a bad automation.
• You have shipped B2B software end to end in a small team. Not managed it from a distance. Shipped it.
• You have worked on or with AI or ML products where the output is not deterministic and you had to define what "correct" means.
• Senior engineers take you seriously because you read the API docs before the meeting.
• You write tightly. Your PRDs are shorter than everyone else's and clearer.
• You are comfortable being the only product person in the room and the one who gets blamed when the roadmap is wrong.

Requirements

• 4+ years in product management on B2B SaaS, with full-lifecycle ownership from discovery through iteration.
• Hands-on familiarity with Meta Ads Manager and the Marketing API. Agency or performance marketing background strongly preferred.
• Strong technical fluency: you can read an API response, reason about data models, and understand why a rate limit changes the feature design.
• Experience working with attribution or analytics data (Hyros, Cometly, Triple Whale, Northbeam, or similar) is a plus.
• Experience writing specs consumed by AI coding agents is a plus. Willingness to learn it is required.
• Comfortable in Shortcut, PostHog, Intercom, Slack, and Notion, or able to get there in a week.
• Available 20 hours a week during US business hours, with the intent to go full-time.

How You Work

Small team, high trust, no theater. Decisions are made with numbers, written down, and revisited when the numbers change. These are the values we run on. If they sound like you, you will fit right in.

• Mastery. "Good enough" is where you start, not where you stop. You keep sharpening the craft: tighter specs, sharper questions, cleaner calls.
• Push the Boundaries. You take on the ambitious version of the problem. Autonomous media buying does not exist yet at the level we are building it. You want to be the one who defines it.
• Embrace the Challenge. When a launch flow breaks for a customer at 9pm, you are in the thread, not waiting for the morning standup.
• Responsibility. You own your commitments. If a date slips, everyone hears it from you first, with a new date attached.
• Dedication. You dive into the hard, unglamorous problems (data gaps, undocumented API behavior, edge cases nobody wants to spec) and iterate until they are solved.
• Collaboration. You write clearly, share what you learn, and make engineers, sales, and customers smarter for having worked with you.

Why Koast

• Early-stage impact. You will be the first product seat. The roadmap, the spec standard, and the way this company decides what to build are yours to define.
• AI and ads at scale. You will work on the frontier of AI-driven media buying, shaping how an agent makes real budget decisions for some of the highest-volume ad teams on Meta.
• Growth and ownership. Start at 20 hours a week on contract. Grow into the full-time Head of Product seat, with the potential for equity.
• Remote and flexible. Work from anywhere, on your schedule, during US hours. Just ship product that customers feel.

How to apply

Record a Loom, five minutes or less, covering these four things in order:

1. Show us an ad account. Screen-share any Meta ad account you have or have had access to (blur what you need). Tell us the last change you made in it and why.
2. One thing you would kill. A feature you shipped that you would remove today, and what you learned from it.
3. One spec. Screen-share a PRD or ticket you wrote that an engineer shipped without asking a follow-up question. Walk us through how you wrote it.
4. Where Koast fits. Sixty seconds on where a tool like Koast changes a media buyer's week, and where it does not.

Email the Loom link and your LinkedIn or resume to jobs@koast.ai with the subject line "Scale with Koast".

No cover letters. We watch the Loom first and read the resume second. Applications without the video are not reviewed.

To apply: https://weworkremotely.com/remote-jobs/koast-ai-head-of-product-koast-ai

About Toptal Toptal is a global network of top talent in business, design, and technology that enables companies to scale their teams, on-demand. With $200+ million in annual revenue and...

Tremendous is the global platform built for businesses to send thousands of payouts to anyone, anywhere, for free. We’re trusted by 20,000 organizations like Atlassian, MIT, and United Way to...

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About Remote Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage...

About the role

Rubrik Professional Services is hiring a Global Solutions Architect to serve as our most senior technical authority for public cloud. This is a global, individual-contributor role at Technical Director level. You will set the architectural direction for how Rubrik is designed, deployed, and operated in the world’s most demanding cloud environments — and you will carry that direction personally into our most strategic customer engagements.

You will be deployed where technical risk is highest: flagship accounts, first-of-a-kind architectures, and the engagements whose outcome sets the pattern everyone else follows. Between those engagements, you will convert what you learned into the reference architectures, service offerings, and enablement that raise the capability of every architect and consultant in the field. Your impact is measured by the quality of the practice you leave behind, not the hours you personally bill.

We are looking for depth in public cloud architecture first. Deep Rubrik product expertise is expected to be built on the job. If you have architected large-scale data, storage, or security platforms across AWS, Azure, and GCP, and you can learn a new platform quickly and completely, we want to talk.

What you will do

Set technical direction

• Own the global cloud architecture standard for Rubrik Professional Services — reference architectures, design patterns, guardrails, and documented anti-patterns
• Act as the final technical escalation point for cloud architecture decisions on strategic engagements worldwide
• Define the technical shape of our cloud service offerings: what we sell, how it is scoped, and what good delivery looks like
• Establish Rubrik PS’s position on emerging cloud capabilities and translate them into deployment guidance before customers ask

Lead the hardest engagements

• Own architecture and design on the most complex, highest-visibility customer engagements globally — multi-region, multi-cloud, and multi-regulator estates

Serve as trusted advisor to customer CIO, CTO, Chief Architect, and CISO stakeholders, and defend design decisions in front of customer architecture review boards

• Partner with Sales and Pre-Sales on strategic pursuits: technical validation, level of effort, and honest risk assessment on the deals we cannot afford to get wrong
• Lead briefings and multi-day design workshops on site and remotely

Scale yourself through the practice

• Build the intellectual property that multiplies your reach — reference architectures, deployment automation, design templates, decision trees, and delivery accelerators
• Mentor and technically develop Solutions Architects and senior consultants across all theatres; raise the ceiling of the practice, not just your own output
• Define technical competency standards and enablement for cloud within Professional Services, and help set the hiring bar through technical interviews
• Represent Rubrik Professional Services externally at conferences, customer advisory boards, and in published technical material

Influence the product

• Act as the field’s most credible voice into Product Management and Engineering, backed by evidence from our largest deployments
• Shape roadmap priorities, supportability, and cloud-native feature direction
• Partner with Support and Customer Success on systemic technical issues before they become patterns
• Work with PS Operations and leadership to turn field learning into better scoping models, estimates, and delivery methodology

What you bring

• 15+ years overall experience, including 8+ years as a hands-on cloud architect at enterprise scale
• Demonstrated ownership of architecture for multi-region, multi-account or multi-subscription cloud estates, in a large enterprise or a consulting / professional services organization
• Expert-level AWS and Azure; GCP strongly preferred. Genuine depth across compute, storage, networking, identity, and encryption / key management
• Deep understanding of enterprise data protection and cyber resilience — RTO and RPO modelling, immutability, backup and recovery design, isolated and air-gapped recovery
• Working fluency in cloud security and compliance frameworks and how they constrain design in regulated industries
• Strong automation background — infrastructure as code (Terraform, CloudFormation, Bicep), scripting (Python, PowerShell), API-first integration, and CI/CD (Strong Automation Background)
• A track record of influence without authority across a global, matrixed organization and multiple time zones
• Executive-grade communication — credible with a customer’s CIO and their principal engineer on the same day
• Evidence of building reusable technical IP, not only delivering successful projects
• The ability to learn a complex new platform to expert depth, quickly. Prior Rubrik experience is not required
• Occasional travel

Nice to have

• Kubernetes and containerized workload architecture; cloud-native and managed database platforms
• SaaS data protection experience (Microsoft 365, Salesforce, and similar)
• Prior Principal, Distinguished, or Technical Director title within a vendor professional services organization or a major systems integrator
• Professional or expert-level certifications (AWS Solutions Architect – Professional, Azure Solutions Architect Expert, or equivalent)
• An established public technical presence — talks, writing, open source, or community leadership

What success looks like

• First 90 days: Rubrik platform depth established, current cloud reference architectures assessed, and the top three gaps in our cloud delivery capability identified and evidenced
• First 6 months: Leading architecture on at least two strategic global engagements; first published reference architecture or accelerator in field use
• First 12 months: Recognized as the escalation point for cloud architecture across all theatres; measurable improvement in scoping accuracy and delivery consistency on cloud engagements; a named group of architects visibly stronger for your mentorship

The minimum and maximum base salaries for this role are posted below; additionally, the role is eligible for bonus potential, equity and benefits. The range displayed reflects the minimum and maximum target for new hire salaries for the role based on U.S. location. Within the range, the salary offered will be determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

US (SF Bay Area, DC Metro, NYC, Seattle) Pay Range

$231,200—$324,000 USD

The minimum and maximum base salaries for this role are posted below; additionally, the role is eligible for bonus potential, equity and benefits. The range displayed reflects the minimum and maximum target for new hire salaries for the role based on U.S. location. Within the range, the salary offered will be determined by work location and additional factors, including job-related skills, experience, and relevant education or training.

US2 (all other US offices/remote) Pay Range

$208,100—$291,600 USD

Join Us in Securing and Accelerating the World’s AI Transformation

Rubrik (RBRK), the Security and AI Operations Company, leads at the intersection of data protection, cyber resilience, and enterprise AI acceleration. Rubrik Security Cloud delivers complete cyber resilience by securing, monitoring, and recovering data, identities, and workloads across clouds. Rubrik Agent Cloud accelerates trusted AI agent deployments at scale by monitoring and auditing agentic actions, enforcing real-time guardrails, fine-tuning for accuracy and undoing agentic mistakes.

Linkedin | X (formerly Twitter) | Instagram | Rubrik.com

Inclusion @ Rubrik

At Rubrik, we are dedicated to fostering a culture where people from all backgrounds are valued, feel they belong, and believe they can succeed. Our commitment to inclusion is at the heart of our mission to secure the world’s data.

Our goal is to hire and promote the best talent, regardless of background. We continually review our hiring practices to ensure fairness and strive to create an environment where every employee has equal access to opportunities for growth and excellence. We believe in empowering everyone to bring their authentic selves to work and achieve their fullest potential.

Our inclusion strategy focuses on three core areas of our business and culture:

• Our Company: We are committed to building a merit-based organization that offers equal access to growth and success for all employees globally. Your potential is limitless here.

• Our Culture: We strive to create an inclusive atmosphere where individuals from all backgrounds feel a strong sense of belonging, can thrive, and do their best work. Your contributions help us innovate and break boundaries.

• Our Communities: We are dedicated to expanding our engagement with the communities we operate in, creating opportunities for underrepresented talent and driving greater innovation for our clients. Your impact extends beyond Rubrik, contributing to safer and stronger communities.

Equal Opportunity Employer/Veterans/Disabled

Rubrik is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

Rubrik provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Rubrik complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please contact us at hr@rubrik.com if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

EEO IS THE LAW

NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS

About Remote

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully 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.

If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

What this job can offer you

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 brings. It stops being a standalone module people click through and becomes a layer other systems build on top of: invisible when it works, indispensable when it doesn’t.

Near term, this is a deeply integration-heavy role. You’ll take over a live, high-stakes book of work: migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration for US global payroll, building provider-agnostic cost ingestion so any customer can bring their own broker or carrier, making benefits data flowing out of clients’ own HR systems land correctly in payroll, and resolving benefit-cost data-integrity incidents that touch real employee paychecks. This is hands-in-the-data work: reconciliation logic, eligibility files, settlement thresholds, migration sequencing.

Longer term, this is a full-scope experience and unification role. As Remote consolidates fragmented, product-by-product benefits tooling into one administration platform, one cost-ingestion pipeline, and one source of truth, you’ll own the vision and roadmap for making benefits behave consistently everywhere — the same primitives (offers, costs, enrollment, providers, statuses) working the same way across 90+ countries and across Employer of Record, global payroll, PEO, and HRIS-connected customers alike. You’ll also own how that layer shows up for non-human consumers — APIs and agent-facing tooling — not just for people in a UI.

This is a senior, high-autonomy role reporting into Product leadership, with regular exposure to Engineering, Payroll Operations, Partnerships, Finance, and Legal/Compliance.

What you bring

• 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.
• 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

Nice to have

• 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.

Key responsibilities

Own the Benefits infrastructure strategy — near-term integrations, long-term unification

• 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.
• Break strategy into a roadmap that’s legible to engineering, operations, and leadership, and keep every investment tied to one bar: does it make a pay run more correct, keep Remote compliant, or help win or retain a customer.

Lead complex, cross-functional integration delivery

• Drive initiatives such as migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration, building provider-agnostic cost ingestion (bring-your-own-broker), and making benefits data from clients’ HR systems land correctly in payroll — from design through go-live.
• Own test planning, end-to-end validation, and go-live readiness for these migrations, partnering closely with engineering.
• Run the standard process for activating new countries and partners end to end: requirements, integration, carrier onboarding, and rollout.
• Enable sales and implementation on benefits processing and set up - via AI tools to support workflows and code-connected agents to verify provider availability, system behavior and expected outcomes.

Build a seamless benefits experience across products

• Own the vision for consistent benefits behavior across Employer of Record, global payroll, and PEO, and for customers who bring their own HR system, so cost, eligibility, and enrollment data flow the same way regardless of employment model or where the data originates.
• Push proactive, systematic compliance monitoring as a real product surface rather than something discovered when a regulator or customer flags it.
• Identify and close the gaps that today force teams or customers to reconcile benefits data manually across products.

Own data integrity across partner integrations

• Be the escalation point for benefit-cost data incidents (e.g. under-collection, discrepancies between offer and payroll), driving root-cause analysis, remediation, and durable fixes rather than one-off patches.
• Champion systemic tooling — discrepancy reporting, unmapped-cost alerting, reconciliation infrastructure — so issues surface before they hit employees or payroll.

Manage the partner portfolio

• Own the full lifecycle of benefits partners: sourcing and evaluation, technical integration, performance monitoring, and offboarding when a partnership is sunset.
• Partner with the Partnerships team on commercial terms and represent Product as the technical subject-matter expert with carriers and platforms.

Communicate and align

• Evangelize the roadmap and process changes across Product, Engineering, Payroll Operations, Finance, and Partnerships.
• Lead by example on asynchronous, transparent collaboration.

Practicals

• You’ll report to: Director of Product, Payroll
• Team: Product Management
• Location: Any location, any timezone

Application process

1. Interview with recruiter
2. Interview with hiring manager
3. Live Session
4. Team Interview
5. Bar Raiser interview
6. Offer + Employment Verification 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.

The annual salary range for this full-time position is

$59,900—$151,650 USD

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• 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

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. 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.

Through passion and deep industry expertise, MCA Connect helps manufacturers succeed by unlocking innovation with actionable business insights. Our strategic solutions, innovation, and industry intelligence help manufacturers gain visibility, improve profitability, and achieve a competitive edge.

Established in 2002, MCA Connect has grown into one of the largest US-based solution partners in Microsoft Business Applications and Azure Data & AI / Digital & App Innovation. Our Microsoft Specialties include Finance and Supply Chain, Analytics on Azure, Data Warehouse Migration, and Power Platform. We’re also a fifteen-time Microsoft Partner of the Year and three-time Inc. Best Workplaces award winner.

Title: D365 CE Functional Solution Architect

Location: Remote with travel up to 30%

Description

As a member of the Managed Services team, the Dynamics 365 CE Functional Solution Architect will help MCA Connect deliver world-class customer service. The Solution Architect is self-motivated to troubleshoot and resolve complex, cross-functional issues with the Dynamics 365 CE application, leading resolution efforts and guiding the functional team toward high-quality outcomes. The Solution Architect owns the solution scope across all process areas and serves as the primary solution authority on Managed Services engagements.

The Solution Architect makes decisions and recommendations confidently across all areas of the solution, exercises independent judgement and decision making on complex issues, and advises clients on matters of significant impact to their implementation. They work on problems of diverse scope and complexity ranging from moderate to substantial, lead the team in determining the most effective methods and procedures, and have full ownership of work and milestones.

The Solution Architect requires minimal instruction on day-to-day work or complex assignments, uses independent judgement on analysis of variable factors, and leads others on the development of solutions. They are a comprehensive designer and leader who applies in-depth and broad knowledge across multiple process areas, takes full ownership of complex issues, and is competent to work independently at the most advanced level.

Managed Services engagements span the full lifecycle of client operations. In addition to day-to-day issue resolution and escalation support, the Solution Architect facilitates Dynamics 365 version updates, post-go-live stabilization and hypercare engagements, system assessments and health checks, iterative phased module deployments, optimization of existing systems, and higher-level troubleshooting. The Solution Architect also provides architectural oversight on staff augmentation–style engagements to ensure solution integrity and MCA Connect quality standards are maintained. Position requires up to 30% travel.

Core Responsibilities

Managed Services Support Operations

• Provide outstanding customer service and achieve client satisfaction

• Monitor and triage complex or escalated support cases; own cross-functional issues end-to-end through resolution

• Troubleshoot complex, cross-functional issues and deliver high-quality solutions independently, while leading collaborative resolution efforts across the functional team

• Provide higher-level troubleshooting for cases that exceed Consultant and Senior Consultant expertise

• Oversee and guide Microsoft support escalations, ensuring proper documentation, follow-through, and resolution across Premier Support and Product Group channels

Engagement Delivery Across the MgS Portfolio

• Lead post-go-live stabilization and hypercare engagements; define stabilization scope, success criteria, and transition-to-steady-state plans

• Lead Dynamics 365 system assessments and health checks; deliver architectural findings, risk analysis, and strategic improvement roadmaps to client leadership

• Architect and oversee iterative phased module deployments, defining deployment sequencing, cross-functional dependencies, and go/no-go criteria for each wave

• Provide architectural oversight and solution governance on staff augmentation–style engagements, ensuring embedded resources maintain solution integrity and MCA Connect methodology standards

Customer Satisfaction & Advisory

• Work closely with the MCA Connect functional team to ensure engagements meet customer expectations

• Ensure customer satisfaction by delivering on-time, quality results

• Serve as a trusted advisor to client leadership; display confidence and experience in communicating with Senior Management on concerns, key decisions, risks, and trade-offs that affect the solution

• Promote and encourage change and change management methods to support customer acceptance and system adoption

• Prioritize and maintain focus on the customer’s visionary goals across all workstreams

• Advise clients on matters of significant impact to their implementation; exercise independent judgement and decision making on complex issues

Solution Design & Delivery

• Lead the transition from strategic business transformation decisions to the successful delivery of those strategic decisions through execution phases

• Lead the MCA Connect project teams to define functional requirements and document solution designs; manage and oversee detailed design/requirements meetings to understand clients’ business requirements and conduct gap analysis

• Ensure the quality of design, configuration, and testing of core Dynamics 365 CE modules across all process areas

• Review design requirements prepared by functional team; deliver recommended changes and adherence to methodology

• Specify and convey requirements for custom code, integrations, and custom reports to the development team and test completed solutions

• Actively participate as the “Dynamics 365 CE Expert” in the Executive Steering Committee

• Facilitate and ensure all cross-practice coordination as appropriate

• Support technical lead regarding questions on customizations, estimates, and timelines

Project Team Support & Management

• Ensure project and project team members follow MCA Connect methodology standards, including conformance to any Statements of Work (SOW)

• In partnership with the technical lead, create and execute the final system cutover plan for Go Live

• Work with the Project Manager and technical lead to define an Application Lifecycle Management (ALM) plan for the transition from project implementation to post-Go Live maintenance

• Manage and provide senior support to the client for generation of user documentation

• Manage and provide senior support for the training of end users and system administrators

• Provide business technical support and guidance to empower the functional team to build and own the solution

• Assist functional team and customer with data migration plan, reconciliation plans, and data clean-up recommendations

• Create Azure DevOps test plan through assistance of customer with CRP/UAT test cases, link to user stories, and assure completion and sign-off

• Support and monitor pass/fail CRP/UAT issue resolution, risk escalations and acceptance, and mitigation planning

• Mentor the team to support knowledge transfer, project success, and overall continued career growth

• Provide specific scoping documentation to the Project Manager for the generation of subsequent Statements of Work (SOWs) as appropriate

• Share responsibility with the Project Manager for creating periodic status reports for consumption by project team members and the executive leadership team (ELT)

• Share responsibility with technical lead and Project Manager for tracking customizations, deliverables, and timeliness of completion

• Oversee and support technical lead and functional team regarding debugging and finding code issues

• When applicable: Attend Microsoft FastTrack meetings, provide required documentation and/or training for Go Live checklist; comply with Microsoft FastTrack policies

• Manage ISV decisions, design, and collaboration with the functional team

• Design, review, and maintain awareness of all integration plans

• Monitor and coordinate Microsoft version updates; train, schedule, and guide customer to own release and pause schedules

• Monitor completeness of project, milestone activities, and sign-off tasks

• Promote continuous learning, D365 feature enhancement review, and deployment

Managed Services Operations & Collaboration

• Maintain effective customer relationships; log incidents and document communications in CE

• Develop whitepapers, best practice knowledge base articles, and proactive service offerings leveraging new features or common repetitive areas

• Create, develop, and deliver proactive services to reduce recurring issues and improve client outcomes

• Provide support for team members; actively mentor Consultants and Senior Consultants on technical skills, cross-functional knowledge, and client management

• Communicate effectively with client leadership on business process decisions and project direction

• Optimize individual utilization; continue professional education by setting specific annual training goals

• Work independently with a self-motivated approach, while remaining open to collaboration, team participation, and knowledge sharing

MCA Representation & Communication

• Create and deliver content for both internal and external training, communication, and marketing

• Represent MCA Connect at promotional and educational events

Required skills and experience

• Strong business knowledge of B2B sales, lead-to-opportunity, quote-to-order, customer service, field service, marketing journeys, customer data, and CRM operating models.

• Hands-on functional experience configuring D365 CE modules, Dataverse, model-driven apps, dashboards, views, business rules, processes, and related Power Platform capabilities.

• Ability to facilitate senior stakeholder conversations, handle ambiguity, challenge requirements constructively, and produce executive-ready deliverables.

• Experience with agile delivery, requirements traceability, process mapping, adoption planning, and measurable business value realization.

• Experience producing executive-ready deliverables such as capability maps, future-state process models, fit-gap summaries, business-value roadmaps, adoption plans, and decision logs.

• Recommended certifications: MB-280 or successor customer experience credential, MB-230, MB-240, PL-200, and/or equivalent D365 CE credentials. Change management certification is preferred.

• Experience with D365 ERP Processes and Dual Write is a plus.

$120,000 - $170,000 a year

Additional supplemental compensation (bonus) up to $30,000 annually

Why work for MCA Connect?

Our compensation plan offers one of the best bonus structures in the industry.  Along with this we also offer a generous benefit package:

·Work/Life Balance with Unlimited Paid Time Off (UPTO)

·401k Plan with Company Matching Contribution

·Monthly Stipend for Home Office Expenses

·Subsidized Medical, Dental and Vision Coverage

·Health Savings and Flexible Spending Accounts

·Company Paid Life and Disability Insurance

·Training, Certification and Continuing Education Support

MCA Connect offers limitless opportunities for personal and professional growth in a stimulating, challenging, and performance-oriented work culture where you can share your ideas and make impactful daily contributions. Our employees are highly motivated and talented individuals dedicated to developing, marketing, and selling products designed to deliver value for mid-market and enterprise-size manufacturing, distribution, and energy companies. We take the time to train our consultants so that they understand the industries we serve and can deliver best practices, proven methodologies, and ongoing industry expertise to our clients.

MCA Connect is an Equal Opportunity Employer. MCA Connect promotes equal employment opportunity to all employees and applicants and does not discriminate on the basis of race, religion, color, creed, national origin, sex, age, sexual/gender orientation, status as a protected disabled or Vietnam Era Veteran, disability, or any other legally protected status. We firmly believe our differences make us stronger!

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

We were tired of hearing that healthcare is broken, so we decided to do something about it. At Nomi Health, we believe the care itself isn’t broken — it’s the business of healthcare that gets in the way. Every year, more than $1 trillion is wasted on paperwork, delays, and middle layers that drive up costs and keep people from the care they need.

We’re rebuilding the system so it works the way it should: clear prices you can trust, faster payments that keep providers focused on patients, and data that helps employers make better decisions. Our work has already touched more than 30 million lives — from local communities in Michigan to some of the largest companies in the country.

What You’ll Do:

• Market solution design. Partner with network, go-to-market, and sales teams to define and scope what Nomi can realistically deliver in each new market before it’s sold, including provider coverage, TPA capability, and integration sequencing.
• Partner and TPA data exchange. Write the integration requirements between Nomi and every partner in the claim lifecycle — inbound claims, priced output, remittance, eligibility, file cadence, SLAs, and reconciliation — specific enough that an engineer on either side can build to it.
• Network configuration and pricing. Own the path from a signed rate sheet to a correctly priced claim: ingestion, normalization, versioning, effective dating, validation, and audit. Set the testing and release bar for anything that touches pricing.
• Provider data, adequacy, and directory. Own the provider data model and hierarchy — sponsor, tax ID, billing NPI, service location — and make network adequacy and directory accuracy measurable rather than asserted.
• New segments and group types. Evaluate new group types and segments as they come up, be willing to recommend against ones that don’t fit, and defend that recommendation to sales.
• The payments interface. Recognize when a network change has payment-side consequences and get ahead of it with the financial services and payments teams before it ships.

What We’re Looking For:

• Reimbursement fluency. You understand the difference between billed, allowed, and paid, and you’ve worked hands-on with real fee schedules and rate methodologies, percent-of-Medicare, per diem, case rate, DRG, percent-of-charge.
• Domain background. You’ve built this expertise at a health plan, a TPA, a repricing or payment-integrity vendor, a reference-based-pricing administrator, a provider revenue-cycle organization, or a network contracting organization.
• Data exchange experience. You’re comfortable with 837, 835, and eligibility file exchange, and you’ve written integration requirements that another team was able to build from successfully.
• Commercial confidence. You’re comfortable representing Nomi directly in front of a broker, a TPA executive, or a health system, and making commitments you can stand behind.
• A self-directed approach. You’re comfortable defining your own priorities and figuring out what matters most, rather than working off a pre-built roadmap.
• Enough technical fluency to be credible. You can read a data model, write SQL against it, and give an engineer clear enough direction that they’re not left guessing. You won’t be writing production code yourself.
• Strong written communication. Requirements documents are a core part of this role, so your writing should be clear, specific, and easy for others to build from.

Preferred Experiences:

• Experience in self-funded employer health: TPA administration, direct contracting, reference-based pricing, or captives.
• You’ve run a platform migration or a vendor claims-system implementation and lived through the reporting gap that follows.
• Founder or early-operator background, or a track record of using automation and AI to replace manual operational work.

Nomi Health delivers disruptive healthcare solutions, in partnership with like-minded employers, public sector organizations, advisors (brokers/consultants), and payers/TPAs. We’re a team of 300+ people who show up every day with the same mindset: don’t settle for “that’s just how it is.” Real change happens when you challenge the system, cut through the excuses, and build something better together.

About Remote

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully 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.

If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

What this job can offer you

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 brings. It stops being a standalone module people click through and becomes a layer other systems build on top of: invisible when it works, indispensable when it doesn’t.

Near term, this is a deeply integration-heavy role. You’ll take over a live, high-stakes book of work: migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration for US global payroll, building provider-agnostic cost ingestion so any customer can bring their own broker or carrier, making benefits data flowing out of clients’ own HR systems land correctly in payroll, and resolving benefit-cost data-integrity incidents that touch real employee paychecks. This is hands-in-the-data work: reconciliation logic, eligibility files, settlement thresholds, migration sequencing.

Longer term, this is a full-scope experience and unification role. As Remote consolidates fragmented, product-by-product benefits tooling into one administration platform, one cost-ingestion pipeline, and one source of truth, you’ll own the vision and roadmap for making benefits behave consistently everywhere — the same primitives (offers, costs, enrollment, providers, statuses) working the same way across 90+ countries and across Employer of Record, global payroll, PEO, and HRIS-connected customers alike. You’ll also own how that layer shows up for non-human consumers — APIs and agent-facing tooling — not just for people in a UI.

This is a senior, high-autonomy role reporting into Product leadership, with regular exposure to Engineering, Payroll Operations, Partnerships, Finance, and Legal/Compliance.

What you bring

• 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.
• 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

Nice to have

• 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.

Key responsibilities

Own the Benefits infrastructure strategy — near-term integrations, long-term unification

• 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.
• Break strategy into a roadmap that’s legible to engineering, operations, and leadership, and keep every investment tied to one bar: does it make a pay run more correct, keep Remote compliant, or help win or retain a customer.

Lead complex, cross-functional integration delivery

• Drive initiatives such as migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration, building provider-agnostic cost ingestion (bring-your-own-broker), and making benefits data from clients’ HR systems land correctly in payroll — from design through go-live.
• Own test planning, end-to-end validation, and go-live readiness for these migrations, partnering closely with engineering.
• Run the standard process for activating new countries and partners end to end: requirements, integration, carrier onboarding, and rollout.
• Enable sales and implementation on benefits processing and set up - via AI tools to support workflows and code-connected agents to verify provider availability, system behavior and expected outcomes.

Build a seamless benefits experience across products

• Own the vision for consistent benefits behavior across Employer of Record, global payroll, and PEO, and for customers who bring their own HR system, so cost, eligibility, and enrollment data flow the same way regardless of employment model or where the data originates.
• Push proactive, systematic compliance monitoring as a real product surface rather than something discovered when a regulator or customer flags it.
• Identify and close the gaps that today force teams or customers to reconcile benefits data manually across products.

Own data integrity across partner integrations

• Be the escalation point for benefit-cost data incidents (e.g. under-collection, discrepancies between offer and payroll), driving root-cause analysis, remediation, and durable fixes rather than one-off patches.
• Champion systemic tooling — discrepancy reporting, unmapped-cost alerting, reconciliation infrastructure — so issues surface before they hit employees or payroll.

Manage the partner portfolio

• Own the full lifecycle of benefits partners: sourcing and evaluation, technical integration, performance monitoring, and offboarding when a partnership is sunset.
• Partner with the Partnerships team on commercial terms and represent Product as the technical subject-matter expert with carriers and platforms.

Communicate and align

• Evangelize the roadmap and process changes across Product, Engineering, Payroll Operations, Finance, and Partnerships.
• Lead by example on asynchronous, transparent collaboration.

Practicals

• You’ll report to: Director of Product, Payroll
• Team: Product Management
• Location: Any location, any timezone

Application process

1. Interview with recruiter
2. Interview with hiring manager
3. Live Session
4. Team Interview
5. Bar Raiser interview
6. Offer + Employment Verification 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.

The annual salary range for this full-time position is

$59,900—$151,650 USD

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• 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

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. 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.

We were tired of hearing that healthcare is broken, so we decided to do something about it. At Nomi Health, we believe the care itself isn’t broken — it’s the business of healthcare that gets in the way. Every year, more than $1 trillion is wasted on paperwork, delays, and middle layers that drive up costs and keep people from the care they need.

We’re rebuilding the system so it works the way it should: clear prices you can trust, faster payments that keep providers focused on patients, and data that helps employers make better decisions. Our work has already touched more than 30 million lives — from local communities in Michigan to some of the largest companies in the country.

What You’ll Do:

• Market solution design. Partner with network, go-to-market, and sales teams to define and scope what Nomi can realistically deliver in each new market before it’s sold, including provider coverage, TPA capability, and integration sequencing.
• Partner and TPA data exchange. Write the integration requirements between Nomi and every partner in the claim lifecycle — inbound claims, priced output, remittance, eligibility, file cadence, SLAs, and reconciliation — specific enough that an engineer on either side can build to it.
• Network configuration and pricing. Own the path from a signed rate sheet to a correctly priced claim: ingestion, normalization, versioning, effective dating, validation, and audit. Set the testing and release bar for anything that touches pricing.
• Provider data, adequacy, and directory. Own the provider data model and hierarchy — sponsor, tax ID, billing NPI, service location — and make network adequacy and directory accuracy measurable rather than asserted.
• New segments and group types. Evaluate new group types and segments as they come up, be willing to recommend against ones that don’t fit, and defend that recommendation to sales.
• The payments interface. Recognize when a network change has payment-side consequences and get ahead of it with the financial services and payments teams before it ships.

What We’re Looking For:

• Reimbursement fluency. You understand the difference between billed, allowed, and paid, and you’ve worked hands-on with real fee schedules and rate methodologies, percent-of-Medicare, per diem, case rate, DRG, percent-of-charge.
• Domain background. You’ve built this expertise at a health plan, a TPA, a repricing or payment-integrity vendor, a reference-based-pricing administrator, a provider revenue-cycle organization, or a network contracting organization.
• Data exchange experience. You’re comfortable with 837, 835, and eligibility file exchange, and you’ve written integration requirements that another team was able to build from successfully.
• Commercial confidence. You’re comfortable representing Nomi directly in front of a broker, a TPA executive, or a health system, and making commitments you can stand behind.
• A self-directed approach. You’re comfortable defining your own priorities and figuring out what matters most, rather than working off a pre-built roadmap.
• Enough technical fluency to be credible. You can read a data model, write SQL against it, and give an engineer clear enough direction that they’re not left guessing. You won’t be writing production code yourself.
• Strong written communication. Requirements documents are a core part of this role, so your writing should be clear, specific, and easy for others to build from.

Preferred Experiences:

• Experience in self-funded employer health: TPA administration, direct contracting, reference-based pricing, or captives.
• You’ve run a platform migration or a vendor claims-system implementation and lived through the reporting gap that follows.
• Founder or early-operator background, or a track record of using automation and AI to replace manual operational work.

Nomi Health delivers disruptive healthcare solutions, in partnership with like-minded employers, public sector organizations, advisors (brokers/consultants), and payers/TPAs. We’re a team of 300+ people who show up every day with the same mindset: don’t settle for “that’s just how it is.” Real change happens when you challenge the system, cut through the excuses, and build something better together.

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