Job details · Remote ATS

About Remote

Remote is building the infrastructure that makes global payroll and employment possible for everyone, everywhere. Our team is made up of people who want to own a piece of that work, not just contribute to it. That work happens across six continents, only Antarctica left to go, entirely remote. It also requires real fluency with AI in every role, not just familiarity with it.

Our standards are high, and the ownership is total. You'll have the trust and space to find your own way to the best answer, and the support to see it through, because that's how we build things that actually work at this scale. In return, your career grows faster, because at Remote, growth is tied to results. We're founded on the principle that where someone lives should never limit what they can achieve, and we operate exactly that way.

Job Description

About the role

As the Strategic Alliance Lead, ADP, NAMER, you will own the field-level alliance motion with ADP, one of Remote’s most important Embedded Partners, across a defined set of regions, segments, and accounts in North America. You will be on the ground (virtually and in-person) with ADP’s sellers, sales leaders, and solution consultants, building trust, creating demand, and converting ADP ecosystem engagement into sourced and influenced pipeline for Employer of Record (EOR), which is embedded within ADP’s HCM platform.

You will become the go-to Remote expert inside ADP’s field organization: knowing how ADP’s teams are structured, how its sellers are incentivized, and where Remote’s EOR, embedded in ADP’s HCM, complements ADP’s offerings for clients expanding globally.

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 ADP opportunities.

What you bring

• Significant experience in strategic alliances, ideally with large HCM or HR technology partners such as ADP, and a deep understanding of their field org dynamics, partner motions, and how decisions get made.
• Familiarity with the HCM and global workforce landscape (e.g., PEO, EOR, and compliance) is a strong plus.
• 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%.

Key responsibilities

Relationship building & field activation

• Build and maintain ground-level relationships with ADP’s field stakeholders (account executives, account managers, sales leadership, solution consultants, international/global solutions specialists).
• Run account mapping and coverage planning with ADP’s GTM teams to identify priority shared accounts and clients with active international expansion or hiring initiatives.
• Embed into ADP’s cadences (pipeline reviews, regional and segment meetings, enablement sessions) to drive consistent activation.

Pipeline sourcing & co-sell support

• Proactively source EOR opportunities from ADP’s HCM field teams and related SIs, leveraging the EOR offering embedded in ADP’s HCM platform.
• Support ADP co-sell execution: qualification, stakeholder mapping, mutual action plans, and coordination of the right Remote resources.
• Maintain accurate reporting on ADP relationship coverage, sourced/influenced pipeline, conversion, and next steps.

Awareness, enablement, and events

• Drive awareness of Remote’s value proposition within ADP through targeted enablement moments, content distribution, and local advocacy.
• Partner with Partner Marketing to organize, sponsor, and attend ADP field and ecosystem events (including ADP-led events and SI-led moments).
• Own event execution for your ADP territory: targeting, meeting scheduling, on-site engagement, and post-event conversion.

Operating rhythm & continuous improvement

• Follow a disciplined weekly operating rhythm (ADP field touchpoints, pipeline reviews, internal syncs).
• Capture ADP feedback and competitive insights; share clear signals back to the wider Remote and ADP partner teams.
• Help build and refine ADP alliance playbooks and reusable assets as the motion scales.

What success looks like

• Strong relationships and high engagement with ADP’s field stakeholders; Remote is top-of-mind in relevant ADP sales cycles.
• Consistent, measurable growth in ADP-sourced and ADP-influenced pipeline within your coverage.
• Repeatable execution of ADP-specific alliance plays (enablement moments, events, account mapping, follow-ups).
• High-quality deal intake: the right ADP client opportunities, with the right stakeholders, at the right time.
• Tight collaboration with Remote GTM teams to progress ADP co-sell deals quickly and professionally.

Practicals

• Team: Partnerships / Embedded
• Partner focus: ADP
• Location: US or Canada (remote)
• Travel: 50–70%
• Start date: As soon as possible

Application process

1. Interview with recruiter
2. Interview with hiring manager
3. Cross-functional interviews
4. Interview with CBO
5. Bar Raiser interview
6. Prior employment verification check

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:

• 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.

Compensation

Base salary is 60% of OTE

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 locally competitive 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 hire globally.

Our compensation ranges are determined by role, level and location, and our job titles may span more than one career level. The interviewer will share further details with the candidate on the more restricted pay range for the role in line with their specific location. The individual 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, internal parity and market demands. The compensation range may be subject to change.

The on-target-earnings for this full time position are $250,000 to $300,000.