Director, Channel Partnerships

**Compensation:** $252,050 to $425,300 ## Job Description ### Key Responsibilities ### Define where we play and how we win - Set the referral channel strategy across partner verticals, customer segments, and markets. - Identify which partners have genuine access to our target customers and a compelling reason to recommend Remote. - Prioritize investment based on commercial potential, customer fit, speed to activation, and economics. - Develop differentiated propositions for different partner types. A bank, VC fund, accounting firm, and recruiter will not all respond to the same playbook. ### Recruit and land high-potential partners - Build a focused partner recruitment pipeline and lead the acquisition of high-potential referral partners. - Develop relationships across VC funds and their portfolio support teams, banks, fintech platforms, accounting and advisory firms, HR consultants, fractional CFOs and CHROs, recruiters, and PEO and benefits brokers. - Structure and negotiate agreements that create clear value and sustainable economics for both parties. - Qualify for willingness and ability to generate business—not just willingness to sign an agreement. ### Activate partners and make them productive - Own the journey from partner signature through, prospecting, onboarding, enablement, support, first referral, first booking, commission payments, event sponsorships, and repeat production. - Help partners recognize the customer situations that create an opportunity for Remote: international hiring, expansion into new markets, distributed teams, and payroll complexity. - Build practical enablement, referral workflows, communications, and campaigns that make recommending Remote easy. - Work with Partner Marketing on scalable activation and nurture programs, rather than relying on individual relationship management alone. - Build trusted senior relationships with key partners and use structured business reviews to drive action. - Reactivate partners with potential and stop investing in relationships that do not produce. - Partner with Integrations, Solutions Consulting, and Sales teams to develop high-value integrations that strengthen referral channels and drive strategic co-selling. - Collaborate with Field Marketing to boost demand generation attendance and execute joint GTM initiatives, including curated events and co-sponsored activities. - Align with Corporate Marketing to amplify key partnerships, showcase customer success stories, and produce pipeline-generating content that elevates brand awareness and co-sell performance. ### Own partner-sourced pipeline and bookings - Own the team’s partner-sourced pipeline and bookings targets, forecast, and performance. - Work closely with Sales to ensure referrals are qualified, routed, followed up, and converted effectively. - Identify where performance is blocked—partner engagement, referral quality, sales follow-up, customer fit, or commercial terms—and fix it. - Establish clear rules for attribution and channel engagement. Distinguish genuinely partner-sourced business from activity that merely touches an existing opportunity. - Track acquisition and servicing costs alongside revenue share to ensure channel growth is commercially sustainable. ### Build a scalable operating model - Turn successful experiments into repeatable playbooks for recruitment, onboarding, enablement, activation, and partner management. - Work with RevOps to improve partner tracking, lead routing, reporting, and revenue-share processes. - Segment the portfolio so high-touch management is reserved for partners that justify it, with programmatic support for the broader ecosystem. - Use automation to reduce manual work and increase the team’s capacity to recruit and activate productive partners. ### Lead and develop a high-performing team - Hire, coach, and manage a team of channel partnership managers. - Set clear ownership, targets, priorities, and operating rhythms. - Coach the team to connect relationship-building with commercial outcomes. - Stay close enough to partners and deals to understand what works. Lead from the front without becoming the bottleneck. ### What you bring - Experience building scalable partnership motions. You have built and improved a referral or channel business—not just managed an established portfolio. - Commercial accountability. You have owned pipeline and bookings targets and can explain how your actions changed the number. - People leadership. You have hired, coached, and managed a high-performing commercial team. - Trusted-advisor credibility. You know how to build lasting relationships with professional services firms, advisors, and other organizations whose recommendations carry weight with customers. - Strong business judgement. You can distinguish a prestigious partner from a productive one, and know where to invest time and resources. - Operating rigor. You turn ambiguity into clear priorities, repeatable processes, and measurable outcomes. - A builder’s mindset. You build new systems; you do not just operate within them. You know when to standardize and when a vertical needs a different approach. - Experience with fast-growing companies. You understand how they buy, who influences their decisions, and how their international hiring and payroll needs evolve. - Strong cross-functional execution. You work effectively with Sales, Marketing, RevOps, Legal, and Finance to make partnerships work in practice. - EOR or global payroll experience is highly preferred. An established network across relevant referral partner verticals is a strong advantage. ### What success looks like - Consistent delivery against partner-sourced pipeline and bookings targets. - A growing base of productive partners that generate qualified opportunities repeatedly—not just signed agreements. - Faster activation: less time from signing a partner to their first qualified referral and first booking. - Improving referral quality, conversion, and productivity per partner and per team member. - A scalable channel motion with sustainable economics, clear attribution, and a strong partner experience. ### You won’t be a fit if - You measure success primarily by signed partners, meetings, or relationship sentiment. - You expect to apply the same familiar playbook across every vertical. - You want to set strategy but stay removed from partner recruitment, activation, and deal execution. - You have only operated within mature programs and have not built a motion yourself. ### Practicals - You’ll report to: GM & VP Partnerships - Direct Reports: 5-6 - Location: AMER preferred - Travel: Regular travel expected ### Application process 1. Interview with recruiter 2. Team Interview 1 3. Interview with future manager 4. Team interview 2 5. Exercise 6. Bar Raiser Interview 7. [Prior employment verification check](https://www.notion.so/Veremark-Remote-96e108c037b8423cbd4c3f07a1f9b38b)