Find Your Dream Career

Elastic, the Search AI Company, enables everyone to find the answers they need in real time, using all their data, at scale — unleashing the potential of businesses and people. The Elastic Search AI Platform, used by more than 50% of the Fortune 500, brings together the precision of search and the intelligence of AI to enable everyone to accelerate the results that matter. By taking advantage of all structured and unstructured data — securing and protecting private information more effectively — Elastic's complete, cloud-based solutions for search, security, and observability help organizations deliver on the promise of AI. What is The Role   Deal Desk within Sales Finance provides strategic, cross-functional and comprehensive assistance to sales contracting and financial compliance, process improvements, and building scalable solutions that help our sales team and  leadership make informed decisions, with a focus on streamlining global efforts across the business. We are a distributed team with coverage across all GEOs and collaborate daily with most customer focused functions in the organization (ELT, SLT, Sales, Tech Sales, Product, Legal, Finance). We also play a significant role in structuring and approving all significant transactions within Elastic, thus helping to craft all future contracts that drive our revenue growth.   What You Will Be Doing Act as a business partner to Sales and Finance in developing strategies for complex deals with a focus on financial and revenue compliance Execute against and maintain AMER geographic Deal Desk support framework Enforce and manage approvals for non-standard deals and effectively collaborate across Sales, Finance, and Legal Serve as a trusted adviser to sales executives and their teams on pricing, product configuration, and business terms to support sales efforts Ability to execute strategies and manage under supervision sales enablement, deal optimization, and strategic positioning initiatives Drive and execute decision reviews and approvals across competencies (quoting, legal, revenue, etc.) Deliver consistent and exceptional support to our sales organization Propose and execute initiatives as part of the long-term strategy for the Deal Desk team and business High-energy, team-first attitude: motivated to work collaboratively in a fast-paced , ever-changing environment to help our growing business Deal Management: Assess Financial and revenue risk on non-standard deals and understand and embed financial/legal compliance Propose and incorporate custom terms and legal edits into order forms and contract documents Coordinate and manage cross-departmental approvals outside of standard systematic workflow Maintain and update repository of legal language templates for non-standard deals for specific offerings Understand and enforce revenue recognition policies across all deals Quote to Cash: Create and manage systematic CRM workflows around Deal Desk sales engagement and Revenue team alerting for non-standard orders Conduct due diligence and construct financial and legal requirements for changes in existing offerings and launch of new offerings Identify gaps in current Deal Desk processes (both operational and systematic) and create improvements for efficiencies General experience in building IT requirements and enhancements, and project management What You Bring Bachelor's degree in Finance, Accounting, or related field 2+ years with sales operations, channel operations, deal desk, contract administration or related MBA a plus, but not required Strong attention to detail while multitasking Well-developed communication skills Ability to work in a dynamic, high-pressure environment High proficiency in MS Office (Excel, Word, PowerPoint) and GSuite, Salesforce (CPQ a plus) Experience working in a SaaS or high-tech company is also a plus Compensation for this role is in the form of base salary.  This role does not have a variable compensation component.   The typical starting salary range for new hires in this role is listed below.  In select locations (including Seattle WA, Los Angeles CA, the San Francisco Bay Area CA, and the New York City Metro Area), an alternate range may apply as specified below.  These ranges represent the lowest to highest salary we reasonably and in good faith believe we would pay for this role at the time of this posting.  We may ultimately pay more or less than the posted range, and the ranges may be modified in the future.   An employee's position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs. Elastic believes that employees should have the opportunity to share in the value that we create together for our shareholders. Therefore, in addition to cash compensation, this role is currently eligible to participate in Elastic's stock program.  Our total rewards package also includes a company-matched 401k with dollar-for-dollar matching up to 6% of eligible earnings, along with a range of other benefits offered with a holistic emphasis on employee well-being. The typical starting salary range for this role is: $74,200 — $117,400 USD The typical starting salary range for this role in the select locations listed above is: $89,000 — $140,800 USD Additional Information - We Take Care of Our People As a distributed company, diversity drives our identity. Whether you're looking to launch a new career or grow an existing one, Elastic is the type of company where you can balance great work with great life. Your age is only a number. It doesn't matter if you're just out of college or your children are; we need you for what you can do. We strive to have parity of benefits across regions and while regulations differ from place to place, we believe taking care of our people is the right thing to do. Competitive pay based on the work you do here and not your previous salary Health coverage for you and your family in many locations Ability to craft your calendar with flexible locations and schedules for many roles Generous number of vacation days each year Increase your impact - We match up to $2000 (or local currency equivalent) for financial donations and service Up to 40 hours each year to use toward volunteer projects you love Embracing parenthood with minimum of 16 weeks of parental leave Different people approach problems differently. We need that. Elastic is an equal opportunity employer and is committed to creating an inclusive culture that celebrates different perspectives, experiences, and backgrounds. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, pregnancy, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, disability status, or any other basis protected by federal, state or local law, ordinance or regulation. We welcome individuals with disabilities and strive to create an accessible and inclusive experience for all individuals. To request an accommodation during the application or the recruiting process, please email candidate_accessibility@elastic.co .  We will reply to your request within 24 business hours of submission. Applicants have rights under Federal Employment Laws, view posters linked below: Family and Medical Leave Act (FMLA) Poster;   Pay Transparency Nondiscrimination Provision Poster; Employee Polygraph Protection Act (EPPA) Poster and Know Your Rights (Poster) Elasticsearch develops and distributes technology and information that is subject to U.S. and other countries' export controls and licensing requirements for individuals who are located in or are nationals of the following sanctioned countries and regions: Belarus, Cuba, Iran, North Korea, Syria, or Russia, including the Ukrainian territories annexed by Russia (The Crimea region of Ukraine, The Donetsk People's Republic (DNR), The Luhansk People's Republic (LNR), Kherson or Zaporizhzhia). If you are located in or are a national of one of the listed countries or regions, an export license may be required as a condition of your employment in this role. Please note that national origin and/or nationality do not affect eligibility for employment with Elastic. Please see  here  for our Privacy Statement.

The Data Loading Infrastructure ( LunaDb ) team establishes core foundational architecture required to power web, mobile, and external API platforms, helping deliver millions of requests within seconds. We design, maintain, and scale data infrastructure to ensure Asana's applications remain high-performing, fault-tolerant, and globally consistent. We are seeking a Software Engineer to join our team to help maintain and modernize our data loading tier. In this role, you will work closely with senior engineers to enhance platform reliability, optimize data processing pipelines, and ensure smooth operational throughput across our global infrastructure. This role is based in our San Francisco office with an office-centric hybrid schedule. The standard in-office days are Monday, Tuesday, and Thursday. Most Asanas have the option to work from home on Wednesdays. Working from home on Fridays depends on the type of work you do and the teams with which you partner. If you're interviewing for this role, your recruiter will share more about the in-office requirements. What you'll achieve Develop, test, and operate scalable backend microservices, caching layers, and high-throughput data processing platforms. Participate across all phases of the software development lifecycle, including system design, implementation, automated testing, deployment, and ongoing maintenance. Build and optimize relational and non-relational storage interactions, streaming data pipelines, and database query pathways. Partner cross-functionally with product engineering teams to integrate backend infrastructure with new product features and enterprise capabilities. Maintain platform health and operational standards by participating in standard team on-call rotations, debugging production issues, and refining monitoring tools. Write clean, maintainable, well-documented code while actively participating in code reviews and architectural discussions. About you 2+ years of experience working within large, well-maintained codebases Experience operating backend services in production, including writing operational tooling, setting up monitoring/alerts, and resolving live operational incidents. Possesses familiarity with modern containerized environments, cloud infrastructure, and microservice architectures. Knowledge around working with relational and/or non-relational storage systems, real-time data streaming, or caching layers is a plus. Communicates clearly and collaboratively with engineers and other cross-functional teams. Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making. At Asana, we're committed to building teams that include a variety of backgrounds, perspectives, and skills, as this is critical to helping us achieve our mission. If you're interested in this role and don't meet every listed requirement, we still encourage you to apply. What we'll offer Our comprehensive compensation package plays a big part in how we recognize you for the impact you have on our path to achieving our mission. We believe that compensation should be reflective of the value you create relative to the market value of your role. To ensure pay is fair and not impacted by biases, we're committed to looking at market value which is why we check ourselves and conduct a yearly pay equity audit. For this role, the estimated base salary range is between $171,000 - $190,000. The actual base salary will vary based on various factors, including market and individual qualifications objectively assessed during the interview process. The listed range above is a guideline, and the base salary range for this role may be modified. In addition to base salary, your compensation package may include additional components such as equity, sales incentive pay (for most sales roles), and benefits. If you're interviewing for this role, speak with your recruiter to learn more about the total compensation and benefits for this role. We strive to provide equitable and competitive benefits packages that support our employees worldwide and include: Mental health, wellness & fitness benefits Career coaching & support Inclusive family building benefits Long-term savings or retirement plans In-office culinary options to cater to your dietary preferences These are just some of the benefits we offer, and benefits may vary based on role, country, and local regulations. If you're interviewing for this role, speak with your recruiter to learn more about the total compensation and benefits for this role. #LI-Hybrid   About us Asana is a leading platform for human + AI collaboration. Millions of teams around the world rely on Asana to achieve their most important goals, faster. Asana has been named to Fortune's Best Workplaces for 7+ years and recognized by Fast Company, Forbes, and Gartner for excellence in workplace culture and innovation. We offer an exceptional office-centric culture while adopting the best elements of hybrid models to ensure that every one of our global team members can work together effortlessly. With 13+ offices all over the world, we are always looking for individuals who care about building technology that drives positive change in the world and a culture where everyone feels that they belong. We believe in supporting people to do their best work and thrive. Our goal is to ensure that Asana upholds an environment where all people feel that they are respected and valued, whether they are applying for an open position or working at the company. We provide equal employment opportunities to all applicants without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law. Join Asana's Talent Network  to stay up to date on job opportunities and life at Asana.

  About Gusto At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve. All full-time employees receive competitive base pay, benefits, and equity (RSUs) — because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy . AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process. About the Role: Gusto is hiring a Senior Leader to lead our Escalation Services team within Benefits Services. This role is two jobs at once: operate a white-glove escalation service, and become the owner of Gusto's escalation ecosystem — co-creating the next iteration of how escalations are handled, not just managing the team that handles them today. You'll lead a team of specialists, accountable for how Gusto shows up today when something has already gone wrong for a customer — while simultaneously redesigning the intake, triage, tooling, and root-cause infrastructure that determines how well Escalation Services performs a year from now. Your team owns comprehensive, white-glove escalation management: executive escalations, access-to-care emergencies, and any internally or externally sourced escalation involving missing or inaccurate benefits — health insurance chief among them. When a member can't fill a prescription, an employee loses active coverage, or a customer executive needs a direct answer, your team is the one that steps in, resolves it, and closes the loop. The other half is the build. This function's current operating model — how escalations get triaged, routed, resolved, and learned from — wasn't designed for the volume and complexity it now handles. You're being hired to rethink it at a system level — what gets automated, what gets simplified, and what a scalable escalation ecosystem looks like as Gusto grows. Your impact will be measured in leverage: how much escalation volume the system can absorb without depending on individual heroics, and how clearly escalation health becomes a trusted, leading indicator for leadership. You'll also be a senior partner in shaping how AI transforms escalation work at Gusto — building the automation roadmap, coaching your team to use it, and reducing the administrative overhead that keeps specialists from spending time where it matters most: with the customer. About the Team: Escalation Services is the last line of defense when a case has outgrown standard resolution — the point where a missed or inaccurate benefit stops being an operational miss and becomes someone's actual health coverage, prescription, or procedure. We sit at the highest-stakes intersection of Benefits Services, owning the resolution of Gusto's most complex, highest-visibility cases: executive escalations, access-to-care emergencies, and benefit inaccuracies that affect a customer's coverage. We measure ourselves by speed, accuracy, and how the customer feels on the other end of the call — because for the people we serve, an unresolved escalation isn't an inconvenience, it's a real gap in their care. Every case that reaches this team already matters to someone; our job is to make sure it never has to escalate again. As an AI-native company, we don't just use technology — it's the backbone of how we work. Senior leaders on this team are expected to model digital fluency and a proactive approach to leveraging AI tooling to speed resolution, surface root cause, and free up capacity for the cases that need a human touch most. Here's what you'll do day-to-day: Operate a white-glove escalation service Lead the specialists who run Escalation Services, running a structured cadence — weekly 1:1s, team forums, monthly business reviews. Serve as point of contact for Gusto's highest-visibility escalations — coordinating cross-functionally to drive resolution and providing clear, confident status updates to customer executives and internal stakeholders alike. Step into the most sensitive and highest-risk cases yourself — executive-visible, compliance-related, or reputationally significant — working them alongside your team, not just above it. Coach your team to operate as drivers, not passengers — owning the case end-to-end, communicating proactively, and holding the bar on white-glove service without waiting to be told what "good" looks like. Own the rationale before you deliver any meaningful change — running a clear playbook every time: what's changing, why, what it means for the team, what resources are in place, how it gets owned. Run a calibrated, evidence-based performance cycle that holds a high bar across your team, with AI fluency treated as a non-negotiable expectation. Develop high-potential specialists through structured stretch work and direct sponsorship. Address underperformance early and directly, with the same care and clarity you bring to recognition. Rebuild the system Redesign the end-to-end escalation operating model — intake, triage, severity tiering, and routing — so the system scales with volume and complexity instead of depending on individual heroics. Build and own root-cause analysis practices — turning individual escalations into trend data that identifies top drivers, systemic gaps, and opportunities to prevent recurrence upstream. Manage dependencies across cross-functional partners, leveraged teams, and carrier partners — persuading and aligning to drive fixes at the source, not just the symptom. Define and socialize an escalation policy for Benefits Services — what qualifies as an escalation, who owns what, and what "resolved" means — so the system is legible outside the team, not just inside it. Establish and own the KPIs, dashboards, and reporting that make escalation trends visible to leadership — time-to-resolution, reopen rate, CSAT/NPS on escalated cases, and SLA/SLO adherence. Set the AI vision and own the automation roadmap for Escalation Services — identifying where AI can accelerate triage, surface root cause, and reduce manual case handling, and partnering with Data, Engineering, and Product to build it. Success looks like 3–6 months: The current escalation lifecycle — intake, triage, ownership, and closure — is fully audited, with a prioritized rebuild roadmap shared with leadership. 6–12 months: A redesigned escalation framework (tiers, ownership, playbooks) is live and adopted across Benefits Services, with a root-cause feedback loop driving measurable upstream fixes. 12+ months: Escalation volume and severity are measurably down, time-to-resolution has improved, and escalation health reporting is trusted by leadership as a real-time and retrospective view of the business. Here's what we're looking for: Leadership experience 5+ years of leadership experience, including 2+ years leading other leaders (preferred). Demonstrated track record of owning escalation, technical support, or supportability functions in a fast-paced, customer-obsessed environment. Experience driving org change — restructures, process redesign, or scaling — and bringing teams along through it. A track record of doing both at once: running a team's day-to-day performance while simultaneously redesigning the process or system it operates on. This is not a "stabilize first, then improve" role — you'll need to hold both threads at the same time without dropping either. Executive-level escalation management Proven ability to manage high-pressure, high-visibility escalations and communicate clearly across a broad range of audiences — from frontline specialists to customer executives and internal SLT. Track record of building bridges across Product, Engineering, and Legal to drive root-cause fixes, not just case-by-case resolution. Insatiable curiosity and an unrelenting drive to ask why — you get to root cause and don't stop at the symptom. Operational rigor Comfortable reading dashboards, interrogating data, and finding the gap before it shows up as an escalation. Track record of operating against time-sensitive SLAs in a benefits, healthcare, payroll, banking, insurance, or comparable regulated operations environment. Experience building balanced scorecards and operational reporting that surfaces the right KPIs for regular leadership review. AI-native builder You don't just use AI tools — you build with them. You've personally designed or automated a workflow, built an agent, or stood up a process that meaningfully changed how a team operates, and you can point to the leverage it created. You coach AI fluency in others and evaluate new tools with judgment — you can tell the difference between a demo that's impressive and a tool that will actually move the needle in escalation resolution. Systems thinker: you look for root causes at the process level, not just the case level, and build solutions that scale past your own bandwidth. Coaching and development depth You develop your specialists through structured coaching, not directives. Team members leave your 1:1s with a clearer picture of the bar, not just your opinions. You hold the bar on performance with care — you have hard conversations early, address underperformance directly, and don't let the bar drift to preserve a relationship. Domain-relevant experience (preferred) Experience in benefits operations, health insurance brokerage, employee benefits administration, access-to-care advocacy, or payroll is a strong plus. Experience with carrier portals, Salesforce, and high-volume case management tooling is helpful but not required if the leadership and AI fluency are there. Our cash compensation range for this role is $119,185/year to $146,000/year in Denver and Phoenix. Final offer amounts are determined by multiple factors, including candidate location, experience and expertise, and may vary from the amounts listed above. Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto's subsidiary, whose physical office is in Scottsdale. Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas.  When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees. Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto.  Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic. Gusto considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gusto is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. We want to see our candidates perform to the best of their ability. If you require a medical or religious accommodation at any time throughout your candidate journey, please fill out this form and a member of our team will get in touch with you. Gusto takes security and protection of your personal information very seriously. Please review our Fraudulent Activity Disclaimer . Personal information collected and processed as part of your Gusto application will be subject to  Gusto's Applicant Privacy Notice .

  About Gusto At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve. All full-time employees receive competitive base pay, benefits, and equity (RSUs) — because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy . AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process. About the Role: Gusto offers payroll processing for hundreds of thousands of businesses and their employees, and that activity is supervised by state money transmission regulators across the country. Our financial services licenses are foundational to how Gusto operates, and keeping that portfolio current, accurate, and examination-ready is mission critical. Gusto is looking for a hands-on regulatory compliance professional to own the day-to-day management of Gusto's licensing portfolio. You will run the licensing lifecycle end to end across NMLS and non-NMLS states: applications, renewals, amendments, change notices, periodic reporting, surety bonds, and ongoing license conditions. You will also serve as a core contributor in state examinations, managing request lists, evidence, and commitments This is an individual contributor role reporting to the Head of Financial Services. At Gusto, Legal & Compliance operates as an AI-native team. You will use and help improve AI-enabled licensing workflows, including our licensing and examination registries, filing calendars, and regulatory change tracking, with appropriate human-in-the-loop controls for accuracy and accountability. About the Team: Gusto's Legal & Compliance team partners closely with product and engineering teams to enable innovation, facilitate responsible company growth, accelerate Gusto's roadmap, and deliver compliant products to our customers. We are passionate about applying AI-native ways of working, thoughtful compliance risk management, and a daily service mindset to improve the experience of small business owners and their employees. Each team member is an owner, a trusted advisor, and a meaningful contributor to Gusto's mission. Here's what you'll do day-to-day: Own day-to-day management of Gusto's money transmitter (MTL) and related state financial services licenses, maintaining a current system of record for every license, condition, and deadline. Manage Gusto's NMLS company record end to end (MU1, MU2, MU3 filings, amendments, and disclosure updates), and run the annual NMLS and state renewal cycles. Prepare and file new license applications, expansion filings, and change notices or amendments, partnering with counsel and managing regulator approvals for changes in control, officers, or business activities. Own the quarterly NMLS MSB Call Report and state periodic, annual, and transaction volume reports, coordinating with Finance and Treasury on financial statement, net worth, and investment reporting. Manage the surety bond portfolio and the regulatory filing calendar, ensuring on-time filings with documented evidence for examination. Serve as a key contributor on state and multi-state examinations, managing request lists, evidence collection, document production, and quality control. Support examination findings and license conditions through to closure, coordinate high-risk data requests, and manage regulator correspondence, escalating substantive matters. Monitor state money transmission developments (MTMA adoption, NMLS/CSBS and rule changes) and assess their impact on Gusto's licenses and filings. Translate licensing requirements into clear procedures, checklists, and guidance for cross-functional partners. Use AI-enabled tools to automate filing prep, deadline tracking, and evidence assembly with documented human review, and identify gaps to make the program more scalable and examination-ready. Here's what we're looking for: 5+ years of experience in regulatory compliance, licensing, or regulatory operations at a fintech, payments company, money services business, or regulated financial institution, including at least 3 years managing money transmission licenses; experience with additional state license types (lending, servicing, collections, PEO) or at a high-growth fintech operating through sponsor bank or embedded finance partnerships is a plus. Experience with PEO licensing is a plus, particularly for candidates who have operated across both MTL and PEO licensing regimes. Paralegal background preferred, especially with experience on regulatory filings, licensing documentation, or change of control notices. Hands-on NMLS expertise, including MU1, MU2, and MU3 filings, the annual renewal cycle, the MSB Call Report, and Electronic Surety Bonds. Working knowledge of state money transmission requirements, including net worth, permissible investments, surety bonds, change of control, authorized delegates, and periodic reporting. Direct experience supporting state or multistate regulatory examinations, including request list management, evidence assembly, and findings remediation; familiarity with CSBS multi-state examination frameworks like One Company One Exam and MMET is a plus. Rigorous documentation discipline: every filing accurate, every deadline tracked, every submission retained. A Notary Public commission, or willingness to obtain one, is a plus. Strong organizational and project management skills, with the ability to manage high-volume, deadline-driven work across many jurisdictions at once; experience with compliance workflow, GRC, or licensing management platforms is a plus. Clear written and verbal communication, with the ability to coordinate inputs across Finance, Legal, Product, and Operations. Sound judgment on when to resolve an issue independently and when to escalate to leadership or counsel. Demonstrated experience using AI tools (Claude, ChatGPT, Gemini, Glean, Notion AI, or similar) to improve compliance or licensing workflows, paired with the discipline to review AI output before relying on it. Our cash compensation amount for this role is $110,640/yr to $136,456/yr in Denver & most major metro locations, and $133,615/yr to $164,792/yr for San Francisco & New York. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above. Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto's subsidiary, whose physical office is in Scottsdale. Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas.  When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees. Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto.  Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic. Gusto considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gusto is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. We want to see our candidates perform to the best of their ability. If you require a medical or religious accommodation at any time throughout your candidate journey, please fill out this form and a member of our team will get in touch with you. Gusto takes security and protection of your personal information very seriously. Please review our Fraudulent Activity Disclaimer . Personal information collected and processed as part of your Gusto application will be subject to  Gusto's Applicant Privacy Notice .

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Recruiting at Brex Recruiting is where every career at Brex begins. We're the first point of connection for future builders and leaders, helping candidates see what's possible. We partner with leaders across the company to find exceptional talent and build high-performing teams. We move quickly, think strategically, and take pride in creating a thoughtful, welcoming candidate experience from the very first contact. We don't just fill roles, we shape the culture at Brex, finding the next generation of builders and leaders. What you'll do As a Senior Sourcer II, you'll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You'll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in. You'll also raise the bar past your own requisitions: honing the team's pitch, building engagement resources other sourcers adopt, closing gaps in how we source, and mentoring people growing into this work. This is a role for someone who has outgrown running excellent searches alone and wants their judgment to shape how an entire team searches. Where you'll work This role will be based in our New York City office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs. Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach. Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface. Own and evolve the team's pitch and build engagement resources other sourcers adopt. Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps. Use reporting to diagnose complex hiring problems and drive the resulting changes through. Define and modify interview processes to lift conversion or reduce time to fill. Continuously hone the team's pitch and create engagement resources other sourcers adopt. Mentor sourcers and enable others to mentor, acting as the go-to expert on the team. Requirements A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions. Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it. Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop. Has changed how a team sources — a process, a tool, a pitch, a pipeline — and can show what moved as a result. Has mentored sourcers or recruiters, and can point to people who grew because of it. Deep technical market knowledge across engineering, data, product and AI, including where the talent actually sits. Fluent in modern sourcing and CRM tooling, and comfortable using data to argue for a change in direction. Bonus points Experience building a sourcing function, playbook, or onboarding path from scratch. Experience owning a team's sourcing metrics and reporting them to leadership. Experience sourcing for AI/ML, agentic AI, or other emerging technical domains. Experience sourcing across multiple geographies (e.g., US, Canada, LATAM). Experience contributing to employer branding, talent marketing, or community-building initiatives. Compensation The expected salary range for this role is $156,392 - $195,490. However, the starting base pay will depend on a number of factors including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Brex LLC is a wholly owned subsidiary of Capital One, N.A. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Recruiting at Brex Recruiting is where every career at Brex begins. We're the first point of connection for future builders and leaders, helping candidates see what's possible. We partner with leaders across the company to find exceptional talent and build high-performing teams. We move quickly, think strategically, and take pride in creating a thoughtful, welcoming candidate experience from the very first contact. We don't just fill roles, we shape the culture at Brex, finding the next generation of builders and leaders. What you'll do As a Senior Sourcer II, you'll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You'll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in. You'll also raise the bar past your own requisitions: honing the team's pitch, building engagement resources other sourcers adopt, closing gaps in how we source, and mentoring people growing into this work. This is a role for someone who has outgrown running excellent searches alone and wants their judgment to shape how an entire team searches. Where you'll work This role will be based in our Vancouver office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs. Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach. Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface. Own and evolve the team's pitch and build engagement resources other sourcers adopt. Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps. Use reporting to diagnose complex hiring problems and drive the resulting changes through. Define and modify interview processes to lift conversion or reduce time to fill. Continuously hone the team's pitch and create engagement resources other sourcers adopt. Mentor sourcers and enable others to mentor, acting as the go-to expert on the team. Requirements A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions. Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it. Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop. Has changed how a team sources — a process, a tool, a pitch, a pipeline — and can show what moved as a result. Has mentored sourcers or recruiters, and can point to people who grew because of it. Deep technical market knowledge across engineering, data, product and AI, including where the talent actually sits. Fluent in modern sourcing and CRM tooling, and comfortable using data to argue for a change in direction. Bonus points Experience building a sourcing function, playbook, or onboarding path from scratch. Experience owning a team's sourcing metrics and reporting them to leadership. Experience sourcing for AI/ML, agentic AI, or other emerging technical domains. Experience sourcing across multiple geographies (e.g., US, Canada, LATAM). Experience contributing to employer branding, talent marketing, or community-building initiatives. Compensation The expected salary range for this role is $138,400.00 - $173,000.00 CAD. However, the starting base pay will depend on a number of factors including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Brex LLC is a wholly owned subsidiary of Capital One, N.A. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Recruiting at Brex Recruiting is where every career at Brex begins. We're the first point of connection for future builders and leaders, helping candidates see what's possible. We partner with leaders across the company to find exceptional talent and build high-performing teams. We move quickly, think strategically, and take pride in creating a thoughtful, welcoming candidate experience from the very first contact. We don't just fill roles, we shape the culture at Brex, finding the next generation of builders and leaders. What you'll do As a Senior Sourcer II, you'll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You'll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in. You'll also raise the bar past your own requisitions: honing the team's pitch, building engagement resources other sourcers adopt, closing gaps in how we source, and mentoring people growing into this work. This is a role for someone who has outgrown running excellent searches alone and wants their judgment to shape how an entire team searches. Where you'll work This role will be based in our San Francisco office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs. Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach. Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface. Own and evolve the team's pitch and build engagement resources other sourcers adopt. Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps. Use reporting to diagnose complex hiring problems and drive the resulting changes through. Define and modify interview processes to lift conversion or reduce time to fill. Continuously hone the team's pitch and create engagement resources other sourcers adopt. Mentor sourcers and enable others to mentor, acting as the go-to expert on the team. Requirements A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions. Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it. Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop. Has changed how a team sources — a process, a tool, a pitch, a pipeline — and can show what moved as a result. Has mentored sourcers or recruiters, and can point to people who grew because of it. Deep technical market knowledge across engineering, data, product and AI, including where the talent actually sits. Fluent in modern sourcing and CRM tooling, and comfortable using data to argue for a change in direction. Bonus points Experience building a sourcing function, playbook, or onboarding path from scratch. Experience owning a team's sourcing metrics and reporting them to leadership. Experience sourcing for AI/ML, agentic AI, or other emerging technical domains. Experience sourcing across multiple geographies (e.g., US, Canada, LATAM). Experience contributing to employer branding, talent marketing, or community-building initiatives. Compensation The expected salary range for this role is $156,392 - $195,490. However, the starting base pay will depend on a number of factors including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Brex LLC is a wholly owned subsidiary of Capital One, N.A. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Recruiting at Brex Recruiting is where every career at Brex begins. We're the first point of connection for future builders and leaders, helping candidates see what's possible. We partner with leaders across the company to find exceptional talent and build high-performing teams. We move quickly, think strategically, and take pride in creating a thoughtful, welcoming candidate experience from the very first contact. We don't just fill roles, we shape the culture at Brex, finding the next generation of builders and leaders. What you'll do As a Senior Sourcer II, you'll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You'll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in. You'll also raise the bar past your own requisitions: honing the team's pitch, building engagement resources other sourcers adopt, closing gaps in how we source, and mentoring people growing into this work. This is a role for someone who has outgrown running excellent searches alone and wants their judgment to shape how an entire team searches. Where you'll work This role will be based in our Seattle office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs. Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach. Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface. Own and evolve the team's pitch and build engagement resources other sourcers adopt. Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps. Use reporting to diagnose complex hiring problems and drive the resulting changes through. Define and modify interview processes to lift conversion or reduce time to fill. Continuously hone the team's pitch and create engagement resources other sourcers adopt. Mentor sourcers and enable others to mentor, acting as the go-to expert on the team. Requirements A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions. Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it. Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop. Has changed how a team sources — a process, a tool, a pitch, a pipeline — and can show what moved as a result. Has mentored sourcers or recruiters, and can point to people who grew because of it. Deep technical market knowledge across engineering, data, product and AI, including where the talent actually sits. Fluent in modern sourcing and CRM tooling, and comfortable using data to argue for a change in direction. Bonus points Experience building a sourcing function, playbook, or onboarding path from scratch. Experience owning a team's sourcing metrics and reporting them to leadership. Experience sourcing for AI/ML, agentic AI, or other emerging technical domains. Experience sourcing across multiple geographies (e.g., US, Canada, LATAM). Experience contributing to employer branding, talent marketing, or community-building initiatives. Compensation The expected salary range for this role is $156,392 - $195,490. However, the starting base pay will depend on a number of factors including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Brex LLC is a wholly owned subsidiary of Capital One, N.A. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Engineering at Brex Engineering at Brex is about building systems that scale with speed and intention. Our teams operate with high autonomy and deep collaboration, own outcomes end to end, and push for excellence from architecture to deployment. It's an environment where engineering is a craft and builders grow by solving meaningful technical problems. What you'll do The Identity and Access Management team builds and maintains secure, user-friendly authentication and authorization systems that protect users, safeguard company assets, and provide a seamless access experience for developers. The team owns critical platform capabilities including login methods, step-up authentication, our custom authorization platform, account delegation flows like Copilot, Pro Access login, embedded partnerships authentication, and core vendor integrations such as Okta and Oso. As a Senior Software Engineer on IAM, you will lead projects and initiatives to improve the security, reliability, and developer experience of our authentication, authorization, and identity platforms for customers, partners, and internal systems. You will scope and drive projects with clear impact, work cross-functionally with the broader engineering organization, help define the team's technical quality, and help evolve the identity platform as Brex invests in signed identity propagation, delegated and agent identity, fine-grained authorization, stronger auditability, and enterprise-ready customer authentication experiences. Where you'll work This role will be based in our Seattle office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require Monday, Wednesday and Thursday to be designated in office days. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities: Design, build, and operate backend systems and APIs for authentication, authorization, identity context, and audit-related workflows. Lead engineers on initiatives end to end, from technical design and implementation through rollout, measurement, and operational support. Improve login and access experiences across SSO, MFA, step-up authentication, delegated access, and enterprise identity flows. Build and extend authorization systems that support custom roles, resource-aware access control, and secure defaults for product teams. Help create durable, identity-aware audit trails and attribution for user, service, delegated, and agent-driven actions. Partner closely with engineers across Brex to make IAM integrations secure by default and easier to adopt through clear patterns, tooling, and shared libraries. Mentor engineers on the team to deliver high-quality code and produce operational improvements that raise the bar for reliability and maintainability across the team's systems. Requirements: 7+ years of professional experience designing, developing, and deploying applications. Strong software engineering fundamentals and experience building reliable production backend systems. Experience leading complex projects and mentoring other engineers. Have strong API design fundamentals, rigor around testing, code quality, and documentation. An understanding of core IAM concepts such as authentication, authorization, sessions, tokens, MFA, SSO, OAuth, SAML, OIDC, or RBAC. Clear communication, collaborates well across teams, and are effective in cross-functional technical discussions. Demonstrating care about operational excellence and know how to improve system reliability, reduce toil, and maintain high-quality services over time. Having a strong product and engineering judgment and can balance security, usability, and developer experience. Bonus Points: Experience working on identity and access management, authentication, authorization, or audit systems in a production environment. Hands-on experience with Okta, Oso, SSO, SAML, OIDC, OAuth, passkeys, or WebAuthn. Experience building enterprise-facing admin controls, custom roles, delegated access flows, or audit trails. Worked on platform teams that provide shared infrastructure, paved roads, or secure-by-default frameworks for other engineering teams. Compensation: The expected salary range for this role is $192,000 - $240,000. However, the starting base pay will depend on a number of factors, including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Brex LLC is a wholly owned subsidiary of Capital One, N.A. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Engineering at Brex Engineering at Brex is about building systems that scale with speed and intention. Our teams operate with high autonomy and deep collaboration, own outcomes end to end, and push for excellence from architecture to deployment. It's an environment where engineering is a craft and builders grow by solving meaningful technical problems. What you'll do The Identity and Access Management team builds and maintains secure, user-friendly authentication and authorization systems that protect users, safeguard company assets, and provide a seamless access experience for developers. The team owns critical platform capabilities including login methods, step-up authentication, our custom authorization platform, account delegation flows like Copilot, Pro Access login, embedded partnerships authentication, and core vendor integrations such as Okta and Oso. As a Senior Software Engineer on IAM, you will lead projects and initiatives to improve the security, reliability, and developer experience of our authentication, authorization, and identity platforms for customers, partners, and internal systems. You will scope and drive projects with clear impact, work cross-functionally with the broader engineering organization, help define the team's technical quality, and help evolve the identity platform as Brex invests in signed identity propagation, delegated and agent identity, fine-grained authorization, stronger auditability, and enterprise-ready customer authentication experiences. Where you'll work This role will be based in our New York office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require Monday, Wednesday and Thursday to be designated in office days. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities: Design, build, and operate backend systems and APIs for authentication, authorization, identity context, and audit-related workflows. Lead engineers on initiatives end to end, from technical design and implementation through rollout, measurement, and operational support. Improve login and access experiences across SSO, MFA, step-up authentication, delegated access, and enterprise identity flows. Build and extend authorization systems that support custom roles, resource-aware access control, and secure defaults for product teams. Help create durable, identity-aware audit trails and attribution for user, service, delegated, and agent-driven actions. Partner closely with engineers across Brex to make IAM integrations secure by default and easier to adopt through clear patterns, tooling, and shared libraries. Mentor engineers on the team to deliver high-quality code and produce operational improvements that raise the bar for reliability and maintainability across the team's systems. Requirements: 7+ years of professional experience designing, developing, and deploying applications. Strong software engineering fundamentals and experience building reliable production backend systems. Experience leading complex projects and mentoring other engineers. Have strong API design fundamentals, rigor around testing, code quality, and documentation. An understanding of core IAM concepts such as authentication, authorization, sessions, tokens, MFA, SSO, OAuth, SAML, OIDC, or RBAC. Clear communication, collaborates well across teams, and are effective in cross-functional technical discussions. Demonstrating care about operational excellence and know how to improve system reliability, reduce toil, and maintain high-quality services over time. Having a strong product and engineering judgment and can balance security, usability, and developer experience. Bonus Points: Experience working on identity and access management, authentication, authorization, or audit systems in a production environment. Hands-on experience with Okta, Oso, SSO, SAML, OIDC, OAuth, passkeys, or WebAuthn. Experience building enterprise-facing admin controls, custom roles, delegated access flows, or audit trails. Worked on platform teams that provide shared infrastructure, paved roads, or secure-by-default frameworks for other engineering teams. Compensation: The expected salary range for this role is $192,000 - $240,000. However, the starting base pay will depend on a number of factors, including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Brex LLC is a wholly owned subsidiary of Capital One, N.A. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Why join us Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex's AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek. Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We're committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career. Sales at Brex The Sales team is the driving factor behind revenue for Brex and every member of our team directly affects our bottom line. We focus on generating new opportunities, acquiring new customers, and building even stronger relationships with our current customers. Our winning culture recognizes big team wins and celebrates individual accomplishments. We ensure that top performers are recognized and have built a competitive environment to motivate and unify the team. What you'll do As a Mid-Market Client Sales Executive II, you will play an essential role in driving revenue growth by engaging existing Brex customers and cultivating new business opportunities. In this role, you will combine your sales and relationship building skills with a strategic mindset to identify opportunities and execute strategies that recapture and increase card spend. You will have the opportunity to collaborate with cross-functional teams and learn from experienced professionals across various domains to broaden your skill set and knowledge base. Where You'll Work This role will be based in our Seattle office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday and Thursday. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities Spearhead initiatives to propel net-new revenue growth by strategically increasing spending levels on the Brex Card among our current client base Proactively identify and cultivate expansion opportunities through targeted outreach efforts Champion the cross-selling of our cutting-edge Spend Management software, encompassing Expense Management, Billpay, and Travel solutions, to diversify and enhance our clients financial operations Engage with CFOs and finance leaders regularly, serving as a trusted advisor to provide expert consultation on optimizing financial operations through the seamless integration of our innovative solutions Formulate and execute strategic plans geared towards enhancing the overall client experience, encompassing improvements in product features and implementation processes Requirements 3+ years of hands-on experience in Sales roles within B2B SaaS OR Payments companies  2+ years of closing experience, preferably in a net-new logo acquisition environment 1+ years of outbound prospecting experience  Strong communication and negotiation skills Data-driven mindset and the ability to analyze customer behavior Goal-oriented and self-motivated with a proven track record of meeting and exceeding targets Ability to work in fast-paced, high-velocity environments Coachability with an interest in growing your career in sales Bonus points Familiarity with financial products, credit cards, and business finance Familiarity with credit card management, encompassing a deep understanding of limits, rewards, and underwriting Familiarity with software solutions, especially in areas such as Expense Management, Travel, and Billpay Previous experience in implementing successful upselling and cross-selling strategies Keen awareness of the competitive landscape, industry trends, and market dynamics A background in handling renewals, ensuring customer retention, and minimizing churn Familiarity with sales tools such as Gong, Salesforce, Outreach, etc.  Series 7 license The expected OTE range for this role is $132,888 - $166,110. The starting wage will depend on a number of factors including the candidate's location, skills, experience, market demands, and internal pay parity. The OTE figure listed here includes base salary and commissions, which may or may not be earned depending on performance.  Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a  brex.com  domain. Any outreach claiming to be from Brex via other sources should be ignored.

Datadog is looking for a contract Enablement Designer for Recruiting and People to build and deliver the training content for our global team over a 12-month engagement. This is a hands-on build-and-facilitate role: you will design curriculum, produce content, and run live training for recruiters, sourcers, coordinators, and people leaders across our global sites. This engagement is scoped around content, design, and delivery. Overall program ownership, roadmap, and long-term governance sit with Recruiting Operations leadership, who you will report to and partner with closely. Your job is to build the material and get it into people's hands — and to leave behind a documented, maintainable system when the engagement ends. At Datadog, we place value in our office culture - the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them. What You'll Do: Design and build modular enablement content across the recruiting lifecycle: intake, sourcing, assessment, closing, candidate experience, systems. Produce it to a publishable standard: facilitator guides, participant materials, job aids, async modules, knowledge checks, and the LMS and SCORM packaging that gets them live. Facilitate the core curriculum on an agreed cadence, including regional delivery. Build the measurement layer: completion, confidence, and manager-reported readiness against a baseline. Contribute the AI layer into existing manager development rather than building a parallel leader track. Leave a maintainable content model: source files, owners, review cadence, update triggers. Who You Are: 5+ years in Talent Acquisition, Enablement, Learning & Development, or instructional design, with meaningful time inside or directly supporting a recruiting function A prolific content builder — you can point to curricula, playbooks, and training materials you personally designed and shipped A confident facilitator who can hold a room of experienced recruiters, in person and virtually Fast to ramp and comfortable operating with limited hand-holding; you can walk into a new organization, diagnose the gaps, and start producing Experienced working as a contractor or consultant, with a track record of scoped delivery against a timeline Skilled at building credibility quickly with stakeholders you do not manage Comfortable designing for a global audience across the Americas, EMEA, and APAC Experienced developing or coaching people leaders is a strong plus What This Role Is Not: Ownership of the overall Recruiting Enablement program, roadmap, or budget — that remains with Recruiting Operations leadership People management or headcount ownership Ongoing operational support for recruiting systems or processes Datadog values people from all walks of life. We understand not everyone will meet all the above qualifications on day one. That's okay. If you're passionate about technology and want to grow your skills, we encourage you to apply. Benefits and Growth: Generous and competitive benefits package New hire stock equity (RSUs) and employee stock purchase plan (ESPP) Continuous career development opportunities  Product training to develop understanding of our product and space Best in breed onboarding Internal mentor and buddy program cross-departmentally Friendly and inclusive workplace culture Benefits and Growth listed above may vary based on the country of your employment and the nature of your employment with Datadog. Datadog offers a competitive salary and equity package, and may include variable compensation. Actual compensation is based on factors such as the candidate's skills, qualifications, and experience. In addition, Datadog offers a wide range of best in class, comprehensive and inclusive employee benefits for this role including healthcare, dental, parental planning, and mental health benefits, a 401(k) plan and match, paid time off, fitness reimbursements, and a discounted employee stock purchase plan. The reasonably estimated yearly salary for this role at Datadog is: $131,000 — $164,000 USD About Datadog:  Datadog is the leading observability and security platform for the AI era, providing businesses with unified visibility across the technology stack to manage complexity at scale. It brings applications, infrastructure, data, models, and security into one place, using AI to detect and resolve issues before they impact customers. Trusted globally by Fortune 500 companies and high-growth AI leaders, Datadog enables businesses to move faster with clarity and confidence. Learn more about #DatadogLife on Instagram , LinkedIn, and Datadog Learning Center. Equal Opportunity at Datadog: Datadog is proud to offer equal employment opportunity to everyone regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, veteran status, and other characteristics protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. Here are our Candidate Legal Notices for your reference.  Datadog endeavors to make our Careers Page accessible to all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please complete this form . This form is for accommodation requests only and cannot be used to inquire about the status of applications.  Privacy and AI Guidelines: Any information you submit to Datadog as part of your application will be processed in accordance with Datadog's  Applicant and Candidate Privacy Notice . For information on our AI policy, please visit Interviewing at Datadog AI Guidelines .