About Remote
Remote makes it possible for companies of all sizes to recruit, pay, and manage international teams — handling payroll, benefits, taxes, and compliance through a single platform. We work asynchronously, around the world, on ambitious problems with real stakes for the people and businesses we serve.
We're looking for a Content Marketing Lead to own the stories that define Remote and set the standard for what great content looks like across the company.
About the role
This is a senior, principal-level role for the most authoritative content voice in the room. You'll set the editorial bar, define the narrative, and produce the work that others measure themselves against — pairing the strategic judgment to decide what Remote should say with the craft to write it yourself.
Marketing has fundamentally changed and is noisier than ever, and our audience — founders, HR and People leaders, and finance teams running global and distributed teams — is tuning most of it out. Your job is to cut through: turn Remote's deep expertise in global employment, payroll, and compliance into content that earns trust and moves people to act. You'll have the autonomy to shape strategy and the mandate to raise the quality of everything we publish.
How we think about content
We're customer-obsessed, and everything we publish is rooted in providing real value — connecting to our audience's real pains, jobs to be done, and daily reality, not selling at them. We borrow from journalism: lead with evidence and a clear point of view, and ship one sharp, genuinely useful asset over ten forgettable ones.
What you'll do
- Build out our content library. Plan and create a coherent, durable body of assets — articles, data stories, interactive tools, guides, video — mapped to the personas and journeys that matter most, and prioritized ruthlessly against impact.
- Shape the stories that define Remote. Craft narratives that engage audiences across HR and finance, turning complex topics like compliance, FX, worker classification, and global hiring into content people actually want to read and share.
- Set our thought leadership and storytelling approach. Build a distinctive point of view and style that differentiates Remote from competitors and resonates from the CFO worried about an audit to the People leader scaling into a new market.
- Turn data and expertise into content. Partner with insights and product teams to find the story in the numbers and build assets that lead with evidence and a defensible thesis.
- Collaborate with experts and execs. Interview, ghostwrite for, and package the knowledge of internal experts, executives, and external partners into content that informs, inspires, and converts.
- Own quality and consistency. Uphold the standard for craft, voice, and accuracy across everything we publish, and develop a clear view on cadence and channel strategy.
What we're looking for
- A seasoned content marketer who has set editorial direction at B2B companies, not just executed it.
- A genuine writer at the top of their craft, with a clear, evidence-led voice and a strong narrative instinct (a journalism or editorial background is a plus).
- Strong commercial judgment: you connect content to a persona, a pain point, a funnel stage, and a measurable outcome — and can defend those choices.
- Fluency across B2B SaaS audiences in HR, finance, fintech, payroll, or compliance-adjacent categories — or the curiosity and rigor to own a technical category fast.
- Comfort with data: you can read a data pack, find the story, pick the hero stat, and brief the visuals that bring it to life.
- A collaborator and interviewer who can draw insight out of busy experts and turn it into something that sounds like them, only sharper.
- Deep self-direction and ownership in an async, globally distributed team.
Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.
At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.
Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.
At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.
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!
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.
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