The global employment, payroll and spend platform built from the UAE for the hardest hiring markets first, profitable since 2025.
RemotePass has raised money in four steps. It went through Flat6Labs Abu Dhabi and joined Hub71 in 2020, took a pre-Series A in December 2021 led by BECO Capital with Wamda Capital, Khwarizmi Ventures, Flat6Labs, Wealth Well and a syndicate of Saudi investors (a seven-figure round, amount undisclosed), then an oversubscribed $5.5M Series A in March 2024 led by Istanbul's 212 VC with Endeavor Catalyst, Khwarizmi Ventures, Oraseya Capital, Flyer One Ventures, Access Bridge Ventures, A15 and Swiss Founders Fund, which took total funding past $10M. It reached profitability in early 2025, then raised a $17.4M Series B in May 2026 led by EBRD Venture Capital, the venture arm of the European Bank for Reconstruction and Development, with 500 Global as a new strategic investor and Oraseya, 212, Access Bridge and Khwarizmi returning. CEO Kamal Reggad told Aletihad the valuation had almost quadrupled since 2024 but did not disclose it, and said the company raised the round "because we wanted to, not because we had to". Earlier growth was 35% month over month for the first two years and revenue doubled from 2022 to 2023; the Series B is earmarked for Europe and the United States, deeper compliance coverage, financial products and AI.
RemotePass is a global employment platform: companies use it to hire, onboard, pay and manage employees and contractors in more than 150 countries without setting up local entities. It combines Employer of Record, contractor management, direct employment in the UAE and Saudi Arabia, multi-currency payroll and a fintech layer for the workers themselves: a Super App with a USD account and virtual and physical cards in 90+ currencies, health insurance, and since late 2025 corporate SpendCards for expenses. Customers include Spotify, Logitech, Deloitte, Careem, Tabby, Tata Group and InDrive, the platform is rated 4.8/5 on G2 and has been listed among G2's Top 100 Fastest Growing Software Products.
The company started as SafarPass, a business travel platform launched in the UAE in September 2019 whose 18-person team was already spread across the UAE, Africa and Europe. When travel collapsed in 2020 the founders rebuilt it around the problem they were living, paying a remote team in emerging markets, and launched RemotePass in January 2021 serving seven countries. By the May 2026 Series B it served more than 800 companies and 35,000 workers and had processed over $800 million in cross-border payroll; the website now says 1,000+ companies and $1B+ in payments.
Kamal Reggad, CEO and co-founder. B.S. and M.S. in Computer Science from Northeastern University in Boston, then lead system engineer at Spotfire (acquired by TIBCO) building large deployment infrastructure. Returned to Morocco in 2011 to found Hmizate, the country's first e-commerce company, which held about 65% of Morocco's e-commerce market with over 600,000 members by 2014 and was sold to a local holding company in 2018. An Endeavor Entrepreneur since 2015, he founded SafarPass in the UAE in September 2019 and pivoted it into RemotePass during the pandemic.
Karim Nadi, Chief Sales Officer and co-founder. Over 15 years in B2B and SaaS sales. Launched Criteo in the Middle East and North Africa as Sales Director MEA from 2011 to 2014 and took it to market leader, then led sales and European expansion at Krux Digital, the data management platform later acquired by Salesforce. Earlier roles at Thomson Reuters, Zoopla and REA Group's realestate.com.au. Co-founded SafarPass with Reggad before the pivot.
RemotePass is a remote-first company founded in the United Arab Emirates, part of Abu Dhabi's Hub71 ecosystem since 2020 with a cluster of staff in Dubai, that hires across Europe, the Middle East and North Africa, the Gulf, sub-Saharan Africa, South and Southeast Asia, Latin America and the United States. Its 125 or so people work from 26 countries, with the largest groups in the United Arab Emirates, Morocco, Pakistan, Egypt and India, and roles are posted for time zones rather than countries. The company is registered in Boston, Massachusetts, which is why some databases list Boston as its headquarters.
Describe your next role, cut the noise
Own top-of-funnel outreach for global hiring/payroll software across Europe; 1-2 years in sales/customer service/recruitment, tech/SaaS ideal, English plus German/French/Spanish, outbound prospecting, consultative discovery, CRM; bonus: HubSpot/Salesforce; hyper-growth
Remote Netherlands only
Own outbound prospecting across Europe for global hiring/compliance software; based in Romania; 1–2 years in sales, customer service or recruitment, English plus German/French/Spanish, CRM tools; hyper-growth company
Remote from Romania
Own outbound prospecting across Europe for global hiring/compliance SaaS; English plus German, French, or Spanish; 1–2 years in sales/customer service/recruitment, outbound calling, consultative discovery, CRM; bonus: HubSpot/Salesforce; hyper-growth company
Remote Poland only
Own outbound prospecting for European clients buying global hiring/compliance software; English plus German, French, or Spanish required; 1–2 years in sales/customer service/recruiting, consultative outbound, CRM such as HubSpot or Salesforce; hyper-growth remote-first company.
Remote UK only.
Own outbound prospecting for global hiring/compliance software across Europe; must be based in Spain, fluent in English plus German, French, or Spanish; 1–2 years in sales/customer service/recruitment, CRM tools; tech/SaaS preferred.
Remote Spain only
Own top-of-funnel prospecting for global hiring/EOR SaaS across Europe; remote location listed as Ireland; 1–2 years in sales/customer service/recruitment, English plus German/French/Spanish, cold calling, consultative discovery, CRM; bonus: HubSpot/Salesforce; hyper-growth remote-first company
Remote from Ireland
Own European customer success for a global hiring/payroll platform, from onboarding through renewal and expansion; must work CET hours; 5+ years, full client lifecycle ownership, customer success/account management, ideally EOR/HR-tech/payroll/global employment, SaaS preferred
Remote anywhere; must be able to work Central European Time (CET) hours
Own EOR cost accounting across payroll, client billing, AP, reconciliations, and multi-entity/multi-currency records; fluent English, CET hours; 3+ years bookkeeping/accounting/audit, CPA/ACCA/CA or equivalent, Excel; bonus: global payroll or EOR/PEO accounting
Remote Philippines only
Own global close, consolidation, reporting, tax and compliance for a multi-entity EOR/payroll platform; Romania remote; 6+ years, multi-country consolidation, IFRS/US GAAP, intercompany accounting, transfer pricing, ERP/consolidation tools, fluent English, CPA/ACCA; reports to Head of Finance; fast-growing remote-first
Remote from Romania only
Own global close, consolidation, reporting and compliance for an employer-of-record/payroll platform; 6+ years, 2–3 years multi-entity consolidation, bachelor's in accounting/finance, CPA or ACCA, IFRS/US GAAP, intercompany accounting, transfer pricing, ERP/consolidation tools, fluent English; bonus: EOR/PEO/HR tech, Big 4 audit
Remote Morocco only
Own global close, consolidation, reporting, compliance and treasury for an EOR/payroll platform; remote from Turkey; 6+ years, 2–3 years multi-entity consolidation, CPA or ACCA, IFRS/US GAAP, intercompany accounting, transfer pricing, ERP/consolidation tools, fluent English; bonus: EOR/PEO/HR tech, Big 4 audit
Remote Turkey only
Own global close, consolidation, reporting and compliance for an employer-of-record platform; remote from Philippines; 6+ years, 2–3 years multi-entity consolidation, CPA/ACCA, IFRS and/or US GAAP, intercompany accounting, transfer pricing, ERP/consolidation tools, fluent English; reports to Head of Finance
Remote Philippines only
Own global close, consolidation, reporting, compliance and treasury for an EOR/payroll platform; Poland remote; 6+ years, 2–3 years multi-entity consolidation, bachelor's in accounting/finance, CPA or ACCA, IFRS/US GAAP, intercompany accounting, transfer pricing, ERP/consolidation tools, fluent English; bonus: EOR/PEO/HR tech/global payroll, Big 4 audit background
Remote from Poland only
supports HR operations across EMEA with focus on onboarding/offboarding, employee lifecycle management, employee support, mobility coordination, compliance coordination, documentation, ticketing, HRIS recordkeeping, and process improvement; first point of contact for employee queries with escalation to payroll/legal/EX teams; requires 4+ years in HR support, onboarding coordination, employee lifecycle management, or mobility operations, preferably with EMEA exposure; requires familiarity with employment operations and onboarding in Europe, Middle East, and Africa; requires English and Arabic
Remote from India
Supports employee experience operations across EMEA; first point of contact for onboarding and HR-support tickets; handles onboarding workflows, mobility/relocation coordination, employment documentation, records in ticketing systems/HRIS, and process improvement input; requires 4+ years in HR support/onboarding/lifecycle management or mobility ops, preferably with EMEA exposure; needs familiarity with employment operations across Europe, Middle East and Africa; must speak English and Arabic
Remote Spain only
supports HR operations across EMEA with focus on onboarding/offboarding, employee lifecycle management, employee support, mobility coordination, compliance coordination, documentation, ticket management, HRIS recordkeeping, and process improvement; first point of contact for employee queries and escalates complex issues to payroll/legal/internal teams; requires 4+ years in HR support, onboarding coordination, employee lifecycle management, or mobility operations, preferably with EMEA exposure; strong familiarity with employment operations in Europe, Middle East and Africa; requires English and Arabic; fully remote team
Remote Portugal only
supports employee experience operations across EMEA; first point of contact for onboarding and HR support tickets, escalating complex issues to payroll/legal/EX; coordinates onboarding, offboarding, mobility/relocations, employment documentation, compliance, and employee lifecycle support across multiple jurisdictions; maintains HRIS/ticketing records, documentation, and training resources; identifies query trends and helps improve processes; requires 4+ years in HR support, onboarding coordination, employee lifecycle management, or mobility operations, preferably with EMEA exposure; must have familiarity with employment operations/onboarding in Europe, Middle East, and Africa; must speak English and Arabic; fully remote team
Remote Nigeria only
supports employee experience operations across EMEA with focus on onboarding/offboarding, employee lifecycle management, HR support, mobility coordination, compliance coordination, documentation, ticket triage, HRIS record accuracy, and process improvement; first point of contact for employee queries and escalates complex issues to payroll/legal/other teams; requires 4+ years in HR support, onboarding coordination, employee lifecycle or mobility operations, preferably with EMEA exposure; must know employment operations and onboarding processes across Europe, Middle East, and Africa; requires English and Arabic; fully remote team
Remote South Africa only
Own and build the channel partnerships function from scratch for a global HR/payroll SaaS platform; decide partner types to pursue, recruit/sign partners, negotiate agreements, and make partner-sourced pipeline measurable and converting; design channel commercial model including referral/reseller terms, fee levels, tiers, deal registration, and rules of engagement with direct sales; set quarterly channel priorities and report with sales-forecast rigor; create partner onboarding/enablement; nurture partners and co-sell with account executives; work closely with Head of Sales, account executives, go-to-market engineer, and leadership including CEO; requires 4–7 years in B2B SaaS or professional services, including at least 2 years in channel/partnerships/alliances/partner-led business development; seeks recent hands-on builder with outbound partner recruitment experience, understanding of partner measurement, metrics/data analysis, and CRM familiarity (ideally HubSpot); uncapped variable compensation tied directly to accounts grown
Remote Ireland only
Own and build the channel partnerships function from scratch for a global HR/payroll SaaS; decide which partner types to pursue, recruit/sign partners, run outreach/meetings/negotiations personally, and build measurable partner-sourced pipeline; design channel commercial model including referral/reseller terms, tiers, deal registration, and rules of engagement with direct sales; review existing partnerships and choose which to invest in, revive, or close; create onboarding/enablement for partners; co-sell with account executives and manage handoffs; work with go-to-market engineer to make channel attribution traceable in CRM; direct exposure to leadership including CEO; requires 4-7 years in B2B SaaS or professional services, including 2+ years in channel/partnerships/alliances/partner-led BD; must be hands-on, show evidence of building rather than maintaining, comfortable with outbound partner recruitment, and familiar with CRM systems, ideally HubSpot; uncapped variable compensation tied to accounts grown
Remote UK only
build the company’s channel partnerships function from the ground up; own partner strategy, target segments, recruiting/signing partners, commercial model design, onboarding/enablement, co-selling, and CRM attribution/reporting; hands-on individual contributor role with direct access to CEO and close work with Head of Sales, AEs, and go-to-market engineer; focused on measurable pipeline creation and conversion; requires 4–7 years in B2B SaaS or professional services, including 2+ years in channel/partnerships/alliances/partner-led business development; seeks recent hands-on builder with outbound partner recruitment experience and CRM familiarity, ideally HubSpot; uncapped variable compensation tied to accounts grown
Remote United Arab Emirates only
Own and build the channel partnerships function from scratch for a global HR/payroll platform; decide which partner types to pursue, recruit/sign partners, negotiate agreements, and make partner-sourced pipeline measurable and converting; design channel commercial model including referral/reseller terms, fees, tiers, deal registration, and rules of engagement with direct sales; review existing partnerships and decide which to invest in, revive, or close; create quarterly channel priorities and monthly reporting with sales-forecast rigor; build partner onboarding/enablement; co-sell with account executives and work with a go-to-market engineer to make channel attribution traceable in CRM; direct exposure to leadership including CEO; requires 4–7 years in B2B SaaS or professional services, including 2+ years in channel/partnerships/alliances/partner-led business development; must be hands-on, with evidence of building rather than maintaining, outbound partner recruitment experience, understanding of partner measurement, and CRM familiarity ideally HubSpot; uncapped variable compensation tied to accounts grown
Remote Spain only
Employee lifecycle/HR operations role supporting existing employees across multiple jurisdictions; handles HR queries via ticketing, expense and document requests, contract amendments and renewals, employee records/HRIS administration, and process improvements; requires 2-3+ years in HR/HR Operations/Employee Experience or lifecycle management; must read Arabic, strong English required, Arabic communication a plus; highly preferred: experience with at least one GCC country; international employment operations and documentation familiarity needed; fully remote environment across time zones
Remote Tunisia only
supports employee lifecycle operations across multiple jurisdictions; primary contact for existing employees via ticketing system; handles HR/employment queries, expense requests, document requests, contract amendments and renewals, employee records in HRIS, and escalation of complex issues to payroll/legal/other teams; contributes to process, policy, and documentation improvements; requires 2-3+ years in HR, HR operations, employee experience, or lifecycle management; must read Arabic, strong Arabic communication a plus; English required; GCC-country experience highly preferred; experience with international employment operations, HR documentation, HRIS, and ticketing systems preferred
Remote from Jordan
2-3+ years in HR, HR operations, employee experience, or lifecycle management; supports existing employees across the full employment lifecycle via ticketing, including HR/employment queries, expenses, document requests, contract amendments and renewals, record maintenance, and escalation to payroll/legal/other teams; works across multiple jurisdictions and international employment contexts; helps maintain HRIS/internal documentation and improve EX processes and workflows; experience with at least one GCC country preferred; must be able to read Arabic, strong Arabic communication a plus; requires English fluency and proficiency with HRIS, ticketing, and HR collaboration tools
Remote Morocco only
2-3+ years in HR/HR Operations, Employee Experience, or employee lifecycle management; handles day-to-day employee HR queries via ticketing system, employment requests, expense requests, document requests, contract amendments and renewals, employee records in HRIS, and escalation of complex issues to payroll/legal/EX; works across multiple jurisdictions and international employment contexts; preferred experience with at least one GCC country; must read Arabic, Arabic communication a plus; requires English communication and proficiency with HRIS, ticketing, and HR/collaboration tools; fully remote, fast-paced environment across time zones
Remote Egypt only
handles day-to-day compliance onboarding and monitoring before payment activity is enabled; reviews KYB documents, supports contractor KYC, runs sanctions/PEP/adverse media checks, investigates payout and cross-border payment issues, maintains audit-ready trackers/evidence/case notes, and escalates fraud/sanctions/policy risks; works with two other analysts, reports to Head of Operations with Head of Compliance as escalation point; requires 1-3 years of hands-on compliance experience in KYC/KYB/client onboarding or sanctions screening, ideally in payments, banking, crypto exchange, or money transmission; must be able to review documents for inconsistencies, write clear case notes/client requests in English, and manage spreadsheets and multiple case queues; bonus: Arabic fluency
Remote Morocco only
Handles day-to-day compliance onboarding and monitoring; reviews client KYB documents and contractor KYC, runs sanctions/PEP/adverse media checks, investigates payment issues and cross-border payment concerns, maintains audit-ready trackers/evidence/case notes, escalates fraud/sanctions/policy risks, works with Customer Success and Operations; reports into Head of Operations with Head of Compliance as escalation point; team of two other analysts; requires 1-3 years hands-on compliance experience in KYC/KYB/onboarding or sanctions screening, ideally at a payment processor, bank, crypto exchange, or money transmitter; must be comfortable with document review, spreadsheets, case queues, and written English; bonus: Arabic fluency
Remote Lebanon only
Handles day-to-day compliance operations for client and contractor onboarding before payments are enabled; reviews KYB documentation, supports contractor KYC, runs sanctions/PEP/adverse media checks, investigates failed payouts, payment-detail changes and cross-border payment concerns, maintains audit-ready records, and escalates fraud/sanctions/policy risks; works with two other analysts, reports to Head of Operations with Head of Compliance as escalation point; requires 1-3 years of hands-on KYC/KYB/client onboarding or sanctions screening experience, ideally in payments, banking, crypto exchange, or money transmission; must be comfortable with document review, spreadsheets and case queues; bonus: Arabic fluency
Remote United Arab Emirates only
Handles day-to-day compliance onboarding and monitoring: review client KYB documents, support contractor KYC, run sanctions/PEP/adverse media checks, investigate failed payouts and cross-border payment issues, maintain audit-ready trackers/evidence/case notes, and escalate fraud/sanctions/policy risks; works with two other analysts, reports to Head of Operations with Head of Compliance as escalation point; open to candidates without deep compliance expertise if they have hands-on KYC/KYB exposure; requires 1-3 years in compliance/onboarding/sanctions screening, ideally at a payment processor, bank, crypto exchange, or money transmitter; strong written English required; bonus: Arabic fluency
Remote South Africa only
Handles escalated KYB/KYC/EDD cases before Head of Compliance; QA of analyst risk ratings, evidence, and disposition notes; sets/tracks SLAs and KPIs; builds SOPs, escalation templates, and documentation standards; manages sanctions/PEP/adverse media escalations and evidence retention; supports transaction monitoring and audit/remediation tracking; coordinates with Customer Success and Operations; reports to Head of Compliance and COO; role can be shaped as people manager or senior IC escalation point; requires 5+ years in compliance operations, AML/financial crime, sanctions, or payments compliance, ideally in regulated financial services; must be comfortable judging ambiguous cases; bonus: analyst management/mentoring/QA, CAMS or CFCS, Arabic fluency
Remote Lebanon only
Bridge between Head of Compliance, Operations, and analyst team; first escalation point for complex KYB/KYC/EDD cases before Head of Compliance; QA analyst risk ratings, evidence, and disposition notes; set/track SLAs and KPIs; build SOPs, escalation templates, and documentation standards; handle sanctions, PEP, adverse media escalations and false-positive review; support transaction monitoring for unusual payout patterns and high-risk activity; maintain evidence register and remediation tracker for audits/partner reviews; coordinate with Customer Success and Operations; report to Head of Compliance and COO; role can be shaped as people manager or senior IC escalation lead; requires 5+ years in compliance operations/AML/financial crime/sanctions/payments compliance, ideally in regulated financial services; must be comfortable with ambiguous cases; bonus: analyst management/mentoring/QA, CAMS or CFCS, Arabic fluency
Remote Morocco only
Bridge between Head of Compliance, Operations, and analyst team; first escalation point for complex KYB/KYC/EDD cases; QA analyst risk ratings, evidence, and disposition notes; define and track SLAs/KPIs; build SOPs, escalation templates, and documentation standards; handle sanctions/PEP/adverse media escalations, transaction monitoring, evidence register, and audit remediation tracking; coordinate with Customer Success and Operations; report to Head of Compliance and COO; role can be people-managing or senior IC depending on candidate; requires 5+ years in compliance operations/AML/financial crime/sanctions/payments compliance, ideally in regulated financial services; must be strong with ambiguous cases; bonus: analyst management/mentoring/QA, CAMS or CFCS, Arabic fluency
Remote United Arab Emirates only
Bridge between Head of Compliance, Operations, and analyst team; first escalation point for complex KYB/KYC/enhanced due diligence before Head of Compliance; QA analyst decisions and risk ratings; set/track SLAs and KPIs; build SOPs, escalation templates, and documentation standards; handle sanctions, PEP, adverse media escalations and transaction monitoring; maintain evidence register and remediation tracker for audits/partner reviews; coordinate with Customer Success and Operations; report to Head of Compliance and COO; role can be shaped as people manager or senior IC/escalation lead; requires 5+ years in compliance operations/AML/financial crime/sanctions/payments compliance, ideally in regulated financial services; must be comfortable making judgment calls on ambiguous cases; bonus: analyst management/mentoring/QA, CAMS or CFCS, Arabic fluency
Remote South Africa only
owns full client lifecycle from onboarding through renewal and expansion; focused on European customers and expansion in Europe; strategic customer success/account management role driving adoption, retention, satisfaction, upsell and cross-sell; acts as primary customer contact and feeds customer insights into product development; requires 5+ years in customer success/account management or related, ideally in EOR, HR-tech, payroll, or global employment platforms; must have experience owning full customer lifecycle; preferred: SaaS or HR/payroll/global employment solutions; uncapped variable compensation tied to account growth
Remote anywhere; must work Central European Time (CET) hours
Own full customer lifecycle from onboarding through renewal and expansion for European customers; strategic customer success/account management role for EOR, HR-tech, payroll, and global employment platform; drive adoption, retention, upsell/cross-sell, account health, and customer feedback into product development; must have 5+ years in customer success/account management or similar, ideally in EOR/HR-tech/payroll/global employment; strongly preferred experience in SaaS or HR/payroll/global employment solutions; must be able to work Central European Time hours; variable compensation tied to account growth
Remote anywhere; must work Central European Time (CET) hours
Inbound SDR role owning first response for assigned regional leads; handles high-volume inbound demo/info requests, runs consultative discovery on global hiring/payroll/compliance needs, qualifies leads, navigates objections, and books meetings for Account Executives; collaborates with marketing on lead quality insights; requires bachelor's degree; requires 1 year experience in sales, customer service, recruitment, or similar, ideally in fast-paced tech/SaaS; must have professional or native Arabic and English fluency; bonus: CRM experience such as HubSpot or Salesforce
Remote United Arab Emirates only
Inbound SDR handling high-volume demo/info inquiries for GCC region; first point of contact converting inbound interest into qualified meetings via rapid response and consultative discovery; focuses on global hiring, payroll, compliance needs; coordinates demos for AEs and maintains CRM hygiene; requires bachelor's degree and 1 year experience in sales, customer service, recruitment, or similar, ideally in fast-paced tech/SaaS; must have professional/native Arabic and English fluency; bonus: CRM experience such as HubSpot or Salesforce
Remote from Jordan
Inbound SDR role for GCC region; first point of contact for inbound prospects, converting demo/info requests into meetings and pipeline through rapid response and consultative discovery; high-volume inbound follow-up, objection handling, lead qualification, appointment setting for AEs, CRM hygiene, and collaboration with marketing on lead quality/market insights; focused on global hiring, payroll, and compliance use cases; requires bachelor's degree; requires 1 year experience in sales, customer service, recruitment, or similar, ideally in fast-paced tech/SaaS; must have professional or native Arabic and English; plus: CRM experience such as HubSpot or Salesforce
Remote from Lebanon
first point of contact for prospective clients; builds pipeline through research and high-volume personalized cold calls, consultative discovery, objection handling, and booking demos for account executives; focused on prospects' global hiring and compliance pain points; requires bachelor's degree and 2 years of experience in sales, customer service, recruitment, or similar, ideally in tech/SaaS; must have professional or native Arabic and English fluency; plus: CRM experience such as HubSpot or Salesforce
Remote United Arab Emirates only
First point of contact for prospective clients; build pipeline through research and high-volume personalized cold calling, discovery, objection handling, and booking meetings/demos; focused on global hiring and compliance pain points; bachelor's in business/marketing or related field; 2 years' experience in sales, customer service, recruitment, or similar, ideally tech/SaaS; must have professional or native Arabic and English fluency; bonus: CRM experience such as HubSpot or Salesforce
Remote from Jordan
first point of contact for prospective clients; builds outbound pipeline through research, personalized cold calling, email and social outreach; uses consultative discovery around global hiring and compliance pain points; secures intro meetings and demos for account executives/sales managers; maintains CRM records and hits daily outreach/monthly pipeline goals; collaborates with sales and marketing on outreach strategy; requires bachelor's degree; requires 2 years' experience in sales, customer service, recruitment, or similar, ideally in tech/SaaS; must have professional or native Arabic and English fluency; plus: CRM experience such as HubSpot or Salesforce
Remote Lebanon only
Enterprise/mid-market full-cycle AE selling a global workforce/payroll/compliance platform; owns complex multi-stakeholder deals and RFP-led procurement from prospecting through negotiation/close; also manages and grows key accounts; targets decision-makers at remote-first companies; requires 5+ years in AE or similar role, preferably B2B SaaS/HR Tech/Fintech; structured enterprise sales methodology experience preferred (e.g. MEDDIC); fluent English required; bonus: remote-first/international client experience, HR/payroll/talent industry knowledge, another European language
Remote Bulgaria only
full-cycle enterprise and mid-market B2B SaaS sales; owns longer, complex multi-stakeholder deals including RFP-based procurement; sells to decision-makers at remote-first companies on global workforce/payroll/compliance needs; also manages and grows key client accounts; requires 5+ years as an AE or similar, ideally in SaaS/HR tech/fintech; structured sales methodology experience preferred (e.g. MEDDIC); must be fluent in English; bonus: experience with remote-first or international clients, HR/payroll/talent management domain knowledge, another European language
Remote Europe only
full-cycle enterprise and mid-market AE role selling a global workforce/payroll/compliance platform to remote-first companies; owns complex multi-stakeholder and RFP-driven sales cycles, product demos, contract negotiation, forecasting, and some account growth; works with C-level, HR, and operations buyers; requires bachelor's degree, 5+ years as AE or similar, experience in B2B SaaS/HR tech/fintech, structured sales methodology such as MEDDIC, CRM experience, and fluent English; bonus: remote-first or international client experience, HR/payroll/talent management knowledge, another European language
Remote Portugal only
full-cycle new business role for enterprise and mid-market accounts; owns complex multi-stakeholder sales cycles including RFP-based procurement; manages and grows key client accounts; sells to C-level, HR, and operations leaders at remote-first companies; requires 5+ years as an AE or similar, preferably in B2B SaaS, HR tech, or fintech; experience with structured sales methodology such as MEDDIC preferred; must be fluent in English; bonus: remote-first or international client experience, HR/payroll/talent industry knowledge, another European language
Remote Spain only
full-cycle enterprise and mid-market AE role selling a global workforce/payments compliance platform; owns prospecting through negotiation/close, including complex multi-stakeholder and RFP-driven cycles; also manages and grows key client accounts; works with C-level, HR, and operations leaders; requires 5+ years in AE or similar role, preferably in B2B SaaS, HR tech, or fintech; structured sales methodology experience preferred (e.g. MEDDIC); must have track record closing high-value deals and be fluent in English; bonus: remote-first or international client experience, HR/payroll/talent management knowledge, another European language
Remote Poland only
RemotePass is a profitable, capital-efficient company in a category where the leaders raised hundreds of millions. EBRD's Amine Chabane put it this way at the Series B: the business "has reached meaningful scale on a fraction of the capital others in the category have raised", and Reggad describes the strategy as building "for the hardest markets first" so that emerging-market depth becomes the edge in every new market. If you want to work on Europe and US expansion from a company that already wins in the Gulf, Africa and South Asia, that is the pitch.
The team is small enough that individual roles carry real scope. The Channel Partnerships posting promises "direct access to our leadership team including our CEO" and expects you to build the target lists, run the outreach and negotiate the agreements yourself; the GTM Engineer posting offers "the ability to own a critical function end-to-end"; the Compliance Operations Lead posting is "flexible by design", letting the hire choose between managing the analyst team or being a senior individual contributor. Product and operations roles now include the AI agents that run onboarding, compliance and support, so that operations scale "without headcount scaling with them".
The mission is specific rather than generic. Reggad says the excitement "comes from helping these remote workers in emerging markets" get global job opportunities and world-class financial services, and the product is built by people who live that.
Every posting carries the same three lines: "Remote-First Culture: We don't just sell remote work; we live it. Enjoy the flexibility to work from anywhere.", "Hyper-Growth" and "Inclusion Matters", plus the warning that "no two days are the same. We value ownership, adaptability, and people who genuinely care". The Group Product Manager posting is blunter: it wants someone "comfortable in a fast, direct, low-process environment where you are expected to make calls" who forms their own view "from customers and data, not from a backlog handed to you".
Engineering runs in autonomous squads. Reggad told ITP in 2024 that the company had six tech squads, each owning a product area and "rolling out new features weekly". Since then the operating model has shifted toward AI: Reggad told Gulf Business in June 2026 that AI "is now doing a lot of the manual annoying work for our team members" and that staff "are the operators of those agents", and told Aletihad the company is rebuilding operations, compliance and customer experience around an AI-native model.
Reggad's stated management view, in a 2024 SME10x column, is that successful remote work "prioritizes outcomes over conventional office hours and presenteeism" and that teams should self-manage their schedules against specific performance objectives. Employee posts echo the pace: Shivani Saxena, one year in, described a team that "treats the impossible as a project plan" and people who "solve problems that didn't have answers that morning and ship them before lunch".
RemotePass hires through Workable and does not publish an interview process or salary bands. What the 47 live postings do state is the shape of the bar: finance roles want CPA or ACCA plus multi-entity, multi-currency experience, and compliance roles want hands-on KYC and KYB exposure and say plainly "you don't need to be a compliance expert on day one". Language is often the real filter: EU business development requires native or professional German, French or Spanish for cold calls in the prospect's language, GCC sales roles require Arabic and English, and MENA employee experience roles require reading Arabic.
Most openings want four to seven years of experience. No posting mentions visa sponsorship or relocation; roles are remote contracts, and the company's own product is an Employer of Record, so expect to be employed or contracted locally wherever you live.
Yes. All 47 RemotePass jobs on matcha are remote and the Senior Customer Success Manager posting says outright that the role is "open to candidates anywhere in the world, provided you're able to work Central European Time (CET) hours". The constraint is overlap, not residence: expect to commit to the time zone the role serves.
RemotePass does not publish salary bands: none of its 47 live postings list a range, and Glassdoor holds only three salary reports for the company. Ask for the band on the first call.
As of September 2026 the open roles are go-to-market and operations rather than engineering: EU Business Development Representatives (German, French or Spanish speaking), GCC Sales and Business Development Representatives (Arabic speaking), Enterprise Account Executives for Europe, Senior Customer Success Managers, a Channel Partnerships Manager, Financial Controllers and a Cost Accountant, Compliance Operations Analysts and a Lead, and Employee Experience specialists for EMEA and MENA. Product roles posted this year include a Group Product Manager for EOR and payroll and a Product Manager for AI.
Backend engineering postings ask for TypeScript and Node.js with Nest.js alongside PHP and Laravel, MySQL and NoSQL databases, REST APIs, microservices on AWS and payments integrations; the mobile Super App is built in React Native for iOS and Android. Sales roles work in a CRM such as HubSpot or Salesforce, and the Channel Partnerships role works with a go-to-market engineer who wires partner-sourced pipeline into it.
RemotePass charges companies per worker per month: around $40 per active contractor and $350 to $699 per full-time employee under its Employer of Record service depending on the country, according to pricing reported by TechCrunch in 2024. The fintech layer (USD accounts, cards, SpendCards) and insurance sit on top of that. The company is SOC 2 Type II certified.
Yes, in sales: the inbound Sales Development Representative (GCC) role asks for one year of experience in sales, customer service or recruitment and native or professional Arabic and English, and the EU Business Development Representative asks for one to two years plus a European language, both with a bachelor's degree. Finance, compliance, customer success and partnerships roles want three to seven years.
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