Food

Strategic CFO: Health Department Finance Leader (Northern)

State of Maryland seeks a senior finance executive to oversee the Fiscal Services Administration, Cost Accounting and Reimbursements, and General Accounting divisions. You will direct all financial operations across the MDH and its administrations, guiding accounting, budgeting, auditing, procurement, and cost analysis to ensure accountability and fairness in line with regulations. Qualifications include a master's degree in business or finance and a minimum of ten years in fiscal J-18808-Ljbffr

  • Eastern, KY

  • no content

People Operations Partner (Palo Alto)

Who We Are Odyssey is an AI lab pioneering general world models: causal, multimodal systems that learn to predict and interact with the world over long horizons. This foundational technology promises to revolutionize robotics, science, healthcare, education, gaming, defense, and beyond. Who We Are Odyssey is an AI lab pioneering general world models: causal, multimodal systems that learn to predict and interact with the world over long horizons. This foundational technology promises to revolutionize robotics, science, healthcare, education, gaming, defense, and beyond. Odyssey’s founders previously pioneered the most complex application of physical AI: self-driving cars. They’ve now brought together a world-class research team from DeepMind, Tesla, Waymo, Meta, Apple, and Wayve, who have made significant contributions to language models (DeepMind Gemini), video models (DeepMind Veo), world models (Wayve GAIA), and autonomous systems (Tesla FSD). Odyssey has raised significant venture capital from GV, Amazon, AMD, EQT, NVIDIA, Natural Capital, In-Q-Tel, Elad Gil, Jeff Dean, Guillermo Rauch, Garry Tan, Kyle Vogt, and researchers from OpenAI, DeepMind, MSL, Recursive, and Thinking Machines. What We're Looking For We're looking for a People Operations Partner to own the systems, processes, and data that keep our People function running at scale. You'll lead our HRIS strategy end-to-end, implementation, adoption, and ongoing maintenance, manage our immigration program, and build the analytics and dashboards leadership relies on for workforce decisions. This is a hands-on, high-ownership role for someone who thrives on turning messy processes into scalable systems. What You'll Do HRIS Implementation, Adoption & Maintenance Own the core HRIS platform end-to-end, including data integrity, workflow configuration, and integrations with adjacent systems (payroll, benefits, SSO/provisioning, performance, and recognition tools). Lead implementations and major system redesigns, such as org-hierarchy architecture and cross-system field mapping, partnering closely with IT/Engineering. Drive adoption across the organization through training, documentation, and change management, and manage vendor relationships and contract renewals. Immigration Management Own the company's immigration program, partnering with outside counsel on visa sponsorship, extensions, and green card processes (H-1B, O-1, PERM, and similar). Track case timelines and deadlines, advise managers and employees on process and status, and assess and mitigate immigration impact during org changes such as reductions in force, role changes, or terminations. Ensure compliance with relevant immigration and employment regulations across a multi-state (or multi-country) footprint. People Analytics & Dashboards Build and maintain dashboards and reporting that track headcount, tenure, turnover, engagement, performance, and demographic trends. Partner with People leadership to consolidate data into a single view for board and leadership planning cycles. Turn survey and systems data into actionable insight, and continuously improve data quality and reporting infrastructure. Employee Lifecycle Management Own the employee lifecycle end-to-end, onboarding, development, retention, and offboarding. Build and continuously improve onboarding programs and systems (LMS, new hire surveys, equipment/access provisioning) that get new hires productive quickly. Support development programs such as performance calibrations, succession planning, and manager training. Drive retention through engagement survey cycles, pulse surveys, and recognition programs, translating findings into action. Lead offboarding end-to-end, including compliance steps (COBRA, severance, separation agreements) and coordination across Legal, IT, and Finance. Broader People Operations Administer leave of absence, workers' comp, and other compliance-driven processes. Support compensation/benefits strategy, open enrollment, and vendor evaluation. Own or contribute to the engagement survey cycle, onboarding systems, and compliance training programs. Serve as a key partner on org-wide initiatives such as reorganizations, M&A integration, or offboarding. What You'll Bring 6 years of People Operations, HRIS, or HR Systems experience, ideally including at least one full HRIS implementation or major system redesign. Required: hands-on Total Rewards experience, including compensation strategy, compensation/equity benchmarking, program management, benefits design, policy development and maintenance, and end-to-end open enrollment. Direct experience managing employer-sponsored immigration cases (H-1B, PERM, green card processes) in partnership with outside counsel. Strong analytical skills with hands-on experience building dashboards and reports (Excel/Sheets required; BI tools like Looker, Tableau, or similar a plus). Deep familiarity with HRIS platforms (e.g., Bob, Workday, Rippling, or similar) and adjacent People tech (engagement, benefits, leave management, LMS). Working knowledge of multi-state employment compliance, leave administration, and benefits administration. Proven ability to manage vendor relationships and cross-functional projects, especially with IT/Engineering. Excellent judgment and discretion handling sensitive employee data and compliance matters. Bachelor's degree or equivalent practical experience. Nice to have Experience supporting a company through a reduction in force, acquisition, or major reorganization. Experience building or improving compliance training programs. Background in Psychology, HR, or a related field. J-18808-Ljbffr

  • Palo Alto, CA

  • no content

Family Medicine Physician - Outpatient, Community-Based (Bellmore)

CompHealth in Bellmore, NY is seeking an outpatient primary care physician to join a hospital-employed practice serving the South Shore community. You will see roughly 15-20 patients per day in an outpatient-only setting, with dedicated clinical and administrative support. The role offers a Monday–Friday schedule with a phone-only call rotation, and comprehensive benefits through a broad health system network. This is a community-based practice focused on continuity of care. J-18808-Ljbffr

  • Bellmore, NY

  • no content

Head of Growth & Operations (SaaS EdTech) (New York)

Ethos Intelligence seeks a General Manager & Head of Growth to own the company\'s next stage of commercial growth and operating execution. Reporting to founders, this leader will own go-to-market, customer acquisition, implementation, customer success, marketing, growth strategy, and operational cadence. Ideal for a SaaS operator transitioning an emerging product into a repeatable growth engine. The role involves leading operating cadence, driving growth metrics, and coordinating with J-18808-Ljbffr

  • Grand Central, NY

  • no content

COO — National Infrastructure Growth Leader (Austin)

DeAngelo Contracting Services, LLC is seeking a Chief Operating Officer (COO) to lead the Asset Maintenance business nationwide. The role reports to the CEO and is accountable for profitability, operational excellence, safety, and sustainable growth across roadway and infrastructure maintenance contracts in the United States. You will partner with the executive team to expand into new markets, develop scalable operational models, and build the organizational capabilities required for continued J-18808-Ljbffr

  • Bluff Springs, TX

  • no content

Associate Vice President, Contract Compliance & Performance (New York)

Description Position Summary Associate Vice President of Contract Compliance & Performance provides enterprise leadership for the governance, monitoring, analytics, and performance management of payer contracts across the health system, including hospital, ambulatory, physician, and faculty practice operations. Reporting to the Vice President of Revenue Reporting and Intelligence, the AVP establishes the framework, processes, analytics, controls, and accountability necessary to ensure that payer contract terms are accurately interpreted, operationalized, monitored, and reflected in reimbursement outcomes. The AVP serves as the enterprise subject matter expert for payer contract performance and compliance and works collaboratively with Managed Care Contracting, Revenue Cycle, Finance, Compliance, Legal, Patient Financial Services, Physician Enterprise, Faculty Practice, Clinical Operations, Information Technology, Data & Analytics, and other stakeholders. The role is responsible for identifying and quantifying contract-performance opportunities and risks, monitoring actual versus expected reimbursement, establishing appropriate controls and escalation mechanisms, and driving resolution of material reimbursement variances. The AVP will develop and mature an enterprise Contract Compliance & Performance function that integrates contractual knowledge, reimbursement analytics, operational controls, data intelligence, and cross-functional accountability to improve financial performance, strengthen contractual compliance, and reduce revenue leakage and financial risk. Responsibilities 1. Enterprise Contract Compliance & Performance Develop and execute the enterprise strategy for payer contract compliance and performance. Establish governance, accountability, and standardized processes for monitoring compliance with payer contract terms. Serve as the enterprise subject matter expert on the operational interpretation and implementation of payer contract provisions. Establish standards for monitoring contractual reimbursement, payment accuracy, contractual obligations, and payer performance. Develop mechanisms to identify, quantify, prioritize, and resolve material variances between contracted and actual reimbursement. Establish appropriate escalation processes for significant contract compliance issues, systemic payment variances, and material financial risk. Provide executive leadership with clear, actionable intelligence regarding payer performance, contractual risk, reimbursement trends, and financial opportunity. Develop a continuous-improvement framework to strengthen contract performance and reduce recurring reimbursement variance. Support organizational growth, affiliations, acquisitions, joint ventures, and new business arrangements by assessing contract-performance and reimbursement implications. 2. Contract Operationalization Provide enterprise oversight for translating negotiated payer agreements, amendments, and reimbursement methodologies into operational and system requirements. Responsibilities include: Interpret complex payer contract provisions and translate them into operational and system requirements. Establish governance for contract implementation, configuration, testing, validation, and ongoing maintenance. Partner with Managed Care, Revenue Cycle, Finance, Information Technology, and operational leaders to ensure accurate implementation of contracted terms. Provide oversight of contract modeling, fee schedules, reimbursement rules, payment logic, and related system configurations. Establish pre-implementation and post-implementation validation processes. Monitor timely implementation of new contracts, amendments, rate changes, escalators, and other contractual provisions. Identify and escalate implementation discrepancies that may result in financial loss or compliance risk. Establish standardized documentation of contract interpretations, assumptions, requirements, and implementation decisions. Ensure changes to contractual terms are appropriately communicated to affected stakeholders and incorporated into applicable operational processes. 3. Reimbursement Performance & Payment Validation Lead enterprise efforts to determine whether actual payer reimbursement aligns with contractual expectations. Responsibilities include: Establish methodologies for calculating expected reimbursement and identifying payment variances. Monitor actual versus expected reimbursement across applicable payer arrangements. Identify material underpayments, overpayments, payment variances, and other deviations from contractual expectations. Establish processes for prioritizing payment recovery and remediation opportunities. Analyze trends in reimbursement variance, denials, contractual adjustments, appeals, and other indicators of payer performance. Lead root-cause analysis of material or recurring reimbursement discrepancies. Partner with Revenue Cycle and operational leaders to implement sustainable corrective actions. Establish controls to monitor the effectiveness of remediation efforts. Distinguish isolated payment issues from systemic contract, operational, configuration, data, or payer-performance issues. Ensure identified systemic issues are addressed at their source rather than relying solely on retrospective recovery. 4. Managed Care Partnership Partner strategically with Managed Care leadership to ensure contract-performance intelligence informs payer strategy and negotiations. Responsibilities include: Provide financial and operational analysis to support contract negotiations and renewals. Evaluate proposed reimbursement methodologies and contractual changes. Identify contract provisions that may create operational, financial, or compliance risk. Provide recommendations regarding contract language, reimbursement methodologies, payment provisions, and performance requirements. Analyze historical and projected payer performance to inform negotiation strategies. Support evaluation of new payer products, alternative payment arrangements, value-based contracts, and other reimbursement models. Provide objective performance data and financial intelligence to support payer relationship management. Collaborate with Managed Care leadership on escalation of material payer-performance issues. Support scenario modeling and financial impact analyses for proposed contractual changes. 5. Analytics & Revenue Intelligence Establish an enterprise analytics and reporting framework that provides actionable intelligence regarding contract performance and reimbursement. Develop and maintain reporting and dashboards addressing: Contracted versus actual reimbursement Payment accuracy Contract performance Payment variance Underpayment and recovery opportunities Payer performance Denial and appeal trends Contract implementation status Financial impact of contractual provisions Material compliance and performance risks Resolution status of identified variances Responsibilities include: Establish standardized definitions, methodologies, and performance measures for contract compliance reporting. Partner with Revenue Reporting and Intelligence to integrate contract-performance data with enterprise revenue and financial reporting. Develop executive dashboards and payer scorecards. Ensure data used for contract-performance analysis is accurate, timely, consistent, and appropriately governed. Develop predictive and advanced analytics to identify emerging risks and opportunities. Leverage automation and artificial intelligence, where appropriate, to improve monitoring, variance detection, prioritization, and workflow. Translate complex reimbursement data into actionable recommendations for executive and operational leaders. 6. Audit, Compliance & Risk Management Establish a risk-based framework for monitoring compliance with payer contractual obligations and applicable reimbursement requirements. Responsibilities include: Develop risk-based contract compliance monitoring and audit methodologies. Establish periodic reviews of high‑risk, high‑value, or strategically significant contractual provisions. Coordinate with Corporate Compliance, Internal Audit, Legal, Finance, Revenue Cycle, and other oversight functions as appropriate. Support internal and external audits involving payer reimbursement and contractual compliance. Monitor applicable federal and state reimbursement requirements and assess operational implications. Ensure contract compliance processes appropriately incorporate applicable Medicare, Medicaid, commercial payer, and state requirements. Identify and escale material contractual, financial, operational, and compliance risks. Establish documented corrective‑action and remediation processes. Maintain appropriate documentation supporting contract interpretations, monitoring activities, findings, and resolutions. The AVP will work in partnership with, but will not replace, the independent authority of Corporate Compliance, Legal, Internal Audit, or other designated oversight functions. 7. Appeals, Disputes & Recovery Provide executive oversight for significant payer payment di

  • Grand Central, NY

  • no content

Market Executive Northeast Region, Managing Director (Northern)

The Market Executive SAFE Act manages multiple teams of senior professionals through other senior managers. The job requires a broad and comprehensive understanding of the different systems, theories and practices relevant to a function as well as practical experience of multiple business cycles. In-depth knowledge of the industry and direct competitors' products/services is also necessary in order to contribute to the commercial objectives of the business. Requires thorough understanding of strategic direction of the function within the business, combined with a solid conceptual/practical grounding in both the function and/ or area of expertise. Excellent communication skills required in order to influence a wide range of audiences. The job is likely to be involved in both internal and external negotiations which will have a major impact on the area managed, and possibly on other related areas and organization as a whole. Develops medium- to long-term plans and executes functional strategies for a large/complex country, cluster of countries, or business requiring coordination and integration across units. Provides input into strategic decisions affecting job family or function within a region or business. Full management responsibility of multiple teams, including management of people, budget and planning. Has authority to negotiate and make independent decisions on issues/activities that have critical impact or influence on company revenues, capital or business operations. Typically, a direct report to an C16 role and sits on the highest functional leadership team within a region, job function, or global business. Responsibilities Serve as member of the Ultra High Net Worth Regional Management team and the extended US Private Bank Management team. High-level responsibilities included full P&L oversight, staffing, strategic planning, and day-to-day management of the region. Operating results, customer effectiveness, risk management, technical proficiency, execution, professional standards, leadership, influence, shared ownership Serve as strategic partner with Citigroup Seniors to determine the best way to execute the Citi Private Bank strategic plan. Develop proactive sales and marketing strategies for different client segments. Accelerated sales revenue performance Participate and initiate client calls with sales force Develop strategy to expand business within the region Continuously track sales performance. Streamline sales processes to meet client needs. Help bankers sell and add value to the sales process. Manage expenses of sales team. Give client issues the highest level of priority. Actively assist bankers in assessing client needs and developing recommendations. Ensure clients are presented with a seamless integration of products and services that best meet their needs. Highly satisfied client base Minimal customer attrition Identify and initiate cross-referral opportunities. Influence and gain support across all levels of Citi Private Bank and Citigroup. Communicate risks and reduce exposure for the client and Citi Private Bank. Ensure 100% compliance on all regulatory requirements. Processes utilized are consistent with corporate compliance policies Ensure controls are in place to meet all audit requirements Build marketplace awareness of Citi Private Bank and communicate the value that Citigroup can bring to new clients and the community. Position Citi Private Bank as the provider of choice for UHNW Clients in the region. Recruit, select and develop staff with well-rounded skills and knowledge to ensure growth and development of high end client base. Ensure staff is well trained on Private Banking products and services and that the Team can effectively communicate the Citi value. Build social and community involvement by becoming an active participant in local events and becoming a well-known, trusted, and respected professional within the community. Achieve high levels of customer satisfaction for client base as client count increases. Quickly gain market share in regional market. Consistently recognize staff members for accomplishments and exceeding objectives. Build and maintaining a cohesive team that has the skills and characteristics to evolve into a High Performance Team. Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards. Qualifications 15 years of experience Previously managed highly skilled sales force in Financial Services Extensive knowledge of investment management & derivative products Proven ability to manage against segmented (tiered) client base Demonstrated sales / acquisition performance US: Series 7&63 licenses Education: Bachelor's/University degree, Master's degree preferred Job Family Group: Private Client Coverage Job Family: Franchise Management Time Type: Full time Primary Location: Washington District Of Columbia United States Primary Location Full Time Salary Range: $250 000,00 - $500 000,00 In addition to salary, Citi’s offerings may also include, for eligible employees, discretionary and formulaic incentive and retention awards. Citi offers competitive employee benefits, including: medical, dental & vision coverage; 401(k); life, accident, and disability insurance; and wellness programs. Citi also offers paid time off packages, including planned time off (vacation), unplanned time off (sick leave), and paid holidays. For additional information regarding Citi employee benefits, please visit citibenefits.com. Available offerings may vary by jurisdiction, job level, and date of hire. Most Relevant Skills Please see the requirements listed above. Other Relevant Skills For complementary skills, please see above and/or contact the recruiter. Anticipated Posting Close Date: ago 27, 2026 Automated Processing and AI We use automated processing, including artificial intelligence, for our legitimate business interests (or our reasonable and appropriate business purposes) to identify and align the candidate's skills and abilities with a specific job opening. Additionally, if you so choose, or consent, we can match your skills and abilities to other suitable roles at Citi. Importantly, all our hiring processes and decisions, including determining your suitability for a role, are conducted, checked, and decided by individuals. Our automated processing and AI do not involve relying on automatic or autonomous decision-making. Please refer to any Jurisdictional Considerations, with specific provisions for your country (where relevant) for further details. Illinois residents – AI Notice and Right Citi is an equal opportunity employer, and qualified candidates will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi. View Citi’s EEO Policy Statement and the Know Your Rights poster. J-18808-Ljbffr

  • Eastern, KY

  • no content

Director - Emerging Markets (Downers Grove)

National Technologies (NTI), a Network Connex Company, is a premier turnkey installer of fiber optic and data center infrastructure. Working on our team puts you on the leading edge of innovation in the digital communications space. If being a part of a tight-knit organization that operates in some of the most advanced technology environments around the world sounds like a dream job, NTI might be the right fit for you! With the perks of a large organization, NTI remains true to its roots as a home-grown company with an open door culture that welcomes new ideas and encourages professional growth. We set you on the right path with careful onboarding and thorough training programs that prepare you for success in your role and beyond. Job Summary: The Director, Emerging Markets leads the planning, launch, and stabilization of new geographic markets. This role drives cross-functional launch execution, ensures operational readiness and governance, and supports successful transition to long-term operational ownership. The Director, Emerging Markets partners closely with Executive Leadership, HR, Recruiting, Finance, PMO, Safety, Quality, IT, Procurement, Fleet, Legal, and Operations to deliver consistent, efficient market launches and support scalable growth. Job Duties and Responsibilities: Market Startup Management Lead day-to-day execution of new market launch activities, including planning, scheduling, readiness reviews, launch milestones, and cross-functional coordination Drive launch planning and execution across HR, Recruiting, Finance, PMO, Safety, Quality, IT, Procurement, Fleet, Legal, and Operations Track launch deliverables across support organizations, escape risks, and resolve execution challenges to maintain launch momentum Maintain launch governance documentation, readiness reporting, and executive updates Lead transition planning and handoff to the in-market operations team following launch Market Stabilization Support Support new markets through stabilization phases and assist operational leadership during early market growth Facilitate transition planning, operating handoff, and post-launch support until long-term ownership is established Partner with operational leaders to identify stabilization needs, remove barriers, and reinforce launch objectives Market Intelligence Support Support development of market assessments, labor studies including union engagement, competitive analyses, growth opportunity evaluations, and customer intelligence reports Translate market intelligence into data-driven recommendations that support strategic expansion decisions Analytics & Reporting Maintain launch dashboards that provide visibility into readiness, risks, KPIs, resource needs, and performance trends Develop readiness reports and prepare executive updates to support decision-making and launch governance Assist in forecasting launch resource requirements and tracking expansion KPIs Process Development & Continuous Improvement Support development of the Emerging Markets Playbook and strengthen launch processes, governance standards, and execution templates Document lessons learned from market launches and convert findings into practical process improvements Recommend continuous improvement opportunities to executive leadership and promote standardization across startup markets Job Knowledge, Skills, and Abilities: Strong program and project management capability with experience driving complex, cross-functional initiatives Deep understanding of new market launch execution, operational readiness, milestone tracking, and governance routines Strong stakeholder management skills with the ability to coordinate across executive leadership, operations, and support functions Ability to identify risks, resolve execution challenges, and drive accountability in a fast-paced, ambiguous environment Strong analytical capability, including dashboard reporting, KPI tracking, readiness reporting, and resource forecasting Strong communication skills, including the ability to prepare executive updates and translate market intelligence into actionable recommendations Continuous improvement mindset with the ability to standardize processes and scale repeatable market launch practices Education and Experience: Bachelor’s degree in Business, Construction Management, Engineering, Operations, Finance, or related field required; MBA or other advanced degree preferred 7 years of leadership experience in construction, telecommunications, infrastructure, technology, operations, or a related industry Proven experience leading cross-functional projects, programs, market launches, operational startups, or large-scale initiatives Experience in data centers, telecommunications, fiber, infrastructure, market expansion, or operational launch environments preferred Experience with dashboard reporting, analytics, resource planning, or formal program management methodologies preferred Experience working in union labor environments or supporting labor market assessments preferred The Company is an Equal Opportunity Employer and is committed to maintaining a workplace free from discrimination and harassment. Employment decisions are made without regard to race, color, religion, creed, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, military or veteran status, marital status, citizenship status, or any other characteristic protected by applicable federal, state, or local law. The Company is committed to providing reasonable accommodations to qualified individuals with disabilities and to applicants throughout the recruitment and employment process. Individuals who require accommodation to participate in the application process or perform the essential functions of the position should contact Human Resources. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us. J-18808-Ljbffr

  • Woodridge, IL

  • no content

Head of Revenue Technology & Architecture (New York)

Mercury is building a complete financial stack for ambitious businesses. Since we launched in 2019, our customer base has grown to over 200,000 startups and small businesses from all around the world. Within the Revenue Strategy & Operations group, the Platforms & Infrastructure team owns the systems, workflows, and processes that power Mercury's revenue organization across Sales, Partnerships, and Account Management. Our revenue org has grown past 100 sellers and is on a path to more than double. At that scale, our systems are how we change behavior and drive efficiency, and AI is fundamentally rewriting how these systems get built. We're looking for a leader to take advantage of that shift. Mercury is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC. Role Overview Own the strategy and execution for the systems, workflows, and processes that power Mercury's revenue organization, serving three teams with distinct needs: Sales, Partnerships, and Account Management. Take business problems, design solutions, and ship them fast. We iterate in weeks, not quarters, and we'd rather put something imperfect in front of users and improve it than wait for the perfect build. Rebuild our revenue stack AI-first, both in what we ship (automation, scoring, agent-driven workflows) and in how we build it (using AI to do the development itself). Be a hands-on builder. You'll bring a strong point of view, get into the work, and actively shape and design solutions alongside your team. Translate fluently between business and technical. You'll deeply understand what the revenue org is trying to accomplish, then flip gears and architect how to get there. Lead and grow a tenured team of admins, engineers, and architects, guiding them to a high-speed, iterative operating model. Deliver value on top of imperfect foundations, while improving those foundations over time. Develop and leverage strong stakeholder and partner relationships to build consensus and drive impact. Qualifications 15 years working in and around revenue systems, GTM systems, or revenue architecture in a B2B environment, ideally at a revenue org of 250 sellers. 5 years managing teams. Experience at a product-led company with a sales or revenue motion layered on top. A track record of taking a business problem end to end: ingest it, design the solution, implement it, and do it quickly. Hands-on experience deploying AI into GTM systems. If you've rebuilt an AI-powered GTM stack, that's our gold standard. Salesforce fluency is useful, but your career doesn’t need to be defined by it. We're looking for people who took the non-standard route: product managers, systems builders, operators who taught themselves the technical side. Proven change leadership: you've brought experienced teams through significant shifts in how they work. Strong conviction and communication skills, with the ability to influence senior leaders while staying close to the work. Compensation & Benefits The total rewards package at Mercury includes base salary, equity (stock options), and benefits. Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers. Salary Ranges US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $242,600 - 303,300 US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $218,300 - 273,000 Equal Employment Opportunity Mercury values diversity & belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mercury are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected characteristic. We are committed to providing reasonable accommodations throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, or an accommodation, please let your recruiter know once you are contacted about a role. LI-TG1 J-18808-Ljbffr

  • Grand Central, NY

  • no content

Director, Emerging Markets & Market Launches (Downers Grove)

National Technologies (NTI), a Network Connex Company, seeks a Director of Emerging Markets to lead the planning, launch, and stabilization of new geographic markets. This role coordinates with executives and multiple functions to ensure readiness, governance, and scalable growth across regions. You will oversee startup and stabilization activities, develop market intelligence, and drive data-driven decisions with dashboards and KPIs, enabling rapid, compliant expansion while maintaining strong J-18808-Ljbffr

  • Woodridge, IL

  • no content

Mission‑Driven CFO: Lead Finance & Growth in Healthcare Nonprofit (Northern)

Intermountain Deaconess Children's Services is seeking a Chief Financial Officer to guide financial health and strategy from Helena, MT. You will partner with the CEO and Board, lead budgeting, forecasting, and governance, and build high-performing teams to sustain mission impact. Ideal candidates bring 8–10 years in executive finance leadership, a BA in business, and a track record of strategic transformation in nonprofit settings. Leadership, integrity, and collaboration are essential. J-18808-Ljbffr

  • Eastern, KY

  • no content

Acumatica Implementation Director — Lead Complex Deployments (St. Louis)

CLA is seeking an experienced Consulting Director - Acumatica to join our CLA Digital Team in a role that will scope, discover, design, build, train, and test Acumatica implementations for clients. The ideal candidate brings six years of hands-on Acumatica experience, with manufacturing preference and strong accounting knowledge. You will lead projects, mentor others, and stay current with industry trends. J-18808-Ljbffr

  • Wellston, MO

  • no content