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Data Labeler Remote Jobs in Orem, UT (NOW HIRING)

Instamed Pharmaceuticals

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Vice President of Sales - USA

Draper, UT · Remote

$100K - $125K/yr

White-label and co-branding partnerships are a distinct, complex function that remains with the CEO ... and data requirements for the CRM in partnership with IT. Cross-Functional Coordination ...

All JobsData Labeler JobsData Labeler Remote JobsData Labeler Remote Jobs in Orem, UT

Data Labeler Remote information

See Orem, UT salary details

$12

$33

$49

How much do data labeler remote jobs pay per hour?

As of Aug 26, 2026, the average hourly pay for data labeler remote in Orem, UT is $33.63, according to ZipRecruiter salary data. Most workers in this role earn between $29.47 and $38.03 per hour, depending on experience, location, and employer.

What does a remote data labeler do?

A remote data labeler is responsible for annotating or tagging data—such as images, videos, audio, or text—from a remote location, typically working from home. Their work helps train machine learning models by providing accurate, labeled datasets that algorithms use to learn and make predictions. Data labelers follow specific guidelines to ensure consistency and accuracy, and may use specialized software tools to complete their tasks. This role is essential in industries like artificial intelligence, self-driving cars, and natural language processing. Remote data labelers often work as freelancers or as part of distributed teams for tech companies.

What are the key skills and qualifications needed to thrive as a remote data labeler?

To thrive as a Data Labeler Remote, you need strong attention to detail, basic data analysis skills, and familiarity with data annotation processes, often supported by a high school diploma or equivalent. Proficiency with labeling platforms, annotation tools, and sometimes knowledge of spreadsheet software are typically required. Reliability, time management, and effective communication are crucial soft skills for maintaining accuracy and meeting project deadlines in a remote setting. These skills ensure high-quality, consistent labeled data, which is essential for training reliable machine learning models.

What are some common challenges faced by remote data labelers and how can they be managed?

Remote data labelers often encounter challenges such as maintaining focus during repetitive tasks, ensuring consistent annotation quality, and communicating effectively with distributed teams. To manage these, it's helpful to establish a structured work routine, take regular breaks to prevent fatigue, and use annotation guidelines provided by employers. Leveraging collaboration tools for feedback and clarification also helps maintain high-quality output and fosters a sense of connection with team members.

What is the difference between Data Labeler Remote vs Data Annotator Remote?

AspectData Labeler RemoteData Annotator Remote
CredentialsBasic computer skills, attention to detailBasic computer skills, attention to detail
Work EnvironmentRemote, flexible hoursRemote, flexible hours
Industry UsageCommon in AI/ML data preparationCommon in AI/ML data preparation
Job FocusLabeling data points for machine learningAnnotating data for training AI models

Both Data Labeler Remote and Data Annotator Remote roles involve preparing data for AI and machine learning projects. While the terms are often used interchangeably, Data Labeler Remote typically emphasizes labeling data points, whereas Data Annotator Remote may include more detailed annotation tasks. Both roles require similar skills and are performed remotely, making them accessible for individuals seeking flexible data-related jobs.

How much does a data labeler remote make?

Remote data labelers typically earn between $12 and $20 per hour, depending on experience, complexity of tasks, and the company. Some positions may offer additional incentives or flexible schedules, but wages generally align with entry-level data annotation roles in the industry.

Is data labeling a good career?

Data labeling is a common entry-level role in the AI and machine learning industry, involving annotating data such as images, text, or audio to train algorithms. It often offers flexible remote work options and requires attention to detail but typically has lower barriers to entry and limited career advancement without additional skills or certifications.

What are the most commonly searched types of Data Labeler jobs in Orem, UT?

The most popular types of Data Labeler jobs in Orem, UT are:

What are popular job titles related to Data Labeler Remote jobs in Orem, UT?

For Data Labeler Remote jobs in Orem, UT, the most frequently searched job titles are:

What job categories do people searching Data Labeler Remote jobs in Orem, UT look for?

The top searched job categories for Data Labeler Remote jobs in Orem, UT are:

What cities near Orem, UT are hiring for Data Labeler Remote jobs?

Cities near Orem, UT with the most Data Labeler Remote job openings:

Data Labeler Remote jobs near you
Infographic showing various Data Labeler Remote job openings in Orem, UT as of August 2026, with employment types broken down into 36% Full Time, and 64% Part Time. Highlights an 100% Remote job distribution, with an average salary of $69,949 per year, or $33.6 per hour.

Vice President of Sales - USA

Draper, UT • Remote

Instamed Pharmaceuticals
See more jobs at Instamed Pharmaceuticalsexternal

$100K - $125K/yr

Full-time

Medical, Dental, Vision, PTO

Posted 8 days ago

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Job description

Job Description: JOB DESCRIPTION Vice President of Sales Reports To: Chief Executive Officer (CEO), on an interim basis. This role would typically report to a Chief Revenue Officer (CRO); that position does not currently exist and is anticipated by 2028. Direct Reports: Sales Team Leads, and Sales Representatives not assigned to a Team Lead. Team override structure is limited to one direct layer (Sales Team Leads); multi-level (MLM-style) override structures are not used. Employment Type: Full-Time, Exempt (Remote, U.S.-based) Department: Sales POSITION SUMMARY The Vice President of Sales leads InstaMed Pharmaceuticals' U.S.-based sales representative organization, with standing responsibility for substantially growing the number of active sales representatives (with a goal of doubling to tripling current team size), growing the number of practitioners carrying InstaMed products, and growing U.S. sales revenue. This role owns the sales rep portal and its associated KPIs, sales challenges, and leaderboards; manages the InstaMed Position2Win Sales Program; and leads sample request management, trade show oversight, pipeline and funnel management, and sales rep AI-based enablement. This role's channel oversight covers U.S. sales representatives and distributor accounts. White-label and co-branding partnerships are a distinct, complex function that remains with the CEO and COO; the VP of Sales refers any white-label or co-branding inquiries directly to the CEO rather than managing them independently. The VP of Sales works in close partnership with the CEO and COO on strategic planning, competitive intelligence, and risk identification; consults with the COO on inventory needs ahead of promotions and launches; consults with IT on CRM build and implementation; and coordinates with Marketing on promotions and trade shows and with the Chief Clinical & Scientific Officer, Scientific Advisory Board, and Customer Service Manager on product feedback and positioning. This role reports to the Chief Executive Officer (CEO). The Chief Operating Officer (COO) continues to oversee company operations broadly, including Customer Service, Shipping & Logistics, IT, and Production. KEY RESPONSIBILITIES Sales Organization Leadership & Culture ● Build, lead, and scale a U.S.-based sales representative organization, with a goal of doubling to tripling the current number of active sales representatives. ● Ensure no gaps in national (U.S.) sales rep locations and coverage. ● Grow the number of practitioners carrying InstaMed products and grow overall U.S. sales revenue. ● Own the InstaMed Position2Win Sales Program, including its structure, execution, and ongoing evolution. ● Foster a motivated, collaborative individual- and team-selling culture across the sales organization. ● Manage Sales Team Leads and provide oversight of sales representatives not assigned to a team lead; limit direct team override structure to a single layer, avoiding MLM-style incentive programs. ● Recommend incentive structures to the CEO and COO that promote rapid company growth while preserving team culture. Sales Rep Portal, KPIs & Performance Management ● Own the sales rep portal, including all associated sales rep KPIs, metrics, dashboards, sales challenges, and leaderboards. ● Monitor sales rep productivity and ROI, identifying and closing coverage or performance gaps. ● Oversee pipeline monitoring, sales funnel management, and related reporting and statistics. ● Champion adoption of AI-based sales rep enablement tools and technologies. Sample Requests, Trade Shows & Events ● Own sales representative sample request management and approval processes. ● Manage and oversee trade show participation, staffing, logistics, and return on investment across U.S. markets, in collaboration with Marketing. ● Represent the company at national trade shows, conferences, and executive retreats as required. Sales Systems & CRM ● Consult with IT on the build and implementation of a CRM system to support sales rep and distributor management. ● Define sales process and data requirements for the CRM in partnership with IT. Cross-Functional Coordination — Marketing ● Coordinate closely with Marketing on sales promotions, campaign timing, and co-branded initiatives. ● Partner with Marketing on trade show and conference strategy. Cross-Functional Coordination — Inventory & Fulfillment ● Consult with the COO on inventory needs and timing to support upcoming sales promotions and product launches. Cross-Functional Coordination — Clinical, Scientific & Customer Service ● Collaborate with the Chief Clinical & Scientific Officer and Scientific Advisory Board on product feedback, scientific positioning, and sales rep education needs. ● Collaborate with the Customer Service Manager and sales representatives to gather and channel feedback related to existing products and desired new products. Strategic Planning, Risk & Competitive Intelligence ● Partner with the CEO and COO on strategic planning for the sales organization and broader company growth. ● Lead competitive intelligence gathering and analysis in collaboration with the CEO and COO. ● Identify sales-related risks and participate in risk mitigation planning with the CEO and COO. Channel Oversight ● Oversee U.S. sales channels at scale, including sales representative and distributor-level accounts. ● White-label and co-branding partnership opportunities are not included in this role's scope. These remain with the CEO and COO given their complexity; refer any such inquiries directly to the CEO. Team Development & Standard Sales Leadership Duties ● Recruit, onboard, train, and develop sales leadership and representatives. ● Own sales forecasting, quota-setting, and territory planning. ● Develop and maintain sales compensation plans in partnership with the CEO, COO, and Finance, ensuring alignment with corporate margin targets. ● Represent the sales organization in executive leadership meetings and provide regular performance reporting to the CEO and COO. ● Support compliance of sales practices and product claims with applicable regulations, in partnership with legal/compliance and the Chief Clinical & Scientific Officer. ● Build and maintain strategic relationships with key industry networks, including med spas, chiropractors, elite gyms, professional athletes, influencers, physicians, physician networks, physical therapy clinics, wellness clinics, and beauty and related product industries. COMPENSATION STRUCTURE ● Base salary of $100,000 or more, commensurate with experience. ● Commission of up to 2% on U.S. sales overseen by this role (sales representative/wholesale and distributor channels), contingent on performance and the company maintaining gross profit margins within the corporate-approved range. ● Incentive and override structures are recommended by the VP of Sales and approved by the CEO and COO, and are limited to one direct layer of team lead override; multi-level (MLM-style) compensation structures are not used. KEY PERFORMANCE INDICATORS (KPIS) The following KPIs are designed to be tracked and monitored via executive dashboards, reviewed on a monthly and quarterly cadence with the CEO and COO: Sales Growth & Coverage U.S. Sales Revenue Growth Year-over-year U.S. revenue growth against target, tracked monthly and quarterly. Revenue by Channel Revenue tracked across sales representative and distributor channels, tracked monthly. Sales Rep Headcount Growth Number of active U.S. sales representatives, tracked monthly against the goal of doubling to tripling current team size. Practitioner Growth Number of practitioners carrying InstaMed products, tracked monthly and quarterly. National Coverage Gaps Number of U.S. geographic territories without active sales rep coverage, tracked quarterly (target: zero). Sales Rep Productivity & Enablement Average Revenue Per Rep Average revenue generated per active sales representative, tracked monthly and quarterly. Sales Rep ROI Revenue generated relative to commission and support cost per representative, tracked quarterly. Sales Funnel Conversion Rate Pipeline-to-close conversion rate, tracked monthly. Sales Rep Portal Engagement Adoption and usage of the sales rep portal, KPI dashboards, and leaderboards, tracked monthly. Trade Shows, Promotions & Sample Management Trade Show ROI Revenue and qualified leads generated per trade show relative to cost, tracked per event. Sample Request Turnaround Average time from sales rep sample request to fulfillment coordination, tracked monthly. Promotion / Launch Readiness Percentage of promotions and product launches with sales materials confirmed ahead of launch date, tracked per launch. Margin & Compensation Alignment Gross Margin Maintenance Gross profit margin maintained within the corporate-approved range, tracked monthly. Commission Program Cost Ratio Total commission payout as a percentage of U.S. sales overseen by this role, tracked quarterly against the approved range (up to 2%). Strategic & Risk Competitive Intelligence & Market Analysis Reporting Quality and timeliness of competitive intelligence and market analysis briefings delivered to the CEO and COO, tracked quarterly. Risk Register Contributions Sales-related risks identified and reviewed with the CEO and COO, tracked quarterly. SYSTEMS & TOOLS USED ● Sales rep portal / CRM platform (KPIs, metrics, challenges, and leaderboards) ● Velocity and BigCommerce (order and revenue data) ● AI-based sales enablement tools ● Pipeline and sales funnel management/reporting tools ● Trade show and event management tools CROSS-FUNCTIONAL COLLABORATION ● Chief Executive Officer (CEO) — primary reporting relationship; strategic planning, competitive intelligence, risk identification, incentive structure approval, and escalation point for white-label/co-branding inquiries. ● Chief Operating Officer (COO) — strategic planning, competitive intelligence, risk identification, incentive structure approval, and consultation on inventory needs ahead of promotions and launches. ● Marketing — sales promotions, trade show strategy, and co-branded campaigns. ● Information Technology — CRM build and implementation to support sales rep and distributor management. ● Shipping and Logistics Manager — informed of sales forecasts and promotional timing; order placement itself is handled by the Shipping and Logistics Manager together with the COO and CEO. ● Chief Clinical & Scientific Officer / Scientific Advisory Board — product feedback, scientific positioning, and sales rep education. ● Customer Service Manager — customer and sales rep feedback on existing and desired products. ● Sales Team Leads & Sales Representatives — day-to-day sales execution and culture. ● Finance — margin alignment and commission cost modeling. QUALIFICATIONS & ATTRIBUTES ● Over 10 years of experience growing sales in similar or complementary markets. ● Deep knowledge, understanding, and experience in the medical and/or supplement industries. ● Deep, established relationships and network with med spas, chiropractors, elite gyms, professional athletes, influencers, physicians, physician networks, physical therapy clinics, wellness clinics, and beauty and related product industries. ● Deep knowledge of peptide science and biology, pharmacology, or human anatomy. ● Bachelor's degree in a related field required; MBA or a related Master's degree preferred. ● Proven track record scaling companies from millions to hundreds of millions of dollars in revenue or higher, with direct, demonstrable involvement in that growth. ● Proven experience building and leading teams of sales representatives at scale. ● Global or international business experience a plus, but not required; this role's scope is U.S.-based. ● Highly articulate, polished, and professional, with strong executive presence and management/leadership experience. ● Comfortable operating in a fast-growing, remote-first, entrepreneurial environment. WORK LOCATION & TRAVEL ● Remote position; must be based in the United States. ● National travel required, including to company headquarters in Draper, Utah, and to trade shows, conferences, and executive retreats. DECISION-MAKING AUTHORITY & ESCALATION ● Handled independently: day-to-day sales operations, sales rep portal management, sample request approvals, trade show execution, and Sales Team Lead management. ● Coordinated with Marketing: sales promotions, campaigns, and trade show strategy. ● Coordinated with IT: CRM build and implementation. ● Coordinated with the COO: strategy, customer service, and inventory needs ahead of promotions and launches (order placement itself is not part of this role). ● Coordinated with the Chief Clinical & Scientific Officer, Scientific Advisory Board, and Customer Service Manager: product feedback and positioning. ● Escalated to the COO/CEO: white-label and co-branding inquiries, incentive structure changes, strategic plan changes, material competitive threats, identified risks, and compensation or margin exceptions.