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Remote Library Jobs in Greeley, CO (NOW HIRING)

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Remote Library information

See Greeley, CO salary details

$27.4K

$70.1K

$119.1K

How much do remote library jobs pay per year?

As of Aug 15, 2026, the average yearly pay for remote library in Greeley, CO is $70,126.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,800.00 and $82,200.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the remote library position, and why are they important?

To excel as a Remote Librarian, you need a solid background in library science, information management, and research methods, often supported by a master's degree in library or information science. Familiarity with digital cataloging systems, online databases, and remote collaboration tools is typically required. Strong communication, self-motivation, and organizational skills help professionals effectively support users and manage resources virtually. These competencies are essential for providing high-quality library services and maintaining efficient access to information in a digital, remote environment.

What is a remote library?

A Remote Library job involves providing library services and support in a virtual or online environment. Responsibilities may include cataloging digital resources, assisting patrons with research, managing databases, and facilitating virtual programs. These roles are typically performed from home or another remote location using digital tools and communication platforms. Remote librarians and library staff help users access information efficiently without needing to visit a physical library.

What does a typical day look like for a remote librarian?

A typical day for a Remote Librarian involves assisting patrons with research requests via email or chat, managing digital collections, updating online catalogs, and collaborating with academic staff or library teams through video meetings. You may also provide virtual instruction on information literacy or database usage, troubleshoot access issues, and curate digital resources relevant to users' needs. While the work is primarily independent, regular communication with colleagues and library users is common. The role offers flexibility but requires proactive time management and comfort with digital communication platforms.

What are the most commonly searched types of Library jobs in Greeley, CO?

The most popular types of Library jobs in Greeley, CO are:

What are popular job titles related to Remote Library jobs in Greeley, CO?

For Remote Library jobs in Greeley, CO, the most frequently searched job titles are:

What job categories do people searching Remote Library jobs in Greeley, CO look for?

The top searched job categories for Remote Library jobs in Greeley, CO are:

What cities near Greeley, CO are hiring for Remote Library jobs?

Cities near Greeley, CO with the most Remote Library job openings:

Remote Library jobs near you
Infographic showing various Remote Library job openings in Greeley, CO as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% Remote job distribution, with an average salary of $70,126 per year, or $33.7 per hour.

Remote Automotive Service Coach

A&B Import Auto

Fort Collins, CO • Remote

$50K - $90K/yr

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

A&B Import Auto — Service Coach / Training & Development

Fort Collins, CO
In-Person or Remote
Contract or Full-Time

About the Role
A&B Import Auto is looking for an experienced automotive service professional to help us build a stronger, more consistent customer experience across our front-of-house team.
This is not primarily a traditional Service Advisor position. The core responsibility is coaching and developing Service Advisors and Customer Service Representatives through frequent review, feedback, and training.

We are looking for someone who understands automotive service sales, customer communication, shop operations, and the realities of a busy service drive—and who can translate that experience into repeatable processes that other people can learn and execute.
The right person will help us define and teach The A&B Standard: the collection of behaviors, processes, and expectations that describe what every customer should experience when they interact with A&B.
This position may be performed in person or remotely, and we are open to both contract and full-time arrangements for the right candidate.
Primary Responsibilities:
Coaching & Call Review:
A major part of this role will be reviewing real customer interactions and turning them into practical coaching opportunities.
Responsibilities include:
  • Review inbound phone calls, appointment-setting attempts, and converted and non-converted opportunities.
  • Review service sales presentations and customer update conversations.
  • Identify specific opportunities to improve communication, conversion, trust, and process adherence.
  • Conduct short coaching sessions with front-desk employees approximately 2–3 times per week.
  • Establish clear individual improvement objectives and follow up on progress.
  • Reinforce successful behaviors—not just identify mistakes.
  • Help employees understand both what to improve and how to improve it.
  • Work with the GM and leadership team to identify recurring training needs across the organization.
Our preference is for frequent, focused coaching with short feedback loops, rather than infrequent large training sessions.
Training & Development:
The Service Coach will help create a scalable training system for current and future A&B locations.
This includes:
  • Build and continually improve the A&B training library.
  • Create or contribute to training videos, call examples, scripts, guides, exercises, and other learning materials.
  • Document how A&B presents recommended repairs and maintenance.
  • Document how we update customers throughout the repair process.
  • Develop examples of excellent customer conversations.
  • Help create onboarding and development paths for new CSRs and Service Advisors.
  • Turn successful real-world interactions into reusable training material.
  • Identify gaps in employee knowledge and create training to address them.
The long-term goal is to make excellent customer communication teachable, measurable, and repeatable.

Build the A&B Standard
A&B is developing a formal set of customer-facing SOPs and expectations we call The A&B Standard. The Service Coach will play a meaningful role in creating and refining it
This may include standards around:
  • Answering inbound calls.
  • Appointment scheduling.
  • Customer greetings and write-ups.
  • Setting expectations at vehicle drop-off.
  • Presenting inspection findings.
  • Selling recommended repairs and maintenance.
  • Handling objections.
  • Providing proactive customer updates.
  • Managing delays or unexpected problems.
  • Vehicle pickup and final customer communication.
  • Follow-up after service.
  • Documentation and internal handoffs.
The goal is not to create scripts that make employees sound robotic. It is to establish a consistent standard while allowing strong employees to communicate naturally.

Operational Immersion
We believe effective coaching requires a real understanding of the customers and employees being coached.
For that reason, especially when beginning the role or when A&B acquires or opens another location, the Service Coach should expect to periodically function as a remote or in-person Service Advisor.
This may include:
  • Taking customer calls.
  • Scheduling appointments.
  • Providing repair updates.
  • Presenting recommendations.
  • Working within the shop's systems and SOPs.
  • Supporting the front desk during periods of transition.
This is not intended to become the primary function of the position.
Instead, it provides firsthand insight into:
  • The location's customer base.
  • Current shop processes.
  • Team capabilities.
  • Operational bottlenecks.
  • Sales opportunities.
  • Whether documented procedures actually work in practice.
We want our training system built by someone who remains connected to the real work.

Leadership & Reporting
The Service Coach will work closely with A&B's General Manager and ownership.
Regular reporting should include:
  • Progress of individual employees.
  • Success or failure on recent coaching objectives.
  • Adoption and assimilation of A&B SOPs.
  • Areas where employees are struggling.
  • Recurring call or sales issues.
  • Training participation and engagement.
  • General employee satisfaction and receptiveness to coaching.
  • Recommended changes to processes, scripts, or training materials.
  • Trends in sales and customer communication performance.
We are less interested in producing lengthy reports than in having a clear view of who is improving, who needs help, and where our system needs to improve.

What We're Looking For:
Automotive industry experience is required.
Strong candidates may come from backgrounds such as:
  • Automotive Service Advisor.
  • Senior Service Advisor.
  • Service Manager.
  • Fixed Operations Manager.
  • Automotive service trainer or coach.
  • Multi-location automotive operations.
  • Automotive sales or customer-experience training.

We are looking for someone who:
  • Has a strong understanding of automotive service sales.
  • Understands the balance between sales performance and maintaining customer trust.
  • Is an excellent communicator and teacher.
  • Can give candid feedback without creating unnecessary friction.
  • Can identify the root cause behind a weak customer interaction.
  • Enjoys developing other people.
  • Can distinguish between a people problem, training problem, and process problem.
  • Is comfortable holding employees accountable to defined standards.
  • Can work independently and communicate clearly with leadership.
  • Thinks in terms of systems and repeatability.
  • Is comfortable working with technology, recorded calls, dashboards, and digital training tools.
  • Can adapt their coaching style to employees at different levels of experience.

What Success Looks Like:
Success in this role should result in:
  • More consistent customer experiences.
  • Higher-quality phone conversations.
  • Stronger appointment conversion.
  • Better repair and maintenance presentations.
  • Fewer lost opportunities.
  • Improved adherence to SOPs.
  • Faster development of new front-desk employees.
  • Clearer expectations for Service Advisors and CSRs.
  • A growing library of high-quality A&B-specific training material.
  • Leadership having a clear picture of each employee's development.
  • A customer-service and sales system that can be replicated as A&B grows.

Position Structure
We are open to structuring this position around the right person.
Options may include:
  • Full-time, in-person.
  • Full-time, hybrid or remote.
  • Part-time contract.
  • Ongoing consulting / coaching engagement.

For remote candidates, availability for regular video coaching sessions and occasional operational involvement will be important.
Some travel may be required as A&B expands or acquires additional locations.

Why This Role Exists:
  • A&B is building for growth.
  • As we add employees and potentially additional locations, we don't want our customer experience to depend entirely on finding naturally talented Service Advisors.
  • We want to build a system that can hire good people, teach them how A&B operates, coach them continuously, and help them become excellent.
  • This role will be central to building that system.