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Remote Loss Prevention Jobs in Oregon (NOW HIRING)

Director, FP&A

OR · On-site +1

OneSpan solutions have helped prevent billions of dollars in fraud losses. Reporting to the Vice ... Remote

OneSpan solutions have helped prevent billions of dollars in fraud losses. Reporting to the Vice ... Remote

Showing results 21-26

Remote Loss Prevention information

See Oregon salary details

$10

$23

$40

How much do remote loss prevention jobs pay per hour?

As of Sep 6, 2026, the average hourly pay for remote loss prevention in Oregon is $23.55, according to ZipRecruiter salary data. Most workers in this role earn between $19.81 and $25.43 per hour, depending on experience, location, and employer.

What is a remote loss prevention?

A Remote Loss Prevention job focuses on identifying and preventing fraud, theft, and policy violations within a company, typically in an e-commerce or digital setting. These roles involve monitoring transactions, reviewing suspicious activities, analyzing data, and implementing security measures to mitigate risks. Remote loss prevention specialists work with internal teams to investigate incidents and enforce compliance with company policies. Strong analytical skills, attention to detail, and knowledge of fraud detection tools are essential for success in this role.

What does a remote loss prevention professional do?

Remote Loss Prevention professionals typically monitor transaction data, review surveillance footage, and analyze incident reports to detect patterns indicative of theft or fraud. They also collaborate with in-store staff and management virtually to address potential vulnerabilities and recommend preventive strategies. Daily tasks may include preparing detailed reports, conducting remote interviews during investigations, and coordinating with law enforcement or corporate security teams as needed. This remote structure enables effective loss reduction efforts without being physically present at store locations.

What are the key skills and qualifications needed for remote loss prevention?

To excel as a Remote Loss Prevention professional, you need a strong background in risk management, data analysis, and investigative techniques, often supported by experience in retail or security-related fields. Familiarity with surveillance software, incident reporting systems, and sometimes certifications like LPQ (Loss Prevention Qualified) or LPC (Loss Prevention Certified) are commonly preferred. Exceptional communication, attention to detail, and problem-solving skills help set top performers apart in this role. These competencies are essential for effectively identifying and mitigating loss risks while collaborating with team members from a remote environment.

Is remote loss prevention a stressful job?

Remote loss prevention jobs can involve high-pressure situations such as monitoring for theft and fraud, which may lead to stress. However, the level of stress varies depending on the employer, workload, and individual resilience, with some roles offering flexible schedules and support tools to manage stress effectively.

What are the most commonly searched types of Loss Prevention jobs in Oregon?

The most popular types of Loss Prevention jobs in Oregon are:

What are popular job titles related to Remote Loss Prevention jobs in Oregon?

For Remote Loss Prevention jobs in Oregon, the most frequently searched job titles are:

What cities in Oregon are hiring for Remote Loss Prevention jobs?

Cities in Oregon with the most Remote Loss Prevention job openings:

Infographic showing various Remote Loss Prevention job openings in Oregon as of August 2026, with employment types broken down into 91% Full Time, and 9% Contract. Highlights an 100% Remote job distribution, with an average salary of $48,985 per year, or $23.6 per hour.

Vice President, Sales (Hunter, Revenue Cycle) - REMOTE

EnableComp

OR • On-site, Remote

Full-time

Re-posted 19 days ago


EnableComp rating

8.7

Company rating: 8.7 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

51st of 500 rated business services


Job description

WHO WE ARE                                                           
EnableComp earned its reputation in the toughest corners of the revenue cycle by solving the complex claims no one else could. We developed Complex Revenue Intelligence (CRI), a smarter approach to predict and prevent revenue loss. Powered by the e360 RCM AI-driven platform and the most expansive complex revenue cycle data set, today EnableComp helps more than 1,000 hospitals nationwide recover $3 billion annually from complex claims, denials, and revenue recovery. By cutting through complexity, we help hospitals thrive, resulting in recognition as Black Book's #1 Specialty RCM provider for complex claims and revenue integrity in 2024 and 2025, a multi-year Top Workplaces honoree, and a SOC 2 Type II and HITRUST e1-certified platform.Our Vision is to empower healthcare providers to focus on patient care, not revenue cycle complexity. Our Mission is to uncover what others miss-turning every client dollar recovered into insight that helps prevent future loss. We live our Core Values of Uncompromising Integrity, Ecstatic Clients, and Empowered Team Members by operating with trust, accountability, and a "we before me" mindset. We pursue Innovation and Profitable Growth through continuous improvement and thoughtful problem-solving, and we believe work should include Fun-celebrating success, recognizing our people, and maintaining healthy work-life balance.

POSITION SUMMARY

The Vice President, Sales is responsible for growing EnableComp's complex claims services through acquisition of new customers and retention and growth of existing customer base.

JOB RESPONSIBILITIES
  • Meet or exceed annual sales quota determined by the company.
  • Must meet established bookings, pipeline, and activity requirements during employment with particular emphasis on the first eighteen (18) months of employment
  • Work closely with the leadership team to generate new and existing client sales.
  • Lead role in identifying and qualifying prospective new clients.
  • Whether remotely or on-site, lead the preparation and delivery of introductory meetings and conference calls, participate with client assessments and information gathering, prepare and deliver status reports to clients and/or sales leadership, participate in follow-up/clarification meetings and maintain client and status information in Salesforce.com.
  • Lead role in communications, both written and oral, with prospective new clients through the execution of an agreement.
  • Ensure that periodic client status meetings are conducted with appropriate client individuals
  • Participate in trade shows, as requested.
  • Participate in the development of sales and marketing plans, materials, references and endorsements
  • Other duties as required.
REQUIREMENTS & QUALIFICATIONS
  • Associates degree required.  Bachelor's degree preferred.
  • 5 years' experience as a HUNTER with direct sales experience to hospitals at CFO or VP Revenue Cycle level.
  • Equivalent combination of education and experience will be considered.
  • Hospital revenue cycle experience essential.
  • Ability to travel as necessary in market/territory.
  • To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
  • Regular and predictable attendance.
SPECIAL CONSIDERATIONS & PREREQUISITES
  • Practices and adheres to EnableComp's Core Values, Vision and Mission.
  • Knowledge of worker's compensation medical payment process.
  • Understanding of billing of inpatient hospital services.
  • Proven history of sales success achieving quota.
  • Excellent communication skills (verbal/written).
  • Self-starter with high energy and diligent to sales process.
  • Demonstrated experience presenting to C-level executives and hospital senior management teams.
  • Strong networking, negotiation and organizational skills.
  • Proven track record of healthcare sales in similar business or environment.
EnableComp is an Equal Opportunity Employer M/F/D/V. All applicants will be considered for this position based upon experience and knowledge, without regard to race, color, religion, national origin, sexual orientation, ancestry, marital, disabled or veteran status. We are committed to creating and maintaining a workforce environment that is free from any form of discrimination or harassment.
 
EnableComp recruits, develops and retains the industry's top talent.  As the employer of choice in the complex claims industry, EnableComp takes pride in our continuous commitment to building and maintaining a culture centered around fostering the professional growth and development of our people.  We believe that investing in our employees is the key to our success, and we are dedicated to providing them with the tools, resources, and support they need to thrive and grow their career here. At EnableComp, we are committed to living up to our core values each and every day, and we believe that this commitment is what sets us apart from other companies.  If you are looking for a company that values its employees and is dedicated to helping them achieve their full potential, then EnableComp is the place for you.
 
 Don't just take our word for it!  Hear what our people are saying:
"I love my job because everyone shares the same vision and is determined and dedicated. People care about you as a person and your professional growth. There is a genuine spirit of cooperation and shared goals all revolving around helping each other." - Revenue Specialist
 
"I enjoy working for EnableComp because of the Core Values we believe in. EnableComp stands true to these values from empowering employees to ecstatic clients. This company is family oriented and flexible, along with understanding the balance of work, life, and fun." - Supervisor, Operations
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.
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