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Remote Southwest Airlines Ramp Agent Jobs (NOW HIRING)

National Air Cargo, Inc

Loadmaster

$15.75 - $19.50/hr

National Airlines specializes in over-sized, time sensitive, and special handling requirements ... Works inside the ramp-side storage area managing aircraft supply inventory. * Exposed to outside ...

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Remote Southwest Airlines Ramp Agent information

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How much do remote southwest airlines ramp agent jobs pay per hour?

As of Aug 12, 2026, the average hourly pay for remote southwest airlines ramp agent in the United States is $16.71, according to ZipRecruiter salary data. Most workers in this role earn between $14.90 and $18.27 per hour, depending on experience, location, and employer.

What is a Remote Southwest Airlines Ramp Agent?

Remote Southwest Airlines Ramp Agents are responsible for handling aircraft on the ground at airports, including loading and unloading baggage, guiding planes during arrival and departure, and ensuring safety procedures are followed. While traditional ramp agents work physically on the airport ramp, a 'remote' ramp agent may refer to someone who coordinates or supports ramp operations from an offsite location, often using technology to assist in logistics, communication, and problem-solving. These agents play a key role in keeping flights on time and ensuring the safe transport of luggage and cargo. They must work closely with other airport and airline personnel, maintain safety standards, and sometimes handle customer inquiries related to baggage. Good communication and attention to detail are essential for this role.

How does a Remote Southwest Airlines Ramp Agent typically communicate and coordinate with on-site ground crews during flight operations?

As a Remote Ramp Agent with Southwest Airlines, you will rely heavily on digital communication tools, such as radios, specialized software, and video feeds, to coordinate with on-site ground crews. Effective collaboration is crucial for ensuring the safe and timely handling of baggage, cargo, and aircraft marshaling. You'll participate in regular virtual briefings, share updates on flight statuses, and promptly address any operational issues that arise. This role requires strong communication skills and the ability to work efficiently as part of a dispersed team to maintain Southwest's high safety and service standards.

What is the difference between Remote Southwest Airlines Ramp Agent vs Remote Airline Customer Service Agent?

AspectRemote Southwest Airlines Ramp AgentRemote Airline Customer Service Agent
CredentialsTypically requires airport-specific certifications, safety training, and sometimes a valid driver’s licenseRequires customer service experience, communication skills, and sometimes airline-specific training
Work EnvironmentPrimarily on-site at airports, handling baggage, aircraft marshalling, and safety proceduresRemote, handling customer inquiries, reservations, and support via phone or chat
Employer & Industry UsageUsed by airlines like Southwest for ground operations at airportsUsed by airlines for customer support roles, often remote

The main difference is that Remote Southwest Airlines Ramp Agents work on-site at airports performing ground handling tasks, while Remote Airline Customer Service Agents work remotely assisting passengers with reservations and inquiries. Both roles require airline-specific knowledge but differ significantly in work environment and daily responsibilities.

What are the key skills and qualifications needed to thrive as a Remote Southwest Airlines Ramp Agent, and why are they important?

To thrive as a Southwest Airlines Ramp Agent, you need physical stamina, teamwork skills, and knowledge of ground operations, typically supported by a high school diploma or equivalent. Familiarity with baggage handling systems, aircraft loading equipment, and radio communication tools is necessary. Strong attention to detail, problem-solving ability, and effective communication help you excel in fast-paced, safety-sensitive environments. These skills ensure efficient, safe aircraft turnaround and a positive experience for passengers and crew.
What cities are hiring for Remote Southwest Airlines Ramp Agent jobs? Cities with the most Remote Southwest Airlines Ramp Agent job openings:
What are the most commonly searched types of Southwest Airlines Ramp Agent jobs? The most popular types of Southwest Airlines Ramp Agent jobs are:
What states have the most Remote Southwest Airlines Ramp Agent jobs? States with the most job openings for Remote Southwest Airlines Ramp Agent jobs include:
Remote Southwest Airlines Ramp Agent jobs near you

Senior Manager Growth & Business Operations

Later

Boston, MA • On-site, Remote

Full-time

Posted 21 days ago

Job description

Later is the world's most intelligent influencer marketing company, built to give brands the confidence to create unforgettable campaigns. By combining real creator relationships, trusted intelligence, and expert guidance, Later removes fear and guesswork from one of marketing's most visible investments.
Built on a native, AI-powered platform and more than a decade of proprietary data-including billions of social interactions, impressions, and $2.4B+ in verified influencer-driven purchases-Later helps teams understand what will work before they launch.
By combining trusted insight with expert guidance, Later removes guesswork from influencer marketing, enabling brands to choose the right creators, execute fully managed campaigns, and drive meaningful growth across awareness, engagement, and revenue. Trusted by leading enterprise brands including Nike, Wayfair, Unilever, and Southwest Airlines, Later bridges creativity and performance so campaigns don't just look good-they deliver results. Learn more at later.com.
About this position:
This is a high-trust, high-leverage role for someone who is genuinely obsessed with the numbers. You'll be the right-hand operator and thinking partner to the GM of Later Social and Head of Creator Products, reporting directly to the SVP and GM. You will own the growth metrics, the operating cadence, and the decision support that keep two fast-moving businesses sharp and accountable: the Later Social PLG SaaS division and the Creator product portfolio. You won't just report on the funnel, you'll live in it. You'll know why self-serve conversion moved, where Creator product activation is leaking, and what we should do about it before anyone asks. You'll run the operating rhythm, keep the team honest on timelines and OKRs, turn data into crisp leadership narratives, and act as a force multiplier so the GM can operate at the altitude only they can. Think operator-analyst with a growth brain and a high drive to move the needle. Please note we will only be considering applications from candidates located within North America. This is a remote-eligible position, with the option to be hybrid from our Boston, Vancouver BC, or Vancouver WA hubs.
What you'll be doing:
Growth & Funnel Analytics
  • Own the source of truth for growth performance across Later Social's PLG funnel (acquisition, activation, conversion, retention, and expansion) and Creator application, activation, and engagement analytics.
  • Apply a CRO lens: surface what's working and what isn't, size the opportunity, and recommend the next test or fix proactively, with a clear point of view.
  • Build and maintain the dashboards, models, and definitions the whole group trusts for product metrics; partner with Data & Analytics so one set of numbers drives every conversation.

Operating Cadence & OKRs
  • Partner with TPMs on team OKRs: baselines, targets, weekly pacing, and clear escalation when the business is off track.
  • Lead the recurring funnel and metrics reviews for product growth and Creator sales growth: set the agenda, drive the discussion to decisions, and own the follow-through.
  • Keep the group's timelines, deliverables, and operational commitments on schedule, and keep the GM ahead of what's due and what's at risk.

Strategy & Decision Support
  • Support the GM on product and business metrics tracking, translating data into action plans with a clear recommendation, not just a status update.
  • Pressure-test plans, model scenarios, and bring an independent, data-backed perspective the GM can rely on.
  • Prepare the documents and presentations the group needs for leadership, board, and cross-functional audiences, translating data into a clear story.
  • Own smaller projects end to end, from framing the question to landing the outcome.

Cross-Functional Leadership
  • Partner across Product, Marketing, Data, GTM, and Finance; with Marketing specifically, keep growth reporting transparent and forward-leaning.
  • Constructively challenge the team on priorities, pace, and where their time is best spent, raising the bar without owning their roadmaps.
  • Drive alignment across Later Social and Creator stakeholders by creating shared metrics, clear operating rhythms, and crisp escalation paths.
What success looks like:
  • By 30 days, you have a deep understanding of our PLG funnel and products, are fully set up in our core tools (Claude, Amplitude, SQL, Salesforce, HubSpot, Looker, Mode, and spreadsheets), and are running basic weekly reporting for the GM and core partners.
  • By 90 days, you own the operating cadence end to end: OKRs are baselined and tracked, weekly funnel and performance reviews are running smoothly, and you are proactively surfacing insights and recommended tests across acquisition, activation, conversion, and retention for Later Social.
  • By 6 months, you are the undisputed source of truth for growth and product usage metrics, you have led multiple high-impact CRO and funnel optimization initiatives (such as on later.com and in-product activation flows), and you are driving cross-functional alignment on the roadmap through sharp analysis and storytelling.
  • When fully ramped, the GM can step back from day-to-day metrics with confidence because you have it covered: product and revenue metrics are tracked and visible every week, nothing critical slips quietly. Funnel reviews produce decisions, not just status. Leadership materials are sharp, on time, and tell a clear story.
What you bring:
We are committed to building an inclusive, supportive place for you to do the best and most rewarding work of your career. If you identify with any of the following, we encourage you to apply!
  • 5-7+ years in growth, revenue operations, business or strategy operations, or growth analytics, ideally in B2B or B2C SaaS with a PLG motion.
  • A track record of moving the numbers: you have materially improved key funnel metrics (sign-up to activation, free-to-paid conversion, trial-to-paid, retention and expansion, ARPU or LTV) and can point to specific experiments or initiatives you led and the impact they drove.
  • Deeply analytical and numbers-obsessed: fluent with funnels, cohorts, conversion math, and experimentation. You are strong with analytics and BI tools (Amplitude or Mixpanel, Looker or Mode, spreadsheets and models) and comfortable querying data directly with SQL to get your own answers.
  • A proven operator: you have run operating cadences, OKRs, and cross-functional projects, and you make things happen across teams without formal authority. You have owned or heavily influenced quarterly target-setting and can keep teams honest on pacing and tradeoffs.
  • Excellent at synthesis and storytelling: you turn data into decisions and into documents executives trust, tailoring the narrative for product, GTM, and leadership audiences.
  • High ownership, sound judgment, and the maturity to be a confidential, credible extension of a senior leader.
  • Fluent in using AI tools to work faster and sharper (analysis, synthesis, drafting), while staying fully accountable for accuracy and judgment.
  • Experience in social, creator, or e-commerce and affiliate-driven businesses is a strong plus.
How you work:
  • Driven by Impact: You deliver results that matter, prioritizing high-value work, meeting deadlines, and adapting quickly while keeping outcomes clear.
  • Strategic & Customer-Centric: You anticipate risks and opportunities, connect decisions to long-term growth, and build trust through proactive insights.
  • Curious & Growth-Oriented: You seek knowledge, ask sharp questions, and apply learnings fast, challenging the status quo with a mindset of improvement.
  • Collaborative & Resilient: You thrive in change by staying resourceful, solution-focused, and positive, removing roadblocks, sharing insights, and keeping morale high.
  • Accountable & Honest: You own your work, hold yourself and others to a high bar, and use transparent feedback to drive growth.
  • Emotionally Intelligent: You build trust through empathy and collaboration, foster inclusion, and inspire others with grit, optimism, and integrity.
Our approach to compensation:
We take a market-based & data-driven approach to compensation. We leverage data from trusted third-party compensation sources to help us understand the market value of a role based on function, level, geographic location, and scope. We evaluate compensation bi-annually, including performance and market-related factors.
Our salaries are benchmarked against market Total Cash Compensation for the geographic location of our job posting. Compensation for some roles is structured as On Target Earnings (OTE = base + commission/variable) while for others it is structured as Salary only.
To comply with local legislation and ensure transparency, we share salary ranges on all job postings. Skills, experience and other factors help determine the final salary we offer which may vary from the original range posted.
Additionally, all permanent team members are eligible to participate in various benefits plans as part of their overall compensation package.
Salary Range:
$135,000 USD - $185,000 USD
#LI-Hybrid #LI-Remote
Where we work:
We have offices in Boston, MA; Vancouver, BC; and Vancouver, WA. For select positions, we are open to hiring fully remote candidates. We post our positions in the location(s) where we are open to having the successful candidate be located.
Diversity, inclusion, and accessibility:
At Later, we are committed to fostering a culture rooted in an inclusion-first mindset at every level of the company, embracing the importance of hiring and building teams for culture add rather than culture fit. We openly build and maintain unbiased hiring, pay, and promotion practices to create a foundation for an equitable workplace, paving the way for systemic change.
We are committed to creating a diverse environment and are proud to be an equal opportunity employer. All applications will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, national origin, disability, or age. Please let us know if you require any accommodations or support during the recruitment process.

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