Identify and onboard a licensed clinical consultant (LCSW, LPC, or LMFT) on retainer within 30-60 ... Remote
Identify and onboard a licensed clinical consultant (LCSW, LPC, or LMFT) on retainer within 30-60 ... Remote
Healthcare Content Creator (LP/NP/RN/PA/MD)
OR · On-site +1
Fully remote, U.S.-based * Time commitment: ~4-10 hours/month, flexible scheduling around shoots and review cycles * Compensation: Per-piece or monthly retainer, negotiable based on experience and ...
Healthcare Content Creator (LP/NP/RN/PA/MD)
OR · On-site +1
Fully remote, U.S.-based * Time commitment: ~4-10 hours/month, flexible scheduling around shoots and review cycles * Compensation: Per-piece or monthly retainer, negotiable based on experience and ...
Retainer Remote information
What is a retainer remote?
A Retainer Remote job is a type of employment arrangement where a professional works remotely for a client or company on a retainer basis. This means the worker is paid a fixed fee regularly (such as monthly) to be available for a set amount of work or hours, rather than being compensated per project or by the hour. The remote aspect allows the worker to perform their duties from any location, providing flexibility for both the employee and employer. Such positions are common in consulting, legal, marketing, and creative fields where ongoing support is needed. Retainer remote jobs offer stability for workers and predictable costs for clients.
How does communication typically work for remote employees on a retainer basis?
Remote employees working on a retainer basis usually rely on consistent digital communication tools such as email, project management software, and video conferencing to stay connected with their clients or teams. Regular check-ins, status updates, and clear expectations around availability are key to ensuring smooth collaboration. Since tasks may be project-based or ongoing, establishing a structured workflow and clear deliverables helps both parties stay aligned, even without in-person meetings.
What are the key skills and qualifications needed to thrive as a retainer remote, and why are they important?
To thrive as a Retainer Remote professional, you need specialized expertise in your field, a proven track record, and relevant education or certification depending on your industry. Familiarity with remote collaboration tools such as Slack, Zoom, project management systems, and secure file-sharing platforms is typically required. Exceptional self-motivation, time management, and communication skills are essential for building trust and maintaining clear client relationships remotely. These skills ensure that deliverables meet client expectations, foster long-term partnerships, and enable success in a flexible, independent work environment.
What is the difference between Retainer Remote vs Freelance Remote Designer?
| Aspect | Retainer Remote | Freelance Remote Designer |
|---|---|---|
| Credentials | Design certifications, portfolio | Design certifications, portfolio |
| Work Environment | Ongoing client relationship, steady work | Project-based, variable workload |
| Employer Usage | Companies seeking consistent design support | Clients hiring for specific projects |
| Search/Comparison Intent | Retainer Remote vs Freelance Designer |
Retainer Remote professionals work on ongoing contracts with clients, providing continuous support and maintaining a steady workflow. Freelance Remote Designers typically work on individual projects, with flexible schedules and varying workloads. The main difference lies in the commitment level and work structure, with retainers offering stability and freelancers offering project-based flexibility.
What are the most commonly searched types of Retainer jobs in Oregon?
The most popular types of Retainer jobs in Oregon are:
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For Retainer Remote jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Retainer Remote jobs in Oregon look for?
The top searched job categories for Retainer Remote jobs in Oregon are:
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Job description
About the Role
The Founding Head of Customer Success & Operations is a high-conviction hire for Tebra's Innovation team - and one of the most demanding. This is a hands-on, high-touch role that represents the human face to providers through personalized support and onboarding to our innovation features. This role will simultaneously build a scalable CS strategy, PHI protocols, AI agent corpus, and long-term team infrastructure. We are looking for someone who has built a CS function from scratch before and is choosing to do it again at an earlier, higher-stakes stage - a player-coach who finds genuine satisfaction in working directly with customers in Month 1 and writing the playbook that empowers others to do it in Month 6.
Your Area of Focus- Personally onboard and support every provider in the initial Alpha cohort - handle every inbound question manually for the first 6-8 weeks to build deep product and customer intuition.
- Record and transcribe every provider call to build a structured question taxonomy that will serve as the foundation of the AI agent knowledge base.
- Own the AI CS agent corpus: structure and synthesize rotating engineer inputs weekly, prune and publish the knowledge base, and evaluate agent responses for accuracy and PHI compliance.
- Comfortable owning the AI agent corpus as a product artifact - this is a content and systems ownership function, not just a tooling decision.
- Define and document the PHI routing protocol before the first provider is onboarded - establishing clear rules for what routes to AI, what routes to a human, and what requires immediate clinical escalation.
- Identify and onboard a licensed clinical consultant (LCSW, LPC, or LMFT) on retainer within 30-60 days post-launch to serve as the escalation path for red-line clinical accuracy events.
- Build the Nitro CS runbook, CE rotation handoff documentation, trust-repair scripts, and provider communication playbook - documenting in real time, not after the fact.
- Own the long-term CS strategy: develop the hiring and integration plan, team structure, metrics framework (CSAT, resolution rate, retention), and CS tool stack decisions.
- Exchange learnings on best practices with Customer Success Learning and Enablement team to ensure AI knowledge base strategies and AI knowledge protocols are aligned.
- Lead AI CS agent platform evaluation at Week 4 and manage deployment at Week 6-8 using the question taxonomy built through direct provider interactions.
- Partner with the GTM / Growth Lead on referral generation, surfacing provider satisfaction signals and identifying optimal moments to request introductions.
- Ensure all CS operations and provider interactions maintain strict HIPAA compliance, with particular sensitivity to PHI handling in a mental health documentation context.
- 7-10 years in customer success, with at least one "first CS hire" or "built the function from scratch" experience at a SaaS company.
- Has hired and built a CS team before - this is not a first leadership opportunity.
- Healthcare-adjacent experience is strongly preferred; a mental health background or familiarity with clinical workflows is a meaningful differentiator.
- PHI-fluent: understands HIPAA obligations in practice, what can and cannot be communicated over which channels, and what constitutes a clinical escalation versus a product support ticket.
- Player-coach by disposition: genuinely energized by working directly with customers in Month 1, and equally motivated to build the system that scales that work in Month 6.
- Comfortable owning the AI agent corpus as a product artifact - this requires content strategy and systems thinking, not just tooling familiarity.
- Experience with CS platforms, ticketing systems, and AI-assisted support tools; willingness to evaluate and select the right stack from scratch.
- Strong verbal and written communication skills, with demonstrated ability to navigate sensitive clinical or emotionally charged customer interactions with empathy and professionalism.
- Comfortable making judgment calls in ambiguous situations, including routing decisions that sit at the intersection of product support and clinical risk.
- Highly fluent with AI tools in daily workflow - uses AI assistants, automation, and emerging capabilities as a core operating layer, not an occasional shortcut; comfortable evaluating and adopting new tools as the landscape evolves.
- Clear vision for AI-driven CS transformation - understands how AI reshapes support operations, deflection strategy, and provider experience, and can lead that transformation proactively rather than reactively; sees the AI agent corpus as a strategic asset, not an IT project.
(For Recruiter use only) #LI-BG1 #LI-Remote