Ramp

• Partner with Account Managers to demonstrate new Ramp products and features to existing customers, building the business case for expansion through customized demos and workflow illustrations • Evaluate customer requirements for expansion opportunities, assessing fit through use-case analysis, ROI assessments, and technical scoping • Design and recommend best-fit Ramp architecture — including when and how to use APIs, ERP integrations, and HRIS connectors — based on each customer's existing systems and workflows • Act as a technical advisor to customers and internal teams, guiding integration, configuration, and system design decisions without writing code directly • Troubleshoot ERP and integration blockers, and guide customers through complex configuration decisions across NetSuite, Sage Intacct, Microsoft Dynamics, Oracle Fusion, and others • Support Account Managers on technical workstreams, ensuring faster time-to-value during product rollouts and expansions • Be a subject matter expert across accounting systems and integration partners; advocate for integration development in line with customer needs alongside Product and Partners • Influence Ramp's product roadmap by channeling customer pain points and feedback to Product and Engineering teams • Contribute to internal documentation, tooling, and knowledge bases that scale Ramp's ability to support integration use cases across a growing customer base

Title: Backend Engineer | Procure-to-Pay Locations: New York, NY (HQ); San Francisco, CA Remote Employment Type Full time Location Type Hybrid Job Description: Compensation SF/NY Target Base Salary $168K – $275.1K • Offers Equity The final compensation will depend on the location and level at which the candidate is hired. About Ramp Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. About the Role Over the past few years at Ramp, we've reimagined how businesses manage spend, and the backbone of that vision is Procure-to-Pay. The P2P team builds the systems that connect vendors, invoices, and payments into one seamless, automated flow. It's where billions of dollars move through our platform, and every line of code matters. We're looking for a backend engineer who loves complex systems, obsesses over correctness, and wants to shape how money moves in modern finance software. You'll help design and scale the infrastructure that powers our payment rails, ensures auditability across products, and unlocks the next wave of AI-driven automation. It's a chance to work on systems that actually move money, with a team that cares deeply about precision, reliability, and scale. The problems are tough, the stakes are high, and the impact is massive. What You'll Do Design and build core P2P systems, from invoice ingestion and approval workflows to payment orchestration and reconciliation logic. Enable AI agents to classify, validate, and process invoices automatically, reducing manual review and accelerating financial close. Own backend services that process large volumes of financial events across Bill Pay, Procurement, and Treasury. Collaborate cross-functionally with Product, Finance, and Data to translate accounting and compliance policies into robust, testable code. Extend Ramp’s financial ledger to handle new transaction types, international payments, and automated audit trails. Drive technical excellence around reliability, observability, and data integrity in systems where correctness directly impacts financial reporting. Continuously improve developer tooling and internal APIs that make P2P data accessible across Ramp’s product ecosystem. What You Need 3+ years of backend engineering experience, ideally in fintech, payments, or transactional systems. Proven experience designing and maintaining data-intensive distributed systems with strong consistency and auditability requirements. Deep knowledge of Python (or a comparable backend language) and SQL. Comfort building event-driven systems and scaling high-volume, low-latency architectures. Strong system design and debugging skills; you care about correctness as much as speed. Ability to work closely with finance, risk, and product stakeholders to translate business rules into software logic. Passion for building systems that are precise, reliable, and extensible as Ramp scales globally. Nice to Have Experience with accounts payable, payments, or reconciliation systems. Familiarity with accounting or ERP integrations (e.g. NetSuite, QuickBooks, Oracle). Background in compliance-heavy or regulated domains. Exposure to AI-driven automation or interest in working with AI/ML teams to build intelligent finance workflows. Desire to move quickly while maintaining an uncompromising standard for data accuracy and auditability. Benefits available to all full-time Ramp employees (Global) Flexible PTO Unlimited AI token usage Centralized home-office equipment ordering Health and wellness stipend Budget for intra-office travel Weekly coffee stipend United States 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents One Medical annual membership 401(k), including employer match on contributions made while employed by Ramp Fertility HRA (up to $10,000 per year) Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay Pet insurance In-office perks: lunch, snacks, drinks, and more Relocation support to NYC or SF (as needed) Canada Group medical, dental, and vision coverage through Sun Life Life, AD&D, and disability coverage Fertility drug coverage (up to $4,000 lifetime) Group Retirement Plan with employer match (RRSP + DPSP) Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay Employee Assistance Program and virtual care through Lumino Health United Kingdom Private medical insurance through Freedom Elite Workplace pension through Penfold, with salary sacrifice option Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay Referral Instructions If you are being referred for the role, please contact that person to apply on your behalf. Other notices Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

• Act as a technical advisor to customers and Ramp’s internal teams while supporting high-value implementations and expansion opportunities by guiding integration, configuration, and system design • Partner with Customer Activation and Account Management teams to assess customer requirements and propose scalable solutions; particularly involving ERP, HRIS, and API integrations • Collaborate with onboarding specialists and implementation leads to support technical workstreams (not run them), ensuring faster time-to-value and customer success • Work with customers to problem-solve technical hurdles and propose effective product implementations for each customer with a deep understanding of the full range of integration and configuration options • Participate in technical discovery to understand customer systems and workflows, and recommend best-fit Ramp architecture. This includes when and how to use Ramp’s API • Be a subject matter expert across our HRIS and Accounting integration partners, partnering with Sales, Product and partners to advocate for integration development in-line with customer needs • Troubleshoot integration blockers and guide customers through complex configuration decisions without writing code directly • Contribute to internal documentation and tooling that scales Ramp’s ability to support integration use cases across a growing customer base • Influence Ramp’s product roadmap by channeling customer pain points and feedback to the Product and Engineering teams

• Serve as the primary Technical Consultant for Enterprise and Strategic Enterprise accounts running Microsoft Dynamics 365, supporting complex, high-impact customers with multi-entity, multi-ERP, and global financial environments • Act as a technical advisor to customers and Ramp's internal teams while supporting high-value implementations and expansion opportunities by guiding D365 integration, configuration, and system design • Partner with Customer Activation and Account Management teams to assess customer requirements and propose scalable solutions involving D365 Finance & Operations, HRIS, and API integrations • Collaborate with onboarding specialists and implementation leads to support technical workstreams, ensuring faster time-to-value and customer success • Work with customers to problem-solve technical hurdles and propose effective product implementations with a deep understanding of D365 integration and configuration options • Participate in technical discovery to understand customer D365 environments and workflows, and recommend best-fit Ramp architecture including when and how to use Ramp's API • Be a subject matter expert across Microsoft Dynamics 365 and Ramp's accounting integration capabilities, partnering with Sales, Product and partners to advocate for integration development aligned with customer needs • Troubleshoot D365 integration blockers and guide customers through complex configuration decisions • Contribute to internal documentation and tooling that scales Ramp's ability to support D365 integration use cases across a growing customer base • Influence Ramp's product roadmap by channeling D365 customer pain points and feedback to the Product and Engineering teams

• Partner with Account Managers to demonstrate new Ramp products and features to existing customers, building the business case for expansion through customized demos and workflow illustrations • Evaluate customer requirements for expansion opportunities, assessing fit through use-case analysis, ROI assessments, and technical scoping • Design and recommend best-fit Ramp architecture — including when and how to use APIs, ERP integrations, and HRIS connectors — based on each customer's existing systems and workflows • Act as a technical advisor to customers and internal teams, guiding integration, configuration, and system design decisions without writing code directly • Troubleshoot ERP and integration blockers, and guide customers through complex configuration decisions across NetSuite, Sage Intacct, Microsoft Dynamics, Oracle Fusion, and others • Support Account Managers on technical workstreams, ensuring faster time-to-value during product rollouts and expansions • Be a subject matter expert across accounting systems and integration partners; advocate for integration development in line with customer needs alongside Product and Partners • Influence Ramp's product roadmap by channeling customer pain points and feedback to Product and Engineering teams • Contribute to internal documentation, tooling, and knowledge bases that scale Ramp's ability to support integration use cases across a growing customer base

• Partner with Account Managers to demonstrate new Ramp products and features to existing customers, building the business case for expansion through customized demos and workflow illustrations • Evaluate customer requirements for expansion opportunities, assessing fit through use-case analysis, ROI assessments, and technical scoping • Design and recommend best-fit Ramp architecture — including when and how to use APIs, ERP integrations, and HRIS connectors — based on each customer's existing systems and workflows • Act as a technical advisor to customers and internal teams, guiding integration, configuration, and system design decisions without writing code directly • Troubleshoot ERP and integration blockers, and guide customers through complex configuration decisions across NetSuite, Sage Intacct, Microsoft Dynamics, Oracle Fusion, and others • Support Account Managers on technical workstreams, ensuring faster time-to-value during product rollouts and expansions • Be a subject matter expert across accounting systems and integration partners; advocate for integration development in line with customer needs alongside Product and Partners • Influence Ramp's product roadmap by channeling customer pain points and feedback to Product and Engineering teams • Contribute to internal documentation, tooling, and knowledge bases that scale Ramp's ability to support integration use cases across a growing customer base

• Serve as the primary Technical Consultant for Enterprise and Strategic Enterprise accounts running Oracle Fusion, supporting complex, high-impact customers with multi-entity, multi-ERP, and global financial environments • Act as a technical advisor to customers and Ramp's internal teams while supporting high-value implementations and expansion opportunities by guiding Oracle Fusion integration, configuration, and system design • Partner with Customer Activation and Account Management teams to assess customer requirements and propose scalable solutions involving Oracle Fusion, HRIS, and API integrations • Collaborate with onboarding specialists and implementation leads to support technical workstreams, ensuring faster time-to-value and customer success • Work with customers to problem-solve technical hurdles and propose effective product implementations with a deep understanding of Oracle Fusion integration and configuration options • Participate in technical discovery to understand customer Oracle Fusion environments and workflows, and recommend best-fit Ramp architecture including when and how to use Ramp's API • Be a subject matter expert across Oracle Fusion and Ramp's accounting integration capabilities, partnering with Sales, Product and partners to advocate for integration development aligned with customer needs • Troubleshoot Oracle Fusion integration blockers and guide customers through complex configuration decisions • Contribute to internal documentation and tooling that scales Ramp's ability to support Oracle Fusion integration use cases across a growing customer base • Influence Ramp's product roadmap by channeling Oracle Fusion customer pain points and feedback to the Product and Engineering teams

Title:Sales Enablement Representative Location: New York, NY (HQ) Department: Sales Job Description: About Ramp Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. About the Role Ramp's Sales Development organization is the engine of the company's top-of-funnel growth — one of the highest-output SDR teams in the industry, and a function that is expanding rapidly. With large cohorts of new reps joining every quarter and the entire organization now being asked to pitch a multi-product suite across procurement, AP, treasury, and expense personas, the way Ramp enables its SDRs has to change. Until now, enablement has been manager-led, ad hoc, and reactive. That model worked when the product was simpler and the team was smaller. It doesn't scale to a large and growing SDR organization, quarterly cohorts of new hires who are mostly entering their first corporate environment, and a company-wide push to expand how SDRs position Ramp across the full product surface. The SDR Enablement Manager is the hire that makes this transition real. You'll build and own the programs, systems, and infrastructure that take SDRs from onboarding to full productivity in 90 days, equip the full team to pitch multi-product, and create sustainable coaching infrastructure that helps managers develop their people — not just manage their numbers. This isn't a content creation role. It's a performance improvement role. The measure of success is rep output, ramp speed, and meeting conversion — not programs delivered. What You'll Do Own the SDR Onboarding Program - Redesign and run the quarterly onboarding program for each incoming cohort of new SDRs, with the explicit target of full productivity by month three - Build tracks that go beyond systems training — sales methodology, professional fundamentals, cold calling philosophy, email craft, and multi-product qualification basics - Create resources SDRs will actually use on cold calls: specific discovery questions, objection handles, and qualifying language — not slide decks they'll close on day two - Design the program so it can run without you — owned by managers, reinforced in weekly 1:1s, and refreshed with each new cohort rather than rebuilt from scratch Build the Continuous Enablement Infrastructure - Develop segment-transition programs ("SDR 201") for reps moving from SMB to Mid-Market and Enterprise — covering advanced competitive positioning, stakeholder mapping, and enterprise call dynamics - Build and maintain multi-product readiness tracks for procurement, treasury, and AP personas — the product areas where the team currently has the least coverage and the most competitive exposure - Run 2–4 targeted enablement sessions monthly based on real field data — declining metrics, new product pushes, emerging competitive threats — not a preset calendar - Create lasting behavior change, not event-based spikes: if a program isn't running six months after you built it, something went wrong - Bring creativity to incentives and performance pushes: design, test, and iterate on SPIFFs that SDRs actually care about (not generic rewards), with clear targeting, rules, and measurement - Partner with SDR leadership to use incentives to drive specific behavior change (e.g., multi-channel adoption, better pre-qualification, new product motions), not just short-term volume Build Coaching Infrastructure for Managers - Translate SDR metrics into coachable behaviors — the gap between what managers can see in a dashboard and what they can actually coach is where performance gets lost - Develop the tooling, frameworks, and rep-level data views that let managers diagnose a struggling rep's specific problem: is it the opener, the objection handle, the list quality, the follow-through on negative replies? - Build mechanisms to identify and systematically spread what top performers are doing — from negative reply handling to multi-channel sequencing to long-cycle nurturing - Partner with Sales Ops and the data team to build measurement infrastructure for the behaviors that matter but aren't yet tracked Own AI and Systems Enablement - Build the first structured AI enablement program for the SDR team — today it's volunteer-based showcases; you'll turn it into a floor that every rep operates above - Surface and amplify the AI and tooling innovation already happening in the field: reps are building their own tools; your job is to formalize what works and spread it - Run tool proficiency programs that close the gap between access and mastery — SDRs have what they need, but usage varies wildly - Work cross-functionally with Sales Ops and the growth team to consolidate rep feedback into product and tooling improvements Translate Organizational Priorities into Field Tactics - Serve as the bridge between leadership priorities, product launches, and what SDRs actually hear and say on cold calls - Turn a FinOps multi-product directive into 30 specific discovery questions SDRs can use in the next 30 days — not a summary of the initiative, not a deck to present at all-hands - Own the SDR segment at the All Hands: present the enablement roadmap, celebrate top performer behaviors, and make the team feel like there's a person in their corner building for them specifically - Partner with SDR leadership on the strategic program roadmap — you're not taking orders, you're a peer in the room What We're Looking For SDR craft credibility is non-negotiable. You've done the job. You've run cold calls, built your own sequences, managed a book of leads, and know what it feels like to get an Amex or Concur objection in the first 20 seconds. That experience is what earns you the right to coach — without it, you have no standing with the reps you're here to develop. If you're coming from an L&D or content background without frontline SDR experience, this isn't the right role. You build programs that outlast the launch. Every SDR leader we talked to described the same problem: training that spikes and fades. You've built programs that are still running without you — embedded in manager workflows, sustained by data feedback loops, refreshed on a cycle rather than rebuilt on request. You measure success by behavior change at day 90, not completion rates at day two. You diagnose behavior, not just metrics. When a cohort's conversion rate drops, your first question is "what specific behavior is missing?" — not "what training should we run?" You can look at a rep's activity data, email reply rates, and call patterns and form a coaching hypothesis before opening a content calendar. You know the difference between a skill gap and an execution gap. You're a builder, not just a user. Ramp's SDR tech stack is unusually complex — and it evolves constantly. You've built automated workflows, AI-assisted tools, or custom systems for SDR or sales use. You treat AI as infrastructure, not a novelty. An external candidate who can't operate at this level faces a significant productivity lag — this is a hard screen. You translate organizational priorities into field-ready tactics. You've sat in a leadership meeting about a strategic shift and walked out with a set of specific discovery questions for the field — not a summary deck, not a follow-up action item, but a finished artifact. You understand that the gap between what leadership says and what a rep can execute in a five-minute cold call is exactly where enablement earns its value. You improve things that don't need to be fixed. You have a track record of proactively redesigning programs when data told you they weren't working — before anyone asked. You don't run a static curriculum for 12 months. You challenge your own work, spread what top performers are doing, and treat each quarterly cohort as a new opportunity to get it right. High agency and low analysis paralysis. In the time it takes someone else to build a task force, you've shipped a first version. You move fast, make something real, show it to the field, and iterate. The SDR organization at Ramp has a culture of creative experimentation — handwritten notes, field visits, AI tool building. You thrive in that environment. You can create energy with smart incentives. You bring taste and creativity to SPIFFs and contests, and you know how to align incentives to specific behaviors and outcomes — while keeping the program simple enough that reps actually engage. Why This Role, Why Now The SDR org is at an inflection point. Large incoming cohorts are about to hit the floor — most of them entering their first corporate environment. The entire team is being asked to pitch a more complex, multi-product story across procurement, treasury, and AP personas. Managers are stretched, coaching is reactive, and the enablement infrastructure that built the team to its current size doesn't scale to where it's going. Ramp has already proven the model: when SDRs get dedicated, structured enablement, performance improves measurably. The bet this hire represents is taking that proof point and making it available to every rep — not just a subset — through infrastructure that is repeatable, sustainable, and data-driven. Near-term, there are cohorts to onboard, a multi-product readiness program to build from scratch, and a coaching infrastructure that doesn't yet exist. Longer term, this person shapes what SDR excellence looks like as Ramp's product continues to evolve and the definition of a great SDR continues to rise. If you're energized by building in a high-standards, high-velocity environment, translating organizational priorities into field impact, and owning a function that directly determines whether the top of Ramp's revenue funnel performs — this is the role. Nice to Have - Experience at a hyper-growth SaaS company with a similarly complex SDR tech stack - Background as an AE or SDR manager (not just SDR) — understanding of the full top-of-funnel motion - Experience building AI-powered tools or workflows for SDR or sales use - Familiarity with Ramp's product surface: spend management, AP automation, procurement, treasury - Track record of building readiness or career development programs that created a pipeline into AE, AM, or management roles Benefits available to all full-time Ramp employees (Global) - Flexible PTO - Unlimited AI token usage - Centralized home-office equipment ordering - Health and wellness stipend - Budget for intra-office travel - Weekly coffee stipend United States - 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents - One Medical annual membership - 401(k), including employer match on contributions made while employed by Ramp - Fertility HRA (up to $10,000 per year) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay - Pet insurance - In-office perks: lunch, snacks, drinks, and more - Relocation support to NYC or SF (as needed) Canada - Group medical, dental, and vision coverage through Sun Life - Life, AD&D, and disability coverage - Fertility drug coverage (up to $4,000 lifetime) - Group Retirement Plan with employer match (RRSP + DPSP) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay - Employee Assistance Program and virtual care through Lumino Health United Kingdom - Private medical insurance through Freedom Elite - Virtual GP and at-home care via eMed x Livi - Workplace pension through Penfold, with salary sacrifice option - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay Referral Instructions If you are being referred for the role, please contact that person to apply on your behalf. Other notices Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process. Ramp Applicant Privacy Notice

Manager, Third-Party Event Marketing Locations: - New York, New York (Headquarters) - Chicago, Illinois - Miami, Florida - San Francisco, California Work Arrangement: Hybrid Employment Type: Full-Time Compensation: - New York and San Francisco: $162,000–$223,000 base salary Job Description: About Ramp Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. About the Role Most event marketers run internal programs. This role is different. You'll own Ramp's entire third-party event footprint — the major industry conferences and tentpole sponsorships where we show up alongside prospects and customers. This is a player-coach role. You'll lead a team of event marketers while staying close to execution, partnering daily with Sales to ensure every event is staffed strategically and followed up properly. If you've spent years operating at large conferences and know what it takes to turn a sponsorship into real pipeline, this role was written for you. What You'll Do - Ramp's third-party conference and sponsorship portfolio — evaluation, negotiation, and budget management across major industry tentpoles - Activation strategy for each event: targeting, staffing, programming, and follow-up - A team of event marketers — you'll set direction, develop their skills, and raise the bar on execution - Sales enablement for field events: briefings, account lists, rep assignments, outreach support, and post-show accountability - Data and reporting: pipeline sourced, influenced, and cost-per-opportunity across the 3P portfolio What You Need - 6+ years in B2B event marketing, with at least 2 years focused on third-party or sponsorship programs at scale - Deep experience with major tentpole conferences — you've negotiated sponsorships, managed booths, and turned show floor presence into booked meetings - A track record of working hand-in-hand with Sales — you've run staffing strategy, enabled reps before shows, and held post-event follow-up accountable - Experience managing people and building team processes; you coach, prioritize, and develop - Strong budget judgment — you know where to invest and where to pull back - Fintech, SaaS, or enterprise B2B background preferred Nice-to-Haves - Experience at a high-growth B2B SaaS or fintech company. - Experience building event programs targeting mid-market and enterprise customers. - Experience launching events strategy in new verticals, industries, or geographies. - Demonstrated use of AI or automation to improve event marketing workflows or outcomes. Benefits available to all full-time Ramp employees (Global) - Flexible PTO - Unlimited AI token usage - Centralized home-office equipment ordering - Health and wellness stipend - Budget for intra-office travel - Weekly coffee stipend United States - 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents - One Medical annual membership - 401(k), including employer match on contributions made while employed by Ramp - Fertility HRA (up to $10,000 per year) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay - Pet insurance - In-office perks: lunch, snacks, drinks, and more - Relocation support to NYC or SF (as needed) Canada - Group medical, dental, and vision coverage through Sun Life - Life, AD&D, and disability coverage - Fertility drug coverage (up to $4,000 lifetime) - Group Retirement Plan with employer match (RRSP + DPSP) - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay - Employee Assistance Program and virtual care through Lumino Health United Kingdom - Private medical insurance through Freedom Elite - Virtual GP and at-home care via eMed x Livi - Workplace pension through Penfold, with salary sacrifice option - Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay Referral Instructions If you are being referred for the role, please contact that person to apply on your behalf. Other notices Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.

Lead creative direction for customer films, set high narrative standards, partner with marketing teams, and manage a team of filmmakers and animators to produce compelling, story-driven brand content.