Role Description The Senior Field Service Manager is responsible for effectively planning, leading, and managing a portfolio of RenewableWorks clients while providing direct, client-facing support and practical field leadership across all renewable energy projects. This role oversees EPC and Battery Energy Storage System (BESS) service as well as manpower activities, ensuring safe, high-quality, and efficient execution in the field. With a strong presence in the field, the Senior Field Service Manager provides hands-on leadership to field teams, our EPC partners, overall service, and troubleshooting. This role requires a good amount of travel, up to 50%, to project work sites and customer meetings. Through disciplined execution, cross-functional collaboration, and proactive team engagement, this role drives operational excellence and long-term customer success. Reporting directly to the Manager, Field Services, by performing the following essential duties and responsibilities personally or through subordinate managers. Qualifications - Bachelor’s degree in business, Project Management, or related field; or equivalent combination of education and field experience. - Five to Seven years of proven success in complex supervision in a solar/construction project setting. - 3+ years in leadership or multi-team management role. - Valid Driver’s License and a car occasionally used for work. - OSHA 30. - Bilingual preferred. Requirements - Establish clear expectations, performance standards, and processes for all field teams through consistent auditing and KPI monitoring. - Coordinate with customers – collaborate and prepare with internal departments to meet overall project objectives. - Communicate clear process development according to each unique customer requirement. - Coordinate with field teams to ensure Payroll is completed on time, accurately and any corrections documented properly in the system. - Primary point contact for key clients, supporting all meetings to ensure concerns, questions, and customer satisfaction are at their best. - Primary point of contact for field teams, providing dependable, consistent, and supportive leadership every day. - Champion a “Safety First” environment and ensure compliance with OSHA and company safety standards. - Ensure compliance standards instruction are in place and properly maintained. Benefits - Competitive benefits package, including 6 paid holidays, 1 paid floating holiday, and up to 20 days of Paid Time Off per year. - Medical/Dental/Vision insurance. - Company-matching 401(k) and Employee Stock Purchase Program. - Additional programs and perks. Physical and Travel Requirements - This role is primarily work from home but will require travel to meet with clients or support field service teams approximately 50% of the time. - Employees are frequently required to stand, sit, talk, and/or listen for prolonged periods of time. - The employee must regularly lift and/or move up to ten pounds and occasionally lift and/or move up to twenty-five pounds. Salary Range $91,500 - $114,400 annually, depending on experience and geographic location, plus eligibility for incentive pay, subject to plan terms. Please note that actual compensation offered may vary based on local pay requirements, and will meet or exceed state-specific minimum wage or salary thresholds.

Role Description The SOX Manager for Business Process and IT Application Controls (ITAC) is a critical, highly visible role on the Finance team responsible for the day-to-day execution and continuous improvement of the company’s Sarbanes-Oxley (SOX) Section 404 compliance program. As our business experiences tremendous growth, this individual will act as a key partner to business process and ITAC owners, ensuring a robust Internal Control over Financial Reporting (ICFR) environment and be responsible for working with different business stakeholders on maintaining the SOX controls. The ideal candidate is a motivated, self-starting leader with a strong background in public accounting and internal controls. You will not just manage compliance, but actively drive process optimization, automation, and cross-functional risk management. Essential Duties and Responsibilities - SOX Program Management & Execution - Lifecycle Management: Lead the execution of the annual SOX compliance lifecycle for business processes and ITAC, including scoping, risk assessment, documentation (narratives, flowcharts, Risk & Control Matrices), testing coordination, and deficiency remediation. - Risk Assessment & Scoping: Perform the annual qualitative and quantitative risk assessment to identify significant accounts, relevant assertions, and key controls, proactively adjusting the SOX scope to reflect business growth or process changes. - Audit Coordination: Serve as the business process and ITAC primary point of contact and liaison between management, control owners, Internal Audit, and the External Auditors for all SOX-related matters to ensure a coordinated, efficient, and cost-effective audit process. - Deficiency Management: Evaluate control deficiencies/process enhancements and partner closely with business process and ITAC owners to develop actionable remediation plans and track progress to ensure timely resolution. - Process Optimization & Cross-Functional Partnership - Control Rationalization: Drive a continuous improvement mindset by identifying opportunities to streamline operations, eliminate redundant controls, and increase the utilization of automated controls or GRC tools. - Stakeholder Engagement: Act as a trusted advisor to business process and ITAC owners providing guidance, coaching, and training on control responsibilities. - Change Management: Proactively assess and manage the SOX impact of new financial systems, workflow updates, or corporate transformation initiatives. - Policy & Standardization: Support the development and alignment of policies to ensure harmonized processes across all business units. - Audit Coordination & Reporting - Audit Liaison: Serve as the business process and ITAC primary point of contact and liaison between management, control owners, Internal Audit, and the External Auditors for all SOX-related matters (e.g. walkthroughs, evidence gathering, follow-ups) to ensure seamless, cost-effective audit process. - PMO & Consultant Management: Manage the SOX project timeline, tracking milestones and managing external auditors, as needed. - Status Reporting: Prepare regular status updates, control deficiency summaries, and remediation progress reports for the management. Qualifications - Bachelor’s degree in Accounting, Finance, or a related field. - Minimum of 7+ years of progressive experience in Big 4 public accounting (Audit or Risk Advisory), specifically focused on SOX 404 audits and ICFR for large accelerated filers. - Strong familiarity with high-growth environments (Fintech or technology sector experience is a major plus). - Active Certified Public Accountant (CPA) or Certified Internal Auditor (CIA) is strongly preferred. CISA is a plus. - Deep understanding of SOX Section 404 requirements, the COSO framework, and PCAOB auditing standards. - Experience navigating and evaluating controls within major ERP and enterprise systems (e.g., NetSuite) is highly desirable. Requirements - Strong conceptual and problem-solving skills with meticulous attention to detail. - Proven ability to manage multiple projects simultaneously, manage timelines, and deliver high-quality results under pressure. - Excellent interpersonal and communication skills, with the ability to translate complex control requirements into clear, actionable guidance for non-financial stakeholders. - A self-starter who can work independently while maintaining strong alignment with a broader team goal. Benefits - 100% paid employee health, dental, and vision plans (choose HMO, PPO, or HDHP). - HSA & FSA accounts. - Life Insurance, Long & Short-term disability coverage. - Employee Assistance Program (EAP). - 11+ Observed holidays and wellness days and flexible time off. - Employee Stock Purchase Program with employee discounts. - Wellness & Fitness initiatives. - Employee recognition and referral programs. - And much more.

Role Description The Policy and Quality Manager is the author and architect of the operational standards that govern Topstep's chargeback and abuse program. This role designs from scratch — the policy library, the QA framework, the training curriculum — and continuously iterates on all three as the program evolves. The primary work is creation, judgment, and standard-setting; the person in this seat determines what good looks like, builds the systems to measure it, and owns the ongoing responsibility of keeping standards current and effective. This role sits within the Chargeback Standards Team and serves as the program's internal authority on chargeback policy interpretation and quality standards, and is responsible for building and owning the written and quality infrastructure the program runs on. Key Responsibilities - Develop, document, and continuously update operational playbooks, workflows, SOPs, escalation procedures, decision trees, and business requirements across all chargeback and abuse processes. - Author and own the chargeback policy library — chargeback response standards, processor-specific handling procedures, and the abuse classification framework across all defined categories; exercise independent judgment in developing standards where no precedent exists. - Serve as the final decision-maker on policy interpretation questions; own the accuracy, currency, and enforceability of all standards the program operates against. - Draft and version chargeback response templates across all active reason codes and processors. - Build and maintain customer-facing policy language — refund terms, chargeback process explanations, and enforcement notice language — in coordination with Legal, Compliance, and Trader Experience. - Build and maintain the training curriculum for chargeback and abuse operations — covering reason code logic, evidence standards, processor-specific rules, abuse classification, and enforcement protocols. - Develop onboarding materials for new agents and create assessments to validate readiness before live case assignment. - Design and own the QA framework from the ground up — define scoring criteria, case review methodology, sampling approach, and calibration cadence across both BPO and internal agents; continuously evaluate and iterate as program needs evolve. - Own the QA audit cycle and maintain accountability for the quality trajectory of the program — not just individual findings, but the overall performance trend over time. - Develop and coach BPO agents through structured training delivery, QA feedback loops, and calibration sessions; own their operational readiness and hold accountability for quality outcomes, independent of reporting line. - Monitor performance quality across the agent population — log issues systematically, identify trends, escalate systemic gaps, and drive improvements in partnership with Operations Managers. - Lead cross-functional alignment on policy changes, training rollouts, and QA findings — driving decisions and accountability; primary counterparts include Legal, Compliance, Product, Engineering, and Trader Experience. - Lead operational improvement projects to enhance workflows and efficiency; ensure tooling changes are reflected in documentation and training before rollout. - Own policy versioning and change management; ensure all documentation remains current as card network rules and internal procedures evolve. - Build the function's infrastructure with scale in mind — document systems, build repeatable processes, and develop standards that can support team growth over time. - Develop working familiarity with adjacent Chargeback Standards Team functions to support cross-coverage and program continuity as the company scales. - SQL or Looker proficiency is a plus. Qualifications - 3–5 years in a policy authorship, QA design, or operations standards role — ideally in fintech, payments, or a regulated operations environment. - Demonstrated experience designing QA frameworks and training programs from scratch — not executing against frameworks someone else built. - Deep familiarity with card network chargeback rules across Visa, Mastercard, American Express, and Discover. - Proven ability to author clear, actionable documentation that operational teams can execute from without ambiguity. - Strong analytical approach to quality — tracks trends and systemic issues, not just individual errors, and translates findings into policy and process recommendations. - Demonstrated ability to develop others through feedback, coaching, and structured training — regardless of formal reporting relationships. - Ability to scope and execute improvement projects independently with accountability for outcomes. - Strong written and verbal communication; able to engage with senior leadership on standards strategy and with operations teams on day-to-day application. - Experience writing chargeback response evidence packages or representation documentation is a meaningful differentiator. Benefits - Topstep is an engaging working environment which ranges from fully remote to hybrid. - Foster a culture of collaboration with cameras on during meetings and a robust Slack environment for communication. - Seven Company-paid Holidays and generous Family Leave. Paid time off is front-loaded. - Competitive 401(k) matching, health, dental, and vision insurance is offered for full-time employees. - Vacations are encouraged with a bonus for taking 5 consecutive days. - Employee referrals are bonused. - Topstep offers a food and groceries budget and contributes towards health and wellness. New Hire Base Salary Range $90,000 - $110,000. This position is eligible for a performance-based bonus as provided by the plan terms and governing documents. The compensation offered will take into account internal compensation structure and may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. Equal Opportunity Employer Topstep is an Equal Opportunity Employer. We are committed to fostering an inclusive environment where all employees and applicants are valued. All qualified candidates will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, or veteran status, in compliance with applicable federal, state, and local laws. Interested in the role? Apply today with your resume!

Role Description You’ll work across multiple hiring projects simultaneously, partnering with fast-growing e-commerce brands, SaaS companies, and agencies that are serious about growth and have high expectations when it comes to talent. A large part of your focus will be on GTM hiring—primarily recruiting top-performing sales talent, from SDRs and Account Executives to sales leaders and other revenue-driving roles. This is a hands-on, operational recruiting role. You’ll be actively involved in every step of the hiring process, including: - Proactively sourcing and engaging candidates through various channels - Building and managing candidate pipelines and hiring funnels - Screening and assessing candidates through interviews and qualification calls - Coordinating and arranging interviews between candidates and clients - Following up with candidates and stakeholders throughout the hiring process - Maintaining accurate candidate data and recruiting workflows - Supporting multiple searches simultaneously while ensuring an excellent candidate experience - Identifying bottlenecks and helping keep hiring processes moving efficiently No two days look the same. You’ll work with ambitious companies, challenging searches, and a constant flow of new opportunities. Qualifications - Previous recruiting experience is definitely a plus, but it’s not a hard requirement. - Motivated individuals eager to build a career in recruiting and talent acquisition. - Curiosity about people, communication, psychology, performance, and team dynamics. - Strong communication and interpersonal skills. - Naturally proactive and enjoy reaching out to people. - Thrive in fast-paced environments. - Organized and detail-oriented. - Take ownership and enjoy solving problems. - Excited to learn and develop professionally. - Candidates from other industries are welcome if they bring the right mindset, ambition, and willingness to learn. Benefits - Competitive Compensation - Compensation structure consisting of a fixed salary plus performance-based bonuses. - Indicative salary ranges: - Junior Recruiter: €36,000–€50,000 fixed salary - Mid-Level Recruiter: €50,000–€70,000 fixed salary - Additional performance-based bonus structure. - Support with tools, setup, and resources to perform at your best. - Gym or sports memberships of your choice. - Support for athletic and competitive sports activities. - Ongoing learning and development opportunities. - Direct exposure to founders, high-growth companies, and exciting hiring projects. - Goal to give talented people the support they need to do exceptional work and build a career they’re proud of.