Job intelligence
E-commerce Development Specialist - Website Manager and Developer (Remote, Daysh
Shore360
Before relying on the listing: Confirm Compensation with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
What stands out most is that location flexibility looks unusually broad. The biggest counterweight is that the pay picture is incomplete.
A financial comparison will need the approved compensation range.
No material geography, office-attendance or timezone restriction is visible in the available wording.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Advertised location
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Location flexibility looks unusually broad: The available wording supports high Remote Freedom without a material geography, office-attendance or timezone restriction showing up.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Associate Software Engineer
Constellation · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Mobile Application Developer
Bjak · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
DevOps Engineer – AWS & Terraform
Recruitive AB · Stockholm, Stockholms län, Sverige
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
Salesforce Developer Sales & Service Cloud (Lund)
Soros Consulting AB · Lund, Skåne län, Sverige
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Software engineering roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (22) · EUR (9) · GBP (4). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 3411 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 18% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- software developer
- embedded systems software developer
- industrial mobile devices software developer
- ICT application developer
- IoT developer
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Software Developers 15-1252.00
- Computer Programmers 15-1251.00
- Software Quality Assurance Analysts and Testers 15-1253.00
- Computer Systems Analysts 15-1211.00
- Computer Systems Engineers/Architects 15-1299.08
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
software developer
Usually essential in this ESCO occupation
- integrated development environment software
- debug software
- ICT debugging tools
- perform scientific research
- project managementPhrase in listing
- use technical drawing software
- manage engineering project
Context-dependent ESCO skills
- smart contract
- Prolog (computer programming)
- JavaScriptPhrase in listing
- blockchain platforms
- use automatic programming
O*NET · U.S. occupation
Software Developers
O*NET occupation skills
- Programming
- Critical Thinking
- Judgment and Decision Making
- Active Learning
- Reading Comprehension
- Systems Analysis
- Active Listening
- Complex Problem Solving
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
LLM Applied Data Scientist (RAG/ NLP)
Binance · Hong Kong, Singapore
same employment type · similar work-arrangement evidenceSecurity Engineer, Offensive Security
Liftoff · USA
same employment type · similar work-arrangement evidenceLead Data Analyst
Liftoff · USA
same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Mid-career. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Junior Backend Developer (Python) (M/W/D) 20H Stellenbeschreibung Read Description Before
uNaice GmbH · Werther
Similar work arrangement · Recently postedStretch direction
Manager II, Developer Advocacy
Datadog · USA
Similar work arrangement · Same employment type · Recently postedSenior Software Engineer
Tydy · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
This listing names several concrete skills, but they do not currently overlap with the most frequently surfaced skill labels in the sampled Software engineering roles opportunities.
Skills named in this listing
Shared with the current career sample
The recognized skills in this listing do not overlap with the current top-skill list for this occupation sample.
Additional signals in this listing: Excel · Google Analytics · JavaScript · Project Management
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Excel, Google Analytics, and JavaScript rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Data & AI roles, Cybersecurity roles, and Product roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 113 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Excel
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Google Analytics
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
JavaScript
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Project Management
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
SEO
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
E-commerce Development Specialist - Website Manager and Developer (Remote, Daysh at Shore360 becomes easier to judge once work-location flexibility has usable detail, the application route gives a few useful clues, and the listing can be traced to a current source are viewed together. Here is the current read from the information available.
Work-location flexibility has usable detail
The work-location pattern is “Highly location-flexible”, with Remote Freedom at 96/100.
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- The available work-location evidence indicates strong location flexibility.
Visible cautions
No specific caution is supported by the currently available evidence. This does not prove that none exists.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The observable work-location signals indicate unusually strong location flexibility.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Shore360
Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Shore360 — current opportunity snapshot
Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: himalayas.app · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
About Shore360:
Shore360 is a 100% Australian-owned BP firm based in the Philippines, providing customized staffing and administrative support for international companies, handling recruitment, HR, IT, and office facilities so clients can focus on core business, offering transparent pricing, dedicated teams, and flexible setups.
Position Summary
The E-commerce Development Specialist is responsible for developing, managing, optimizing, and continuously improving Ultra Football's online store to deliver an exceptional shopping experience for customers.
The role focuses on driving online sales, improving website functionality, enhancing customer engagement, and ensuring the effective presentation of products across the website. This position works closely with the merchandising, marketing, inventory, customer service, and IT teams to support the company's digital growth and commercial objectives.
For Ultra Football, the role should be particularly focused on the online football retail experience, including football jerseys, boots, training apparel, equipment, accessories, and other football-related products.
Key Responsibilities
1. Website Development & Management
- Manage, maintain, and continuously improve the Ultra Football e-commerce website.
- Ensure website functionality, navigation, product pages, and shopping cart features operate efficiently.
- Identify website issues, coordinate technical fixes, and implement improvements to enhance user experience.
- Work with developers and IT teams to implement new website features, integrations, and enhancements.
- Ensure the website is mobile-responsive, user-friendly, secure, and optimized for performance.
- Monitor website speed, functionality, accessibility, and overall customer experience.
2. Product & Content Management
- Manage product listings, product descriptions, images, pricing, specifications, sizes, colours, and stock availability.
- Ensure accurate and consistent product information across all online product categories.
- Create and maintain product collections, landing pages, promotional banners, and featured product sections.
- Coordinate product launches and updates for new football boots, jerseys, teamwear, apparel, and accessories.
- Ensure product pages are optimized for search engines and customer conversion.
- Collaborate with the merchandising and inventory teams to ensure product information and stock levels are accurate.
3. E-commerce Strategy & Sales Optimization
- Develop and implement strategies to increase online sales, website traffic, and customer conversion rates.
- Identify opportunities to improve the customer shopping journey and reduce cart abandonment.
- Monitor sales performance and recommend initiatives to improve revenue and profitability.
- Optimize product recommendations, cross-selling, upselling, and promotional campaigns.
- Support seasonal campaigns, major football tournaments, new product releases, and exclusive product drops.
- Develop strategies to maximize customer engagement and repeat purchases through Ultra Rewards and other loyalty initiatives.
4. SEO & Digital Marketing Support
- Implement search engine optimization (SEO) strategies to improve organic website visibility.
- Optimize product titles, descriptions, metadata, URLs, and website content.
- Coordinate with the marketing team to execute digital campaigns, promotions, and product launches.
- Ensure website content aligns with advertising campaigns, email marketing, and social media promotions.
- Monitor website traffic, search rankings, and campaign performance using analytics tools.
5. Website Analytics & Performance Reporting
- Monitor and analyze e-commerce performance using Google Analytics 4, Google Search Console, and other reporting tools.
- Prepare regular reports on:
- Website traffic and visitor behavior.
- Online sales and revenue performance.
- Conversion rates.
- Average order value (AOV).
- Cart abandonment rates.
- Product performance and best-selling items.
- Customer acquisition and retention.
- Identify trends, issues, and opportunities through data analysis.
- Recommend data-driven improvements to increase website performance and sales.
6. E-commerce Operations & Integration
- Coordinate with warehouse, inventory, customer service, and logistics teams to ensure smooth online order fulfillment.
- Monitor product availability and inventory synchronization between online and physical stores.
- Support online ordering, payment gateway, shipping, returns, and click-and-collect functionality.
- Ensure a seamless integration between the website and relevant third-party applications and platforms.
- Assist in troubleshooting order processing, payment, checkout, and website-related issues.
- Ensure accurate implementation of website promotions, discount codes, and loyalty rewards.
7. Continuous Improvement & Innovation
- Research emerging e-commerce technologies, tools, and industry trends.
- Conduct regular website audits and identify opportunities for improvement.
- Perform A/B testing on website layouts, landing pages, product presentations, and checkout processes.
- Recommend innovative features to enhance customer experience and increase sales.
- Stay updated with e-commerce best practices, digital retail trends, and competitor activities.
Qualifications and Requirements
Education
- Bachelor's degree in Information Technology, Computer Science, Business, Marketing, E-commerce, or a related field.
Work Experience
- At least 2–4 years of experience in e-commerce management, website development, or digital commerce operations.
- Experience managing an online retail store or e-commerce platform.
- Experience in sports retail, fashion, footwear, or consumer goods is an advantage.
Technical Skills
- Experience with e-commerce platforms such as Shopify, Shopify Plus, Magento, or WooCommerce.
- Knowledge of HTML, CSS, and basic JavaScript is an advantage.
- Proficiency in Google Analytics 4 and Google Search Console.
- Understanding of SEO, website optimization, and conversion rate optimization (CRO).
- Experience with product information management, inventory systems, and third-party integrations.
- Knowledge of payment gateways, shipping integrations, and online checkout processes.
- Proficiency in Microsoft Excel or Google Sheets.
Core Competencies
- Strong analytical and problem-solving skills.
- Excellent project management and organizational abilities.
- Strong attention to detail and accuracy.
- Good communication and collaboration skills.
- Customer-focused and commercially driven mindset.
- Ability to manage multiple projects and meet deadlines.
- Proactive, innovative, and adaptable to changing business needs.
- Passion for football, sports retail, and digital commerce is highly desirable.
Key Performance Indicators (KPIs)
The performance of the E-commerce Development Specialist will be measured against the following:
Performance Area
Key Performance Indicator
- Online Sales
- Achievement of monthly and annual online sales targets
- Conversion Rate
- Improvement in website visitor-to-purchase conversion
- Website Performance
- Website uptime, speed, and functionality
- Product Management
- Accuracy and timely uploading of product listings
- SEO Performance
- Improvement in organic traffic and search rankings
- Customer Experience
- Reduction in cart abandonment and checkout issues
- Average Order Value
- Growth in average customer spending per transaction
- Campaign Execution
- Timely and accurate implementation of online promotions
- Website Optimization
- Successful implementation of website improvements
- Reporting
- Timely submission of accurate e-commerce performance reports
Key Working Relationships
The position will work closely with:
- E-commerce and Digital Marketing Team
- Merchandising and Buying Team
- Inventory and Warehouse Operations
- Retail Store Operations
- Customer Service Team
- IT and Web Development Team
- Brand and Marketing Partners
ShoreXtra Perks
- HMO Coverage plus 2
- 15 annual paid leave credits
- Referral Incentives – Get rewarded for bringing top talent to the team via our referral program.
- Statutory Benefits: Maternity, Paternity, and Solo Parent Leaves, Magna Carta for Women, OT, and Premium Pays
Work Set-Up
- Remote
- Dayshift, Fixed Weekends Off
- Full-Time
Originally posted on Himalayas
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed today
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.