Job intelligence
Senior Commercial Counsel
Redox
Before relying on the listing: Confirm Application closing time 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
The available details do not point to a single standout advantage yet. The clearest issue to weigh is location rules could change the fit.
Current comparable position is around the 38th percentile.
Geographic eligibility is restricted to a country or region.
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
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
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
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- 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.
Senior Claim Representative / Claim Counsel
Davies North America · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 25% lower advertised midpoint
Agency Attorney, Bureau of Environmental Surveillance and Policy
DEPT OF HEALTH/MENTAL HYGIENE · 125 Worth Street, Nyc
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 47% lower advertised midpoint
Different angle: Seniority is not explicit
Lead Paralegal Specialist
Offices, Boards and Divisions · Washington, District of Columbia
Why it is nearby: Same seniority band · Same country · Recently posted
About 30% lower advertised midpoint
Commercial Counsel
Esko · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
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 Legal & compliance 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 (136) · EUR (1) · GBP (1). 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.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
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 466 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 69% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is mixed but appears in at least half of the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
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: advertised pay range, 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.
Usable advertised compensation is available.
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
- How much paid leave is provided and what are the carry-over or blackout rules?
- 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?
- Is there a firm application deadline, a rolling review window or no stated closing date?
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
- legal service manager
- mergers and acquisitions analyst
- scopist
- lawyer linguist
- legal administrative assistant
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Paralegals and Legal Assistants 23-2011.00
- Legal Secretaries and Administrative Assistants 43-6012.00
- Legal Support Workers, All Other 23-2099.00
- Lawyers 23-1011.00
- Compliance Managers 11-9199.02
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
legal service manager
Usually essential in this ESCO occupation
- cost management
- write work-related reports
- provide legal advice
- legal department processes
- comply with legal regulations
- advise on legal services
- liaise with managers
Context-dependent ESCO skills
- mergers and acquisitions
- use communication techniques
- negotiate in legal cases
- provide legal advice on investments
- prioritise requests
O*NET · U.S. occupation
Paralegals and Legal Assistants
O*NET occupation skills
- WritingPhrase in listing
- Active Listening
- Reading Comprehension
- Speaking
- Critical Thinking
- Active Learning
- Complex Problem Solving
- Judgment and Decision Making
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
Commercial Operations Manager
Wipfli · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceProgram Financial Analyst
Curtiss-Wright Corporation · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceSenior Tax Accountant, EMEA
hims & hers · UK
same seniority band · 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 Senior / lead. 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
Associate Counsel
RYZE Superfoods · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedConflicts Attorney
Ice Miller LLP · Remote — Worldwide
Similar work arrangement · Same employment type Advertised midpoint is about 28% lowerStretch direction
Senior Director, Corporate Counsel
1Password · Canada, USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 101% higherAssociate General Counsel, GTM & Commercial Legal
Qualtrics · USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 60% higherThese 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?
Procurement is one of the signals this listing shares with skills appearing often across current Legal & compliance roles opportunities.
Skills named in this listing
Shared with the current career sample
- Procurement Seen in 19 sampled listings
- Salesforce Seen in 3 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Procurement and Salesforce rather than relying on a keyword-only claim.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Finance & accounting roles and Operations & program 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; 49 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.
Procurement
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.
Salesforce
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.
Prepare for a stated application step
An assessment, test or work-sample step is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
For Senior Commercial Counsel at Redox, the most useful clues right now are the advertised pay can be placed in context, remote flexibility can be weighed properly, and the application route gives a few useful clues. Looking at them together makes the trade-offs easier to see.
The advertised pay can be placed in context
The annualized midpoint sits near the 38th percentile within 32 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.
Remote flexibility can be weighed properly
Location flexibility can be assessed here: Limited location freedom, with a Remote Freedom reading of 47/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
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
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 1 days ago.
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
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- Applicant residence or location appears to be restricted.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Pay and barrier context available
The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.
Comparable disclosed-pay evidence places this job at about 38 / 100 within its current occupation/seniority sample.
2 explicit Remote Freedom restriction signals are present and are shown separately from qualification requirements.
- 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.
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 source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 1 days ago.
Compensation intelligence
How competitive is this pay?
Below many comparable disclosed salaries
The annualized midpoint is below the current comparable median but remains within the sample’s lower-to-middle range.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Redox
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
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
Redox — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (1) · Legal (1)
Visible seniority mix: Senior / lead (3)
Current employment-type mix: Full time (3)
Most visible hiring countries in this sample: United States (3)
Other current roles from this employer
Staff Platform Engineer
USA
Senior / lead · Region-restricted remoteSenior Integration Coordinator
USA
Senior / lead · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
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
Limited location freedom
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
- Applicant residence or location appears to be restricted.
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?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Commercial & IP Legal Counsel
StackAdapt · Canada, USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Senior Counsel, Commercial
Dandy · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Commercial Counsel
Instacart · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
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: jobicy.com · HTTPS
Visible application steps or requirements
- An assessment, test or work-sample step is explicitly mentioned.
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.
Redox is on a mission to accelerate healthcare’s transformation with useful data. Redox Engine, a flexible interoperability platform, connects and powers real-time healthcare data exchange. With just one connection, data can be orchestrated across a growing network of 12,000+ systems and organizations, including 100+ electronic health record systems (EHRs). Redox processes over 1.2 billion messages per month across our health tech vendor, provider, payer, EHR, and life sciences customers.
Opportunity & Impact
The Commercial Counsel will play an integral role in supporting the legal function across Redox and becoming a trusted partner and advisor to all business segments. While this role will primarily be partnering with Redox's sales team to negotiate and close deals at pace with acceptable risk, it will also be responsible for supporting all teams in engaging with outside vendors. Reporting directly to the General Counsel, this role will provide the right candidate with the opportunity to grow and expand their expertise across all corporate legal functions.
Job Responsibilities:
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Draft, review, and negotiate commercial contracts (including customer facing and vendors).
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Document learnings to create a long term knowledge management system for future Redoxers.
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Participate in or manage the process to create efficiency in contracting, including self serve options for sales and other parts of Redox.
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Support the legal functions in other business areas as required, including compliance, customer success and employment matters.
Required Skills & Experience:
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5+ years drafting and negotiating customer-facing commercial contracts on the selling side, working directly with sales teams to close deals, not solely vendor or procurement contract review
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Excellent legal writing skills, with the judgment to communicate complex terms clearly and concisely
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Sound judgment operating in ambiguity, comfortable making calls without a clear precedent
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Demonstrated ability to work and make decisions autonomously, operating within parameters set in partnership with leadership
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Strong ability to prioritize and focus effort on the highest impact work across a demanding caseload
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Confidence to ask questions and seek input, balanced with the self awareness to push your own limits
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Proven business acumen and commercial judgment
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Track record of building trusted relationships cross functionally and directly with customers
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Intellectual curiosity that drives you to solve problems, not just find answers
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Comfortable operating with urgency and pace in a fast moving environment
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Team oriented mindset, ready to pitch in wherever needed
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Fluency with AI tools (e.g., Claude) to drive efficiency in contract drafting, review, and knowledge management, as Redox is an AI forward company
Who you'll be engaging with:
-
Redox's sales team, as the primary partner for negotiating and closing deals
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The General Counsel, as this role's direct manager
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Compliance, customer success, and employment teams, for legal support across the business
Nice to have in your background:
- Experience working directly with a sales team highly preferred
-
SaaS background a plus, but not a requirement
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Working knowledge of the Health Insurance Portability and Accountability Act (HIPAA) is a serious plus, but not a requirement
Specific Software Platform/Tools:
Required: Microsoft Word (redlining functions), Zoom
Preferred: Salesforce, Linksquares, Claude
Compensation
Compensation: The base salary range for this position is expected to be $155,000 to $180,000 per year base, plus variable component.
*The base salary range is subject to change and may be modified in the future. The actual offer may vary depending on multiple factors unique to each candidate, including but not limited to the level of job-related knowledge, skills, qualifications, education/certification, and interview assessment.
Please note that the compensation details listed above reflect the base salary only, and do not include incentive pay, equity, or benefits. Redox offers a total rewards package that includes stock options and employee benefits for full-time employees. Our total rewards package includes the following:
Benefits & Perks
• 100% remote first culture (must be based in the US)
• Unlimited Flexible Time Off
• 15+ Observed Holidays
• Rest & R^Charge days (guaranteed a 3-day weekend each month)
• R^Charge (6 weeks paid sabbatical + stipend)
• 401k match 50% for up to 8% on Day 1
• Medical/Dental/Vision Benefits on Day 1
• HSA & FSA, Life, Disability, Medical Travel & Employee Assistance Program
• Paid Parental Leave (16 weeks)
• Productivity Stipend & Wellness Fund
• Redox Issued MacBook
• Virtual and/or in-person Team & Company Events
• Stock Options
• Employee Referral Bonus Program
Additional Information
About Redox - Take a look here: https://youtu.be/4OjENXR6UXA
What We Do
Healthcare organizations and technology vendors connect to Redox once, then authorize what data they send to and receive from partners through a centralized hub. Redox's cloud-based platform is vendor and standards-agnostic and enables the secure and efficient exchange of healthcare data.
This approach eradicates the need for point-to-point integrations and accelerates the discovery, adoption, and distribution of patient and provider-facing technology solutions. With hundreds of healthcare organizations and technology vendors exchanging data today, Redox represents the largest interoperable network in healthcare. Learn how you can leverage the Redox platform at www.redoxengine.com.
Other Stuff About Us
Redox is an EEO company. We fully support the diversity of our team. As part of our ongoing work to build more diverse teams at Redox, you will be asked to complete a voluntary EEO survey when applying. This survey is anonymous, we cannot link your application record with your survey responses. We request that you complete this voluntary survey as we run monthly reports for each team which provides data for diversity in terms of gender and ethnic background in our Applicants and our Hired Redoxers. We take this data very seriously and appreciate your willingness and time to complete this step in the process.
Successful candidates must be eligible to be employed in the U.S. and must reside & work in the continental U.S.
Thank you for your interest in Redox!
#LI-TA1
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 in the past 3 days
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: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.