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Job intelligence

Billing SME - Product

Elation Health

Location: Canada, USA Work arrangement: Region-restricted remote Employment: Full Time Posted: October 20, 2026 Freshness: Aging listing Source check: Observed in the current source window
Disclosure3 of 5 core facts statedReview uncertainties
Last source observationObserved in the current source windowObservation is not employer confirmation.
Application destinationjobicy.comReview the application route and source evidence in the full report below.

Before relying on the listing: Confirm Compensation and 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.

Compensation positionPay not disclosed
Work flexibilityRegion-restricted remoteBased only on stated location/work-arrangement evidence.
Decision evidence3 of 5 core facts knownThis listing states about the same number of core decision facts as the median role in the current sample.
Mobility evidenceSponsorship not establishedUnknown evidence is not treated as unavailable.
Current alternatives1507 current same-family rolesCurrent HPJ inventory, not the whole labor market.
Negotiation readinessNegotiation evidence available: current same-currency market context.Use the private Offer & Negotiation Lab below if an offer arrives.
Watch closely: Comparable advertised compensation is incomplete

Fast read

Opportunity DNA

The available details do not point to a single standout advantage yet. The clearest issue to weigh is the pay picture is incomplete.

PayNot disclosed

A financial comparison will need the approved compensation range.

FlexibilityLocation limits visible

Geographic eligibility is restricted to a country or region.

Entry pathRequirements unclear

The listing does not make the minimum education or experience threshold clear enough yet.

MobilityNot established

Sponsorship and relocation support are not clear from the current listing.

ApplicationSome process detail

Part of the application route can be assessed, but the full external process may contain additional steps.

TraceabilityCurrent source traceable

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

3 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
  • Employment type

What to verify next

  • Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
  • 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

  • The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
  • Location rules could change the fit: Geographic eligibility is restricted to a country or region.

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.

Staff AI Product Analyst

ANGI · USA

USD 165,000–225,000 / year Region-restricted remote 4/5 core facts

Why it is nearby: Same country · Similar work arrangement · Same employment type

Senior Product Manager - Prepaid Cards

Tremendous · USA

USD 225,000–300,000 / year Region-restricted remote 4/5 core facts

Why it is nearby: Same country · Similar work arrangement · Same employment type

Product Engineering

Polar · Europe, USA

Salary not disclosed Region-restricted remote 3/5 core facts

Why it is nearby: Same country · 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 Product roles family. It describes visible choice and disclosure, not future demand or career quality.

Current visible roles1,507

200 most recent current roles sampled for the disclosure measures below.

Employers represented142

Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.

Decision-ready disclosure35%

Current sampled roles stating at least four of the five Core Decision Facts.

Compensation stated31%

Requires a numeric amount, explicit ISO currency and supported pay period.

Work arrangement stated100%

Listings with explicit enough remote, hybrid or on-site evidence to classify.

Stated closing time12%

Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.

Disclosure comparison: This listing states about the same number of core decision facts as the median role in the current sample. This listing: 3/5 · sample median: 3.0/5.

Currencies with explicit pay evidence in the sample: USD (43) · GBP (7) · EUR (7) · CAD (3). 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.

Require explicit sponsorship or relocation support 1 / 200 1%

Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.

Require worldwide remote evidence 12 / 200 6%

A much stricter subset: only listings with explicit worldwide-remote evidence remain.

Require usable compensation disclosure 61 / 200 31%

Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.

Require at least four Core Decision Facts 69 / 200 35%

Shows the subset with enough stated evidence for a more informed first comparison.

Require a remote-listed arrangement 74 / 200 37%

Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.

Stay in the same stated country 40 / 86 47%

Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.

Keep the same employment type 157 / 164 96%

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 1507 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 31% of the bounded current role sample does.

This listingUsable pay not stated

Compensation counts only when amount, ISO currency and supported pay period are all known.

Current same-role sample31%

Pay disclosure is limited in the current role sample.

Current employer pattern56%

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.

Advertised annualized payNot usable / not disclosedListing evidence only.
Current comparable medianUSD 222,50040 current sampled roles
Current upper quartileUSD 255,988Current HPJ inventory context, not a salary recommendation.

Negotiation evidence available: current same-currency market context.

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.

Base payVerify

The approved base-pay range is not established in the listing.

Bonus / commissionVerify

Variable compensation is mentioned; verify amount, formula, target and eligibility.

Equity / long-term incentivesVerify

Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.

Retirement / pensionVerify

Retirement or pension benefits are mentioned; verify employer contribution and vesting.

Health benefitsVerify

Health-benefit language is mentioned; verify coverage, dependants and employee cost.

Paid leaveVerify

Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.

Work arrangementKnown

A work-arrangement signal is available; verify schedule details before relying on it.

RelocationVerify

Relocation support not established

Visa / work authorizationVerify

Sponsorship not established

Review timingVerify

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?
  • 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?

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.

HPJ comparison familyProduct roles
Adjacent families worth exploringSoftware engineering roles · Design roles · Marketing roles

European occupation references

This service uses the ESCO classification of the European Commission.

U.S. occupation references

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

product manager

Usually essential in this ESCO occupation
  • execute marketing plan
  • persuade clients with alternatives
  • prepare market research reports
  • market research
  • analyse economic trends
  • develop communications strategies
  • product life-cycle
Context-dependent ESCO skills
  • apply strategic thinking
  • production processes
  • integrate marketing strategies with the global strategy
  • analyse data about clients
  • manage budgets

O*NET · U.S. occupation

Marketing Managers

O*NET occupation skills
  • Active Listening
  • Speaking
  • Active Learning
  • Complex Problem Solving
  • Critical Thinking
  • Judgment and Decision Making
  • Monitoring
  • Persuasion
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.

execute marketing planESCO · Essential · Listing mention unknown
persuade clients with alternativesESCO · Essential · Listing mention unknown
prepare market research reportsESCO · Essential · Listing mention unknown
market researchESCO · Essential · Listing mention unknown
analyse economic trendsESCO · Essential · Listing mention unknown
develop communications strategiesESCO · Essential · Listing mention unknown
product life-cycleESCO · Essential · Listing mention unknown
apply strategic thinkingESCO · Optional · Listing mention unknown
production processesESCO · Optional · Listing mention unknown
integrate marketing strategies with the global strategyESCO · Optional · Listing mention unknown
analyse data about clientsESCO · Optional · Listing mention unknown
manage budgetsESCO · Optional · Listing mention unknown
Active ListeningO*NET · Skills · Listing mention unknown
SpeakingO*NET · Skills · Listing mention unknown
Active LearningO*NET · Skills · Listing mention unknown
Complex Problem SolvingO*NET · Skills · Listing mention unknown
Critical ThinkingO*NET · Skills · Listing mention unknown
Judgment and Decision MakingO*NET · Skills · Listing mention unknown
MonitoringO*NET · Skills · Listing mention unknown
PersuasionO*NET · Skills · Listing mention unknown

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

Software engineering roles

Full Stack utvecklare

ELK Studios AB · Stockholm, Stockholms län, Sverige

same seniority band · same employment type

Adjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.

Skill bridge

What does this role connect to?

The available listing text does not contain enough recognized skill language for a useful skill bridge yet.

If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Software engineering roles, Design roles, and Marketing 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; 80 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.

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?
  • 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?
  • Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?

Decision analysis

What the listing really tells you

Useful decision context

The headline alone does not tell the whole story for Billing SME - Product at Elation Health. The clearest decision context comes from the location rules are clear enough to judge, the application route gives a few useful clues, and source continuity adds useful context.

The location rules are clear enough to judge

The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. 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. 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?

50%Partial analysis evidence coverage
50%
Current-sample pay positionInsufficient comparable salary sample

Comparable salary data is not available for this job yet.

Remote Freedom evidence62 / 100

Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.

Salary evidence qualityNo usable disclosed salary evidence

Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.

Listing freshnessAging listing

The listing was posted about 21 days ago. Verify that it is still accepting applications.

Source provenance evidenceEstablished source evidence

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.
  • The listing was posted about 21 days ago. Verify that it is still accepting applications.
  • This is remote work with a geographic restriction, not a worldwide-remote vacancy.

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.

Qualifications & access

What qualifications are explicitly stated?

Entry-barrier evidence limited

EducationEducation requirement not established
Required experience evidenceExperience requirement not established
Explicit required barriers0
Explicit access signals0

Qualification signals come from explicit listing wording. Anything not mentioned remains unknown, so silence is never treated as proof that a degree, experience, licence or other requirement is unnecessary.

Pay vs. barriers

Opportunity Efficiency not assessed

The current pay position is not reliable enough to weigh compensation against the stated barriers.

Location-freedom constraints

1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.

Evidence gaps that could change this interpretation
  • 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.

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.

Compensation intelligence

How competitive is this pay?

No High Pay Score yet

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 Elation Health

Mixed 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.

62/100
62%
Salary disclosure56% · 5 of 9 sampled listings
Range qualityMostly focused or specific pay information
Bonus wording0 current listings
Equity wording0 current listings
Benefits wording0 current listings
Evidence strengthModerate

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

Elation Health — current opportunity snapshot

Current opportunities visible9
Salary disclosure56%
Remote-policy evidence coverage100% · 9 of 9 sampled listings
Remote share of known arrangements100%
Worldwide-remote share33%
Known hiring countries2
Sponsorship evidence coverage0% · 0 of 9 sampled listings
Explicit sponsorship outcomes0 confirmed · 0 possible · 0 unavailable
Pattern sample9 of 9 · 100% coverage
Current role-family breadth3
Stated closing-date coverage33%
Relocation evidence coverage0% · 0 explicitly offered
Posted within 7 days0% of listings with a known posting date

Employer Evidence Profile

How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.

Compensation56% of sampled current listings

Current sampled listings with advertised compensation evidence.

Work arrangement100% of sampled current listings

Current sampled listings whose work arrangement is clearer than unknown.

Location67% of sampled current listings

Current sampled listings with a supported country signal.

Application timing33% of sampled current listings

Current sampled listings with an explicit closing time.

Posting date100% of sampled current listings

Current sampled listings with a usable posting date.

Sponsorship0% of sampled current listings

Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.

Relocation0% of sampled current listings

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: Customer success (3) · Product (1) · Sales (1)

Visible seniority mix: Mid-career (1) · Senior / lead (2)

Current employment-type mix: Full time (9)

Most visible hiring countries in this sample: United States (3) · Canada (3)

Other current roles from this employer

These 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

  • What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
  • 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

62/100

Remote with some uncertainty or restrictions

62%

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.

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.

Visa sponsorshipSponsorship not established

The available listing details do not contain a clear enough sponsorship statement.

RelocationRelocation support not established

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.

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

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.

Elation is building the technology platform that powers the new era of primary care. Our Clinical-First® EHR is beloved by physicians and is enabling the transition to value-based care. We're a mission-driven team committed to empowering independent primary care physicians and improving the quality of care for patients.

We're looking for a Billing SME to join Elation's Billing Team’s and accelerate our AI-powered billing capabilities. As AI takes on more of the revenue cycle, this role will serve as the billing expert who ensures our AI features deliver accurate, trustworthy billing outcomes that practices can rely on.

You'll be the connective tissue between our product team and the real world of primary care billing — bringing hands-on RCM expertise to help us build AI that billing professionals actually trust.

Why This Role Exists

Accelerate Agentic Billing velocity. Your hands-on primary care coding and RCM expertise (e.g., AdvancedMD, Athena, or similar billing solutions) lets our team iterate on AI billing features with fast, credible domain feedback instead of waiting on live-customer validation for every coding or claims decision.

Manage billing risk and trust as AI takes on more of the revenue cycle. Coding and billing correctness carries real financial and compliance consequences — denials, CPT/ICD accuracy, payer rules. As AI authorship of billing decisions grows, you'll evaluate and safeguard accuracy and practice trust. You're the billing analog to the clinical-safety role our Clinical SMEs play for clinical AI.

What You'll Do

User Zero Testing — Feedback & Insight

Test new AI billing capabilities (coding suggestions, Auto-Queue, Worklist, ERA/payment posting) before wider release, evaluating them against real coding and billing judgment. You'll be the first eyes on every billing feature, providing the credible feedback that shapes the product.

Front-line Context & Grounding

Bring firsthand experience of how competitor and adjacent billing systems handle the same workflows, so our billing teams build with the broader RCM landscape in view — not just Elation's current implementation. Help us understand what "best in class" looks like.

Billing Evaluation & Success Criteria

Define what "correct" means for coding and billing outputs — a billing-specific subset of user success criteria — and pressure-test AI-generated billing outputs before they reach practices. Your judgment protects practices from billing mistakes.

Design Partner

Sit alongside Product Design as a billing co-designer, providing billing and coding context and success criteria directly into the design process. Help architect workflows for process excellence by providing a high-level view of industry standards and differentiators.

Customer Partner & Key Contributor Support

Work with Product to act as the connective tissue between both billing teams and:

  • Customer and design-partner practices piloting Agentic Billing, translating their real billing language and pain points into product-usable input
  • Internal key contributors — Enablement, Marketing, Sales, CSMs, Engagement Advisors, Support, other SMEs — who today escalate billing questions ad hoc and need a defined path to expertise

What Success Looks Like

  • Requirements: Billing and coding requirements for billing teams features carry your direct input — written into the requirements themselves, not layered on as post-hoc review
  • Contributes to customer-facing and design groups: Work with Product and Design to execute discovery and design sessions with design-partner practices and cross-functional design reviews, on a standing cadence
  • PM/PD-aligned: Your requirements and customer synthesis feed straight into product management's prioritization, design, and roadmap calls
  • Standup presence: Show up regularly in CSM/Support stand-ups, so billing escalations get triaged directly rather than bouncing through ad hoc Slack DMs

You'll Wear Two Hats

Billing Co-Designer — Bring primary-care coding and RCM expertise into the design process the way Clinical SMEs bring clinical expertise: defining billing success criteria, front-line grounding, and user-zero testing.

Customer & Cross-Functional Liaison — Be the person Engagement Advisors, Support, and other SMEs escalate billing questions to, and who works directly with customer and design-partner accounts to turn real billing language into input GPT/Thor can act on.

What You'll Bring

Required:

  • 3+ years of hands-on primary care billing and coding experience in a physician practice setting
  • Deep familiarity with CPT, ICD-10, and modifier rules for primary care
  • Experience with practice management and billing systems (e.g., AdvancedMD, Athena, Kareo, or similar platforms)
  • Working knowledge of commercial and government payer rules, denial management, and claims workflows
  • Ability to translate billing domain knowledge into clear, actionable product feedback
  • Comfortable collaborating cross-functionally with Product, Design, Engineering, and Customer Success teams
  • Strong written and verbal communication skills

Nice to Have:

  • Experience with EHR workflows and how billing intersects with clinical documentation
  • Familiarity with value-based care billing models (MSSP, CPC+, direct contracting)
  • Certified Professional Coder (CPC) or similar certification
  • Experience in a SaaS, product, or technology-forward healthcare company
  • Previous involvement in user testing, product feedback, or design partnership roles

What This Role Is Not

  • Not a roadmap or prioritization owner — Billing teams retain those decisions
  • Not a gate that blocks releases — You provide feedback to teams, not directives
  • Not a substitute for user research — You support and accelerate it, you don't replace it

Salary: $

Elation welcomes individuals from all backgrounds and walks of life. Elation is proud to be an Equal Opportunity Employer and is dedicated to creating and maintaining a diverse and inclusive work environment.

We are committed to equal opportunity for all employees and applicants, and value individuals with diverse perspectives including, but not limited to: race, color, religion, sex, sexual orientation, socioeconomic status, age, gender identity or gender expression, national origin, disability or veteran status.

Elation also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as work authorization and employment eligibility verification requirements of the Immigration and Nationality Act and IRCA. We firmly believe a strong culture that supports a diverse and inclusive workforce allows us to achieve Elation’s mission of helping independent primary care thrive.

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.

Current source evidenceEstablished source evidence

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 current source window

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.

JobicyPublisher source

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.

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Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.