Job intelligence
Business Solutions Partner - Enterprise AI
6sense
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.
Fast read
Opportunity DNA
This opportunity needs a closer read before drawing a strong conclusion, especially around the pay picture is incomplete.
A financial comparison will need the approved compensation range.
Applicant residence or location appears to be restricted.
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
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: Applicant residence or location appears to be restricted.
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.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation, and the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
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 is limited. Use the lab primarily to organize what must be clarified rather than to infer a market value.
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?
- 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?
- When is the first performance and compensation review after joining?
Skill bridge
What does this role connect to?
The listing contains useful skill signals, while the current occupation sample is still too thin for a broader comparison.
Skills named in this listing
Shared with the current career sample
The occupation sample is still too thin for a reliable shared-skill comparison.
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Agile, Salesforce, and SQL 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.
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.
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.
Agile
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.
SQL
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
A portfolio or work sample is explicitly mentioned.
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?
Decision analysis
What the listing really tells you
For Business Solutions Partner - Enterprise AI at 6sense, the most useful clues right now are the location rules are clear enough to judge, the application route gives a few useful clues, and the listing can be traced to a current source. Looking at them together makes the trade-offs easier to see.
The location rules are clear enough to judge
The work-location pattern is “Limited location freedom”, with Remote Freedom at 53/100. The most important location constraint is applicant residence or location appears to be restricted..
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.
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
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?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
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 listing was posted about 2 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
- Applicant residence or location appears to be restricted.
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.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- 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?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- 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 6sense
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.
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
6sense — 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: Sales (3) · Customer success (3) · Executive (1)
Visible seniority mix: Senior / lead (5) · Leadership (4)
Current employment-type mix: Full time (9)
Most visible hiring countries in this sample: United States (8) · Costa Rica (1)
Other current roles from this employer
Strategic Account Executive
London
Seniority not clearly specified · On-site / hybridDirector, Business Solutions
USA
Leadership · Region-restricted remotePrincipal Competitive Intelligence Manager
Anywhere in the World, 🇺🇸 United States of America, California
Senior / lead · Worldwide remoteSenior Advertising Account Executive
Anywhere in the World, 🇺🇸 United States of America
Senior / lead · Worldwide 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
- 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
Limited location freedom
Why this score?
- The role is remote, but the exact applicant-location restrictions are not clear.
Location restrictions detected
- 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?
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: jobicy.com · HTTPS
Visible application steps or requirements
- A portfolio or work sample 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.
Our Mission:
6sense's mission is to multiply what matters: growth, retention, and efficiency. We envision a future where companies, teams and people reach their full potential.
Our People:
People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Win as One Team, Stay Curious, Do The Right Thing, Own the Outcome, and Create Belonging. Every 6sensor plays a part in defining the future of our industry-leading technology. 6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers. We want 6sense to be the best chapter of your career.
Enterprise AI Business Solutions Partner
Business Solutions Partner — GTM & Finance Systems
Location
Costa Rica
Function / Dept
Business Technology — Enterprise Applications
Reports to
Director, Enterprise Applications
Position Summary
6sense is seeking an Enterprise AI Business Solutions Partner to help transform how business functions leverage AI, automation, and enterprise technology to achieve their goals.
This role sits at the intersection of business consulting, AI solution design, automation engineering, and value realization. You will partner with teams across Go-to-Market, Customer Success, Support, Legal, Finance, and Partner Operations to identify opportunities where AI and automation can simplify work, improve user experiences, reduce costs, and accelerate business outcomes.
Unlike a traditional Business Systems Analyst or Business Solution Partner, this role is expected to move beyond requirements gathering. You will evaluate business processes, build proof-of-concepts, create AI agents, develop low-code automations, and validate business value before solutions are scaled into production. Working closely with the Enterprise AI Engineering team, you will translate complex business challenges into technical requirements and implementation plans while independently delivering design prototypes and lightweight solutions using platforms such as Microsoft Copilot, Claude, Workato, and other approved enterprise AI technologies.
A successful candidate combines strong business analysis skills with hands-on technical aptitude. They can engage stakeholders, map workflows, build basic automations, create AI-powered solutions, measure outcomes, and communicate recommendations to both business and technical audiences.
This is a growth role within a new Enterprise AI career track. You will work under the guidance of the Lead Enterprise AI Business Solutions Engineer and will be measured on business outcomes, including adoption, productivity gains, automation impact, cost avoidance, and process improvements. As you progress, you will take increasing ownership of a portfolio of business capabilities, including identifying, developing, delivering and maturing measurable AI-driven value.
Responsibilities
Tool Inventory & AI Efficiency Discovery
- Build and maintain the AI and tool inventory for your assigned function: owner, use case, active users, annual cost, renewal date, AI features in use, contract exit terms and replacement feasibility.
- Find where AI features we already pay for are unused, duplicated or overlap with other tools, and document the findings.
- Track renewal dates and flag every contract at least 120 days before the notice date so a build-vs-buy decision can be made in time.
- Run discovery interviews and working sessions with stakeholders to understand how work actually gets done, and surface the business problem behind the requested feature.
- Map current processes and estimate the time spent, the number of people involved and the frequency, so every opportunity has a baseline.
Build-vs-Buy Analysis & Business Cases
- Prepare the inputs for build-vs-buy analysis: what the tool does, how deeply it is integrated, compliance burden, usage compared with cost, and realistic replacement scope.
- Contribute to business cases that compare three-year build, run and support cost with vendor cost, working with the Lead and with Enterprise AI Engineers on the build side.
- Agree baselines with business owners before work starts and record their sign-off, so savings and hours returned can be validated later.
- Recommend which candidates to pursue first, using renewal timing, savings potential and build feasibility.
Prototyping & Applied AI
- Build prototypes and simple agents with Claude and Copilot to test whether a tool, or part of a workflow, can be replaced or improved.
- Write clear, build-ready context for Enterprise AI Engineers: the process, the data involved, example inputs and outputs, acceptance criteria and edge cases.
- Help define evaluation criteria, guardrails, human-in-the-loop checkpoints and escalation paths before anything reaches production.
- Design the process around the AI: what changes for the seller, agent or analyst, what training is needed and how exceptions are handled.
- Bring AI fluency to stakeholders: help non-technical teams understand what these tools can and cannot reliably do, and set realistic expectations.
Stakeholder Partnership
- Serve as the named Business Solutions Partner for your assigned function, and the point of contact for intake, priorities and status.
- Translate business needs into clear, buildable stories and acceptance criteria, and translate technical trade-offs back into language stakeholders can act on.
- Keep stakeholders informed on what is changing, what is being built and what may move more slowly during the transition.
- Escalate misalignment, scope drift and risk early to the Lead before they become executive issues.
Hands-On Salesforce & Delivery
- Configure and deliver declarative Salesforce solutions (flows, validation rules, record types, page layouts, permission sets, reports and dashboards) for small requests, with guidance on larger ones.
- Understand Apex, integrations and data model implications well enough to scope work accurately and hold a credible technical conversation with engineers.
- Own UAT for your function: define test scenarios, coordinate stakeholder testing and support release sign-off.
- Maintain accurate documentation of processes, solution designs and system dependencies.
Measurement & Ways of Working
- Track adoption (percent of target users active) for anything shipped in your function, and report what is working and what should be retired.
- Report hours returned and spend avoided using the agreed baseline, and flag figures that are not yet validated.
- Work in the team’s agentic delivery model: use the intake agent, async standups and automated sprint summaries instead of status meetings, and give feedback on what to improve.
- Contribute to team standards for the inventory, business case template and requirements.
Skills & Experience
Required
- 2–4 years of relevant experience as a business analyst, business solution partner, business systems analyst, Salesforce administrator or operations analyst supporting business stakeholders, preferably at a SaaS company.
- Hands-on Salesforce administration experience (Sales Cloud and/or Service Cloud), including Flow Builder, validation rules, permission sets and reporting.
- Salesforce Certified Administrator, or obtained within the first six months in the role.
- Daily, practical use of AI tools such as Claude, Copilot or similar, with solid prompt design and an understanding of their limits.
- Strong spreadsheet and data fluency: cleaning data, building summaries and sizing a problem.
- Process mapping and structured interviewing skills.
- Clear written and spoken English; able to present findings to U.S.-based stakeholders.
- Must be located in Costa Rica and able to maintain consistent working overlap with U.S. business hours.
Preferred
- Experience putting an AI or automation solution into a live business process, even a small one, and measuring the result.
- Familiarity with GTM processes (lead to cash, pipeline, forecasting) or Support operations (case management, routing, knowledge), or with Finance, Legal or Partner operations.
- Basic financial literacy: reading a vendor cost, comparing build and run cost, and calculating a payback period.
- Exposure to SQL, APIs or low-code tools; interest in using Claude Code under guidance.
- Salesforce Certified Advanced Administrator, Business Analyst or Agentforce Specialist.
- Experience in an Agile team; familiarity with Jira, Asana or similar.
- Bilingual English/Spanish.
What we value
- Curiosity and a bias to build and test, not just to document.
- Honesty about what is validated and what is an estimate.
- Comfort with change, since this track is new and will keep evolving.
How This Role Is Measured
- Accuracy and completeness of the tool inventory for your function.
- Percent of renewals in scope identified and reviewed at least 120 days before the notice date.
- Prototype quality, as rated by the stakeholder and the engineering lead.
- Hours returned and spend avoided on initiatives you support, validated by the business owner.
- Adoption of anything shipped in your function.
What Success Looks Like
First 90 days
- Inventory for your function is complete and reviewed with business owners.
- Renewal calendar for your tools is documented, with the next three renewals ranked by savings potential.
- Two or more stakeholder discovery sessions completed, with baselines drafted for the top opportunities.
- First prototype built with Claude or Copilot and reviewed with the Lead and an engineer.
First year
- Your stakeholder group treats you as its partner for systems and AI work and routes requests to you rather than escalating.
- At least two prototypes evaluated end to end, and at least one taken to production with Enterprise AI Engineers, with measured impact.
- At least one initiative with a documented baseline, business-owner sign-off and a validated hours-returned or spend-avoided number.
- Renewals for your function reviewed before notice dates, with a documented decision on each.
- You are operating toward IC4: leading a build-vs-buy analysis from discovery to recommendation with little guidance.
Our Benefits:
Full-time employees can take advantage of health coverage, paid parental leave, generous paid time-off and holidays, quarterly self-care days off, and stock options. We’ll make sure you have the equipment and support you need to work and connect with your teams, at home or in one of our offices.
We have a growth mindset culture that is represented in all that we do, from onboarding through to numerous learning and development initiatives including access to our LinkedIn Learning platform. Employee well-being is also top of mind for us. We host quarterly wellness education sessions to encourage self care and personal growth. From wellness days to ERG-hosted events, we celebrate and energize all 6sense employees and their backgrounds.
Equal Opportunity Employer:
6sense is an Equal Employment Opportunity and Affirmative Action Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to jobs@6sense.com.
We are aware of recruiting impersonation attempts that are not affiliated with 6sense in any way. All email communications from 6sense will originate from the @6sense.com domain. We will not initially contact you via text message and will never request payments. If you are uncertain whether you have been contacted by an official 6sense employee, reach out to jobs@6sense.com
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.