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We’re hiring on both sides of the market. Every seat is remote.

The Gameset is a marketplace where licensed gaming locations list anonymously and licensed terminal operators compete for them on service. Both of those are customers, they want opposite things, and the seats below are built around that — plus the people who keep the systems, the quality and the company itself running.

We are small and new, and we would rather say so than let you find out in week one. Every posting below says what the job actually is and who it honestly isn’t for. Read the second part.

Open roles

What we’re hiring for right now.

Every one of these is remote and full-time, and every one of them is wider than the same title would be somewhere with a department behind it. That is the trade, and it is the honest thing to say before you read any further.

Four of these are market-facing, and the chip on each card says which side it serves. Two work with locations — the bars, restaurants, truck stops and clubs that list a gameset — one bringing them in and one keeping them engaged afterwards. Two work with the terminal operators who compete for them, split the same way. The rest cut across both.

Account Executive

LocationsRemote (United States)Full-time

New locations. You are the first person a bar, restaurant, truck stop or club ever hears from us, and the reason they list at all.

What you’d do

  • Work a named list of licensed gaming locations from first call to a published listing. We cold call. So will you.
  • Run the whole conversation yourself: why an owner would list, what stays private, what it costs them (nothing), and what happens once offers start arriving.
  • Learn the market properly — how the split works, what goes into an offer, and what actually separates one operator from another.
  • Keep the CRM honest. A pipeline that lives only in your head is one nobody can help you with.
  • Bring back what you hear. The objection you couldn't answer this week is a roadmap item next week, and we would rather have it than not.

What we’re looking for

  • Two or more years closing net-new business with owner-operators and small businesses, rather than with a procurement department.
  • You can hold a conversation about a regulated market without bluffing. A confident wrong answer about somebody's license is the worst thing you can do on this job.
  • Comfortable being early: no inbound, no brand recognition, and a first sentence that has to explain what we are.
  • You take notes and you follow up. Most of this job is the second half of that sentence.

This isn’t for you if

You measure a good week in contract value. Locations pay us nothing, ever — what you are actually selling is that listing costs them nothing and might get them a better gameset. If that isn't a sale you can get excited about, this will be a long year for both of us.

Apply for Account Executive

Account Manager

LocationsRemote (United States)Full-time

The location side after they sign: getting a place from interested to actually published, and keeping it engaged once it is.

What you’d do

  • Take a location from signed up to published — through claiming, verification and the listing itself — instead of stalled halfway with a question nobody answered.
  • Stay with them while offers arrive: what an offer commits an operator to, how to read two of them side by side, what happens at award. Explain it, never steer it.
  • Go back to the locations that listed and haven't awarded, and find out why rather than guessing.
  • Be the number an owner calls back. A lot of this business is somebody between shifts who is not going to open a laptop to ask a question.
  • Feed the pattern back. The step people stall on is a product problem, not a training problem, and you will see it before anyone else does.

What we’re looking for

  • Two or more years in account management, customer success or inside sales, with small-business owners rather than with procurement.
  • Comfortable on the phone with somebody who would rather not be at a computer at all.
  • You can hold a boundary. Locations will ask you which offer to take, and the answer is always that it is theirs to make.
  • Organized enough to keep a hundred relationships straight without a system nagging you.

This isn’t for you if

You want a book of business and a quota against it. This seat is measured on whether locations get published and stay engaged, not on what they spend — because they never spend anything, and no amount of good work here changes that.

Apply for Account Manager

Senior Account Executive

OperatorsRemote (United States)Full-time

The paying side. A short list of licensed operators, each one worth a market — plus the playbook the rest of the team runs.

What you’d do

  • Own the licensed operators in a market: a small, named list of companies with real routes, real revenue and real incumbency to defend.
  • Take them from first call to registered, verified, and spending on a first listing. Nobody else in the company does this part.
  • Run cycles with several people on the other side of the table and a longer memory than a single call.
  • Write and revise the talk tracks, objection handling and call scripts the rest of the team uses — for both sides of the market, not only yours. This is a deliverable, not a favor.
  • Sit in on other reps' calls and make them better, without a manager title and without carrying a management quota.
  • Help decide which market we open next, from what you are actually hearing rather than from a map.

What we’re looking for

  • Five or more years closing, with a record you can walk through deal by deal rather than as a percentage.
  • You have been the first or one of the first reps somewhere, and you know what that costs.
  • You can teach. Half the value of this seat is that the next rep ramps faster than you did.
  • Regulated, relationship-driven markets are familiar ground — you have sold where the rules constrain what you are allowed to promise.

This isn’t for you if

You are looking for a management track right now. This is a senior individual-contributor seat with unusual influence over how we sell, and it is not a step into running the team — we would rather say that now than dangle it and hope you forget.

Apply for Senior Account Executive

Customer Success Manager

OperatorsRemote (United States)Full-time

The operator side after they sign: seats, verification, unlocks, and making sure a company that paid for access actually gets something out of it.

What you’d do

  • Onboard operator teams — seats, verification, how unlocking works, and what an offer can and cannot say.
  • Make sure a company that bought access uses it. An operator sitting on unspent tokens is one about to decide this doesn't work.
  • Be the person who picks up when an offer loses and they want to know what they could have done differently.
  • Watch for an account going quiet and get to it before it becomes a loss you find out about afterwards.
  • Turn the same five questions into documentation, so they stop being asked and start being read.

What we’re looking for

  • Two or more years in customer success or account management for a product businesses pay for and depend on.
  • You can explain a constraint without apologizing for it. A real part of this job is telling an operator that what they want to offer is not something anyone is allowed to offer.
  • Patient with people and impatient with recurring problems, in that order.
  • You write clearly enough that your answer to one customer can be reused for the next forty.

This isn’t for you if

You want a queue and a script to work from. You will often be the first person to face a question, and what you answer tends to become the policy before anyone writes it down.

Apply for Customer Success Manager

Revenue Operations Team Lead

Revenue OperationsRemote (United States)Full-time

The systems and the numbers under both sides of the market — the CRM, the pipeline, the forecast, and the reporting that decides which market we open next.

What you’d do

  • Own the CRM end to end: the fields, the stages, the hygiene rules, and the reports somebody actually makes a decision from.
  • Build the forecast and defend it. When the number moves, you are the person who can say why it moved.
  • Instrument both funnels — locations and operators — so we can tell a market that is slow apart from a market that is wrong.
  • Set the sales process and police it: what a stage means, what has to be true to advance, and what gets audited.
  • Own the tooling. Dialers, sequences, enrichment, routing — choose it, wire it, and retire it when it stops paying for itself.
  • Lead the ops function as it grows, starting from the part where you are doing all of it yourself.

What we’re looking for

  • Four or more years in sales or revenue operations, including somewhere the process did not exist yet when you arrived.
  • Fluent in a CRM at the administrator level, not just the reporting tab.
  • You can build the analysis and then explain it to somebody who is never going to open the spreadsheet.
  • Comfortable telling a rep — or the person running the company — that the pipeline does not say what they think it says.
  • You write the definition down. An unwritten stage definition is a forecast nobody can reproduce.

This isn’t for you if

You want to inherit a working stack and tune it. There is no instrumented funnel here to optimize yet, the title is a lead with nobody under it for now, and a real share of the first year is unglamorous data cleanup that only pays off later.

Apply for Revenue Operations Team Lead

QA & Technology Generalist

ProductRemote (United States)Full-time

You find what is broken before a customer does, and you keep the tools everybody else runs on working. Two jobs, both real, and we say so up front.

What you’d do

  • Test what ships before it ships, with most of your attention on the paths where money moves: buying tokens, unlocking a listing, submitting an offer, awarding one.
  • Own the test cases and checklists for the flows an automated suite doesn't cover — the listing wizard end to end, email, the admin console, the whole thing on a phone.
  • Reproduce what customers report, precisely enough that it can be fixed from your write-up without anyone coming back to ask you a question.
  • Sanity-check the data we import from the state gaming boards. A bad month of numbers is visible to every location in the county and we would rather you caught it than they did.
  • Own the internal tooling and accounts: who has access to what, what needs renewing, and what broke this morning.
  • Keep an eye on the live site — what is slow, what is erroring, and what is quietly failing that nobody has noticed yet.

What we’re looking for

  • Two or more years in QA, support engineering, IT, or a technical generalist seat where you were the one who figured it out.
  • Comfortable in browser developer tools, a spreadsheet and a terminal. You do not need to be a software engineer for this.
  • You write a bug report somebody can act on without a follow-up question.
  • Genuinely curious about how things break. The interesting bugs are never on the happy path.
  • Comfortable that the answer to "who owns this?" is often going to be you.

This isn’t for you if

You want this to be a stepping stone into a software engineering job. Plenty of people make that move and we would not hold it against you, but we cannot promise it here and would rather not imply it — this seat exists because owning quality and tooling is a real job, not a waiting room for a different one.

Apply for QA & Technology Generalist

People & Operations Manager

OperationsRemote (United States)Full-time

You run how the company actually operates — the founder's week on one side, and hiring, onboarding, payroll and benefits on the other. It is deliberately both halves, and we say so up front.

What you’d do

  • Own the founder's calendar, inbox triage and travel, and the weekly operating rhythm: the meetings that happen, the ones that shouldn't, and the follow-ups that actually close.
  • Run hiring end to end — postings, scheduling, candidate communication, offers, references — including for the other roles on this page.
  • Own onboarding and offboarding: accounts, equipment, payroll setup, benefits enrollment, and a first week that doesn't leave someone guessing.
  • Keep the company's records straight — contracts, vendors, insurance renewals, state registrations, the filing calendar — and be the one who knows when something is due.
  • Administer payroll and benefits with our providers, and be the person an employee asks when something on a paycheck looks wrong.
  • Write the policies and the handbook we don't have yet, then keep them true as we change.

What we’re looking for

  • Three or more years supporting an executive, running people operations, or both. We care that you have done the work, not which title it came under.
  • Comfortable being the only person who does this. There is no team under you and nobody above you doing half of it.
  • Genuinely discreet. You will see compensation, candidate feedback and company financials in your first week.
  • Written judgment good enough to answer on our behalf without a script, because you will.
  • Fluent with AI tools and with administering a CRM — or quick enough on new software that you will be within a month. A lot of this company's actual output runs through both, and you would be using them daily rather than supervising somebody who does.
  • Organized in a way that survives someone else's chaos, not just your own.

This isn’t for you if

You want to specialize. This job is a mile wide on purpose, and neither half is a stepping stone away from the other — if executive support reads as beneath the people work, or the people work reads as a distraction from the executive support, this is the wrong seat and we would both find that out slowly.

Apply for People & Operations Manager
How we work

Remote, small, and closer to the decisions than you’re used to.

There is no office and no plan for one. Everyone works from wherever they are, and most of the company’s day happens on Central time because that is where the market is.

Being this early cuts both ways, and you should weigh both. You will have unusual reach — the person who decides what gets built is somebody you talk to directly, not somebody your manager escalates to. You will also be doing work that has no process yet, and some of what you build in your first year will be the process.

What we can tell you plainly: the business model is published in full on the pricing page, down to what we charge and what we have promised never to charge for. If you want to know how the company makes money before you apply, you do not have to ask.

Pay

What we pay depends on what you bring.

We haven’t published a band on any of these, and it isn’t a negotiating tactic. At our size a band would be a fiction.

Every one of these is a founding-team seat, and what somebody is worth in one comes down to what they actually walk in with — the experience, the judgment, and how much of the job they can carry without being told how. Two good people in the same seat are not interchangeable here the way they might be as the fortieth hire, and pricing them as though they were would shortchange one of them.

The other half of the honest answer: we are pre-revenue. The product is built and the market is real, but no money has come through the door yet, and that shapes what we can do on day one as much as your résumé does. We would rather you weigh that now than run into it in an offer conversation.

So we price the person, not the slot, and we talk about it early. Tell us what you’re looking for on the first call and we’ll tell you plainly whether it’s in reach. If it isn’t, we’ll say so then, rather than spending three weeks of your time getting there.

How hiring works

Four conversations, and we tell you where you stand.

  1. A call with the person you would work with.

    Thirty minutes, no panel, and money comes up on it — what you're looking for and whether we can reach it — instead of waiting until round three.

  2. One exercise that looks like the actual job.

    Timeboxed, and we tell you the box. No take-home that quietly eats a weekend, and nothing we would ever ship as real work.

  3. A longer conversation about the market.

    How this business works, what constrains it, and what you would change. It is a conversation, not a quiz.

  4. References, then an offer.

    We call people you actually worked with, and we tell you first.

We will tell you where you stand within a week of each conversation, including when the answer is no. If we go quiet on you, write to us and say so — that is a failure on our side, not a hint.

Think you’re one of these?

Send whatever shows your work — a résumé, a profile, a note about a job you did well. A cover letter is not required and never has been.

See the rolesAbout the company

Applications go to careers@thegameset.com. It is read by a person, not a screener.

The Gameset LLC is an equal opportunity employer. We consider every applicant without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law — and if you need an accommodation at any point in the process, tell us and we will arrange it. We are not working with recruiting agencies, and we do not accept unsolicited candidate submissions.

Careers — The Gameset