Company: ZRG Partners / Bravanti Location: Remote (U.S.) Salary: $120,000 – $150,000 per year (employer-provided) Type: Full-time, remote leadership development role
What’s Attractive
High-level leadership position managing a global network of executive coaches
Influence strategic growth, talent alignment, and coaching excellence across the organization
Clear salary range gives transparency on compensation expectations
Responsibilities
Shape and grow the executive coach cadre—defining coach profiles, recruiting, vetting, and onboarding new coaches
Design and manage coaching strategies alongside client partners to support senior leaders’ performance goals
Ensure quality and consistency in coach bios, contracts, and distribution protocols
Work closely with legal and leadership teams to manage coach agreements and overall program integrity
Potential Trade-Offs
No salary gap: but upper-end pay depends on experience; some risk if midpoint is offered
Remote responsibility across regions may include time-zone coordination and remote engagement challenges
Must blend coaching credibility with operations, contract management, and strategic planning expertise
So… Would You Take This Job?
Would you lead talent development at scale—managing a global coaching cadre with a well-defined remote leadership role—or would you prefer a more individual or team-centric executive coaching position?
Range looks fair for remote, but “global” usually means early/late calls and herding a big bench of 1099 coaches; I’d want to know headcount, matching volume, and whether there’s P&L or just ops. If there’s a bonus and real autonomy, I’d bite — otherwise feels like a lot of stakeholder wrangling for $150k. Anyone know travel or after-hours expectations?
I’d consider it, but the range feels lean if it’s truly global bench-building vs mostly scheduling. I manage a coaching vendor network now and the time zones + quality control is no joke — would want clarity on team support, bonus, and whether there’s P&L or just coordination. Do they share coach utilization/NPS targets in the JD?
At $120–150k, I’d want to know if this is true global bench-building for Bravanti/ZRG or mostly scheduling, because early/late time zones and 1099 quality control can double the load. I’ve managed a 100+ coach network and matching plus performance reviews takes real ops support and a solid platform. How big is the current bench and what tools are in place?
I’ve run a global coach roster before; the biggest lift wasn’t scheduling, it was ongoing calibration and QA across regions. If they don’t fund paid calibration hours and give you a coordinator to cover APAC/EMEA, that salary will feel light — ask specifically about ops support and how many hours they budget for coach QA each quarter.