Remote Performance Engineer Jobs
Remote performance engineer jobs are open across the U.S. in software, fintech, cloud infrastructure, and enterprise SaaS, at companies ranging from remote-first startups to large distributed engineering teams. Employers hiring remotely right now include Affirm, Whatnot, and AXIOM. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 587+ Remote Performance Engineer jobs
Overview:
Join an amazing team that is consistently recognized for our achievements and culture, including our most recent Forbes award of being one of America's Best Midsize Employers for 2026!
Position Summary:
This is an opportunity to shape the future of talent and culture at Mercury. We are looking for a strategic, forward-thinking leader to help build a high-performing, disciplined, and human-centered organization by advancing our approach to performance, culture, employee experience, and career architecture.
In this role, you will help define how Mercury grows: strengthening leadership, building scalable talent practices, creating clearer career paths, and ensuring employees have the environment, clarity, and support to do great work. If you are energized by connecting people strategy to business strategy, bringing structure to important decisions, and building the kind of culture that helps a company thrive over time, this is a chance to make meaningful enterprise-wide impact.
Geo-Salary Information:
An in-person interview may be required during the hiring process
State specific pay scales for this role are as follows:
- $128,136 to $252,194 (CA, NJ, NY, WA, HI, AK, MD, CT, RI, MA)
- $116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)
- $104,839 to $206,340 (UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV)
In CA: Typical hiring range is $171,148 to $209,181
The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.
Responsibilities:
ESSENTIAL JOB FUNCTIONS
- Drive the Enterprise Culture and Talent Agenda
- Drive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needs
- Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way
-
Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments
-
Drive Performance, Talent, and Leadership Development
- Drive the company’s approach to performance management, talent reviews, succession, leadership development, and internal mobility
- Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs
- Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness
-
Partner with the People Business Partner team and senior leaders to identify organizational and leadership capability gaps and put plans in place to strengthen bench strength and readiness
-
Design and Ensure Career Architecture and Skills are Relevant and Future Ready
- Drive design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards
- Ensure the framework drives clarity, internal equity, and market competitiveness across roles and functions
- Partner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills
-
Use career architecture to enable stronger talent planning, talent decisions, and alignment of compensation and performance practices to business strategy
-
Shape Employee Experience and Engagement
- Own the strategy for employee experience, engagement, listening, and culture health
- Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action
- Strengthening the employee experience across key moments that matter, from onboarding through growth, development, and change
-
Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work
-
Advance ESG and Inclusion Priorities
- Lead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impact
- Partner across the organization to embed inclusion into leadership, development, engagement, and talent practices
- Help leaders build inclusive, high-performing teams where employees can thrive
- Use data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goals
WHAT SUCCESS LOOKS LIKE
- Talent & Culture is viewed as a strategic advantage and driver of company performance
- Culture is intentional, measurable, and reinforced through leadership behavior and operating norms
- Leaders are stronger, more effective, and better equipped to build high-performing teams
- Performance and talent practices are clear, disciplined, and trusted across the company
- Skills and job architecture are current and actively used to support analytics and informed decision-making
- Engagement insights lead to visible action and a stronger employee experience
- ESG and inclusion priorities are reflected in credible people practices and leadership expectations
QUALIFICATIONS
Education:
- Bachelor’s degree required
Experience:
- 8+ years of progressive experience in talent, culture, organizational effectiveness, leadership development, employee experience, or related People functions
- Experience designing and leading enterprise-wide programs across performance management, talent reviews, succession, leadership development, and employee engagement
- Experience building or evolving career architecture, career frameworks, skills strategies, or related workforce design approaches
- Experience advising senior leaders and influencing decisions across a complex organization
- Experience translating strategy into scalable programs, tools, and operating practices
- Experience using data and organizational insights to diagnose issues, prioritize action, and measure impact
KNOWLEDGE & SKILLS:
- Strong business acumen and the ability to connect talent and culture priorities to company strategy and performance
- Strong judgment, discretion, and credibility when working with senior leaders and sensitive organizational issues
- Excellent written and verbal communication skills, including the ability to shape clear and authentic internal messaging
- Strong facilitation, coaching, and stakeholder management capability
- Ability to move fluidly between strategy, program design, and execution
- Strong analytical orientation, including comfort using engagement, performance, retention, and organizational health data to drive action
- High standards for clarity, rigor, accountability, and practical impact
WHY CHOOSE A CAREER AT MERCURY?
At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.
Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life.
We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.
PERKS AND BENEFITS:
We offer many great benefits, including:
- Competitive compensation
- Flexibility to work from anywhere in the United States for most positions
- Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
- Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
- Medical, dental, vision, life, and pet insurance
- 401 (k) retirement savings plan with company match
- Engaging work environment
- Promotional opportunities
- Education assistance
- Professional and personal development opportunities
- Company recognition program
- Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more
Mercury Insurance is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law.
PAY RANGE: USD $128,136.00 - USD $252,194.00 /Yr.
Overview:
Join an amazing team that is consistently recognized for our achievements and culture, including our most recent Forbes award of being one of America's Best Midsize Employers for 2026!
Position Summary:
This is an opportunity to shape the future of talent and culture at Mercury. We are looking for a strategic, forward-thinking leader to help build a high-performing, disciplined, and human-centered organization by advancing our approach to performance, culture, employee experience, and career architecture.
In this role, you will help define how Mercury grows: strengthening leadership, building scalable talent practices, creating clearer career paths, and ensuring employees have the environment, clarity, and support to do great work. If you are energized by connecting people strategy to business strategy, bringing structure to important decisions, and building the kind of culture that helps a company thrive over time, this is a chance to make meaningful enterprise-wide impact.
Geo-Salary Information:
An in-person interview may be required during the hiring process
State specific pay scales for this role are as follows:
- $128,136 to $252,194 (CA, NJ, NY, WA, HI, AK, MD, CT, RI, MA)
- $116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)
- $104,839 to $206,340 (UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV)
In CA: Typical hiring range is $171,148 to $209,181
The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.
Responsibilities:
ESSENTIAL JOB FUNCTIONS
- Drive the Enterprise Culture and Talent Agenda
- Drive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needs
- Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way
-
Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments
-
Drive Performance, Talent, and Leadership Development
- Drive the company’s approach to performance management, talent reviews, succession, leadership development, and internal mobility
- Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs
- Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness
-
Partner with the People Business Partner team and senior leaders to identify organizational and leadership capability gaps and put plans in place to strengthen bench strength and readiness
-
Design and Ensure Career Architecture and Skills are Relevant and Future Ready
- Drive design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards
- Ensure the framework drives clarity, internal equity, and market competitiveness across roles and functions
- Partner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills
-
Use career architecture to enable stronger talent planning, talent decisions, and alignment of compensation and performance practices to business strategy
-
Shape Employee Experience and Engagement
- Own the strategy for employee experience, engagement, listening, and culture health
- Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action
- Strengthening the employee experience across key moments that matter, from onboarding through growth, development, and change
-
Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work
-
Advance ESG and Inclusion Priorities
- Lead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impact
- Partner across the organization to embed inclusion into leadership, development, engagement, and talent practices
- Help leaders build inclusive, high-performing teams where employees can thrive
- Use data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goals
WHAT SUCCESS LOOKS LIKE
- Talent & Culture is viewed as a strategic advantage and driver of company performance
- Culture is intentional, measurable, and reinforced through leadership behavior and operating norms
- Leaders are stronger, more effective, and better equipped to build high-performing teams
- Performance and talent practices are clear, disciplined, and trusted across the company
- Skills and job architecture are current and actively used to support analytics and informed decision-making
- Engagement insights lead to visible action and a stronger employee experience
- ESG and inclusion priorities are reflected in credible people practices and leadership expectations
QUALIFICATIONS
Education:
- Bachelor’s degree required
Experience:
- 8+ years of progressive experience in talent, culture, organizational effectiveness, leadership development, employee experience, or related People functions
- Experience designing and leading enterprise-wide programs across performance management, talent reviews, succession, leadership development, and employee engagement
- Experience building or evolving career architecture, career frameworks, skills strategies, or related workforce design approaches
- Experience advising senior leaders and influencing decisions across a complex organization
- Experience translating strategy into scalable programs, tools, and operating practices
- Experience using data and organizational insights to diagnose issues, prioritize action, and measure impact
KNOWLEDGE & SKILLS:
- Strong business acumen and the ability to connect talent and culture priorities to company strategy and performance
- Strong judgment, discretion, and credibility when working with senior leaders and sensitive organizational issues
- Excellent written and verbal communication skills, including the ability to shape clear and authentic internal messaging
- Strong facilitation, coaching, and stakeholder management capability
- Ability to move fluidly between strategy, program design, and execution
- Strong analytical orientation, including comfort using engagement, performance, retention, and organizational health data to drive action
- High standards for clarity, rigor, accountability, and practical impact
WHY CHOOSE A CAREER AT MERCURY?
At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.
Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life.
We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.
PERKS AND BENEFITS:
We offer many great benefits, including:
- Competitive compensation
- Flexibility to work from anywhere in the United States for most positions
- Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
- Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
- Medical, dental, vision, life, and pet insurance
- 401 (k) retirement savings plan with company match
- Engaging work environment
- Promotional opportunities
- Education assistance
- Professional and personal development opportunities
- Company recognition program
- Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more
Mercury Insurance is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law.
PAY RANGE: USD $128,136.00 - USD $252,194.00 /Yr.
See All 587+ Remote Performance Engineer Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsRemote Performance Engineer Job Market
Who's Hiring
- Affirm28
- Whatnot13
- AXIOM12
- Boomi8B
- Veeva Systems8
Top Industries Hiring
- Technology & Software141
- Banking & Financial Services45
- Consulting & Professional Services26
- Retail22
- Healthcare & Medical Services19
What Employers Look For
The qualifications that appear most often in remote performance engineer jobs.
- Experience with load testing tools such as JMeter, Gatling, Locust, or k6
- Proficiency in at least one systems or scripting language such as Java, Python, or Go
- Hands-on experience with APM and observability platforms such as Datadog, Dynatrace, or New Relic
- Ability to analyze profiling data, flame graphs, and distributed traces to identify bottlenecks
- Familiarity with CI/CD pipelines and integrating performance tests into automated build workflows
- Bachelor's degree in computer science, software engineering, or a related technical field
Tips for Your Remote Performance Engineer Job Search
Apply early to remote roles that fit
Migrate Mate lists remote performance engineer openings from across the U.S. in one place. Check it regularly so you can find roles that match your stack and apply directly before postings fill.
Build a public performance testing portfolio
Remote hiring managers can't watch you work, so your GitHub or portfolio site does the talking. Publish load test scripts, bottleneck analyses, or before-and-after latency results that show you can diagnose and fix real performance problems independently.
Signal async fluency in your application materials
Remote performance engineer teams communicate through written documentation, not hallway conversations. Use your cover letter and resume to show you write clearly about technical findings, since employers screen for candidates who can surface issues and propose fixes without needing a meeting.
Match your tools to the remote employer's stack
Remote job descriptions name specific observability and testing tools: Datadog, New Relic, Grafana, k6, Gatling, or Locust. Call out the tools you've used in context, not just as a list, so hiring managers can see you've applied them on real workloads.
Prepare for async-first remote interviews
Many distributed engineering teams include a take-home performance audit or async video screen before any live call. Practice walking through a performance investigation in writing or recorded video so you can communicate your reasoning clearly without real-time back-and-forth.
Remote Performance Engineer Jobs: Frequently Asked Questions
How do I get a remote performance engineer job?
Target remote-first tech companies, cloud platforms, and distributed SaaS teams, since those employers are most likely to hire performance engineers without requiring on-site presence. Remote hiring managers screen heavily for self-direction, clear async written communication, and hands-on proficiency with tools like k6, Gatling, JMeter, or Datadog. A GitHub portfolio with load testing scripts, benchmark reports, or tuning case studies gives you a concrete edge over candidates who only list skills.
Which companies hire remote performance engineers?
Remote performance engineer roles are posted by Affirm, Whatnot, and AXIOM and others right now, based on current remote listings on Migrate Mate as of June 2026. These tend to be remote-first technology firms, cloud infrastructure companies, and distributed fintech or enterprise SaaS teams that run engineering entirely across time zones.
Can you get a remote performance engineer job with no experience?
Yes, but remote entry-level performance engineer roles are harder to land because employers expect you to troubleshoot and iterate independently from day one. Smaller remote-first SaaS companies and startups are the most likely to hire junior candidates. Showing open-source contributions, a public performance testing project, or documented benchmark results from a personal or academic project can substitute for professional history and open the door.
Do you need a degree for remote performance engineer jobs?
Not always. Remote employers in this field weigh demonstrated skills, measurable results, and tool proficiency at least as heavily as a formal degree. Candidates who can show real load testing work, performance tuning outcomes, or observability tool expertise are competitive even without a computer science credential. A degree in a technical field helps with larger enterprise employers, but it rarely overrides a strong practical portfolio.
Which industries hire the most remote performance engineers?
The sectors hiring the most remote performance engineers are Technology & Software, Banking & Financial Services, and Consulting & Professional Services, based on current remote listings on Migrate Mate as of June 2026. These industries rely on distributed engineering teams that need performance engineers who can collaborate entirely through async tools and documentation.
See All 587+ Remote Performance Engineer Jobs
Find roles that match your experience and apply in just a few clicks.
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