10 Fully-Remote Companies Paying $100-500k for Tech Roles in 2024
DuckDuckGo, RevenueCat, and 8 other remote-first companies hiring software engineers at $100-500k globally. Real company links, salary ranges, and remote work policies for high-paying positions.
Looking for high-paying remote opportunities? Here's 10 fully-remote companies paying $100-500k for tech folks, with direct links to their careers pages.
These companies embrace remote work as a core part of their culture, not just a temporary concession.
Explore 5,000+ remote and on-site tech jobs →
The Remote-First Companies Paying Top Dollar
| Company | Salary Range | Company Focus | Remote Policy |
|---|---|---|---|
| Pulumi | $100-400k | Infrastructure as Code | Fully remote |
| invisible.co | $100-400k | AI & Process Automation | Fully remote |
| AssemblyAI | $100-400k | Speech AI & Transcription | Fully remote |
| RevenueCat | $200k+ | Mobile In-App Subscriptions | Fully remote |
| Help Scout | $100-300k | Customer Support Software | Fully remote |
| HopSkipDrive | $100-300k | Youth Transportation | Fully remote |
| Customer.io | $150-300k | Marketing Automation | Fully remote |
| Phantom.app | $150-300k | Crypto Wallet | Fully remote |
| Edge & Node | $100-500k | Web3 Infrastructure | Fully remote |
| DuckDuckGo | $100-300k | Privacy-Focused Search | Fully remote |
1. Pulumi ($100-400k)
What they do: Infrastructure as Code platform that lets developers build, deploy, and manage cloud infrastructure using familiar programming languages.
Tech stack: TypeScript, Python, Go, infrastructure tooling
Why it's great:
- Growing rapidly in the DevOps/Infrastructure space
- Strong engineering culture
- Real impact on how companies manage cloud infrastructure
2. invisible.co ($100-400k)
What they do: AI-powered process automation that combines human expertise with software to solve complex business problems.
Tech stack: Python, React, machine learning infrastructure
Why it's great:
- At the intersection of AI and automation (hot space)
- Diverse technical challenges
- Work with cutting-edge AI/ML technologies
3. AssemblyAI ($100-400k)
What they do: Speech recognition and audio intelligence APIs. Convert audio to text, detect topics, summarize content, and more via API.
Tech stack: Python, machine learning, audio processing, APIs
Why it's great:
- AI/ML space with explosive growth
- Technical challenges in speech recognition
- Strong product-market fit with Fortune 500 customers
For more on AI-related career opportunities, see our market analysis articles.
4. RevenueCat ($200k+)
What they do: In-app subscription infrastructure for mobile apps. Handle subscriptions across iOS, Android, and web from one API.
Tech stack: Swift, Kotlin, TypeScript, distributed systems
Why it's great:
- Strong revenue and growth (powers billions in subscriptions)
- Remote-first from day one
- Work on mobile infrastructure at scale
5. Help Scout ($100-300k)
What they do: Customer support platform designed for growing businesses. Email-based helpdesk with collaboration tools.
Tech stack: Ruby, JavaScript, React, distributed systems
Why it's great:
- Profitable, sustainable company (no VC pressure)
- Strong remote work culture (remote since 2011)
- Excellent work-life balance reputation
6. HopSkipDrive ($100-300k)
What they do: Safe transportation for youth, used by families, schools, and organizations.
Tech stack: Ruby on Rails, React, mobile development, logistics systems
Why it's great:
- Mission-driven company (child safety)
- Complex technical problems (matching, routing, safety)
- Well-funded with strong growth
7. Customer.io ($150-300k)
What they do: Marketing automation platform for sending targeted emails, push notifications, and SMS based on user behavior.
Tech stack: Go, JavaScript, distributed systems, data pipelines
Why it's great:
- Remote-first culture since founding
- Work on high-scale data processing
- Strong engineering team and culture
For strategies on landing remote roles, check our remote job hunting guide.
8. Phantom.app ($150-300k)
What they do: Leading Solana cryptocurrency wallet. Non-custodial wallet for managing crypto and NFTs.
Tech stack: TypeScript, React, mobile development, blockchain
Why it's great:
- Crypto/Web3 space (love it or hate it, it pays well)
- Technical challenges in security and blockchain
- Fast-growing product with millions of users
9. Edge & Node ($100-500k)
What they do: Building The Graph protocol—decentralized indexing protocol for querying blockchain data. Think "Google for blockchains."
Tech stack: Rust, TypeScript, GraphQL, blockchain infrastructure
Why it's great:
- Core Web3 infrastructure
- Extremely complex technical challenges
- Top of market compensation ($500k for senior roles)
10. DuckDuckGo ($100-300k)
What they do: Privacy-focused search engine and suite of privacy tools (browser, email protection, etc.).
Tech stack: Perl, Python, JavaScript, mobile development
Why it's great:
- Mission-driven (privacy protection)
- Profitable and sustainable (no ads business model pressure)
- Remote-first since founding
- Excellent work-life balance
Calculate your potential savings working remotely →
Compensation Breakdown by Role
Here's typical salary ranges across these companies:
| Role | Junior (0-2 yrs) | Mid (3-5 yrs) | Senior (5+ yrs) | Staff+ (8+ yrs) |
|---|---|---|---|---|
| Software Engineer | $100-140k | $140-200k | $200-300k | $300-500k |
| Senior/Staff SWE | N/A | $180-250k | $250-350k | $350-500k |
| Engineering Manager | N/A | $150-220k | $220-320k | $320-450k |
| DevOps/Infrastructure | $110-150k | $150-220k | $220-320k | $320-450k |
| Data Engineer | $100-140k | $140-210k | $210-300k | $300-450k |
| Product Designer | $90-130k | $130-190k | $190-260k | $260-350k |
Note: Total compensation includes base salary + equity. Equity can be significant (20-40% of total comp) at these companies.
For context on how these salaries compare to location-based roles, see our Europe vs US salary analysis.
Why These Companies Can Pay Remote Salaries This High
1. No geographic arbitrage (yet)
Most of these companies pay based on role, not location. You get the same $200k whether you're in San Francisco or Poland.
(Though this is slowly changing—some companies now do location-adjusted comp.)
2. Venture-backed with good funding
Most raised significant capital and are growing fast. They can afford to pay top dollar for talent.
3. Competing with big tech for talent
To get great engineers away from Google/Meta, you need to match compensation. Remote work is the differentiator.
4. High-value products
- RevenueCat: Processes billions in subscriptions (takes a cut)
- Customer.io: High-touch B2B SaaS with good margins
- AssemblyAI: AI infrastructure with strong demand
- Edge & Node: Crypto has... money
5. Remote-first = global talent pool
They can hire the best engineer in Poland for same cost as mediocre engineer in SF. Better ROI.
How to Get Hired at These Companies
1. Strong Portfolio/GitHub
Remote companies can't evaluate you by "office presence" or "culture fit" interviews. They need proof you can ship.
What works:
- Open source contributions
- Well-documented side projects
- Live demos/websites
- Technical blog posts
2. Excellent Written Communication
Remote work is 80% writing (Slack, docs, PRs, RFCs). You must write clearly.
Demonstrate this:
- Write technical blog posts
- Contribute to documentation
- Thoughtful GitHub PR descriptions
- Clear, structured emails/applications
3. Timezone Overlap Awareness
Most US-based remote companies want 4-6 hours overlap with US timezones.
If you're in Europe:
- Mention flexibility to shift hours (e.g., 12pm-8pm CET = 6am-2pm EST)
- Highlight async communication skills
- Show experience working across timezones
4. Remote Work Experience
Having "remote" on your resume helps massively.
If you don't have it:
- Negotiate remote at current job (even 2 days/week helps)
- Freelance remote projects
- Contribute to remote open source projects
- Emphasize self-direction and async work in previous roles
For detailed strategies, see our guides section.
The LCLT Remote Strategy
Here's why these companies are perfect for the Low-Cost Low-Tax (LCLT) strategy:
Example: $180k Remote Job from Poland
| Category | Amount | Details |
|---|---|---|
| Gross salary | $180k (€165k) | Senior engineer at Customer.io |
| Tax (Poland IP Box) | €8k | 5% on software income |
| Social contributions | €14k | Health + retirement |
| After tax | €143k | 87% take-home |
| Living costs (Warsaw) | €28k | Comfortable lifestyle |
| Annual savings | €115k | 70% savings rate |
Compare to San Francisco:
- Same role at similar company: $200k
- After tax: $125k (62%)
- Living costs: $75k
- Savings: $50k (25% savings rate)
Poland advantage: Save €115k vs $50k = 130% more savings per year on similar nominal salary!
Over 5 years:
- SF path: $250k saved
- Poland path: €575k ($620k) saved
- Difference: $370k more wealth
Compare your savings across locations →
Remote Work Locations: Where to Base Yourself
If you land one of these $150k-$300k remote roles, here's where to maximize savings:
| Country | Tax Rate | Annual Costs | Savings on $180k | QoL | Visa Difficulty |
|---|---|---|---|---|---|
| Poland | 12% | €28k | €127k (77%) | Excellent | Easy (EU) |
| Georgia | 1% | €18k | €147k (89%) | Good | Very easy |
| Romania | 5% | €24k | €137k (83%) | Good | Easy (EU) |
| Portugal | 20% | €32k | €112k (68%) | Excellent | Easy (EU) |
| Cyprus | 15% | €30k | €120k (73%) | Excellent | Easy (EU) |
| Mexico | 10-15% | $24k | $127k (78%) | Good | Easy |
| Thailand | 0%* | $20k | $147k (90%) | Good | Visa runs |
*Thailand: Tax-free if not remitted in same year (consult advisor)
For detailed location planning, see our LCLT strategy guide.
Red Flags to Watch For
Not all remote companies are created equal. Watch for:
❌ "Remote but..." clauses
- "Remote within US only"
- "Remote but must be in office once a month"
- "Remote during COVID" (not truly remote-first)
❌ Poor async culture
- All meetings (defeats remote purpose)
- Expectation of instant Slack responses
- US-hours-only communication
❌ Location-based pay cuts
- "We adjust salary based on your location"
- Can result in 30-50% pay cuts for same work
❌ Contractor-only (for wrong reasons)
- Purely to avoid employment taxes
- No benefits, no stability
- (Though B2B contracts can be GOOD in LCLT for tax reasons)
✅ What to look for instead:
- "Remote-first since founding"
- Async-first communication culture
- Location-agnostic compensation
- Clear career progression for remote employees
- Strong written documentation culture
Alternative Platforms to Find Remote Jobs
Beyond these 10 companies, here are platforms to find similar roles:
- Wellfound (AngelList) - Startups, many remote
- Remote.co - Curated remote jobs
- We Work Remotely - Large remote job board
- RemoteOK - Tech-focused remote jobs
- Himalayas - Remote tech jobs with salary data
- Arc.dev - Remote developer jobs
- Our job board - Top European tech jobs (remote + on-site)
For comprehensive guidance, see our best platforms for remote tech jobs.
Related Career Paths
If you're interested in remote work, also consider:
- Top 3 Career Paths for European Developers - Including remote LCLT strategy
- Why High-Paying Remote is the New FAANG - Market analysis
- Poland: Europe's Top Place for Software Engineers - Best LCLT location
- Layoff Protection Through Remote Work - Financial leverage
Frequently Asked Questions
Do these companies really pay the same salary regardless of location?
Mostly yes, but it's changing. As of 2024, about 60% of remote-first companies use location-agnostic compensation (same salary everywhere), while 40% use location-adjusted bands. Pure location-agnostic companies: GitLab (used to, now changed), Zapier (uses bands), Automattic (mostly agnostic). How it works: Companies like DuckDuckGo and Help Scout historically paid based on role, not location—$180k senior engineer whether you're in NYC or Warsaw. Recent trend: More companies moving to "location bands" (e.g., Band A: SF/NYC, Band B: other US cities, Band C: international). Typical Band A → Band C cut: 20-30%. Strategy: Target smaller remote-first companies ($10-100M revenue) who still do location-agnostic comp. Larger companies (500+ employees) more likely to have bands. Reality check: Even with 20-30% "international cut", $126k-$144k in Poland (after 30% cut from $180k) still gives you €110k-€130k saving €80k-€100k/year versus local €60k-€80k Polish job saving €35k-€50k. Still worth it!
Can junior engineers (0-2 years experience) get these remote jobs?
Realistically, very difficult. Remote jobs heavily skew toward mid-senior (3+ years) because: (1) Companies need confidence you can work independently, (2) Onboarding/mentoring is harder remotely, (3) Competition is global (you're competing with seniors willing to take that salary), (4) Junior mistakes cost more remotely (less oversight). Success rate: ~5-10% of remote jobs go to <2 years experience versus ~40-50% of on-site jobs. Better junior strategy: Get on-site job for 2-3 years building skills → transition to remote. Alternative: Target "remote-friendly" (not remote-first) companies that have offices but allow remote—easier junior entry point, negotiate full remote after 12-18 months. Exception roles: Some companies hire junior for specific roles—customer success engineering, technical writing, QA/testing (more junior-friendly remote). Reality: If you're junior, optimize for learning and skill building first (on-site or hybrid), then leverage that to land great remote role years 3-5. See our early career tips.
What's the interview process like for these remote companies?
Expect 4-6 rounds, heavily technical, mostly async/coding challenges. Typical process: (1) Application screen (CV/portfolio review—written communication matters hugely here), (2) Recruiter call (30 min, culture fit, logistics), (3) Technical screen (45-60 min coding problem or take-home project), (4) Technical deep-dive (60-90 min system design or architecture), (5) Team fit interviews (2-3 x 30-45 min with engineers), (6) Final round (hiring manager or executive). Key differences from on-site interviews: Heavy emphasis on take-home projects (vs whiteboard coding), written communication evaluated throughout, async components (loom video, written answers), timezone flexibility (interviews spread over weeks). Timeline: Expect 3-6 weeks total (slower than on-site due to async + timezone coordination). Prep tips: Strong GitHub portfolio, prepare for system design (common for remote roles), practice explaining technical decisions in writing, have side projects to discuss. Most companies use similar interview formats to big tech but more writing-heavy. See our career guides for detailed interview prep.
How do taxes work if I work remotely for a US company while living in Europe?
You pay taxes in your country of residence, not the company's country. This is a common misconception. Reality: If you live in Poland and work remotely for US company, you pay Polish taxes (not US taxes). US company will pay you gross, you're responsible for local taxes. Structure options: (1) Employment contract (rare): Company has European entity, hires you as employee, handles taxes (simplest for you but rare), (2) B2B contract (most common): You set up sole proprietorship/LLC in your country, invoice company monthly, you handle your own taxes (most flexible, best for tax optimization), (3) Employer of Record (EOR): Company uses Deel/Remote.com/Oyster to "employ" you (they handle legal/taxes for fee), you're technically employed but flexible. Tax optimization: B2B structure lets you use favorable tax regimes—Poland IP Box (5-12%), Romania micro-company (3%), Cyprus corporate rate (12.5%). Critical: Work with local tax advisor/accountant ($600-$1,200/year) to set up correctly. One-time setup but crucial. US tax implications: None for you (unless you're US citizen—then you file US taxes regardless). Company might need to handle contractor reporting but that's on them. See our LCLT guide for tax structure details.
Are remote salaries starting to decrease with more competition?
Yes, modest decrease (10-20%) but still very high compared to local markets. Data: Remote senior engineer roles: 2021 average $180k-$220k, 2024 average $150k-$200k. Roughly 10-15% decrease. Why declining: (1) More supply (more engineers want remote), (2) RTO reduced demand somewhat, (3) Companies wised up to geo-arbitrage (location-based bands), (4) Economic pressure (high interest rates = companies cutting costs). But still excellent: Even "decreased" $150k remote is life-changing in LCLT versus local jobs. Poland senior engineer local: €60k-€80k. Remote $150k (€138k) = 2x local salary. After tax: €120k. Costs: €28k. Savings: €92k/year still! Compare 2021 $200k remote: After tax €150k, costs €28k, savings €122k. Difference: €30k less saved but you're still crushing it. Future outlook: Expect stabilization at current levels ($140k-$180k senior remote roles). Competition exists but demand remains strong. Strategy: Differentiate yourself (strong portfolio, proven remote work ability, excellent communication) to command top of range. Remote salaries unlikely to drop below $120k senior level (at that point companies just hire local). For market trends, see our market analysis.
Should I take a remote job or pursue on-site big tech?
Depends on career stage and priorities—hybrid approach often optimal. Choose remote if: (1) Mid-career+ (3+ years experience), (2) Maximizing savings rate is priority (70-85% vs 20-35%), (3) You value location freedom and lifestyle, (4) Financial independence timeline matters (FIRE in 10-15 years), (5) You work well independently (less mentorship). Choose on-site big tech if: (1) Early career (0-3 years—better learning/mentorship), (2) Brand name matters for future optionality (FAANG on CV), (3) You want to reach $300k-$500k+ (big tech ceiling higher), (4) You're willing to trade savings rate for total comp, (5) You thrive in structured environment. Optimal hybrid strategy: Years 0-3: On-site big tech or good startup (€60k-€100k) - Build skills, network, CV, save €30k-€50k/year → Total saved: €90k-€150k. Years 3-8: Remote ($150k-$180k) from LCLT - Max savings €80k-€120k/year → Total saved: €490k-€750k. Years 8+: Options (semi-retire, return to big tech from strength, start company, continue remote). This sequence gives you best of both: career capital AND financial capital. Pure remote from day 1: Harder to land, miss learning. Pure on-site forever: Lower savings, less freedom. See our career paths comparison for detailed analysis.