[All remote jobs](https://jobicy.com/jobs.md)Open role[![Legion logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/99d2bb45-221-1.jpg)](https://jobicy.com/company/legion.md)Remote opportunity at[Legion](https://jobicy.com/company/legion.md) # Cloud Release Quality Manager Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/legion.md)Share22 Aug 2026Published24Listing views2Application actions21 Sep 2026Apply before Opportunity details ## About this role. AI SummaryLegion is seeking a Cloud Release Quality Manager to coordinate end-to-end releases for its cloud workforce-management platform. The role owns release planning, readiness checkpoints, go/no-go coordination, deployment approvals, defect triage, and stakeholder reporting across product, engineering, QA, support, and operations. A central responsibility is building and deploying AI agents and automation for release reporting, ticket triage, checklist validation, and CI/CD-related readiness activities. The position also supports SOC and ISO compliance evidence, post-release quality monitoring, and continuous improvement in a remote US environment. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 4/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role combines multi-team release leadership with hands-on AI automation and cloud delivery practices. Success requires managing concurrent deadlines, production risk, compliance needs, and executive-facing communication. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianMarket rate$110,000US market range$95k–$130k0$143k AI insightThe disclosed base salary range is $100,000 to $120,000 USD annually, producing an offer median of $110,000. The estimated US market range for a release/program manager with cloud, DevOps, compliance, and AI automation responsibilities is approximately $95,000 to $130,000 annually; the posted range is competitive for the stated 1–3 years of release-management experience. ## Core skills Skills and capabilities most closely associated with this opportunity. [Release management](https://jobicy.com/jobs?search_keywords=Release%20management.md)[Cloud platforms](https://jobicy.com/jobs?search_keywords=Cloud%20platforms.md)[Program management](https://jobicy.com/jobs?search_keywords=Program%20management.md)[AI agents](https://jobicy.com/jobs?search_keywords=AI%20agents.md)[Release automation](https://jobicy.com/jobs?search_keywords=Release%20automation.md)[CI/CD](https://jobicy.com/jobs?search_keywords=CICD.md)[Agile methodologies](https://jobicy.com/jobs?search_keywords=Agile%20methodologies.md)[DevOps](https://jobicy.com/jobs?search_keywords=DevOps.md)[Jira and Confluence](https://jobicy.com/jobs?search_keywords=Jira%20and%20Confluence.md)[SOC 2 and ISO 27001 compliance](https://jobicy.com/jobs?search_keywords=SOC%202%20and%20ISO%2027001%20compliance.md) Sample interview questionsHow would you establish a release-readiness process for several teams delivering to a shared cloud platform?I would define a shared release calendar, entry and exit criteria, ownership matrix, and standard checkpoints for scope, testing, documentation, security, operational readiness, and approvals. I would publish a dashboard that shows readiness by workstream, risks, dependencies, and decisions needed, then use go/no-go meetings to resolve exceptions explicitly. Describe an AI automation you would build to improve release operations. I would start with a repetitive, measurable workflow such as release-status reporting. An agent could pull approved data from Jira, CI/CD pipelines, test results, and deployment tickets; validate required fields; flag missing evidence or blockers; and draft a concise stakeholder update with links to the source records. I would retain human approval for release decisions and monitor accuracy, time saved, and false-positive rates. What factors would lead you to recommend a no-go decision for a production release? I would recommend no-go when critical acceptance criteria are incomplete, unresolved high-severity defects create unacceptable customer or security risk, rollback procedures are untested, required compliance approvals are missing, or a key dependency is not ready. I would clearly document the risk, business impact, mitigation options, owner, and proposed replan date. How do you manage customer-reported defects immediately after a release? I would run structured triage with support and engineering, classify issues by severity, customer impact, reproducibility, and workaround availability, and assign clear owners and response timelines. I would maintain a single status view, provide targeted communications to affected stakeholders, and feed root-cause findings into future release checks and quality metrics. How would you ensure release activities support SOC 2 or ISO 27001 audit requirements? I would map release controls to required evidence, such as change approvals, testing records, deployment tickets, access controls, rollback plans, and post-release validation. I would standardize evidence collection in the release workflow, perform periodic completeness reviews, and work with security and compliance partners to address control gaps before audits. ### Cloud Release Quality Manager ### AI-Enabled Release Program Manager ### Remote, United States ### JOB OVERVIEW Are you passionate about building enterprise cloud solutions, and excited about using AI to reinvent how software gets released? We are seeking a highly organized, proactive, and technically curious Cloud Release Quality Manager to lead and coordinate software releases across our cloud platforms. In this role, you will manage release timelines, coordinate cross-functional efforts, drive release readiness, and ensure successful delivery of new features, hotfixes, and enhancements. Beyond traditional release management, you will champion the use of AI agents and automation to modernize release operations — improving efficiency, speed, and consistency across the organization. ### RESPONSIBILITIES AND DUTIES ### Release Planning and Execution * Develop and manage end-to-end release timelines, ensuring milestones are clearly defined and achievable. * Coordinate cross-functional teams including product, engineering, QA, support, and operations to align on release scope and quality goals. Work closely with the cross functional leads to manage release quality goals. * Track release checkpoints, including Definition of Done (DoD) reviews, to ensure feature and infrastructure completeness. * Facilitate go/no-go meetings, ensuring all release stakeholders are aligned on readiness and risk. * Provide clear and timely status updates to stakeholders, including executives, through dashboards, reports, and briefings. ### AI & Release Automation * Act as an AI enthusiast and builder: design, develop, and deploy AI agents that automate release activities (e.g., Branch-Diffs status reporting, checklist validation, ticket triage, readiness checks) to improve operational efficiency and release speed. * Automate Release Readiness efforts end-to-end, establishing best practices and standardizing release processes and tooling across the organization. * Identify manual, repetitive release workflows and prioritize them for AI-driven or scripted automation. * Partner with engineering and platform teams to integrate AI agents into existing CI/CD and release tooling. ### Release Readiness & Compliance * Confirm completion of necessary documentation, training materials, and internal handoffs ahead of release. * Create and manage deployment tickets for production releases and hotfixes, coordinating necessary approvals and processes. * Ensure all release activities adhere to established compliance and security requirements, and support ongoing compliance audits. ### Issue & Defect Management * Lead customer defect triage meetings, working with support and engineering teams to prioritize and track issue resolution. * Monitor post-release metrics and feedback to identify areas for improvement in release processes and product quality. * Work closely with customer success and support to understand customer sentiment. Review customer surveys for quality indicators. ### Risk Management & Communication * Ensure artifacts for compliance (SOC, ISO, etc.) are correct and support audits as required. ### REQUIRED SKILLS AND QUALIFICATIONS * 1 to 3 years of release management experience, preferably in cloud-based software development environments. * AI enthusiast with hands-on ability to build and deploy AI agents (e.g., using LLM APIs, low-code agent platforms, or scripting/automation frameworks) to automate release activities and improve operational efficiency and speed. * Demonstrated experience managing complex release processes in SaaS, PaaS, or cloud-native environments. * Strong understanding of Agile methodologies, DevOps practices, and CI/CD pipelines. * Excellent organizational, communication, and cross-functional collaboration skills. * Proven ability to manage multiple releases and deadlines simultaneously. ### PREFERRED QUALIFICATIONS AND SKILLS * Familiarity with tools such as Jira, Confluence, or similar ticketing and documentation platforms. * Experienced in CI/CD — Argo, Jenkins, Playwright automation framework. * Knowledge of regulatory frameworks such as SOC 2, or ISO 27001. * Prior experience standing up automation or AI-agent initiatives within a release, QA, or DevOps organization. ### COMPENSATION & BENEFITS Salary Range: Base Salary Range $100,000 – $120,000 + Stock Equity At Legion, we offer competitive compensation and benefits packages to all employees. As a fully remote employer, pay for positions is determined using local, national, and industry-specific survey data. Our posted salary range is done so in good faith based on national data and may be refined for a candidate’s region/town/cost of living. We strive to make competitive offers that allow employees room for future growth. Salaries will be based on the applicant’s location, level of experience, education, and specialized knowledge and skills. Additionally, we consider the external market rate, the amount we have budgeted internally, and the internal equity for the same position within the company. Benefits include, but are not limited to: * $0 monthly premium and other flexible medical, dental, and vision plans effective on the first day of employment * 401k plan * Discretionary Paid Time Off and Paid Holidays * Parental Leave * Equity * Monthly Wellness Reimbursement * Monthly Lunch on Legion ### ABOUT LEGION Join Legion’s mission to turn hourly jobs into good jobs. We’re a remote, mission-driven team seeking exceptional talent to propel this vision. Embrace a culture that’s collaborative, fast-paced, and entrepreneurial. With us, you’ll grow your skills, work closely with experienced executives, and contribute significantly to our mission. Legion Technologies delivers the industry’s most innovative workforce management platform. It enables businesses to maximize labor efficiency and employee engagement simultaneously. The award-winning, AI-driven Legion WFM platform is intelligent, automated, and employee-centric. It’s proven to deliver 13x ROI through schedule optimization, reduced attrition, increased productivity, and increased operational efficiency. Legion delivers cutting-edge technology in an easy-to-use platform and mobile app that employees love. If you’re ready to make an impact and grow your career, Legion is where you belong. Join us in making hourly work rewarding and fulfilling. ### BACKGROUND AND OPPORTUNITY There are almost 75 million hourly workers in the United States, representing more than half of the entire workforce. Historically, managing hourly employees has been difficult due to high attrition (average of 60%) and high replacement costs (average of $3,200 per employee in retail). The ongoing labor shortage and competition from the gig economy make it more difficult to attract and retain hourly employees. The top reasons hourly employees leave their jobs are a lack of schedule empowerment, poor communication with employers, and an inability to get paid early. Gen Z and the millennial workforce demand gig-like flexibility, modern technology, and compelling work options. Legion’s mission is to turn hourly jobs into good jobs, serving the hourly workers who make up the majority of the US workforce. We believe in empowering employees and helping employers be efficient and innovative by enabling intelligent automation powered by Legion’s Workforce Management platform to optimize labor efficiency and enhance the employee experience simultaneously. Legion WFM was built for the cloud with AI at the core and designed to handle the complexity of modern businesses and meet the needs of today’s hourly employees. Our team is comprised of dedicated individuals from all backgrounds and experiences, globally distributed across all time zones. For more information, visit[https://legion.co](https://legion.co) ### EQUAL EMPLOYMENT OPPORTUNITY Legion Technologies is proud to be an equal-opportunity employer and is committed to maintaining a diverse and inclusive work environment. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, disability, marital status, familial status, sexual orientation, pregnancy, genetic information, gender identity, gender expression, national origin, ancestry, citizenship status, veteran status, and any other legally protected status under federal, state, or local anti-discrimination laws. ### DISABILITY ACCOMMODATION For individuals with disabilities who need additional assistance at any point in the application and interview process, please email recruiting@legion.co We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates’ personal and financial information through fake interviews and offers. All Legion recruiting email communications will always come from the @[legion.co](http://legion.co) domain. Any outreach claiming to be from Legion via other sources should be ignored. If you are uncertain whether you have been contacted by an official Legion employee, reach out to recruiting@legion.co Legion is an equal opportunity employer. All applicants will be considered for employment without attention to race, religion, color, sex, sexual orientation, gender identity, age, national origin, veteran, disability status, or any other basis covered by appropriate law. ### How We Determine What We Pay As a global employer, Legion determines pay for positions using local, national, and industry-specific survey data. We evaluate external equity and the cost of labor/prevailing wage index in the relative marketplace for jobs directly comparable to jobs within our company. Our posted salary range is based on national data and may be refined for a candidate’s region/town/cost of living. For new hires, we strive to make competitive offers allowing the new employee room for future growth. Salaries will be based on the applicant’s location, level of experience, education, and specialized knowledge and skills. Additionally, we consider the external market rate, the amount we have budgeted internally, and internal equity within the company for the same position. An employee/candidate with a stronger skill set will receive higher pay. ### Job Applicant Privacy Policy This Job Applicant Privacy Policy (“Policy”) describes how Legion Technologies, Inc. (“Legion”, “we”, “us” and “our”) collects, uses, and discloses “personal information” as defined under California law from and about job applicants who are residents of California. This Policy does not apply to our handling of data gathered about you in your role as a user of our consumer-facing services. When you interact with us as in that role, the [Legion Privacy Policy](https://legion.co/privacy-policy/) applies. * Types of Personal Information We Handle We collect, store, and use various types of personal information through the application and recruitment process. We collect such information either directly from you or (where applicable) from another person or entity, such as an employment agency or consultancy, background check provider, or other referral sources. This information includes: Identification and contact information, and related identifiers such as full name, date and place of birth, citizenship and permanent residence, home and business addresses, telephone numbers, email addresses, and such information about your beneficiaries or emergency contacts. * Professional or employment-related information, including: Recruitment, employment, or engagement information such as application forms and information included in a resume, cover letter, or otherwise provided through any application or engagement process; and copies of identification documents, such as driver’s licenses, passports, and visas; and background screening results and references. * Career information such as job titles; work history; work dates and work locations; information about skills, qualifications, experience, publications, speaking engagements, and preferences; and professional memberships * Education Information such as institutions attended, degrees, certifications, training courses, publications, and transcript information. * Legally protected classification information such as race, sex/gender, religious/ philosophical beliefs, gender identity/expression, sexual orientation, marital status, military service, nationality, ethnicity, request for family care leave, political opinions, and criminal history. * Other information such as any information you voluntarily choose to provide in connection with your job application. * How We Use Personal Information We collect, use, share, and store personal information from job applicants for our and our service providers’ business and operational purposes in the recruitment process such as: processing your application, tracking your application through the recruitment process, contacting references with your authorization, conducting background checks you authorize, and making hiring decisions. We will also use job applicant information for internal analysis purposes to understand the applicants who apply and to improve our recruitment process. We may sometimes need to use applicant information for legal purposes, such as in connection with any challenges made to our hiring decisions. * With Whom We Share Personal Information We will disclose job applicant personal information to the following types of entities or in the following circumstances (where applicable): Internally: to other Legion personnel involved in the recruiting and hiring process. * Vendors: such as technology service providers, travel management providers, human resources suppliers, background check companies, and employment agencies or recruiters, where applicable. * Legal Compliance: when required to do so by law, regulation, or court order or in response to a request for assistance by the police or other law enforcement agency. * Litigation Purposes: to seek legal advice from our external lawyers or in connection with litigation with a third party. * Business Transaction Purposes: in connection with the sale, purchase, or merger. * How to Contact Us About this Policy – If you have any questions about this Policy, please contact [privacy@legion.co](mailto:privacy@legion.co). 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