Our relationship with Xolo, before you read any further

Remote Work Europe has a commercial relationship with Xolo, and you should know what it is before you read our assessment of them as an employer.

  • Maya Middlemiss has been a paying Xolo Leap customer since 2018, for her own Estonian company
  • Remote Work Europe is a Xolo Spain ambassador. We hold a referral code and we earn commission when a reader signs up through our links. That partnership was extended in September 2026 and runs to February 2027
  • Xolo is the research partner on our report The State of Freelancing in Spain, and funded the prize for the survey behind it
  • Maya sits on the jury for the Xoloverse awards in 2026
  • Our Xolo partner page, including the current offer, is here: Remote Work Europe × Xolo

What that does and does not change. Every factual claim below comes from Xolo’s own public job adverts, retrieved on 9 October 2026 and linked in full at the end. We have applied the same questions we apply to any employer on our members’ board, and where the answer is unflattering we have said so – see the sections on hybrid working in Tallinn and on what the Customer Success role actually involves.

We would rather you discounted our view entirely than that you did not know we were paid.

What Xolo does

Xolo builds software and provides accounting for solo business owners. It has two distinct products: Xolo Leap, which runs an Estonian company for you remotely through e-Residency, and Xolo Spain, which handles registration and compliance for autónom@s in Spain. Its own description is “simplifying entrepreneurship – removing bureaucracy, automating admin”, aimed at “freelancers, consultants, and microentrepreneurs who want to focus on their craft, not the paperwork”.

It is headquartered in Tallinn and says it has more than 100 team members globally. It does not publish a country breakdown, so we cannot tell you how large the Spanish team is, and we have not asked you to take a guess.

Remote Work Europe tracks Xolo through the Connected members’ jobs board.

Remote culture: what it’s actually like

Xolo is not a remote-first company, and the adverts make that clear if you read the location line.

Of the six open roles, the split runs by country rather than by seniority or function:

  • “Remote in Spain” – People Operations Specialist, Accounting and Tax Advisor
  • “Remote in Europe. Hybrid in Estonia.” – Partnership Manager
  • “Hybrid in Estonia” – Business Analyst, Customer Success Specialist

So the pattern is a Tallinn head office that expects people in the building, and genuinely remote hiring outside Estonia. If you are in Spain, Xolo is a remote employer. If you are in Estonia, it is a hybrid one. Both things are true at once, and neither is hidden.

The structured remote flag in their job feed agrees with the wording: the two Tallinn-based roles are marked as not telecommuting, the Spanish and Europe-wide ones as remote. That consistency is worth something. A surprising number of employers set the flag one way and write the opposite in the body.

There is a structural reason Xolo cannot be a company with no Estonian footprint. Part of what Xolo Leap sells is the legal address and contact-person service an Estonian company needs, and under Estonian rules those must come from a licensed service provider. e-Residency’s own guidance puts it plainly: “In Estonia, this means obtaining either a legal address or a contact person service from licensed service providers.” So Xolo has to hold a real, licensed establishment in Estonia in a way that a purely distributed software company does not.

That explains the Estonian presence. It does not, on its own, explain why a business analyst is expected in the office three days a week – that is a culture choice rather than a legal one, and worth asking about directly if you are applying for a Tallinn role.

Stated values, in their own words, are “a team of Mavericks”, “we run like Clockwork” and “our Big-hearted nature”. Those are brand phrases rather than policies. Ask in the process what they mean operationally, particularly the second one, because “operational excellence” and “finely tuned processes” describe a company with opinions about how work gets done.

Hiring in Europe: the details

Countries. Six open roles on 9 October 2026: three based in Estonia, two in Spain, one remote across Europe.

Employment model. Employed, full-time, on every role that states it. For a company whose entire product serves the self-employed, that is worth noticing rather than treating as a contradiction – they are hiring staff to serve freelancers, not hiring freelancers.

Salary. Published on every single role, as a band, with the basis stated. This is the most unusual thing about Xolo’s adverts and the main reason we would point a jobseeker at them:

RoleLocationPublished range
Business AnalystHybrid, Estonia€4,000 – €4,700 gross monthly
Partnership ManagerRemote in Europeup to €48,000 gross annually
People Operations SpecialistRemote in Spain€30,000 – €39,000 gross annually
Accounting and Tax AdvisorRemote in Spain€25,000 – €28,000 gross annually
Customer Success SpecialistHybrid, Estonia€2,000 – €2,400 gross monthly

Most European employers publish nothing. A candidate can work out from this table whether an application is worth their afternoon, which is the entire argument for pay transparency.

Timezone expectations. Not stated. Central European hours are the reasonable assumption for a Tallinn company hiring in Spain and Estonia.

Language. English throughout the adverts. The Spanish roles deal with the Spanish tax authorities and Spanish labour law, so working Spanish is a practical requirement for both even where the advert does not spell it out.

Who they’re looking for

Every role sits in operations, finance or growth. There is no engineering hiring at all on this list, which for a software company is a signal about where it is in its own cycle – building out the service and commercial layer rather than the product.

For our readers, two roles stand out and for opposite reasons.

Accounting and Tax Advisor, remote in Spain at €25,000 to €28,000, is the one we would flag to someone making a first move into remote work with transferable experience. The work is registering freelancers with the Agencia Tributaria and Social Security, filing their quarterly and annual returns, and answering their questions. Anyone who has done Spanish accounting in an office can do this from home, and the advert says Xolo’s own software has automated the routine parts. It is also an education: you would finish a year in that job understanding autónomo compliance better than almost anyone. If you are weighing whether a role is a genuine way in, our guide to remote gateway roles sets out the test.

People Operations Specialist, remote in Spain at €30,000 to €39,000, is described as “our first in-house HR professional in Spain” – owning the employee lifecycle, Spanish labour law and the applicable collective agreement, payroll inputs, Social Security registrations and occupational health and safety. A first-in-country HR hire is a particular kind of job. You are writing the processes rather than following them, with no local predecessor to ask. That suits someone who wants the scope and would frustrate someone who wants structure.

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One advert to read twice

The Customer Success Specialist role is substantially a sales job, and the title does not say so.

The advert is honest once you open it – it describes “proactive sales”, a “consultative sales approach”, engaging leads “through callbacks, emails, and outbound efforts”, qualifying inbound leads, optimising the sales funnel, and upselling and cross-selling. The first listed responsibility group is “Sales & Growth”.

None of that is wrong, and plenty of people want exactly that mix. But “Customer Success Specialist” at €2,000 to €2,400 a month in Tallinn will attract applications from people who think they are going into support, and the structure of the role is outbound commercial work. Read the responsibilities before you decide, and if you dislike cold outreach, this is not the one.

This is the kind of thing we look for across every employer we cover, and it is not a criticism specific to Xolo. The gap between a job title and a job description is one of the most common reasons a remote application goes wrong.

What the hiring pattern tells you

Xolo is hiring the functions a company builds when it is scaling a service rather than inventing one: a first HR person in Spain, an accountant for Spanish clients, a business analyst for financial planning, and a Partnership Manager to turn “a set of promising one-offs into a real, predictable source of growth” – their phrase, and a candid description of a channel that has not had an owner.

For a European jobseeker the practical read is this. The remote opportunities are in Spain and they are in operations, they pay published mid-market Spanish salaries, and they require Spanish. The Estonian roles pay more and want you in Tallinn three to five days a week. There is no engineering route in at the moment, and nothing on this list is junior in the sense of needing no prior experience, though the accounting role is the most open of the six to someone changing working pattern rather than changing career.

October 2026 only · ends 31 October

Two months free with Xolo Spain, worth up to €130 for new customers.

Minimum 6-month commitment. Check full terms first. This is the partnership we disclosed at the top of this article.

See the offer →

How to apply

  • Careers: Xolo posts through Workable and applications go directly to the company
  • LinkedIn: Xolo on LinkedIn

Specific tips. Read the location line first – it is the single most load-bearing sentence in every one of their adverts. For the Spanish roles, say plainly what your Spanish is, because both involve Spanish authorities and neither advert states a level. For the People Operations role, ask who has been doing Spanish HR until now and what you would be inheriting, since “first in-house” usually means an external provider and a pile of undocumented practice. And across all of them, ask what “we run like Clockwork” means in a week of actual work.

Sources

See our full guide to employers open to remote work across Europe.