Revenue Operations Lead

What You'll Do

• Own and architect our CRM as the source of truth for revenue data, designing the system from the ground up
• Instrument the full funnel end to end: lead to opportunity to customer, with reliable attribution
• Build lifecycle systems that move prospects and customers through stages cleanly, including handoffs and automation
• Own revenue tracking and reporting: build dashboards and data models from raw data for real-time insights on pipeline, usage, churn, and expansion
• Design revenue infrastructure to scale with growth toward the next order of magnitude in ARR
• Partner with the VP of Revenue and Success, product, and finance on systems and data that drive go-to-market decisions

What We're Looking For

• Technical GTM systems architect with experience designing CRM systems and revenue infrastructure from the ground up
• Hands-on with revenue data: able to pull, model, and structure data (SQL or equivalent) and build trusted reporting without relying on a data team
• Experience instrumenting funnels end to end with real attribution
• Built lifecycle and revenue-tracking systems that drove results at a scaling company
• Fast-moving owner who ships working systems and iterates
• Backgrounds that tend to do well: founding or early RevOps hire at a SaaS, API-first, or PLG company; RevOps Lead/Manager or GTM Operations who owned CRM architecture and revenue data layer; built revenue-systems function 0-to-1

What We're NOT Looking For

• AI-automation growth-ops profiles focused on stitching tools with automations rather than architecting underlying systems
• Head of Growth or growth-marketer profiles (this is a systems and data role)
• Pure marketing ops or pure sales ops without cross-functional revenue lens
• Consultants, fractional operators, or those who advised on systems without building and owning them
• Pattern of short stints

Benefits & Perks

Available to all employees

• Salary: $190,000–$240,000/year based on impact
• Equity: Up to 0.10%
• Generous PTO (15 days mandatory, flexible beyond 24 days)
• 12 weeks fully paid parental leave
• $100/month wellness stipend
• $1,000/year learning & development
• Team offsites
• 3-month paid sabbatical after 4 years

Available to US-based full-time employees

• 100% medical, dental, vision coverage for employees (50% for dependents)
• Employer-paid life, short-term, and long-term disability insurance
• 401(k) plan
• FSAs, commuter benefits, pet insurance

Available to SF-based employees

• HQ perks including snacks, team lunches, and e-bike loaner