Senior Revenue Operations Leader

About the Role
Reporting to the CRO, we’re seeking a director-level Senior Revenue Operations Leader to solve 4 things:

• Define & Deliver a simplified, AI-forward GTM tech stack that maximizes the capture, flow, and utilization of data across the revenue process — reducing administrative burden while improving measurable outcomes. This includes cultivating and maintaining a clean SFDC instance capable of serving as a foundation for AI initiatives.
• Elevate a business partner who operates cross-functionally: understanding, anticipating, and solving business needs through data-driven modeling and deliverables. Serves as the trusted advisor to the CRO.
• Create company-wide consistency (when applicable) across the tech stack and reporting.
• Develop RevOps into a GTM partner for the CRO to develop, maintain, & enforce a strong operating cadence that produces definable value up and down the GTM org structure.

This is not a reporting-and-infrastructure seat. It is a player-coach leadership role: hands-on in the RevOps work itself, while building and leading a team that grows with the company.

Targeted Sample Outcomes:

• A simplified, AI-forward tech stack — CRM architecture and reporting as its foundation, with AI tooling or AI builds that are actually landed and adopted by reps, proven with usage data, not a vendor selection exercise.
• Capacity and Forecast models the business trusts and can defend — bottoms-up, stage-exit criteria, conditional close rates — the data-driven modeling that makes this seat a real business partner, not just a reporting function.
• Diagnosis that turns into field-level intervention: corrective actions that reach reps with a measurable before-and-after.

Role Responsibilities

Revenue Operations & Systems:

• Own CRM architecture, hygiene, and stage-gate discipline across the full sales cycle.
• Build and maintain the bottoms-up capacity model the team's growth targets are set and defended against.
• Own revenue reporting — a single source of truth for the CRO and executive team on pipeline, bookings, and attainment.
• Run the forecast process end to end: stage-exit criteria, conditional close rates, and a cadence where managers commit their own numbers.
• Build and lead a weekly Demand Council cadence.
• Instrument competitive-presence tracking across the pipeline.
• Partner with the CRO & other members of the executive team on territory design, quota setting and modeling, and compensation plan mechanics.

AI in the Revenue Stack:

• Evaluate, select, and land AI tooling into the GTM stack. The bar is judgment and change management — landing something reps actually use — not necessarily building it in-house.
• Drive adoption of what gets deployed, with usage data to show it changed behavior, not just that it shipped.
• Be personally hands-on with the tools, not just directing a team that uses them — baseline Salesforce administrator fluency, plus firsthand experience connecting AI directly to the CRM (e.g., using Claude via MCP against Salesforce), not just vendor evaluation.
• Operate credibly on both sides of the point-solution question, by design: able to work within and get real value out of an existing vendor stack (Domo, Terret-style tools) and able to design and land an AI-native replacement when that's the better call. The seat is not hired to pre-commit to either philosophy — it's hired to have the judgment and the hands to execute whichever one a given problem actually needs.

Cross-Functional Execution:

• Drive initiatives across Sales, Marketing, and Finance without needing to own every function touched.
• Turn diagnosis into action: interventions that reach the field, with a measurable before-and-after.

Team Leadership:

• Build and lead the RevOps team — hiring, developing, and setting priorities as it scales with the company.

Ideal Candidate Competencies

• Can translate a business question into a data model — and defend that model when a sales leader disagrees with it.
• Has served as strategic advisor to a revenue leader — sat at the table for the decision, not just delivered the readout.
• Track record of putting net-new corrective actions into a field sales organization, with a before-and-after.
• Has built a bottoms-up capacity or quota model and personally defended it against a top-down target.
• Forecast discipline — can describe how they'd know the forecast was wrong before the quarter ended.
• Has selected and landed AI tooling that changed how a field team works, backed by adoption data — vendor fluency alone is a disqualifier, not a qualification.
• Has driven cross-organizational initiatives (Sales, Marketing, Finance) without owning every function involved.
• Can describe how the GTM tool stack's data actually connects, not just list the vendors in it.
• Comfortable operating hands-on at Litify's scale (~200 people) — has personally built models, not only managed analysts who did.
• Has a tinkering mindset — experience leveraging expected baseline Salesforce admin credentials to wire AI (e.g. Claude via MCP) directly into Salesforce.
• Has both a considered view and a track record on each side of the point-solution question — can point to a time they got real value working inside a vendor stack, and a time they consolidated one away in favor of an AI-native workflow. Screened on versatility, not on which side they favor.

Disclosure:
The estimated base salary range for this role is $175,000-190,000. You will also be offered a bonus and benefits.