Revenue Operations Manager

We're hiring a RevOps Manager to own variable pay and quota-setting across our GTM organization, automate the majority of this cycle, and support/automate other RevOps functions - from analytics and forecasting to process improvement and tooling.

Responsibilities

Own variable pay and quota-setting across our GTM organization, automate the majority of this cycle, and support/automate other RevOps functions - from analytics and forecasting to process improvement and tooling; Translate the existing SQL-and-spreadsheets comp process into agents, skills, and workflows so each cycle takes less manual work than the last; Run monthly and quarterly comp cycles for all GTM teams. Resolve discrepancies, reconcile with Finance and Payroll, run close QA. On-time cycles, errors caught before they escalate; Own the quarterly target-setting pipeline. Collect inputs, generate targets, drive approvals with the VP of Sales and CFO, finalize and distribute target packages. Partner with analytics on dashboards that make targets transparent to managers and reps; Handle new-hire guarantees, crediting exceptions, split credit decisions, LOA and territory moves, SPIFF design and payout, and manager-level comp questions; Own weekly and monthly forecast roll-ups across our GTM segments. Pressure-test rep and manager calls against pipeline data. Surface gaps to the VP of Sales and CFO before they show up in QBRs; Build and maintain pipeline dashboards covering coverage, stage conversion, velocity, and aging. Tie metrics back to compensation so managers see the full picture; Partner with FP&A on bookings forecasts, attainment modeling, and capacity planning for the next fiscal year; Lead the annual comp planning cycle. Frame the plan, construct it across teams, run review and approval cycles with the CFO, CEO, VP of Sales, and other leadership. Manage Legal review and acknowledgment. Run the rollout. Own the retrospective; Bring a point of view on how plans are designed, how targets are set, and how the process runs. Identify changes that improve fairness or speed, then ship them in the next cycle

Requirements

3+ years in revenue operations, sales operations, sales compensation, finance, or a closely adjacent function, with hands-on ownership of sales comp work; Daily working fluency with AI tools (Claude, Cursor, ChatGPT, n8n, Replit, or similar); At least one shipped agentic workflow, internal tool, or skill that took real work off your plate or someone else's, with specifics on what it does and what it saves; Comfort directing AI to write SQL and validate outputs against source data. Independent SQL fluency is a plus; Cross-functional working style with Finance, Legal, and Sales leadership; Judgment under pressure during compressed close windows

Nice to have

Experience designing or improving quota-setting methodologies; Audit support experience, with a habit of flagging issues in comp data, plan mechanics, or payouts before they escalate; Familiarity with usage-based comp plans and the attribution challenges they create; Experience with commission management platforms; Exposure to Salesforce data model, dbt, and BI tooling (Mode, Looker); Experience leading or co-leading an annual comp plan redesign

Benefits

Equity in the form of stock options; Medical, dental, and vision plans with coverage beginning on the date of hire; Flexible paid time off; At least 8 paid company holidays annually; Phone stipend; Commuter stipend; Supplemental pay on qualified leaves; Employee health savings accounts (HSA) contribution; Flexible spending plans; 401K plan; Perkspot - discount program through Lumity