Chief Revenue Officer

Key Responsibilities

• Own revenue end-to-end. You own all revenue targets, budget requests, hiring approvals, and the GTM strategy.
• Consolidate and lead revenue functions. Manage 5 leaders across sales, partnerships, marketing, & account management. Hire, develop, and retain 48+ new GTM team members in 2027.
• Execute the 2027 GTM strategy. Build outbound sales motion and launch an enterprise sales team. Open new verticals with coordinated sales + marketing. Grow ARR from $60M to $250M with $100M from organic growth and $100M from M&A.
• Design and run the revenue model. Build the lead-to-revenue model bottoms-up - establish gates at each level.
• Build and own revenue metrics and accountability. Report to CEO and Present quarterly results to PE board.
• Partner cross-functionally. Partner with the CFO on M&A integration, revenue forecasting, and financial reporting. Partner with the Chief Customer Officer on cross-sell mechanics and churn drivers. Work with VP of Engineering and Product to ensure delivery aligns with commercial commitments.
• Establish and scale GTM infrastructure. Build repeatable playbooks for new logo sales, expansion, and retention.

Requirements

• B2B SaaS revenue leadership experience. You have deep, hands-on experience leading revenue in B2B SaaS environments. You understand subscription models, ARR/NRR metrics, customer acquisition costs, LTV, and how to build repeatable, scalable revenue motions in software businesses.
• Direct sales team management. You have proven experience directly managing a sales team or revenue-producing function.
• Demonstrated revenue organization improvement. You've taken a revenue organization from one state to a materially better state.
• GTM fundamentals. You can articulate your GTM strategy in clear, data-driven terms. Competitive positioning, pricing strategy, funnel dynamics, and conversion rates. You think in terms of unit economics and can defend your revenue model all the way down to the lead level.
• Experience in high-velocity, lower-ACV SaaS. You've successfully scaled revenue in a similar environment (high volume, lower deal size, land-and-expand model).
• Ability to build and scale from ambiguity. You're comfortable with a lean, scrappy, fast-moving environment. GTM processes don't exist yet; you'll build them. Org structure is being designed around you. You're energized by building from the ground up.

Skills and Knowledge

• Outbound sales and land-and-expand motions. Built or significantly scaled outbound programs and both land and expand revenue models.
• Channel/partnership GTM. Worked with channel partners or built partnership go-to-market; experience structuring, incentivizing, and enabling partners.
• PE-backed experience. Worked at PE-backed portfolio company; understand board cadence, growth targets, exits, and aggressive scaling.
• Enterprise sales leadership. Built or led enterprise sales motions; experience scaling from SMB -> mid-market -> enterprise.
• Revenue operations and sales comp design. Built RevOps infrastructure (quota, territory, forecasting, comp tracking). Designed comp models that drive performance-based behavior.

Compensation

Harbor Compliance's base salary range for this role is listed below. Compensation at the time of offer is based on factors such as skill set, experience, qualifications, and work location. Salary is one part of Harbor Compliance's total compensation package. Other benefits may include health benefits, flexible paid time off, parental leave, fertility and adoption assistance, 401(k), and educational reimbursement. Note that the salary range and benefits apply only to U.S.-based candidates.

Pay Transparency Policy Statement

Harbor Compliance will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Harbor Compliance, or (c) consistent with Harbor Compliance's legal duty to furnish information.