Director of Revenue Operations

About the role

We're hiring a Director of Revenue Operations to be the analytical backbone of our Go-To-Market engine — end to end, from top-of-funnel demand through renewal and expansion. Reporting to the VP of Revenue Operations, you'll own the rigor behind our numbers: forecast accuracy, unit economics, board-ready reporting, and the systems and processes that keep our GTM data trustworthy across the full customer lifecycle.

You'll also partner closely with the VP on the broader lead-to-revenue model, pipeline and capacity analytics, and GTM planning, while building and leading a growing Revenue Operations team — bringing the discipline and hands-on execution that turns strategy into a system the business can actually run on.

This is a highly analytical, cross-functional role for someone who thinks like a CFO, isn't afraid to be the person who tells leadership what the data actually says, and wants to help professionalize a GTM engine — and build the team behind it — as we scale.

What You'll Do

• Build and lead a dedicated, high-accountability RevOps team — hire and develop and team of analysts and managers that will be an embedded strategic partner to Sales, Account Management, Renewals, Marketing and Partnerships leadership.
• Drive AI adoption across GTM — identify, pilot, and operationalize AI-driven tools and workflows that measurably grow revenue and remove friction from rep workflow
• Own the entire lead-to-renewal funnel as one connected system — drive end-to-end visibility of the GTM funnel and accountability.
• Own the GTM operating cadence — forecast reviews, pipeline inspections, and QBRs — plus annual/quarterly territory, quota, and capacity planning in lockstep with Finance and GTM leadership.
• Architect the metrics, systems, and data backbone needed to scale sales, expansion, and renewal motions — CRM governance, data hygiene, and a scalable GTM tech stack.
• Design and administer incentive compensation in partnership with Finance, with accuracy and a reliable cadence that keeps reps focused on the outcomes that matter.
• Partner with Finance and Legal on a Deal Desk process that reviews non-standard deals for profitability and risk before approval, protecting margin without slowing the team down.

What We're Looking For

• 7+ years in Revenue Operations at a high-growth B2B SaaS company, ideally scaling through $50M–$250M+ ARR.
• Experience hiring, developing, and managing a team — this is a player-coach role, not a pure individual contributor position
• Advanced financial modeling skills — you can build a bottoms-up forecast model from scratch, not just maintain a template
• Hands-on fluency in HubSpot or Salesforce, plus BI/SQL tools (Looker, Tableau, Thoughtspot) and systems like Gong, Clari, Outreach, Clay, etc.
• Track record of operationalizing AI tools that drive revenue or cut rep friction.
• Working knowledge of BI and SQL — comfortable in data warehouses like Snowflake and visualizations like Tableau, Looker
• Deep experience partnering with data teams to drive data definitions, source of truth reporting and alignment on metrics across the business
• High-agency communicator who partners credibly with Finance, GTM, and executive leadership.

Nice to Have

• Experience integrating acquisitions into a centralized RevOps function
• Experience modeling consumption-based or service-based pricing
• Demonstrated experience presenting directly to boards or operating partners

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.