VP Revenue Operations

Role Overview

Orbital is scaling through our Series B, and Revenue Operations is entering its next chapter. We've already defined the shape of the function: two Revenue Operations Managers, one focused on revenue-generation operations (Sales, Customer Success) and one focused on pipeline-generation operations (Marketing, Business Development), both reporting into this role. You'll inherit that structure and build on it.

You'll be responsible for creating the frameworks, insights, systems, and technology that bring together Sales, Marketing, Customer Success, and Finance into a cohesive growth engine, and for leading the team that executes on that vision day to day.

Reporting directly to the CRO, as a member of the commercial leadership team, you will combine strategic vision, operational execution, and people leadership, building the processes that drive predictability, the insights that guide decision-making, and the team and systems that enable our GTM organization to perform at its best.

Why IT Matters

• Lead the function. Take Orbital's Revenue Operations function to the next level by managing, developing, and scaling a team of two Revenue Operations Managers, while enhancing the frameworks, processes, and infrastructure that drive efficiency.
• Clarity through data. Maintain a single source of truth for GTM performance.
• Confidence at scale. Evolve the processes, operating rhythm, and forward-looking insights that give the CRO and leadership confidence in every decision. You'll enhance predictability and visibility, enabling Orbital to move boldly through its next stages of growth.
• Drive alignment. Bring Sales, Marketing, Customer Success, and Finance together around shared goals and outcomes, and resolve the seams between your two managers' remits before they become friction.
• Strategic partnership. Act as a trusted advisor to the CRO and leadership, shaping how we go to market.

What Success Looks Like

• Revenue Operations is a high-impact, well-led function, scaled to support rapid growth.
• The two Revenue Operations Managers are clear on ownership, well supported, and growing in their roles.
• GTM teams are enabled with the data, tools, and insight they need to succeed.
• Leadership has clarity and predictability in revenue performance.
• RevOps operates as an AI-native function, not just a function that uses AI tools.

Team Leadership

• Manage and develop the two Revenue Operations Managers (RevGen and PipeGen), including regular 1:1s, coaching, and career growth
• Own hiring plans and grow the RevOps team as Orbital scales
• Set clear ownership across the seam between revenue-generation operations and pipeline-generation operations (for example: lead routing versus opportunity stage definitions, funnel attribution versus forecasting), and adjudicate where ownership is unclear
• Own ramp for new GTM hires on RevOps systems and process, so new AEs, CSMs, and marketers are productive in HubSpot and the wider stack from day one
• Own a recurring GTM alignment rhythm (for example, a pipeline or forecast review) that keeps Sales, Marketing, Customer Success, and Finance moving toward shared goals

GTM Strategy, Systems, and Stack

• Own vendor selection, budget, and roadmap for the GTM tech stack (HubSpot, Apollo, Jiminny, Clay, Nook, and future AI-powered tools), setting direction that the RevOps Managers execute against
• Ensure the team resolves system issues, inefficiencies, and data gaps proactively rather than reactively
• Champion AI as a structural lever for how RevOps gets done, directing your managers' AI-native workstreams (deal inspection and forecasting AI for RevGen, enrichment and scoring AI for PipeGen) so they compound into one coherent, AI-fluent GTM engine

Territory, Capacity, and Compensation Planning

• Own territory design and capacity planning across the Sales and Customer Success organizations, balancing opportunity, workload, and growth targets, and revisiting and rebalancing coverage as the team scales rather than leaving this to ad hoc adjustment
• Set the methodology for how territories and quotas are built each planning cycle, and partner with Finance on compensation plan design and policy

Sales Process, Methodology & Deal Desk

• Own the sales qualification methodology (for example, MEDDPICC or equivalent) and make sure it shows up consistently in HubSpot, not just in a deck
• Define opportunity stage definitions and exit criteria in partnership with the RevGen Manager
• Own the deal desk function: pricing and discounting approvals for non-standard deals, reviewed against a clear discounting policy so terms stay consistent across reps
• Own contract structuring for non-standard commercial terms (multi-year deals, custom payment schedules, bundling), coordinating sign-off across Sales, Finance, and Legal, and track exceptions granted outside standard policy so terms do not quietly drift over time

Pipeline Generation Process & Funnel Definitions

• Own the lead qualification methodology (MQL/SQL definitions or equivalent) and make sure it shows up consistently in HubSpot, not just in a deck
• Define MQL/SQL stage definitions and exit criteria in partnership with the PipeGen Manager
• Own multi-touch attribution methodology across marketing and BD channels, so channel and campaign performance can be trusted
• Own lead scoring model governance (criteria, weighting, and routing thresholds), coordinating with Marketing and BD leadership as the funnel evolves

Retention, Expansion, and Account Health

• Own retention and expansion metrics (NRR, GRR, churn, and expansion pipeline) as a core RevOps output, not an afterthought bolted onto Sales reporting
• Partner with Customer Success leadership on renewal forecasting, account health scoring, and book re-balancing as the CS team grows
• Ensure renewal and expansion motions are as well instrumented in HubSpot as new business pipeline

Reporting, Forecasting, and Insight

• Own the definitions and data model behind GTM performance (pipeline, funnel, bookings, conversion, retention, and forecasting), so there is one trusted source of truth that the Managers report against
• Own forecasting methodology and pipeline reporting delivered to the CRO and leadership
• Translate data into strategic recommendations, not just dashboards

About You

• You have built, scaled, and led Revenue Operations before, from Series A/B to C and beyond, and you know what great looks like.
• Critically, you have managed other RevOps professionals, not just processes.
• You are analytical, commercially minded, and comfortable working across functions to drive alignment and performance.

Experience you'll bring

• 8+ years of experience in Revenue Operations, with a proven track record of scaling B2B SaaS companies from Series A/B to C and beyond
• Direct people management experience, having managed and developed RevOps, Sales Ops, or Marketing Ops professionals
• Strong business and financial acumen
• Data and analytical proficiency, with the ability to translate insights into strategic decisions and operational improvements
• Hands-on expertise with key RevOps tech (HubSpot in particular), combined with the technical aptitude to evaluate and implement new tools
• Demonstrated ability to lead cross-functional initiatives, partnering closely with Sales, Marketing, Customer Success, and Finance leadership
• A curious, AI-first mindset, eager to leverage automation and innovative approaches to create scale, and able to direct others in doing the same

How you work

• You think big about the future of RevOps and tackle the toughest challenges first, creating clarity and momentum in fast-scaling environments
• You empower your team and the wider GTM organization with the tools, systems, and clarity they need to succeed
• Structured, analytical, and data-driven, using evidence-based debate to reach decisions quickly rather than slowly
• An exceptional communicator and leader who builds trust, alignment, and accountability across teams, including with the managers who report to you
• Collaborative, egoless, and outcome-focused, always putting the success of the team and business first

Benefits

• Compensation: We offer a competitive starting salary in the range of $260,000-$300,000, depending on experience. We share salary ranges upfront to build trust, reduce bias, and support an inclusive process, even as we continue developing our internal pay structures.
• We believe in flexibility, but we're also big on in-person collaboration. This role is based in our New York office with minimum two days a week, with additional time in as needed for things like all-hands, interviews, or team sessions. It's about being present when it matters, and balancing autonomy with impact.
• 401k match and equity options in a fast-growing start-up.
• Comprehensive medical, dental, and vision coverage for you and your dependents.
• Rest and Recharge: 20 days paid holiday (plus public holidays), so you can rest, recharge, and take care of what matters most to you.
• Generous parental leave policy designed to support all parents and caregivers in balancing family and work life, in addition to any state-mandated paid family leave entitlements.
• Professional equipment and personal development budget along with training opportunities to learn and develop your skills.
• Pre-tax commuter benefits to help you get to and from the office.
• We're in the process of building an inclusive, welcoming culture where everyone feels seen and valued. Expect regular team off-sites, shared lunches, and social events, with something for everyone.

• Security is everyone’s responsibility at Orbital.
• We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards.
• Spot something unusual?
• Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.

• At Orbital, we’re committed to building a diverse and inclusive team.
• We especially welcome applications from people who are traditionally underrepresented in tech.
• Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you.

• This hiring range is a reasonable estimate of the base pay range for this position at the time of posting. Pay is based on several factors, which may include job-related knowledge, skills, experience, and business requirements.
• Everyone who works with Orbital goes through background screening before they start. It's part of how we keep Orbital secure, for the people who work here and for the client information we're trusted with.