Revenue Operations Manager

Overview

You're the Rev Ops Manager at Teamtailor, a 588-person recruiting software company selling to HR teams and hiring managers. You report to the Head of Rev Ops (who posted this role) and spend your time making sure Salesforce is clean, dashboards are accurate, and the sales team can actually find the data they need. You work with AEs, SDRs, CSMs, and marketing to fix broken processes and build reporting that leadership actually uses.

Role Snapshot

Company Context

Stage: Series C+ / Growth stage (10,000+ customers, 588 employees suggests profitability)

Size: 588 employees

Growth: Actively hiring across GTM - "strong phase" and "continue to scale" suggests healthy growth, not survival mode

Market Position: Leader in the European recruiting software space, competing globally against larger US-based ATS vendors

GTM Reality

Pipeline Sources:

• 40-50% Inbound - Free trial signups, demo requests from website, content marketing leads. Quality varies widely.
• 30-40% Outbound - SDRs prospecting into HR leaders at mid-market companies. Some self-sourcing by AEs.
• 10-20% Referrals/Partners - Existing customers, implementation partners, HR consulting firms

GTM Structure: Separate SDR and AE teams, likely regional pods for different markets. CSMs handle post-sale. Marketing and Sales are distinct but you're the bridge.

Your Scope: You sit between all of them - CRM admin, reporting, process design, tech stack management, forecasting support.

Competitive Landscape

Main Competitors: Greenhouse, Lever, Workable, SmartRecruiters, plus legacy ATS systems like iCIMS and Jobvite

How They Differentiate: Modern UI, candidate experience focus, customizable career sites, European data privacy compliance

Common Objections: "We already have an ATS", "Too expensive compared to current solution", "Integration concerns with our HRIS"

Your Role in This: You track win/loss data, build reports on competitive displacement rates, identify which objections kill deals

What You'll Actually Do

Time Breakdown

CRM/Systems Work (35%) | Reporting/Analytics (30%) | Process Projects (20%) | Ad-hoc Requests (15%)

Key Activities

• Salesforce Administration: Clean up duplicate records, fix broken workflows, manage field changes, handle access requests. Sales reps break things constantly and you're the one who fixes it.

• Dashboard Building: Create and maintain reports for pipeline coverage, win rates, rep productivity, forecast accuracy. Leadership asks for new cuts of data weekly. You use Salesforce reports, potentially Tableau or Looker.

• Process Documentation: Write and update playbooks for lead routing, opportunity stage progression, deal approval workflows. Then train people on them because nobody reads documentation.

• Tech Stack Management: Administer tools like Outreach/Salesloft, ZoomInfo, Gong, LinkedIn Sales Navigator. Handle integrations between systems. Debug when data doesn't sync correctly.

• Forecasting Support: Pull weekly pipeline snapshots, build forecast models, identify at-risk deals. Sit in forecast calls and provide data when leadership debates whether a deal will close.

• GTM Analytics: Track conversion rates (MQL to SQL, SQL to Opp, Opp to Close), calculate CAC and payback periods, analyze rep performance, identify bottlenecks in the sales process.

• Cross-functional Projects: Partner with Marketing on lead scoring models, with Sales on territory planning, with Finance on commission calculations, with CS on churn analysis.

The Honest Reality

What's Hard

• CRM is always messy: Reps don't update fields, duplicate records pile up, data quality is a constant battle. You're the one who has to nag people about hygiene and manually fix things.

• Everyone wants something different: Sales wants real-time dashboards, Finance wants historical accuracy, Marketing wants attribution reporting, CSMs want customer health scores. You can't make everyone happy with limited bandwidth.

• Priorities shift constantly: Leadership asks for a new report on Monday, then pivots to a different initiative Wednesday. You'll have half-finished projects sitting in your backlog for months.

• Limited headcount means triage: You're likely one of 2-3 people in Rev Ops supporting hundreds of GTM employees. Everything is urgent, you have to pick your battles.

• Politics between teams: Sales blames Marketing for bad leads, Marketing blames Sales for not following up, CS blames Sales for selling poorly. You're in the middle trying to use data to settle arguments.

What Success Looks Like

• CRM adoption above 85%: Reps actually use Salesforce instead of Excel spreadsheets and personal notes
• Forecast accuracy within 10%: Leadership can trust your pipeline reports when making hiring and investment decisions
• Self-service reporting: Teams can answer their own questions without pinging you for every data request
• Process compliance: Lead routing happens automatically, deals progress through stages consistently, approvals don't bottleneck
• Tech stack ROI: Tools get adopted and used, not shelfware that wastes budget

Who You Support

Primary Stakeholders:

• Head of Rev Ops (your manager) - Strategic projects, headcount planning, budget allocation
• Sales Leadership (VPs, Directors) - Pipeline visibility, forecast accuracy, rep performance analytics
• Sales Reps (AEs, SDRs) - CRM help, data requests, tool training, process questions
• Marketing - Lead flow, conversion metrics, attribution, campaign ROI
• Customer Success - Renewal forecasting, expansion pipeline, churn analysis
• Finance - Revenue recognition, commission calculations, CAC/LTV modeling

What They Care About:

• Sales: "Make my life easier, don't add admin work"
• Leadership: "Give me accurate data to make decisions"
• Marketing: "Prove which campaigns drive revenue"
• Finance: "Make sure revenue numbers tie out"

Requirements

• 2-4 years in Revenue Operations, Sales Operations, or related analytical role at a B2B SaaS company
• Strong Salesforce administration skills - you need to build reports, manage fields, fix workflows without waiting for a consultant
• SQL or similar data querying ability for pulling data from the data warehouse when Salesforce isn't enough
• Experience with sales engagement tools (Outreach, Salesloft), BI tools (Tableau, Looker), and enrichment tools (ZoomInfo)
• Comfortable presenting data to executives - you'll be in QBRs explaining why numbers changed
• Process design mindset - can spot inefficiencies and design better workflows
• High tolerance for ambiguity and changing priorities - this isn't a structured corporate role
• Ability to work cross-functionally and influence without authority - you don't manage these teams but need their cooperation