Senior RevOps Manager

Overview

You're building out the RevOps function at beqom, an HR SaaS company that sells compensation management and pay equity tools to enterprise clients. The company is 232 people and growing fast enough that they need someone to standardize processes, clean up data, and build systems that can scale. You'll report to the Head of Reporting & Analytics (finance background) and work across sales, marketing, and customer success.

Role Snapshot

Company Context

Stage: Growth stage (232 employees, serving 40+ S&P 500 companies)

Size: 232 employees

Growth: Actively building out RevOps team from scratch - sign of scaling motion

Market Position: Established player in compensation management space with 5M+ employees on platform, competing in mature HR tech market

GTM Reality

Pipeline Sources:

• Likely mix of inbound (established brand with S&P 500 references) and outbound to enterprise HR leaders
• Long sales cycles typical for compensation software (annual planning cycles, procurement, IT security reviews)
• Product touches sensitive data (compensation) so deals involve legal, security, HRIS teams

Sales Structure: Unknown - but hiring both senior manager and analyst suggests they're building team infrastructure

Current State: RevOps function is new/nascent - you're establishing processes that don't exist yet

What You'll Actually Do

Time Breakdown

Salesforce/Systems (35%) | Reporting/Analysis (30%) | Process Design (20%) | Meetings (15%)

Key Activities

• Salesforce administration: Building and fixing workflows, custom fields, validation rules. Cleaning up bad data from years of inconsistent entry. Training reps on how to actually use the system.
• Forecasting and pipeline management: Building models to predict quarterly revenue. Sitting in deal reviews figuring out what's real and what's optimistic. Explaining to leadership why forecast changed.
• Process standardization: Documenting how deals should move through stages. Creating templates and playbooks. Fighting with sales reps who don't want to follow the new process.
• Cross-functional projects: Working with marketing on lead routing and MQL definitions. Partnering with finance on commission calculations. Helping CS track expansion opportunities. Lots of meetings to align on what data means.
• Tool evaluation and implementation: Researching and possibly implementing tools for sales engagement, CPQ, analytics. Managing vendors and integrations.

The Honest Reality

What's Hard

• You're building this from scratch - there aren't established processes to optimize, you're creating them. That's exciting but also means figuring things out as you go.
• RevOps sits between sales (wants flexibility) and finance (wants accuracy and control). You'll spend time negotiating between what's ideal and what reps will actually do.
• Enterprise HR software deals are complex with long cycles. Lots of variables make forecasting difficult - budget timing, committee decisions, competing priorities.
• Reporting to someone with a finance background means emphasis on accuracy and rigor, but you need to understand sales reality. Balancing both perspectives.
• You'll inherit messy data and systems. Part of your job is archaeology - figuring out why things were set up this way and whether to fix or replace them.
• Sales teams resist process changes. You'll need to sell internally why standardization matters.

What Success Looks Like

• Sales leadership trusts your forecast within 10-15% accuracy
• Deal stages have clear definitions and reps use them consistently
• You've reduced time reps spend on admin by automating workflows
• Reports actually get used in decision-making (not just generated and ignored)
• You've established a rhythm of pipeline reviews and forecast calls that surface risks early

Who You're Supporting

Internal Stakeholders:

• AEs selling to VP/CHRO level at enterprise companies
• Sales leadership (likely VP Sales) who needs visibility and predictability
• Marketing team trying to prove ROI and optimize spend
• Finance team that needs accurate revenue recognition and commission data
• CS/AM team tracking renewals and expansion

What They Need From You:

• Sales wants tools that make their job easier, not more admin
• Leadership wants accurate forecasts and insight into what's working
• Finance wants clean data and audit trails
• Marketing wants clear attribution and lead quality metrics

Requirements

• 5+ years in revenue operations, sales operations, or similar
• Strong Salesforce admin skills - you need to build reports, workflows, and custom objects yourself
• Experience with enterprise B2B sales cycles (ideally SaaS)
• Comfortable with data analysis and Excel/Google Sheets modeling
• Project management skills - you'll be juggling multiple system improvements and process rollouts
• Can push back diplomatically when sales wants exceptions to process
• Bonus: Experience with HR tech or compensation software (you'll need to understand what you're selling)
• Bonus: Familiarity with tools like Clari, Gong, Outreach, or similar sales stack