Roles we recruit
Seven practices, 27 functions. Start at the practice when you cannot yet name the title; go straight to the function when you can.
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Eight seats sit under revenue operations, from the analyst who builds the forecast to the director who owns the whole revenue system. We split them by the part of the system each one runs, screen for systems they rebuilt and the number it changed, and charge a flat 15% only once your hire starts.
Most RevOps briefs arrive as a CRM problem. Underneath is usually a definitions problem, a forecasting problem or a routing problem, and each one belongs to a different seat.
The revenue system, and the seat that runs each part
Moves: lead speed, data quality and attribution
1 seat
The marketing stack and its data: automation, lead scoring, routing, attribution and the handoff into the CRM.
Brief us when leads take hours to reach sales, attribution is a guess, or the marketing tools do not talk to the CRM.
Moves: stage hygiene, cycle time and territory coverage
2 seats
The sales team's process and tools: pipeline stages, territories, quotas, compensation administration and deal desk support.
Brief us when reps lose selling time to admin, territories are argued about, or commission is calculated by hand.
Pipeline hygiene and coverage: stage discipline, stale deal reviews, coverage analysis and the cadence that keeps the pipeline honest.
Brief us when your pipeline looks big and converts poorly, and nobody can say which deals are real.
Moves: forecast accuracy and early warning
2 seats
The forecast model: pipeline inspection, roll-ups, scenarios and the weekly call that tells leadership what will close.
Brief us when the forecast is a sum of rep opinions, and it misses by more than anyone is comfortable with.
Analysis across the funnel: conversion, cohort and win-loss analysis, and the insight leadership uses to decide where to invest.
Brief us when you have the data and nobody turning it into decisions.
Moves: renewal visibility and churn signals
1 seat
Systems and data for retention: health scoring, renewal tracking, CS tooling and the reporting that shows where churn will come from.
Brief us when renewals are forecast from memory, and health scores exist but nobody trusts them.
Moves: go-to-market efficiency, end to end
2 seats
The systems, data and process behind sales, marketing and customer success: CRM, routing, reporting, planning and the definitions everyone uses.
Brief us when your teams report different numbers for the same thing, or every new process lives in a spreadsheet.
The revenue operating model: planning, capacity, territories, compensation design, the systems roadmap and the RevOps team.
Brief us when leadership cannot model next year's plan from its own data, or several ops teams need one leader.
Measured on
RevOps interviews tend to test tools, and tools are the easiest part to learn. We screen for what is hard: a system they rebuilt and what it changed, how they got sales teams to use it, and the judgment to say no to the next dashboard.
We ask for one process or system they redesigned and the number it moved: forecast accuracy, lead response time, cycle time or attainment spread. A list of tools is where we dig.
Candidates work through a short exercise in Salesforce or HubSpot, whichever you run, or on an exported dataset: diagnose a pipeline report, find the definitions problem and explain the fix.
We check with a sales or marketing leader whether teams actually used what they built. A process nobody follows is a document, not a system.
We ask about territory, quota and compensation plans they designed or administered, and how they handled the disputes that followed.
Not sure which seat you need? Tell us which numbers leadership argues about and where the data breaks, and we will tell you which of the eight owns it.
Public US benchmarks, read October 2026. Operations pay is mostly base with a modest bonus. Directors and heads of RevOps vary so widely with company size that we do not show them as a single figure.
Each bar runs from the 25th to the 75th percentile, the middle half of reported pay.
Base salaryMedian base salaryAverage total pay, base plus variable
Revenue Operations Manager
Salary.com base benchmark
$111,657 to $134,417 base
Sales Operations Manager
Built In, self-reported
$100,000 median base$124,811 average total
Marketing Operations Manager
Built In, self-reported
$95,000 median base$115,990 average total
Revenue Operations Manager: Salary.com base salary, 25th to 75th percentile, United States, as of October 1, 2026. Sales Operations Manager and Marketing Operations Manager: Built In median base salary and average total compensation, self-reported, reviewed September 28 and 29, 2026. Public aggregates, not ZaphyrRecruit placement data.
The clock starts when the brief is signed and stops when three to five calibrated candidates are in front of you. Most of that time is spent talking to people, not searching for them.
Day 1
Forty-five minutes with whoever the hire reports to. We leave with the number the seat owns, the range you can pay and the two or three things that genuinely disqualify.
Days 2 to 7
We build the list from people doing the job now, approach them directly and screen every name against the brief before it reaches you.
Days 8 to 10
Three to five people, each with a page: what they have run, why they fit this seat, pay expectations, notice period and where they are weak.
After the shortlist
Interviews run at your pace. We handle scheduling, references and the counter-offer conversation, and nothing is payable until your hire starts.
Three clients, quoted as they wrote to us about searches we ran for them. We publish no names or logos without permission.
Sales operations runs the sales team’s process and tools, and marketing operations runs the marketing stack and lead flow. Revenue operations brings them together, usually with customer success operations, under one set of definitions, systems and plans. Companies move to RevOps when sales and marketing data disagree and nobody owns the handoffs between them.
A flat 15% of the hire’s first-year base salary, payable only once they start. On a $120,000 base that is $18,000. There is no retainer, no exclusivity and nothing to pay if the search does not produce a hire.
Salary.com puts the base for revenue operations managers at $111,657 to $134,417 for the 25th to 75th percentile (October 2026). Built In’s self-reported data shows sales operations managers at a $100,000 median base and marketing operations managers at $95,000. Stack complexity, company size and scope move the number.
When your sales leader spends the week building reports, or when marketing and sales disagree about the numbers. A first RevOps hire usually earns its cost back in selling time returned to reps and in a forecast leadership can trust. Hire before you add another layer of tools, not after.
It helps, but it matters less than judgment. A strong Salesforce operator can learn HubSpot and the reverse; what does not transfer quickly is knowing which process to build and which to refuse. We screen on your stack where it matters, such as a complex Salesforce environment, and on design judgment everywhere.
Ten working days from a signed brief to a shortlist of three to five calibrated candidates. Interviews and the offer then run at your pace. A short data exercise sits inside our screen, so your interviews can focus on how the person will work with your leadership team.
Yes. Salesforce and HubSpot administrators sit in our CRM & Automation function, and we often hire them alongside a RevOps manager as one structure. The same 15% applies to each hire, payable as each one starts.
Tell us which numbers leadership argues about, what your stack is and who the seat reports to. We reply within one business day with which of the eight seats it is and what it pays.
Most of our operations searches are filled from people we already know, the week an employer briefs us. Set up a job alert for operations roles, or send your CV and we will come to you when a seat opens.
Revenue Operations sits in our RevOps, Systems & Data practice, next to the people who run the tools, the data and the automation beneath it.