Head of Revenue Operations

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title. Must not include Job ID etc. Must preserve all substantive info. Remove boilerplate like cookie/navigation/legal/EEO etc. Also remove application instructions? The posting includes interview process and "We Offer" etc. We need to extract relevant content. Let's parse the posting. First paragraph: description of Steer. Not needed as heading? Could be part of "About the role"? Actually "About The Role" heading appears later. The initial description is about company. Could be placed under "About the role"? Usually "About the role" includes description of role and maybe company. We'll include that as prose under About the role. Then "About The Role As Head of Revenue Operations, you will build..." That's the role description. Then bullet list of traits: "You Are An Operational Builder & AI-Forward Architect:" etc. Those are likely responsibilities or qualifications? They are more like "You Are ..." describing desired traits. Could be under "Responsibilities" or "Qualifications". We need to decide. Then "You Will Own Revenue Systems, Billing Infrastructure & AI Innovation:" etc. That's responsibilities. Then "You Have Must Have RevOps Leadership Experience:" etc. That's requirements/qualifications. Then "Nice to Have" etc. Then "Interview Process" etc. That's application instructions? Should be removed per instruction: remove application instructions. So we should drop Interview Process lines. Then "We Offer" list of benefits: that's Benefits section. Then "Why Join Steer?" etc. That's more company culture; could be part of About the role or maybe separate but not required heading. Could be omitted or included as prose under About the role. We must not create Pay or Schedule sections unless posting actually states them. No pay or schedule mentioned besides "100% remote". That's schedule? It's remote work, not schedule. No explicit schedule like full-time, hours. So we should not create Schedule section. Pay not mentioned. So omit Pay and Schedule. Benefits: we have list: 100% remote work environment, Medical, Dental, Vision insurance within 30 days (100% employer-paid medical), Equity package, Flexible PTO with a 15-day minimum, Generous Parental Leave, FSA and HSA options, 401(k), Growth & Wellness Stipend, WFH Equipment stipend, Chance to work with latest technology and AI tools, Collaborative high-ownership culture... So we can include Benefits section with ul. Now we need to decide sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits. Possibly Skills separate from Requirements? The posting lists "You Have Must Have RevOps Leadership Experience:" with sub-bullets: experience, systems mastery, AI & automation curiosity, enablement & ramp ownership, data & analytics proficiency, stack rationalization skills. Those are requirements/qualifications. Then "Nice to Have" list: Billing Operations, PLG, Early-stage scaling, Multi-segment GTM, Marketing attribution. Those could be Skills or nice-to-have qualifications. We could treat them as Skills. We also have "You Are An Operational Builder & AI-Forward Architect:" etc. Those are more like responsibilities or competencies. Could be under Responsibilities. We also have "You Will Own Revenue Systems, Billing Infrastructure & AI Innovation:" etc. That's definitely responsibilities. Thus we can structure:

About the role

Steer offers a suite of software tools for today's automotive repair shop... (the initial description) ... As Head of Revenue Operations, you will build, optimize, and scale the operational, data, and technology foundation across our entire go-to-market organization—including Sales, Marketing, Customer Success, Finance, and Partnerships. Reporting directly to executive leadership, your mission is to transform our systems, billing infrastructure, reporting, and GTM strategy into a clear, high-performing growth engine. You will lead a small but high-impact RevOps team (2 direct reports) while personally owning the architecture and execution of our RevTech stack (including HubSpot and Chargebee), lead management, funnel optimization, enablement and ramp, and AI deployment. This is not a traditional admin role—we are looking for a builder, strategic systems architect, and AI-forward operator who rationalizes existing tools before adding new ones, replaces manual reporting with automated signal, and shortens new-hire time-to-productivity as a core business metric. This role is 100% remote and available to US-based candidates.

Then Responsibilities: combine the "You Will Own..." and maybe "You Are An Operational Builder..." as responsibilities. Let's list responsibilities bullet points: - Lead full ownership and architecture of core revenue systems (HubSpot, Chargebee, and broader RevTech); continuously inspect, consolidate, and optimize current platforms before evaluating new spend. - Build advanced automation workflows across Marketing, Sales, CS, Finance, and Partnerships, and deploy AI tools (such as living AI knowledge bases/Claude skills libraries) to streamline operations. - Drive enablement, ramp & team productivity: own new-hire ramp time with a clear, measurable path to reduction; design onboarding, coaching, and exception-based reporting workflows that run through systems rather than headcount; partner with Sales leadership on structural changes (comp design, team placement) that raise pipeline productivity per rep. - Optimize funnel performance & revenue intelligence: diagnose pipeline leaks and conversion bottlenecks across all channels; build executive dashboards, forecasting models, and predictive analytics to improve speed-to-lead, decision-maker contact rates, expansion efficiency, and retention outcomes; ground all recommendations in data first. - Lead data strategy & governance: define how data is captured, structured, and managed across the customer lifecycle, improving CRM hygiene, billing accuracy, reporting integrity, and system interoperability. - Manage & develop the RevOps team: lead, hire, and mentor 2 direct reports; build a culture of innovation, systems thinking, accountability, and technical excellence, raising team competency across AI, automation, and systems architecture. - Partner cross-functionally: collaborate closely with Sales, Marketing, CS, Finance, Product, and Executive Leadership to support product-led growth (PLG) motions, upgrade paths, monetization strategies, and long-term GTM infrastructure. Also include the "You Are An Operational Builder & AI-Forward Architect:" traits maybe as responsibilities or as skills. Could be under Responsibilities as bullet points describing expected behaviors: - Highly organized and system-minded, thrive on taking complex, disconnected processes and building simple, scalable workflows. - Actively identify, test, and deploy AI tools and automated knowledge systems to eliminate manual work and boost team productivity. - Strategic systems thinker: look beyond basic CRM administration to understand broader business goals, connecting executive priorities to billing infrastructure, tech stack rationalization, and RevOps strategy. - Hands‑on problem solver: balance executive strategy with technical execution—equally comfortable presenting to leadership or personally building automations, forecasting models, and CRM workflows. - Growth & ramp driver: view new‑hire time‑to‑productivity as a business metric, using automated measurement, early success signals, and modern systems to ramp revenue teams faster. - Collaborative leader: manage, mentor, and elevate a team of RevOps professionals while bridging the gap between technical data systems and business leadership to align GTM operations. We can include those as responsibilities. Now Requirements/Qualifications: The "You Have Must Have RevOps Leadership Experience:" list. We could split into Requirements (must have) and Qualifications (nice to have). But the instruction says use sections only when posting has real specific content. We can have Requirements and Qualifications both. Thus:

Requirements

• 5–8+ years of experience in Revenue Operations, Sales Operations, GTM Systems, or Revenue Enablement, with proven experience leading teams or major strategic initiatives.
• Systems & Tech Stack Mastery: Deep expertise configuring and managing HubSpot, along with strong experience in billing/subscription management platforms (Chargebee or similar) and operational architecture.
• AI & Automation Curiosity: Hands‑on track record implementing modern automation tools and proactive experience deploying AI solutions (including AI‑powered knowledge or enablement systems).
• Enablement & Ramp Ownership: Experience owning, measuring, or influencing new‑hire ramp time and onboarding outcomes as core operational metrics.
• Data & Analytics Proficiency: Strong analytical background with direct experience querying raw data, building forecasting models, and designing board‑level/executive dashboards (SQL, BI tools, or advanced analytics platforms).
• Stack Rationalization Skills: Proven track record evaluating, consolidating, or replacing major GTM and business software platforms.

Then Qualifications (nice to have):

Qualifications

• Billing Operations: Direct experience with Chargebee, subscription management, and revenue recognition workflows.
• Product‑Led Growth (PLG): Experience supporting PLG motions, automated upgrade paths, and expansion loops.
• Early‑Stage / High‑Growth Scaling: Experience scaling a RevOps function in a fast‑growing SaaS tech company.
• Multi‑Segment GTM: Background supporting multi‑segment environments (SMB, Mid‑Market, and Enterprise).
• Marketing Attribution & Demand Gen: Deep understanding of marketing attribution models and demand generation tech stacks.

Skills: Could be separate but we already have qualifications. Maybe we can combine skills under Qualifications. But we need to decide if we need a Skills section. The posting does not have a distinct "Skills" heading; we could omit Skills section. Benefits: as above. Now ensure we don't include any boilerplate like "We value diversity..." etc. That's under "Why Join Steer?" maybe we can include as part of Benefits or About the role? It's more culture. Could be included in About the role as prose. But we already have a lot. Might be okay to include as part of About the role paragraph at end. We must not repeat job title. Not include "Head of Revenue Operations" as heading. It's okay to mention in prose. Now output only HTML fragment. Let's craft. Check for any leftover boilerplate: "We also require completion of the Wonderlic Assessment before the end of the process." That's application instruction; remove. "Interview Process" lines: remove. Now ensure we preserve all substantive info: The initial description about Steer, the role description, the responsibilities, the requirements, nice-to-have, benefits. We must not invent or summarize away detail. Keep specifics like "100% employer-paid medical", "15-day minimum", etc. Now produce HTML. Let's write:

About the role

Steer offers a suite of software tools for today's automotive repair shop. We combine a mix of software tools that a repair shop needs to run a highly profitable shop, in one user‑friendly, cost‑effective platform. Through the Steer suite, we allow the shop owner to get back to focusing on what matters, and to stop worrying about marketing and customer retention. Steer began as an online directory for drivers to find a local mechanic. Fast forward to today, Steer has launched a complete Customer Relationship Management (CRM) marketing suite, complete with text messaging, email automation, direct mail integration, reputation management, appointment reminders, declined/recommended services, and many other features. We are always innovating and we are proud to be a leader in the automotive repair industry. In August 2024 Steer acquired AutoOps - the leader in modern, intelligent, and fully integrated scheduling software for auto repair shops. AutoOps allows customers to smoothly schedule through a shop's website and Google Business Profile. As Head of Revenue Operations, you will build, optimize, and scale the operational, data, and technology foundation across our entire go‑to‑market organization—including Sales, Marketing, Customer Success, Finance, and Partnerships. Reporting directly to executive leadership, your mission is to transform