Senior GTM Process Architect
for each section heading.
We need to preserve all substantive information. So we need to include details about team, role, responsibilities, etc.
We should structure:
About the Team
... content from About The Team paragraph.
About the Role
... content from About The Role paragraph.
Then maybeWhat You'll Own
with subheadings? But we can't have nested headings? Not prohibited but we should follow rule: use for section headings. Could have multiple sections: GTM Process Design, Seller Productivity & Outcomes, Cross-Team Partnership. Or we could keep as one section with - for each bullet. The instruction: Use
- for any list of duties/requirements/benefits, and
for prose. So we can turn the bullet-like paragraphs into lists.
We need to decide how to represent the content: The posting has sections: "What You'll Own" with sub-bullets: GTM Process Design, Seller Productivity & Outcomes, Cross-Team Partnership. Each has multiple paragraphs. We could make each a
subsection? But rule says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we can treat each as as well. However they said "Prefer a few substantive sections over many thin ones." So maybe combine them under one What You'll Own and use - for each major area, with
inside each li for details.
Similarly "Who you are" is qualifications; we can make a
Qualifications (or Requirements) and list items.
"Get to know us" could be About Zillow.
Pay section: Pay
with
containing the ranges.
Benefits section:
Benefits
with about equity awards.
We must not include sections with filler like "commensurate with experience". Not present.
Now we need to strip out boilerplate: The EEO statement, the Los Angeles County specifics, the "If you have a disability..." etc. Also remove "Zillow Group is an equal opportunity employer..." etc. Also remove "Qualified applicants with arrest or conviction records..." etc. Also remove the "Los Angeles County applicants:" block. Also remove "Get to know us" maybe keep but it's not boilerplate; it's about company. We'll keep.
Also remove "This role has been categorized as a Remote position." That's substantive about remote; we can include in About the Role or maybe a separate section? Could be part of About the Role. We'll keep that sentence in About the Role.
Now we need to preserve all substantive information: Let's extract.
About The Team paragraph:
"Zillow's Agent Sales organization helps real estate professionals succeed with the solutions and technology they need in a dynamic market. The Revenue Strategy & Operations team is the strategy and execution engine behind that work, building AI-powered capabilities, scalable systems, and operating models that let Zillow's go-to-market teams grow without friction. The GTM Productivity function operates across three focused pillars: GTM Systems, GTM Governance & Deal Operations, and Process Architecture. This role leads Process Architecture, the upstream design work that the other two pillars depend on to build, integrate, and govern effectively."
We'll put that in
.
About The Role paragraph:
"We're seeking a singular authority on GTM process architecture reporting to the Director of GTM Productivity. You will define how Zillow's sales and customer success workflows operate, set the design standards that GTM Systems builds to, and own the process blueprint that governs how work flows across the entire GTM motion. This is not a Salesforce admin or hands-on engineer role. System builds and integrations sit with GTM product and engineering teams. But you bring enough technical fluency to design processes that are practical to build, speak credibly with engineers and product managers about trade-offs, and ensure your process designs survive contact with the real technology stack. Your output is the authoritative process blueprint: swim-lane designs, decision trees, workflow specs, and implementation requirements that are practical to build, easy to adopt, and directly tied to seller productivity outcomes. There is no peer in this function; you set the standard. This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions."
We'll keep that.
Now What You'll Own:
We have three subsections.
GTM Process Design:
"Own the design of core sales workflows, lead routing, opportunity type and progression, pipeline hygiene, activity capture, and the handoff from Sales to Customer Success. Map the full current-state lead-to-close journey, identifying friction points, redundant steps, manual workarounds, and automation opportunities. Define future-state process blueprints: swim-lane diagrams, decision trees, exception paths, and field-level data standards ready for implement. Maintain a prioritized process improvement roadmap sequenced by seller impact and implementation feasibility. Own the intake and triage of process-change requests from Sales, CS, and Enablement, translating field feedback into scoped design problems."
Seller Productivity & Outcomes:
"Define non-selling time per rep as the north-star metric, every design decision is evaluated against whether it reduces admin burden or eliminates a manual step. Design lightweight KPIs and leading indicators for each workflow, partnering with BI to surface them in existing dashboards rather than creating new reporting infrastructure. Run regular workflow-health reviews with Sales and CS field teams to catch adoption breakdowns or process drift before they become systemic."
Cross-Team Partnership:
"Serve as the upstream design partner for the technical team, producing implementation-ready specs that product, engineers and admins can act on without re-interpreting the intent. Coordinate with Governance & Deal Ops to ensure process designs include the right control points and data integrity checkpoints without over-engineering the seller flow. Partner with Product and Engineering at the design stage, before features are built, so new GTM capabilities land cleanly into existing workflows. Drive change management for process launches in partnership with Enablement: communications, training briefs, and adoption tracking."
Now Who you are (Qualifications):
List:
- 5 - 8 years in Revenue Operations, Sales Operations with a process and systems design role within a SaaS or technology company.
- Exposure to AI or automation tools in a GTM context, you've thought about where AI outputs belong in a rep workflow, not just that AI exists.
- A track record of designing GTM workflows that shipped and were adopted, you've seen your blueprints go live and measured what happened afterward.
- Working knowledge of Salesforce architecture: objects, relationships, record types, flows, and automation logic, well enough to design for the platform without being the one to build on it.
- Experience translating process designs into business requirements that CRM admins, product and engineers could act on directly.
- Familiarity with the broader GTM tech stack (Gainsight, Outreach, Salesloft, Gong, Highspot) at a workflow level: how reps use these tools day-to-day and how data moves between them.
- Systems thinking: you understand how upstream process changes ripple into data quality, reporting, and rep behavior, and you design to minimize unintended consequences.
- Data fluency: comfortable with SQL or BI tools (Tableau, Looker) to validate workflow data quality and measure adoption.
- Structured communicator: you produce a one-page swim-lane that a VP of Sales immediately understands and a Salesforce architect can implement — same document, two audiences.
- Comfortable operating at the boundary between strategy and execution, you hold the design standard without being precious when field reality requires pragmatism.
Now Get to know us (About Zillow):
Paragraphs:
"At Zillow, we’re reimagining how people move—through the real estate market and through their careers. As the most-visited real estate platform in the U.S., we help customers navigate buying, selling, financing and renting with greater ease and confidence. Whether you're working in tech, sales, operations, or design, you’ll be part of a company that's reshaping an industry and helping more people make home a reality. Zillow is honored to be recognized among the best workplaces in the country. Zillow was named one of FORTUNE 100 Best Companies to Work For® in 2025, and included on the PEOPLE Companies That Care® 2025 list, reflecting our commitment to creating an innovative, inclusive, and engaging culture where employees are empowered to grow. No matter where you sit in the organization, your work will help drive innovation, support our customers, and move the industry—and your career—forward, together."
We'll keep that.
Pay section:
"In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $109,000.00 - $174,000.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $103,500.00 - $165,300.00 annually. The base pay range is specific to these locations and may not be applicable to other locations. In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside."
We need to separate Pay and Benefits. Pay: base pay ranges. Benefits: equity awards line.
Thus Pay section: include the two paragraphs about base pay ranges for specific states. Benefits section: include the line about equity awards and the note about not being paid below exempt threshold? Actually that note is about salary threshold; could be part of Pay. But we can keep it in Pay.
Better: Pay section includes base pay ranges and the note about not being paid below threshold. Benefits section includes equity awards.
Thus:
Pay
In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $109,000.00 - $174,000.00 annually. This base pay range is
- for each bullet. The instruction: Use
- for any list of duties/requirements/benefits, and
for prose. So we can turn the bullet-like paragraphs into lists. We need to decide how to represent the content: The posting has sections: "What You'll Own" with sub-bullets: GTM Process Design, Seller Productivity & Outcomes, Cross-Team Partnership. Each has multiple paragraphs. We could make each a
subsection? But rule says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we can treat each as
as well. However they said "Prefer a few substantive sections over many thin ones." So maybe combine them under one
What You'll Own and use
- for each major area, with
inside each li for details. Similarly "Who you are" is qualifications; we can make a
Qualifications (or Requirements) and list items. "Get to know us" could be
About Zillow. Pay section:
Pay
withcontaining the ranges. Benefits section:
Benefits
withabout equity awards. We must not include sections with filler like "commensurate with experience". Not present. Now we need to strip out boilerplate: The EEO statement, the Los Angeles County specifics, the "If you have a disability..." etc. Also remove "Zillow Group is an equal opportunity employer..." etc. Also remove "Qualified applicants with arrest or conviction records..." etc. Also remove the "Los Angeles County applicants:" block. Also remove "Get to know us" maybe keep but it's not boilerplate; it's about company. We'll keep. Also remove "This role has been categorized as a Remote position." That's substantive about remote; we can include in About the Role or maybe a separate section? Could be part of About the Role. We'll keep that sentence in About the Role. Now we need to preserve all substantive information: Let's extract. About The Team paragraph: "Zillow's Agent Sales organization helps real estate professionals succeed with the solutions and technology they need in a dynamic market. The Revenue Strategy & Operations team is the strategy and execution engine behind that work, building AI-powered capabilities, scalable systems, and operating models that let Zillow's go-to-market teams grow without friction. The GTM Productivity function operates across three focused pillars: GTM Systems, GTM Governance & Deal Operations, and Process Architecture. This role leads Process Architecture, the upstream design work that the other two pillars depend on to build, integrate, and govern effectively." We'll put that in
. About The Role paragraph: "We're seeking a singular authority on GTM process architecture reporting to the Director of GTM Productivity. You will define how Zillow's sales and customer success workflows operate, set the design standards that GTM Systems builds to, and own the process blueprint that governs how work flows across the entire GTM motion. This is not a Salesforce admin or hands-on engineer role. System builds and integrations sit with GTM product and engineering teams. But you bring enough technical fluency to design processes that are practical to build, speak credibly with engineers and product managers about trade-offs, and ensure your process designs survive contact with the real technology stack. Your output is the authoritative process blueprint: swim-lane designs, decision trees, workflow specs, and implementation requirements that are practical to build, easy to adopt, and directly tied to seller productivity outcomes. There is no peer in this function; you set the standard. This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions." We'll keep that. Now What You'll Own: We have three subsections. GTM Process Design: "Own the design of core sales workflows, lead routing, opportunity type and progression, pipeline hygiene, activity capture, and the handoff from Sales to Customer Success. Map the full current-state lead-to-close journey, identifying friction points, redundant steps, manual workarounds, and automation opportunities. Define future-state process blueprints: swim-lane diagrams, decision trees, exception paths, and field-level data standards ready for implement. Maintain a prioritized process improvement roadmap sequenced by seller impact and implementation feasibility. Own the intake and triage of process-change requests from Sales, CS, and Enablement, translating field feedback into scoped design problems." Seller Productivity & Outcomes: "Define non-selling time per rep as the north-star metric, every design decision is evaluated against whether it reduces admin burden or eliminates a manual step. Design lightweight KPIs and leading indicators for each workflow, partnering with BI to surface them in existing dashboards rather than creating new reporting infrastructure. Run regular workflow-health reviews with Sales and CS field teams to catch adoption breakdowns or process drift before they become systemic." Cross-Team Partnership: "Serve as the upstream design partner for the technical team, producing implementation-ready specs that product, engineers and admins can act on without re-interpreting the intent. Coordinate with Governance & Deal Ops to ensure process designs include the right control points and data integrity checkpoints without over-engineering the seller flow. Partner with Product and Engineering at the design stage, before features are built, so new GTM capabilities land cleanly into existing workflows. Drive change management for process launches in partnership with Enablement: communications, training briefs, and adoption tracking." Now Who you are (Qualifications): List: - 5 - 8 years in Revenue Operations, Sales Operations with a process and systems design role within a SaaS or technology company. - Exposure to AI or automation tools in a GTM context, you've thought about where AI outputs belong in a rep workflow, not just that AI exists. - A track record of designing GTM workflows that shipped and were adopted, you've seen your blueprints go live and measured what happened afterward. - Working knowledge of Salesforce architecture: objects, relationships, record types, flows, and automation logic, well enough to design for the platform without being the one to build on it. - Experience translating process designs into business requirements that CRM admins, product and engineers could act on directly. - Familiarity with the broader GTM tech stack (Gainsight, Outreach, Salesloft, Gong, Highspot) at a workflow level: how reps use these tools day-to-day and how data moves between them. - Systems thinking: you understand how upstream process changes ripple into data quality, reporting, and rep behavior, and you design to minimize unintended consequences. - Data fluency: comfortable with SQL or BI tools (Tableau, Looker) to validate workflow data quality and measure adoption. - Structured communicator: you produce a one-page swim-lane that a VP of Sales immediately understands and a Salesforce architect can implement — same document, two audiences. - Comfortable operating at the boundary between strategy and execution, you hold the design standard without being precious when field reality requires pragmatism. Now Get to know us (About Zillow): Paragraphs: "At Zillow, we’re reimagining how people move—through the real estate market and through their careers. As the most-visited real estate platform in the U.S., we help customers navigate buying, selling, financing and renting with greater ease and confidence. Whether you're working in tech, sales, operations, or design, you’ll be part of a company that's reshaping an industry and helping more people make home a reality. Zillow is honored to be recognized among the best workplaces in the country. Zillow was named one of FORTUNE 100 Best Companies to Work For® in 2025, and included on the PEOPLE Companies That Care® 2025 list, reflecting our commitment to creating an innovative, inclusive, and engaging culture where employees are empowered to grow. No matter where you sit in the organization, your work will help drive innovation, support our customers, and move the industry—and your career—forward, together." We'll keep that. Pay section: "In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $109,000.00 - $174,000.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $103,500.00 - $165,300.00 annually. The base pay range is specific to these locations and may not be applicable to other locations. In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside." We need to separate Pay and Benefits. Pay: base pay ranges. Benefits: equity awards line. Thus Pay section: include the two paragraphs about base pay ranges for specific states. Benefits section: include the line about equity awards and the note about not being paid below exempt threshold? Actually that note is about salary threshold; could be part of Pay. But we can keep it in Pay. Better: Pay section includes base pay ranges and the note about not being paid below threshold. Benefits section includes equity awards. Thus:
Pay
In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $109,000.00 - $174,000.00 annually. This base pay range is
- for each major area, with
- for any list of duties/requirements/benefits, and