Senior Manager, GTM Systems

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must preserve all substantive info, not invent or summarize away detail. Remove boilerplate etc. We need to parse the posting. Let's extract content: Company description: "Merge is the leading provider of agentic tools and customer-facing integrations for frontier LLMs, Fortune 500 organizations, and B2B SaaS companies. Our platform offers three core products: Merge Unified, which enables businesses to add hundreds of integrations to their products with a single API, Merge Agent Handler, which empowers AI agents with secure access to thousands of third-party tools, and Merge Gateway, the control plane for running AI in production. Merge's enterprise-grade platform handles the entire integration lifecycle, from authentication and security to monitoring and maintenance. Thousands of companies trust Merge to accelerate product development, unblock sales, reduce customer churn, and save engineering resources—allowing them to focus on their core product." That's about the company, could be "About the role"? Actually "About the role" is typical heading for description of role. The posting includes "Who are we looking for?" then description of context. Then "What will you be doing?" then responsibilities. Then "What experience is required?" then requirements. Then "Nice to have ..." then "The cash compensation range for this role is $170,000-190,000 Actual compensation packages are based on a wide array of factors unique to each candidate, including but not limited to skill set, years & depth of experience, certifications. In addition to cash compensation, all employees receive an equity compensation package." Thus we can map: - About the role: maybe combine company description + context? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to decide which sections to include based on content. We have content for: - About the role: could include company overview and role context (who we are looking for). That seems appropriate. - Responsibilities: from "What will you be doing?" bullet list. - Requirements: from "What experience is required?" bullet list. - Qualifications: maybe separate from Requirements? The posting lumps experience required; we could treat that as Requirements. Qualifications maybe not separate; but we could include Qualifications if we have distinct content like "Nice to have" maybe as Skills? Actually "Nice to have" could be Skills or Qualifications. The instruction: prefer a few substantive sections over many thin ones. So we could combine Requirements and Qualifications into one? But they ask to use headings if there is real specific content. We have "Nice to have" which could be Skills. Also we have Pay section (cash compensation range). Benefits? Not mentioned besides equity compensation package. That's a benefit. So we can include Benefits: equity compensation. Also maybe mention other benefits? Not given. So we can include Benefits with equity. Schedule: not mentioned. So we should not include Schedule. Thus sections: About the role, Responsibilities, Requirements, Skills (nice to have), Benefits, Pay. We must not invent placeholder text. Ensure we preserve all substantive info. Let's extract details precisely. About the role: Should include company description and context: "Merge is the leading provider..." plus "We're a high-growth Series B company selling into a fast-moving AI and developer ecosystem where the market changes weekly. Three product lines, three revenue models, and a GTM stack that has to keep up with all of them. RevOps here runs as an internal product team rather than a ticket queue. We build the infrastructure the revenue org depends on, and we own whether it works. We're hiring a Senior Manager, GTM Systems to own that infrastructure end to end." We could combine. Responsibilities: list from "What will you be doing?" Let's extract each sentence as bullet. - Own the architecture of Merge's GTM systems (Salesforce object model, automation, permissions, data quality, sandbox and release governance) and be accountable for whether they're reliable, not just how they're configured. - Architect and ship net-new builds: CPQ and deal desk, quote-to-cash with Finance, and usage-based billing across product lines. - Build systems that hold. The measure is what keeps running when you're not touching it: automation with validation, monitoring, and test coverage in front of it, rather than workflows that need babysitting or re-fixing the same breakage every quarter. - Own change management end to end, not just the build. Project plans that work backwards from a go-live date, enablement for the teams who have to use the thing, legal and security intake, and a written record stakeholders can find without asking you. - Own the systems roadmap on a quarterly and annual horizon. Sit close enough to sales strategy and pipeline that when GTM direction moves, the systems implications are part of the decision rather than the cleanup. - Build with AI as the default method. Claude Code and agentic tooling to design, build, and audit systems; production agents that take real work off the GTM org's plate; and the judgment to know which problems are worth an agent and which aren't. - Own the GTM vendor stack: evaluation, procurement, implementation, and renewal negotiation. - Multiply the team. Documentation, permissioning, and tooling good enough that RevOps can triage and ship without you in the loop. We need to keep each as

. Requirements: from "What experience is required?" bullet list. - 5-8+ years in RevOps, business systems, or GTM engineering, including 3+ owning a Salesforce instance as its architect rather than its admin. - You've run change management end to end on a system the revenue org depends on, whether that's the CRM, CPQ, billing, or the CS platform, including the migration, the enablement, and the cutover, without stopping the business while you did it. - Hands-on quote-to-cash: CPQ evaluation or implementation, approval and rate-table design, and a billing system wired to real usage data. Usage-based or hybrid pricing strongly preferred. - AI-native as a working method rather than a curiosity. You build and solution with Claude Code and agentic tooling daily, and you've shipped AI agents and automations that run in production with real users rather than demos. - Comfortable with AI-written code. You don't need to write Python or SQL from scratch, but you can read it, reason about what it's doing, direct an AI assistant toward the right approach, and verify the output is correct before it touches a live system. The correctness is yours either way. - A bias toward durable automation. You build things that hold under change, with validation, monitoring, and tests, rather than workflows that need you in the loop to keep working. - Project and stakeholder management as a real strength. You plan backwards from deadlines, write in the language of the person reading, and surface slipped timelines before anyone has to ask. - Comfort operating in ambiguity as the default: you take a half-formed ask from an exec, return a scoped plan, and drive it without being managed through it. Nice to have (Skills): list: - B2B SaaS or developer tools, ideally multi-product with more than one pricing model. - Data warehouse, dbt, or BI experience; event-driven system design. - Clay, n8n, or hosted orchestration platforms for running agents and automations in production. - Vendor evaluation and procurement experience. - Marketplace or partner-sourced revenue (AWS, Tackle) and rev-share reporting. Benefits: equity compensation package (mentioned). Also maybe mention "In addition to cash compensation, all employees receive an equity compensation package." So Benefits: equity compensation. Pay: cash compensation range $170,000-190,000. Also note that actual compensation based on factors. We should include Pay section with that range and note. We must not include boilerplate like cookie/navigation/legal/EEO etc. Not present. Now produce HTML fragment with

headings and

• for lists,

  for prose. We need to ensure we don't repeat job title. Not include. We'll output:

  About the role

  Merge is the leading provider of agentic tools and customer-facing integrations for frontier LLMs, Fortune 500 organizations, and B2B SaaS companies. Our platform offers three core products: Merge Unified, which enables businesses to add hundreds of integrations to their products with a single API, Merge Agent Handler, which empowers AI agents with secure access to thousands of third-party tools, and Merge Gateway, the control plane for running AI in production. Merge's enterprise-grade platform handles the entire integration lifecycle, from authentication and security to monitoring and maintenance. Thousands of companies trust Merge to accelerate product development, unblock sales, reduce customer churn, and save engineering resources—allowing them to focus on their core product. We're a high-growth Series B company selling into a fast-moving AI and developer ecosystem where the market changes weekly. Three product lines, three revenue models, and a GTM stack that has to keep up with all of them. RevOps here runs as an internal product team rather than a ticket queue. We build the infrastructure the revenue org depends on, and we own whether it works. We're hiring a Senior Manager, GTM Systems to own that infrastructure end to end.

  Responsibilities

  • Own the architecture of Merge's GTM systems (Salesforce object model, automation, permissions, data quality, sandbox and release governance) and be accountable for whether they're reliable, not just how they're configured.
  • Architect and ship net-new builds: CPQ and deal desk, quote-to-cash with Finance, and usage-based billing across product lines.
  • Build systems that hold. The measure is what keeps running when you're not touching it: automation with validation, monitoring, and test coverage in front of it, rather than workflows that need babysitting or re-fixing the same breakage every quarter.
  • Own change management end to end, not just the build. Project plans that work backwards from a go-live date, enablement for the teams who have to use the thing, legal and security intake, and a written record stakeholders can find without asking you.
  • Own the systems roadmap on a quarterly and annual horizon. Sit close enough to sales strategy and pipeline that when GTM direction moves, the systems implications are part of the decision rather than the cleanup.
  • Build with AI as the default method. Claude Code and agentic tooling to design, build, and audit systems; production agents that take real work off the GTM org's plate; and the judgment to know which problems are worth an agent and which aren't.
  • Own the GTM vendor stack: evaluation, procurement, implementation, and renewal negotiation.
  • Multiply the team. Documentation, permissioning, and tooling good enough that RevOps can triage and ship without you in the loop.

  Requirements

  • 5-8+ years in RevOps, business systems, or GTM engineering, including 3+ owning a Salesforce instance as its architect rather than its admin.
  • You've run change management end to end on a system the revenue org depends on, whether that's the CRM, CPQ, billing, or the CS platform, including the migration, the enablement, and the cutover, without stopping the business while you did it.
  • Hands-on quote-to-cash: CPQ evaluation or implementation, approval and rate-table design, and a billing system wired to real usage data. Usage-based or hybrid pricing strongly preferred.
  • AI-native as a working method rather than a curiosity. You build and solution with Claude Code and agentic tooling daily, and you've shipped AI agents and autom