Role OverviewThis is Sparrow's first dedicated Revenue Operations leader — a build-from-the-ground-up mandate. Today the function is stitched together through a third-party agency and a separate sales-enablement resource. Sparrow wants one owner who brings both a consulting lens and a hands-on, tactical motor: someone who can set strategy and personally get into the systems and the data.
The center of gravity is data and foresight. The real value comes from someone who deeply understands the revenue data, can run genuine analysis, and drives forecasting, capacity planning, and bottleneck detection — seeing around the corner before issues hit the number. Equally important is executive range: this person must hold their own with the CFO on the numbers while acting as a true thought-partner to the CRO. An AI-first operator who actively deploys modern AI tooling is essential, not a nice-to-have.
Responsibilities
Sparrow has confirmed the functional scope below. These are the areas the Head of Revenue Operations will own, anchored by the company's core stack (Salesforce, Gong, HubSpot) and an AI-first operating approach.
Sales systems & support
• Own and administer the GTM tech stack — Salesforce, Gong, HubSpot and related tools — and drive adoption of AI tooling across the revenue org.
Deal desk
• Run the deal desk: manage pricing exceptions and large-deal reviews.
Deal certification
• Own deal integrity and commissions — certify deals for accuracy and ensure commission calculations are clean and trusted.
Sales rules of engagement
• Define and enforce the sales rules of engagement across the revenue team.
Revenue forecasting
• Drive revenue forecasting both tops-down and bottoms-up; surface capacity constraints and bottlenecks early — the “around-the-corner” foresight the role is built for.
Quota setting & territory assignment
• Own quota setting and territory assignment across the sales org.
Reporting & analytics
• Deliver reporting and analytics across the full funnel — marketing, lead management, new business, growth, and customer success — as the single source of truth for the CRO, CFO, and board.
Team & vendor leadership
• Manage the incumbent third-party RevOps agency as an extended resource; build and lead a small, high-impact in-house RevOps team over time.
Potential / nice-to-have scope
• SDR operations — desired but not required; a plus if the candidate can also own SDR ops.
Candidate Profile
Must-haves
• Proven RevOps leadership at a B2B SaaS company, ideally through a comparable scaling phase (Series B into growth).
• Player-coach with real hands-on systems depth — can personally architect and administer the stack, not only direct others.
• Strong analytical and data chops — forecasting, capacity modeling, pipeline analytics; comfortable working directly in the data rather than relying on someone to pull it.
• Executive presence to partner with a CRO and credibly engage a CFO on the numbers.
• Demonstrably AI-first — actively uses modern AI tooling in RevOps workflows.
• Hands-on administration of a modern GTM stack — Salesforce, Gong, and HubSpot (Sparrow's confirmed tools).
• Direct experience across the confirmed scope — deal desk, deal certification / commissions, quota and territory design, and rules-of-engagement enforcement.
• A genuine blend of strategic/consulting perspective and tactical execution.
• Experience managing external vendors/agencies and building a team from scratch.
Nice-to-haves
• Experience standing up a RevOps function as the first RevOps leader (0→1).
• HR-tech / HCM / compliance-adjacent SaaS background.
• Based in the SF Bay Area / West Coast.
• Prior management-consulting or RevOps-advisory background.
• SDR operations experience — a plus per the client, though not required.
Screening signals to probe
• Can they walk through a specific forecast they built and how it held up against actuals?
• Have they personally been admin-level in the systems, or only managed people who were?
• Concrete example of catching a capacity/bottleneck issue before it hit the number.
• Evidence of CFO-grade engagement (planning models, board materials).
• Specific AI tools deployed in RevOps and the outcomes.
• Watch-outs: pure strategy/consulting profiles with no hands-on system depth; or pure admin profiles with no strategic range or executive presence.
Reporting Structure
Reports to Chief Revenue Officer (to confirm)
Key partners CFO (planning & finance), Sales Enablement (currently a separate resource), and the incumbent third-party RevOps agency (to be managed by this hire).
Direct reports None initially. Agency acts as an extended resource; in-house RevOps team to be built over time.
Open question Confirm whether this role reports into the CRO, the CFO, or carries a dual/dotted-line. The brief implies CRO with strong CFO partnership, but it was not stated explicitly.
Compensation
The band below is a market benchmark assembled by the search, not a client-provided range. Confirm the actual band, mix, and equity with Sparrow before sharing externally.
Base salary $205,000 – $250,000 (benchmark)
Target variable / bonus ~15–25% of base (benchmark)
OTE ~$235,000 – $310,000 (benchmark)
Equity ~0.10% – 0.35% — typical for a first RevOps leader at Series B (benchmark)
Benefits To confirm with client
Basis San Francisco / West Coast market, B2B SaaS, Series B, senior RevOps leader. Sources: RevOps benchmark data (Cirra/Glassdoor/Betts) plus SF-leadership uplift. Replace with client band once provided.
Interview Process
Entire process below is a proposed default, not client-confirmed. Stages, panel, and any case exercise to be defined during intake.
Stage Format Participants Focus Status
1. Recruiter screen 30 min · video Search firm / Sparrow TA Motivation, comp, location/logistics fit Placeholder
2. Hiring manager 45–60 min · video CRO (to confirm) Role mandate, GTM and forecasting thinking Placeholder
3. Systems & data deep-dive 60 min RevOps stakeholder / agency lead Hands-on stack depth, data fluency Placeholder
4. Cross-functional panel 60 min CFO, Sales Enablement, Sales leader Partnership, executive presence Placeholder
5. Practical case Async or live Panel Forecasting / capacity-analysis exercise Confirm if desired
6. Final / founder 30–45 min CEO (Deborah Hanus) Values, leadership, mutual close Placeholder
Logistics
Location SF Bay Area / West Coast preferred.
Work model To confirm — onsite / hybrid / remote not specified.
Time zone Pacific alignment preferred.
Travel To confirm.
Work authorization To confirm.
Submissions Workflow
To define during intake. Confirm the items below with Sparrow:
• Delivery channel — shared Slack channel, email, or ATS link?
• Cadence & batch size — rolling submissions vs. weekly batches; how many candidates per batch?
• Format — candidate one-pager / write-up template and any required fields.
• Reviewers & SLA — who reviews, and expected turnaround on feedback.
Benchmarking
Target talent pools (illustrative — refine with client)
• B2B SaaS at Series B–D scale with strong, modern RevOps functions — e.g. HR-tech / HCM peers (Rippling, Gusto, Deel, Lattice) and broader high-growth SaaS (Ramp, Brex, Vanta, Navan).
• First-RevOps-leader profiles: people who have built a function from scratch, own SFDC + the BI layer, and have partnered directly with a CRO and CFO.
Sample profile signals
• Titles such as Head / Director of Revenue Operations, GTM Operations, or Revenue Strategy & Operations at a comparable-stage SaaS company.
• Add client-provided LinkedIn examples / liked profiles here once gathered.
Salary :
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