Go Nimbly

Revenue Operations

• Owning solution leadership on accounts by establishing trust with senior stakeholders and ensuring solution quality end-to-end.
• Collaborating with teams in early project stages to define solution approaches and ensure appropriate scoping and sequencing.
• Designing solutions for complex workstreams and presenting them to client teams.
• Defining architecture principles and standards and communicating justification of design decisions.
• Driving strategy for complex solution design, execution, and deployment.
• Steering infrastructure and architecture direction by identifying gaps and advocating for durable solutions.
• Acting as a delegator, reviewer, and advisor on medium-complexity solutions to raise quality and enable faster progress.
• Proactively anticipating issues and blockers, leading discussions around goals, trade-offs, and constraints, and unblocking delivery teams.
• Facilitating workshops and decision meetings to drive cross-functional teams through change.

Senior RevOps Architect

Operations

• Shape and assist on our operational roadmap for internal systems and processes, identifying high-impact opportunities and making recommendations on prioritization and sequencing.
• Lead cross-functional process improvement initiatives end-to-end—from diagnosis through design, implementation, change management, and measurement—particularly at the intersections of GTM, Delivery, and Finance.
• Serve as a strategic thought partner to functional leads, helping them translate business challenges into operational solutions without requiring Director-level involvement for every decision.
• Drive accountability for operational health by defining key metrics, monitoring performance, and proactively surfacing issues or opportunities to leadership.
• Architect and maintain core business systems and workflows, including our CRM (Salesforce), PSA (Kantata), and related tools (Clay, Zapier, Slack, ClickUp, etc.) to ensure they evolve alongside business needs.
• Diagnose operational friction through stakeholder engagement, ride alongs, process mapping, and data analysis, then determine the right level of intervention (quick fix vs. systemic change).
• Build organizational capability by developing SOPs, training materials, and internal resources that reduce reliance on institutional knowledge.
• Make judgment calls on operational trade-offs, escalating to the Director of Operations when appropriate but operating with significant autonomy on day-to-day decisions.

Operations Manager

Technical Program Manager

• Acting as a trusted advisor to customers, offering strategic guidance and insights to optimize revenue performance.
• Collaborating closely with customer stakeholders to understand business goals and define high-level strategies to optimize revenue operations processes, including sales, marketing, and customer success.
• Leading the implementation of revenue operations solutions, with a special focus on conversation intelligence and sales engagement platforms.
• Managing customer expectations and nurturing the customer relationship by being the point person for all communication.
• Ensuring the quality of all deliverables and providing direction on one or more projects while maintaining a high level of service.

Human Resources

• Serve as the go-to HR partner for managers and employees, providing guidance on employee relations, performance concerns, conflict resolution, and policy interpretation.
• Own and evolve core HR programs end-to-end — including performance management cycles, compensation benchmarking, benefits administration, and employee engagement — ensuring they scale with the business.
• Develop, document, and maintain HR policies and processes that reflect current employment law, company values, and the realities of a fully remote, growing organization.
• Drive compliance across federal, state, and local employment regulations as well as international employment requirements, proactively identifying risk areas and implementing solutions before they become issues.
• Partner with leadership to translate business goals into people strategies, providing recommendations on organizational design, workforce planning, and employee development.
• Manage and improve the employee lifecycle from onboarding through offboarding, ensuring a consistent, positive experience at every stage.
• Diagnose people-related challenges through data analysis, manager feedback, and employee engagement signals, then determine the right level of intervention — whether that's a quick conversation or a systemic program change.
• Build organizational capability by developing manager training, employee resources, and self-service documentation that reduce reliance on institutional knowledge.
• Make judgment calls on sensitive HR matters, escalating to the Director of Operations when appropriate but operating with significant autonomy on day-to-day decisions.

Senior RevOps Architect

Operations Manager

Technical Program Manager

HR Manager