Chief Revenue Officer

Harbor Compliance; United States; Remote; USD 240.000 - 300.000; Vollzeit

Zusammenfassung

Harbor Compliance is consolidating revenue ownership into a single executive leader who will own all revenue end-to-end, driving growth from $60M to $250M ARR over five years. This is a hands-on Chief Revenue Officer role reporting to the CEO, unifying sales, partnerships, marketing, and account management into a cohesive land-and-expand motion.

The CRO will design and run the lead-to-revenue model, scale GTM infrastructure, and work with the CFO, Chief Customer Officer, and engineering/product

Qualifikationen

• B2B SaaS revenue leadership experience.
• Direct sales team management.
• Demonstrated revenue organization improvement.
• GTM fundamentals with data-driven approach.
• Experience in high-velocity, lower-ACV SaaS.
• Ability to build and scale from ambiguity.

Aufgaben

• Own revenue end-to-end and set GTM strategy.
• Consolidate and lead revenue functions across multiple teams.
• Execute growth plans to scale ARR and expand market share.
• Design and run the lead-to-revenue model with gates at each level.
• Build and own revenue metrics, reporting to CEO and board.
• Partner with CFO on M&A integration and forecasting.

Kenntnisse

GTM leadership

Enterprise sales

RevOps design

PE-backed experience

Forecasting & analytics

Outbound sales

Tools

CRM systems

Jobbeschreibung

Harbor Compliance is consolidating fragmented revenue ownership into a single, accountable leader — a foundational executive hire to unify revenue functions (sales, partnerships, marketing, account management) into one coordinated land-and-expand motion. As Chief Revenue Officer, you'll report directly to the CEO and own all revenue end-to-end: new logo growth, customer retention, expansion mechanics, and the data and accountability systems that connect them. This is a hands‑on role for someone who wants to build from the ground up and drive 4x ARR growth ($60M → $250M) over five years.

Key Responsibilities

• Own revenue end-to-end. You own all revenue targets, budget requests, hiring approvals, and the GTM strategy.
• Consolidate and lead revenue functions. Manage 5 leaders across sales, partnerships, marketing, & account management. Hire, develop, and retain 48+ new GTM team members in 2027.
• Execute the 2027 GTM strategy. Build outbound sales motion and launch an enterprise sales team. Open new verticals with coordinated sales + marketing. Grow ARR from $60M to $250M with $100M from organic growth and $100M from M&A.
• Design and run the revenue model. Build the lead-to-revenue model bottoms‑up — establish gates at each level.
• Build and own revenue metrics and accountability. Report to CEO and Present quarterly results to PE board.
• Partner cross‑functionally. Partner with the CFO on M&A integration, revenue forecasting, and financial reporting. Partner with the Chief Customer Officer on cross‑sell mechanics and churn drivers. Work with VP of Engineering and Product to ensure delivery aligns with commercial commitments.
• Establish and scale GTM infrastructure. Build repeatable playbooks for new logo sales, expansion, and retention.

Requirements

• B2B SaaS revenue leadership experience. You have deep, hands‑on experience leading revenue in B2B SaaS environments. You understand subscription models, ARR/NRR metrics, customer acquisition costs, LTV, and how to build repeatable, scalable revenue motions in software businesses.
• Direct sales team management. You have proven experience directly managing a sales team or revenue‑producing function.
• Demonstrated revenue organization improvement. You've taken a revenue organization from one state to a materially better state.
• GTM fundamentals. You can articulate your GTM strategy in clear, data‑driven terms. Competitive positioning, pricing strategy, funnel dynamics, and conversion rates. You think in terms of unit economics and can defend your revenue model all the way down to the lead level.
• Experience in high‑velocity, lower‑ACV SaaS. You've successfully scaled revenue in a similar environment (high volume, lower deal size, land‑and‑expand model).
• Ability to build and scale from ambiguity. You're comfortable with a lean, scrappy, fast‑moving environment. GTM processes don't exist yet; you'll build them. Org structure is being designed around you. You're energized by building from the ground up.

Skills and Knowledge

• Outbound sales and land‑and‑expand motions. Built or significantly scaled outbound programs and both land and expand revenue models.
• Channel/partnership GTM. Worked with channel partners or built partnership go‑to‑market; experience structuring, incentivizing, and enabling partners.
• PE‑backed experience. Worked at PE‑backed portfolio company; understand board cadence, growth targets, exits, and aggressive scaling.
• Enterprise sales leadership. Built or led enterprise sales motions; experience scaling from SMB → mid‑market → enterprise.
• Revenue operations and sales comp design. Built RevOps infrastructure (quota, territory, forecasting, comp tracking). Designed comp models that drive performance‑based behavior.

Accommodations:

Harbor Compliance is committed to providing any reasonable accommodations for individuals with disabilities within our application and interview process. To request an accommodation due to a disability, please inform your recruiter.

Compensation:

Harbor Compliance’s base salary range for this role is listed below. Compensation at the time of offer is based on factors such as skill set, experience, qualifications, and work location. Salary is one part of Harbor Compliance’s total compensation package. Other benefits may include health benefits, flexible paid time off, parental leave, fertility and adoption assistance, 401(k), and educational reimbursement. Note that the salary range and benefits apply only to U.S.-based candidates.

Pay Transparency Policy Statement
Harbor Compliance will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Harbor Compliance, or (c) consistent with Harbor Compliance’s legal duty to furnish information.

Equal Opportunity Statement

Harbor Compliance is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.

Notice Regarding the Use of Selection Technology

Harbor Compliance uses third‑party automated tools and skills assessments (such as Testlify and Rippling) to help evaluate job applications and streamline our hiring workflow. These tools assist our recruitment team in reviewing qualification trends and scheduling, but all final employment decisions are made solely by humans on our Talent Success team, and all tools are subject to human oversight.

Depending on your location, local laws may grant you specific disclosure rights or the option to request an alternative evaluation process. If you require a reasonable accommodation or wish to opt out of automated assessment steps due to regional regulations, please notify your recruiter. Opting out will not negatively impact your application.

Harbor Compliance is a leading technology platform for entity compliance, helping more than 80,000 businesses and nonprofits manage licensing, tax registration, and legal entity requirements nationwide. Founded in 2012 and recognized repeatedly by the Inc. 5000 and Deloitte Technology Fast 500, we've grown through five strategic acquisitions — and are now backed by a 2026 majority growth investment from Bregal Sagemount to accelerate product, AI, and customer experience. We're a passionate team making compliance simpler and smarter for every organization we serve.

The pay range for this role is:

240,000 - 300,000 USD per year (US National)