VP, Revenue Operations

• Location: This role can be based anywhere in Canada (excluding Quebec) as a fully remote position. For candidates located in the Vancouver, BC Lower Mainland, there is flexibility to work remote, hybrid, or onsite at our Surrey headquarters. This role is also open to candidates in the USA as a fully remote position.

• Please note that employment is contingent upon the successful completion of reference checks and background checks.

Safe Software is looking for a VP, Revenue Operations to join our Revenue Operations team. As VP, Revenue Operations, you will design and enforce the operating model our entire go-to-market organization runs on, reporting directly to the Chief Revenue Officer and presenting regularly to the board. This is a builder’s mandate: the CRM isn’t fully configured, the forecasting process is mostly informal, the Rules of Engagement are still being written, and the AI tooling stack is unevaluated. You’re not fixing a broken system — you’re building the one Safe’s revenue org will run on for years. We have an immediate opening and are excited to find the right candidate to join our team.

About The Team

As a part of the Revenue Operations team, you’ll build and lead a function that’s still taking shape — RevOps analysts, a Sales Enablement team, and a broader GTM Enablement capability, five to seven hires in total. Safe builds FME, the only All-Data, Any-AI Enterprise Integration Platform, trusted by 25,000+ enterprise customers in 125+ countries to bring their data to life. Profitable, growing, and scaling toward $250M ARR with a clear path to $700M, Safe is building a multi-motion revenue engine — direct field, inbound and outbound BDR, partner channel, EMEA, and Canada — and it needs a single operating authority to keep those motions from colliding. That’s this role. You’ll report to the CRO and work daily with VP Sales East, VP Sales West, and the EMEA leader, each of whom has strong opinions and moves fast.

What You’ll Be Doing

As VP, Revenue Operations, you will operate at all altitudes — one week presenting forecast accuracy to the board, the next telling a VP Sales their deal doesn’t meet the bar to advance stage, regardless of how the conversation started. Both are the job.

Rules of Engagement — Ownership & Accountability

• Write the rules everyone will actually operate inside. Safe is building a multi-motion revenue engine — direct field, inbound BDR, outbound BDR, partner channel, EMEA, Canada — and without clearly defined and enforced Rules of Engagement, those motions conflict, accounts get double-touched, partners get burned, and trust between functions collapses. You write it, socialize it across every stakeholder (including strong-willed VP Sales leaders who will push back), get it approved by the CRO, and enforce it through process design and CRM configuration.

• Define territory and account ownership. Who owns what account, what happens at renewal, how partner and direct conflict is resolved, and what triggers an escalation to the CRO.

• Set lead routing and BDR handoff standards. How inbound and outbound leads are qualified, assigned, accepted, and rejected, with SLA definitions for each stage and accountability for every gate.

• Design the partner co-sell and channel conflict policy. Clear rules for when the partner leads, when direct leads, and how sourcing credit is allocated, reviewed and agreed with the Partner Leader and EMEA Leader at launch.

• Hold the qualification gates. Define MEDDPICC field requirements by stage, what must be true before a deal advances, and what RevOps will kick back regardless of who is asking.

GTM Enablement

• Close the ramp gap. At Safe’s current hiring pace across AEs, BDRs, SEs, CSMs, and partners, the difference between a 30-day ramp and a 90-day ramp is a material revenue number — this role owns closing that gap.

• Build the function, not just the content. The Sales Enablement team reports directly into this role. You’ll build it, hire against a capability scorecard, and hold the team accountable to ramp and productivity outcomes, not just content creation.

• Design role-based onboarding. Structured, milestone-gated onboarding tracks for every GTM role — AE, BDR, SE, CSM, and partner — with clear ready-to-carry-quota certification criteria and a defined ramp timeline per role.

• Own the sales methodology and playbook. The single source of truth for how Safe sells — pitch structure, discovery framework, objection handling, competitive positioning, and deal execution standards — updated quarterly with input from the field and calibrated against win/loss data.

• Turn Gong data into a coaching loop. Use Gong and other tooling to create a systematic feedback loop from deal recordings and call reviews to enablement content updates, so the playbook reflects what actually wins, not what the last training deck said.

Revenue Architecture & AI-Native GTM Stack

• Give the CRO one version of the truth. Build the weekly, monthly, and quarterly forecasting process — call accuracy, coverage ratios, deal velocity — so the CRO walks into every board meeting with zero surprises.

• Own the numbers that matter. Pipeline model, funnel metrics, win-rate analytics, rep productivity, CAC payback, and NRR by segment and vertical, owned by you, trusted by the board.

• Evaluate and integrate the AI-native GTM stack. CRM (HubSpot), conversation intelligence (Gong), outbound automation, intent data, and agentic AI workflows — owning use-case prioritization, adoption, and value realization across the revenue org. AI architecture, security review, and governance decisions are made in partnership with IT and Engineering.

• Enforce data governance with teeth. Own the data model in CRM, ensuring field hygiene, account hierarchy, and MEDDPICC field consistency across every pod, globally.

Executive Leadership & Cross-Functional Authority

• Earn credibility through data, not hierarchy. Working with high-performing, highly opinionated VP Sales leaders is a feature of this role, not a bug — you’ll push back on a VP Sales who wants to move a deal to the wrong stage, enforce an ROE that a regional leader finds inconvenient, and do it in a way that preserves the relationship.

• Present to the board and hold up under questioning. You’ll present pipeline health, forecast accuracy, and GTM efficiency metrics directly to Safe’s board — output that’s clear, accurate, and defensible, from someone who can handle hard questions from investors without flinching.

• Own the cross-functional cadence. Finance, Marketing, CS, Product, and Legal all have legitimate interests in how the GTM org operates — you mediate those interests and own the QBRs, planning cycles, and headcount models that keep the org moving in the same direction.

Leadership & Impact

This is single-threaded ownership of the operating system, not a shared function. You set the Rules of Engagement, own the forecasting methodology, and hold budget and vendor authority over the RevOps and Enablement tooling stack. When a VP Sales and the model disagree, the model doesn’t move without your sign-off — and you carry that authority directly to the CRO and, on a regular cadence, to the board.

• The board stops asking why the number moved. Forecast accuracy becomes predictable enough that variance is the exception the CRO has to explain, not the norm.

• The rules hold under pressure. Rules of Engagement survive contact with a strong-willed VP Sales who wants an exception — and when they don’t, that’s a deliberate call you made, not a gap they found.

• RevOps becomes a real team. What starts as a single-person mandate becomes a functioning function of RevOps, Enablement, and analytics talent that other departments route through by default.

• GTM tooling delivers measurable outcomes. AI and automation investments are evaluated against clear success criteria — rep productivity, pipeline data quality, forecast accuracy, and adoption rates — before scaling. Pilots that don't meet the bar are discontinued; those that do are operationalized.

Qualifications, Skills, and Competencies

Safers come from a variety of backgrounds with a diversity in skills and knowledge. That said, we find that those who are most successful in this role have experience with the following areas.

Required skills:

• 10–15+ years in Revenue Operations, Sales Operations, or GTM Strategy at a scaling B2B SaaS company, at VP or Senior Director level with direct board-level exposure

• Experience building and enforcing a Rules of Engagement framework across multiple GTM motions, including the hard conversations with sales leaders who push back

• A track record presenting pipeline health, forecast, and GTM efficiency metrics directly to a board or equivalent investor group

• Experience holding strong field sales leaders accountable through data and rigor rather than hierarchy

• People leadership experience — hiring, developing, and holding accountable a multi-functional team spanning RevOps analysts and sales enablement

• Ownership of the full RevOps stack — CRM architecture, forecasting model, territory design, quota mechanics, and tooling evaluation

• Strong analytical range: comfortable building a bottoms-up coverage model, explaining CAC payback to a CFO, and translating rep-level data into a board-ready narrative

• Hands-on experience evaluating, piloting, or deploying agentic workflows or AI-assisted tooling in a live GTM environment — including the ability to assess feasibility, data readiness, and security requirements before committing to production

• Deep HubSpot or Salesforce architecture experience, including data model and process enforcement design

• Effective communication skills

Desired skills / Bonus points:

• Background in data, infrastructure, or integration software

• Experience with MCP, Salesforce Agentforce, Clay, or similar agentic GTM infrastructure at production scale

• Experience navigating a PE-backed or founder-owned growth inflection from $100M to $250M+

• Familiarity with partner channel economics and co-sell Rules of Engagement design

• Experience building a RevOps function from solo operator to a team of 3–5

• A Bachelor’s degree in a related field, or equivalent combination of education and experience

About Safe Software

Safe Software transforms organizations with FME, the only All-Data Any-AI Enterprise Integration Platform connecting all your data, anywhere, at any velocity.

With over 30 years of expertise and 25,000+ enterprise customers across 125+ countries, we simplify your data journey, wherever it leads.

Founded in 1993, Safe is headquartered in Surrey, BC with over 300 team members and counting. We’re always looking for talented individuals with diverse backgrounds who are determined to learn and grow. Are you ready to join the team?

Our Commitment to Diversity and Inclusion

Safe Software is an equal opportunity employer and we truly believe that innovation and strength begin with diversity and inclusion.

We welcome all candidates regardless of race, gender identity or expression, sexual orientation, age, ability, disability, national or ethnic origin, political belief, religion, or family status.

Should you require accommodations during the recruitment process, please contact hr_dept@safe.com.

Notice Regarding Use of Automated Tools in Hiring

At Safe Software, we use automated tools to help us process applications and identify qualified candidates. These tools may assist in screening resumes and summarizing interview content based on the information you provide. This helps our team review applications efficiently while ensuring every candidate is considered based on the requirements of the role.

Please be assured that the final hiring decision is always made by a member of our team. For more information on how we protect your privacy, please see our policy. If you have questions about this process, please contact us at hr_dept@safe.com.