The Role

We are hiring our first Revenue Operations leader. You will build the operating system underneath how we find, pursue, and win federal work — the pipeline, the forecast, the cadence, and the enablement that lets a growing team move faster than it otherwise could.

Pryzm, our CRM, will be implemented and live before you start. You are not here to run an implementation. You are here to make the system genuinely useful: clean data, honest pipeline, a forecast leadership can plan against, and a team that actually wants to use it.

You will serve two teams. Growth runs Account Executives against named accounts and programs, plus capture. Strategy sets how we position and which mission problems we go after. Both need the same numbers, and today they do not always have them. You are the neutral source of truth for both.

What You’ll Own

• Pipeline, forecast, and cadence. Stage definitions, qualification criteria, and probability-of-win methodology. Weekly pipeline reviews, monthly forecast, quarterly business reviews — you own the agenda, the prep, and the follow-through. Forecast accuracy is yours to improve.
• The CRM as a working system. Own Pryzm day to day — configuration, data hygiene, reporting, and adoption. Bring in the government data that makes it smarter, and keep the standard high enough that people trust what they see.
• Analytics and reporting. Dashboards that answer the questions each team actually asks. Win/loss analysis, source attribution, win rates by customer and vehicle and partner, and the revenue reporting leadership and investors need.
• Planning and modeling. Annual and quarterly planning, target setting, territory and account coverage, capacity modeling, and the headcount case that follows. Support variable comp design with Finance and People.
• Enablement and onboarding. Own how new hires ramp — the onboarding path, the system training, the playbooks and process documentation. Build the enablement that shortens time-to-productivity and keeps the process alive as we grow.
• Process design. The pursuit lifecycle from identification through qualification, bid/no-bid, proposal, award, and recompete — with gates that are real rather than decorative.

Where This Goes

This is the first seat in a function that will grow. You will start hands-on and build the practice around what works — then make the case for the team behind it. We expect this role to expand into leadership of Revenue Operations as the business scales, and we will agree the criteria for that with you rather than leaving it implied.

You will also have unusual reach for a RevOps role: a direct line to the CRO, a seat in the rooms where go-to-market decisions get made, and two senior teams who need what you build.

What You Bring

• Deep revenue or sales operations experience supporting a growing GTM organization — pipeline, forecasting, planning, comp, and reporting.
• Real fluency in the data. You build the model, write the query, and design the dashboard yourself. Comfort with BI tools, SQL, and planning platforms.
• A track record of getting adoption, not just building process. You know the hard part is making busy people want to use the system.
• Experience owning a CRM as a business system. Salesforce, HubSpot, Dynamics or similar — we do not expect experience with Pryzm, which is new to the market.
• Experience building enablement and onboarding that shortens ramp time for new hires.
• This role is only useful if you say what the numbers actually show.

Nice to Have

• Public sector or federal experience. If you are early into government work and want to go deeper, this is a good place to do it — we will teach you the federal mechanics.
• Experience supporting both a sales organization and a strategy or corporate function.
• Having been the first operations hire somewhere, or having built a function from scratch.

What This Role Does Not Own

• Contracts work — negotiation, modifications, invoicing, subcontract administration, and compliance sit with our contracts function.
• Capture management and proposal production. You build the process; Growth runs the pursuit.
• An individual sales quota or customer ownership.
• Accounting and financial reporting, which sit with Finance.

What We Look For

At Red Cell, culture is defined by the way our employees live out our values every day. Ideal candidates are DEDICATED and passionate about their work; COLLABORATIVE communicators who chip in where help is needed; PRINCIPLED and accountable; and THOROUGH, with real pride in the quality of what they produce.

Red Cell Partners is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. This position requires U.S. Person status.

Compensation: $155,000-$175,000 base. This represents the typical salary range for this position based on experience, skills, and other factors.