Why join Pave?

At Pave, our vision is simple - Make Compensation Fair. 

How are we going to get there? By building the most intelligent compensation platform, powered by the largest real-time compensation dataset on earth.

We partner with our customers to help them build and retain world-class teams through planning, communicating and benchmarking their team’s compensation in real time.  And you don’t have to just hear it from us — you can hear it from our customers: Hover, Sweetgreen, Airtable and more.

We’re growing fast, building an incredible team and product, and having plenty of fun as we do it in our San Francisco and New York City offices. 

If stretching the rubber band, building with intellectual honesty and focusing on impact sounds exciting - we highly encourage you to reach out. We’d love to partner on our journey to change the world of compensation!

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Team 

Pave is looking for a Revenue Operations Manager to provide direction, insight, and strategy across our GTM teams – particularly as it relates to business systems & integrations. 

As a Revenue Operations Manager, you will work cross-functionally with our GTM and R&D teams to own and uplevel our core GTM systems and processes that drive scale.

We’re looking for a well-rounded team player with both technical horsepower and high-level strategic thinking skill, who can prioritize their time and energy on workstreams that drive business value.

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What you'll do:

• Develop a deep understanding of our GTM stack, our data integrations, and our GTM business-processes
• Own our GTM systems and integrations, ensuring that our GTM teams are efficient and our reporting is reliable
• Define a strategy for systems maintenance and optimization that aligns with best-practices and is tuned to our growth strategy
• Ensure our CRM consolidates all our prospect and customer information to provide trusted insights for all teams at Pave
• One-off projects as needed to gain insight into the business and help make resource & allocation decisions (i.e funnel metrics, revenue forecasting)

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What we value:

• 4+ years experience in revenue operations, business operations, or business systems – preferably in high volume SaaS
• Proficient in our sales stack, including Salesforce.com, hub and spoke integrations, CPQ tooling, & reporting/dashboard creation
• Comfortable presenting to & aligning with executives, able to tell a story backed by analysis
• Comfortable manipulating very high data volumes in gsheets (SQL experience ideal)
• A collaborative working style, with experience working across the company with teams of varied size to achieve common goals

Compensation, It's What We Do.

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This salary range may include multiple levels. Your level is based on our assessment of your interview performance and experience, which you can always ask the hiring manager about to understand in more detail. Salary is just one component of Pave's total compensation package for employees. Your total rewards package at Pave will include equity, top-notch medical, dental and vision coverage, commuter benefits, catered lunch, an unlimited PTO policy, and many other region-specific benefits.

Pave's salary range for this position

$151,300—$204,700 USD

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Our Compensation Philosophy

Pave’s compensation philosophy is to target the 75th percentile of the market for both cash and equity at your job level. This means that the “mid point” of every band at Pave is the 75th percentile of the broader market.

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Pave also has a merit-based philosophy when it comes to compensation increases. We run a performance cycle twice per year to evaluate employees’ performance. Higher than average performance ratings result in compensation increases to the upper end of the individual’s compensation range for their role. The result is that high performers at Pave are paid above the 75th percentile of the market at large.

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Pave is committed to pay equity. If you get an offer from Pave, it will be based on your level as determined by your interview performance. And nothing else. We explicitly do not negotiate salary and equity to ensure that we aren’t introducing bias that could lead to pay inequities within the team between candidates who have different negotiation tactics.