Senior Revenue Operations Leader at Litify

<p><strong>About Us<br></strong>At Litify, we're powering a new era for the legal industry. Since its founding in 2016, Litify has helped law firms and corporate legal departments turn operations into impact through its leading AI-native Platform of Action.&nbsp;</p> <p>Over 55K legal professionals and 450+ enterprise clients across plaintiff, insurance defense, immigration, and the Fortune 500 trust Litify to combine cloud-based technology, configurable AI-native workflows, agentic AI, and powerful business analytics into one open ecosystem that moves legal teams from systems of record to systems of action.</p> <p>Backed by Bessemer Venture Partners and recognized as an Inc. 5000 and Deloitte Technology Fast 500 fastest-growing private company, Litify is at the center of legal innovation. Headquartered in New York, we're building the last legal platform our customers will ever need.</p> <p><strong>About the Role<br></strong>Reporting to the CRO, we’re seeking a director-level Senior Revenue Operations Leader to solve 4 things:</p> <ul> <li>Define &amp; Deliver a simplified, AI-forward GTM tech stack that maximizes the capture, flow, and utilization of data across the revenue process — reducing administrative burden while improving measurable outcomes.&nbsp; This includes cultivating and maintaining a clean SFDC instance capable of serving as a foundation for AI initiatives.</li> <li>Elevate a business partner who operates cross-functionally: understanding, anticipating, and solving business needs through data-driven modeling and deliverables.&nbsp; Serves as the trusted advisor to the CRO.</li> <li>Create company-wide consistency (when applicable) across the tech stack and reporting.</li> <li>Develop RevOps into a GTM partner for the CRO to develop, maintain, &amp; enforce a strong operating cadence that produces definable value up and down the GTM org structure.&nbsp;</li> </ul> <p>This is not a reporting-and-infrastructure seat. It is a player-coach leadership role: hands-on in the RevOps work itself, while building and leading a team that grows with the company.</p> <p>Targeted Sample Outcomes:</p> <ul> <li>A simplified, AI-forward tech stack — CRM architecture and reporting as its foundation, with AI tooling or AI builds that are actually landed and adopted by reps, proven with usage data, not a vendor selection exercise.</li> <li>Capacity and Forecast models the business trusts and can defend — bottoms-up, stage-exit criteria, conditional close rates — the data-driven modeling that makes this seat a real business partner, not just a reporting function.</li> <li>Diagnosis that turns into field-level intervention: corrective actions that reach reps with a measurable before-and-after.</li> </ul> <h3><strong>Role Responsibilities</strong></h3> <h3><strong>Revenue Operations &amp; Systems:</strong></h3> <ul> <li>Own CRM architecture, hygiene, and stage-gate discipline across the full sales cycle.</li> <li>Build and maintain the bottoms-up capacity model the team's growth targets are set and defended against.</li> <li>Own revenue reporting — a single source of truth for the CRO and executive team on pipeline, bookings, and attainment.</li> <li>Run the forecast process end to end: stage-exit criteria, conditional close rates, and a cadence where managers commit their own numbers.</li> <li>Build and lead a weekly Demand Council cadence.</li> <li>Instrument competitive-presence tracking across the pipeline.</li> <li>Partner with the CRO &amp; other members of the executive team on territory design, quota setting and modeling, and compensation plan mechanics.</li> </ul> <h3><strong>AI in the Revenue Stack:</strong></h3> <ul> <li>Evaluate, select, and land AI tooling into the GTM stack. The bar is judgment and change management — landing something reps actually use — not necessarily building it in-house.</li> <li>Drive adoption of what gets deployed, with usage data to show it changed behavior, not just that it shipped.</li> <li>Be personally hands-on with the tools, not just directing a team that uses them — baseline Salesforce administrator fluency, plus firsthand experience connecting AI directly to the CRM (e.g., using Claude via MCP against Salesforce), not just vendor evaluation.</li> <li>Operate credibly on both sides of the point-solution question, by design: able to work within and get real value out of an existing vendor stack (Domo, Terret-style tools) and able to design and land an AI-native replacement when that's the better call. The seat is not hired to pre-commit to either philosophy — it's hired to have the judgment and the hands to execute whichever one a given problem actually needs.</li> </ul> <h3><strong>Cross-Functional Execution:</strong></h3> <ul> <li>Drive initiatives across Sales, Marketing, and Finance without needing to own every function touched.</li> <li>Turn diagnosis into action: interventions that reach the field, with a measurable before-and-after.</li> </ul> <h3><strong>Team Leadership:</strong></h3> <ul> <li>Build and lead the RevOps team — hiring, developing, and setting priorities as it scales with the company.</li> </ul> <h3><strong>Ideal Candidate Competencies</strong></h3> <ul> <li>Can translate a business question into a data model — and defend that model when a sales leader disagrees with it.</li> <li>Has served as strategic advisor to a revenue leader — sat at the table for the decision, not just delivered the readout.</li> <li>Track record of putting net-new corrective actions into a field sales organization, with a before-and-after.</li> <li>Has built a bottoms-up capacity or quota model and personally defended it against a top-down target.</li> <li>Forecast discipline — can describe how they'd know the forecast was wrong before the quarter ended.</li> <li>Has selected and landed AI tooling that changed how a field team works, backed by adoption data — vendor fluency alone is a disqualifier, not a qualification.</li> <li>Has driven cross-organizational initiatives (Sales, Marketing, Finance) without owning every function involved.</li> <li>Can describe how the GTM tool stack's data actually connects, not just list the vendors in it.</li> <li>Comfortable operating hands-on at Litify's scale (~200 people) — has personally built models, not only managed analysts who did.</li> <li>Has a tinkering mindset — experience leveraging expected baseline Salesforce admin credentials to wire AI (e.g. Claude via MCP) directly into Salesforce.</li> <li>Has both a considered view and a track record on each side of the point-solution question — can point to a time they got real value working inside a vendor stack, and a time they consolidated one away in favor of an AI-native workflow. Screened on versatility, not on which side they favor.</li> </ul> <p><strong>Disclosure:</strong><br>The estimated base salary range for this role is $175,000-190,000. You will also be offered a bonus and benefits.</p> <p>Our salary ranges are based on paying competitively for our size and industry, and are one part of many compensation, benefits and other reward opportunities we provide.</p> <p>Individual pay rate decisions are based on a number of factors, including qualifications for the role, experience level, skill set, and balancing internal equity relative to peers at the company.</p>