Head of RevOps

Head of RevOps

About Ent

Ent is the intent-aware workspace security platform for securing human and AI-driven work. Built to protect productivity, the new attack surface, Ent understands not just what users and agents do but why, and intervenes at the moment of risk before incidents occur. Where existing tools see events, Ent sees intent, so security teams can step in at the moment of risk instead of investigating days later. Founded by Lou Manousos and Brandon Dixon, co-founders of RiskIQ (acquired by Microsoft) and the team behind Microsoft Security Copilot, Ent is in production with Global 2000 customers across hospitality, financial services, and defense, and backed by Decibel, Sequoia, Crosspoint Capital, Craft Ventures, Shield Capital, Felicis, and In-Q-Tel. We’re now hiring the team that will define this category.

How We Work

Customer first. The product and the business are built around problems we’ve watched real security teams struggle with — not the other way around. Every roadmap conversation starts with what a CISO told us last week.

Humble. No drama. We hire people who share the mission and trust each other to deliver. Teamwork over showmanship. Accountability over politics. The work speaks louder than the person doing it.

Urgency. The window to build a durable security company in the AI era is open right now and it will not stay open. The shot clock has started. We move at the speed of the people we want to protect.

About the Role

We're hiring a Head of Revenue Operations to build the operating system underneath Ent's go-to-market team. Our CRO sets the revenue strategy; you're the person who turns it into a system that runs — the data, the systems, the planning mechanics, and the operating rhythm that sales, marketing, and customer success all work from. You'll be our first dedicated revenue operations hire, reporting to the CRO, and you'll build the function from a blank page before you build a team. We're looking for a hands-on operator who has scaled revenue operations through a startup's steepest growth and has strong opinions about tools a team actually needs.

Above everything else, we're looking for someone who has already built AI into a sales organization's tooling — not evaluated it, built it — and can tell us what it returned.

What You’ll Achieve

• You'll build the revenue operating model — one definition of an account, an opportunity, and a stage; clean data by default; and workflows across pipeline management, forecasting, and the customer lifecycle that people follow.

• You'll deploy AI across the revenue workflow — data hygiene and enrichment, call and deal summarization, forecast signal, renewal risk, self-serve reporting — and be able to articulate the ROI.

• You'll move us from reactive reporting to real-time revenue intelligence: predictive forecasting inputs, leading indicators for expansion and churn risk, and scenario models.

• You'll own the GTM systems roadmap — CRM, marketing automation, sequencing, conversation intelligence, enrichment, CS, analytics — and rationalize the stack, cutting what overlaps and showing the spend saved and the workflows that got simpler.

• You'll make HubSpot and Gong work as one system, with the call and deal signal flowing into the CRM and out into the reporting and AI workflows that depend on it.

• You'll stand up deal desk: pricing and discount guardrails, approval paths, and quote-to-cash with finance, plus the operational readiness behind pricing and packaging changes so a new model ships without a scramble.

• You'll build the planning mechanics the CRO and finance make decisions on — territory and quota models, capacity plans, headcount scenarios, and the commission calculations and administration that keep payouts accurate and on time.

• You'll build reporting for every level of the sales org: a rep's view of their own book, a frontline manager's inspection and coaching view, the CRO's forecast and pipeline view, and the board's — all reconciling to the same numbers.

• You'll build the operational layer under sales development — BDR activity and conversion reporting, sequencing and routing, capacity and ramp models — so the top of the funnel is measured as rigorously as the rest of it.

• You'll run the operating cadence — weekly pipeline inspection, forecast calls, QBRs — and give it the rigor that makes the number trustworthy.

• You'll partner with sales leadership and product marketing on enablement, supplying the scorecards, call and deal analytics, and productivity data that tell us whether the coaching is working.

What You’ll Bring

Must-haves

• You've built AI into a sales org's tooling and can speak to the ROI in numbers. Tell us what you built — the agents, automations, or LLM-powered workflows wired into the CRM, conversation intelligence, or reporting stack — what it replaced, how many people used it, and what it returned in hours, cost, cycle time, or conversion. Hands-on experience with Claude or comparable model tooling is expected. Evaluating vendors' AI features is not the same thing.

• You've built reporting for every level of a sales organization — rep, frontline manager, executive, and board — and you know how differently each one needs the same data presented.

• You've owned HubSpot and Gong, or close equivalents, and integrated them: the data model, the sync, the call and deal signal, and what breaks when it drifts.

• You've had sales development in your scope — BDR or SDR operations, reporting, routing, and capacity — and you've partnered with the leader running that team.

• You can walk us through a tool rationalization you led: what you inherited, what you consolidated or killed, what you kept and why, what it cost before and after, and how you got the teams using it to agree.

• You've owned revenue or GTM operations through a startup's fast-growth phase and can point to the stretch you scaled through — the systems, process, and structure you built at each stage.

• You've run deal desk or the pricing, approval, and quote-to-cash process for enterprise deals, working closely with finance and legal.

• You've built the planning artifacts yourself: territory and quota models, capacity plans, and commission calculations that survived an audit and a sales team checking their math.

• You're fluent in the data. You can build the model, write the query, and defend the number in the room — this is a building role to start.

Bonus

• You've been the first revenue operations hire somewhere and built the function.

• You've supported an enterprise security or infrastructure sales motion, selling to CISOs and technical buyers.

• You've migrated a CRM or consolidated onto a HubSpot-centered stack.

• You've operationalized a pricing or packaging change, or supported a new product launch or international expansion.

• You've owned renewals and expansion reporting, not just new business.

Our Benefits

• Distributed workplace. While we have positions we hire for in our SF office, we also hire remotely across North America.

• Own a piece of the journey. Every teammate gets meaningful equity on top of their salary.

• We’ve got you covered. 90% of your medical, dental, and vision is paid by Ent. We also cover 75% for your dependents.

• Take the time you need. Our flexible PTO lets you recharge, travel, or just take a breather.

• Family matters. 12 weeks of fully paid maternity leave (birth, adoption, or foster) and 8 weeks fully paid paternity leave.

• Live well. A $100 monthly lifestyle account to spend on what keeps you healthy and happy — fitness, wellness, learning, and more.

• Set up your space. A $500 home office stipend when you join as a remote employee.

Diversity & Accommodations

We’re committed to building a diverse, inclusive, and equitable workplace where people of all backgrounds, identities, experiences, and abilities are welcomed, valued, and supported. We recognize there is no single path to success and value nontraditional career journeys and diverse perspectives as key to building stronger, more innovative teams.

We strive to ensure an inclusive experience at every stage of hiring and are happy to provide reasonable accommodations. If you require accommodations or accessible formats at any point during our process, please let your recruiter know. As an equal opportunity employer, our hiring process is designed to put you at ease and help you do your best work. If there’s anything we can do to improve your experience, we’re always open to feedback.