About this role.
Digimarc is seeking a senior, hands-on Director of Revenue Operations to build and run the operational backbone of its enterprise B2B SaaS go-to-market organization. The role owns forecasting, pipeline and funnel analytics, GTM planning, deal desk, customer-success operations, enablement, and revenue systems including Salesforce. This player-coach leader will establish a rigorous 13-week operating cadence and provide board- and executive-ready insight into bookings, ARR, retention, and productivity. Success requires substantial experience rebuilding RevOps functions, strong SaaS financial modeling, and the ability to partner closely with Sales, Marketing, Finance, HR, Legal, and Customer Success.
Role DNA
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Job Complexity
5/5Pace & Pressure
5/5Autonomy Level
5/5Communication Load
5/5Salary analysis
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Core skills
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Sample interview questions
I began with a diagnostic of data quality, process gaps, systems ownership, and leadership reporting needs. I prioritized a common revenue data model, forecast definitions, pipeline hygiene standards, and a recurring operating cadence, then sequenced tooling and team investments against measurable business outcomes.
I would define consistent stage, commit, renewal, and pipeline-coverage rules; reconcile CRM data to finance reporting; and run weekly inspection of changes, risks, and deal-level assumptions. I would track historical accuracy by segment and forecast category, document methodology, and use the findings to improve both seller judgment and model inputs.
I segment the funnel by source, customer profile, segment, product, geography, and cohort to locate the specific stage where conversion or velocity deviates. I validate data definitions and process adherence, form a hypothesis with the functional owner, implement a targeted change, and monitor leading and lagging metrics to confirm impact.
I start with company growth targets and historical productivity, then model addressable market, coverage, ramp time, win rates, sales-cycle length, retention, and required pipeline. I partner with Finance and sales leaders to create scenario-based capacity plans, assign equitable territories, and set attainable but performance-oriented quotas.
I would define the outbound workflow and measurement architecture before selecting or expanding tools, including source attribution, account and contact governance, activity capture, qualification criteria, and CRM handoffs. I would partner with Demand Generation and Sales to pilot workflows, measure pipeline quality and conversion—not activity volume alone—and scale only the motions that demonstrate repeatable revenue impact.
ABOUT US:
Digimarc Corporation (NASDAQ: DMRC) is the global leader in product digitization. A pioneer in digital watermarks, Digimarc connects every physical and digital item to a digital twin that enables the capture of product data, records events and interactions, and supports powerful new automations. Trusted to deter counterfeiting of global currency for more than 20 years, Digimarc is also recognized for ensuring product authenticity, improving plastics recycling, and more, with a commitment to promoting a prosperous, safer, and more sustainable world. In 2023, Digimarc was named to the Fortune 2023 Change the World list and honored as a 2023 Fast Company World Changing Ideas finalist. See more at Digimarc.com.
ABOUT THE ROLE…
The Director of Revenue Operations is a foundational hire for Digimarc’s revenue organization. You will own the operations backbone of our go-to-market engine — forecasting, analytics, planning, deal desk, customer success operations, and the systems that power them.
This is a builder’s role for a player-coach. You will assess what exists, design what should exist, and operate hands-on while building the function around you. You will be the person who turns strategy into cadence, instinct into data, and ambition into a predictable, scalable revenue engine.
WHAT YOU WILL DO…
The quarterly operating cadence. Design, own, and execute a 13-week operational calendar — the drumbeat of the revenue organization. This includes weekly forecast reviews, recurring pipeline and top-of-funnel reviews, key deal and top deal reviews, renewal forecast reviews on a rolling outlook, product feedback loops with leadership, GTM leadership sessions, and an end-of-quarter deal war room ramping to daily in the final weeks. You prepare the content, run the operating rhythm, and hold the organization accountable to it.
Forecasting and pipeline. Run the forecast across new business, expansion, and renewals within that cadence. Establish pipeline hygiene standards, coverage and conversion inspection, and a single source of truth for where the business stands — globally and by segment.
End-to-end funnel ownership. Own, diagnose, and optimize the full revenue funnel — from lead generation and marketing through sales, close, onboarding, and expansion — as one connected system rather than a series of handoffs. You bring deep data fluency to every stage: where demand originates, where conversion breaks, where velocity stalls, and where expansion compounds. You don’t just report the funnel; you recommend and drive the changes that improve it.
Revenue analytics and what works. Own reporting on bookings, ARR, pipeline coverage, conversion, retention, and productivity — and go beyond the scoreboard to the answers: which sources, segments, plays, and motions actually produce revenue, and which don’t. Provide the analytical foundation for executive and board-level decision-making.
Enabling the outbound motion. Partner with the demand generation leader to enable a true end-to-end outbound and pipeline-build motion, AI-first throughout — AI agents for research, signal detection, and personalization; a modern SDR workflow; and automated outbound that scales pipeline generation without scaling headcount linearly. You don’t own outbound, but you deeply understand how it works: you provide the systems, data, process, and measurement that let it run, and you connect its output cleanly into pipeline, forecast, and funnel analytics.
GTM planning. Lead annual and quarterly planning: segmentation, territory design, capacity and coverage modeling, and quota setting — in close partnership with Finance.
Incentive compensation. Partner with Finance, and HR to design, model, and administer sales and customer success compensation plans that align the field with company strategy.
Deal desk and pricing operations. Stand up deal desk discipline: pricing and approval workflows, non-standard deal governance, and clean quote-to-cash handoffs across Sales, Legal, and Finance.
Customer success and renewals operations. Build the operating rhythm for the post-sale motion: renewals forecasting, customer health visibility, and expansion pipeline — supporting an end-to-end view of the customer.
Enablement. Build the onboarding and enablement foundation for the field: ramp programs, playbooks, and the tooling that makes sellers and CS teams productive faster.
GTM systems and data. Own the revenue technology stack (Salesforce/CRM, forecasting, and CS platforms). Rationalize the stack, ensure data integrity, and make the systems serve the field — not the other way around.
WHAT SUCCESS LOOKS LIKE IN YEAR ONE:
- A full 13-week quarterly operating cadence installed and running — forecast, pipeline, deal reviews, renewals, and end-of-quarter execution — with the leadership team operating to it.
- A trusted, consistent forecast the CFO can stand behind, with documented methodology and demonstrated accuracy.
- A unified revenue data model and executive dashboard covering pipeline, bookings, ARR movement, and retention.
- The annual GTM plan — territories, capacity, quotas, and comp plans — delivered on time in partnership with Finance.
- An instrumented end-to-end funnel — lead through expansion — with conversion visibility at every stage and a running list of diagnosed, prioritized optimization opportunities.
- The outbound motion fully instrumented and enabled in partnership with demand generation — systems, data, and measurement in place, with outbound-sourced pipeline visible in the funnel and forecast.
- Deal desk and approval workflows in place, with measurable improvement in cycle time and pricing discipline.
- A rationalized, well-governed systems stack with clean data and clear ownership.
WHAT WE ARE LOOKING FOR…
- 8+ years in revenue operations, sales operations, or GTM strategy in enterprise B2B software, including direct support of senior sales leadership.
- Experience building or substantially rebuilding a revenue operations function — you have been the first or most senior ops hire, or rebuilt from a low baseline.
- You have run a structured quarterly operating cadence before — weekly forecast calls, pipeline councils, deal reviews, and quarter-end close management — and know how to make it a discipline rather than a meeting series.
- Deep fluency in ARR-based business models: pipeline math, retention and expansion dynamics, and SaaS unit economics.
- Genuine data fluency — you can pull, model, and interrogate funnel data yourself, diagnose conversion problems across marketing, sales, and post-sale stages, and turn analysis into specific recommendations.
- Working fluency in how modern outbound operates — AI SDR agents, signal-based prospecting, sequencing, and workflow automation — sufficient to be a real partner to demand generation and to instrument the motion end to end.
- Hands-on command of Salesforce and the modern GTM stack — you can configure, administer, and evaluate tools yourself when needed.
- Strong financial modeling and analytics skills, and comfort partnering with Finance on planning and reporting rhythms; public-company experience is a plus.
- A player-coach temperament: strategic enough for executive planning discussions, hands-on enough to fix a broken report the same afternoon.
- Low ego, high ownership. You bring order without bureaucracy and treat the field as your customer.
BENEFITS:
- Comprehensive Benefits Including Medical, Dental, Vision, & Retirement Savings Plan
- Restricted Stock Units
- Flexible Paid Time Off & Holidays
- Life Insurance
- Tuition Reimbursement
- Mentorship Opportunities
- Training & Development
- Remote work
COMPENSATION:
$170,000 – $220,000 a year
This compensation range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill set, experience, training, licensure, certifications, geography and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.
OUR CULTURE:
We are a team of problem-solvers united by our company’s immense potential to help solve complex challenges.
We align to the following Digimarc core values:
Collaborative – Stronger together
- We embrace diverse perspectives and harness our collective talent to realize our full potential.
Curious – Listen and look forward
- We think differently and seek out opportunities for growth to exceed our stakeholders’ expectations.
Courageous – Innovate with integrity
- We challenge each other and do the right thing – even when it’s difficult – to deliver wins for our customers.
Join our team and work in support of a technology platform that can transform how consumer goods are made, bought, sold, and recycled around the globe. Digimarc is committed to the health and safety of our employees and their families. We are dedicated to diversity, professional development, and the success of our employees. For more information, visit us at www.digimarc.com.
Digimarc is seeking diverse applicants. We are an equal opportunity employer and consider qualified applicants for employment without regard to race, gender, age, color, religion, disability, veteran status, sexual orientation, gender identity, or any other protected factor. We want the best people who share our values.
This job posting is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Principals only. No recruiters please.
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