CoreWeave is seeking an exceptional Global Vice President of Revenue Operations to serve as the strategic architect and operational leader of our revenue engine. This senior executive will be a key member of the CoreWeave leadership team, reporting directly to the Chief Revenue Officer, and will be responsible for building, scaling, and optimizing all revenue operations functions that drive predictable, efficient, and accelerated growth across our global go-to-market organization.
\nThis is a foundational and transformational role at a pivotal moment for CoreWeave, as we scale our revenue operations infrastructure to support our trajectory as a newly public AI hyperscaler. Following our 2025 IPO and accelerated growth trajectory, we are in search of a world-class RevOps leader who can build enterprise-grade operational rigor while maintaining the Startup mindset, agility, and innovation that defines CoreWeave.
\nThe ideal candidate will transform revenue operations from a supporting function into a strategic growth driver, creating the data foundation, process excellence, and operational insights that enable our sales, marketing, customer success, support, field engineering, and partner teams to execute at peak performance. As an AI-native company, we expect you will lead us into an AI-first strategy to create a next-generation AI-driven RevOps function to harness and implement innovation throughout our global field organization.
\nThe successful candidate will be a proven revenue operations executive with deep expertise in scaling high-growth technology companies, building world-class revenue operations platforms, and partnering with sales leadership to drive measurable business outcomes. You will have demonstrated success implementing sophisticated revenue operations frameworks, leading large global teams, and establishing data-driven cultures that turn insights into action. Your experience spans the full revenue operations stack,from CRM architecture and sales automation to forecasting methodologies, territory optimization, compensation design, and revenue analytics.
\nThis role uniquely combines strategic leadership with hands-on operational excellence. You will define CoreWeave's revenue operations strategy, build and lead a global team of revenue operations professionals, establish our RevOps technology stack and data architecture, create scalable processes that drive efficiency while maintaining growth, and deliver the analytics and insights that inform executive decision-making. You will be the operational partner to our Chief Revenue Officer and go-to-market leadership, ensuring we have the infrastructure, insights, and execution to achieve our ambitious revenue targets while maintaining the flexibility to adapt as markets and opportunities evolve.
\nStrategy & Vision Define and execute CoreWeave's global revenue operations strategy, establishing world-class operational rigor, process excellence, and data infrastructure that enables predictable, scalable revenue growth. Build comprehensive revenue operations capabilities spanning sales operations, sales strategy, sales enablement, revenue analytics, sales compensation, territory management, and forecasting,creating an integrated operational framework that drives efficiency and effectiveness across the entire revenue organization. Design and implement CoreWeave's revenue technology stack, selecting, integrating, and optimizing CRM, sales engagement, revenue intelligence, forecasting, compensation, and analytics platforms that create a single source of truth for revenue data and enable seamless execution. Leverage AI to fundamentally build a next-gen RevOps center of excellence. Lead ongoing integrations of acquisitions made by the company. Establish data-driven forecasting methodologies and revenue analytics frameworks that provide executive leadership with accurate, real-time visibility into pipeline health, revenue performance, and growth trajectories across segments, products, and geographies. Partner with CRO and go-to-market leadership to develop strategic territory plans, quota allocation models, capacity planning frameworks, and resource deployment strategies that optimize coverage, maximize revenue potential, and drive efficient growth. Design and implement sales compensation programs that align with corporate objectives, drive desired behaviors, and attract and retain top sales talent, including variable compensation structures, accelerators, SPIFs, and performance-based incentives. Establish robust revenue governance frameworks, including deal desk operations, pricing and discount approval workflows, contract review processes, SOX compliance, and commercial risk management that balance growth velocity with operational discipline. Create sophisticated revenue analytics and business intelligence capabilities, delivering executive dashboards, pipeline analytics, win/loss analysis, sales productivity metrics, and strategic insights that inform decision-making and drive continuous improvement. Drive operational excellence through continuous process optimization, automation of manual workflows, elimination of friction in revenue processes, and implementation of best practices that enable the sales organization to focus on selling. Recruit, develop, and lead a world-class global revenue operations organization, including sales operations, sales strategy, enablement, compensation, and analytics teams, building a high-performance culture of operational excellence and strategic partnership with the go-to-market organization. Serve as the strategic thought partner to the CRO and executive leadership team, providing data-driven insights, scenario modeling, and operational recommendations that inform strategic decisions on market expansion, product prioritization, and go-to-market investments.
\nWho You Are: Minimum 15+ years of progressive experience in revenue operations, sales operations, or sales leadership roles, with at least 8 years in senior revenue operations leadership positions. Proven track record building and scaling revenue operations functions in high-growth B2B technology companies, ideally with experience supporting organizations generating $500M+ in annual revenue. Demonstrated success implementing and optimizing enterprise CRM platforms (Salesforce expertise required), revenue intelligence tools, sales engagement platforms, and revenue analytics solutions at scale. Deep expertise in sales forecasting methodologies, pipeline management frameworks, revenue recognition principles, and financial planning processes that drive accurate revenue predictability. Extensive experience designing sales compensation plans, quota methodologies, territory models, and capacity planning frameworks for complex sales organizations with multiple segments and product lines. Strong background in data analytics, business intelligence, and revenue reporting, with ability to translate complex data into actionable insights and executive-ready presentations. Track record of building and leading high-performing global revenue operations teams, including experience managing teams across multiple geographies and time zones. Experience supporting enterprise sales.
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\nAnthropic is seeking a highly organised, analytically grounded Sales Strategy, Operational Excellence partner to help run the operating system of our go-to-market organisation.
\nAs Anthropic's GTM motion scales rapidly, the difference between a sales org that grows and one that grows well comes down to operating discipline: a forecast call that runs the same way every week, a planning cycle where every team knows the timeline before it starts, and a single set of standards that Sales and Strategy both recognise as their own.
\nYou will sit at the centre of the CCO's operating rhythm and act as the connective tissue between Sales leadership, Revenue Operations, Finance, and Systems.
\nWeek to week, that means making sure the forecast and pipeline cadences run cleanly and that the inputs leaders are looking at are consistent and trusted.
\nQuarter to quarter, it means driving the mechanics of target setting and quota deployment.
\nAnnually, it means program-managing the planning cycle so that territories, capacity, comp, and targets land on time and tie together.
\nResponsibilities:
\nRun the CCO operating rhythm - Support the weekly forecasting and pipeline review cadence for the CCO and Sales leadership: prepare the inputs, run the mechanics, capture actions, and make sure follow-ups close
\nOwn the calendar, templates, and pre-read standards for recurring operating reviews (forecast, pipeline, QBRs) so leaders spend their time on decisions, not logistics
\nTrack commitments and risks coming out of operating reviews and drive them to resolution between meetings
\nUnify operating standards across Sales and Strategy - Establish and maintain a single set of operating standards, definitions, tools, and best practices across the Sales and Strategy organisation so that teams are running the same plays the same way
\nDocument core processes (forecasting methodology, pipeline hygiene, deal stage criteria, rules of engagement) and drive adoption through enablement and reinforcement, not just publication
\nIdentify where teams have diverged in process or tooling, understand why, and bring them back to a common standard without breaking what's working locally
\nDrive planning, targets, and quota - Act as the program management backbone for annual and in-year planning: standardize timelines, templates, and tooling; serve as the central DRI for data aggregation; and be the primary point of contact for cross-functional partners like Systems, Finance, and HR
\nSupport target setting across the broader GTM organisation, building the models and managing the process that translates the company plan into segment, region, and team-level numbers
\nSupport comp plan design and quota setting: partner with Sales leadership, Finance, and Total Rewards on plan mechanics, manage the quota allocation and deployment process, and ensure quotas reconcile to plan
\nSupport territory and capacity planning by maintaining the headcount-to-coverage view and flagging gaps before they become attainment problems
\nBuild for scale - Design processes that hold up as the organisation triples; what works as a spreadsheet today should have a clear path to a system tomorrow
\nBuild the templates, runbooks, and documentation so operating quality doesn't depend on any single person being in the loop
\nPartner with Systems and Analytics to move repeatable manual work into tooling, and use Claude to accelerate documentation, data aggregation, and process design
\nYou may be a good fit if you:
\nHave 7+ years in sales operations, sales strategy, revenue operations, business operations, or a similar function, with direct experience supporting the operating cadence of a sales organisation
\nHave run or materially supported core GTM planning processes end to end: annual planning, target setting, quota allocation, territory design, or comp plan rollout
\nAre an exceptional program manager; you can take a loosely defined cross-functional effort, put a plan around it, and drive it to a deadline across teams you don't control
\nUnderstand the rhythm of a sales org from the inside: what a forecast call is for, what 'commit' means, why pipeline coverage matters, and what makes a quota feel fair or unfair to a rep
\nAre highly structured and detail-oriented without being rigid; you build the standard, but you know when the standard needs to bend
\nCommunicate clearly and concisely up, down, and across; you can write the one-page pre-read that lets a leadership meeting start at the decision instead of the context
\nAre fluent in Excel/Sheets (modeling, lookups, structured data) and comfortable working in Salesforce; SQL or Looker experience is a plus but not required
\nAre energized by bringing order to ambiguity and have a low ego about doing the unglamorous work that makes an organisation run
\nStrong candidates may also have:
\nExperience with sales compensation design (SPIFs, accelerators, plan mechanics) and the downstream operational realities of administering them
\nExposure to consumption-based or usage-based revenue models where forecasting and quota design don't follow the standard SaaS pattern
\nFamiliarity with planning and territory tools (Anaplan, Pigment, Fullcast, or similar)
\nA track record of using AI tools to accelerate operational and program management work
\nLogistics
\nMinimum education: Bachelor's degree or an equivalent combination of education, training, and/or experience
\nRequired field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience
\nMinimum years of experience: Years of experience required will correlate with the internal job level requirements for the position
\nLocation-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time
\nHowever, some roles may require more time in our offices
\nVisa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate
\nBut if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this
\nWe encourage you to apply even if you do not believe you meet every single qualification
\nNot all strong candidates will meet every single qualification as listed
\nResearch shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work
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\nWe're looking for someone with 5+ years of relevant work experience in compensation, including developing and managing global compensation programs and processes, preferably in a high-growth, scaling, technology environment. You should have a strong understanding of compensation best practices, current compensation trends, and market benchmark data; international compensation experience is preferred.
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\nYou will own compensation analysis and benchmarking, lead key compensation cycles, and partner closely with HR, Finance, and senior leadership to build an equitable and forward-looking total rewards framework.
\nThe ideal candidate will have progressive experience in Total Rewards, Compensation, or People Operations, with a strong focus on compensation design and program management. They will possess deep expertise in compensation analysis, benchmarking (e.g., Radford, Mercer, Carta), and market pricing within a talent-competitive industry, ideally financial services, crypto, or fintech.
\nWe have created the Factors of Growth & Impact to help Villagers better measure impact and articulate coaching, feedback, and the rich and rewarding learning that happens while exploring, developing, and mastering the capabilities and contributions within and outside of the Member of Total Rewards role:
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\nCommunication and Influence:
\nYou may be a fit for this role if you have:
\nAlthough not a requirement, bonus points if:
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