Farmer’s Fridge makes fruits and vegetables accessible and approachable for everyone. We offer a variety of fresh, healthy, ready-to-eat meals and snacks through our fresh food vending machines, wholesale partners, and our office pantry solution — providing chef-curated meals to customers within seconds. Today, we operate a network of Fridges and partner with clients nationwide in high-foot-traffic areas, such as airports, hospitals, universities, and large office buildings — where there is limited accessibility to fresh, healthy, grab-n-go options.

We care deeply about what we’re creating and aspire to make sure our customers feel that through every touchpoint. This shows up in many ways across the business. We are committed to prioritizing food safety, we are passionate about product quality, we value our employees, we champion the best idea no matter where it comes from, and we’re committed to making an overall positive impact as we scale.

About this Role: We’re looking for a Director, Revenue Operations to own the end-to-end revenue operating system—aligning B2B Marketing, Sales, Account Management, and Fridge Operations around a single set of definitions, forecasts, and execution rhythms that drive predictable growth.

You’ll lead forecasting and planning across the full lifecycle (pipeline → close → launch → active fridge count → renewals/expansion), translate ICP/TAM into targeted coverage and capacity decisions, and partner with Finance, RevTech, and Analytics to improve data quality, tooling adoption, and unit economics (including rep payback). This is a high-leverage role that builds the structure and accountability required to scale without sacrificing speed.

What You’ll Do…

Build and Lead the Revenue Ops Team

• Hire, develop, and lead a high-impact team as the business scales.
• Own the Revenue Ops intake and delivery cadence—defining quarterly priorities, KPIs, and service levels, and balancing urgent asks with planned work that compounds.
• Identify capability gaps across people, process, and tooling, and create a multi-quarter build plan (hiring, skill development, and systems) sequenced by ROI, dependencies, and capacity.

Own Forecasting, Pipeline Health, and the B2B Operating Rhythm

• Build and run a consistent weekly/monthly cadencet that drive the team to hit the plan.
• Improve forecast accuracy by tightening stage definitions, exit criteria, hygiene expectations, and inspection of leading indicators.
• Create visibility into pipeline coverage, conversion, cycle times, win/loss drivers, and rep/segment performance. Then, drive actions, not just reporting.
• Monitor and manage pacing to the active fridge count plan by tracking adds vs. removals/offline fridges, diagnosing variance drivers weekly, and driving cross-functional actions to recover gaps and protect annual revenue targets.

Lead Annual/Quarterly Planning, Quotas, and Capacity Modeling

• Translate company targets into bottom-up sales plans by segment/region/vertical.
• Scope and size TAM/SAM by segment, vertical, and geography, translating market potential into capacity models, quota setting, and territory design.
• Own the ICP governance cadence—using win/loss, retention, and unit economics to refresh criteria, document what “qualified” means, and operationalize it in targeting, stages, and routing.
• Identify and validate new ICPs through structured experiments in adjacent segments, scaling profiles that show repeatable demand and strong payback.
• Own quota setting, territory design, account assignment, and headcount/ramp modeling to ensure balanced coverage and realistic attainment.
• Partner with Finance on scenarios (base/upside/downside) and establish the “single number” for pacing.
• Ensure capacity and spend are aligned to rep payback targets by owning the ROI model and reviewing attainment vs. payback; optimizing headcount, territory, and/or motions as necessary.

Design and Scale Core Revenue Processes

• Run a regular cadence of target-account discovery and enrichment—adding net-new accounts and improving firmographic completeness/quality to keep territories and prioritization current.
• Define and continuously improve the end-to-end sales process.
• Standardize definitions (ICP, qualified stages, close criteria), enforce discipline, and simplify rep workflows through automation and guided data capture to increase adoption and forecast reliability.
• Strengthen handoffs across Sales, Fridge Operations (installations/launches), and Account Management teams with clear SLAs and required data.
• Partner with Account Management to define segmentation and coverage, standardize success plans and renewal timelines, instrument health signals in the CRM, and run a predictable cadence for renewal forecasting and expansion pipeline—ensuring comp and targets reinforce profitable growth.
• Partner with B2B Marketing to scale inbound funnel: align on ICP, lead definitions, and SLAs; build closed-loop reporting; and use conversion/velocity insights to prioritize channels and campaigns that improve pipeline quality and sales productivity
• Standardize and enforce “deal-won readiness” by defining required data, validation steps, and handoff SLAs (e.g., access, site readiness, pest control) so wins don’t get reversed, pipeline visibility stays clean, and launch timelines don’t slip.
• Improve post-close processes to ensure the fridge installation pipeline is accurate and the cycle time from deal close to launch is continuously optimized through standardized milestones, clean handoffs, and tight cross-functional alignment.
• Operationalize a fridge removal + relocation workflow with clear ownership, decision criteria, and a live relocation pipeline so underperforming removals don’t translate into inactive inventory and missed active-fridge/revenue plans.

Incentives and Compensation Administration

• Partner with Sales leadership and Finance to design incentive plans aligned to strategy.
• Own payout processes, dispute resolution, documentation, and rep-facing transparency.
• Monitor plan effectiveness and recommend adjustments based on observed behavior and outcomes.

Partner with RevTech on Data Governance and Tooling

• Scope and prioritize technology-enabled use cases–partnering with RevTech on developing business cases, requirements, and adoption plans
• Drive data governance and hygiene so reporting and decisions are credible.
• Build dashboards and self-serve reporting that leaders and reps actually use.

Enable Execution Through Standards and Coaching Mechanisms

• Establish “what good looks like” playbooks for pipeline creation, deal management, and forecasting.
• Own rep onboarding and ongoing training, including certification and ongoing reinforcement, embedding sales process and tooling standards to reduce ramp time and drive consistent execution.
• Raise the bar on pipeline inspection and manager coaching by defining expectations, templates, and coaching workflows. So reviews shift from status updates to consistent, high-quality coaching that improves conversion, velocity, and forecast accuracy.

Who You Are…

• 8-12+ years of progressive experience in Sales Operations, Revenue Operations, FP&A supporting sales, or adjacent GTM operations roles in a scaling organization.
• Exceptional ability to hire, develop, and manage high-performing teams.
• Proven track record improving sales outcomes through operating cadence, forecasting rigor, territory/quota design, and process/tooling improvements.
• Strong command of unit economics and GTM financial levers (e.g., payback, CAC/LTV, margin, pricing/discounting); able to translate pipeline and headcount decisions into financial impact and prioritize accordingly.
• Relevant experience in CRM and data quality fundamentals; strong instincts for clean process design and adoption.
• Comfort operating in high-change environments where you’re expected to build structure, simplify complexity, and drive accountability.
• Excellent analytical toolkit: advanced Excel/Sheets; comfort with BI and CRM reporting; ability to translate analysis into decisive actions.
• Clear, direct communicator who can translate ambiguity into crisp decisions, align cross-functional stakeholders, and create simple artifacts people use (one-pagers, requirements, exec updates).
• Proactively identifies root causes and practical fixes—balancing speed and rigor—without over-engineering or getting stuck in analysis.
• Ruthless about focus; consistently chooses the few initiatives that move pipeline, forecast accuracy, and rep productivity, and says “no” (or “not now”) with clear tradeoffs.
• Trusted cross-functional operator with strong executive presence. Able to challenge assumptions, influence without authority, and hold leaders accountable through an effective operating cadence.

Bonus points if…

• Relevant prior work in management consulting and/or finance.
• Experience supporting field-based / installation-dependent sales motions (site readiness, access windows, logistics/ops handoffs), with a track record of reducing post-close launch delays.
• Exposure to sales compensation design in complex motions (multi-stage, install + recurring, margin considerations) to ensure incentives drive the right behaviors—clean handoffs, profitable deals, and launches that actually stick.
• A track record of building lightweight systems and governance that scale—bringing structure to a fast-growing organization at a similar stage (increasing headcount, volume, and complexity) without creating bureaucracy.

The base salary range for this role is $170,000 – $190,000. The base pay offered will be determined by factors such as experience, skills, training, certifications, education, and any applicable minimum wage requirements.

In addition to base salary, this position is eligible for company performance-based bonuses and equity.

We provide a comprehensive benefits package, including:

• Medical, dental, and vision insurance (multiple plans available)
• 401(k) with immediate employer match vesting
• Paid time off (including vacation, sick leave, and holidays)
• Paid sabbatical after 5 years of service
• Employee discounts
• Employee Assistance Program (EAP)

Benefits at Farmer's Fridge:

In This Together - We stay connected, whether in person or virtually. We encourage business transparency through monthly town hall meetings and weekly financial updates. We set out to make the best product on the market, and we believe we’ve done it. We value your input in the new menu creation process. From regular tasting panels, where employees provide new menu feedback.

Happier Workdays - Each day at work should fill you with joy. We're a fun and passionate group, and we don't take ourselves too seriously. Bring your unique self to work, dress comfortably, and always feel free to share your thoughts and opinions. We encourage curiosity; there's no hierarchy here when we're all swapping ideas.

Never run on empty - Daily Farmer's Fridge meal and office snacks are just some of the offerings to make sure you aren't distracted by a growling stomach. Recharge with our paid sabbatical program after five years of service.

Innovate & Elevate - We're all teachers and learners. You'll grow and help grow the company through cross-functional collaboration, open access to leadership, and regular business updates. You have a direct impact on the company’s bottom line. You can also impact your bottom line by participating in our 401(k) plan that includes a company match with immediate vesting.

Farmer’s Fridge Diversity Statement:

"Don’t meet every single requirement? Studies have shown that women and people of color are less likely to apply for jobs unless they meet every single qualification. At Farmer’s Fridge, we are dedicated to building a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles.”

Farmer’s Fridge is an equal-opportunity employer. We are committed to providing equal employment opportunity in all employment practices, including hiring, without regard to race, color, religion, national origin, sex, gender identity, sexual orientation, age, disability status, veteran status, or any other characteristic protected by federal, state or local law. View our disclosures related to External Agencies and Applicants below: https://www.farmersfridge.com/careerdisclosures