A note from Kyle Sherman, Founder and CEO: We're not a lifestyle company, and we're not an early startup that could be gone in two years. We're profitable, everyone here owns equity, and we're going from tens of millions in revenue to hundreds of millions with as few people as possible. That means every person here directs AI agents the way a great Michelin-star chef runs a kitchen: high taste, high standards, and nothing leaves the pass that isn't right. It's hard, the fun kind of hard, and I'm looking for people who feel the same way.

The Role

We're hiring a Senior Revenue Operations Manager to own the systems, data, and processes that run Flowhub's go-to-market engine, from first touch through billing and commissions. You'll be the operating partner to Sales, Marketing, Customer Success, Onboarding, Finance and Billing Engineering, and the person leadership trusts for the number.

This is a builder's job with a leader's scope. You'll run production Salesforce, territories and comp, keep the pipeline honest, and build Claude skills, scheduled agents, and MCP-connected workflows so a lean team does the work of a much larger one. You'll manage a RevOps specialist and present the RevOps section of the weekly Demand & Pipeline Operating Review, with a diagnosis, a recommendation, an owner, and a deadline for every issue.

You'll report to Royce Luque, VP of Sales, and work on-site at our Coconut Grove HQ in Miami, in the office with the sales team.

🚀 What You'll Own (Architect It, Measure It, Automate It)

CRM architecture and governance. Production Salesforce end-to-end: the object model, account hierarchy (multi-tier parent and child orgs included), validation rules, how automation gets approved, API usage, and the product catalog.
Territories and prospecting. Named-account territories, lead routing and round robin, and the Prospecting Stage framework that keeps Sales and Marketing aligned. You'll size the addressable market from license data in BigQuery and load it into Salesforce with tiering and rep balancing.
Pipeline and forecasting. Opportunity stages and gates, tight hygiene, and the forecast, quota, and attainment dashboards the team runs on.
The number. MRR, payments (POB) revenue, customer tiering, and pipeline analytics across Salesforce, BigQuery, and our billing platform.
The sales-to-billing handoff. Work with Billing Engineering and Finance on our in-house billing platform: activation events, contract reconciliation, invoice remediation, credits, and location changes. A failed sync gets traced to its root cause and fixed at the source, not one record at a time.
Compensation operations. Monthly commissions and attainment, calculated and confirmed, and the move to an in-house commission platform.
Pricing and deal desk. Pricing structures, discount and quote approval workflows, and new SKU launches.
The GTM stack and help desk. Outreach, PandaDoc, Gong, Dialpad, Intercom, Snitcher, and the tools around them, plus the RevOps help desk in Linear: access requests, rep issues, and data fixes.
AI-enabled operations. Claude skills, scheduled agents, and MCP-connected workflows for daily sales summaries, pipeline updates, data loads, and system health checks, with a RevOps knowledge base kept current so the team and its AI tools can work from it.
The team. Manage and develop a RevOps specialist, set priorities, keep RevOps work visible to leadership, and hire as the function grows.

💚 You'll Probably Love This Role If:

You're the person people trust for the number. When leadership asks what moved in pipeline this week, you already know, and you can show the query.
You build systems, not workarounds. A sync failure is a root cause to find, never a record to patch.
AI is already part of how you work. You've built your own agents, skills, or scripts, and they took hours of manual ops work off someone's plate.
You like being in the room with sales. You'd rather sit with the reps and hear where the process breaks than read about it in a ticket.
Messy requests give you energy. You turn a vague ask into a clear spec, a runbook, and a change that goes live, with documentation others can follow.
You want to lead. Developing a specialist and hiring as the function grows sounds like the next step you've been working toward.

🚩 This Role Probably Isn't For You If:

You want to stay a Salesforce admin. Admin skills matter here, but the job is the architecture, the reporting, and the decisions behind them.
You'd rather hand the analysis to someone else. You'll write the SQL and own the number yourself.
You prefer a quiet back office. You'll present to executives every week and push back with evidence when you need to.
A finished playbook is a must. Parts of the operating model are still being written, and you'll be the one writing them.
Remote is non-negotiable for you. This is a Coconut Grove role, in the office with the sales team.

🎯 Ideal Background (Not a Checklist)

Extensive experience in Revenue Operations, Sales Operations, or Business Systems at a B2B SaaS company, including two or more years owning a production Salesforce org.
Deep Salesforce admin skills: flows, validation rules, page layouts, permissions, data loads, and sandbox-to-prod change management.
Strong SQL. You write SOQL and query a warehouse (BigQuery or similar) to build reporting and reconcile systems.
Experience running commissions, quota and attainment, and territory or account assignment.
A habit of turning loose requests into clear specs, runbooks, and finished changes.
A clear communicator who can present a diagnosis and recommendation to executives and push back with data.
Bonus if you bring it. Building with AI agents, LLM skills (Claude included), MCP integrations, or Python; hands-on time in Outreach, Gong, PandaDoc, or Stripe; a migration off a billing system like Ordway; payments, POS, or retail tech; cannabis or another regulated industry; leading or mentoring an ops team.

🔑 The Hiring Process: Meet the Team

We respect your time. Each conversation should give you a clearer picture of whether this is the right move for you.

Stage 1 (Recruiter Screen): A 30-minute conversation with Aaron Friedman, our talent acquisition partner, on your background, what you're looking for, and mutual fit.
Stage 2 (Sales Leadership Connect): A conversation with Kory Ryan, Director of Sales, on how you've run revenue operations and how you'd partner with the sales floor.
Stage 3 (Assessment): A working exercise built around the kind of problem this role solves here.
Stage 4 (Final Connect, On-Site): A visit to our Coconut Grove HQ to meet Royce Luque, VP of Sales, and Will Zinsmeister, Chief of Staff, and see the team at work.

🏁 The Deal

Here's what you're signing up for. Flowhub is a small team of high performers, and the work moves fast. In return, you own the go-to-market engine of a growing company, on a team small enough that your work gets seen. If that's the job you want, apply.

🌟 What's In It For You

Compensation 💰: $140,000 to $160,000 base, plus equity.
Full Benefits 🛡: Medical, dental, vision, life, disability insurance, and 401(k).
Time Off 🌴: Unlimited PTO and paid holidays.
Where You'll Work 📍: On-site at our Coconut Grove HQ in Miami, in the office with the sales team.
The Upside ⚡: The go-to-market engine of a profitable company already running more than a thousand stores, with new industries ahead, and the chance to build the operating model and the team behind it.

⭐ Our Values

Mission-First. We're here to solve real problems for the operators we serve, not to chase what's trending.
Maximum Urgency. Speed compounds. We act now, not later.
Own It. No spectators. Everyone runs their part of the field.
Championship Team. High bar, full trust, no carry-on talent.
Efficient Execution. We scale process with technology, not headcount.
Customer Obsessed. We earn our keep in our customers' stores. When something breaks at nine on a Saturday night, it's our problem, and we pick up.
Positive Intent. We assume the best of each other and earn the right to disagree well.

🏪 About Flowhub

Flowhub exists so that the people who run stores can run them better. We build the retail platform for big categories that generic tools serve badly: point-of-sale, payments, e-commerce, inventory, compliance, loyalty, and analytics, with an agentic AI layer working alongside the operator. We proved it in cannabis, the hardest version of the job, where every new state was effectively a new country with its own regulator, rulebook, tax logic, and reporting. Liquor retail is launching now, and more categories follow.

Today more than a thousand retailers run on Flowhub, processing more than $4 billion in customer sales each year. The people behind those numbers are entrepreneurs: an owner who mortgaged a house to open a first location, a family running eleven locations across two states. Our software lets them ring up sales, stay compliant, run payroll, and hire their next employee. We have been profitable since 2023, we generate cash, and we are venture-backed, so this is not an early startup waiting on its next round.

We take on the biggest names in commerce software with a small team, and that is a choice. We run about a third the headcount of a company our size, and every person here directs AI agents to produce what three people used to. It is demanding; most people will not want to work this way, and that's fine. For the right person, it is the kind of experience you won't find anywhere else for years.

Founder and CEO Kyle Sherman built Flowhub from the inside out. As a Head of Compliance in the industry's earliest days, he ran headfirst into software that couldn't keep up with the rules and built the platform he needed. In 2014, he became the first to integrate with a state track-and-trace system, lobbying Colorado to open the API, which is now an industry standard. Kyle still sets the company's vision and strategy.

We're privately held and backed by top-tier investors, with a board that has scaled software companies to tens of millions of customers.

We hire people, not resumes, and we don't require a degree. If this role excites you and you think you'd be great at it, please apply.

Flowhub is an equal opportunity employer. We don't discriminate on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, or any other protected characteristic. Need accommodations during the application or interview process? Reach out to us at hrteam@flowhub.com.

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