Head of Revenue Operations

Your Journey at Crowe Starts Here:

At Crowe, you can build a meaningful and rewarding career. With real flexibility to balance work with life moments, you’re trusted to deliver results and make an impact. We embrace you for who you are, care for your well‑being, and nurture your career. Everyone has equitable access to opportunities for career growth and leadership. Over our 80‑year history, delivering excellent service through innovation has been a core part of our DNA across our audit, tax, and consulting groups. That’s why we continuously invest in innovative ideas, such as AI‑enabled insights and technology‑powered solutions, to enhance our services. Join us at Crowe and embark on a career where you can help shape the future of our industry.

Job Description:

The Head of Revenue Operations reports to the Chief Revenue and Transformation Officer and will build the firmwide revenue operating system that helps Crowe’s partners and sellers win, grow, and retain clients while advancing Crowe’s Value Creation Plan (VCP). This hands‑on leader will create practical discipline across the full sales funnel—from lead generation through opportunity development, close, expansion, and renewal—while making selling easier through useful insights, simple processes, automation, and AI. Success requires advancing One Crowe by influencing independent and entrepreneurial sellers to collaborate across business units, delivery units, industries, and capabilities without diminishing their judgment, relationships, or individual selling styles.

Roles & Responsibilities:

• Build and scale the Revenue Operations function: Define the RevOps mandate, operating model, team structure, priorities, cadence, and ways of working; hire and develop a high‑performing team that can support Crowe’s next phase of growth while remaining close to the work and moving quickly from analysis to execution.


• Translate the growth strategy into execution: Partner with the Chief Revenue and Transformation Officer, Crowe partners, BU leaders, service‑line leaders, Market Leaders, Finance, Marketing, and IT to turn Crowe’s growth agenda into practical plans and accountability across new‑logo sales, upsell, cross‑sell, client retention, and management‑designated growth offerings.


• Own sales performance management and forecasting: Establish rigorous pipeline management, forecasting, deal governance, operating reviews, and executive reporting. Create a practical meeting cadence that tracks sales activity and results, identifies gaps, assigns actions, removes barriers, and improves revenue predictability.


• Modernize CRM, commercial data, and seller workflows: Partner with IT on the practical improvement of D365, data architecture, workflows, reporting, automation, and AI‑enabled tools. Identify the biggest friction points in each funnel stage so leaders can trust the numbers and sellers can work faster, produce higher‑quality work, and spend more time with clients.


• Drive annual planning and partner target setting: Lead the analytical backbone for annual planning, including differentiated sales and delivery targets by partner persona, tenure, role, BU or DU responsibilities, account portfolio, delivery commitments, and selling capacity. Incorporate client whitespace, cross‑sell opportunity, market potential, priority emerging offerings, and implications for staffing.


• Create account, market, and One Crowe visibility: Build and continuously refresh account whitespace analysis, cross‑BU and cross‑DU opportunity tracking, multi‑SME pursuits, new‑logo targeting, upsell, retention risk, pipeline velocity, win rate, conversion, and growth reporting so Crowe can focus commercial effort where it will create the most value.


• Improve sales process and seller enablement: Define practical best practices across the full sales funnel and partner with Marketing, Knowledge Management, IT, and business leaders to equip sellers with useful tools, content, training, case studies, client testimonials, RFP support, and AI‑enabled assistance. Help partners become more successful while developing senior managers and earlier‑tenure professionals into effective sellers whose commercial performance supports their advancement.


• Support pricing and commercial governance: Partner closely with the Head of Pricing, Finance, and service‑line leaders on renewal and new‑work pricing, discounting, deal‑level concessions, price realization, retention trade‑offs, and pricing‑related seller behaviors.


• Lead change through influence: Build trust with senior executives and highly independent partners, work through disagreement, and create sustained behavior change without relying primarily on hierarchy. Balance appropriate required standards with processes, insights, and tools that are valuable enough that sellers want to use them.


• Measure and communicate impact: Define success measures, track performance against agreed targets, and provide concise leadership updates that show new‑logo sales, upsell, cross‑sell, retention, sales versus delivery revenue, and the actions required to improve performance.

Ideal Experience and Qualifications:

• Revenue Operations leadership: 10+ years of experience across Revenue Operations, Sales Operations, commercial operations, or a closely related field, including meaningful experience leading and scaling a Revenue Operations function.


• Function build / scale experience: Proven track record building, rebuilding, or scaling Revenue Operations capabilities, with strong knowledge of best‑in‑class sales processes, tools, and operating practices and a commitment to staying current as they evolve.


• CRM, systems, and AI‑enabled workflow experience: Deep practical experience with CRM design and optimization, ideally including D365, Salesforce, or comparable platforms, as well as data quality, account hierarchy, reporting, workflow design, governance, automation, adoption, and the practical application of AI to commercial work.


• Analytical and commercial judgment: Strong modeling, scenario analysis, capacity planning, target setting, funnel analytics, and commercial judgment, with the ability to turn imperfect data into clear priorities, decisions, and actions.


• Complex commercial environment exposure: Experience in a scaled, matrixed, multi‑service or multi‑product B2B environment; professional services, consulting, financial services, or private equity‑backed transformation experience is a plus.


• Executive influence and cross‑functional partnership: Demonstrated ability to influence senior executives, business‑unit leaders, highly independent partners, Finance, IT, Marketing, and front‑line commercial teams; builds alignment and accountability without relying on formal authority.


• Team leadership: Track record of hiring, developing, prioritizing, and retaining strong operators and analysts while remaining close enough to the details to coach quality and ensure accuracy.


• Education: Bachelor’s degree is required; MBA or advanced degree in business, finance, analytics, or a related field preferred but not required.

What you Bring:

• Hands‑on, action‑oriented operator who is willing to work directly in the CRM, models, partner target build, workflows, and data definitions rather than managing only from a distance


• Exceptionally attentive to detail, data quality, and measurement while remaining pragmatic about what is required to move the business forward


• Commercially intuitive, with strong mental models for how partners and client teams within professional services work day‑to‑day


• High‑judgment prioritizer who identifies what matters most, stays current on leading sales practices and tools, and avoids overwhelming the organization with too many changes at once


• Trusted influencer who builds strong relationships with senior executives and partners across the organization and can create alignment without formal authority


• Clear communicator who can translate complex analysis into crisp recommendations for CEOs, CROs, CFOs, and operator audiences


• High EQ leader accustomed to driving change & building systems that shape behaviors and can anticipate resistance before it slows execution


• Low‑ego, high‑energy player / coach who thrives at the pace of a private‑equity‑backed value‑creation environment, moves quickly from analysis to action, and is accountable for measurable outcomes


• Curious and hands‑on with AI; uses it personally, understands what agentic tools can realistically do, and works effectively with IT to turn seller pain points into secure, practical solutions

Our Benefits:

Your exceptional people experience starts here. At Crowe, we know that great people are what makes a great firm. We care about our people and offer employees a comprehensive total rewards package. Learn more about what working at Crowe can mean for you!

How You Can Grow:

We will nurture your talent in an inclusive culture that values diversity. You will have the chance to meet on a consistent basis with your Career Coach that will guide you in your career goals and aspirations. Learn more about where talent can prosper!

More about Crowe:

Crowe provides professional services through two separate entities: Crowe LLP delivers audit and attest services, and Crowe Advisory LLC provides tax, advisory, consulting, and other nonattest services.

The Crowe Global network consists of more than 300 independent accounting and advisory services firms in more than 150 countries around the globe, making it one of the largest accounting networks in the world. As independent members of Crowe Global, Crowe LLP and Crowe Advisory LLC serve clients worldwide.

• As of July 2026.

Crowe LLP and Crowe Advisory LLC (and their respective subsidiary entities) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, sexual orientation, gender identity or expression, genetics, national origin, disability or protected veteran status, or any other characteristic protected by federal, state or local laws.

Crowe LLP and Crowe Advisory LLC (and their respective subsidiary entities) does not accept unsolicited candidates, referrals or resumes from any staffing agency, recruiting service, sourcing entity or any other third‑party paid service at any time. Any referrals, resumes or candidates submitted to Crowe, or any employee or owner of Crowe without a pre‑existing agreement signed by both parties covering the submission will be considered the property of Crowe, and free of charge.

Crowe will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

Please visit our webpage to see notices of the various state and local Ban‑the‑Box laws and Fair Chance Ordinances, where applicable.

We are committed to a merit‑based hiring process, evaluating all candidates consistently using objective, job‑related criteria such as relevant experience, demonstrated skills, measurable impact, and alignment with the role’s responsibilities, and making employment decisions in a fair and inclusive manner free from discrimination.

If you are interested in applying for employment with Crowe and are in need of an accommodation or require special assistance to navigate our website or to complete your application, please visit our Applicant Assistance and Accommodations page for more information:

Candidate Eligibility:

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Crowe is not sponsoring for work authorization at this time.

Salary Range:

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; 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. At Crowe, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $190,200.00 - $401,000.00 per year.

Values:

We expect the candidate to uphold Crowe’s values of Care, Trust, Courage, and Stewardship. These values define who we are. We expect all of our people to act ethically and with integrity at all times.