Back to jobs

Head of GTM Strategy & Operations, Enterprise

San Francisco, CA

Head of Enterprise GTM Strategy & Operations

Reports to VP, Enterprise Sales  · SF or NY

Reporting to the VP of Enterprise Sales, this role owns both halves of Scale AI’s enterprise revenue engine: the strategy that determines where we play and how we win, and the operating system - people, process, and systems - that makes that strategy executable, measurable, and repeatable.

On the strategy side, you set the analytical foundation for enterprise growth: segment and account prioritization, coverage and territory design, pricing and packaging inputs, and the diagnostic work that explains why the funnel behaves the way it does. On the operations side, you own the RevOps stack, forecasting, compensation design, sales enablement, and the operating cadences that convert strategy into predictable quarterly execution. The ideal candidate is equally comfortable building a segmentation model from a blank page and running a Monday morning pipeline review.

You will lead an established team, with the Head of Sales Enablement and the RevOps Manager as direct reports. Your first job is to raise the ceiling on what that team delivers: sharper analysis, tighter operating rhythm, and enablement that measurably shortens ramp and lifts win rates.

This is a senior, highly visible role partnering with Enterprise Sales leadership, Finance, Marketing, Product, and Solutions Engineering, with regular exposure to the executive team and board materials.

STRATEGY

  • Define which segments, industries, and accounts Scale prioritizes, and build the analytical case behind those choices
  • Build and maintain the market sizing, segmentation, and account-tiering models that drive coverage decisions and investment trade-offs
  • Lead hypothesis-driven analyses of the enterprise funnel - win/loss patterns, conversion drivers, deal economics, coverage gaps - and translate findings into specific changes to how we sell
  • Partner with Finance and Product on pricing, packaging, and deal-structure strategy for enterprise agreements
  • Own the route-to-market point of view: direct vs. partner, land-and-expand mechanics, and where new capacity or capability is needed
  • Build the strategic narrative and executive materials behind annual planning, board reporting, and major GTM investment decisions
  • Serve as a strategic thought partner to Enterprise Sales leaders, bringing an independent, well-argued view on how accounts should be covered and engaged

OPERATIONS & ENABLEMENT

  • Own and evolve the enterprise GTM operating model: account engagement strategy, funnel design, and sales execution standards
  • Direct the RevOps systems stack (CRM, forecasting, reporting, planning tools) through the RevOps Manager, and hold the bar on data integrity and operational discipline
  • Define and operationalize core GTM metrics across pipeline health, deal velocity, forecast accuracy, and rep productivity, with executive dashboards to match
  • Run the sales operating cadence: pipeline reviews, forecast calls, QBRs, and performance reviews
  • Set the enablement agenda with the Head of Sales Enablement - onboarding and ramp, ongoing skill development, and the playbooks and certification that turn GTM strategy into consistent field execution
  • Tie enablement investment to outcomes, measuring impact on ramp time, win rate, and deal quality rather than activity or completion
  • Partner with Sales Leadership and Finance on enterprise compensation plan design, quota governance, and attainment reporting
  • Lead annual and quarterly planning, including territory design, capacity modeling, headcount planning, and quota setting
  • Act as the connective tissue across Sales, Marketing, Finance, Product, and Solutions Engineering for enterprise GTM planning and execution

LEADERSHIP

  • Lead, develop, and retain an established team spanning sales enablement and revenue operations
  • Set clear priorities and standards for a team whose work is consumed by the entire enterprise sales organization
  • Grow the function as the enterprise business scales, making the call on where added capacity creates the most leverage

WHAT WE'RE LOOKING FOR

  • 8–12+ years spanning GTM strategy and revenue operations - for example, a foundation in strategy consulting, corporate strategy, or investing paired with in-house GTM Strategy, RevOps, or Sales Ops ownership at a high-growth company
  • Experience managing and developing a team, including managing other managers or senior functional leads
  • Proven ability to frame an ambiguous question, build the analytical approach, and drive to a defensible recommendation on incomplete data
  • Quantitative depth across segmentation, market sizing, unit economics, and capacity and quota models, with the judgment to know which analysis will actually change a decision
  • A track record of recommendations that were implemented and measured, not just presented
  • Experience with complex, multi-stakeholder enterprise sales motions in high-growth B2B SaaS or platform companies
  • Hands-on ownership of sales systems, forecasting, and enterprise compensation plans at scale
  • Familiarity with what good sales enablement looks like, and a view on how to measure whether it is working
  • Executive communication that holds up in front of a CRO, CFO, or board, and the ability to influence senior sales leaders without direct authority
  • Strong command of the GTM stack (e.g., Salesforce, Clari, planning and reporting tools) and fluency in SQL or equivalent for independent analysis
  • The range to operate at strategic altitude and in the details, and to move fluidly between the two
  • Technical curiosity or experience alongside technical products; familiarity with AI, ML, or data platforms is a plus

Compensation packages at Scale for eligible roles include base salary, equity, and benefits. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position and may be inclusive of several career levels at Scale; it will be determined during the interview process based on work location and additional factors, including job-related skills, experience, qualifications, interview performance, and relevant education or training. Scale employees in eligible roles are also granted equity based compensation, subject to Board of Director approval. Your recruiter can share more about the specific salary range for your preferred location during the hiring process, and confirm whether the hired role will be eligible for equity grant. You'll also receive benefits including, but not limited to: comprehensive health, dental and vision coverage, retirement benefits, a learning and development stipend, and generous PTO. Additionally, this role may be eligible for additional benefits such as a commuter stipend.

Please reference the job posting's subtitle for where this position will be located. For pay transparency purposes, the base salary range for this full-time position in the locations of San Francisco, New York, Seattle is:

$275,200 - $336,700 USD

PLEASE NOTE: Our policy requires a 90-day waiting period before reconsidering candidates for the same role. This allows us to ensure a fair and thorough evaluation of all applicants.

About Us:

At Scale, our mission is to develop reliable AI systems for the world's most important decisions. Our products provide the high-quality data and full-stack technologies that power the world's leading models, and help enterprises and governments build, deploy, and oversee AI applications that deliver real impact. We work closely with industry leaders like Meta, Ernst & Young, Mayo Clinic, Time Inc., the Government of Qatar, and U.S. government agencies including the Army and Air Force. We are expanding our team to accelerate the development of AI applications.

We believe that everyone should be able to bring their whole selves to work, which is why we are proud to be an inclusive and equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability status, gender identity or Veteran status. 

We are committed to working with and providing reasonable accommodations to applicants with physical and mental disabilities. If you need assistance and/or a reasonable accommodation in the application or recruiting process due to a disability, please contact us at accommodations@scale.com. Please see the United States Department of Labor's Know Your Rights poster for additional information.

We comply with the United States Department of Labor's Pay Transparency provision. 

PLEASE NOTE: We collect, retain and use personal data for our professional business purposes, including notifying you of job opportunities that may be of interest and sharing with our affiliates. We limit the personal data we collect to that which we believe is appropriate and necessary to manage applicants’ needs, provide our services, and comply with applicable laws. Any information we collect in connection with your application will be treated in accordance with our internal policies and programs designed to protect personal data. Please see our privacy policy for additional information.

Create a Job Alert

Interested in building your career at Scale AI? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Scale AI’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 07/31/2029

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.