WHY STOREFORCE
StoreForce helps retailers connect decisions, execution, and performance across their stores. We work with complex, well-known retailers around the world, and we have meaningful room to grow both through new clients and within the clients that already trust us. This role will sit close to the work, have real access to leadership, and materially shape how our sales organization scales.
OVERVIEW
Make the right sales behaviors repeatable, visible, and durable.
StoreForce has strong sales leadership, meaningful opportunity inside our existing client base, and a growing set of plays for winning new business. What we need now is someone who can turn those ideas into consistent execution across the team.
Reporting to the Chief Revenue Officer (CRO), the Director of Revenue Operations will build the operating rhythm that makes good ideas stick. This person will bring rigor to account planning, pipeline management, forecasting, expansion, and follow-through. They will know what matters commercially, make it visible, and work with the team until it becomes how we operate every week.
This is not a traditional Salesforce administrator role nor a second sales leader. The CRO will set sales strategy, coach the team, and lead our most important pursuits. The Director of Revenue Operations will translate that direction into clear actions, useful inspection, and sustained execution so the CRO and sellers can spend more time coaching, selling, and closing.
This role is fully remote with moderate national and international travel required.
THE PERSON WE’RE LOOKING FOR
You are a commercially minded operator who enjoys helping a talented team become more consistent. You can move comfortably between the detail of a late account plan and the larger question of where growth is coming from. You are direct without being heavy-handed, analytical without hiding behind the data, and persistent without creating unnecessary process.
- You make things happen. When a direction is agreed, you create the structure and follow-through needed to carry it all the way into the field.
- You know what good enterprise SaaS selling looks like. You can distinguish a meaningful commercial signal from activity that merely looks busy.
- You can hold experienced people accountable without relying on hierarchy. Your credibility comes from judgment, preparation, consistency, and a willingness to help.
- You build with the team, not around it. You listen, ask plainspoken questions, and improve the system as you learn.
- You are comfortable in a growing, evolving company where not every answer or process already exists.
- You care about outcomes more than ownership lines and bring a low-ego, sleeves-rolled-up approach to cross-functional work.
RESPONSIBILITIES
1. Execution and Operating Cadence
- Translate sales strategy and priorities into a manageable set of actions, owners, milestones, and measures.
- Run the recurring cadence for pipeline, forecast, deal progression, and account-plan review in close partnership with the CRO.
- Reinforce the agreed revenue KPIs through the weekly operating cadence, ensuring the team understands what is being measured, why it matters, and what actions are required when performance is off track. Follow through with persistence and good judgment. Help the team understand why the work matters and remove obstacles where you can. When commitments are missed repeatedly, name it plainly and hold the line. The job is durable execution, not activity that looks busy.
- Spot when a play or process is not working, diagnose why, and improve it rather than adding bureaucracy.
2. Account Planning and Expansion
- Set a practical standard for strong account plans and coach the team toward it.
- Build repeatable land-and-expand plays across sister brands, regions, and StoreForce products.
- Keep expansion opportunities moving from analysis to action, with clear ownership and measurable progress.
3. Pipeline, Forecasting, and Insight
- Create a shared, fact-based view of pipeline health, deal risk, forecast, conversion, velocity, and win/loss patterns.
- Own the revenue KPI framework, including the leading and lagging indicators used to measure pipeline creation, pipeline coverage, forecast accuracy, conversion, deal velocity, win/loss, expansion, productivity, and attainment. Ensure definitions are clear, reporting is trusted, and metrics are used to drive action rather than simply describe performance.
- Ask the next useful question when the data exposes a gap. Turn reporting into decisions and actions, not another set of dashboards.
- Partner with the CRO on coverage strategy, territory design, and capacity planning to ensure resources are aligned with market opportunity and growth objectives.
- Partner with Finance on quota setting, incentive design and compensation modeling that reinforces desired commercial behaviors and supports the annual go-to-market objectives.
4. Process, Enablement, and Systems
- Document the few processes and playbooks that genuinely help the team execute, then drive their adoption.
- Reinforce new sales approaches through coaching, inspection, and feedback until they become durable field behavior.
- Work with our existing Salesforce and analytics resources to define what the systems need to deliver. You should be fluent enough to ask for the right things, but you will not be expected to serve as the hands-on Salesforce administrator.
- Partner closely with Sales, Marketing, Client Success, Finance, and Product where the sales motion crosses functional lines.
WHAT SUCCESS LOOKS LIKE
In the first 12 to 18 months, this leader will:
- Establish and drive adoption of AI-enabled workflows across account planning, opportunity management, prospect research, enhance deal inspection and forecasting, creating measurable productivity improvements for the sales team
- Establish a simple, dependable weekly operating cadence for pipeline, deal progression, account plans, and commitments. Expectations are clear, follow-up is consistent, and agreed actions do not disappear between meetings.
- Within the first 90 days, baseline the numbers that matter (forecast accuracy, deal-cycle time, win rate, and account-plan coverage), and set clear targets against them with the CRO, so that “better” has a definition both of you agree on.
- Establish a clear revenue scorecard and KPI framework that leadership trusts and the sales team uses consistently to inspect performance, identify risk, and drive action.
- Raise the quality of account planning across the team. Our most important clients and prospects have practical plans with clear objectives, relationships, next steps, owners, and dates.
- Turn white-space analysis into an active expansion motion across brands, banners, geographies, and products. Opportunities are prioritized, assigned, progressed, and measured.
- Improve confidence in the forecast by creating stronger pipeline discipline, clearer inspection, and more reliable inputs. Risks and gaps surface early enough for the team to act.
- Operationalize our sales plays, including value and ROI communication, so they show up consistently from the first conversation through proof of value, QBRs, expansion, and renewal.
- Build useful visibility into performance by segment and region, helping leadership decide where to focus and where different motions may be needed.
- Clarify the right approach to smaller, faster-moving opportunities that sit below our traditional enterprise ICP, then help stand up the motion if the opportunity warrants it.
- Create leverage for the CRO. Sales leadership spends less time chasing updates and policing process, and more time coaching the team, shaping strategy, and closing important business.
KEY PERFORMANCE INDICATORS (KPIs)
- Salesforce CRM adoption and data quality/completeness rate across the sales team;
- Sales process compliance: percentage of deals and activities following StoreForce-defined processes;
- Timeliness and accuracy of sales forecasting;
- On-time delivery of weekly, monthly, and quarterly sales performance reports to the CRO and stakeholders;
- Number of identified process gaps converted into documented, implemented, and adopted processes;
- Pipeline velocity, conversion rates, win/loss ratios, and average sales cycle length.
QUALIFICATIONS
Competencies Required:
- Accountability – Holds themselves and others to a high standard; proactively identifies issues, follows through on commitments, and ensures nothing falls through the cracks.
- Influence & Assertiveness – Comfortable driving accountability across peers and senior team members; knows how to push for results without direct authority and does so with professionalism and persistence.
- Analytical Thinking – Digests complex data from multiple sources; identifies patterns, gaps, and opportunities; translates data into clear, actionable insights for decision-makers.
- Communication – Strong oral and written communication skills; able to present complex data and recommendations clearly to both frontline team members and senior executives.
- Leadership – Demonstrated ability to coach, train, and develop others; creates clarity, sets expectations, and builds a culture of operational excellence.
- Process Orientation – Natural inclination to bring structure and repeatability to ambiguous or unstructured environments; thrives on building systems that scale.
- Agility – Comfortable operating in a fast-paced, evolving environment; maintains focus and drives outcomes despite competing demands and shifting priorities.
- Entrepreneurial Drive – Takes ownership of outcomes and operates with urgency; demonstrates a belief that they personally own their results and the results of the team.
EXPERIENCE / KNOWLEDGE
- Meaningful experience in Sales Operations, Revenue Operations, Sales Excellence, or a comparable commercial execution role, ideally in enterprise B2B SaaS.
- A track record of improving sales execution, not simply administering tools or producing reports.
- Hands-on experience with account planning, complex deal inspection, forecasting, and land-and-expand motions.
- Strong analytical skills and working fluency with Salesforce. Salesforce administration expertise is useful, but it is not the core of this job.
- Experience influencing sellers and leaders without direct authority and creating adoption across a distributed team.
- Experience in vertical SaaS, private-equity-backed companies, specialty retail, or retail technology is helpful, but strong commercial pattern recognition and the ability to learn quickly matter more.
WHY WORK WITH US AT STOREFORCE
StoreForce is growing quickly – it’s the kind of place you can make a real impact. We thrive on change, collaboration, and trust; And are fueled by a mutual passion for Specialty Retail. At StoreForce you’ll have the chance not only to work with some amazing people, but also with some of the world’s best retail brands.
- We're remote and offer flexibility in your schedule;
- Employer-paid health benefits including dental, prescription drug coverage, and a Health Spending Account;
- RRSP Matching with First Time Home Buyer support*
- Company paid training and professional development;
- Extended Long Weekends and Religious Observance Days
- Employee Referral Program
- Spotlight Recognition Bonus Program
- Dedicated Employee Assistance Program (EAP)
*Speak with HR for full program details.
StoreForce is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. We are committed to the principle of equal employment opportunity for all individuals and to providing individuals with a work environment that is diverse and inclusive. This starts by welcoming and encouraging applications from all individuals including those with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.
At StoreForce, we leverage AI tools to support a fair and efficient recruitment process. This may include AI-assisted resume screening to help identify top candidates and AI note taking during interviews. All hiring decisions are made by real people. AI is used only as a supplemental tool to enhance, not replace, human judgment.
We never accept or respond to speculative applications from third party recruiters and work only with preferred partners.
Pay: $180,000.00-$200,000.00 per year
Benefits:
- Casual dress
- Company events
- Dental care
- Employee assistance program
- Extended health care
- Flexible schedule
- Life insurance
- Paid time off
- RRSP match
- Work from home
Work Location: Remote
