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Remote, Oregon, United States
Remote only
Not Available
Get to Know Us
Horizon3 is a fast-growing, remote cybersecurity company dedicated to the mission of enabling organizations to proactively find and fix and verify exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZeroTM platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by ITOps/SecOps teams, consulting pentesters, and MSSPs and MSPs.
We are a fusion of former U.S. Special Operations cyber operators, startup engineers, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools, false positives resulting in alert fatigue, blind spots, "checkbox” security culture, cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn it alls, committed to a culture of respect, collaboration, ownership, and results.
Revenue Strategy & Operations is the team behind how Horizon3's go-to-market organization is planned, run and measured. We own budgeting and headcount planning, quota and compensation, territory planning and management (accounts, opportunities, leads and routing), goals for pipeline and performance, forecasting, performance management, and the operating process the sales organization runs on. Regional partners carry that scope for their sales leaders in AMER, EMEA and APJ. Global Centers of Excellence set the standards they all run on. This role is the GTM Planning center of excellence: the budget and headcount plan, the goals, and the performance standards the whole organization is measured against.
We are hiring a Staff Revenue Strategy & Operations Manager to own Horizon3's go-to-market long-range plan: how the budget turns into headcount, capacity and targets, what has to be true globally and in each region to hit the number, and how we track whether we are on pace. The goal is one plan that top-down and bottom-up both agree with, and one set of numbers leaders trust.
You will work with Finance, Recruiting, Sales leadership and the regional Revenue Strategy & Operations partners. Finance owns the dollars. Recruiting owns the hiring. Sales Compensation owns how quota is constructed. Analytics builds and publishes the reports. The regional partners own the relationship with each sales leader and run the plan in their region. You own the plan, the goals and the model that connect all of it.
This is a hands-on individual contributor role. You build the models, pull the numbers and present them yourself. You need to be as comfortable with the executive team as with a regional sales leader, and able to get people at different levels to commit to the same plan. You will work closely with the Core Operations lead, who owns the standards and processes the organization runs on.
GTM long-range plan: Own the go-to-market side of the long-range plan with Finance: headcount by role and region, hiring timing, ramp, productivity and capacity. Reconcile it to the budget every month so the plan, the roster and the projections tell the same story.
Capacity and headcount model: Build and maintain the model that shows how hiring turns into bookings capacity. Keep approved roles and start dates current, and work with Recruiting so the hiring plan and the capacity plan assume the same things.
Planning cycle: Run annual and in-year planning end to end: timeline, inputs, decision forums and sign-off. Territories, capacity and quotas are out before the fiscal year starts.
Quota allocation: Turn Finance-approved targets into segment, team and role-level quotas based on capacity, territory potential and productivity history. Check that quotas are attainable and fair before they reach the field. Sales Compensation owns how quota is constructed (buffer, proration, ramp, crediting); work with them so allocation and construction run as one method.
Goal framework: Set the goals beyond quota that spell out what has to be true globally and in each region: pipeline generation, conversion, SE and top-of-funnel targets agreed with Marketing, Channel and SDR. Keep them consistent so regional goals add up to the global plan.
Performance and efficiency metrics: Define the core performance and efficiency metrics, what they mean and how often they are reviewed. Pull and review the numbers, set the reporting calendar and requirements, and sign off that what Analytics publishes measures what the plan set.
Planning governance: Own how in-year changes to quota, territory and headcount are requested, approved and recorded, with clear thresholds. Run scenario planning for leadership with the assumptions written down.
Global and regional alignment: Be the operating partner to FP&A on heads, capacity and targets, and to the regional partners on their plans. Make sure every region's inputs land in the model, every region gets its plan and quotas back on time, and the global and regional plans tie.
8+ years in GTM planning, sales strategy and operations, revenue operations or sales finance in B2B SaaS, including end-to-end ownership of at least one global annual planning and quota cycle.
Planning expertise: You know capacity modeling, ramp and productivity assumptions, quota methodology and headcount planning. You have turned a top-down revenue target into a territory, capacity and quota plan that leaders could defend, across segments and regions, including direct and channel motions.
Modeling and data fluency: You build models in Excel or Google Sheets that someone else can pick up, follow and check, and you pull your own data from Salesforce. Experience with a planning platform or BI tool is a plus.
Analytical rigor: You notice when a number is wrong before it reaches a leader, you find out why, and you bring options rather than observations.
Executive influence: You hold your own with the executive team and with sales leaders. You can get stakeholders at different levels, across Sales, Finance and Recruiting, to agree on one plan without owning any of them, and you can tell a leader their numbers do not tie and what to do about it.
Execution: You run a planning cycle on a published timeline and land it. You set standards other teams adopt.
The plan, the roster and the budget agree every month. When they drift, you know why before Finance asks.
Planning lands on time: territories, capacity and quotas are out before the fiscal year starts.
Every rep has a quota on day one, and the quotas hold up because attainability and fairness were checked before they went out.
Every GTM function has goals beyond quota, and the regional goals add up to the global plan.
There is one version of the performance numbers, leaders trust it, and it is the one you set.
Regional partners get what they need from the model on time, and nobody has to reconcile a regional plan to the global one by hand.
Perks of Horizon3
Inclusive Team: We value diversity and promote an inclusive culture where everyone can thrive.
Growth Opportunities: Be part of a dynamic and growing team with numerous career development opportunities.
Innovative Culture: Work in a collaborative environment that encourages creativity and out-of-the-box thinking.
Hybrid & Remote Work: We embrace a mix of remote and hybrid work models depending on role and location, including our Chicago office, where some roles require regular in-office presence.
Competitive Compensation: We offer competitive salary, equity and benefits. Our benefits include health, vision & dental insurance for you and your family, a flexible vacation policy, and generous parental leave.
Compensation and Values
At Horizon3, we believe that our people are our greatest asset, and our compensation philosophy reflects this core value. We are committed to fostering an environment where all employees feel valued, respected, and rewarded for their contributions. Our compensation structure is designed to be fair, competitive, and transparent, ensuring that every team member is recognized and compensated equitably across roles, levels, and locations.
In accordance with various State’s transparency regulations, we provide the following salary range information for this position:
Base salary range: $170,000 - $210,000 annually. The exact salary will be determined based on the selected candidate’s location, qualifications, experience, and relevant skills.
Additional compensation: All full-time roles are eligible for an equity package in the form of stock options.
You Belong Here
Horizon3 is not just an equal opportunity employer - we are a community that values diversity, equity, and inclusion as fundamental principles of our culture and success. We are dedicated to fostering a workplace where everyone feels welcome and respected, regardless of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, hair length or any other legally protected status by law.
Our commitment to diversity and inclusion means we strive to attract, develop, and retain a workforce that reflects the varied communities we serve. We believe that diverse perspectives drive innovation and strengthen our ability to create cutting-edge cybersecurity solutions. At Horizon3, every team member is valued and supported in an environment that encourages personal and professional growth.
We welcome candidates from all backgrounds and experiences, and we encourage all qualified individuals to apply. Come be a part of Horizon3, where your unique contributions are recognized, and your potential is limitless.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change at any time with or without notice.
Application Note
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