Senior Revenue Operations Manager — Semgrep

About Semgrep

Semgrep, the leader in code security for builders, empowers invention without friction. Teams catch, flag, and fix real issues before they ship, powered by security that learns as they build. Semgrep secures code as it’s written and provides guardrails that pave the road for developers to move fast and stay secure. Built for builders and trusted by security, Semgrep lives where developers work, delivering fixes without breaking flow, and giving security teams visibility, control, and confidence. Semgrep gets smarter as you build, with AI that learns your context to cut false positives and prioritize reachable vulnerabilities, validated by 95% of security reviewers across 6M+ findings. Semgrep makes zero false positives a reality with AppSec teams triaging 80% fewer false positives across Code and Supply Chain, dramatically shrinking the backlog.

Founded in San Francisco and backed by Menlo Ventures, Felicis Ventures, Lightspeed Venture Partners, Redpoint Ventures, and Sequoia Capital, Semgrep is recognized by Gartner in Application Security Testing and is trusted by leading organizations, including Vanta, Lyft, and Dropbox. Learn more at semgrep.dev.

About the role

We’re looking for a Senior Revenue Operations Manager to help build and scale our GTM operations. You will own the strategic direction and architecture of our revenue systems through our transition from seat-based to consumption-based pricing. You will partner with Sales, Finance, and Legal to design our systems with an AI native mentality. This is a cross-functional, high visibility role with real authority over the architecture of our systems and processes.

You’ll report to the Head of Revenue Operations and partner closely with GTM leaders. You’ll serve as a strategic operations leader and builder across GTM.

What you'll do

• Own the strategy, data model, architecture, and roadmap for our revenue systems, including our AI automaton GTM platform, CRM, and data enrichment platform
• Own the systems design for an evolving pricing model across revenue systems, including consumption, usage-based rating, minimum commitments, true-ups, and proration
• Redesign the deal approval process end-to-end: approval matrix, discount thresholds, escalation paths, and exception handling
• Own contract design and operationalizing of new products and SKUs
• Direct and prioritize work for the 3rd-party Salesforce admin team; translate business requirements into technical specs they can execute
• Evaluate and implement automation/agentic tools to reduce manual deal desk and admin workload
• Partner with Finance and Legal on contract structuring and billing system integration as needed for evolving pricing strategy and revenue recognition polices
• Define reporting and forecasting requirements tied to the new pricing models
• Maintain and enhance our current Salesforce instance (flows, processes, integrations), while directing the admin team's day-to-day execution

You are ideal for this role if you have

• 6+ years in RevOps, Sales Systems, or revenue systems architecture roles, ideally including CPQ/ARM implementation
• Experience redesigning deal approval or pricing processes at a B2B SaaS company
• Direct experience with a seat-to-consumption (or usage-based) pricing transition strongly preferred
• Strong Salesforce/CPQ/ARM configuration knowledge, with the judgment to direct, evaluate, and course-correct a technical team's work
• Experience managing or directing outsourced/contracted technical resources
• Comfortable operating as a strategic partner to Sales, Finance, and Legal leadership

Location expectations:

• Our expectation is that this role will be based in our San Francisco office (Hybrid Model)

Compensation

• The estimated starting annual salary range for this position is $162,000-$203,000 USD
• Actual compensation will be determined based on factors including job-related skills, experience, qualifications, location, internal equity, and market data. Total compensation may also include equity and benefits. We view equity as a meaningful part of our compensation philosophy and an opportunity for employees to share in the long-term value they help create.

What we offer (FTE only)

Our goal is to competitively and fairly compensate every Semgrep employee with a system that equally rewards those who are vocal and those who are less comfortable making demands during the final steps of the hiring process. To that end, we generate internal compensation bands that are used when discussing and negotiating salaries. We update these based on market data to make sure they’re above the average for comparable roles.

We invest in our employees’ well-being and long-term success through a competitive, market-aligned benefits program that meets or exceeds local market standards across all of the regions in which we hire. Benefits offerings vary by location to reflect local requirements and norms. For more detailed, location-specific information, please visit Semgrep Benefits.

Who we are

We bring together people from a wide range of backgrounds and disciplines—from physics and philosophy to formal methods research and full-fledged corporations. We’re new parents and new grads, dog lovers and dogfooders. We get together often to bike, bake, and meet up in parks. In our interactions, we believe respect and honesty go hand in hand, and prioritize both.

Semgrep is an equal-opportunity employer seeking a diverse range of backgrounds. We value who you are — including your cultural heritage, your socioeconomic status, your age, your race, your gender, your sexual orientation, your disabilities. We value what’s vitally important to you — your family, your religion, your politics. We value what you love in this world — your music, your weekend pursuits. We believe in welcoming varied professional backgrounds, educations, and interests. If you’re exceptional in your role, believe in Semgrep’s mission, and treat Semgrep’s values as your own, you belong here.

Please Note: For US-based roles open to remote work, we are currently able to hire employees in the following states only: Arizona, California, Colorado, Connecticut, District of Columbia, Florida, Georgia, Illinois, Maryland, Massachusetts, Michigan, Missouri, Nebraska, New Jersey, New York, North Carolina, Oregon, Tennessee, Texas, Virginia, Washington, and Wisconsin.