Jan 22, 2019

How to Write a Chief Revenue Officer Job Description

Finding the right candidate for your position starts with a strong job description. Your Chief Revenue Officer is crucial to the success of your organization, and is responsible for driving revenue growth, while bringing together the sales, marketing, and customer success functions. As you seek out a strong leader and someone dedicated to delivering results, we’ve put together a guide to help you craft an attractive job description.

Get the Chief Revenue Officer job description template here.

The 6 sections of a Chief Revenue Officer job description are:

  1. Title of Job
  2. Reporting Structure
  3. Position Summary
  4. Responsibilities
  5. Requirements
  6. About Us Section

Title of Job

The job title should be clearly indicated. Some companies try to get creative with these sections to attract more applications by putting titles like “Seeking talented revenue leader” or “Experienced revenue leader needed.” This won’t turn up in queries or alerts that these professionals have set up though so it’s important to be specific and intentional with your job title. It’s also a good idea to put your company name after your job title. Here’s an example:

Chief Revenue Officer – Company Name

Reporting Structure

Dynamic leaders are often heavily recruited and have plenty of options to choose from when searching for their next opportunity. To get a better sense of how your organization works, these top performers are eager to understand the reporting structure.

The reporting structure paints a picture of the role in the candidate's eyes without having to include much detail. The number of direct reports, their titles, and who the position reports tell will tell your candidate a lot about the company. This information would be taken from an organization chart, or, in the case of an EOS® company, from their Accountability Chart.

Be prepared to answer questions about your accountability chart if there is a lot of direct reports falling under the role, it is unclear why certain positions are led by this individual, and/or they report into too many people.

Here’s a sample of what you should include in this section:

Direct reports: List the functions that will report into the Chief Revenue Officer here. I.e., Director of Sales, Director of Marketing, Director of Customer Success, etc.

Reports to: List who the CRO reports to here. I.e., CEO, Tom Brown

Position Summary

Your position summary is a very important part of your job description, as it helps candidates get to know what their day-to-day responsibilities would look like at a high level and what they should expect.

In this section, it should be clear what qualifications and skills the candidate must possess for the position. The more information you can provide, the more likely you are to have unqualified applicants applying for the position. See the template below to start crafting your position summary:

We are looking for a results-oriented, go-to-market Chief Revenue Officer to join [company name], insert a brief statement describing the company here.

The Chief Revenue Officer (CRO) is responsible for all revenue generating processes within [company name]. The CRO is responsible for the performance, strategy, and alignment of the organization’s revenue operations. This individual will be accountable for the performance of all RevOps functions within the organization, including Sales, Marketing, and Customer Success.

This dedicated leader will work effortlessly to ensure that their team is focused and aligned with the company’s growth targets. The CRO will be an experienced and efficient leader with excellent people skills, business acumen, and an exemplary work ethic. The ideal individual will have a long history of building strong customer relationships, coupled with the market know-how to specify, strategize, and define opportunities.


Once you’ve given a nice overview of the position in your position summary, you can go into more specifics under the responsibilities section. In bullet form, be specific on what you are expecting in a Chief Revenue Officer. As previously noted, the more detail you include, the more qualified your candidates will be. We advise listing these items in order of importance as well. Here is an example of a few responsibilities we most often search for in a Chief Revenue Officer role:

  • Drive scale and profitability by appropriately professionalizing [company name] go-to-market strategy and sales function
  • Lead Marketing, Sales, and Customer Success departments
  • Drive marketing leadership to create and execute winning marketing strategies to drive profitable growth
  • Propel sales leadership to develop and implement revenue driving strategies, which create long-term customer and business value
  • Inspire customer success leadership to define and deliver on the customer value proposition, without sacrificing firm profitability targets.
  • Maintain a customer-first focused organization
  • Effectively resolve issues across the marketing/sales and customer success functions – must be comfortable with conflict, addressing issues, and solving problems in a practical and healthy manner
  • Build a winning sales team and organization through hiring and inspiring team members
  • Create accountability within the company by developing appropriate metrics and performance expectations for their team
  • Consistently demonstrate a passion for [company name]’s core values


In this section, you’ll make it clear what a strong candidate for the position looks like. This can be helpful in recruiting and receiving the right applicants. This section explains your ideal candidate’s experience level, education, and qualifications.

As you explain your requirements, you can label some as a preference so that you don’t miss out on strong candidates who are maybe just missing one bullet point from their career experience. Because some of these bullets are more important to you than others, list out these points in order of importance. This will help potential employees know what’s crucial to the job and what’s a nice-to-have. Your Chief Revenue Officer job description is coming together; prep the final phases with the below bullets as a springboard to get your requirements on the page:

  • Proven results as a Chief Revenue Officer or a similarly relevant role required
  • Previous sales, marketing, and/or customer success leadership experience required
  • Experience implementing RevOps strategies in the [insert company industry] required
  • Adept at transitioning seamlessly from a strategic level vision to day-to-day tactical operations required
  • Working knowledge of data analysis and performance/operation metrics required
  • A demonstrated execution mindset and a record of success holding people accountable required
  • Ability to create a healthy organizational culture required
  • Excellent interpersonal communication skills required
  • Experience working with a [insert company type, industry, etc.] strongly preferred
  • Bachelor’s degree strongly preferred
  • Advanced degree, MBA or similar, preferred

About Us

The final section of your job description is the “about us” description. You should include a link to your website so candidates can get a better feel for your culture and initiatives. Photos and videos work great as well. In this section, include information about your culture, what makes you a great employer and anything else you want potential staff members to know.


Drafting a Chief Revenue Officer job description doesn’t have to be a big to do. Instead, think through who you are, what you want in a candidate and use the templated sections above to get the word out about your position.

Ultimately, the role of your CRO is crucial to the success of your business as you work toward long-term financial stability. If you would like assistance in finding and recruiting the right person for the job, Kaplan is here to help. Contact us for more information.

Download the CRO Job Description Here

Next Steps
  1. Get a copy of our structured interview guide template with the 10 interview questions you should as of executive-level hires.
  2. Conducting reference checks? Here are 10 questions to ask of candidate referrals.
  3. Considering engaging with an executive search firm? Be prepared with this checklist for hiring an executive search firm.

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