Chief Revenue Officer

Actively Recruiting

Confidential Retained Search

Accepting Applications

Chief Revenue Officer

Own all revenue and all marketing at a privately held B2B manufacturer, and build the commercial operating system behind an aggressive multi-year growth plan. Remote, U.S. based, with significant travel.

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About This Search

Precision Sales Recruiting is a veteran-owned sales recruiting firm in Fort Worth, Texas that places sales professionals and sales leaders exclusively with manufacturing, capital equipment, industrial distribution, and manufacturing technology companies. Precision Sales Recruiting is conducting this confidential retained search for a Chief Revenue Officer through its manufacturing executive search practice, and evaluates every candidate using The PRECISION Method.

About Our Client

Our client is a privately held, founder led B2B manufacturer of custom products sold to enterprise customers through repeat programs. The company is vertically integrated, operates multiple manufacturing facilities, and is investing in technology as a core part of how it sells and delivers.

Many of the company''s enterprise customers buy from several fragmented suppliers. The company''s growth thesis is consolidation: replacing that mix with one accountable partner. The Chief Revenue Officer''s job is to tell that story at scale and win it.

Decisions are made quickly and close to the top. The CEO is hands on, wants detail when he asks for it, and expects to be challenged and to challenge back. Working chemistry with him matters from the first conversation.

The Opportunity

This role is two jobs, and the right candidate has done both.

First, it is a restructure. You inherit an established sales team, many of them long tenured and talented, who have operated without consistent structure, onboarding, or CRM discipline. The coming year''s territories, quotas, and compensation plans will already be in place. Your job is to understand why they were built that way, prove what works, and adjust. Existing sales leadership reports to you, and you will need to earn the trust of long-tenured leaders while still holding the line.

Second, it is a build. Much of the commercial engine the growth plan depends on is unfinished or does not exist yet: the sales operating system, a multi-year forecast, a public sector channel, a multi-year contract motion, a new technology enabled channel, and the demand engine that feeds them. Restructuring what is there is the first job. Building what is missing is the mandate.

The data needs work. Expect a meaningful period of CRM and systems cleanup alongside the restructure, supported by internal technical resources and outside partners.

There is no CMO and none will be hired. Marketing reports to this role and runs lean, with operators using automation and AI tooling rather than added headcount. The mandate is demand generation, not brand alone.

What You''ll Own

• All revenue. Every account, every channel, and every dollar, against the annual plan and the multi-year growth plan.
• All marketing. Demand generation, ecommerce, brand, product marketing, and events, at the executive accountability level.
• The forecast. Commit the company''s demand number two years out, map sales and marketing capacity against it, own the demand side of S&OP, and own the result.
• Revenue systems. CRM strategy and the team that supports it, including the decision on what moves in house.
• New channels. Build a public sector sales motion, including the leadership hire and the bid capability behind it, and a new technology enabled channel.
• Multi-year contracts. Convert transactional customers into multi-year managed program agreements.
• The go-to-market story. Help enterprise buyers see the cost of a fragmented supplier base, and why one partner solves it.

Growth Milestones

First 90 Days

Assess, Hire, and Plan

Assess the pipeline and every seller with a documented keep, coach, or exit call. Build the two-year forecast against capacity, prioritize the open growth hires, and propose territory, quota, and compensation changes.

Year One

Deliver the Plan

Deliver the annual revenue plan with strong retention, healthy pipeline coverage, and a forecast the company can trust. Stand up the new channels and have marketing generating qualified pipeline against a committed number.

Multi-Year

Scale the Engine

Lead the company through a multi-year plan to more than double revenue, with a commercial organization built to keep scaling. Finalists are asked to bring a point of view on where that growth comes from.

What You Bring

Five requirements. Candidates who do not meet all five are not submitted.

• Title and scale. You have held a CRO, CCO, or EVP of Sales and Marketing title at a B2B company of $75 million or more in revenue, ideally $200 million to $500 million, where you were personally in the work. A career spent entirely inside billion-dollar organizations is not the profile.
• Owned marketing, not just sales. Marketing reported to you, and you answered for the pipeline it produced, for at least five years. You can describe the demand engine you built or ran, what it generated, and who you hired to lead it.
• Operating system, restructure, and build. You built and enforced territory design, quota rigor, onboarding, playbooks, a multi-year forecast mapped to capacity, and an inspection cadence strong enough to absorb rapid hiring. You did it on a team you inherited and restructured, and you can name the company, the team size, and the revenue before and after. Separately, you built commercial capability that did not exist before you: a demand engine, a new channel, or a contract motion.
• The business model. You led commercial teams in a high SKU, low ticket, high volume B2B business built on repeat programs, such as custom manufactured products, apparel and textiles, promotional products, or comparable goods. The industry can differ. The business model cannot.
• Technical command. You hired, directed, and judged the people who deploy AI, automation, and agentic tooling across sales and marketing, and you can show what their work delivered. You run a CRM as the system of record and can tell a real deployment from theater.

Strong Signals

• Sold vendor consolidation or managed programs into a fragmented, multi-vendor account.
• Closed multi-year contracts by building urgency around a problem the buyer had not yet named.
• Built a public sector capture process, bid desk, or government contract vehicle.
• Ran a lean, high output commercial organization without large support infrastructure.
• Thrived in a private, founder led company with a hands-on CEO.
• Held C-suite and procurement level conversations at the same time.
• Built the reporting you needed from imperfect data.

This Is Not the Right Role If

• Your background is consumer, DTC, marketplace, retail, logistics, software, or big ticket capital equipment.
• Your experience is primarily order taking, without enterprise programs, multi-step sales cycles, or a system behind them.
• You have never owned a demand forecast with real personal consequences.
• You have never owned marketing outcomes or hired a marketing leader whose results you answered for. Brand-only marketing does not count.
• You have only fixed inherited teams, or only built from scratch, but not both.
• You expect to spend most of your time in front of customers. This seat designs and runs the machine.
• You need a clean CRM, a mature reporting stack, or large-company support infrastructure to operate.

Your Organization

The Chief Revenue Officer leads all of sales and marketing. That includes existing sales leadership and a field, inside, and account management team; established marketing leaders for demand generation, ecommerce, and brand; revenue systems support; and a set of budgeted growth roles, including a public sector sales leader and a first product marketer, that you will prioritize and hire.

Compensation

• Base salary: $275,000
• Annual performance bonus: Target 50% of base, maximum 100% of base, tied to revenue, contract growth, and profitability
• Long-term incentive: LTIP participation following a successful first year
• Benefits: Full executive benefits package, including health, retirement, and travel

Location and Structure

The role is remote-based, U.S. only, with significant travel to manufacturing facilities and major enterprise customers.

Interview Process

• Precision Sales Recruiting screen and assessments.
• First stage with the CEO and HR leadership.
• Executive leadership team round.
• Final stage with the CEO, including a discussion of your growth plan.
• References, arranged by the candidate and called independently by the company.
• Offer.

Every candidate signs a mutual NDA before the first conversation with the company. Interviews may not be recorded, including with AI notetakers or transcription bots. The client is named to candidates once they are in process.

Why This Role

This is not a maintenance seat, and it is not a relationship-selling seat. It is a founder led company with a long horizon, a committed growth plan, budget already held for growth hires, and a real technology investment behind it. For a revenue leader who has restructured an inherited team and made it perform, and separately built commercial capability from scratch, this is the seat to do both again at scale.

Precision Sales Recruiting has executed similar searches across its sales leadership recruiting practice and brings the same structured, methodology-driven approach to this engagement. Learn more about The PRECISION Method that guides every search, or review the 12-month replacement guarantee that backs every placement.

Role Summary

Chief Revenue Officer

Status Active

Location Remote, U.S.

Industry B2B Manufacturing

Reports To Chief Executive Officer

Base Salary $275,000

Bonus 50% at target, 100% maximum

Long-Term Incentive LTIP after first year

Travel Significant, nationwide

Search Type Confidential Retained

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Posted By

Marshall Scabet

Founder and CEO, Precision Sales Recruiting

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Submit your information and resume below. Every application is reviewed by Precision Sales Recruiting and held in strict confidence.

FAQ

Frequently Asked Questions

What is Precision Sales Recruiting?

Precision Sales Recruiting is a veteran-owned sales recruiting firm based in Fort Worth, Texas. Precision Sales Recruiting places sales professionals and sales leaders exclusively with manufacturing, capital equipment, industrial distribution, and manufacturing technology companies, and backs every placement with a 12-month replacement guarantee.

What is The PRECISION Method?

The PRECISION Method is Precision Sales Recruiting''s proprietary nine-dimension framework for evaluating sales candidates: Procedural, Resilience, Execution, Coachability, Image and Professionalism, Sales Identity, Initiative, Ownership, and Numbers. Precision Sales Recruiting uses it to evaluate every candidate before submission.

Who is the client?

This is a confidential retained search for a privately held B2B manufacturer. Precision Sales Recruiting shares the company name once a candidate is in process, and every candidate signs a mutual NDA before speaking with the company.

What industry background is required?

The industry can differ; the business model cannot. Candidates must have led commercial teams in a high SKU, low ticket, high volume B2B business built on repeat programs. Consumer, retail, logistics, software, and big ticket capital equipment backgrounds are not a fit for this role.

Does this role include marketing?

Yes. The Chief Revenue Officer owns all revenue and all marketing, and there is no CMO. Candidates must have had marketing report to them, and answered for the pipeline it produced, for at least five years.

What is the compensation?

Base salary is $275,000, with an annual performance bonus targeted at 50% of base and a maximum of 100% of base. Long-term incentive participation follows a successful first year.

Is the role remote?

Yes. The role is remote-based within the United States, with significant travel to manufacturing facilities and major enterprise customers.

What does the interview process look like?

The process runs through a Precision Sales Recruiting screen and assessments, a first stage with the CEO and HR leadership, an executive leadership team round, a final stage with the CEO, candidate-arranged references, and an offer. Interviews may not be recorded, including with AI notetakers.

Questions About This Search?

Have Questions About This Confidential Search?

For confidential questions about the role or the search, contact Marshall directly. All inquiries are held in strict confidence.

Email Marshall Directly