The Role

We're not just hiring for a position, we're adding a teammate. Minga is bringing Sales, Marketing, and Customer Success together under one leader for the first time.

We're hiring our first Chief Revenue Officer to own the full revenue lifecycle: new-school acquisition, expansion into new schools within existing districts, and retention through renewals and upgrades.

This is a builder's role. You will design the operating model for a unified revenue organization, align three functions that have historically run on separate tracks, and make retention a company-wide, revenue-owned discipline rather than an afterthought. You will also sharpen how Minga competes and wins against larger, bundled incumbent vendors in the K-12 market.

The CRO leads a unified go-to-market organization reporting directly to the CEO:

• Sales - new-school and new-district acquisition, plus expansion into new schools within existing districts.
• Marketing - demand generation, brand, and customer marketing/community.
• Customer Success - renewals and upgrades (price increases and new products within existing schools), with Support and Customer Training/Education integrated into the same organization so churn signals reach the team that owns the renewal outcome.

What You'll Do

• Own the full revenue P&L across new business, expansion, and retention, setting targets and reporting results directly to the CEO and board.
• Build and lead a single, coordinated GTM organization spanning Sales, Marketing, and Customer Success, replacing today's siloed structure with one accountable revenue motion.
• Elevate Customer Success into a true revenue-owning function, with clear renewal and upgrade targets and tight coordination with Support and Training so at-risk accounts are caught and worked before renewal, not during it.
• Rebuild and scale new-business pipeline: process, segmentation between new districts and expansion within existing districts, and forecasting discipline.
• Define a durable competitive position against low-cost, bundled incumbent vendors, partnering with Product and Marketing to sharpen differentiation and defend premium value.
• Recruit, coach, and retain revenue leadership across Sales, Marketing, and Customer Success, and right-size the org as the team scales.
• Partner with Product and Engineering so customer feedback, renewal-risk signals, and competitive gaps directly inform the roadmap.
• Establish one set of shared metrics and a single source of truth for pipeline, retention, and expansion across the go-to-market organization.

What We Require

• 5+ years as a revenue or go-to-market leader (CRO, VP Sales, VP Revenue, Head of GTM, or equivalent) in the U.S. K-12 EdTech market.
• A track record owning new business, expansion, and retention targets, ideally with experience across sales, marketing, and customer success at some point in your career.
• Direct experience selling into and renewing with U.S. school districts: academic-year buying cycles, RFP/procurement processes, and the K-12 budget calendar.
• Experience building or scaling a unified revenue organization, including org design, compensation planning, and forecasting and reporting cadence.
• A track record competing against low-cost, bundled incumbents and defending a premium, outcomes-based position.

Who You Are

• Comfortable operating with radical transparency: diagnosing what isn't working, communicating candidly with the team, and course-correcting quickly.
• Strong analytical rigor and pipeline/forecasting discipline, with experience reporting directly to a CEO and board.

What Success Looks Like in a Year

• New-business pipeline is rebuilt and predictable, with clear segmentation between new districts and expansion within existing districts.
• Customer Success operates as a true revenue function, with renewal and upgrade targets and a tight feedback loop with Support and Training on churn risk.
• One unified GTM leadership team is in place, with clear reporting lines, shared metrics, and a single forecast.
• A sharpened, tested competitive narrative is in market against bundled incumbent offerings.

Role Compensation

OTE: $375,000-$395,000 CAD OTE + Equity

Compensation Philosophy & Transparency

At Minga, we believe compensation should reflect impact, fairness, and market alignment, supporting our mission to empower educators and students while building a high-performing, people-first culture. Our standard is to pay at or near the midpoint of the range unless there is a clear business rationale to vary. This approach allows for growth and provides room to learn and develop within the role. We also conduct annual compensation reviews in November, which take into account both market benchmarks and individual performance.

Check out our Benefits & Perk Page for a full review of the overall compensation package.

AI at Minga 🤖

At Minga, we believe AI should make your work faster, smarter, and less repetitive - not more complicated. AI is meant to augment how we work, not replace human thinking or judgment

• Leverage AI, but stay you. We expect you to use the tools available to you, but remember that Minga is built on real people. Your resume and "Why Minga" answer will be read by a real life human, so give us a glimpse of the person behind the profile.
• During your interview we value your unique voice over a perfect prompt. It's okay to not answer perfectly.

What You Can Expect From Us

At Minga, you're more than just an application, you're a real person with a story we want to hear.

We believe in clear communication, mutual respect, and ensuring every candidate walks away feeling valued, whether we end up working together or not.

Ready to Apply?

If this role feels like a fit or even a maybe, hit apply.

We're genuinely excited to learn more about you. Let's build something meaningful together.