We are seeking a President to run the business end to end - owning the P&L, setting strategy, leading the leadership team, and building a hybrid operating model in which a scalable, volume-based SaaS engine and a profitable custom-enterprise practice reinforce each other.
The ideal candidate has led profitable growth in B2B SaaS serving HR, L&D, or compliance/risk buyers, understands how these buyers evaluate and purchase, and can balance scalable subscription products with profitable white-glove enterprise services. You bring modern, data-driven, AI-enabled go-to-market instincts and the operating discipline to build a forecast the Board can rely on.
President, ComplyEQ Compensation and Benefits- Target base salary range: $220,000 to $240,000 depending on experience and education.
- This role is eligible to participate in the Corporate Bonus Plan
- Remote position with some travel expectations
- Health, Dental, and Vision insurance
- 401(K) with matching contribution
- Flexible Paid Time Off (PTO)
President, ComplyEQ ResponsibilitiesStrategy and P&L- Own CEQ's P&L, EBITDA, cash conversion, and annual operating plan, including revenue decomposition across committed base, renewals, new logo, upsell, and channel
- Translate the 2027 strategic pillars (Differentiate, Grow, Scale) into a sequenced roadmap with owners, dependencies, milestones, and investment needs
- Make resourcing and org-design tradeoffs and evaluate dedicated, shared, or outsourced capabilities based on cost, service quality, capacity, and transition risk
- Deliver monthly Board reporting and a forecast methodology that is defensible and consistently accurate
- Ensure cross-division integration with Everfi is well-managed, operating with clarity, mutual respect, and appropriate commercial independence
Segmented, Volume-Based Go-to-Market- Validate and phase the launch of a three-tier segmentation and service model, with defined ICPs, customer needs, company-size thresholds, priority industries, and cost-to-serve
- Build pricing and packaging that clearly distinguishes self-service, guided, and enterprise offers, including transparent pricing and a self-service / assisted e-commerce purchase path
- Stand up a scalable demand engine: outbound and account-based programs, persona-specific nurture tracks, SEO/AEO, paid digital, associations, events, and coordinated multi-channel campaigns
- Grow the reachable marketing audience and qualified pipeline profitably, and install disciplined funnel economics (CAC, conversion, velocity, payback)
- Prioritize and launch validated new offerings, including the retail-specific offering, with coordinated pricing, promotion, and seller enablement
Strategic Enterprise and Custom Solutions- Lead the high-touch enterprise motion for large and global organizations, including custom and co-developed compliance and culture training, localization, and multi-jurisdiction requirements
- Set the contract-value threshold and economics that justify white-glove implementation and custom development, keeping the enterprise practice profitable and scalable
- Build a top-strategic-account program with executive sponsorship, referral and Board-network introductions, and multi-threaded relationships
Channels and International Growth- Scale the reseller program with a repeatable enablement package: positioning, pricing, margin, demos, training, marketing, and escalation paths
- Build separate economic models for true resellers and referral partners - including HRIS, PEO, and HR-consultancy partners - with clear customer ownership, support responsibilities, and net revenue contribution
- Develop a phased international strategy spanning U.S.-based multinationals and in-country partners in priority markets (e.g., UK, India, Australia), sequencing investment by demand, localization costs, and partner readiness
Retention, Expansion, and Customer Experience- Reduce churn and rebuild renewal discipline through customer-health scoring, earlier human touchpoints, clear at-risk escalation, and value-realization milestones
- Drive expansion through in-platform recommendations, easier cross-sell paths, and value narratives grounded in usage and evidenced customer outcomes
- Partner with Product to prioritize the admin experience, onboarding, reporting, and implementation journey, using AI and automation where it improves efficiency and outcomes
People and Culture- Lead, coach, and retain a capable leadership team through a period of change, installing accountability and operating cadence without breaking culture
- Align roles, capacity, and skills to the new segments and service levels, and decide where to build, share, or outsource capability
President, ComplyEQ QualificationsRequired- Proven P&L ownership in B2B SaaS, with responsibility for revenue, profitability, budgets, and people in a business with roughly $5M-$50M in revenue
- Experience translating customer and commercial priorities into a product roadmap and coordinating delivery across dedicated and shared teams
- Experience selling and marketing to HR, L&D, and compliance/risk buyers, including in adjacent B2B software or recurring-service markets
- A track record building volume-based SaaS growth: tiered packaging and pricing, self-service or product-led purchase paths, inside and velocity sales, and marketing-led pipeline at scale
- Experience running a hybrid model that combines scalable subscription products with custom content development and high-touch service for large, global enterprise customers, and knowing how to price, staff, and protect margin on each
- Fluency with modern marketing technology and AI-enabled demand generation practices (e.g., HubSpot/Salesforce, intent and enrichment data, ABM, SEO/AEO, conversational chat, automation)
- Proven forecasting, pipeline, and CRM discipline, and comfort presenting and defending plans and results to a Board or PE ownership
- Experience building reseller, referral, or channel partnerships, ideally including international markets
Preferred- Experience in a PE-backed or carve-out environment, including evaluating and managing shared service arrangements
- Familiarity with employment-law-driven training requirements (e.g., state harassment-prevention mandates) and emerging areas such as AI bias and responsible AI in employment decisions
- Experience with global course localization and multi-country compliance requirements
- A history of restoring customer retention and leading teams through significant business change
