About the roleWe're hiring a Strategy and Operations Lead to own the company's highest-priority cross-functional problems, specifically the ones that don't have an obvious owner. You will diagnose the issue, build the solution, drive it through implementation, and establish durable ownership before moving on. This role is in-person, on-site in Bend, Oregon, but may be remote within the US for the perfect candidate.
The scope is deliberately unbounded. In a given quarter it might be a product decision stalled between engineering and sales, a partnership that has gone quiet, a pricing structure that needs rebuilding, or the operational plumbing nobody has touched in six months. What stays constant is the standard: once a problem lands with you, the founders stop carrying it.
What you'll do- Diagnose Before You Build: Find the actual constraint rather than the symptom that was handed to you. Talk to the people closest to the work, look at the data, and be willing to come back and tell us the problem we described is not the problem worth solving.
- Build the Solution: Produce the artifacts that make the fix real: the spec, the model, the process, the pricing structure, the partner agreement. You are not writing recommendations for somebody else to execute.
- Drive It Through Implementation: Carry the work across engineering, sales, CX, and finance until it is live and functioning. These problems are cross-functional precisely because they stall in the handoffs. Owning the handoffs is the job.
- Establish Durable Ownership: Nothing is done until a named person owns it, with a documented process and a way to tell whether it is still working. Then you move to the next problem. Success is measured by what holds up six months after you left it.
- Work Across the Full Range: Some quarters that means pricing architecture or a marketplace launch. Some weeks it is managing the PO Box, a benefits question, or a vendor account nobody has logged into since January. Both count, and we will not pretend otherwise in the interview.
- Bring Answers, Not Status: "Still working on it" is not an update. Tell us what you found, what you decided, and what you need from us.
- Use AI Aggressively: We use AI a lot. Research, diagnosis, drafting, analysis, and workflow automation should let one person cover the ground of three. If you are not already working this way, you will be within a month.
- Represent the Company Well: You will sit in front of customers, partners, and vendors on the Company's behalf. How you show up is how Revyse shows up.
Qualifications- We believe in giving people opportunities, so if you don't check all of the boxes below, don't let that hold you back.
- Evidence of ownership from start to finish: You can name specific problems you inherited, describe how you diagnosed them, and point to what is still standing after you moved on. This is what we screen hardest for. Somewhere around 3 to 5+ years of experience is a reasonable benchmark, but we have left the band wide on purpose and will weigh evidence over tenure.
- Product background: You have shipped software. You have written specs, sat in engineering standups, argued about scope, and made tradeoffs on incomplete information. Even on problems that are not product problems, that instinct: define it, cut it down, ship it: is the one we are hiring for.
- Structured thinking under ambiguity: There is no 100-page spec. Often there is no spec at all. You should be able to impose structure on a vague problem without waiting to be handed one.
- Range without ego: You can move from a pricing architecture debate in the morning to a benefits administration question in the afternoon and treat both as real work.
- Strong writing: Clear, short, and decisive. Much of this role is written communication with customers, partners, and the team.
- Commercial instincts: You can tell the difference between work that moves revenue and work that only feels productive, and you sequence accordingly.
- Multifamily or proptech exposure: A plus, not a requirement. We can teach you about the industry. We cannot teach hunger.
SalaryThe pay range for this role is:
135,000 - 150,000 USD per year (Revyse)
