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LeadVenture is looking for a Senior Director, Revenue Analytics & Planning to join our team. This position will report directly to the CRO. This role owns forecast methodology, capacity and quota planning, compensation modeling, conversion and productivity metrics, and annual planning, and serves as a strategic advisor to the CRO on board-level reporting.
LeadVenture is the leading digital platform provider for powersports, RV, marine, trailer, agriculture, and automotive dealers across North America. Our portfolio of brands, including Dealer Spike, InteractRV, Net Driven, Firestorm, and Frazer, provides dealers with website platforms, digital marketing services, and subscription software products that drive traffic, generate leads, and grow revenue.
We are a private equity-backed company in active growth mode, expanding our software and subscription product footprint across an existing customer base of thousands of dealers. Operating multiple brands, multiple products, and multiple sales motions simultaneously is our defining operational challenge — and our biggest opportunity.
The Opportunity
As LeadVenture scales across multiple brands, products, and sales motions, the opportunity is to bring them together under one trusted framework for how we forecast, plan, and model the business — so leadership can make faster, better-informed decisions.
The Senior Director of Revenue Analytics & Planning owns that framework. You will set the methodology behind our forecast, capacity, quota, and compensation models, define the conversion and productivity metrics the business runs on, and lead annual planning from the revenue side. You will be a strategic partner to the CRO and the analytical conscience of the GTM organization: when a number goes in front of leadership or the Board, you are the reason it can be trusted.
This is a senior pillar leadership seat in Revenue Operations, reporting to the Chief Revenue Operations. You will lead the Revenue Analytics & Planning team, so your time goes to judgment, design, and insight, not data pulls.
What You'll OwnForecast Methodology
Own the forecast methodology across brands, products, and sales motions — how we call the number, how we weight pipeline, and how we measure and improve accuracy Run forecast accuracy reviews; diagnose misses by brand, segment, and rep and drive the fixes Partner with FP&A to keep the GTM forecast and the financial plan reconciled to one number
Capacity & Quota Planning
Build and own the capacity model: headcount, ramp, productivity, attrition, and coverage assumptions that translate a bookings target into a hiring and pipeline plan Own quota-setting methodology and territory/segment allocation; make sure quotas are achievable, defensible, and tied to the plan
Compensation Modeling
Model sales compensation plans — cost of sales, payout curves, accelerators, and scenario analysis — and recommend plan design to leadership Monitor plan performance in-year: attainment distribution, payout vs. budget, and unintended behavior
Funnel, Conversion & Productivity Metrics
Define and govern the core GTM metrics: stage conversion, velocity, win rate, opportunity creation, pipeline coverage, and rep productivity
Establish benchmarks and targets by brand and motion; surface where the funnel is leaking and what it costs
Own the Math of the Business — the model that connects activity, pipeline, and bookings to the revenue target
Annual & Operating Planning
Lead the revenue side of annual planning: targets, capacity, quota, comp, and pipeline requirements
Build scenario models leadership can use to make trade-off decisions quickly
Executive & Board Insight
Act as a strategic advisor to the CRO and CEO — turn analysis into clear recommendations and the so-what, not just the chart Own the analytical foundation for monthly board reporting and forecast commentary, and present directly to executive leadership as needed Team Leadership, Scale & AI Leverage Lead, develop, and scale the Revenue Analytics & Planning team; set priorities, review work, and raise the analytical bar Design how the analytics function scales across brands — including bringing non-Salesforce business units (DCS, Frazer) into one consistent reporting and forecast framework Use AI and automation to remove manual reporting work and scale the function without adding headcount Partner with GTM Systems on data standards so the CRM supports accurate forecasting and reporting
How We Measure Success
Analytics is only valuable if it changes decisions. Success is measured on outcomes, not reports produced.
Forecast accuracy — monthly and quarterly, at company and brand level Capacity and quota plans delivered on time and adopted without rework Comp plan cost of sales and attainment distribution in line with plan design Pipeline coverage and conversion visibility that leadership uses to make decisions Reduction in manual reporting effort through automation and AI Executive and Board confidence in the numbers — one source of truth, no competing versions
What We're Looking ForExperience
10+ years in revenue operations, sales strategy & planning, sales finance, or FP&A supporting a GTM organization
Direct ownership of forecast methodology, capacity planning, and quota/comp modeling — you have built these models, not just consumed them
Has led annual GTM planning cycles end to end at the company or business-unit level
Track record presenting analysis and recommendations to C-level and Board audiences — and changing decisions as a result
4+ years building and leading analytics or planning teams
Experience in a multi-brand, multi-product, or SaaS + services business strongly preferred; PE-backed experience a plus
Technical Skills
Expert Excel / Google Sheets modeling — driver-based, scenario, and sensitivity models others can follow and maintain
Strong Salesforce reporting and data-model fluency
SQL and a BI tool (Tableau, Power BI, Looker, or similar) strongly preferred
Familiarity with forecasting and revenue intelligence tools (Clari, Gong, or similar) and comp tools a plus
How You Think
You build frameworks, not one-off answers — your models survive after you hand them off
You lead with the recommendation and can explain it simply; if the CRO can't explain it to his grandmother, you're not done
You are skeptical of your own numbers and catch problems before leadership does
You are comfortable pushing back on senior stakeholders with data
You bias toward speed and simplicity over perfect precision
This role is not open to candidates located in Colorado, Connecticut, California, Maryland, Nevada, New York, Rhode Island, or Washington.
Who we are: LeadVenture is the market-leading SaaS provider of digital retailing, eCommerce, digital marketing and eCatalog solutions for dealerships across 12 industry verticals including powersports, marine, RV, pre-owned auto, agriculture and more. Our family of brands includes Dealer Spike, Dealer Car Search, Frazer, Net Driven, Direct Communications, Inc. (DCi), Powersports Support, Level 5, PSM Marketing, Monroney Labels, and Interact RV. We are an international company with offices located in the United States, Mexico (Juniper Data Center), Belize (Dealer Spike Belize), India and The Netherlands. Together, we are LeadVenture .
LeadVenture provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, LeadVenture complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.
LeadVenture expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of LeadVenture employees to perform their job duties may result in discipline up to and including discharge.