Head of Revenue

About The Role

Sales at Feanix has been carried this far by founder-led selling, and it works: our CEO closes profit-driven dairies in one to two meetings by finding money the farm is leaving on the table in its own data. What we haven't yet built is a sales organization that closes at that standard without a founder in the room. This role builds it.

You'll be our senior sales leader, reporting directly to the CEO, and you'll operate as a player-coach from day one. The player half: personally running deals against our target market — dairy operations of 8,000+ cows run as businesses, where the owner makes decisions on profit — and proving our sales motion converts repeatably. The coach half: turning the sellers we already have into closers, building the process, capacity, and accountability that make the number happen every month, and hiring the team that scales it.

The bar here is specific, and it is not the industry's bar. Traditional agricultural sales accepts that a deal takes six meetings and a season of relationship-building. We close in one or two, because the meeting itself creates the urgency: we open the farm's own records, show the specific cows and specific dollars being lost, and make the cost of waiting explicit.

Your job is to make that motion teachable — problem first, the prospect's own data second, features last — and to hold every seller to it. You'll also own the commercial system around that motion: how we price, how we package, and how we expand revenue once we're inside a farm. Success means Feanix has a repeatable revenue engine that no longer depends on the CEO to close: the team can win new farms, expand existing ones, and onboard new sellers against a documented playbook.

This is also a leadership role in a company that runs AI-first and largely async. You'll manage a distributed field team — including sellers who came up in traditional genetics sales — and change how they work without needing to stand next to them to do it.

What You'll Do

• Own the transition from founder-led to team-led sales. Take over the pipeline the founders built, keep momentum on live deals, and drive to a state where the team closes at founder quality without founder involvement — the clearest proof that the revenue engine is becoming repeatable.
• Own new and expansion revenue. You're accountable for new-logo sales and genuine commercial expansion within existing accounts — added herds, sites, cows, services, or other opportunities that require a new buying decision. You'll also lead commercial terms when a standard renewal becomes a negotiation, including repricing, contract restructuring, or competitive saves. Farm Success owns adoption, customer health, and standard renewals; Revenue owns the commercial negotiation.
• Close deals yourself. Carry a personal number against our target segment while you build. You sell the way we coach: problem-first discovery, the farm's own data as the proof, ROI in dollars, close in one to two meetings.
• Own pricing and packaging. Set and evolve how Feanix prices and packages its products based on what we learn in the field, with Product and Finance as inputs. You'll own pricing decisions and discount authority, balancing conversion, expansion, and the value we create for farms.
• Own the revenue number and forecast. Carry accountability for new ARR and expansion revenue, set quotas for the sales team, and maintain an evidence-based forecast across new and expansion pipeline.
• Build a sales motion someone else can learn. Within six months, turn what works into a documented, teachable playbook a new seller can be onboarded against: ICP, discovery and meeting structure, technical close, objection handling, pricing learnings, qualification standards, and the signals that move a deal forward. The goal isn't process for process's sake — it's a repeatable motion that produces closers without the CEO in the room.
• Up-level every seller on the team. Run ride-alongs and deal reviews, grade honestly, and catch the fumbled close in the room — not two weeks later in the forecast. When a seller misses, you name it, diagnose it, and change what happens next time.
• Keep the pipeline honest. Hold every deal against our ICP — 8,000+ cow, profit-driven operations — and kick out prospects that don't belong. Forecast on evidence, not optimism: a meeting isn't a 9/10 because it felt friendly.
• Recruit and build the team. Define seller profiles with the CEO, run hiring loops, and grow the org — including technically fluent sales talent who can hold credibility with sophisticated operators.
• Own revenue operations discipline. Sales owns its whole loop: CRM hygiene, proposals, contracts, and clean handoffs to Finance and Farm Success. Build the operating discipline that makes pipeline, bookings, expansion, and forecasts reliable without other teams chasing Sales for answers.
• Create capacity, don't consume it. Strip non-selling work off your sellers' plates and push operational load into systems and agents, so selling time goes up every quarter — including yours.
• Operate AI-first and async. Coach and manage a distributed team through shared context and artifacts rather than constant in-person presence.

What You Bring

• You've taken over founder-led sales before. You stepped in behind a founder who was the best seller in the company, took the motion off their plate, and built a team that closed without them — and you can show the before and after in revenue the founder didn't touch.
• You've sold a technical product to a hesitant buyer: skeptical operators in a traditional market who'd been burned by vendors before, where you had to translate deep technology into money terms they trusted enough to act on.
• Evidence of making other sellers better: reps you coached from stalled to closing, with the specific changes you drove and the numbers that followed.
• You've owned pricing and packaging decisions before — using what you learned from customers, wins and losses, and willingness to pay to evolve how a product is priced and sold.
• First-principles conviction about sales cycles — you treat "that's how long it takes in this industry" as a problem to solve, not a norm to accept, and you've compressed a cycle others called fixed.
• The cultural fluency to walk onto a farm, change the energy in the room, and earn trust — without ever talking down to anyone.
• Honest deal inspection as a habit: you grade meetings against what moved the deal, spot the fumble in real time, and tell people the hard thing early.
• Operational follow-through — pipelines, forecasts, contracts, and handoffs that other teams can rely on without chasing you.
• Daily, load-bearing AI use in your sales craft, and opinions on where it helps and where it doesn't.
• Willingness to travel extensively to farms and our California operations (up to 50% during the build phase).

Preferred Qualifications

• Experience selling into dairy, agriculture, or another traditional industry where buying decisions are relationship-driven and skepticism of new technology runs deep.
• Experience leading or transforming a legacy or acquired sales team — changing culture and behaviors, not just adding process on top.
• Background in forward-deployed or technical sales models where subject-matter experts are part of the close.
• Familiarity with ROI-based or land-and-expand enterprise selling with short, high-conviction cycles.

Ultimately, we care far more about demonstrated ability, curiosity, and problem-solving than pedigree or conventional career paths.

Why You'll Enjoy Working With Us

• The People — we have an amazing group of talented, smart, and fun people on our team.
• The Company — we're building something novel that hasn't been done before and is already making a meaningful impact on the dairy industry.
• The Experience — you'll have the opportunity to be part of groundbreaking work that could have an impact for generations to come.

Compensation and Benefits

$200K–$220K base + uncapped commission + equity. OTE is $290K–$320K, with significant upside for exceptional performance. Our commission structure is uncapped, with the potential for total cash compensation to reach $1M+

Pay Transparency 200000 - 320000 USD