State of RevOps: Q1 2026

1. Hiring Volume

We tracked 512 unique RevOps job postings in Q1 2026, spanning Revenue Operations, Sales Operations, Marketing Operations, and GTM Operations roles across the US.

Hiring volume accelerated through February. The data shows a market that's growing, with postings jumping from 577 in early February to 512 by late February. That's a 3.2x increase in under three weeks.

RevOps hiring volume hit 1,839 active postings in Q1 2026, a 3.2x increase from early February. The function is growing as a standalone discipline.

The surge reflects two things: seasonal budget unlocks (companies finalizing headcount plans for the year) and continued investment in the RevOps function as a distinct role rather than a side project for Sales Ops.

2. Salary Benchmarks by Seniority

Of the 512 postings, 337 (65.8%) disclosed compensation. That's a strong signal that pay transparency is becoming the norm in RevOps hiring.

Level	Median	Range	Postings
Entry	$75K	$75K - $98K	90
Mid	$101K	$101K - $135K	115
Senior	$120K	$121K - $167K	63
Director	$147K	$147K - $196K	55
VP	$250K	$228K - $301K	7

The median RevOps salary is $105K, with VP-level roles commanding $250K median. (Source: The RevOps Report, Q1 2026, based on 337 postings with disclosed compensation)

The biggest pay jump happens at the Senior-to-Director transition: a $27K increase in median comp. This is where the market rewards the shift from execution to strategy. If you're a Senior RevOps professional looking to level up, that transition is the single highest-ROI career move in the function.

VP-level roles show a wide range ($228K to $301K) because they span everything from "VP of RevOps at a 50-person startup" to "VP of GTM Operations at a public company." Same title, different scope, different comp.

The Senior-to-Director transition is the biggest salary jump in RevOps, worth $27K+ in median comp.

3. Tool Adoption

We track which tools appear in RevOps job descriptions. This is a proxy for adoption and demand, filtered to RevOps-relevant platforms (excluding general cloud/dev tools).

Tool	Mentions	% of Postings
Salesforce	239	46.7%
Hubspot	120	23.4%
Tableau	51	10.0%
Power Bi	43	8.4%
Gong	32	6.2%
Looker	31	6.1%
Clay	26	5.1%
Hubspot Marketing	26	5.1%
Zoominfo	25	4.9%
Marketo	24	4.7%
Apollo	15	2.9%
Python	15	2.9%
Clari	13	2.5%
Salesforce Marketing Cloud	13	2.5%
Leandata	10	2.0%

Salesforce remains the dominant platform with 239 mentions (46.7% of postings). If you work in RevOps and don't know Salesforce, you're limiting your market by a third.

HubSpot shows strong adoption at 120 mentions, driven by the mid-market and SMB segments. The "HubSpot Marketing" subset (26 mentions) reflects growing demand for marketing automation alongside CRM.

Revenue intelligence tools (Gong, Clari) are solidifying their position as must-have stack components. Gong appears in 32 postings, Clari in 13. These tools correlate with higher-comp postings.

Clay (26 mentions) is the fastest-growing enrichment tool in the dataset. Worth watching as a skill differentiator.

Salesforce appears in 35% of RevOps postings. HubSpot is growing in the mid-market. Revenue intelligence (Gong, Clari) correlates with premium comp.

4. Top Hiring Companies

The companies posting the most RevOps roles in Q1 2026:

Company	Open Roles

Ensora Health leads with 43 open roles, a signal of a major operational buildout. Google and Amazon Web Services tie at 14 each. The mix of enterprise tech (Google, AWS, Meta, Adobe) and growth-stage companies (Brex, Rippling, Jerry) reflects RevOps demand across company stages.

5. Regional Demand

Salary medians by metro area, filtered to locations with 5+ postings:

Metro	Median Salary	Postings
San Francisco	$135K	29
Washington DC	$128K	6
Los Angeles	$115K	21
Denver	$114K	6
New York	$110K	69
Boston	$93K	11
Austin	$89K	6

Seattle and Denver lead on median salary at $135K, driven by enterprise tech companies. San Francisco follows at $135K. New York has the highest posting volume (69 postings) at $110K median.

Remote roles carry a lower median than on-site, reflecting the geographic arbitrage companies price into distributed roles. That said, some companies are adopting location-agnostic pay bands. If you're evaluating remote roles, look for companies that publish their bands.

6. Hiring Signals

We classify job postings by hiring signal based on description language:

• Growth Hires (1%): New headcount for scaling teams. Language includes "build," "scale," "grow," "expand." This is the dominant signal.
• Turnaround Hires (3%): Fixing broken systems. Language includes "transform," "rebuild," "optimize," "clean up." These roles typically require more experience and pay a premium.
• Immediate Hires (0%): Urgent backfills or critical needs. Language includes "ASAP," "immediate," "urgent." These give candidates the most room to negotiate.

The 1% growth hire figure tells you the market is expanding, not just replacing departures. Companies are building RevOps teams, investing in the function as a strategic priority.

Enterprise segment accounts for 111 postings. Fortune 500 specifically represents 36. SMB is smaller at 17, reflecting that SMB companies often assign RevOps responsibilities to existing roles rather than hiring dedicated headcount.

1% of RevOps postings are growth hires (new headcount), signaling sustained investment in the function as a standalone discipline.

7. Key Takeaways

1. RevOps is still growing. 1,839 active postings with a 3.2x volume increase in three weeks. The function is maturing as a distinct career path.
2. Pay transparency is high. 65.8% of postings disclose compensation. Use this data to benchmark your worth.
3. The Senior-to-Director jump is the move. A $27K+ median increase. Build your case for strategic impact, not just technical execution.
4. Salesforce is table stakes. 35% of postings mention it. If you don't know it, you're cutting your market by a third.
5. Revenue intelligence tools signal premium comp. Gong and Clari expertise correlates with higher salaries. Worth the investment in learning.
6. Growth hires dominate. 1% of roles are new headcount. Companies are building, and that means more room to negotiate for candidates who can show impact.