Who you are

• 3–5 years of experience in revenue operations, sales operations, strategy & operations, or a similar analytical or commercial role
• A track record of building things — data models, dashboards, process frameworks, operational tools — not just recommending them
• Strong commercial instincts paired with rigorous analytical capability — comfortable moving between a strategic conversation and a hands-on build with equal ease
• Genuine excitement about AI and a habit of already using it — someone who has explored how AI tools can accelerate and improve their own work, and is eager to bring that into the fabric of how a commercial organisation operates
• Proficiency in SQL and experience with data and BI tools (e.g. Looker, Tableau, BigQuery, or similar)
• Experience working cross-functionally with Product and/or Engineering teams, or a strong desire to build this muscle — with enough technical fluency to hold their own in those conversations
• A bias toward first-principles thinking — questioning assumptions, stress-testing processes, and always asking why something works the way it does
• A bias for action, a strong sense of ownership, and the ability to thrive in fast-moving, ambiguous environments

What the job involves

• This is an exciting role for a commercially-minded operator who gets into the weeds — someone who doesn't just analyse the business, but rolls up their sleeves to build the tools, processes, and workflows that make revenue generation work better
• As Revenue Operations Manager, you will own the analytical and operational infrastructure that powers our Travel Commercial organisation
• This organisation is responsible for all the travel supply inventory — hotels, homes, and cars — that is distributed to our global partners
• You will be expected to design, build, and implement: from data models and reporting frameworks through to process redesigns and AI-powered ways of working that give our teams a structural edge
• Reporting into senior commercial leadership and working in close partnership with our Product and Engineering teams, this role sits at the exciting intersection of data, process, and technology
• It will cultivate the skills — stakeholder and programme management, structured problem definition, and data-informed prioritisation — that have typically helped operators grow into roles such as a Commercial Leader, Chief of Staff or Product Manager
• Revenue Analytics & Business Intelligence -
• Own the design, build, and ongoing evolution of the data models, dashboards, and reporting frameworks that give the commercial organisation clear visibility into performance across the full revenue funnel — and maintain them to a standard that makes the data genuinely trusted and acted upon
• Use AI tools as a core part of your analytical workflow — accelerating the speed of insight generation, improving output quality, and freeing up time for higher-order problem solving
• Conduct deep-dive analytical projects to identify patterns, anomalies, and opportunities in revenue data — translating complex findings into clear, actionable insights for commercial stakeholders
• Define, build, and track KPIs that measure not just business outcomes, but the effectiveness of the processes that drive them — creating a feedback loop that continuously improves how the organisation operates
• Process Design & Operational Excellence
• Map, challenge, and rebuild core revenue workflows — including pipeline management, forecasting cadences, and sales incentive structures — producing cleaner, faster, and more scalable ways of working
• Implement operational improvements end-to-end: not just designing the solution, but seeing it through to adoption across commercial teams and measuring its impact with rigour
• Identify where AI can be applied to fundamentally change how revenue processes work — building and deploying those solutions directly rather than outlining them for others to execute
• Systems Thinking & Tooling
• Develop a hands-on understanding of how our revenue tech stack — data pipeline and customer-facing product — fits together, diagnosing where friction, data loss, or missed opportunities exist
• Work directly with Product and Engineering teams to shape and prioritise improvements to internal tooling and systems, grounding those conversations in operational data and a clear point of view on what will move the needle
• Translate commercial problems into well-defined briefs that technical teams can act on — bringing enough technical fluency to be a genuine peer in those conversations
• Commercial Strategy & Go-to-Market Contribution
• Own preparation and follow-through for key internal meetings, strategic reviews, and cross-functional forums — ensuring the right data is in the room and that decisions translate into clear next steps with accountable owners
• Build the analytical frameworks that underpin quarterly planning, forecasting, and target-setting — producing outputs that commercial leaders can use directly
• Contribute to go-to-market strategy and sales process design, bringing a data-informed perspective on where the highest-leverage opportunities lie
• Spend time in the field with commercial teams to understand where the real friction is — then go and fix it

Benefits

• Competitive salary: We compete with top-tier tech companies for world-class talent, and we win much more frequently than we lose
• Unlimited time off: We’re a travel company. We actually mean it. Unlimited time off and an annual winter shut-down, we work hard, but we know how important it is to relax
• App Perks: Unlimited free VIP Support with every purchase on Hopper and an annual $200 USD Carrot Cash voucher to kick start your travel fund.
• Fully-remote workplace: Hopper made the decision early on in 2020 to fully embrace remote work. Since then, we have ditched our full-time offices and hired hundreds of people across every US state, Canadian province and dozens of countries around the world. We’re never going back to the old way of working.
• Coworking spaces on demand: For those who do value having a workspace out of the home, we offer optional access to coworking spaces. In some cities - Boston, London, Montreal, Paris and Toronto - we even have dedicated coworking spaces just for Hopper.
• Pre-IPO equity: Hopper gives employees the choice between stock options and restricted stock units as part of their total compensation package. When choosing stock options, employees don’t have to worry about short exercise periods if they later choose to move on. Instead we offer up to four years to exercise options after employment, depending on length of tenure.
• Evergreen equity program: We want to retain our highly valued employees. So when an employee is more than 50% of the way to vesting all of their options or RSUs, we refresh their grant. It’s as simple as that.
• Healthcare coverage: 100% healthcare cost coverage in the United States and Canada for our employees, with competitive offerings in other countries.
• Parental leave: We encourage our team members to take the time they need to transition to parenthood. In the United States and Canada, we offer top-up payments to 100% of salary for 12-18 week for primary parents and 6-10 weeks for secondary parents. In other countries, we complement national policies on parental leave with similar top-up components.
• Work from Anywhere: Our culture says to “work from anywhere,” and we mean it. Our legal team has created a program to provide visa sponsorship and immigration assistance to both new employees and existing employees who (voluntarily) wish to relocate to any of the countries we can support (eleven and counting).
• Internal career mobility program: We put a lot of effort into recruiting the best people. We also want to retain the best people. To facilitate internal career development, we created a program that lets any employee in good standing who has worked at Hopper for at least 6-12 months apply to any job opening at the company to be considered for both promotions and lateral transfers.
• A culture of performance: Adequate performance at Hopper receives a generous severance package. Inspired by Netflix, we employ the “keeper test” at scheduled intervals to ask leaders to re-assess their team members’ competencies, contributions and answer the simple question: “would you hire this person again?”. The upside of this is that we have built a dream team of top performers who also make great teammates.
• Light internal meeting culture: Not only do we not like meetings; we actively discourage them. We ask that no one starts their week with more than 25% of their calendar booked internally and have created a guide full of tips to help people avoid meeting overload.
• Severance program: Sometimes things don’t work out. Hopper offers a market-leading severance program that grants every ex-employee some severance - up to 7 months depending on length of tenure - to help mitigate the financial impact of the unexpected.