Head of GTM Centralized Planning

Postman is the world’s leading API platform, used by more than 45 million+ developers and 500,000 organizations, including 98% of the Fortune 500. Postman is helping developers and professionals across the globe build the API-first world by simplifying each step of the API lifecycle and streamlining collaboration—enabling users to create better APIs, faster.

The company is headquartered in San Francisco and has offices in Boston, New York, Austin, Tokyo, London, and Bangalore - where Postman was founded. Postman is privately held, with funding from Battery Ventures, BOND, Coatue, CRV, Insight Partners, and Nexus Venture Partners. Learn more at postman.com or connect with Postman on X via @getpostman.

P.S: We highly recommend reading The "API-First World" graphic novel to understand the bigger picture and our vision at Postman.

This is a net new leadership role created to centralize planning that today is spread across teams. Planning processes and data models already exist, but they are fragmented and undocumented. Your job is to bring them together into one centralized planning model, iterate on them, and document and socialize them with stakeholders before they are executed against, so the org plans off a shared, well-understood foundation rather than tribal knowledge. You will own, and lead a team to run, the centralized planning model that connects marketing demand to revenue: the reverse waterfall from MQLs and pipeline by source, through to bookings, customer and logo targets, sales quota and headcount capacity, and territory design. You'll set the planning strategy, build the operating model, run the planning calendar, and grow the function beneath it.

• →The Centralized Planning Model. Own the single, connected planning model for GTM. Bring quota planning, capacity planning, headcount planning, and coverage planning onto one shared set of assumptions instead of separate, disconnected plans.
• →Iterate, Document & Socialize. Take the existing planning processes and data models, refine them, and make them explicit. Document the methodology and assumptions and socialize them with Finance, field leaders, and theater partners so there is alignment and buy-in before execution, not after.
• →Reverse-Waterfall Pipeline & Target Setting. Own the reverse waterfall from MQLs and pipeline by source, through bookings and customer/logo targets, so that pipeline targets are derived from revenue goals. Use the same model to size the customer base and downstream capacity needs it implies, giving sales a clear, defensible line from demand to quota.
• →Quota, Capacity & Headcount Planning. Own bottoms-up quota-capacity modeling, sales headcount and ramp assumptions, and the link between capacity and attainable targets.
• →Territory & Coverage Design. Translate quota-capacity planning into territory and coverage plans in partnership with field leaders.
• →The Annual & In-Year Planning Cycle. Design and run Postman's GTM planning calendar end to end as a program, with clear milestones, owners, inputs, deadlines, and decision points on a predictable cadence.
• →Theater Partnership. Partner with the sales ops business partners in each theater so planning assumptions, inputs, and outputs are consistent across regions and the field's needs are represented in the central plan.
• →Cross-Functional Alignment & Swimlanes. Operate a clear collaboration model with Strategy & Ops (Finance), FP&A, Marketing Ops, Revenue Intelligence, and field leaders, documenting who owns what to remove overlap and close gaps.
• →Team Leadership. Lead, develop, and grow the Connected Planning team, starting with the Sr. Revenue Intelligence Manager, and raise the planning bar across Field Ops.

You are a builder, a leader, a diplomat, a planner, and above all an innovator. You are a creative ops leader who finds ways to save time, cut through complexity, and build the processes that get all of revops singing from the same sheet of music. You can architect a quota-capacity model yourself, take existing processes and make them rigorous and well documented, run a complex planning cycle as a program with many stakeholders, coach a team to deliver it, and align Finance, Marketing, and Sales leadership on one set of planning assumptions. You think in systems and full funnels, and you bring order to ambiguous, cross-team ownership.

• 8 to 12+ years in GTM/Sales Planning, Revenue Operations, or Sales Strategy in high-growth B2B SaaS, including ownership of an annual GTM planning cycle.
• Experience standing up or formalizing a planning function, taking existing processes and data models and making them documented, repeatable, and adopted.
• Exceptional project and program management skills, with a track record of running complex, cross-functional planning cycles to deadline.
• People-management experience, having built and/or led a planning or rev ops team.
• Deep expertise in reverse-waterfall and pipeline modeling, quota-capacity and headcount planning, and territory and coverage design.
• Experience partnering with theater or regional sales ops business partners to drive consistent planning at scale.
• Experience partnering with Finance/FP&A on target-setting.
• Advanced Excel/Sheets modeling, strong Salesforce, and familiarity with Clari, Xactly, Tableau, or equivalents.
• Executive presence and stakeholder management, able to define swimlanes and drive alignment in a matrixed org.
• Based in San Francisco and able to work in-office 5 days per week.

• Systems thinker who connects demand, bookings, quota, capacity, and coverage into one centralized plan.
• Strong project and program manager who runs planning cycles to deadline across many stakeholders.
• Rigorous modeler with a bias for clean, defensible, well-documented planning assumptions.
• Trusted cross-functional leader who brings clarity to ambiguous ownership.
• People leader who builds and grows high-performing planning teams.

The reasonably estimated base salary for this role ranges from $225,000 to $280,000, plus a competitive equity package. Actual compensation is based on the candidate's skills, qualifications, and experience.

In addition to Postman's pay-on-performance philosophy, and a flexible schedule working with a fun, collaborative team, Postman offers a comprehensive set of benefits, including full medical coverage, flexible PTO, wellness reimbursement, and a monthly lunch stipend. Along with that, our wellness programs will help you stay in the best of your physical and mental health. Our frequent and fascinating team-building events will keep you connected, while our donation-matching program can support the causes you care about. We’re building a long-term company with an inclusive culture where everyone can be the best version of themselves. 

At Postman we value in person collaboration. We are in office 5 days a week for all roles based out of our hubs in San Francisco Bay Area, Boston, Austin, New York City, Tokyo and London. For roles based in Bangalore, employees currently work in the office three days a week and will transition to five days per week by the end of the year. We were thoughtful in our approach which is based on collaboration and grounded in feedback from our workforce, leadership team, and peers. The benefits of our in office model will be shared knowledge, brainstorming sessions, communication, and building trust in-person that cannot be replicated via zoom.

At Postman, we create with the same curiosity that we see in our users. We value transparency and honest communication about not only successes, but also failures. In our work, we focus on specific goals that add up to a larger vision. Our inclusive work culture ensures that everyone is valued equally as important pieces of our final product. We are dedicated to delivering the best products we can.

Postman is an Equal Employment Opportunity and Affirmative Action Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. Headhunters and recruitment agencies may not submit resumes/CVs through this website or directly to managers. Postman does not accept unsolicited headhunter and agency resumes. Postman will not pay fees to any third-party agency or company that does not have a signed agreement with Postman.