Safe Software

Sales

• Lead a 0→1 build across Eastern territories
• Recruit and ramp a new pod of Account Executives
• Build the Eastern outbound motion from scratch
• Run weekly deal inspection and pipeline generation calls
• Close deals alongside your team

VP Sales – East

Revenue Operations

• Design and enforce the operating model for the go-to-market organization
• Present regularly to the board
• Build and lead a Revenue Operations team
• Write and socialize the Rules of Engagement across stakeholders
• Define territory and account ownership
• Set lead routing and BDR handoff standards
• Design partner co-sell and channel conflict policy
• Close ramp gaps and build the function for Sales Enablement
• Structure onboarding tracks for GTM roles
• Own sales methodology and playbook
• Build the forecasting process for the CRO
• Own critical metrics related to pipeline and rep productivity
• Evaluate and integrate AI-native stack
• Enforce data governance in CRM with strong authority
• Present to the board and hold credibility through data
• Manage cross-functional interests in GTM operations

VP, Revenue Operations

AI Engineer

• Explore and apply frontier AI-enabled development tools and techniques in your daily work, and help assess where they add real value.
• Contribute to transforming the FME Flow codebase to support AI-assisted development — improving structure, documentation, and test coverage so AI tooling and engineers are effective.
• Work closely with the Principal Software Developer for AI Enablement to learn best practices, and help share and embed them within the Flow development team.
• Deliver reliable, maintainable code changes with growing independence, and troubleshoot and resolve issues with persistence.
• Participate in sprint and project planning, helping to anticipate risks and dependencies for your work.
• Collaborate across QA, UX, and Product, support more junior developers and interns, and contribute ideas that improve quality, workflow, and how the team uses AI.

Software Developer II, AI Enablement

Business Development Rep

• Operate at all altitudes — one week working with the VP of Engineering on org design for a new product area, the next coaching a technical manager through a conversation they've been avoiding for three months.
• Be the human systems partner for the AI transition.
• Hold the tension between delivery and transformation.
• Build calibration that changes decisions.
• Revamp a career path that's ready for the next chapter.
• Own performance consulting, not performance management.
• Take on the highest-leverage work in this role.
• Build a manager readiness framework.
• Help leaders see around corners.
• Use data with craft.
• Shape how AI changes HRBP work.

Senior HR Business Partner, Product & Development

Product Marketing

• Build calibration that changes minds, not documents. Design and run the GTM talent review — 4-box, succession planning, and talent mapping for commercial leadership — on a quarterly cadence, with outcomes that actually alter decisions: who gets promoted, who gets developed, and who needs a different conversation.
• Own performance consulting end to end. Partner with managers early, build development plans with real milestones, have the conversations others are avoiding, and handle exits in a way that leaves everyone's dignity intact.
• Define what great looks like. No calibration process, shared definition of high performance, or talent review cadence exists in GTM today — you'll build it from first principles so Safe can name, protect, develop, and replicate its best commercial talent.
• Help leaders see around corners. Bring a point of view — not just a process — to org design decisions, team structure, and headcount sequencing, surfacing what your business partners haven't asked about yet.
• Use data with craft. Turn attrition trends into a retention play before the exits happen, use engagement signals to advise rather than just report, and bring comp equity analysis to the table before a leader asks for it. The craft is in the interpretation, not the spreadsheet.
• Partner on GTM-specific compensation. Work on variable pay design, OTE structures, quota frameworks, and comp review cycles in close partnership with the Sr. Manager, Total Rewards — you own the GTM conversation, they own the philosophy and infrastructure.
• Retain people before they decide to leave. Build structured intelligence — stay conversations, attrition signals, manager pulse — so you know who the flight risks are 90 days before they resign, and have a plan ready.
• Build for where Safe is going. GTM's expansion into EMEA is coming. Candidate experience, onboarding, culture continuity across time zones, and local employment context — write the playbook before the first London hire starts.
• Shape how AI changes HRBP work. Every Safer is expected to figure out where AI creates leverage in their own work — there's no approved tool list or workflow guide to follow. Arrive curious, experiment deliberately, and bring what you learn back to the team. We want someone actively shaping what great HRBP practice looks like at Safe in the years ahead.

VP Sales – East

VP, Revenue Operations

Software Developer II, AI Enablement

Senior HR Business Partner, Product & Development

Senior HR Business Partner, GTM