Chief Revenue Officer (CRO)

About PFM
Prop Firm Match Global FZCO is a leading platform for discovering, comparing, and selecting top proprietary trading firms. We provide traders with tools and features to easily compare challenge details, read verified reviews, see accurate payout data, and much more. We're a fast-moving, fully remote team with members from all around the world caring deeply about the quality of what we build. Our culture values ownership, clear communication, and practical impact over fluff. Whether you're a trader, technologist, marketer, or operator - your work here shapes how thousands of users find and trust prop firms.

About the department
The Commercial function spans both PFM business units — Prop Firm Match (Firms) and Prop Firm Business (Vendors). It owns every stream that brings revenue into the company: affiliate rev-share, CPA, exclusive offers, vendor commissions, and standardised commercial terms with the top prop firms. Our current priority is scaling PFM from current ARR through the 10M 30M+ range while building the Commercial operating system the company will run on for the next phase of growth.

About the role
Own every stream that brings revenue into PFM across our two business units and scale the company from current ARR through the 10M 30M+ ARR range. Personally own the top firm relationships, build out the Commercial team, and put in place the RevOps infrastructure (CRM, forecasting, attribution, reporting) that the business can scale on. Blend classic revenue leadership with the operating discipline of a Chief Commercial Officer.

Performance objectives

Objective 1 - Win key firm partner relationships (first 90 days)
Outcome: Immediate revenue uplift from top relationships. Each top partner re-worked unlocks meaningful monthly revenue. Top firms see the value PFM already delivers AND the additional initiatives that grow the relationship.

Typical tasks:

• Personally own top prop firm relationships from day one.
• Optimise commercial structures: exclusive offers, attribution, co-marketing.
• Run the 90-day key firm turnaround.
• Enforce single-POC discipline across the partner base.

Objective 2 - Grow the revenue engine across both BUs
Outcome: Affiliate + CPA expanded across the partner base. Prop Firm Business scales from 0 40 vendors in year 1, then 40 90 by year 2-3. Standardised commercial terms in place across the top 25 prop firms.

Typical tasks:

• Negotiate and standardise affiliate rev-share and CPA terms with top firm partners.
• Build and run the Prop Firm Business commercial model: vendor-to-firm intros, rev share, attribution, audit rights, dispute resolution.
• Roll out standardised commercial terms (rev share, exclusive offer, tail clause, attribution, audit rights).
• Drive new business pipeline alongside the team you build.

Objective 3 - Drive retention, expansion, and NRR > 100%
Outcome: Net Revenue Retention above 100% from quarter 3. Logo retention strong. Renewals at improved terms. Compounding revenue across firms, vendors, and the trader engagement loop.

Typical tasks:

• Run quarterly Partner Commercial Reviews with top firms and vendors.
• Drive exclusive offer renewals at improved terms; reset rev share where warranted.
• Own Prop Firm Business vendor listing renewals.
• Partner with Marketing on newsletter and content engagement loops driving firm-side affiliate revenue.

Objective 4 - Build the Commercial operating system
Outcome: Unified Commercial unit operating on a weekly cadence SLT can rely on. First quarterly forecast across both BUs. CRM and RevOps infrastructure live. Founders refocus on product, vision, and Strategic Initiatives.

Typical tasks:

• Build forecasting, scorecard, and reporting infrastructure from scratch.
• Institute daily commercial pulse + weekly Commercial standup with SLT visibility.
• Land deal qualification, commercial gating, and dispute escalation SOPs.
• Implement CRM and RevOps tooling; build proactive anomaly detection with Analytics.
• Build the Commercial team: Head of Firms, Head of Vendors, SAMs, VPMs, Account Coordinators over the first 6 months.

What we look for

Must have

• 10+ years of progressive commercial leadership (CRO, VP Commercial, or Head of Revenue in a high-growth company).
• Built and led commercial teams of 10–25 across new business, account management, and BDR / partnerships functions.
• Strong RevOps muscle: CRM, pipeline reporting, weighted forecasting, attribution modelling.
• Builder mindset — has stood up SOPs, playbooks, scorecards, and Commercial operating cadences from scratch.
• Strategic thinking + financial acumen + communication clarity at exec layer.
• Track record of driving NRR above 100% and scaling a commercial engine through a 10M 30M+ ARR window.
• Excellent async written communication — we are remote-first.

Nice to have

• Two-sided marketplace or affiliate-driven business experience.
• Prop trading, fintech, or trading-adjacent industry fluency.
• Multi-BU P&L ownership and experience scaling commercial operations across multiple business lines.
• International market expansion playbooks.
• AI / automation enablement of commercial workflows (CRM enrichment, forecasting, partner monitoring).

Compensation

$10,000–$15,000 / month gross. Performance-linked variable compensation and equity participation on top of base.

Reporting cadence

• Reports to: Martin Jensen, CEO — solid line. Ashlee Carlile, COO — dotted line.
• Direct reports: Head of Firms, Head of Vendors, SAMs (Senior Account Managers), VPMs (Vendor Partnership Managers), Account Coordinators — built out over the first 6 months. Works with CSO on new revenue ideas.
• Key cross-functional partners: CEO, COO, CFO (Albert B.), Marketing, Finance, Legal & Compliance, Customer Experience, Product, Analytics (Konstantinos K., Head of Data & Analytics).
• Upward reporting cadence: Weekly 1:1 with CEO; weekly SLT commercial readout; daily commercial pulse + weekly Commercial standup run by the CRO with full SLT visibility.

Location & work setup

• Remote. Working day starts at 11am CET to overlap with EU, UAE, and early US East Coast hours.
• Working hours: flexible within strong overlap with CET hours (4+ hours of overlap).
• Employment type: Full-time.

Hiring stages
We keep our process simple, transparent, and respectful of your time. Here’s what to expect:

1. Application screening
We carefully review all applications to identify candidates whose background aligns with the role’s requirements. You’ll receive a timely and transparent update on your application status.

2. Video intro + role fit questionnaire
A short async step, no scheduling required. You’ll record a brief video introduction and complete a written questionnaire.
This helps us understand who you are, your relevant background, and how your experience aligns with the role without either side committing to a live call upfront.

3. Discovery HR Interview
A conversation with our Head of HR (Ani Margaryan) focused on company and culture match. We’ll walk you through how PFM works, what remote leadership looks like in practice, and what success in this role looks like. You’ll have plenty of space to ask questions and share your goals.

4. Real-world task (paid)
A scoped exercise based on a real PFM commercial challenge such as partner negotiation, forecasting, or commercial structuring. We compensate for your time because we believe that’s the right way to do it. This stage is designed to give both sides a realistic view of the work before committing further.

5. Professional interview with the CEO
You’ll meet our CEO, Martin Jensen, to focus on your commercial leadership expertise: how you scaled prior revenue engines, built and led Commercial teams, and approached complex partner relationships. This is the decisive conversation on domain skills and role-specific experience.

6. Functional interview with the COO
A broader conversation with our COO, Ashlee Carlile, on how you operate across functions, build operating cadences, and partner with leadership to translate strategy into execution.

7. Peer & values conversation
A conversation with a peer from across the team focused on values, culture, and how you work best. You'll have plenty of space to ask questions and get a real feel for life at PFM.

8. Leadership interview
A closing conversation with PFM’s leadership team: Martin Jensen (CEO), Ashlee Carlile (COO), and Albert Bodine (CFO) - on strategic alignment, ownership mindset, and long-term fit.

If there’s a strong mutual match, we start with an informal conversation to align on expectations, then follow up with a formal written offer. Full transparency throughout, and time for you to make an informed decision.

Not the right fit for this role?
If this role isn’t the right match but you have experience in trading operations, customer success, compliance, support, partnerships, or a related area - we still want to hear from you. Join our Talent Pool and we’ll reach out when a relevant role opens. Every submission is reviewed, and the pool is always the first place we look before opening a new search.