首席营收官（基于股权的联合创始人）
Chief Revenue Officer (Equity-Based CoFounder)
你未来十年的职业价值，以实际股权形式体现是多少？
Wilkinson Firm（TWF）是一家企业人才战略和招聘公司。目前有两个部门：心理健康行业的HR咨询和高端酒店招聘服务。两个部门都在发展政府合同（GovCon）业务。总部位于北卡罗来纳州和亚特兰大。我们于2025年4月成立，现在是运营的第二年。有三个正在执行的招聘合同。2026财年的目标收入为42.5万至52.5万美元。无贷款，无机构债务。已有健康的估值。未来24个月内明确路径达到500万美元以上。这是对合适的首席营收官（CRO）真正从零开始参与的机会，与我们共同赢得胜利并一起打造伟大的事业。
合伙结构（有限责任公司成员，享有利润分配）
这是一个合伙职位，不是雇佣职位。你作为有限责任公司成员加入，拥有明确的成员权益。跨部门的CRO成员权益要么在控股公司层面，要么按比例分布在各分部的有限责任公司中，根据收入分配可协商。
成员权益层级是重点。Tier 3（3-8%）在通过6个月试用期及5个评估关卡后入职时授予。Tier 4（8-15%，真正的合伙人级别）在第18-24个月，随着公司整体收入持续增长而提升。四年行权期，一年锁定期。无机构债务意味着未来融资轮次不会强制稀释，因此你的成员权益保持不变。
利润分配每季度进行，按成员权益比例分配。直接业绩贡献可在总公司收入上获得3-5%的额外奖励，以及你在直接获取的收入上获得5-10%的奖励。奖金叠加：首次达到100万美元ARR里程碑时获得2.5万美元，达到250万美元ARR时获得5万美元，达到500万美元ARR时获得10万美元。
保证的每月分配是现金流的真实反映。我们是一家初创公司。前90天收入归属和成员权益行权期间为0美元。第3-4个月，一旦第一个部门整体收入提升可衡量，每月将获得3,000-5,000美元。第6-12个月，当公司整体可归属收入超过75万美元时，每月将获得5,000-10,000美元。第一年目标绩效下的OTR（目标总收入）为10万至25万美元现金加上成员权益行权。
税务结构为K-1，而非W-2。需缴纳自雇税。签约前请与你的会计师沟通。创始人目前也不领取保证的每月分配。我们作为成员共享收益。
关于这个职位
你负责所有三条业务线的收入：HR咨询（心理健康行业）、高端酒店招聘服务，以及正在发展的政府合同（GovCon）业务。你协调两个部门的SDR和AE团队，管理
查看英文原文
What's the next ten years of your career worth in real ownership?
The Wilkinson Firm (TWF) is an enterprise workforce strategy and staffing firm. Two divisions today: HR Advisory for the mental health industry and Premium Hospitality Staffing. A GovCon vertical is emerging across both. Headquartered in NC and Atlanta. We launched in April 2025 and we are now in Year 2 of operations. Three active staffing contracts in delivery. FY26 trajectory $425-525K. Zero loans, zero institutional debt. A healthy valuation already on the table. Defined path to $5M+ over the next 24 months. This is a true ground-floor seat for the right CRO who wants to win together and build something great with us.
Partnership structure (LLC member with profit distributions)
This is a partnership role, not an employment role. You join as an LLC member with a defined membership interest. Cross-division CRO membership lives either at the holding-co level or pro-rata across division LLCs, negotiable based on revenue allocation.
The membership interest tiers are the headline. Tier 3 (3-8%) grants at hire if you clear a 6-month trial against the 5-gate evaluation. Tier 4 (8-15%, true partner level) progresses at month 18-24 with sustained firm-wide revenue performance. Vesting runs four years with a one-year cliff. Zero institutional debt means no forced dilution from future investor rounds, so your membership stays your membership.
Profit distributions flow quarterly, proportional to membership. Direct attribution adds 3-5% override on total firm revenue and 5-10% on revenue you directly sourced. Bonus stack: $25,000 at first $1M ARR milestone, $50,000 at $2.5M ARR, $100,000 at $5M ARR.
Guaranteed monthly distributions are the honest read on cash. We're a startup. Day 1-90 is $0 while you ramp on revenue attribution + membership vesting. Months 3-4, $3,000-$5,000/month activates once first division-wide revenue uplift is measurable. Months 6-12, $5,000-$10,000/month at $750K+ firm-wide attributable revenue. Year 1 OTE at target performance: $100,000-$250,000 cash + membership vesting.
Tax structure is K-1, not W-2. Self-employment tax applies. Talk to your CPA before signing. The founder takes no guaranteed monthly distributions today either. We share the upside as members.
About this role
You own revenue across all three lines: HR Advisory (mental health industry), Premium Hospitality Staffing, and the emerging GovCon vertical. You orchestrate the SDR + AE teams in both divisions, manage the VP of Sales (Hospitality) and VP of Business Development (cross-division), partner with division Founding Team leads on go-to-market strategy, and own the firm-wide pipeline + forecast.
What's already built
Two division sites live (hr.thewilkinsonfirm.com, hospitality.thewilkinsonfirm.com). MBE-certified, SAM.gov-registered, Hartford-insured. TWF Team Portal in production. 16+ trademarked frameworks (The Workup, PlacementCare, SCAN. BUILD. STAY., Gold Shield Certified, six TWF Signature Programs).
The revenue scaffolding: SDR + AE roles live across both divisions, hospitality operating system (35+ processes), HR Advisory practice frameworks documented, Workforce Partnership Exchange founding-cohort active. The cross-division revenue orchestration role hasn't been filled.
Bench: former EEOC ALJ, employment attorneys (JD, MBA), clinical advisors (LCMHCS, LCMHC, former UnitedHealth Group), PHR-certified Managing Partner, 32-year enterprise operations specialist. 47 combined years HHS experience. 150+ organizations served across 12 states.
What you own
- Firm-wide revenue motion across HR Advisory, Hospitality Staffing, and GovCon
- SDR + AE team orchestration across both divisions
- Management of VP of Sales (Hospitality) and VP of BD (cross-division)
- Pipeline architecture and forecast across all three lines
- Marketing-to-sales handoff orchestration
- Revenue operations: HubSpot architecture, reporting, attribution
- Cross-division enterprise account strategy (clients buying from multiple divisions)
What success looks like
- Day 90: Unified pipeline view across all three divisions in HubSpot, revenue forecast operational
- Day 180: $750K firm-wide revenue trajectory established, Tier 3 membership grant landed
- Day 365: $1.5M-$2.5M firm-wide annualized revenue achieved, all three divisions producing
- Month 18-24: $3M-$5M firm-wide annualized, Tier 4 progression on the table
Who you are
- 15+ years in revenue leadership at services firms, ideally across multiple divisions or business lines
- Track record of taking a services firm from $1M to $5M+ in 24-36 months
- Senior network across HHS, hospitality, or both verticals
- Familiar with cross-division revenue orchestration and shared-services account strategy
- You've made enough money to take a member-grade swing, or you're early enough to bet on yourself
- Comfortable representing the firm at C-suite level
Bonus points
- Former CRO or VP Revenue at a multi-division services firm
- Existing senior relationships in hospitality or HHS
- HubSpot Sales Hub admin-level fluency
- Published thought leadership on services revenue strategy
Partnership due diligence (the selection process)
Membership interests are real ownership. We vet thoroughly.
- Initial founder conversation (45 minutes)
- Strategic exercise: outline the 90-day revenue acceleration plan across all three divisions
- Reference checks with 3+ professional references
- Work history verification
- Background check
- Credit verification (standard for partner-level membership)
- Membership terms negotiation + LLC operating agreement review
4-6 weeks first conversation to signed membership agreement.
What we believe
Trust before revenue. Mission before money. Ground-floor seat. Real ownership. We earn the next contract by over-delivering on this one. We win together. We pay people in real upside, not in pizza parties. We are building something great and we want partners who feel the same way.
Application Tips
- Visit thewilkinsonfirm.com, hr.thewilkinsonfirm.com, hospitality.thewilkinsonfirm.com.
- Find The Wilkinson Firm on LinkedIn.
- Cover note: (1) which division would you accelerate first and why, and (2) why you're ready to take a member-grade swing instead of a traditional CRO base.
What to expect from us
- Reply within 48 hours of application
- First-round founder conversation within 7 days of qualification
- Full process: 4-6 weeks
- We tell you yes or no. We do not ghost.
Originally posted on Himalayas