Chief Revenue Officer Greater Minneapolis, MN Area

About the role

The Chief Revenue Officer leads Marketing, Sales, Client Success, and Revenue Operations, and is accountable for revenue, retention, and the client relationship across the full lifecycle: demand generation, sale, onboarding, ongoing value delivery, Aroris360 renewal, and the payer contract re-negotiations that follow.

These four functions exist today and are staffed. The job is to connect them into one operation with a shared set of numbers, then grow it.

The role calls for two things that do not always come together. You need to explain a service most practice leaders have not encountered before and build credibility directly with physician executives. You also need to manage revenue from the data: pipeline math, conversion rates, cohort retention, and honest qualification.

What you'll do

Marketing and demand generation

Set the Aroris market position and message, and run demand generation across digital, outbound, and conferences. Marketing is measured on qualified pipeline and closed revenue, not activity.

Define the ideal client profile and hold targeting and qualification to it. Represent Aroris at healthcare conferences, specialty societies, and executive roundtables.

Sales and new client acquisition

Lead and grow the sales team against targets for Aroris360 subscriptions and contracting services.

Set and enforce standards for CRM data, pipeline stages, and deal qualification.

Recruit, coach, and manage performance across regional directors and sales development.

Work strategic deals personally, and tighten qualification so we stop selling work clients are not ready to receive.

Client success and value realization

Shorten time to first value, increase Aroris360 usage, and improve client references.

Make sure each client can point to the specific dollars Aroris recovered for them, and use those results in sales, marketing, and renewal conversations.

Track account health from usage and outcome data so problems surface months before a renewal, not weeks.

Renewals and re-negotiations

Aroris has two recurring revenue streams and the CRO is responsible for both:

Aroris360 renewals: the recurring software book, expansion, pricing, and net revenue retention.

Payer re-negotiations: payer contracts we negotiate run one to three year terms, and each expiring term is another engagement. Build this into a forecast pipeline with a contract-level expiration calendar and capture rate targets, sized to what Services has the capacity to deliver.

Revenue operations

Build the revenue operations function, covering forecasting, funnel reporting, and the revenue numbers the leadership team and Board work from.

Design commission and bonus plans that pay for retention and margin, not just bookings, and develop partnerships with EHRs, clearinghouses, RCM vendors, and specialty associations.

Working Across Aroris

We want to be clear about this before you apply. The CRO is accountable for revenue and retention but does not control everything that affects them. Services runs onboarding, contracting, and the payer negotiations themselves. Product and Engineering owns the Aroris360 roadmap. You own the client relationship and what we commit to, including when the problem originates in another department. When an outcome is shared, you are responsible for the client and the revenue, your counterpart is responsible for the execution, and you are both responsible for the handoff between you. Issues get raised early and with data, through peer leaders rather than around them.

Qualifications

Required

Seven or more years of executive go-to-market leadership (VP Sales, VP Revenue, or CRO) selling software, tech-enabled services, or reimbursement solutions into specialty practices, physician groups, ASCs, health systems, or payers, with a solid working knowledge of provider economics, reimbursement, and payer contracting. Healthcare provider commercial experience is a requirement, not a preference.

A documented track record. Be ready to walk through actual pipeline, conversion, retention, and revenue numbers from prior roles, including the initiatives that did not work and what you did about them. We will ask for specifics.

Experience running a sales organization, including quota setting, forecasting, coaching, and performance management, plus meaningful exposure to marketing and client success. You do not need to have owned all four functions, but you should have led, partnered closely with, or been accountable for marketing and post-sale outcomes.

Responsibility for a full client lifecycle including onboarding, retention, expansion, and renewal, and experience delivering results through delivery and product teams you did not manage.

Comfort working directly with unit economics, pipeline math, CAC and LTV, and cohort retention, plus experience building or running revenue operations.

Strong communication and negotiation skills, and willingness to travel 30–40%.

Preferred

Direct leadership of an integrated revenue team spanning Sales, Marketing, Client Success, and Revenue Operations.

Experience leading a commercial organization through the shift from professional services to a SaaS and tech-enabled platform model, or owning a recurring revenue book combining software renewals with recurring service engagements.

Working knowledge of commercial payer contracting, fee schedules, RCM, or reimbursement analytics, and leadership in a high-growth environment running EOS or a similar operating framework.

First year expectations

A funnel tracked end to end, from first marketing contact through renewal, with forecast numbers the leadership team can rely on.

Targets met on new client acquisition and Aroris360 adoption, and a working calendar of expiring payer contracts with capture rate targets attached.

Improved gross and net revenue retention, shorter time to first value, and a fully staffed commercial team.

Compensation and Benefits

Competitive executive base salary between $255K-$285K, annual bonus and commission tied to revenue attainment and net revenue retention, and participation in the Aroris long-term incentive plan subject to Board approval. Medical, dental, and vision coverage, 401(k), and flexible paid time off.

Final note before you apply

At Aroris, we look for individuals who embody our core values because we believe these qualities are vital in achieving our collective goals and fostering a thriving work environment. We feel this is equally, if not more important than if you check all the boxes. We'd love to hear from you even if you feel unsure about whether you meet every single requirement.