President, ComplyEQ (formerly WCN)

ComplyEQ, an Everfi Company

11d•$220,000 - $240,000•Remote

About The Position

ComplyEQ (formerly WCN) is seeking a President to run the business end to end. The President will own the P&L, set strategy, lead the leadership team, and build a hybrid operating model in which a scalable, volume-based SaaS engine and a profitable custom-enterprise practice reinforce each other. The ideal candidate has led profitable growth in B2B SaaS serving HR, L&D, or compliance/risk buyers; understands how these buyers evaluate and purchase; and can balance scalable subscription products with profitable white-glove enterprise services. The role calls for modern, data-driven, AI-enabled go-to-market instincts and the operating discipline to build a forecast the Board can rely on. The role is remote with some travel expectations. The target base salary range is $220,000 to $240,000, depending on experience and education, and the role is eligible to participate in the Corporate Bonus Plan.

Requirements

Proven P&L ownership in B2B SaaS, including responsibility for revenue, profitability, budgets, and people in a business with roughly $5M–$50M in revenue.
Experience translating customer and commercial priorities into a product roadmap and coordinating delivery across dedicated and shared teams.
Experience selling and marketing to HR, L&D, and compliance/risk buyers, including in adjacent B2B software or recurring-service markets.
A track record building volume-based SaaS growth through tiered packaging and pricing, self-service or product-led purchase paths, inside and velocity sales, and marketing-led pipeline at scale.
Experience running a hybrid model that combines scalable subscription products with custom content development and high-touch service for large, global enterprise customers, including the ability to price and staff each model while protecting margins.
Fluency with modern marketing technology and AI-enabled demand-generation practices, such as HubSpot or Salesforce, intent and enrichment data, ABM, SEO/AEO, conversational chat, and automation.
Proven forecasting, pipeline, and CRM discipline, and comfort presenting and defending plans and results to a Board or PE ownership.
Experience building reseller, referral, or channel partnerships, ideally including international markets.

Nice To Haves

Experience in a PE-backed or carve-out environment, including evaluating and managing shared-service arrangements.
Familiarity with employment-law-driven training requirements, such as state harassment-prevention mandates, and emerging areas such as AI bias and responsible AI in employment decisions.
Experience with global course localization and multi-country compliance requirements.
A history of restoring customer retention and leading teams through significant business change.

Responsibilities

Own ComplyEQ's P&L, EBITDA, cash conversion, and annual operating plan, including revenue decomposition across committed base, renewals, new logo, upsell, and channel.
Translate the 2027 strategic pillars—Differentiate, Grow, and Scale—into a sequenced roadmap with owners, dependencies, milestones, and investment needs.
Make resourcing and organizational-design tradeoffs, evaluating dedicated, shared, or outsourced capabilities based on cost, service quality, capacity, and transition risk.
Deliver monthly Board reporting and maintain a defensible, consistently accurate forecasting methodology.
Ensure cross-division integration with Everfi is well-managed, with clarity, mutual respect, and appropriate commercial independence.
Validate and phase the launch of a three-tier segmentation and service model, defining ICPs, customer needs, company-size thresholds, priority industries, and cost-to-serve.
Build pricing and packaging that distinguishes self-service, guided, and enterprise offers, with transparent pricing and a self-service or assisted e-commerce purchase path.
Establish a scalable demand engine using outbound and account-based programs, persona-specific nurture tracks, SEO/AEO, paid digital, associations, events, and coordinated multichannel campaigns.
Grow the reachable marketing audience and qualified pipeline profitably, and implement disciplined funnel economics including CAC, conversion, velocity, and payback.
Prioritize and launch validated new offerings, including the retail-specific offering, with coordinated pricing, promotion, and seller enablement.
Lead the high-touch enterprise motion for large and global organizations, including custom and co-developed compliance and culture training, localization, and multi-jurisdiction requirements.
Set contract-value thresholds and economics for white-glove implementation and custom development, keeping the enterprise practice profitable and scalable.
Build a top-strategic-account program with executive sponsorship, referral and Board-network introductions, and multithreaded relationships.
Scale the reseller program with repeatable enablement covering positioning, pricing, margin, demos, training, marketing, and escalation paths.
Build separate economic models for resellers and referral partners—including HRIS, PEO, and HR-consultancy partners—with clear customer ownership, support responsibilities, and net revenue contribution.
Develop a phased international strategy spanning U.S.-based multinationals and in-country partners in priority markets such as the UK, India, and Australia, sequencing investment by demand, localization costs, and partner readiness.
Reduce churn and rebuild renewal discipline through customer-health scoring, earlier human touchpoints, clear at-risk escalation, and value-realization milestones.
Drive expansion through in-platform recommendations, easier cross-sell paths, and value narratives grounded in usage and evidenced customer outcomes.
Partner with Product to prioritize the admin experience, onboarding, reporting, and implementation journey, using AI and automation where they improve efficiency and outcomes.
Lead, coach, and retain a capable leadership team through a period of change, installing accountability and operating cadence without breaking culture.
Align roles, capacity, and skills to new segments and service levels, and determine where to build, share, or outsource capability.