No matter the size or the organization, step one is identifying the current gap between the skills currently available and the skills needed to scale the business (or at base-level, even develop/implement a necessary RevOPS strategy). My “big 3” in identifying appropriate candidates, RevOPS or otherwise is 1. The right attitute for the organization’s culture, 2. the right skills or experiences that will fullfil the role at hand, while prioritizing candidates that also have the ability to grow professionally as the position grows, 3. The ability to communicate effectively (prioritizing candidates that can communicate well upward in the chain of command linking actions to strategies, laterally with teammates using diplomacy, and downward in the chain of command or externally to reports or otherwise with patience, kindness and respect).