How do you hire new revenue operations team members?

[mbarba]

When thinking about how to implement revenue operations, or RevOps, in your organization, it’s important to consider when or if you need to hire new team members. After all, you can’t move RevOps forward if no one is working on it!

For those who have hired RevOps professionals before, I’m sure everyone here would love to hear the following from you:

1. How did you prioritize a list of operations roles you needed to fill?
2. How did you identify your desired qualities in a RevOps candidate?
3. How did you create a process for interviewing RevOps candidates?

[AlePerotti]

Try to prioritize from a customer-in perspective, rather than a function-out. That will help you understand which role will have a higher impact to customers, consequently to the company. Desired qualities include analytical skills, process mapping, communication and interpersonal awarenwess, often technical skills in some of the tech stack you're using or might use. Important also to understand the behavior of the candidates. In terms of the process for interviewing I think a best practice is to have a hiring comittee with other stakeholders in the RevOps process, and work through behavioral and technical aspects of the function, using situational questions where candidates could express how would they behave or haw did they behave in similar situations in the past.

[hgonzalezc]

Besides the course content,  try first to find a cross-functional prospect,  usually senior experienced people but very familiar with digital processes and data systems. A senior prospect will probably be more familiar with sales, marketing, and CX at the same time.  Also, must be very adaptive,  because she/he need to integrate their experience and knowledge with the organization's processes. They must be a change agent; this is a must-have skill, and project leadership experience is also.  I´m a seasoned professional, that´s why I think they need all those skills.  I you find her/him,  the rest of the hiring process will be simpler. 

[DPachan]

Not hired yet. But its usually and Online interviews with multiple test and rounds

[HMitchell2]

We have not hired any other RevOps professionals at my company, but if we did, we would use a skill-based assessment, a face-to-face interview with standardised questions, and a take-home assessment to look for key problem-solving abilities. Technical proficiency is also a big plus. 

[Elena_Tilmaciu]

1. How did you prioritize a list of operations roles you needed to fill?
   We prioritized roles with the biggest business impact, starting with data analysis and process optimization, followed by roles supporting sales and customer success.
2. How did you identify your desired qualities in a RevOps candidate?
   We looked for problem-solving mindsets, technical skills (even without direct RevOps experience), and strong communication abilities. We reviewed past projects and used a practical task to assess their skills.
3. How did you create a process for interviewing RevOps candidates?
   The process included: CV screening, a take-home assignment, and a final structured interview to evaluate collaboration and cultural fit.

[EdwinAmargar]

I never hired someone for my team as I never had one, but to comment that this thread is a master class on how to get hired. People who want to get hired in RevOps should take note of everything being said in these responses. 

[DiogoRoeder]

1. How did you prioritize a list of operations roles you needed to fill?

Priorities on operations role are for us:  Costumer oriented, lifebook,  data analysys, process improovement, clear and easy communication as it must be a good fit to improve the companies culture.

2. How did you identify your desired qualities in a RevOps candidate

First the candidates previous experiences must be some way indicating that he/she like improve process and comunication and know people. That we do a test to check the basic hard skills. but the most importnat is the face-to-face interview. The feeling after the conversation must be realy good about the candidate.

3. How did you create a process for interviewing RevOps candidates?

We dig the best professional resumes than eliminate some in the hard skills test then we do the interview.

[HAndarlinsyah]

First of all, I have to make a list of the candidates who had an expertise in the scientific knowledge and skills. Second, identify the future and the skills that had it all from them and the third one, build a development plan that means we can make sure that all things good.

[Rab1981]

In hiring candidates for the Revenue Operations positions, I would conduct behavioral and situational interviews to qualify the necessary skills.

Focus Areas:

Data Analysis and Problem-Solving: Find candidates who enjoy working with data, analyzing trends, finding insights, and using those to solve problems. These individuals should demonstrate a growth mindset through their interest in personal development.

Communication and Collaboration: Outstanding communication and collaboration skills, ability to work with cross functional teams. 

Process-Oriented Mindset: Experience relating to the smoothing of workflows or processes would be a definite plus.

Technical Proficiency: Experience with software like Salesforce or HubSpot is an advantage. Even more important, though, is the eagerness to learn and to put new knowledge into practice on short notice.

Customer-Oriented Approach: This means that the candidates must realize how operations affect customers' experiences and satisfaction.

Overal All, a data-driven candidate who is always learning and proactive about development is set up for success in Revenue Operations.

[KellyHaan]

1. How did you prioritize a list of operations roles you needed to fill?
   1. Think about the longevity of the initiative, as well as if a role can/should be filled by a vendor/contractor.  Assess skill level needed - can you work with someone who has the skills but would grow into the role, or needs to be running from day 1?
   2. Think customer first - where can progress be made with lasting impact, and what is needed to move that area forward? Lastly, when weighing across business areas, understand how balanced the teams are, workload, and needs. Can you first eliminate any overhead, or share resources? 
2. How did you identify your desired qualities in a RevOps candidate?
   1. This depends on the role.  If it's for a CRM, someone that is structured and strategic in thinking, but also can execute and work both with business and engineering helps.  Individuals with sales backgrounds also fit nicely when the role relates to customer workflows. 
   2. Ask stakeholders, get a sense for what they believe the gaps are on the team and what a great addition may look like.  Typically, strategic, structured, analytical, collaborative, and relationship builders fit well in these roles.
3. How did you create a process for interviewing RevOps candidates?
   1. Design an interview guide and assign each interviewer an area to cover. Bring consistency for a better comparison, suggest questions if desired (but ask that they stay fairly consistent), and if possible, give them examples to speak to and think through, or a case study to work on. It may feel like more work, but you can then get a better understanding of their skills and way of thinking. 

[SVanZyl]

1. High-Impact Tactical Roles: CRM Manager, Data Analyst
2. Cross-Functional Alignment Roles: Revenue Operations Manager
3. Strategic Leadership Roles: Director of Operations

This approach ensures a balanced focus on short-term execution and long-term scalability.

Job analysis

Behavioral interviews

Skills tests

Team feedback

Gather Feedback and Refine

[nivea]

I sought candidates with strategic thinking, technical skills in tools like HubSpot and Salesforce, and strong collaboration abilities across teams. The process included initial screening, practical tests on analysis or optimization, interviews with stakeholders, and cultural fit assessment to ensure immediate impact and efficient integration.

[KirSahu]

Identify Future Trends and Skill Needs
Define Specific Skill Requirements
Build a Development Plan

[AshwiniIyer]

1. In our case, there was no Operations team to begin with. I had various roles to play starting with System Admin for CRM, Data Analytics, Process Mapping, proposing improvements in the Business process, and breaking the silos. I have played the role of RevOps Candidate evolving from a Business Analyst role. I wish I had taken up this course earlier to convey to the leadership the role I was playing in the company and knew the language of business. But it is not too late. 
In our company the Operations roles I had identified are

1. System Admin to manage the CRM

2. RevOp Manager 

2. RevOps Manager desired qualities are Analytical skills, Cross-functional Collaboration, a Strategical approach for Problem solving, Basic Data Modelling(mining, organizing, and structure), Understanding about Process mapping, Background in Sales&marketing or CSM would be a plus

3. Process to interview 

Technical Background verification to see if there is background of Sales, Marketing, Operations, or Customer success

I would also have a problem presented to the candidate both to see their approach to the problem and a sandbox environment to design a dashboard to figure out their level of understanding in accessing the data.

In face-to-face interviews, I would look for their attention to detail, Cultural fit, and their ability to communicate with various stake holders including technical and accounting teams.

[AA-Ron]

I am in the same boat and have already presented a plan along with job duties to my leadership. It appears that I will be taking on this role from an SME / Analytics role. Thank you for sharing your insight.

[CBlandini]

Predict growth and skill gaps that are occuring

Set structed requirements for skill 

Create a pr test to understand there capabilities

[JessicaHead]

We haven't yet made hiring these positions a priority, but I believe prioritizing experienced operations leaders over credentialed specialists would be beneficial. Regrettably, our company initially favored specialists, leading to the need for extensive restructuring of our operations programs.

[Dip1]

Anticipated growth and gaps in skill sets.

By skill  sets required to execute.

By asking prewritten questions for everyone.

[Dyrrachium]

How did you prioritize a list of operations roles you needed to fill?

The list of operations was prioritized based on the critical gaps in our revenue processes, focusing on areas with the greatest impact on alignment and efficiency.

How did you identify your desired qualities in a RevOps candidate?

We looked for candidates with a strategic mindset, strong analytical skills, and the ability to collaborate to remove any silos.

How did you create a process for interviewing RevOps candidates?

We established a structured interview process that included scenario-based questions and assessing problem-solving abilities.

[03504]

.