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?

[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.

[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]

. 

[KFigor]

1. How did you prioritize a list of operations roles you needed to fill? anticipated growth and gaps in skill sets.
2. How did you identify your desired qualities in a RevOps candidate? has the skill set to execute and is a culture fit.
3. How did you create a process for interviewing RevOps candidates? prewritten questions both technical and behaviorial that is used on everyone. 

[splazas20]

Decididamente mi background en ventas me provee una ventaja grande de las implementaciones que hay que hacer en el proceso de ventas. Aún así, estoy muy de aceuerdo con lo que nombra el curso: "Si vienes de un background de ventas, es recomendable hacer contrataciones en Customer Success".

En mi caso, tener conocimientos en sistemas y cómo conectarlos con API, construir un buen Looker y avanzar me ha facilitado el trabajo y la entrega de información a las personas. 

Mi Plan, y siguiente el hilo el "objetivo a largo plazo de 18 meses" será cubrir en solitario la mayor cantidad de trabajo en sistemas y análisis, y complementarme con el área de Customer Success para dar el primer gran paso del "sales velocity" y el "Buyers journey" completo. 

[DougS]

Hiring for RevOps at a company with mature org structure and a 'protecting my turf' culture calls for a different approach than a startup with green fields opportunities. The mindset of RevOps is more important than traditional operations. Credentialed specialist would be the first round picks because of the need to have an impact quickly, and they would lend a hand with proper guidance to accomplish quick and durable wins. Exper Ops Leaders, and transitioning generalists would be second round picks due to time and budget constraints. 

[SLewis64]

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).

[camrobe19]

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

Identifying where are we having gaps as we have experimented issues during the customer journey.

1. How did you identify your desired qualities in a RevOps candidates?

According to those gaps identified, think what was the problem?, why did we have that situation? why was it repetitive? and how can we solve it? which skills and or qualities do we need in order to improve or fill the gaps identified. 

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

After identifying the skills and qualities we need, we can design the process and decide which activities are going to give us the answers, thoughts or solutions we want to see in a candidate. 

[MChorley]

Hiring for RevOps is tough. In the past, I've only hired specialists. With those I looked for a baseline skillset, asked a few strategy-oriented questions and took questions from the potential hire. 

[STripathi4]

.

[KClancy9]

We havent developed a plan just yet but I am using the guide to help come up with this going forward

[CEOKevinK]

Depends on the situation: Transition Generalists may be appropriate in roles where skills can be learned on the go.