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?

[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]

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[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.