Revenue Operations Hiring | 12 minute read

Hiring a Revenue Operations Jedi

RevOps Jedi
Posted by Matt Bolian on October 15, 2021
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Tried and Tested Playbook to Identify & Hire Professionals Who Master the RevOps Force

 

Index

  1. Introduction

  2. The Problem 

  3. The RevOps Strategist

  4. The Hiring Process

  5. The Screen

  6. Mock Mapping

  7. Mock Meeting

Introduction

In the past 18 months, Revenue Operations titles increased by 300%. We all want RevOps professionals - fabled Jedis that can do strategic planning and technical implementation.

The Rise of the Strategic Technician results from more complexity, more data, and less clarity between all functions that impact the Buyer's Journey - Sales, Marketing, and CS. 

But how do you know if someone masters the RevOps force? And what is the force anyway?

In this article we will answer the questions: What makes a strong RevOps Professional? And how do you test for those qualities in the hiring process?

The Problem

As the demand for RevOps Professionals increases steadily, there is still so much ambiguity surrounding how to find these fabled Jedis and practical questions circulating around:

Structure - What should RevOps look like in my organization?

Locate - Where do I find RevOps talent?

Test - How do I know they can do the job?

Train - How do I get better at RevOps?

Well, luckily, you’ve come to the right place.  THIS is exactly what we do.  And we’re sharing with you some of the playbook for building a RevOps Team and how to test its effectiveness. 

Let’s start at the top. 

The Structure 

The RevOps Team

What does a RevOps team do? Eliminate Friction!

How do they do it? By fulfilling these 4 functions:

Create Strategy

Create Process

Create Clean Data (Behavioral + Data)

Visualize/Translate Data

What sets RevOps Teams apart from other operations functions is their comprehensive expertise in all SalesOps, MarketingOps, and CXOps, not just one area. This is why we call them Jedi. All these abilities combined are a true force. 

 

The RevOps Pod

At RevPartners we structure each of our teams into units we call “Pods”. 

In each Pod you’ll find:

  • A RevOps Strategist
  • A Systems Admin (Technologist)
  • A Data Engineer

This is our ideal mix for supporting our partners with all motions involved in designing, building, and executing revenue engines that take them further, faster.  

But, for now, we will focus on that first hire - the coveted “pink unicorn” that most executives are seeking - the RevOps Strategist. 

Here is what makes them so rare that they can now be considered the new competitive advantage for scaling companies. 

RevOps Strategist/Jedi Characteristics

Data Native

Relational Database

Visualize Data Structure

Fundamental of Data

Clarity Creator

BLUF(Bottom Line Up Front) / Strategy

Map / Draw Processes

Organized / Note Taker

Creates Forward Momentum

Drive Decisions / Challenges

Make Recommendations

Dates, Times, Owner

Testing: The Pink Unicorn / RevOps Jedi

The Hard Reality: Few meet the requirements for this role. First, they HAVE to be an expert in all Ops. They need to display the key characteristics we just covered. 

Question: How to create a hiring process that test for:

Current: Competency + Expertise (Ops)

Future Potential: Ability to Learn

Intangibles: Driver / Bias Towards Action 


The RevPartners Hiring Process

What is in it?

Application: 80% pass rate

Screening Interview: 50% pass rate

Mock Mapping Session: 60% pass rate

Mock Weekly Sync: 80% pass rate

Reference Check: 90% pass rate

Culture Interview: 90% pass rate

The “meat” of the application process is focused on the screening interview, and mock sessions. Many applicants will look qualified on paper or may be able to verbally articulate revops, but the practical, day-to-day skill set needed for weaponizing data - that’s a different story.

As mentioned briefly above, we look for both current competency AND future potential. This is key. It’s important to create a hiring system that allows for growth and identifies the applicant's ability to learn. More on that in a bit…

The Screen: Interview #1

The first interview is your standard interview structure that I’m sure you are familiar with. 

Purpose: Start to align with scorecard (1-3 Hours)

Who: Only A Players

Pass Rate: 40% of Candidates

Questions: 4 Questions

  1. What are your career goals?

  2. What are you really good at professionally?

  3. What are you not good at or not interested in doing professionally?

  4. Who were your last five bosses and how will they rate your performance on a 1-10 scale when we talk to them?

What We're Looking For: 

An alignment with our Core Values,  the driving force behind RevPartners.

100% Stewardship: Do they act like owners and improve what they are given?

Fail Forward: Are they biased for action and not afraid to fail?

Forward Momentum: Is their natural bent towards action, not passivity?

Do Your Best, Not Your All: Do they value the harmony between work and rest?

Clarity Creator: How do they describe what they do? 

Servant’s Heart: Do they live and give generously?

 

Mock Overview

Following the initial screening interview, candidates are then given scenarios to replicate with instructions.

Structure

Give The Tools: Provide training materials and guides for success

Scorecards: All mocks have scorecards

Thresholds: Not looking for perfect -> looking for about a required + threshold

Two People: Always ran by two people -> grades are averaged

Instant Feedback: After interview -> say whether passed or failed

Specifics: Give specifics of why good or bad based on scorecard

Infinity Repeatable: If did not pass, ability to repeat. 


What We’re Looking For

What They Do:

Current vs Potential: Ability to repeat. Did they learn from their mistakes?

Preparation: Requires doing something new

Ops Knowledge: Can flex operation knowledge

Passability: Can pass without operations knowledge

Traits: Test for Clarity Creator + Forward Momentum

What They Don’t Do:

Train vs. Teach: Data Native

Mock Mapping: Interview #2

Purpose 

Pass Rate: 60% of Candidates

Testing

Current: Operations Knowledge / Clarity Creator

Potential: Learning New / Personality

Scenario

Real Situation: Use past client -> deconstruct real past mapping

 

Example - Mock

Overview: Matt and Andrew are the leaders, CEO & CRO respectively, of Clown’s-To-Go, a local provider of Clowns for children's birthday parties and other events. Clowns-To-Go has experienced tremendous growth over the first 3 years of existence & the two leaders are having trouble keeping up with the pace of business growth & digital transformation.

Objective: Your objective is to meet with both owners & map out in real time either their current Marketing or Sales operations flows to understand where bottlenecks currently exist & understand all of their revenue driving initiatives. 

Goal: The goal here is helping these owners take a process they know inherently, visualize their revenue flows during the meeting, and highlight areas of opportunity that you see.

Preparation

Mapping: If you are not experienced in mapping a companies revenue map, below are some RevPartners best practices to help you during this mission:

Training: Internal RevPartners Training video- Link

Example: Live Example w/ Matt- Link

Expectations

Share Screen: Share screen & verbally walk the owners through the process of where you are starting and ending

Miro: Use Miro

 

Scorecard: Process & Knowledge

Process

  1. RP Format

  2. Setup Prior to Meeting

  3. Map while talking

  4. Deliberately late

  5. Use Decision Boxes

  6. Delays Decisions

Knowledge

Sales Ops

Holding Stages

Marketing Ops

SEO / SEM Issues

Database for Email List

Example Score Card

Mock Mapping Scorecard

 

Mock Weekly Sync: Interview #3

Purpose: 

Pass Rate: 80% of Candidates (repeated more often)

Testing

Current: Project Management / Forward Momentum

Potential: Amount of Preparation / Can ID Key Decisions 


Scenario: Scenario based

Real Situation: Weekly Sync - most common interaction with partners


Example: Mock Weekly Sync

Overview/Objectives: you’ll need to lead a 25 minute weekly meeting with both owners to accomplish the following objectives:

Priorities: Update both owners on the Prioritization & high level timeline of Epics (Projects)

Progress: Review progress made over the past week and the plan for the upcoming week

Decisions: Drive to a decision needing to be made related to the project

Where to get Information:  Prioritization of Epics should be based on what you learned about the company during the mapping session, but feel free to make up the tasks and pending decisions sections.

Preparation: To assist you, below are RevPartners best practices for leading meetings:

Expectation

Share Screen, make recommendations, & take notes

All tasks must include a what (task), who (responsible), and when (date)

Send a recap of tasks and decisions made immediately after

Helpful Links: 

How to Run a Meeting Deck- Link

Training video from Matt on how to effectively run a meeting

We recommend not using ClickUp as it will make this exercise more difficult

Timing: You will have 25 minutes to complete this session and 5 minutes for questions/feedback/comments afterwards. Please schedule 30 minutes with us using this link.

Scorecard: Process & Knowledge

Required

B.L.U.F

Drives Decisions

Bonus:

Clarity Creator

Endstate / Frame

Recaps throughout meeting

Forward Momentum

Interrupts when off topic

Task have date/time/owner

Example Score Card

Mock Weekly Sync Scorecard

 

Looking for More Resources?

In addition to the links in the article, you can also access the webinar that was hosted by HubSpot & RevPartners on September 29, 2021 and all associated resources here.

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