Overcoming the RevOps Talent Challenge
Hiring strong RevOps talent is one of the toughest challenges teams face today. The function is still relatively new, and many companies are hiring their first RevOps leaders to build scalable, structured teams with clear ownership across systems.
The RevOps “Unicorn” Expectation
The ideal RevOps hire is expected to be both strategic and technical, able to manage CRM architecture while influencing go-to-market strategy. They should understand a CRO’s business goals and translate them into system design, reporting, and process. That mix is rare.
Too often, companies set unrealistic expectations and try to find all those skills in one person. The result is a hire who might excel technically but struggle strategically, or vice versa, slowing progress before it really starts.
Why Is It So Hard to Find the Right RevOps Hire?
Even when candidates look great on paper, certifications and titles don’t always reflect real-world ability. RevOps work is messy, cross-functional, and context-driven. Unlike engineering or finance, there’s no universal credential that guarantees expertise, which means hiring teams are often left guessing.
It’s especially difficult when the hiring manager, often a CRO, CMO, or VP of Sales, doesn’t have deep RevOps experience. Without that technical lens, it’s hard to know what “good” looks like or how to test for it.
The Cost of Getting Your RevOps Hire Wrong
Hiring the wrong RevOps person is expensive, not just in salary but in lost time and delayed outcomes. Many teams spend months searching, interviewing, and onboarding, only to find their new hire can’t deliver what’s needed.
That can set back go-to-market improvements, data accuracy, and forecasting by six months or more.
The real cost isn’t the hire itself; it’s the lost opportunity to strengthen the revenue engine.
How to De-Risk the RevOps Hiring Process
The key to finding your next great RevOps hire is not just sourcing candidates but properly vetting them. Traditional recruiters can filter resumes but rarely have the technical knowledge to test real RevOps capability. The best approach is to involve experts who know the systems, and people who can run hands-on interviews, evaluate architecture logic, and confirm whether a candidate can actually execute.
That might mean bringing in support from IT, an experienced RevOps advisor, or a partner like Hyperscayle. Either way, having practitioners evaluate practitioners is essential.
Hire Great RevOps Talent with Confidence
Many teams delay hiring because they’re unsure how to evaluate RevOps talent. But every month of indecision delays the business outcomes RevOps is meant to unlock, including cleaner data, sharper forecasting, and smoother go-to-market alignment.
With the right support and process, you can hire smarter, faster, and with confidence so your RevOps function can start driving results, not just recruiting for them.
