revops-hiring

The saved excerpt is a snapshot from when this skill was listed. The external source remains the complete and most current version.

---
name: revops-hiring
description: Build the complete hiring packet for a RevOps or Sales Ops role - archetype and level decision, outcome scorecard, interview stage map with a competency question bank and anchored rating scales, a work-sample exercise with rubric and debrief, and a 30-60-90 ramp plan branched on seniority and archetype. For the hiring manager or founder recruiting the hire. Use whenever the user mentions hiring a RevOps manager, sales ops interview questions, a RevOps take-home exercise, a scorecard for a first ops hire, or a 30-60-90 for a new ops hire - even if they never say "hiring packet". Does not source candidates or post jobs. Do NOT use for a candidate's own interview prep - use mbfinotti/revops-skills@revops-career instead.
license: MIT
metadata:
  author: Maya-Beth Finotti
  version: "1.4.7"
---

# RevOps Hiring

Build the packet a hiring manager needs to recruit a RevOps or Sales Ops person: role definition, interview loop, scorecard, work sample, ramp plan.

The frame is the scorecard tradition of Geoff Smart and Randy Street's _Who: The A Method for Hiring_ - a mission, 3-8 ranked measurable outcomes, then competencies. It applies to the archetypes practitioners actually recognize:

- RevOps Co-op's five career tracks: analyst, systems administrator, enablement, deal desk, project manager.
- Compressed for hiring into three profiles: systems, analyst, strategist.

Two decisions come before any packet exists:

- Whether to open a requisition at all rather than take a fractional operator or a scoped agency project.
- Which archetype - because most failed RevOps hires are an archetype mismatch, not a competence failure.

This is the hirer's side only. It does not source candidates, post jobs, or track applicants, and it reports published compensation bands with source and date as scoping input - it never writes offer letters or gives legal or HR compliance advice; those need HR/legal review.

The candidate side - preparing for and landing a RevOps role - is the mirror-image sibling `mbfinotti/revops-skills@revops-career`. Onboarding a _customer_ after closed-won is `mbfinotti/revops-skills@sales-to-cs-handoff`, a different job entirely.

## Interview

Ask before designing. One question per message; offer multiple-choice answers where possible. Skip anything already answered.

- What stage and size is the company? (a) pre-Series A / under 25 people, (b) Series A-B / 25-150, (c) Series C+ / 150+, (d) not venture-track - describe.
- What does the GTM team look like - roughly how many sales reps, marketers, and CS people?
- Is this the first dedicated ops hire, or joining an existing ops team? If existing: who is on it and what do they own?
- Which pain is driving the hire? (a) admin and ticket backlog - capacity, (b) nobody trusts the reporting or the forecast - analytics, (c) problems that cross team boundaries - process and alignment, (d) several of these.
- How mature is the stack? (a) CRM barely configured, (b) CRM plus marketing automation working but messy, (c) full GTM stack including a data warehouse and BI.
- What budget and level is the req funded at - and is that number negotiable if the market says it is too low?
- Who will this hire report to, and who is the executive sponsor?
- Who is on the interview panel, and how many rounds can you realistically run?
- By when must this be solved? (a) a dated event forces it inside a quarter - board meeting, quota reset, migration, (b) this fiscal year, (c) open. A hard date inside a quarter deletes the senior in-house options: the search alone outlasts the deadline.
- Do you want a one-off fix or a compounding capability? A one-off promotes fractional and agency; a compounding mandate promotes the in-house hire, and is the only answer that justifies its first two quarters.
- What is your effort ceiling - how many manager hours per week you have, whether panelists are available, whether headcount is actually approved, and whether you could unwind t