Role Proposal Example
- Public facing job description (link) — what we post on job sites
Internal facing role scorecard (link) — how we actually measure what we want
this person to accomplish in the first 6-12 months and what attributes they
should possess to accomplish this
Head of Revenue Operations
Essentially a Director level hire in my opinion. Should report to me. Will
eventually have multiple direct reports although a 2nd level of direct reports
would still be a little while out.
$150K – $220K
Main evaluation criteria
We’ll be using
the Who framework
for hiring this person and for that reason we’ve created a job role scorecard
which will be the key criteria for evaluating this person. The scorecard
(link) contains the mission, key outcomes and critical competencies we expect.
Also, I’ve had a personal friend and partner at
(creators of Who) review the scorecard and we’ve gone through two rounds of
Problems this person will help us solve
Broken out in detail in the scorecard (link).
Metric to improve
Several that I would expect:
- SAL → Won conversion ratio
- Leads per day per SDR
- Bookings per AE
Alternatives to hiring this person
Execute fewer RevOps project per year/quarter (ex. The Clearbit Way, Warm
Outbound, Lead attribution, Full funnel reporting, etc.)
Leverage part-time consultants to support smaller more subdivide-able
Hire more low-level ops people to mechanical turk our way through some of
the ops debt that has been created
What happens if we wait too long to make this hire?
Slower than expected growth on improvement in key metrics like bookings and
RevOps debt continues to grow meaning when we do go to solve it, that it
will take longer and be more expensive
Some data will continue to be corrupted or not captured meaning even after
we make the changes, we will still be missing key information for decision
Other notes (not on the form) that you think we should know
This hiring process will stem from the Who process and will be different
than some of the hiring processes we’ve run in the past. Brianna is on board
and wants to help which is exciting.
We’ve already begun a hiring process document (link) which walks through how
the process will work and expectations around timing.
In addition, because this hiring will be different, it will require training
and coaching of members of the team who have never worked like this. Because
of that we’ve condensed large sections of the book into tools for the team
to use while running their interviews. While not all are done you can see
some in progress:
- Screening interview (link)
- Who interview (link)
- Focused interview (link)
- Reference interview (link)
In each of those documents there are helpful hints and how-tos that will be
reviewed and trained with the team prior to asking them to participate. We
plan to handle the adoption issue of Who efforts in the past with
education/training and practice — just as we handle it when training sales
or CS teams.