Go Nimbly’s Post

Whenever funding hits, growth expectations internally follow.  At the moment, we’re a team of 20+  (with a few open hires!) and the way I build RevOps teams consistently starts with centralizing the executive layer. Then within RevOps, we have three pillars: 1. Strategy + GTM Ops How are we crafting and executing strategic initiatives that align with our GTM objectives? Every step is in sync with our goals as a team 2. GTM Stack/Revenue Stack Here, we’re focused on the tools and systems that empower our teams. How can we use tech to streamline processes and keep us efficient? 3. Analytics + Insights The backbone of our RevOps strategy. Analytics and insights feed back into our GTM teams to enable them to run their tactical day-to-day initiatives. Insights inform our decision-making process, always. As a team, we’ll always invest in top talent. Because we know: If you have high output, you get rapid growth. Ps. If you're looking for your next Ops challenge, take a look at some of our open roles below. I'd love to work with you ⚡️ #revops #growth

Yesterday we dropped our open roles at Go Nimbly. But really, why stop there? Here's a list of other 🔥 companies looking for RevOps talent to join their teams: — BuildOps — Cohere — Bloomreach — Attentive — The Trade Desk — OpenAI — Curve Dental You know the deal: 👉🏻 If you know someone looking for a new opportunity, tag them. 👉🏻 If you’re hiring, tag your company and mention the role. #hiringnow #jobalert #recruiting #tech #networking #saas #revops #Ops #revenueoperations #operators #hiring #jobpostings #jobhunting #openroles

This week we want to bring the spotlight to some cool companies that are hiring for CS roles— most of them from our extended network of clients/past clients and partners! — Watershed — Confluent — BuildOps — Zendesk — OpenAI — TELUS — Gong — Postscript — Podium — Bloomreach — G2 — Paddle — 6sense — Tines If you know someone looking for a new opportunity 👉🏻 Tag them Feel free to comment if you're hiring too! #hiringnow #jobalert #recruiting #tech #networking #saas #revops #cs #customersuccess #hiring #jobpostings

I want to help companies get great RevOps hires. So, are you hiring for RevOps?! Drop a comment or DM me with the role. (Not a pitch, I am not a recruiter. I want to see anyone in my network thriving!) #revops #revenueoperations

In the market for a new CS role or know someone who is? Check out these amazing companies looking for Customer Success talent right now: — Twilio — Zendesk — Podium — LaunchDarkly — Intercom — Braze — Attentive — Harness — Watershed — Tines — Unit — Gong — Buyers Edge Platform — Paycor — Outreach Spread the word! 👉🏻If you know someone looking for a new opportunity, tag them 👉🏻If you're hiring, tag your company and mention the role. #hiringnow #jobalert #recruiting #tech #networking #saas #revops #CS #customersuccess #hiring #jobpostings #jobhunting #openroles

Reality Check: The best and worst #Revops hiring decision is the same. 💥 Hiring a strong SalesOps professional can be both the best and worst decision for your RevOps team. Here's why you need to tread carefully... If you're building your RevOps team today, you're likely to either bring in someone already leading revenue operations or, due to talent or monetary constraints, hire a highly capable SalesOps professional and ask them to build out the Revenue Ops function. Believe me, this can be one of the best decisions you'll make. Also, believe me, if not executed properly, it will be the worst. Why? One simple reason: Alignment. When someone is newly hired, they’re focused on quick wins to show their worth. Revenue Operations, however, is a long-term game—it's about continuously optimizing EVERY revenue-generating activity through people and processes. A RevOps leader makes decisions whose impact might only be seen 6-9 months later. Without this long-term view, the focus often shifts to optimizing SalesOps at the expense of other cross-functional teams. Quick wins in sales give the impression that RevOps is working perfectly, leading to the false promised land of great returns. But here's the catch: these sales process optimizations provide diminishing returns. True RevOps success lies in optimizing Customer Success (CS) and Marketing from Day 1. While these changes take time to show quantifiable results (think revenue metrics), they set your organization up for sustained improvement and development, truly leading to great returns. So, what's the solution? The best RevOps hires I've seen involve a first hire heavily focused on SalesOps but with dedicated time for cross-functional teams like Marketing and CS. And the second hire? Definitely from Marketing. 🔍 How is your RevOps org structured? Share your thoughts and experiences below! 👇 #RevOps #SalesOps #RevenueOperations #HiringTips #Leadership #Salesforce #Marketing #CustomerSuccess #B2B #SaaS

Lots of great opportunities to share this week — RevOps and MOPs folks, here are some 🔥 companies looking for talent right now: ✱ RevOps — Harness — Superhuman — Rippling — Immersive Labs — Aircall — Invoca — Tremendous — Amperity ✱ MOPs — Plaid — The Trade Desk — Highspot — Experity — Rippling — Zendesk — Confluent — Snowflake Spread the word! 💚Know someone looking for a new opportunity? Tag them below! 💚Hiring? Show off your company and any open roles! #hiringnow #jobalert #recruiting #tech #networking #saas #revops #mops #gtm #hiring #marketing #operators #jobpostings #jobhunting #openroles

Only ~5% of B2B Software companies are hiring RevOps roles.   But the salaries are quite high…   Based on open jobs in PeerSignal's B2B Software Index, 12% are $200K+, 35% are $150K+. There are a handful around $350K.   i.e. Demand skews toward senior talent.   Here are a few examples:   * Matillion -- Vice President, Revenue Operations ($230-285K) * Rippling -- Sales Strategy Senior Manager ($126-220K) * Endor Labs -- Director of Revenue Operations ($150-215K) * Modern Health -- Director of Revenue Operations ($190-248K) * Docker, Inc -- VP, Revenue Operations ($206-258K) * Miro -- Senior Manager, Sales Strategy and Operations ($188-247K)   If you're looking for an entry level role in RevOps, it might take some patience to break-in...   But there seems to be lots of upside.   And I'd bet that RevOps becomes increasingly important in the next couple years.   Smart companies already value the function.   With more AI and automation coming, we're going to need strategists and operators. Someone will need to orchestrate and coordinate. There's no real "easy button."   I see that kind of talent sitting in Growth and RevOps for the most part. Does the current market focus on senior talent surprise you? What role do you see for RevOps with AI in sales?   #b2b #sales #RevOps   P.S. more RevOps hiring analysis in my newsletter today - PeerSignal.org.

I get asked about the hiring profile for revops A LOT. 🤓 Here is how I think about your first revops hire… Over and above anything else, the soft skills are way more important. Technical skills should always be secondary. Great people can learn these things and AI has made it easier than ever. These have been the best predictors for teams I’ve built: 👭 Stakeholder Management Over Technical Expertise: Prioritize candidates who excel in managing stakeholders. They bridge the gap between technical capabilities and business needs. 🎢 They’ve Held a Sales, Marketing, or CX Role: The best way to build systems for a function, is to understand it to the level that an individual contributor in that role does. Former BDRs and CX agents make amazing revops people. 💪 Business Acumen: Understanding the broader business context is crucial. Folks with business acumen drive alignment which should drive growth. 🐘 Patience and Maturity: Enough with this “bias toward action” nonsense – look for folks who can step back and assess the situation and think through the problem before acting. It’s important everywhere, but especially here. 🤸♂️ Adaptability Over Tool-Specific Experience: The ability to adapt and learn is more valuable than knowing a specific stack. Again, good people learn new things quickly. I want to restate: this is how I think of THE FIRST revops hire. I believe all of these things are important for any hire at any time in a company’s lifecycle, but I’d also agree that prioritizing someone with special technical skills or expertise will make sense as the org scales.

Hey GTM people, over the past years I was often tasked with defining hiring criteria for new #RevOps folks (Jr. to senior roles) to join my team at Sastrify.  While it’s fairly easy to define the overall requirements & tasks for one role, the bigger challenge arises as soon as you also want to build out a team and/or promote people within your team. What are the competencies needed in each role, where do you draw the lines? This made me wonder how a career framework for RevOps could look like and so far I couldn't find one. So I would like to get your input to create a career framework covering Jr. (IC1-level) up-to Head of Revenue Operations (L2). I will add two expert tracks (E1, E2). Here is my suggestion for what the overall framework categories could be. Based on these I’d then derive competencies needed for each role and finally build a career framework: - CRM Systems, Go-To-market Tools & Processes - Data Analysis & Reporting - Business Model Understanding - Go-To-Market Strategy & Planning - Leadership (only for L-roles) Am I missing something critical? What career frameworks have you seen? Feel free to add them in the comments below. I will share the initial results of the framework in subsequent posts.