Revenue operations recruiting for high-growth tech companies

Our customers are venture capital-backed, high-growth tech companies, from startup to growth stage and enterprise; they range from 15 employees to over 50,000. Companies usually call us about revenue operations hiring when they close a funding round and have a hiring surge, need operations support for a go-to-market team that’s growing quickly, have had operations hires that didn’t work out, or need more recruiting capacity for go-to-market roles without adding W-2 recruiting headcount.

We fill revenue operations analysts and managers, as well as sales operations, marketing operations, and enablement roles, up to revenue operations directors and heads of revenue operations.

Revenue operations is part of our GTM and sales recruiting practice. As revenue operations recruiters for high-growth tech companies, we hire the people who run your go-to-market systems and data.

AI is changing revenue operations month to month. The best operations people are obsessed with new technology, keep up with how fast it’s moving, and think ahead about how to put it to work across your go-to-market team. Someone who is still running the playbook from a few years ago will fall behind quickly.

Another challenge is separating signal from noise. There’s a new tool or feature every week, and a lot of them only make the team’s day a little easier. Strong revenue operations hires focus on what drives revenue: more sales-qualified leads and a shorter sales cycle.

The job is also bigger than any one system. Revenue operations orchestrates how your reps, your go-to-market teams, AI, and your data work together, and it has to stay mindful of usage and budgets while it does. Someone who has only administered a CRM for a single team is a different hire.

The stage of your company also has a significant impact. At a startup, the first operations hire often builds the systems and reporting from scratch while the go-to-market team is still figuring out its process. At a growth-stage company, they’re scaling that process as the team keeps growing around them. Someone who has only worked inside a large operations team, with a specialist for every system, is a high-risk hire in either seat.

Behavioral fit matters as much as the tools someone knows. We look for drivers, not passengers: people who are proactive, own outcomes personally, communicate clearly, and switch context easily. If there’s doubt about behavioral fit, we recommend passing.

Scoping comes first: which teams the role supports, whether it covers sales, marketing, and customer success or only one of them, the systems and data it owns, what it’s measured on, and whether it builds from scratch or takes over something that already works.

We also check track records. We tell candidates in the first round that we require references from previous direct managers at the offer stage. How candidates react to that tells us a lot.

At kickoff, we review the roles with your hiring team and align on the interview process. Within 48 hours after the kickoff meeting, we meet with the hiring managers again to have a calibration meeting. We bring 10 candidate profiles to the table to ensure that we’re aligned and only interviewing relevant talent.

1. 48hours

   Calibration meeting

2. 3-7days

   Initial recruiter screens

3. 7-10days

   Hiring manager interviews

4. 2-3weeks

   Full qualified candidate pipeline per role

5. 30days

   Initial hires

6. 90days

   On track against the hiring plan

Initial recruiter screens happen in 3-7 days, and hiring manager interviews in 7-10 days. You have a full qualified candidate pipeline per role in 2-3 weeks. Initial hires typically land in roughly 30 days, and you’re on track against the hiring plan by 90. Time-to-fill runs 15-60 days depending on seniority and scope.

A common hiring mistake is picking the best of the first handful of people you speak to. We focus heavily on outbound sourcing to engage with a lot of talent. This ensures that you’re able to hire the best people on the market.

Along the way, our recruiters meet with your hiring managers weekly and communicate updates daily in your chat channels. You also get weekly metrics from the delivery lead who manages recruiter performance. Our recruiters also have access to our tech stack that accelerates identifying and reaching out to top talent: strategic AI sourcing and AI resume matching, multi-step, multi-channel outreach, and job postings. Everything runs in your systems, and you own your data and your candidate pool.

Most of the revenue operations hiring we do runs through Embedded Recruiting and RPO: a recruiter working only on your business, inside your systems. If your hiring is consistent, or there’s enough work for at least one full-time recruiter, it also cuts down on cost-per-hire. The engagement scales with your hiring plan, from adding capacity to your internal recruiting team to running recruiting as your talent function. You can see how these engagements run in our case studies.