AMA: LinkedIn Director of Sales Strategy and Operations (EMEA & LATAM), Eduardo Moreira on Revenue Ops Interviews

Great interviews come down to structured thinking, deep research, and tactical preparation. Use structured but tailored problem-solving. Have a repeatable method for top-down and bottom-up problem solving. Master it by repetition until it is clear and hypothesis-first. After that, learn to tailor your approach: generalists will value a consistent and logically sound playbook (e.g. 80/20, MECE -- think strategy consulting), finance leaders will look for your judgment on margins/growth, sales lead ...Read More

An interview is your chance at presenting as both highly effective (having the right skills and behaviours), and balanced (big picture vs. technical depth). To me, the key pitfalls to avoid are: Failing to show organizational navigation skills. When discussing past experience, always articulate: (1) Where was the ship sailing? - how did your work fit into the company’s broader strategy? (2) What was your role on the command deck? - what were you, specifically, responsible or accountable for? Be ...Read More

When hiring someone without RevOps experience, I focus on transferable skills that predict success: Analytical, Data-Driven Thinking – Can they break down complex problems logically? A good test is a case study with simple and well documented data that requires idea generation, prioritization, numerical reasoning, and recommendations. Dry-run it with high performers, mentors, and non-RevOps folks. Curiosity – Do they have a strong drive to learn and a structured approach to self-teaching? Ask: “ ...Read More

RevOps autonomy varies with role and company, but workbook scope, alumni trajectories, task assignment and performance management provide valuable signals. To gauge autonomy I'd focus on 3 things: Obtain role scope detail with smart questions. RevOps is a broad container term, and the role may or may not align with your topics of expertise. Asking thoughtful questions about book of work, team vision, roles and responsibilities and partnership model with other teams not only clarifies expectation ...Read More

The best candidates are able to successfully demonstrate traits and mental shortcuts of the best professionals. Based on my RevOps experience, the best professionals are those who thrive in complexity, drive business momentum, and focus on impact over ego, with a few common characteristics: Curiosity for untangling complexity: they see broken processes, faulty/missing data and ambiguity not as deterrents or negativity fuelers, but as clutter they aspire to remove to reveal business-propelling in ...Read More

I’ve been in all four quadrants - I've gone “above and beyond” and both landed the job and been rejected, and I’ve also "played it safe" with mixed results. Each outcome taught me something. The key litmus test to me is understanding seniority and structure - done right, it’s a differentiator; done wrong, it can backfire. Seniority: The more senior the role, the more this is important - even expected. Deep research helps you speak the company’s language more fluently, anticipate challenges and b ...Read More