Hiring someone with experience is easier often as they have something relevant to talk about. I am hiring a junior / near fresher. So, no revenue operations experience is expected. What things do I look out for? What questions do I ask? Any assignment that you can suggest?

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

Even if someone hasn’t done RevOps before, you can still evaluate whether they have the qualities that make someone successful in the role. For more junior candidates, I’d focus on: Curiosity & learning mindset: Are they genuinely interested in learning and improving? Do they ask thoughtful questions and seek to understand the “why,” not just the task? Do they take feedback well and apply it? I want someone who isn’t afraid to ask questions or admit what they don’t know - those are the peopl ...Read More

When hiring for individual contributor roles, I personally encourage my teams to hire a healthy mix between seasoned and unexperienced individuals. Although a seasoned individual will ramp much faster and work more independently, a recent college grad often brings fresh energy and curiosity to the team. When interviewing individuals with limited work experience, I focus mainly on: Raw horsepower: strong quantitative and problem-solving skills. Applying a case study is a must - does not need to b ...Read More

When interviewing someone for a more junior role, I structure my questions using the journalistic "Inverted Pyramid" technique: Initial Questions: Focus on general knowledge and basic skills required for the position (based on the job description). These are the non-negotiables of the position, translated into non-work-specific questions. In a 30 minute interview, I would spend about 10-12 minutes on these types of questions. For example: If I'm hiring someone in Sales Ops, I'd provide math word ...Read More