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How can I improve my interviewing skills for a revenue operations role?
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 leaders will want a take including the customer lens. Know your audience.
Study the job description like a playbook. Read it multiple times. Use AI to compare it against similar JDs from the company and industry - spot standout items to the vocabulary level. JDs are often templated, but intentional wording can reveal what the hiring manager values most.
Research the hiring team. Websites, mission and vision are only page 1. Skip any unsolicited outreach and instead, use LinkedIn posts, team backgrounds, research/white papers published, event appearances, and keynotes to get a sense of their priorities and culture.
Familiarize yourself with the tech stack. If you don’t already know the tools, invest time in YouTube demos or product walkthroughs. Even a high-level understanding can help you sound sharper in discussions, especially if you're switching verticals or trying to break into RevOps.
As the Interviewee:
Have a list of interview questions that you tend to be asked (or Google Rev Ops Interview questions for ideas), and have examples from your work or studies that you can share as part of your response that highlight your skill and understanding of the role.
Get comfortable answering questions using the STAR method. It is a good framework for sharing examples so that you have clear and concise answers.
As you're interviewing, write down any questions that you stumbled over in an interview. Figure out what your answer will be if you're asked the same question in the future.
Think about your wants/needs for a future role. Develop questions to ask during the interview to determine if the role/company is right for you. Interviews are about you finding the right role as much as they are about a hiring manager filling a role.
Before your interview, review the job description and the company. Identify the parts of your work experience/resume that you want to summarize in 30 - 60 seconds in response to the inevitable "Tell me about your work history" question. (You don't have to summarize every job -- keep your initial response short and tactical. You can always expand if asked.)
Once you've done your prep work, relax.
As the Interviewer:
Make sure that your questions are clear, especially for non-native speakers. Avoid colloquialisms. Vet the questions with colleagues to see if they understand what you're asking.
Have a list of questions that you ask all interviewees. You don't have to ask every question, but make sure that you have a few you ask consistently so you can truly evaluate candidates' strengths and weaknesses.
In concert with #2, build your questions primarily off of a job description for a role. Crafting the questions for your interview shouldn't be a night-before-the-interview endeavor.
Practice responses for candidate questions regarding the company, work environment and/or team. Sometimes you need to be diplomatic, but honest.