revops-hiring
RevOps Hiring
Build the packet a hiring manager needs to recruit a RevOps or Sales Ops person: role definition, interview loop, scorecard, work sample, ramp plan.
The frame is the scorecard tradition of Geoff Smart and Randy Street's Who: The A Method for Hiring - a mission, 3-8 ranked measurable outcomes, then competencies. It applies to the archetypes practitioners actually recognize:
- RevOps Co-op's five career tracks: analyst, systems administrator, enablement, deal desk, project manager.
- Compressed for hiring into three profiles: systems, analyst, strategist.
Two decisions come before any packet exists:
- Whether to open a requisition at all rather than take a fractional operator or a scoped agency project.
- Which archetype - because most failed RevOps hires are an archetype mismatch, not a competence failure.
This is the hirer's side only. It does not source candidates, post jobs, or track applicants, and it reports published compensation bands with source and date as scoping input - it never writes offer letters or gives legal or HR compliance advice; those need HR/legal review.
The candidate side - preparing for and landing a RevOps role - is the mirror-image sibling mbfinotti/revops-skills@revops-career. Onboarding a customer after closed-won is mbfinotti/revops-skills@sales-to-cs-handoff, a different job entirely.