RevOps Job Descriptions vs. Aligning Talent to Value Creation

Our team has analyzed over 200 Revenue Operations (RevOps) job descriptions on LinkedIn. From hands-on, highly tactical requests for help (think Hubspot Admin) to what should ideally be a strategic role such as a Director or VP of RevOps, most outline a traditional job description. RevOps proficiency exists at the intersection of strategically understanding the business outcomes, combined with marketing, sales, and customer success motions, process optimization to reduce redundancies/functional overlaps, and the tech skills to connect often disparate functional platforms. Additionally, you need business acumen to measure the right KPIs, data analytics, and visualization skills to create said metrics in consumable reports and dashboards, and the ability to articulate not just descriptively where an organization is on a RevOps maturity spectrum but prescriptively where the leadership should double down in their investments of time, effort, and resources. In essence, what many organizations seek in a single role is a Unicorn!

We believe there is a better way: Jobs to be Done! In this approach, you align talent to value creation and de-risk critical tasks RevOps must deliver to create enterprise value. And many leaders who continue to search month-after-month, or go through a merry-go-round of candidates, contractors, and short-term employees, should be more open to the Hollywood Talent Model.