The sales operations function has evolved far beyond basic reporting and pipeline tracking. Today’s SaaS companies need sales ops professionals who can transform data into revenue intelligence, predicting outcomes and identifying opportunities before they become obvious. Finding these specialists requires a different approach to hiring, one that goes beyond traditional operations experience. Companies that understand this distinction are building teams that genuinely influence revenue growth, whilst those that don’t often wonder why their sales ops hires aren’t delivering the expected impact.
Why revenue intelligence demands specialised sales ops talent
Sales operations used to focus on keeping CRM systems updated and producing weekly reports. That role still exists, but it’s no longer sufficient for growing SaaS companies. Modern revenue intelligence requires professionals who can work with complex data sets, implement sophisticated tools, and translate what they find into decisions that affect pipeline velocity and forecast accuracy.
The shift happened gradually. As SaaS companies accumulated more customer data and adopted more sophisticated tools, the potential for deeper insights grew. Sales ops professionals who could only maintain systems became less valuable than those who could interpret patterns and recommend changes based on what the data revealed.
This creates a significant skills gap in the market. Many candidates have operations experience, but fewer possess the analytical thinking and technical proficiency needed for revenue intelligence work. Generic operations hires often struggle because they lack exposure to modern revenue intelligence platforms or haven’t developed the strategic mindset required to connect data insights with business outcomes.
The consequences of hiring the wrong person for these sales operations roles extend beyond wasted salary. Without proper revenue intelligence capabilities, companies lose visibility into their pipeline, make inaccurate forecasts, and miss opportunities to improve deal velocity.
Essential competencies in revenue intelligence-focused sales ops professionals
The best sales ops professionals for revenue intelligence work combine technical skills with business acumen. When evaluating candidates, focus on these core competencies:
- Data analytics proficiency – Candidates need comfort working with large datasets, creating meaningful visualisations, and identifying trends that others might miss, forming the foundation for all revenue intelligence work
- Platform expertise – Experience with Salesforce remains important, but revenue intelligence requires familiarity with specialised tools like Gong, Clari, or similar platforms, including understanding how these systems capture data and deliver insights
- Forecasting accuracy – The ability to build models that predict revenue outcomes reliably requires both technical skill and business understanding, with strong candidates able to explain their methodology and demonstrate improved accuracy from previous roles
- Cross-functional collaboration – Revenue intelligence work touches every part of the go-to-market organisation, requiring professionals who can gather requirements from sales leaders, coordinate with marketing on lead quality metrics, and work with finance on revenue recognition
- Strategic thinking – Exceptional candidates don’t just report what happened; they identify why it happened and what should change, connecting pipeline visibility improvements to specific business outcomes and understanding how their work affects deal velocity and revenue predictability
These competencies work together to create professionals who can genuinely drive revenue intelligence rather than simply maintain systems. The combination of technical capability and strategic mindset separates candidates who will transform your revenue operations from those who will merely keep processes running. Companies that prioritise all five areas during recruitment build teams capable of turning data into actionable insights that directly impact growth.
How to assess revenue intelligence capabilities during the hiring process
Evaluating revenue intelligence skills requires more than standard interview questions. Structure your process to reveal both technical competence and strategic thinking:
- Analytical approach questions – Ask candidates to describe how they’ve diagnosed a forecasting accuracy problem or improved pipeline visibility, focusing on their thinking process rather than just tool knowledge
- Case study exercises – Present realistic scenarios with sample data and ask candidates to identify issues, recommend solutions, and explain their reasoning, watching for those who ask clarifying questions and connect analysis to business impact
- Technical assessments – Give candidates access to a dataset and ask them to create specific analyses or reports, revealing their actual proficiency with the platforms you use rather than theoretical knowledge
- Outcome-focused reference checks – Ask former managers whether the candidate improved forecast accuracy, contributed to pipeline visibility, and what measurable results followed their tool implementations
- Flag identification – Look for green flags like candidates who speak naturally about connecting data to decisions and explain complex analyses in simple terms, whilst watching for red flags such as excessive tool focus without discussing outcomes or inability to provide concrete revenue impact examples
This structured assessment approach helps you differentiate between candidates who understand revenue intelligence conceptually and those who can deliver it practically. By combining multiple evaluation methods, you gain insight into how candidates think, work, and communicate under conditions similar to what they’ll face in the role. The investment in thorough assessment pays dividends by reducing the risk of hiring professionals whose experience doesn’t translate to your specific revenue intelligence needs.
Building competitive compensation packages for top sales ops talent
The market for revenue operations talent has become increasingly competitive across the Netherlands, DACH region, and Nordics. Companies that understand current compensation trends position themselves to attract stronger candidates:
- Base salary positioning – Mid-level sales ops professionals with revenue intelligence experience typically command higher salaries than traditional operations roles, with senior candidates expecting compensation that reflects their proven revenue impact
- Equity stakes – Meaningful equity offerings help attract professionals who think like business partners rather than service providers, aligning their success with company growth
- Performance incentives – Tying bonuses to revenue metrics aligns compensation with the outcomes you’re hiring them to influence, reinforcing the strategic nature of the role
- Non-monetary benefits – Flexibility in work arrangements, professional development opportunities, and access to modern tools often make the difference when competing for top talent, particularly for revenue intelligence specialists who prioritise working with sophisticated technology stacks
- Budget alignment – Honest conversations about what level of talent your revenue stage supports help determine whether to pursue senior candidates or develop more junior professionals with strong potential
Building competitive packages requires balancing financial constraints with market realities. Companies that view revenue operations compensation as an investment rather than an expense typically secure stronger candidates who deliver measurable returns through improved forecast accuracy and pipeline visibility. The key lies in creating packages that reflect both the strategic importance of the role and the competitive landscape for specialised talent, ensuring your offers stand out whilst remaining sustainable for your business stage.
Partnering with specialised recruiters to secure revenue intelligence expertise
Finding sales ops professionals with genuine revenue intelligence capabilities takes time and expertise. Many strong candidates aren’t actively searching for new roles, making them difficult to reach through standard job postings.
Working with SaaS-focused recruitment agencies provides access to these passive candidates. Specialised recruiters maintain relationships with revenue operations talent and understand which professionals have the specific experience your company needs. They can identify candidates with proven track records in similar environments, reducing the risk of hiring someone whose experience doesn’t translate to your context.
The time savings prove substantial. Rather than reviewing hundreds of applications and conducting numerous screening calls, you work with a smaller group of pre-qualified candidates who meet your technical and cultural requirements. This becomes particularly valuable for sales ops hiring, where assessing technical capabilities requires significant time investment.
Beyond filling immediate openings, recruitment partners help develop longer-term talent approaches. They provide market intelligence about compensation trends, skill availability, and how your roles compare to what competitors offer. This information helps you make better decisions about when to hire, what levels to target, and how to position your opportunities.
The partnership process typically begins with a thorough needs assessment. Good recruiters invest time understanding your revenue intelligence challenges, team structure, and growth plans. This foundation ensures they present candidates who fit both your technical requirements and company culture. Support often extends through onboarding, helping ensure successful placements that benefit both parties.
Finding the right sales ops professionals for revenue intelligence work requires understanding what distinguishes these roles from traditional operations positions. The technical skills, analytical thinking, and business acumen needed to drive meaningful revenue insights remain in high demand across the SaaS industry. Companies that approach hiring sales operations talent with clarity about these requirements, realistic compensation expectations, and access to specialised recruitment expertise position themselves to build teams that genuinely influence revenue outcomes. Whether you’re making your first revenue operations hire or expanding an existing team, focusing on these fundamentals helps ensure you find professionals who can turn data into decisions that matter.
