You’ve identified you need RevOps support. Now you need to decide if you should hire a full time person to manage this or work with a Fractional RevOps team.
For the sake of this article we are going to assume that you are thinking about hiring a RevOps Manager. What is the difference between hiring a RevOps Analyst, Manager, or Director of RevOps? Check out this article.
Hiring an In-House Revenue Operations Manager
Cost & Screening:
RevOps Managers are in high demand. Depending on their level of experience, technical expertise and location, you are realistically looking at $100k-125k in salary alone. When you add in benefits, tech, paid time off, etc. you are up to an all in cost of $150k / year (or $12,500 / month) for this person.
Unless you have someone who can give them a technical interview to test their CRM / tech stack knowledge it’s hard to be sure they are actually skilled in the best practices. Just because someone used a certain technology at a previous job does not mean they are an expert. HubSpot and Salesforce are 2 very different beasts. Experience in 1 means they have the skill set needed TO LEARN the other. It’s fine to make this hire, but you are paying them to spend 6+ months learning the ins and outs of the software.
After weeks of interviews and searching you find that unicorn RevOps Manager. Smooth sailing from here?
3 struggles that companies with In-house RevOps Managers run into:
1. They don’t fully understand how to use the CRM
If you hire a RevOps Manager who used a different CRM or came from a non CRM related RevOps Specialist position, you can expect issues. This person could be a very smart person, but constantly running into requests that they are not sure if are possible begins to weigh on the person. Likely they’ll end up seeking outside help from a HubSpot / Salesforce Partner to help handle and train them on the CRM side of RevOps.
2. They get inundated with Admin work
The hard truth about RevOps is there is an endless request for CRM admin work. Highly paid resources hired with the understanding that they will be a strategic resource end up spending all of their time juggling CRM admin questions from across departments. Eventually this leads them to request another full time resource (RevOps Analyst) to add to their team. If you are planning on scaling the team internally, plan to hire another full time resource within the next 6 months to assist.
3. They leave the company.
Because of how in demand RevOps talent is, people with that skill set are constantly being hit up by recruiters who offer big salaries to join the next hot scale up that just raised a big round of funding. Or maybe their request to add another resource to help with the Admin work is denied and they decide to look elsewhere.
Your in-house RevOps Manager holds a large amount of Tribal knowledge. They are the main knowledge holder of how the most important systems, automations, integrations with other key GTM systems. Because their time is already stretched so thin, typically they do not have a lot of documentation made up around those systems. By the time their 2 weeks notice is in, typically documentation is not their primary motivation.
What does the day to day look like for a RevOps Manager?
There are 3 types of work your RevOps Manager will handle.
Strategy 🧠 - Sales, Marketing, CX strategy
Builder ⚒️ - CRM / Tech Stack admin / Enablement
Cleaner 🧹 - Ensure data quality is intact
RevOps Managers are expensive! To use them most effectively they should be spending time helping guide the strategy of your business. The reality is they often get pulled into the lower value #2 & #3 work. This is not the best use of their time. Too much of this will push them to ask for another full time resource or force them to leave as they are not learning and growing.
This creates an interesting dilemma. You likely can’t afford to hire multiple full time employees. On top of that, if your in-house resource leaves, they’ll take their knowledge of your most important systems and automations with them, leaving you scrambling to start the process over again.
Alternative: Hiring a Fractional RevOps Team
A Fractional RevOps team provides you with the same benefit to your organization without worrying about finding and retaining a unicorn. No need to worry about paying them for 6+ months to learn your tech stack only to be left out to dry when they are OOO or leave for a new company.
You are investing in a strategic partner that is available to you year round. You are paired with a team of 3 people who support your organization and can pull in other specialists as needed. A full team means someone is always available to help.
Because the team is already HubSpot and RevOps experts, you don’t have to wait 6+ months to start implementing changes. A Fractional RevOps team can see what works best across their portfolio of clients and apply it to your business.
Your fractional team will join in on stand ups, come visit you in the office, and be on executive level check-ins as needed.
Employee management and continued training is handled, leaving you more time to focus on your to-do list.
As an added benefit, your team can scale up / down as needed. Thinking about implementing RevOps but don’t want to commit to a full time resource? Going hyper growth mode and no time to worry about hiring? 📈
How much do Fractional RevOps team’s cost?
You can work with a Fractional RevOps team for less than what it costs for an in-house full time employee. See our pricing page for full details.
If you start working with SonaMation and eventually want to hire someone full time in house, we’ll even help vet and train your new hire.
SonaMation is the only Fractional RevOps team dedicated to startups. We’ve crafted 3 packages to help companies at different stages of their RevOps journey. Schedule a free RevOps Audit, to do a live walkthrough of your HubSpot instance and discuss the various levers available to help scale your business.