Payne (Pei En) Hwang’s Post

I stumbled upon a wild stat today. There are currently 411 active RevOps job listings on LinkedIn (US based). That’s great news for RevOps professionals 🙌 Not great news for companies actively searching for RevOps talent 😓 Since RevOps is a fairly new necessity for scaling businesses, how could there be so many top-tier candidates that fit the 3-10+ years of experience that hiring managers are demanding? With that in mind, if you're on the hunt for your first RevOps hire, it might also be worth considering options with an experienced third party RevOps partner. Opting to go the partner route could mean: 🤕 Immediately resolving operational challenges that are keeping you up at night and not having to wait for a new employee to sign, start, onboard and ramp ⌛ Getting a custom action plan up and running in 1-3 months, compared to the 6-12 months DIY route 💸 Cost efficiency that matches, or even beats, the expense of a full-time hire, without the extra overhead 💪 Gaining confidence by working with a group of experts instead of spending ample time trying to find a unicorn employee that can do it all by themselves, fast 🛠 Establishing a solid foundation for your future RevOps hire to step into, allowing you to require less experience and widen the candidate pool So, if you’re spinning your wheels with RevOps hiring, just know that there are other options that might be more in line with the immediate needs of your business.

Tech Leaders, ask these 3 questions before making your next hire ⤵️ (If you want to save some $$!) 1️⃣ Which immediate problems would I assign to this new hire? 2️⃣ Which long-term projects would I assign to this new hire? 3️⃣ What's stopping my existing team from filling these gaps? 💡If you can identify immediate problems but no long-term projects, consider hiring a contractor. 💡If your existing team lack the right skills to fill the gaps, hire a Developer with a specific skillset and find a niche-specific Recruiter to speed up hiring. 💡If your existing team lacks the bandwidth for new projects, check that there's not a bigger issue (e.g. poor prioritization) to resolve before increasing headcount. Hiring is expensive, time-consuming, and should only be done when absolutely necessary. We've seen enough layoffs thanks to companies hiring for the sake of hiring... By asking yourself these questions, you'll avoid making unnecessary hires or will make hiring faster, cheaper, and more efficient because you'll know EXACTLY what you're looking for. #Startups #Hiring #Founders #Developers

Tech Leaders, ask these 3 questions before making your next hire ⤵️ (If you want to save some $$!) 1️⃣ Which immediate problems would I assign to this new hire? 2️⃣ Which long-term projects would I assign to this new hire? 3️⃣ What's stopping my existing team from filling these gaps? 💡If you can identify immediate problems but no long-term projects, consider hiring a contractor. 💡If your existing team lack the right skills to fill the gaps, hire a Developer with a specific skillset and find a niche-specific Recruiter to speed up hiring. 💡If your existing team lacks the bandwidth for new projects, check that there's not a bigger issue (e.g. poor prioritization) to resolve before increasing headcount. Hiring is expensive, time-consuming, and should only be done when absolutely necessary. We've seen enough layoffs thanks to companies hiring for the sake of hiring... By asking yourself these questions, you'll avoid making unnecessary hires or will make hiring faster, cheaper, and more efficient because you'll know EXACTLY what you're looking for. #Startups #Hiring #Founders #Developers

42 Days left of the year, As the end of year approaches countless companies would have been looking to hire up for the new year, Now the thing is its hard to get to all of them, Because there is only so many hours in the day to cold call, visit companies, send Linked-in messages, So understandably you may miss out on large portion of people who are either looking for a new start, or companies actively looking to hire. Large portion of missed deals = potentially missing out on a new car Terrible right? So don't let it happen, Right now, Jump onto clay, do a boolean style search to find the right people, Use clay gent to find what they are currently hiring for, where they went to uni, or whatever it may be! Let Twain (Ai) write every single lead a completely custom message, (Now before launching jump on GoHighLevel and build out a custom CRM to automate voicemails and sms after each email sends, but to also nurture all the leads) Back to Clay, with once click launch to smart leads, Where now each lead will receive a custom email, custom sms, and voicemail. Sit back let the leads come in, And DO NOT miss out on a single deal Simple right?

The numbers are staggering. ⛈ As of 2024, over ~150,000 professionals have lost their jobs, from small tech startups to giants. It's a tough reality: layoffs have become a painful norm, and the uncertainty that comes with it can be overwhelming. If you’ve been affected, I truly empathize. No one should face the shock and disruption that comes with such sudden changes. The unfortunate truth is, layoffs are often out of our hands. But what we can control is how we respond. The right opportunity might be closer than you think, and there are still paths forward - stronger, more resilient paths. I’m helping a family member hire female candidates (diversity is a priority!) for two key roles at a Gurgaon based organisation, a company making waves in edtech: 1️⃣ Program Advisor A role focused on driving student success and enrollment strategies. Ideal for professionals with 3+ years of experience, especially in edtech sales. Salary: upto 6LPA + incentives. 2️⃣ Inside Sales Specialist Centered on tele-counseling and engagement with prospective students. Requires 2+ years of experience in counseling or sales. Salary: upto 4LPA + incentives. Who should apply? If you're looking for growth in a supportive, mission-driven environment, or know someone who is, fill out this quick form to express interest: https://lnkd.in/gJ4DQKew 💬 For job seekers: This isn’t just about filling roles; it’s about making meaningful matches. If these positions don’t resonate with your profile, feel free to connect. There’s always something new on the horizon. 💬 For tech employers: If you’re navigating similar hiring challenges or looking to connect with vetted tech talent, I’d be happy to collaborate and share insights. Together, we can redefine hiring amidst industry shifts and move forward.

An employer-driven market is no excuse for laziness 💪🏽 Because of well-documented layoffs in tech throughout 2023 and 2024 We’re now seeing a surplus of candidates across many roles 📈 Even niche technical roles where usually demand outstrips supply. If you’re a tech leader in the fortunate position to be hiring You may feel your job just got easier 🙋🏻♀️ And that you can put less effort into your hiring processes ❌ WRONG! ❌ Don’t make the fatal mistake of getting lazy with hiring 😴 Candidate experience is still ⭐ EVERYTHING ⭐ How you treat candidates in your hiring processes, from application to offer stage (And all the touch points in between) Speaks volumes about you and your business 📣 And will make a lasting impression (good or bad) Even in a buyer’s market, employers should still strive to: 💕 Reject candidates graciously 🗣️ Offer feedback whenever possible 💬 Avoid stretches of radio silence 🤩 Sell themselves, the role and the company with the same enthusiasm and passion as ever Treat candidates how you'd like to be treated, folks! You never know when the shoe might find itself on the other foot 👟 What's your experience been in this employer-driven market? As a hiring manager or as a candidate? (Maybe as both?!) Share your experience below 👇🏽 #AIjobs #hiring #RecruitmentTips #AIrecruitment ____________________________________________ 🔔 Follow me Kelly Gauthier for thoughts and feelings on AI and recruitment best practice 💻 Check out Higher - AI recruitment for our latest opportunities ♻ Repost to share with your network ✌🏽 Have a great day

Recently, I had a not-very pleasant but instructive chat with a client… *** *** *** *** *** *** *** *** *** Me: So, why did you decide not to hire this candidate? Yesterday you told me that he is exactly the one you need for your project. What happened? Client: Yes, he is really the best candidate and we`d like him on our team but…Our budget is too tight so I think maybe we could find someone cheaper… Me: That`s not a problem to find someone cheaper nowadays. Some so many developers will work for you almost for free but are you sure that the specialist who paid like that is qualified and skilled enough? Client: No. But hiring such a developer will save us costs! Me: Are you sure about this? As I know, hiring a specialist with low quality, less experience and too low pay will lead only to one this - failure. The quality of your product will be awful ( if your product is created at all) and no one will buy it from you. So, you`ll have to hire someone much better and begin from the start or…to close your business. Are you sure that “saving company`s cost” looks like that? Client: Well, no. I dreamed about this product being born for so long that I don`t want to fail…I guess you are right, George. When can we jump on a call to discuss hiring details? *** *** *** *** *** *** *** *** There are always tough times for some companies. And that`s a good decision to cut the costs. But please…don`t try to cut them on the quality of your employees and product if you want your company to be trusted, successful and in high demand. *** *** *** *** *** *** *** *** *** P.S. What lesson did you learn from saving costs on the wrong stuff? #storytime #hiring #developers #staffingservices

So I was a month late... the markets are picking up again! wahoo. I've got a few RevOps roles on right now, some which I will post, but also some which are confidential. An observation I've made over this last 3-6 months after speaking with several new clients is Recruitment agencies "dabbling" in RevOps roles. I often hear about this from new clients, because they had been using said agencies to help with their RevOps hire due to previous relationships. After the client receiving several candidates, in every instance the candidates have either not got the required experience or non-revelant to RevOps (madness). I've come in, firefighting to establish a solid process, qualification of the role and understand the challenges which the company are looking to solve with RevOps. Majority of the time the first candidate I send over gets the job. There's not a blanket approach when it comes to recruiting for RevOps, there are many variables, skills, challenges in which the company has, and finding the right candidate is pivotal for success. Unlike 99% of other recruiters out there, I've actually worked in SaaS/tech companies and understand the challenges both the candidates and clients face on a daily basis. This is why using a Niche recruitment agency, which focusses on 1 part of the business can pay dividends in both the short and long term growth. If you're looking for a RevOps recruiter Advisory service for your next RevOps function hires, rather than a CV flinger, then please reach out.

Have you ever been ghosted?☹️ Have you ever ghosted someone?🙈 We are just experiencing ghosting, the kind we as an org haven’t experienced before.🤯 We have been ghosted many times by prospective clients. Even after following up persistently, through multiple channels, I never heard back from them. I understand, I do it too. Not that I like doing it, but sometimes when the priorities, and the objectives change, you end up leaving the conversation hanging.🙈 I am not proud of it certainly.☹️ However, what’s been blowing my mind is getting ghosted and even blocked by candidates who had applied for hiring. That’s new!🤯😂 It feels weird honestly but I know it will happen.🫡 I only hope they are doing it as they land better opportunities.❤️ We are trying to figure out what better can we do with our hiring process to reduce cases of ghosting to minimum. Any thoughts and tips for us?😍 #saas #saasmarketing #hiring #hiringpost #ghosting #newhires

Fact #1: Every company is "doing" revenue operations Fact #2: Most companies are doing RevOps poorly due to lack of expertise. Or lack of a person in-seat to own that function. Fact #3: Finding, hiring, and retaining in-house RevOps pros is difficult & expensive. Solution? A fractional RevOps team. We call it “RevOps as a Service.” Outsourced, seasoned revenue experts who own strategy AND execution WITH your team. That's us. 🐶 (Puppy pic for the algorithm, we know what we’re doing with this one.)