If a company is looking or an ops role with heavy revenue or go-to-market focus as well as a large people/culture focus, is that a unicorn that you really need to break into two separate roles (ie COO & VP of Operations) or is that generally what you will find in most recruits for that role?
The folks I know who are great at both GTM and People/Culture are current or aspiring CEOs. So you could find a CEO-in-training as a COO.
Does GTM and People/Culture need a leader or just operational rigor and support? If they need operational help, then I'd start with a talented, hungry Ops Manager/Specialist. Enough experience that dept heads will listen to their recommendations, but can do hands-on work too. Plus, potential to grow into a larger role.
If a company is looking or an ops role with heavy revenue or go-to-market focus as well as a large people/culture focus, is that a unicorn that you really need to break into two separate roles (ie COO & VP of Operations) or is that generally what you will find in most recruits for that role?
Great question. Annoying answer: it depends :)
The folks I know who are great at both GTM and People/Culture are current or aspiring CEOs. So you could find a CEO-in-training as a COO.
Does GTM and People/Culture need a leader or just operational rigor and support? If they need operational help, then I'd start with a talented, hungry Ops Manager/Specialist. Enough experience that dept heads will listen to their recommendations, but can do hands-on work too. Plus, potential to grow into a larger role.
That makes sense. Thank you. Ops Manager/Specialist it is!
Utilization for those with staff who bill for their time.