Revenue operations is the fastest growing commercial function in UK businesses and the one most companies hire badly. We place RevOps, sales operations, customer success and delivery talent across the UK.
| Specialty | Revenue operations, sales operations, marketing operations, customer success, renewals and account management, commercial delivery and business operations. |
|---|---|
| Services | Contingency and retained search, confidential replacement searches, executive search, talent mapping, salary benchmarking and market intelligence. |
| Sectors | Technology and SaaS, AI, fintech, energy, telecoms, logistics, professional services and scale-ups between Series A and Series C. |
| Coverage | Reading, the Thames Valley, London and nationwide across the UK. |
| Location | Based in Twyford, Berkshire RG10 9AE. Independent agency, not a branch of a national network. |
| Rating | 4.9 out of 5 from 88 Google reviews. 94% client retention rate. |
| Typical timescale | Vetted shortlist within 48 hours of brief. Average 14 days from brief to offer. CV to hire ratio of three to one. |
Revenue operations barely existed as a named function in the UK five years ago. It is now one of the most requested roles we take briefs for, and one of the most commonly mis-hired, because businesses often do not agree internally on what the role is for.
Some want a reporting and forecasting function. Some want a systems owner. Some want a commercial strategist who happens to be good with data. Those are three different people, and hiring the wrong one wastes a year.
Forecasting, pipeline hygiene, territory and quota design, commission plan structure, commercial reporting. The role that makes a sales organisation measurable rather than anecdotal, and the first operational hire most scale-ups should make.
CRM ownership, process design, sales enablement infrastructure, deal desk. Closer to the sales floor than RevOps and more tactical, often the right first hire in a smaller team.
Onboarding, adoption, retention, expansion and renewal management. Increasingly carrying a number of their own, which changes what good looks like: the strongest CS hires now screen much more like account managers than support leads.
Order management, contract administration, billing operations, commercial analysis and process improvement. The roles that keep revenue actually collectable.
The most useful half hour you can spend before starting an operations search is agreeing internally what the first twelve months should produce. A clean forecast. A working commission plan. A CRM people actually use. A renewal process that does not depend on one person remembering.
Those point at different candidates. We will push on this at the brief stage because it saves a mis-hire later, and we will tell you if what you have described needs two people rather than one.
Sales operations is typically closer to the sales floor and more tactical: CRM ownership, process, enablement, deal desk. Revenue operations is broader, spanning sales, marketing and customer success, and usually owns forecasting, territory and quota design and commercial reporting across the full revenue function.
Usually when forecasting stops being reliable, commonly somewhere between eight and fifteen sellers. Before that, a sales operations hire or a capable Sales Manager normally covers it. After it, the absence shows up as forecast accuracy problems and commission disputes.
Increasingly both. Customer success and renewals roles are more often carrying a retention or expansion number, which means the strongest candidates screen much more like account managers than support leads. We assess against whichever model the role actually uses.
Most often the business has not agreed internally whether it wants a reporting function, a systems owner or a commercial strategist. Those are three different people. We press on this at brief stage because the mismatch is the most common cause of failure.
Yes. We recruit across energy, telecoms, logistics, professional services and financial services as well as technology and SaaS.
Tell us what you are hiring for and we will tell you honestly whether the brief is achievable at the budget approved. Vetted shortlist within 48 hours.
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