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A former legal‑ops lead who pivoted into RevOps, Adi pairs process rigor with GTM creativity to squeeze maximum value from every lead—and every renewal dollar.
One of the best ways I have learnt what I know about RevOps is through the experience and recommendations of fellow RevOps professionals.
We’re just a few days away from the break. So, now seemed like a perfect time to launch our monthly roundup of blog posts for RevOps pros.
Check out September’s bonanza of actionable insights and learning from the RevOps pros.
While athletes were out there winning medals, let’s just say we found some gold in the realms of RevOps too, thanks to the writers.
Take it from me (RevOps guy here, hello!), if you are a RevOps fellow, these 10 blogs NEED to be on your reading list, if not on your to-dos
What should be the areas of focus during the initial days in RevOps? Here’s a guide for you to get started with it.
Listen to it anytime, anywhere! Play it in your living room or on the go, podcasts effortlessly slide into your routine.
Have you ever wondered what would happen if your RevOps person suddenly goes on leave for a week due to some emergency or quits abruptly?
There’s no guidebook solving every Ops issue we come across. That's why we need trailblazers who solve problems and share their learnings.
From documenting right to evaluating sales data for quality, many important topics have been brought to light.
RevOps is often stuck with tactical busywork, while they can be a true strategic partner. Learn how RevOps can make the shift to strategy.
There’s a whole avalanche of newsletters out there and it’s very easy to be buried under a pile of content that might or might not be of use
Take your time to understand what your sales compensation plans demand from a software and scrutinize vendor features before you decide.
In the first interview series of 'CC: Commission Chats', Jacqueline Zahniser from Cohesity talks about Compensation Management at scale, key trends, and more.
To set up an ideal compensation plan, you need to have the right incentive pay percentage which works for both the firm and the individual.
