RevOps job postings are outpacing hires so fast that one company is running the same search on two continents

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One company running two concurrent global Head of Revenue Operations searches simultaneously, in different regions, at the same time — one example pulled from a broader scan of RevOps-related hiring-plan signals ZoomInfo tracked over the past 13 months (June 2025–July 2026).

That’s not a company being indecisive. It’s a company that genuinely can’t find the person fast enough in either market, and the tracking shows several other companies with RevOps roles that have sat open for weeks.

The scale behind that single example is large: Revenue operations has become one of the fastest-growing job categories in the country, with more than 174,000 open positions listed on ZipRecruiter recently.

The demand isn’t a blip. Gartner predicted in 2021 that 75% of the highest-growth companies would operate a formal RevOps model by 2025, up from less than 30% a few years earlier. Industry tracking since suggests the share of companies with a dedicated RevOps function has grown from roughly a third in 2020 to nearing half today. Though that particular adoption figure is a directional industry estimate rather than a single, clean, citable study, it’s worth knowing.

Titles are growing faster than talent. That’s the plain read on the gap between how fast companies are standing up RevOps functions and how many qualified people exist to fill them.

Why the role is so hard to fill

RevOps sits at the intersection of three skill sets that rarely live in one person: systems and data fluency (CRM administration, reporting, integration), commercial judgment (understanding what a sales or marketing team actually needs from the data), and process design (building the workflows that connect the two).

Most candidates come in strong on one or two of these and thin on the third. Combine that with a role that’s only existed at scale for a handful of years — there’s no deep, decades-old talent pipeline to draw from the way there is for, say, sales or finance leadership.

Revenue Operations Alliance survey data found 76% of RevOps job descriptions list collaborative, cross-functional skill as the top requirement, ranked above technical proficiency. That lines up with why the role is hard to fill from a single, pre-existing talent pool: Most hiring processes are searching for someone strong across all three dimensions, systems, commercial judgment, and cross-functional collaboration at once, not just the technical one.

What GTM teams can do about it now

Waiting for a perfect external candidate is proving to be a slow strategy, given how long these roles are sitting open. The more workable path for a lot of organizations is building the role internally by taking someone with strong systems fluency from sales operations or a data-adjacent function and investing in the commercial and process-design skills. It’s a longer runway than a clean external hire, but a more realistic one given how thin the external candidate pool is.

The RevOps hiring gap isn’t closing on its own. Companies that treat it as a build problem, not just a search problem, are more likely to actually fill the seat this year instead of running the same open request into next.

This story was produced by ZoomInfo and reviewed and distributed by Stacker.