ALL ROLES / REVOPS MANAGERS

Hire a RevOps manager who makes your pipeline numbers trustworthy

Not an agency on a retainer and not a fractional consultant who checks in once a week. One dedicated RevOps manager from Latin America who owns your CRM, your process and your reporting, on your hours.

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Clutch: 5.0/5

Trustpilot: 4.6/5

G2: 4.9/5

A team reviewing revenue charts and reports around a laptop

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

TOP RATED TALENT

Meet the talent you could hire

Six of the revenue and sales operations profiles already in the CloudTask talent network. Every card is built from the candidate record itself.

Get matched

How it works

How do I hire a RevOps manager?

You do one thing: interview. We handle everything else.

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

Review your matches

3 to 5 matches in 48 hours.

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

One owner for the revenue system

A dedicated RevOps manager on your team, not an agency that splits attention across clients or a consultant who visits once a week.

Same day as your sellers

Latin America and the Caribbean overlap the US working day, so a broken route or a bad report gets fixed while your team is still selling.

Verified on your stack

HubSpot, Salesforce, your sequencing tool, your enrichment and your reporting. Checked per candidate against the stack you name.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. Your revenue data cannot wait for a second search, so the guarantee covers the case where the fit is wrong.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

countries

across Latin America and the Caribbean

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Matching coordination
Worker payments
Compliance and employment administration
Onboarding support at day 0, 7, 30 and 60
Ongoing check-ins with the hire and with you
Time and activity tracking, on by default
Performance escalation
24-month replacement guarantee. Replacements not capped.
Health benefits available on request
Equipment benefits available on request

Stays with you

The work itself
Priorities and direction
Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Shortlist of matched candidates
Interview coordination
Offer support
6-month replacement guarantee. One replacement, same job description.

Yours when they accept

Employment and payroll
Compliance and employment administration
Ongoing management
Time and activity tracking
Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

		US Direct Hire	Staffing Agency
Time to First Interview	48 hours	3 to 6 weeks	2 to 4 weeks
Payroll & Compliance	Included on Managed Staffing	You manage	Included in rate
Vetting Process	Human + AI verified	You screen	Recruiter screened
Candidate spam	Screened out before you see a profile	Common	Low
Tool Verification	Verified per candidate	Self-reported	Rarely verified
Free Replacements	24 months on Managed Staffing, 6 months on Direct Hire	None	Variable

See all comparison

Testimonials

Trusted by teams that hire with us

LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.

David Barrett CEO, Expensify
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.

Tim Zheng CEO, Apollo.io
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.

Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in a RevOps manager

Anyone can build a dashboard. These are the capabilities that decide whether marketing, sales and customer success end up working from the same numbers.

Pipeline and lifecycle design

Stages with exit criteria people actually follow, a lifecycle model marketing and sales agree on, and handoffs that do not drop leads between teams.
CRM ownership and data hygiene

Required fields, deduplication, ownership rules and a clear answer to who can change what. Bad data is a process problem before it is a tool problem.
Lead scoring and routing

Getting the right lead to the right rep fast, and adjusting the rules when territories, segments or headcount change.
Reporting leadership trusts

Conversion, velocity and forecast views built on definitions everyone signed off on, so the weekly meeting discusses the business instead of the numbers.
Forecast discipline

A forecast process with clear categories and inspection, so the number you commit to the board is one you can defend.
Tool stack and integrations

Connecting CRM, sequencing, enrichment, billing and support tools so data moves once and nobody retypes it.
Alignment across teams

Running the process conversations between marketing, sales and customer success, and writing down the rules they agree to.
AI as a layer on the revenue system

Forecast assistance, account enrichment, call summaries and routing logic. Useful where it removes manual work, always checked against the data it runs on.

HIRING GUIDE

How to hire a RevOps manager

Most companies hire RevOps after the CRM has already become the problem. This guide covers what a RevOps manager owns, how a dedicated hire compares with an agency or a fractional consultant, where AI fits, and when you are not ready for the role.

What does a RevOps manager do?

A RevOps manager owns the system that turns activity into revenue: the CRM, the pipeline stages, the lifecycle model, routing, reporting and the tools around them. The goal is that marketing, sales and customer success work from one set of definitions and one set of numbers.

Day to day that means fixing what breaks, designing what is missing, and running the process conversations between teams so the rules are written down instead of remembered.

Should I hire a RevOps agency, a fractional consultant or a dedicated person?

An agency is the right purchase for a defined project: a CRM migration, a new lifecycle model, a reporting rebuild. You get a team that has done it before, and the engagement ends when the project does.

A fractional consultant works for a company that needs direction a few hours a week. A dedicated RevOps manager makes sense once the work is continuous: routing changes, new reports, data problems and requests from three teams every week. At that point the context about your business is most of the value, and a part-time relationship keeps losing it.

When should you not hire a RevOps manager yet?

When there is no repeatable sales motion to operate. If the founder still closes most deals and the process changes every month, a RevOps manager has nothing stable to build on.

It is also the wrong hire when the real need is one project with a clear end, such as moving to a new CRM. Buy that project from a partner, and hire RevOps when the system needs an owner after it is built.

How does AI fit into RevOps?

As a layer on top of the system, not a replacement for it. AI helps with forecast assistance, account enrichment, call summaries and suggested routing, and each of those depends on the CRM data underneath being clean.

A RevOps manager who uses AI well sets up those steps, checks their output against the source data, and keeps a human decision wherever a mistake would reach a customer or the board.

What should I look for in the interview?

Ask them to walk through a pipeline they redesigned: what was broken, which definitions changed, and how they got sales to follow the new stages. The answer should include the people problem, not only the tool configuration.

Then give them a real report from your CRM that nobody trusts and ask what they would check first. Good candidates start with definitions and data entry, not with the chart.

Red flags in RevOps manager candidates

Configuration as the whole story. A candidate who describes a pipeline redesign only in fields, stages and automations, with nothing about how sales was brought to follow it, has built a system people work around. Ask what they did when reps kept skipping the new stages.

The chart before the definitions. Hand them the report nobody trusts. If they start redesigning the chart instead of asking how each number is defined and entered, you will get a better looking version of the same wrong number.

Every problem is a tool problem. Bad data is a process problem before it is a tool problem. A candidate whose answer to duplicates, missing fields or dropped handoffs is always a new tool will grow your stack and leave the data as it was.

Rules nobody wrote down. RevOps runs the process conversations between marketing, sales and customer success and writes down what they agree. If they cannot describe a process document they wrote that teams still follow, your rules will live in their head.

AI output taken on trust. Ask how they checked a forecast suggestion or an enrichment result against the source data. A candidate who cannot say where they keep a human decision will let a mistake reach a customer or the board.

How long before a RevOps manager is effective?

Expect the first weeks to go on access, an audit of the CRM and conversations with each team lead. Quick fixes usually appear early; structural changes such as a new lifecycle model take longer because people have to adopt them.

The fastest ramp comes from agreeing on the top three problems before they start, rather than asking them to fix everything at once.

How much does a RevOps manager cost?

It depends on seniority, the size of your stack, the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.

Why hire a RevOps manager in Latin America?

Overlap. RevOps works in the same hours as the sellers and managers who depend on it, and Latin America and the Caribbean share most of the US working day.

The second reason is English. A RevOps manager writes process documents and runs meetings with every revenue team, and we screen that live on a call rather than inferring it from a profile.

How does CloudTask hire for this role?

You send the stack, the problems you need solved first and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

What is the difference between a RevOps agency and a RevOps manager?

An agency delivers projects for several clients and the engagement ends when the project does. A dedicated RevOps manager works only on your system, every day, and keeps the context about your business.

Is fractional RevOps enough?

For a company that needs direction a few hours a week, often yes. Once routing, reporting and data requests arrive every week, a part-time relationship falls behind and a dedicated person is the better fit.

Which CRMs can a RevOps manager work in?

Whichever you use. Tell us the stack, for example HubSpot or Salesforce plus your sequencing and enrichment tools, and we verify it per candidate before you see a profile.

Does a RevOps manager use AI?

Where it removes manual work: forecast assistance, enrichment, call summaries and routing suggestions. The data underneath has to be clean first, and that is still the core of the job.

How fast can a RevOps manager start?

You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first weeks for access, a CRM audit and agreement on the top problems to solve.

What is the $299 for?

It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.

Why is there no number on the monthly rate?

Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.

Who is the legal employer?

On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.

How does tracking work, and can I turn it off?

On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.

What happens if the person does not work out?

Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.

Is there a platform or subscription fee?

No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.