Returning to the recruitment of our CSM talents, almost all the people in charge of customer success are giving feedback that people are too executive list hard to recruit! Especially for some SaaS companies in vertical industries, the talents of friends and merchants do not look down on each other, and the experience of talents in other industries does not match. So how can we recruit the right people? My experience is to lower the recruitment threshold! Especially executive list for the threshold of experience requirements. (Of course, except for the rich and powerful here, haha) The reason is: 1) There are really few CSM talents: SaaS has been executive list developing for a long time in China, that is, since 2015, it has only been 5 or 6 years, and most SaaS vendors are ERP software or traditional IT vendors for transformation.
Yes, it only took a year or two for the CSM position to really enter the public's field of vision, so it is conceivable that there are very few executive list people with CSM experience! 2) There are fewer talents with corresponding experience: after all, there are few SaaS in the general industry, and most of the SaaS is in vertical industries, so there are even fewer talents. 3) CSM can be cultivated: CSM is not a new species, but its work dimension has more executive list operational and sales requirements than implementation and customer service, more customer requirements than operations, and more services and sales than sales. Operational requirements, these skill trees can be lit.
Therefore, my suggestion is that for most small and medium-sized SaaS manufacturers, especially SaaS in vertical industries, appropriately reduce the requirements for experience, pay more attention to the underlying ability and comprehensive quality executive list of talents, honesty > logical ability > communication ability > empathy , plus points for industry background. Why is honesty so important, because if a person is not sincere or honest enough, it means that this person has a problem with values, or is very smart, and may have some style problems with customers, or even violate high-voltage lines. Internally, it is also better to cultivate , easy to executive list fight back to back. The reason why the logic ability ranks so high is that it can basically judge the candidate's learning ability and product ability in the later stage.