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Jose Fernandez
Vice President of Revenue Operations at Intapp
Jose Fernandez is the Co-founder and CEO of a stealth Revenue Operations (RevOps) startup located in the San Francisco Bay Area. He has over 15 years of executive experience in managing sales, operations, and engineering teams across various technology companies.
Career Background
Before founding his current startup, Fernandez held significant roles in several well-known companies:
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Vice President of Revenue Operations at Intapp (October 2018 - Present): He worked to enhance operational efficiency for legal and professional services firms, contributing to a client base that includes major global law and accounting firms.
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Head of Sales Operations and Sales Development at Segment (October 2017 - June 2018): Here, he focused on building sales operations and development teams, implementing sales strategies, and enhancing sales enablement.
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VP of Sales Operations at MongoDB (October 2016 - October 2017): Fernandez transformed sales processes and technology to optimize sales teams for scalability.
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Head of Global Sales Development at Google (April 2013 - October 2016): In this role, he led the sales development team, focusing on customer acquisition and sales opportunities.
Fernandez holds a Bachelor of Science in Physics from Universidad de Cantabria, a Master of Engineering in Computer Science from Cornell University, and an MBA from Harvard Business School.12
Highlights
We are getting incredible traction on working with companies to help them fill their roles. Huge wave of amazing new roles about to go live. If you're looking for a job, make sure you follow JOBS by allUP
Last week I shared that we were seeing the market improve for job seekers. The process is still brutal though in terms of competition for roles, number of interviews and amount of time it takes. It's worth talking about what has changed in companies that is causing this.
In the zero interest rates world managers were rewarded for how quickly they could grow their teams. Now they are evaluated on their ability to do more with less.
While hiring is increasing, it's at a much smaller scale than we've historically seen. Where a manager might have gotten allocation to hire 3-5 people in the past, they're only getting approved for one now. This means that managers are much more cautious about how they "spend" that hire and are looking for people that have the skillset to fill a bunch of gaps. The manager will just keep interviewing until they are positive they're getting a unicorn that can solve all their problems.
In parallel, hiring managers are getting a huge amount of applications for every open role. There are a ton of people looking and it's gotten easier than ever to apply for jobs (not to mention people using chatgpt on resumes makes it harder to tell which candidates are actually qualified).
This creates a bunch of weird challenges. A lot of the support structure that was in place to help hiring managers has been reduced. Talent and recruiting teams are some of the hardest hit by reductions over the last couple years. This is where a lot of the process of evaluating and engaging with candidates starts breaking down and interview timelines drag way out.
It's getting better but it's still a mess.
For candidates, I am hoping that understanding some of these challenges can help with the mental and emotional sides of the job search. It's not that companies are assholes (though sometimes they are), it's often that their internal realities have totally changed. It's not that you aren't talented, capable and valuable. It's that the whole system is clogged up.
