In this episode of How I Hire, Andy Mowat speaks with James Roth, Chief Revenue Officer at ZoomInfo, about his systematic approach to executive hiring at scale. Having risen from door-knocking outside sales to leading GTM at the company behind the literal GTM ticker symbol, James reveals how ZoomInfo maintains hiring velocity while raising the bar—processing thousands of applications for senior roles while consistently identifying transformational talent. His frameworks challenge hiring orthodoxy and expose the operational realities of talent acquisition at publicly traded SaaS companies.

Topics discussed:

The organizational design trap of proliferative C-suite titles—why "Chief Customer Officer" reporting to a "Chief Revenue Officer" creates catastrophic metric misalignment, and James's framework for determining when executive roles should be peers versus hierarchical based on outcome ownership.
The "calculator test" interrogation methodology for sales hires—how asking candidates to pull out calculators and walk through quota math, accelerator tiers, and deal timing exposes the difference between genuine 300% achievers and those gaming ramp periods or small quotas.
Why 90% of VP+ hires come from ZoomInfo's customer and vendor ecosystem rather than posted roles—the systematic approach to tracking prospects across 3+ year cycles and leveraging the unique advantage of selling directly to GTM executives who become hiring targets.
The three-minute constraint framework that replaces traditional behavioral interviews—"Tell me who you are and why you're here in exactly three minutes" as a forcing function to evaluate message discipline, prioritization under pressure, and executive presence without scripted responses.
Performance-background candidate sourcing beyond traditional athletics—targeting former founders, professional performers, and anyone conditioned to harsh feedback cycles, contrasting this with candidates from "everybody gets a trophy" environments who crumble under constructive criticism.
Strategic CEO involvement architecture—James's model for identifying specific hiring categories (upmarket roles, remote candidates, manager+ levels) that require executive oversight versus granting complete autonomy, avoiding the bottleneck trap while maintaining quality control.
The daily one-on-one onboarding intensive—forcing new executives through 50+ stakeholder meetings in 30 days, immediate MOR presentation accountability at 2.5 weeks, and structured "pop quiz" knowledge validation to compress traditional 6-month learning curves.
Leveraging sales prospect intelligence for talent acquisition—systematically tracking exceptional performers who attempt to sell to ZoomInfo leadership, building multi-year talent pipelines through vendor relationship management and customer success touchpoints.

ABOUT YOUR HOST:

Andy Mowat has built GTM engines for top companies throughout his career. He led Revenue Operations and Demand Gen at four unicorns, including scaling from $10M to $100M ARR at both Upwork and Culture Amp, and helping guide Box and Carta through IPO scale. With a passion for connecting people, Andy has advised executives on their careers for years and launched Whispered to make searching for executive roles less intimidating.

Learn more about about Whispered: www.whispered.com

Interact with AI Andy: www.whispered.com/whisper-search

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