What you'll find in this case
How we hired a COO for Incision in just 5 weeks
Our strategy for recruiting B2B SaaS leadership
Lessons on structuring teams for rapid growth
Incision gives surgical professionals access to shared experiences, skills, and expertise by providing tools to get OR teams quicker and more thorough preparation for the Operating Room. Their “digital assistant”—a mobile app—helps members of the surgical team to learn visually, prepare, and align with one another on their daily work.
Incision believes in sharing surgical skills and making high-quality surgical knowledge available to everyone. That's why they created Incision—to enable continuous surgical improvement that leads to better outcomes for everyone.
The challenge
Hiring a COO with experience in B2B SaaS
The Incision team found themselves in an interesting phase. New product features are generating traction in the market, new territories are opening up fast, and the team/market is expected to double in the next 12 months.
The management team decided to look for an experienced Chief Operating Officer to cover 2 urgent needs:
1. Create scalability & structure: Setting up the teams for success. Create alignment between commercial and product teams, and make everyone work via shared targets and OKR’s.
2. Setting up support teams to facilitate new product strategy: With a strategy moving towards product-led growth, the need for a structured onboarding & support department is getting urgent. The COO will be leading the buildup of this team.
Together we started looking for a COO who has been in B2B SaaS environments with similar challenges.
The approach
An extensive onboarding process was the key to success. We conducted a general audit to gather information about the company, role, and ideal candidate profile. As the Incision management team is relatively small, there were meetings with every individual as well to make sure all preferences and needs were covered and everyone had an equal say in the profile we would be looking for.
We set up a team with our most experienced C-level recruiters who were able to activate interesting candidates within a week when the interview process started. In the end, it turned out that the ideal candidate was the second candidate Incision spoke to in the first round of interviews.
The result
Incision interviewed people from different backgrounds and seniority levels to get a good understanding of what the market had to offer. Also, this helped to eventually understand who would be the right candidate. A very efficient interview process from both Incision and Taleron helped to successfully fulfill the role within 5 weeks.
Share this case
Finding the missing link within the leadership team at Incision
5
weeks
time to hire
6
candidates
on interview
1
COO
added to the team
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