Like all positions at your company, you can choose to recruit internally, or hire an outside expert. If you promote from within, you’ll have someone who is familiar with the company and knows the ins-and-outs of the business and its personalities. However, hiring someone from outside the company can bring a fresh perspective and make it easier to identify ways to improve existing workflows. Whether you choose to hire internally or externally, here’s what you should look for in a candidate:
Regardless of whom you pick, you need to ensure that the new hire is committed to the success of the organization. They need to be the type of person who truly wants the company to succeed and will stay with you for years to come instead of simply looking at this job as a stepping stone to employment outside the company.
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You’ll need an admin who knows how to use the resources available to them. While CPQ providers will have tech support teams, you need someone who’s able to troubleshoot and figure things out on their own as much as possible. An admin should know how to use the resources provided with the software, and also know when to reach out to the tech support team when the solution is not apparent.
Your new CPQ admin needs to know how to assemble and regularly communicate with an internal team of experts and stakeholders. At a minimum, this should include representatives from sales, engineering, and production. This will help make sure that you’re getting the most out of your CPQ software and create buy-in across the company.
Your admin should have the ability to work with the end-users throughout the implementation process. Getting input from your sales team and customer base helps ensure that the newly implemented CPQ system is designed for the people who will actually be using it.
In addition to strong analytical, troubleshooting, and problem-solving skills, the ideal CPQ admin will need a number of technical proficiencies. Some of these include:
