Reflect any changes or additions

jony42$

We'll cover common customer success career paths, how to scale your team, and the qualities of your ideal customer success candidate. Creating a Customer Success Career Path within Your Organization A career path may sound simple, but getting on the right path can be tricky. Many other customer success professionals I know think career planning is a luxury. For a rapidly growing startup, or a brand new customer success team hiring its first few employees, I might agree with this.

However, once you start scaling your customer success team, it becomes necessary to spend time on Phone Number List this aspect. It’s useful to think about career paths in a Customer Success organization from three perspectives: How to join the Customer Success team with people from other parts of the company How to retain and grow existing team members How to use the talent developed within the team to develop the rest of the company It’s not just about how you chart career paths within your team, but also how people flow in and out. Addressing all of these challenges at once is difficult, so I would prioritize your starting point by asking some questions about your team.



How long will it take to fill an open position? Does it take too long? Are we working to hire the right level of external candidates? What is the attrition rate of our team? What is our average tenure on the team? What is the average ramp-up time for a team? When people leave, where do they go and why? What’s the team’s feedback on professional development? It may take a while to get answers to these questions, but it should illustrate where the priorities lie. For example, if you have a happy team that is moving up and staying, but is struggling to fill new positions in a timely manner, it makes sense to spend a lot of time thinking about career paths to feed your team from other departments.