Enterprise software CRO search case study: how we hired a revenue leader who drove +35% ARR, improved win rates and built a global GTM operating cadence.
Client Overview
A Series C enterprise software company, generating approximately £60 million in annual recurring revenue (ARR), engaged Crexia Search to appoint a Chief Revenue Officer.
The company had established strong product-market fit and was scaling rapidly across EMEA and North America. However, the leadership team recognised the need for a more structured go-to-market model that could support the next stage of growth.
The successful CRO would be responsible for aligning Sales, Marketing, Solutions Engineering, and Customer Success while creating greater predictability across revenue performance.
The Challenge
While revenue growth remained strong, forecasting accuracy varied significantly and sales execution differed across regions. Pipeline quality, qualification standards, and management practices lacked consistency, making it difficult to scale effectively.
The board wanted a proven revenue leader who could build a repeatable operating cadence, improve forecast reliability, and lead larger enterprise opportunities without disrupting existing momentum.
Our Search Strategy
We began by defining the capabilities required for success rather than focusing solely on title or sector experience.
Together with the CEO and board, we identified four critical requirements:
Proven experience scaling enterprise software organisations
Strong operational discipline and forecasting accuracy
Expertise in complex, high-value enterprise sales
The ability to develop and elevate leadership teams
Our research focused on CROs and senior sales leaders who had successfully scaled international go-to-market organisations, managed large enterprise sales motions, and partnered closely with investors and boards.
Rather than limiting the search to direct competitors, we mapped a broader market of high-growth software companies with similar commercial complexity and growth trajectories.
Candidate Assessment
Candidates were evaluated against a structured scorecard covering commercial results, leadership capability, operational excellence, and cultural alignment.
Finalists presented their approach to the role through a 90-day go-to-market plan and executive business review. The assessment process focused on how each candidate would improve forecasting, drive accountability, strengthen leadership capability, and support sustainable growth.
References were designed to validate performance, leadership impact, and long-term organisational outcomes.
Search Outcome
The successful candidate brought experience leading global revenue organisations through multiple growth stages and had a strong record of improving commercial performance at scale.
The search was completed in nine weeks from launch to offer acceptance.
Here is the search snapshot
Time to hire: 9 weeks
Longlist reviewed: 120+ executives
First shortlist: 7 candidates
Final panel: 3 candidates
Diversity representation at first round: 50%
Results
Within 12 months of joining, the new CRO had implemented a structured operating rhythm across the revenue organisation and established greater consistency across regions.
Key outcomes included:
35% increase in ARR
8-point improvement in win rates
18% reduction in average sales cycle length
Board-level forecasting cadence established
Leadership upgrades across three regional revenue teams
RevOps repositioned as a strategic business partner
The appointment provided more than additional revenue growth. It created a scalable commercial operating model capable of supporting the company’s next phase of international expansion.
This search remains a strong example of how a focused executive search process can help high-growth software companies secure transformational revenue leadership.