{"id":147187,"date":"2026-09-30T07:00:28","date_gmt":"2026-09-30T11:00:28","guid":{"rendered":"https:\/\/www.n2growth.com\/?post_type=white-papers&#038;p=147187"},"modified":"2026-09-30T09:03:08","modified_gmt":"2026-09-30T13:03:08","slug":"chief-revenue-officer-hiring-and-profile-research","status":"publish","type":"white-papers","link":"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/","title":{"rendered":"Directeur des revenus\u00a0: tendances 2026\u00a0: recruter pour assurer la croissance future"},"content":{"rendered":"<section class=\"l-section wpb_row us_custom_c320f359 height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_2-3 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_middle type_default stacking_default\"><div class=\"wpb_column vc_column_container us_custom_57552547\"><div class=\"vc_column-inner\"><div class=\"w-hwrapper valign_top align_none\" style=\"--hwrapper-gap:1.1rem\"><div class=\"w-image us_custom_976b9469 align_none\"><div class=\"w-image-h\"><img decoding=\"async\" width=\"500\" height=\"142\" src=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2019\/05\/N2Growth-Logo-Dark.png\" class=\"attachment-full size-full\" alt=\"N2Growth Executive Search Logo Dark\" loading=\"lazy\" srcset=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2019\/05\/N2Growth-Logo-Dark.png 500w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2019\/05\/N2Growth-Logo-Dark-300x85.png 300w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/div><\/div><div class=\"w-separator layout_vertical with_line style_solid color_custom valign_middle text_orient_down\" style=\"--line-thickness:2px;--line-color:#cfcfcf;\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-image us_custom_e791cc64 has_height align_none\"><div class=\"w-image-h\"><img decoding=\"async\" width=\"1000\" height=\"233\" src=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue.png\" class=\"attachment-full size-full\" alt=\"Randstad Enterprise\" loading=\"lazy\" srcset=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue.png 1000w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue-300x70.png 300w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue-18x4.png 18w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue-150x35.png 150w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/div><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:2rem\"><\/div><div class=\"w-post-elm post_taxonomy us_custom_6df4bc3a intcate has_text_color style_simple color_link_inherit\"><a class=\"term-11367 term-sales-marketing\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers-categories\/sales-marketing\/\">Sales &amp; Marketing<\/a><\/div><div class=\"w-separator size_small\"><\/div><h1 class=\"w-post-elm post_title us_custom_e9ac96fe has_text_color color_link_inherit\">Chief Revenue Officer 2026 Trends: Hiring the Future of Growth<\/h1><p style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_f6deb039\" >A joint report by N2Growth and Randstad Enterprise<\/p><div class=\"w-hwrapper valign_middle align_none\" style=\"--hwrapper-gap:0.7rem\"><time class=\"w-post-elm post_date entry-date published\" datetime=\"2026-09-30T07:00:28-04:00\" itemprop=\"datePublished\">30th septembre 2026<\/time><div class=\"w-btn-wrapper align_none\"><a class=\"w-btn us-btn-style_4 us_custom_4ca8aa8f text_none icon_atleft\" target=\"_blank\" href=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Chief-Revenue-Officer-2026-Trends-Hiring-the-Future-of-Growth.pdf\" aria-label=\"Button\"><i 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vc_column_container\"><div class=\"vc_column-inner\"><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container us_custom_3669c25d has_bg_color\"><div class=\"vc_column-inner\"><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#Key_takeaways\" >Key takeaways<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#This_report_is_for\" >This report is for<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#From_analog_to_AI_why_the_CRO_exists_and_why_it_is_changing\" >From analog to AI: why the CRO exists and why it is changing<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#The_evolving_profile_of_revenue_leadership\" >The evolving profile of revenue leadership<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#What_are_the_four_types_of_CRO\" >What are the four types of CRO?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#What_is_the_future_of_growth\" >What is the future of growth?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#Whats_next_Hiring_and_becoming_the_CRO_of_2026\" >What\u2019s next? Hiring and becoming the CRO of 2026<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#Methodology\" >Methodology<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#FAQs\" >FAQs<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#Connect_with_the_authors_behind_the_research\" >Connect with the authors behind the research<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.n2growth.com\/fr\/white-papers\/chief-revenue-officer-hiring-and-profile-research\/#About\" >About<\/a><\/li><\/ul><\/nav><\/div>\n<h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:400;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_88b86cca\" ><span class=\"ez-toc-section\" id=\"Key_takeaways\"><\/span>Key takeaways<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"w-hwrapper valign_middle us_custom_53d985ca has_text_color align_none\" style=\"--hwrapper-gap:0.5rem\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>The CRO is a growing role.<\/strong> Today, 32.8% of S&amp;P 500 companies have a CRO, and four in ten of those seats (67 of 164) have been created since 2022. Adoption rose across every major industry, and is now highest in technology (45.2%) and, more surprisingly, agriculture, energy, and natural resources (40.6%).<\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-hwrapper valign_middle us_custom_53d985ca has_text_color align_none\" style=\"--hwrapper-gap:0.5rem\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Companies are redefining the job as general management, not senior sales.<\/strong> General management is now the single largest route into the chair, accounting for 47.7% of S&amp;P 500 appointments since 2023, up from 40.4%. Customer success has meanwhile all but vanished as a pathway there, falling from 7.7% to 0.9%. Across our cross-index composite the shift toward general management is sharper still, from 34.9% to 46.3%.<\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-hwrapper valign_middle us_custom_53d985ca has_text_color align_none\" style=\"--hwrapper-gap:0.5rem\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>When companies do look outside, they rarely look outside their industry.<\/strong> Externally appointed S&amp;P 500 CROs came from the same industry 72.3% of the time, and 75.0% of the time across the composite. That is the inverse of the pattern we found among CHROs, where external appointments more often come from a different industry than the same one. Boards treat revenue leadership as sector-specific knowledge rather than a transferable discipline.<\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-hwrapper valign_middle us_custom_53d985ca has_text_color align_none\" style=\"--hwrapper-gap:0.5rem\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>There is no single CRO job.<\/strong> A cluster analysis of 457 CRO job descriptions found four distinct archetypes: the commercial operator (28.0%), the growth integrator (31.5%), the value architect (23.8%), and the industry specialist (16.6%). Titles do not predict which one a company is hiring, as CRO, CGO, CCO, CBDO, and CSO all appear across clusters. Boards need to define the mandate that matches their business moment before beginning the search.<\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-hwrapper valign_middle us_custom_53d985ca has_text_color align_none\" style=\"--hwrapper-gap:0.5rem\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>The cloud-era CRO peaked in 2023.<\/strong> The role exists because digital and cloud systems collapsed the distance between marketing, sales, product, and customer success, making coordination possible for the first time. AI is now rewiring those same functions, which means the CRO of 2026 and beyond will be asked not only to coordinate the revenue engine but to redesign it from the bottom up. Boards hiring for the version of the job that worked in 2023 will get the wrong leader.<\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-hwrapper valign_middle us_custom_53d985ca has_text_color align_none\" style=\"--hwrapper-gap:0.5rem\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>We built the broadest dataset yet on the CRO position to give a full picture of the role and who holds it.<\/strong> The most widely repeated finding about the CRO, that companies with one outgrow their peers by 1.8x, rested on the eleven Fortune 100 companies that had the role at the time. This study draws on more than 28,000 data points across 2,439 companies in five indices, public and private, from mid-caps to the world&#8217;s largest firms, gathered from 10-Ks, DEF 14As, corporate disclosures, a proprietary database, and public professional profiles. To help boards understand their options better, we conducted a separate analysis of 457 CRO job descriptions that revealed four distinct CRO archetypes: the commercial operator, the growth integrator, the value architect, and the industry specialist.<\/p>\n<\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>What do businesses need to understand about how revenue leaders, including Chief Revenue Officers, Chief Growth Officers, Chief Commercial Officers, Chief Client Officers, Chief Business Development Officers, and Chief Sales Officers, are shaping growth today?<\/p>\n<p>What kind of revenue leader do companies need as AI changes the logic of growth, and how should current and aspiring leaders prepare for the next era of revenue leadership?<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"This_report_is_for\"><\/span>This report is for<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Boards and CEOs<\/strong><br \/>\nwho want to understand the present and future of revenue leadership and, when the time comes, how to hire the right CRO for their organization.<\/p>\n<p><strong>Current CROs<\/strong><br \/>\nwho want to understand how the role is changing in 2026 and beyond, and what that means for the revenue engines they are running now.<\/p>\n<p><strong>and aspiring CROs<\/strong><br \/>\nwho want to understand where the role is headed, what companies increasingly value in CRO candidates, and how to prepare for the next era of revenue leadership.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"From_analog_to_AI_why_the_CRO_exists_and_why_it_is_changing\"><\/span>From analog to AI: why the CRO exists and why it is changing<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>In 2023, the CRO role made headlines.\u00b9 LinkedIn ranked it the fastest-growing role.\u00b2 McKinsey declared that Fortune 100 companies with a CRO outgrew their peers by 1.8x.\u00b3 Boards, CEOs, founders, investors\u2014everyone, it seems\u2014believed the role keyed growth, and thousands of CRO positions were created across the globe.<\/p>\n<p>The CRO wasn\u2019t merely a trend. The role is the organizational consequence of a technological sea change. In analog systems, physical and temporal distance forced marketing, sales, product, and customer success apart. Sales was organized by geography, marketing\u2019s reach came through one-way mass media, product was built years before anyone used it, and customer success came after the sale, when it existed at all. The internet and cloud computing collapsed those distances. Customers became continuously reachable, functions became mutually intelligible through shared data, and separations that had once been necessary became vestigial. Now, thanks to digital and cloud computing, one person can run, or at least coordinate, the whole system.<\/p>\n<p>The same thing is now happening again with AI. The technology underneath the revenue engine is already starting to change how each of those functions operates and how they interrelate. It will also change the customers\u2019 buying journey and how they meet the company\u2019s messaging, selling, product, and service.<\/p>\n<p>This second reworking of the revenue engine\u2019s technological infrastructure will put new pressure on CROs, and of a different kind. Beyond coordinating functions that are relatively operationally standardized due to shared software tools and platforms, they will now be asked to ensure that bespoke solutions across marketing, sales, product, and customer success fit together as a coherent system, even as the revenue engine\u2019s parts are customized in ways that were previously impossible. More than that, CEOs will increasingly look to the CRO not just to streamline differing functions, but to develop a differentiated revenue model that takes advantage of the company\u2019s unique capabilities and value proposition, translating the CEO\u2019s vision for growth into a revenue engine that no competitor can simply replicate.<\/p>\n<p>In short, efficiency gains are only part of the story. AI, like the cloud before it, is rewiring each of these functions so fundamentally that the leadership of revenue is already beginning to be reinvented. <strong>The cloud-era CRO peaked in 2023. Now is the time for the CRO of 2026 and beyond.<\/strong><\/p>\n<p>Our full account of this shift, and what it presages for the next era of growth leadership, is in the <a href=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Chief-Revenue-Officer-2026-Trends-Hiring-the-Future-of-Growth.pdf\" target=\"_blank\" rel=\"noopener\">white paper<\/a>.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"The_evolving_profile_of_revenue_leadership\"><\/span>The evolving profile of revenue leadership<span class=\"ez-toc-section-end\"><\/span><\/h2><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_4b89e1e4\" >Who has a CRO?<\/h3><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Organizations are increasingly turning to CROs to drive growth. Today, 32.8% of S&amp;P 500 companies have a CRO. Four in ten of those companies (67 of 164) did not have a CRO in 2022.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>32.8% of S&amp;P 500 companies now have a CRO, up significantly from 2022<br \/>\n<\/strong>Of the 164 S&amp;P 500 companies with a CRO in 2026, 67 of them did not have one in 2022<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"g-cols wpb_row us_custom_9cbc772d via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-1\" class=\"impreza-frm-chart-container\" data-chart-type=\"step\" data-title=\"Step Chart\" data-frm-chart-labels=\"2022;2026\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[19.4,32.8]\" style=\"width:100%;height:350px;min-height:50px;\" data-frm-chart-legends=\"\" data-frm-chart-colors=\"#229B92; #F2853D; #1B1D1F\" data-frm-chart-extra=\"[]\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. The 2022 figure counts companies with a CRO today that also had one in 2022.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Fastest-growing companies adopt CROs at nearly twice the rate of global large-caps<\/strong><br \/>\nPercent of companies with a CRO (2026)<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row via_grid cols_4 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-2\" class=\"impreza-frm-chart-container\" data-chart-type=\"pie\" data-title=\"Pie Chart\" data-frm-chart-labels=\"Forbes Global 2000\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[16]\" style=\"width:100%;height:200px;min-height:50px;\" data-frm-chart-legends=\"\" data-frm-chart-colors=\"#F2853D\" data-frm-chart-extra=\"{&quot;is_half&quot;:&quot;&quot;}\">Chart would be displayed here<\/div><\/div><\/div><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-3\" class=\"impreza-frm-chart-container\" data-chart-type=\"pie\" data-title=\"Pie Chart\" data-frm-chart-labels=\"Fortune 100 Fastest-Growing Companies\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[29]\" style=\"width:100%;height:200px;min-height:50px;\" data-frm-chart-legends=\"\" data-frm-chart-colors=\"#F2853D\" data-frm-chart-extra=\"{&quot;is_half&quot;:&quot;&quot;}\">Chart would be displayed here<\/div><\/div><\/div><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-4\" class=\"impreza-frm-chart-container\" data-chart-type=\"pie\" data-title=\"Pie Chart\" data-frm-chart-labels=\"Forbes America\u2019s Top Private Companies\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[16.6]\" style=\"width:100%;height:200px;min-height:50px;\" data-frm-chart-legends=\"\" data-frm-chart-colors=\"#F2853D\" data-frm-chart-extra=\"{&quot;is_half&quot;:&quot;&quot;}\">Chart would be displayed here<\/div><\/div><\/div><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-5\" class=\"impreza-frm-chart-container\" data-chart-type=\"pie\" data-title=\"Pie Chart\" data-frm-chart-labels=\"Forbes America\u2019s Most Successful Mid-Cap Companies\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[29]\" style=\"width:100%;height:200px;min-height:50px;\" data-frm-chart-legends=\"\" data-frm-chart-colors=\"#F2853D\" data-frm-chart-extra=\"{&quot;is_half&quot;:&quot;&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Just under one in three (29.0%) companies on the Fortune 100 Fastest-Growing Companies list have a CRO. Forbes America\u2019s Most Successful Mid-Cap Companies show the same rate (29.0%).<\/p>\n<p>Forbes Global 2000 tells a different story, with only 16.0% of companies currently having a CRO, and many of the companies on that list that have a CRO are based in the U.S., further deflating the share of non-U.S. firms that have a CRO. Because the CRO-led revenue model started in the U.S., the lower Global 2000 rate may reflect a later position on the adoption curve rather than a judgment that the model does not fit. If so, the coordination gains U.S. adopters have been building remain available to companies outside the U.S.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>CRO adoption is rising across industries, with tech leading the way<\/strong><br \/>\nPercent of S&amp;P 500 companies with a CRO, by industry, 2022 vs. 2026<\/p>\n<\/div><\/div><div class=\"w-separator size_custom\" style=\"height:1rem\"><\/div><div class=\"g-cols wpb_row us_custom_afd70fe2 via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-6\" class=\"impreza-frm-chart-container\" data-chart-type=\"dotplot\" data-title=\"Across Industries\" data-frm-chart-labels=\"Agriculture, Energy, and Natural Resources; Business and Professional Services; Consumer; Financial Services; Healthcare and Life Sciences; Industrials; Technology, Media, and Telecommunications\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[29.7, 12.9, 17.7, 11.5, 19.7, 14.6, 28.6],[40.6, 19.4, 36.7, 29.5, 31.1, 22.3, 45.2]\" style=\"width:100%;height:500px;min-height:50px;\" data-frm-chart-legends=\"2022; 2026\" data-frm-chart-colors=\"#229B92;#F2853D\" data-frm-chart-extra=\"[]\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. The 2022 figure counts companies with a CRO today that also had one in 2022.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Between 2022 and 2026, the share of S&amp;P 500 companies with a CRO increased across every major industry. Adoption correlates more closely with the technology shaping a company\u2019s relationship with its customers than with the type of product or service sold.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_4b89e1e4\" >Who are organizations hiring to be their CROs?<\/h3><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_735b2e0c\" >Which function areas do companies prioritize when hiring CROs?<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>What are companies prioritizing now?<\/strong> General management experience, which rose from 40.4% of hires in 2022 and prior to 47.7% among appointments hired since 2023. Sales rose over the same period as well (32.7% to 39.3%), but only in the S&amp;P 500. In our cross-index composite, the sales share was flat while general management gained more than eleven points. General management is now the single largest route into the role in both. We expect this trend to continue. As the role matures, leading companies increasingly understand that the CRO is not simply the senior-most sales (or marketing or customer success) role. It is an enterprise leadership position that requires cross-functional management and the ability to engage the board and CEO.<\/p>\n<p>The smaller functional routes remain viable paths for some, but are still relatively rare. Marketing fell from 5.8% to 4.7% and customer success from 7.7% to 0.9%.<\/p>\n<p>Our cross-index composite, which combines the S&amp;P 500 with four other indices (altogether covering 2,439 distinct companies), has similar findings.\u2074 General management rose from 34.9% of the earlier cohort to 46.3% of those hired since 2023. Nearly half of all newly hired CROs in the composite now come from general management positions, matching what we found in S&amp;P 500 companies.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>General management is the leading route into the CRO role<\/strong><br \/>\nS&amp;P 500<br \/>\nPercent of CRO hires by previous function area, 2022 and prior vs. 2023 and since<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row us_custom_b1a30010 via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-7\" class=\"impreza-frm-chart-container\" data-chart-type=\"bidir\" data-title=\"\" data-frm-chart-labels=\"General management; Sales; Marketing; Operations; Product management; Financials; Customer success\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[40.4, 32.7, 5.8, 7.7, 1.9, 3.9, 7.7],[47.7, 39.3, 4.7, 4.7, 1.9, 0.9, 0.9]\" style=\"width:100%;height:300px;min-height:50px;\" data-frm-chart-legends=\"2022 and prior; Since 2023\" data-frm-chart-colors=\"#229B92;#F2853D\" data-frm-chart-extra=\"{&quot;middle_label&quot;:&quot;yes&quot;,&quot;show_verticle&quot;:&quot;&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Cross-index composite<br \/>\nPercent of CRO hires by previous function area, 2022 and prior vs. 2023 and since<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row us_custom_b1a30010 via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-8\" class=\"impreza-frm-chart-container\" data-chart-type=\"bidir\" data-title=\"\" data-frm-chart-labels=\"General management; Sales; Marketing; Operations; Product management; Financials; Customer success\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[34.9, 41, 7.2, 6, 1.2, 4.8, 4.8],[46.3, 40, 4.4, 5, 1.9, 1.9, 0.6]\" style=\"width:100%;height:300px;min-height:50px;\" data-frm-chart-legends=\"2022 and prior; Since 2023\" data-frm-chart-colors=\"#229B92;#F2853D\" data-frm-chart-extra=\"{&quot;middle_label&quot;:&quot;yes&quot;,&quot;show_verticle&quot;:&quot;&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles, comparing CROs appointed in 2022 and prior with those hired since 2023. Bases are the 159 S&amp;P 500 CROs and 243 cross-index composite CROs for whom both previous function area and time in role are recorded. The earlier cohort excludes companies that have since dropped the role. Percentages may not total 100% due to rounding.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_b6606741\" >How often are CROs hired from within?<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Across indices, companies favor internal appointments for the CRO role, though the rate varies. Internal hires account for roughly seven in ten CROs in the S&amp;P 500, the Forbes Global 2000, and Forbes America\u2019s Top Private Companies. Among the fastest-growing companies and mid-cap companies, the split is closer to even, at 55.2% and 58.6%.<\/p>\n<p>Internal appointees, who already understand a company\u2019s culture and position, bring several advantages. But the fact that around seven in ten CRO appointments are internal may also suggest that the market for CRO talent is still relatively immature. By comparison, CHROs in the S&amp;P 500 are internally appointed 56.9% of the time.\u2075 If the fastest-growing companies are looking outside nearly half the time, companies should be careful not to default too quickly to the familiar.\u2076 Having the right person who can lead across functions pays in the long run. That person may not be whoever currently leads the sales function or any other single function.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Most companies prefer internal CRO hires, but the fastest-growing companies are nearly evenly split between internal and external appointments<\/strong><\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-9\" class=\"impreza-frm-chart-container\" data-chart-type=\"bar-stack\" data-title=\"Across Industries\" data-frm-chart-labels=\"\" data-frm-chart-groups=\"Forbes Global 2000; Fortune 100 Fastest-Growing Companies; S&amp;P 500; Forbes America\u2019s Top Private Companies; Forbes America\u2019s Most Successful Mid-Cap Companies\" data-frm-chart-series=\"[70.2, 55.2, 71.3, 72.7, 58.9],[29.8, 44.8, 28.7, 27.3, 41.4]\" style=\"width:100%;height:500px;min-height:50px;\" data-frm-chart-legends=\"Internal; External\" data-frm-chart-colors=\"#F2853D; #CFCFCF\" data-frm-chart-extra=\"[]\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Percentages may not total 100% due to rounding.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Among CROs in the S&amp;P 500 appointed in 2022 and prior, 79.3% were internal hires. That figure is down to 67.9% for CROs hired since 2023, which suggests that, as the role matures, the mix may move further toward a more balanced internal-external split, even if internal candidates remain somewhat favored.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>As the CRO role matures, companies are becoming more open to external hires, though internal candidates still dominate<\/strong><br \/>\nPercent of CROs appointed internally and externally in 2022 and prior vs. 2023 and since<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-10\" class=\"impreza-frm-chart-container\" data-chart-type=\"bar-stack\" data-title=\"Across Industries\" data-frm-chart-labels=\"\" data-frm-chart-groups=\"2022 and prior; Since 2023\" data-frm-chart-series=\"[79.3, 67.9],[20.8, 32.1]\" style=\"width:100%;height:250px;min-height:50px;\" data-frm-chart-legends=\"Internal; External\" data-frm-chart-colors=\"#F2853D; #CFCFCF\" data-frm-chart-extra=\"[]\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. The earlier cohort excludes companies that have since dropped the role. Because externally appointed CROs have shorter median tenure than internal ones, the 2022-and-prior cohort under-represents external hires, and the shift toward external appointment is likely somewhat overstated. Percentages may not total 100% due to rounding.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Across industries, companies still prefer internal CRO hires<\/strong><br \/>\nPercent of CROs appointed internally vs. externally, by industry<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-11\" class=\"impreza-frm-chart-container\" data-chart-type=\"multi-donut\" data-title=\"Double Pie\" data-frm-chart-labels=\"Agriculture, Energy, and Natural Resources; Business and Professional Services; Consumer; Financial Services; Healthcare and Life Sciences; Industrials; Technology, Media, and Telecommunications\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[88.5,82.7],[66.7,78.9],[75.9,68.6],[73.9,72.4],[57.9,53.5],[60.9,69.4],[68.4,59]\" style=\"width:100%;height:400px;min-height:50px;\" data-frm-chart-legends=\"S&amp;P 500; Cross-index composite\" data-frm-chart-colors=\"#f2853d;#742c38\" data-frm-chart-extra=\"{&quot;charts_in_rows&quot;:&quot;4&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:1rem\"><\/div><div class=\"wpb_text_column us_custom_1da3bb4d\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Percentages may not total 100% due to rounding.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_1f5a63c7\" >Do companies show a preference for CRO candidates who come from the same industry?<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Companies show a strong preference for external CRO candidates with industry experience. Of externally appointed CROs in the S&amp;P 500, 72.3% came from the same industry. In our cross-index composite, 75.0% did.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Companies strongly favor external CRO candidates from the same industry\u2077<\/strong><br \/>\nPercent of externally appointed CROs who come from the same or a different industry<\/p>\n<\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-12\" class=\"impreza-frm-chart-container\" data-chart-type=\"fill\" data-title=\"Fill\" data-frm-chart-labels=\"\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[72.3, 75.0]\" style=\"width:100%;height:600px;min-height:50px;\" data-frm-chart-legends=\"Same industry; Different industry\" data-frm-chart-colors=\"#f2853d;#229B92\" data-frm-chart-extra=\"{&quot;show_line&quot;:&quot;&quot;,&quot;show_horizontal&quot;:&quot;yes&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:1rem\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Percentages may not total 100% due to rounding.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_1f5a63c7\" >How long do CROs stay in the role, and how long were they in their prior roles?<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Among our comparison set, the Fortune 100 Fastest-Growing Companies have the longest median current tenure, 33.5 months, suggesting an interesting potential connection between growth and stability in the CRO seat. It takes time to build a strong working relationship with the CEO, as well as with the business unit and functional leaders a CRO must coordinate, manage, and develop.<\/p>\n<p>Median tenure in the immediately preceding role runs longer than current tenure in three of the five indices, most sharply in the S&amp;P 500 (35.0 months prior against 24.0 now) and Forbes America\u2019s Top Private Companies (48.5 against 29.0). Caution in reading too much into these figures is warranted, however, since current tenure counts time served so far, not a finished term, and will rise as sitting CROs stay on.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Fastest-growing companies tend to have CROs with longer median tenure than S&amp;P 500 and Global 2000 firms<\/strong><br \/>\nA comparison of median current tenure and tenure in immediately preceding positions across five indices.<\/p>\n<\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-13\" class=\"impreza-frm-chart-container\" data-chart-type=\"bidir\" data-title=\"Vertical reverse\" data-frm-chart-labels=\"Forbes#mGlobal\n2000; Fortune 100 Fastest Growing Companies; S&amp;P 500; Forbes America\u2019s Top Private Companies; Forbes America\u2019s Most Successful Mid-Cap Companies\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[28,33.5,24,29,30],[38.5,32.5,35,48.5,28]\" style=\"width:100%;height:700px;min-height:50px;\" data-frm-chart-legends=\"Median current tenure; Median tenure in previous role\" data-frm-chart-colors=\"#f2853d; #229B92\" data-frm-chart-extra=\"{&quot;middle_label&quot;:&quot;&quot;,&quot;show_verticle&quot;:&quot;yes&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:1rem\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Forbes Global 2000 figures are based on a subset of that list. See Methodology. Index medians other than the S&amp;P 500 rest on 28 to 37 CROs and should be read as indicative. Median figures rounded to the nearest half month. <\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Tenure also varies sharply by industry. Median current tenure runs from 17.0 months in financial services and 18.0 in consumer to 46.0 in industrials. These data may partially reflect when each industry adopted the role. The sectors with the shortest current tenure are among those that added CROs relatively late, so their leaders have simply had less time in the job. When short tenure instead indicates a high rate of turnover, the board and the CEO should review potential causes for the turnover.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Median CRO tenure varies nearly threefold across industries<\/strong><br \/>\nMedian current tenure and tenure in immediately preceding positions across industries, S&amp;P 500.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-14\" class=\"impreza-frm-chart-container\" data-chart-type=\"bar\" data-title=\"Prior role family\" data-frm-chart-labels=\"Agriculture, Energy, and Natural Resources; Business and Professional Services; Consumer; Financial Services; Healthcare and Life Sciences; Industrials; Technology, Media, and Telecommunications\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[28.5,29.5,18,17,24,46,20.5],[34.5,14,32.5,38.5,24,41,24]\" style=\"width:100%;height:650px;min-height:50px;\" data-frm-chart-legends=\"Median current tenure; Median tenure in previous role\" data-frm-chart-colors=\"#f2853d;#229B92\" data-frm-chart-extra=\"[]\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Read low-count figures with caution: business and professional services (n = 6; n = 5 previous role), healthcare and life sciences (n = 13 previous role), industrials (n = 19 previous role).<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_1f5a63c7\" >What is the demographic breakdown of current CROs?<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>1. What is the gender breakdown of CRO appointments?<\/strong><br \/>\nA gender gap persists: 75.6% of S&amp;P 500 CROs are male, as are 77.2% of CROs in our cross-index composite. The data suggest that the CRO pipeline remains narrower than it should be, and that companies may still be overlooking qualified talent.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>The CRO role remains disproportionately male across indices<\/strong><\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"g-cols wpb_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-15\" class=\"impreza-frm-chart-container\" data-chart-type=\"multi-donut\" data-title=\"Double Pie\" data-frm-chart-labels=\"S&amp;P 500; Cross-index composite\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[75.6,24.4],[77.2,22.8]\" style=\"width:100%;height:300px;min-height:50px;\" data-frm-chart-legends=\"%Male; %Female\" data-frm-chart-colors=\"#f2853d;#742c38\" data-frm-chart-extra=\"{&quot;charts_in_rows&quot;:&quot;2&quot;}\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Percentages may not total 100% due to rounding.<\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>2. What is the median age at CRO appointment?<\/strong><br \/>\nIn the S&amp;P 500, the median age at appointment is 51, and 50.5 in the cross-index composite. Companies across all five indices are reaching for people at roughly the same career stage.<\/p>\n<p><strong>3. How many CROs have an MBA?<\/strong><br \/>\nJust over a third of CROs in our cross-index composite hold an MBA. The MBA can be helpful, but it is not necessary. Operating range and cross-functional judgment are the more important prerequisites.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"w-separator us_custom_fea32ba2 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:4px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Across industries, 36.8% of CROs hold an MBA<\/strong><br \/>\nPercent of CROs with an MBA (cross-index composite), by industry<\/p>\n<\/div><\/div><div class=\"g-cols wpb_row us_custom_a069d783 via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:0rem;\"><div class=\"wpb_column vc_column_container us_custom_31780e0c\"><div class=\"vc_column-inner\"><div id=\"impreza-frm-chart-16\" class=\"impreza-frm-chart-container\" data-chart-type=\"bar\" data-title=\"Prior role family\" data-frm-chart-labels=\"Agriculture, Energy, and Natural Resources; Business and Professional Services; Consumer; Financial Services; Healthcare and Life Sciences; Industrials; Technology, Media, and Telecommunications\" data-frm-chart-groups=\"\" data-frm-chart-series=\"[42.3,36.8,37.7,36.2,48.9,37.5,24.7]\" style=\"width:100%;height:450px;min-height:50px;\" data-frm-chart-legends=\"\" data-frm-chart-colors=\"#f2853d;\" data-frm-chart-extra=\"[]\">Chart would be displayed here<\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><em><small>N2Growth analysis. CROs and equivalent titles. Percentages describe the CROs for whom educational attainment was recorded, 381 of 418 (91%). Recording rates range from 77% to 100% by industry, so cross-industry comparisons should be read as indicative. <\/small><\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"What_are_the_four_types_of_CRO\"><\/span>What are the four types of CRO?<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>All effective CROs exercise enterprise leadership. But the CRO position varies depending on business moment, growth stage, scale, and stakeholder context.<\/p>\n<p>To understand how business moment and stage map onto hiring, N2Growth conducted a cluster analysis of 457 CRO job descriptions from around the world. Four archetypes emerged: the commercial operator, the growth integrator, the value architect, and the industry specialist.<\/p>\n<p>Each CRO archetype reflects a pattern in what organizations are looking for when they hire a revenue leader, and each demands a meaningfully different profile. Boards and CEOs, PE sponsors, or founders who treat the CRO search as a generic executive hire, or who rely on title as a proxy for remit, will often find themselves with the wrong leader for their moment.<\/p>\n<p>Note that titles do not map neatly onto archetypes. CRO, CGO, CCO, CBDO, and CSO titles appear across cluster types.<\/p>\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><div id=\"footable_parent_147194\"\n         class=\" footable_parent ninja_table_wrapper loading_ninja_table wp_table_data_press_parent semantic_ui colored_table\">\n                <table data-ninja_table_instance=\"ninja_table_instance_0\" data-footable_id=\"147194\" data-filter-delay=\"1000\" aria-label=\"CRO whitepaper Table\"            id=\"footable_147194\"\n           data-unique_identifier=\"ninja_table_unique_id_3117796910_147194\"\n           class=\" foo-table ninja_footable foo_table_147194 ninja_table_unique_id_3117796910_147194 ui table ninja_table_search_disabled ninja_search_right ninja_table_pro nt_type_legacy_table selectable celled striped vertical_centered ninja_custom_color inverted footable-paging-right\">\n                <colgroup>\n                            <col class=\"ninja_column_0 \">\n                            <col class=\"ninja_column_1 \">\n                            <col class=\"ninja_column_2 \">\n                            <col class=\"ninja_column_3 \">\n                    <\/colgroup>\n        <thead>\n<tr class=\"footable-header\">\n                                                                        <th scope=\"col\"  class=\"ninja_column_0 ninja_clmn_nm_role \"> Archetype<\/th><th scope=\"col\"  class=\"ninja_column_1 ninja_clmn_nm_primary_focus \">Percent of analyzed job descriptions<\/th><th scope=\"col\"  class=\"ninja_column_2 ninja_clmn_nm_key_difference_from_cro \">Distinguishing features<\/th><th scope=\"col\"  class=\"ninja_column_3 ninja_clmn_nm_notable_proof_point \">Typical contexts and use\u2011cases<\/th><\/tr>\n<\/thead>\n<tbody>\n\n        <tr data-row_id=\"1840\" class=\"ninja_table_row_0 nt_row_id_1840\">\n            <td>Commercial operator<\/td><td>28.0%<\/td><td>Heavy emphasis on sales, marketing, partnerships, and enterprise\u2011scale business development; focuses on channels and large customer segments; often reports to the CEO or board<\/td><td>Large, mature organizations seeking to scale revenue through partnerships, channel management, and enterprise business development<\/td>        <\/tr>\n            <tr data-row_id=\"1841\" class=\"ninja_table_row_1 nt_row_id_1841\">\n            <td>Growth integrator<\/td><td>31.5%<\/td><td>Integrates marketing, sales, product, and operations; owns the customer journey end\u2011to\u2011end; builds scalable revenue engines with cross\u2011functional alignment<\/td><td>High\u2011growth or scaling companies needing a unified leader to align demand generation, product\u2011market fit, and sales execution<\/td>        <\/tr>\n            <tr data-row_id=\"1842\" class=\"ninja_table_row_2 nt_row_id_1842\">\n            <td>Value architect<\/td><td>23.8%<\/td><td>Strong product and strategy focus; minimal emphasis on business development; often PE\u2011\/founder\u2011driven<\/td><td>Founder\u2011controlled or private\u2011equity\u2011backed firms preparing for exits or major funding events; product\u2011led growth and strategic repositioning<\/td>        <\/tr>\n            <tr data-row_id=\"1839\" class=\"ninja_table_row_3 nt_row_id_1839\">\n            <td>Industry specialist<\/td><td>16.6%<\/td><td>Narrow remit; moderate business development; low marketing emphasis; often sector\u2011specific<\/td><td>Regulated or specialized sectors (e.g., public sector, healthcare); roles focused on specific operational or customer\u2011experience improvements<\/td>        <\/tr>\n    <\/tbody><!--ninja_tobody_rendering_done-->\n    <\/table>\n    \n    \n    \n<\/div>\n\n<\/div><\/div><div class=\"w-separator size_large\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>The roles are distinguished by the primary purpose and business context they serve. The commercial operator concentrates on channels, partnerships, and large-account development. The growth integrator unifies marketing, sales, product, and operations into a single operating system. The value architect shapes product and market positioning for founders and investors preparing an exit or a repositioning. The industry specialist carries a narrower, often regulated remit. Full profiles of each, including what companies look for and what distinguishes one from another, are in the <a href=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Chief-Revenue-Officer-2026-Trends-Hiring-the-Future-of-Growth.pdf\" target=\"_blank\" rel=\"noopener\">white paper<\/a>.<\/p>\n<p>These archetypes are not prescriptive. Most CRO mandates don\u2019t fit any one archetype precisely, and the right archetype for a given company will evolve as the business changes. What the framework does provide is a useful corrective to the assumption that CRO hiring is generic. Before asking who the best CRO candidate is, ask what kind of CRO the company needs, and why, right now.<\/p>\n<p>That question should be answered before the search begins. The answer will shape the mandate, the reporting lines, the success metrics, and the list of candidates who are right for the role.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><h2 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_eb0c438a\" ><span class=\"ez-toc-section\" id=\"What_is_the_future_of_growth\"><\/span>What is the future of growth?<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Having a singular C-suite officer in charge of strategically aligning the revenue engine isn\u2019t a trend. It\u2019s the future. But that future is already changing fast. AI is rewiring the business, just as the internet and cloud have for more than twenty-five years.<\/p>\n<p>For organizations that have already moved to a CRO-style structure, or are contemplating such a move, it\u2019s already time to move past the cloud-era conception of the CRO of 2023 and prior and turn to the CRO of 2026 and beyond who will guide and coordinate revenue functions through the shift to AI.<\/p>\n<p>But shifting to the AI-defined future is easier said than done. What do boards, CEOs, and CROs need to understand about the future of growth leadership to move forward?<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_0e4f5da6\" >Three theses on the future of growth<\/h3><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_b6606741\" >1. No one knows the future.<br \/>\nDon\u2019t rely on one event or metaphor to north star your organization to what\u2019s next.<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>The human mind constantly returns to what it has seen before when it faces new situations. It makes the unknown into the known through metaphor and analogy.<\/p>\n<p>This habit of mind must be resisted, however, when it comes to transitioning growth leadership to the AI future. Overreliance on any single metaphor or analogy skews one\u2019s mental map.<\/p>\n<p>AI may be like the calculator, powerful but discrete in its effects. Alternatively, it may prove to be like the splitting of the atom, unprecedented and seemingly limitless to its earliest observers. Or it may be like the domestication of the horse, a fusion of human and non-human capability that transformed civilization.<\/p>\n<p>Instead of navigating the unknown without metaphor or analogy, leaders should become adept at juggling several at once, deploying and dispensing with them as needed to prepare for many possible futures.<\/p>\n<p><em>For boards and CEOs: do not hire your next CRO as though the future were already legible. Hire for range of judgment, comfort with ambiguity, and the ability to scenario-plan without becoming captive to a single forecast.<\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_b6606741\" >2. The future will not be a continuation of the present.<br \/>\nDon\u2019t retrofit tomorrow\u2019s technologies into yesterday\u2019s processes.<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>It is cognitively straightforward to foresee a near future where AI will speed current processes, automate workflows, and power a faster, cheaper, less labor-intensive version of current outputs. \u201cWe\u2019ll do what we do now, only faster, with fewer people.\u201d<\/p>\n<p>But certain types of changes transform the present, not just accelerate it. A college directory becomes something fundamentally different once it\u2019s put online, whether the earliest leaders and adopters of Facebook realized that or not. We anticipate AI will transform the very structure of the revenue engine, not simply accelerate current processes.<\/p>\n<p><em>For boards, CEOs, and CROs: do not presume that the impact of AI will simply accelerate the current revenue engine. Instead, ask which parts of the revenue system will still exist in their current form at all. Which work will disappear, which new types of decisions will need to be made, which roles will need to be redesigned, and which forms of marketing, sales, product, and customer success will no longer make sense?<\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h4 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_b6606741\" >3. Your customer will change as much as you will.<br \/>\nFollow their lead.<\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Leaders must pay as much attention to how AI is reshaping buying and the buyer as they do to the revenue engine.<\/p>\n<p>When the revenue engine changes and nearly every seller has instant, already-interpreted, full-view access to buyers, leaders have to be constantly asking themselves what will happen to customer behavior and expectations. What will customers, or their AI agents, expect from customer service? How will buyer expectations change when procurement is delegated to an AI agent?<\/p>\n<p>This will mean more than switching from SEO (search engine optimization) to GEO (generative engine optimization). It may presage a shift to understanding bot \u201cpsychology\u201d and which sales techniques work best on AI agents.<\/p>\n<p><em>For boards, CEOs, current CROs, and aspiring CROs: know that the CRO of 2026 and beyond will need stronger buyer intelligence than their predecessors, not just better internal tooling. They will need to instrument how customers research, compare, procure, and renew in an AI-mediated environment, then redesign go-to-market around those shifts before competitors do.<\/em><\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_c1680152\" ><span class=\"ez-toc-section\" id=\"Whats_next_Hiring_and_becoming_the_CRO_of_2026\"><\/span>What\u2019s next? Hiring and becoming the CRO of 2026<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>As AI comes to the revenue engine, companies will need different types of capabilities and experiences in the CROs they hire. If the CRO of 2023 needed to thrive amidst CRM systems and cloud-era data, the CRO of 2026 and beyond will need to lead through an AI-defined revenue environment whose contours are still emerging. How should boards and CEOs, current CROs, and aspiring CROs prepare for and respond to this new environment?<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_0e4f5da6\" >For boards and CEOs<\/h3><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>1. Prioritize enterprise range over functional pedigree.<br \/>\n<\/strong>General management is now the single largest route into the CRO role, accounting for nearly half of recent appointments. This is because the strongest candidates are those who are able to translate a growth vision into coordinated execution across functions, align leaders outside their direct control, and engage the board as a true enterprise partner. With the right training and experience, sales leaders thrive in the role, but boards and CEOs need to know that an effective CRO requires general business skills and that the best candidate is not simply the highest-grossing sales leader available.<\/p>\n<p><strong>2. Keep the CRO close to the board and CEO.<br \/>\n<\/strong>Coordinated execution is itself a strategic advantage, and the CRO cannot generate it from organizational distance. Trust, proximity, and regular exposure to the CEO and board are prerequisites. The CRO should help shape priorities, not merely implement them.<\/p>\n<p><strong>3. Hire for what you need in 2026 and beyond.<br \/>\n<\/strong>No one has already led the fully formed AI-era revenue function, because it does not yet exist. Put less weight on finding candidates who would have been perfect in the last era and prioritize those with demonstrated ability to lead through ambiguity, redesign systems, and stay close to shifts in buyer behavior. Simultaneously, understand the type of CRO your business needs and find candidates who match that mandate. The four archetypes identified in this report, the commercial operator, the growth integrator, the value architect, and the industry specialist, reflect meaningfully different business needs.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_0e4f5da6\" >For current CROs<\/h3><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>1. Redesign the engine through AI.<\/strong><br \/>\nThe cloud-era CRO was often charged with coordinating functions that had previously been walled off from one another. That remains a core part of the role, but AI is now reshaping those functions at the same time it is changing the buyer and the buying journey. Coordinating the existing system is no longer enough, because the system itself is being transformed. The task before CROs now is increasingly to redesign the revenue engine and reconsider everything from the separation between marketing and product development to the taste preference of bot buyers.<\/p>\n<p><strong>2. Treat go-to-market as a system.<\/strong><br \/>\nThe strongest revenue leaders now think less like heads of a function and more like engineers of a system. Understand how tooling, data flows, feedback loops, organizational design, and buyer behavior interact. Build a revenue system that is coherent, observable, and improvable.<\/p>\n<p><strong>3. Stay closest to the buyer.\u2028<\/strong><br \/>\nAI will change marketing, sales, product, and customer success. It will transform buying just as much. The CRO who matters most over the next several years will be the one paying closest attention to how customers research, compare, procure, and renew, and how they increasingly delegate those activities to digital agents. Better tooling will matter. Better buyer intelligence will matter more.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_0e4f5da6\" >For aspiring CROs<\/h3><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>1. Build cross-functional and general management range deliberately.<\/strong><br \/>\nNearly half of newly hired CROs now come from general management backgrounds. The CRO is an enterprise leadership position. Seek experiences that deepen fluency across marketing, sales, product, customer success, and the broader business, including roles that stretch beyond a traditional commercial lane.<\/p>\n<p><strong>2. Seek experiences that build change leadership, not just linear advancement.<\/strong><br \/>\nNo one has already held or led the fully developed future of the role. Repeated experience leading through ambiguity, discontinuity, and structural change matters more than a tidy career path. Acquisitions, growth-stage shifts, major technology adoption, business model change, and cross-functional integration are all better preparation than a perfectly sequenced resume.<\/p>\n<p><strong>3. Build the role before you hold it.<\/strong><br \/>\nRoughly seven in ten CROs are promoted from inside the company, so the position is usually shaped by the person who grows into it rather than handed over intact. Start building trust and coordinating across functions, experiment with how information and communication can be integrated through AI, and take on opportunities to lead through change. Keeping in mind that the future of growth will not simply be a continuation of the present, prepare the revenue engine you\u2019re building for 2026 and beyond.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"vc_separator wpb_content_element vc_separator_align_center vc_sep_border_width_1 vc_sep_pos_align_center vc_separator_no_text wpb_content_element  wpb_content_element\"   style=\"width: 100%;\"><span class=\"vc_sep_holder vc_sep_holder_l\"><span class=\"vc_sep_line\"><\/span><\/span><span class=\"vc_sep_holder vc_sep_holder_r\"><span class=\"vc_sep_line\"><\/span><\/span>\n<\/div><div class=\"w-separator size_small\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_3d813ff7\" ><span class=\"ez-toc-section\" id=\"Methodology\"><\/span>Methodology<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"w-separator us_custom_dd0d88e3 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:2px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"wpb_text_column text-lead\"><div class=\"wpb_wrapper\"><p>We examined more than 28,000 data points on 2,439 companies across five indices, public and private, drawn from regulatory filings, corporate sources, and a proprietary database between December 2025 and September 2026.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"w-tabs us_custom_73c90cba n2hmacdn has_text_color accordion toggle_style_1 remove_indents\" style=\"--sections-title-size:18px;--sections-gap:0.5rem;\"><div class=\"w-tabs-sections titles-align_none icon_plus cpos_right\"><div class=\"w-tabs-section has_text_color\" id=\"r513\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-r513\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">View the full methodology<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content us_custom_0f088a09\" id=\"content-r513\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column text-lead\"><div class=\"wpb_wrapper\"><p>Titles counted. Company counts and all percentages include equivalent titles, including Chief Growth Officer, Chief Commercial Officer, Chief Client Officer, Chief Business Development Officer, and Chief Sales Officer, unless otherwise specified. See our discussion of the different types of CRO or more on how remits vary.<\/p>\n<p>N2Growth examined more than 28,000 individual data points across five indices: the S&amp;P 500 (500 companies, 164 with a CRO or equivalent), the Forbes Global 2000 (2,000 \/ 319), Fortune 100 Fastest-Growing Companies (100 \/ 29), Forbes America\u2019s Top Private Companies (199 \/ 33), and Forbes America\u2019s Most Successful Mid-Cap Companies (100 \/ 29). The study ran from December 2025 to September 2026.<\/p>\n<p>Data were drawn from 10-Ks and DEF 14As, company and executive directories, corporate websites, public LinkedIn profiles, and a proprietary database. Background interviews with revenue leaders informed the analysis but are not cited. Data sourced through APIs or automated collection were verified by human researchers. Industry figures use the N2Growth sector taxonomy, applied to each company\u2019s primary business.<\/p>\n<p>Some measures are reported for a single index, most often the S&amp;P 500; others combine all five into a cross-index composite of 2,439 distinct companies, 418 of which have a CRO or equivalent. For the Global 2000, tenure, previous function area, and previous-employer figures come from a 200-company subset where those fields were confirmed.<\/p>\n<p>The 2022 comparison holds index membership constant from 2026, and measures how many of the S&amp;P 500\u2019s current constituents had a CRO or equivalent in 2022 rather than the share of the 2022 index. This isolates adoption from changes in index composition. Companies that had the role in 2022 but not today are not captured, so 2022 shares are conservative. Where data are split by appointment date, we compare CROs appointed in 2022 or earlier against those appointed in 2023 or later, derived from time in position at collection.<\/p>\n<p>Not every attribute was recorded for every CRO. Percentages are calculated on the CROs for whom the attribute is known, so denominators vary by measure, and unknown values are excluded rather than counted as negative.<\/p>\n<p>The four CRO archetypes derive from a separate analysis. N2Growth applied cluster analysis to 457 CRO and equivalent job descriptions from companies worldwide, grouping them by the responsibilities, functional scope, and reporting relationships each described. The percentages reported describe the share of job descriptions in each cluster, not the share of sitting CROs. Percentages may not total 100% due to rounding.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"FAQs\"><\/span>FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"w-separator us_custom_dd0d88e3 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:2px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:10px\"><\/div><div class=\"w-tabs us_custom_8be72b76 n2hmacdn accordion toggle_style_1 remove_indents\" style=\"--sections-title-size:18px;--sections-gap:0.5rem;\"><div class=\"w-tabs-sections titles-align_none icon_plus cpos_right\"><div class=\"w-tabs-section\" id=\"o860\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-o860\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">What does a CRO do?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-o860\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column text-lead\"><div class=\"wpb_wrapper\"><p>A chief revenue officer owns the company\u2019s revenue engine, coordinating marketing, sales, product, and customer success under a single point of accountability. The role sets shared targets across those functions, formalizes how they work together, and translates the CEO\u2019s growth strategy into coordinated execution. In most large companies the CRO is an enterprise leadership position reporting to the CEO, not the senior-most sales job.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"c948\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-c948\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">What percentage of companies have a CRO?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-c948\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column text-lead\"><div class=\"wpb_wrapper\"><p>About a third of S&amp;P 500 companies (33%) have a CRO. The share is lower globally, at 16% of the Forbes Global 2000, with the Fortune 100 Fastest-Growing Companies at 29%. Estimates vary depending on which titles are counted; this study counts only C-suite level roles, including chief growth, commercial, client, business development, and sales officers alongside the CRO title itself, since the differences in title do not predict differences in remit.<\/p>\n<\/div><\/div><div class=\"w-separator size_small\"><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"m9fe\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-m9fe\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">What are the four CRO archetypes?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-m9fe\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>N2Growth\u2019s cluster analysis of 457 CRO job descriptions identified four. The commercial operator (28%) works outward, toward channels, partners, and large accounts. The growth integrator (32%) unifies marketing, sales, product, and customer success into a single system. The value architect (24%) works upward, toward founders and investors preparing for an exit. The industry specialist (17%) operates within a narrower, often regulated remit. Titles do not predict which one a company is hiring, so the mandate should be defined before the search begins.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"kaa3\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-kaa3\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">How is a CRO different from a head of sales?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-kaa3\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>A head of sales leads the sales function; a CRO coordinates every function that touches revenue. Sales, marketing, product, and customer success all sit inside a CRO\u2019s remit, which is why the job requires enterprise range rather than functional depth. The distinction is sometimes blurred in practice, however, with many Chief Sales Officers having CRO-scope mandates.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"tb4c\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-tb4c\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">How do you become a CRO?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-tb4c\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>General management is now the most common route, accounting for 48% of S&amp;P 500 appointments since 2023, up from 40%. Sales is the second largest at 39%. Marketing and customer success have become rare entry points. Roughly seven in ten CROs are promoted from inside the company, so building cross-functional credibility where you already work matters as much as any external move.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"lbe4\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-lbe4\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">What degree do you need to become a CRO?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-lbe4\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>There is no required degree. Just over a third of CROs (37%) hold an MBA, a share that varies widely by sector, from 25% in technology to 49% in healthcare and life sciences. The credential can help, but operating range across functions and the judgment to run a revenue system are the stronger prerequisites.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"rc7d\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-rc7d\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">Do companies hire CROs internally or externally?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-rc7d\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Most CROs are internal promotions (roughly seven in ten across the S&amp;P 500, the Forbes Global 2000, and Forbes America\u2019s Top Private Companies). The fastest-growing companies are closer to even at 55%. The internal share is falling as the role matures, from 79% of S&amp;P 500 CROs appointed in 2022 and prior to 68% of those hired since 2023. When companies do look outside, 72% hire from the same industry.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-tabs-section\" id=\"ld14\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\"><button type=\"button\" class=\"w-tabs-section-header\" aria-controls=\"content-ld14\" aria-expanded=\"false\"><h3 class=\"w-tabs-section-title\" itemprop=\"name\">How is the CRO role changing?<\/h3><div class=\"w-tabs-section-control\"><\/div><\/button><div  class=\"w-tabs-section-content\" id=\"content-ld14\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\"><div class=\"w-tabs-section-content-h i-cf\" itemprop=\"text\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>The job is shifting from coordinating the revenue engine to redesigning it. The role emerged because cloud and digital systems made it possible to run marketing, sales, product, and customer success as one system. AI is now rewiring each of those functions at once. Boards are responding by hiring general managers over functional specialists and looking for leaders who can work through a structure that does not yet exist.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"Connect_with_the_authors_behind_the_research\"><\/span>Connect with the authors behind the research<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"w-separator us_custom_dd0d88e3 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:2px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:30px\"><\/div><div class=\"g-cols wpb_row rownopad via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-hwrapper valign_middle align_none\" style=\"--hwrapper-gap:1.2rem\"><div class=\"w-image us_custom_fba38608 align_none\"><a target=\"_blank\" href=\"https:\/\/www.n2growth.com\/team\/tony-morales\/\" aria-label=\"Tony Morales\" class=\"w-image-h\"><img decoding=\"async\" width=\"1080\" height=\"1100\" src=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2025\/10\/Tony-Morales.png\" class=\"attachment-full size-full\" alt=\"\" loading=\"lazy\" srcset=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2025\/10\/Tony-Morales.png 1080w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2025\/10\/Tony-Morales-295x300.png 295w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2025\/10\/Tony-Morales-1005x1024.png 1005w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2025\/10\/Tony-Morales-12x12.png 12w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2025\/10\/Tony-Morales-150x153.png 150w\" sizes=\"auto, (max-width: 1080px) 100vw, 1080px\" \/><\/a><\/div><div class=\"w-vwrapper align_none valign_top\" style=\"--vwrapper-gap:0.3rem\"><h4 style=\"font-size: 18px;text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_cda6f729\" ><a href=\"https:\/\/www.n2growth.com\/team\/tony-morales\/\" target=\"_blank\">Tony Morales<\/a><\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>Chairman<\/strong><br \/>\nN2Growth<\/p>\n<\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Tony Morales is the Chairman of N2Growth, a global executive search and leadership advisory firm. Recognized by the Financial Times and Fortune for his expertise in governance and succession planning, Tony has advised Hyundai, PwC, Bridgewater Associates, Amway, Blackstone, the University of Tennessee, Atlas Oil, the Royal Hashemite Court, and several emerging startups and prominent family offices. He is also an Executive in Residence at Northwestern Kellogg, where he teaches governance and succession planning to C-suite and board leaders. Previously, Tony was a Lecturer and Observer-Coach at Wharton. Earlier in his career, he co-founded Academica Virtual Education, a nine-figure education services business recognized with the President\u2019s \u201cE\u201d Award for Exports. He was also on the staff of the Office of Undergraduate Admissions and the Career Services Office at the University of Pennsylvania. He holds a bachelor\u2019s degree in philosophy, politics, and economics, a master\u2019s degree in anthropology, and graduate credentials in neuroscience from the University of Pennsylvania. Named to Forbes 30 Under 30 and recognized by Business Insider as a leading headhunter in technology, Tony joined YPO as its youngest-ever member. His work is driven by a commitment to helping individuals, families, organizations, and economies flourish.<\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"g-cols wpb_row rownopad via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-hwrapper valign_middle align_none\" style=\"--hwrapper-gap:1.2rem\"><div class=\"w-image us_custom_fba38608 align_none\"><a target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/frankcongiu\/\" aria-label=\"Frank Congiu\" class=\"w-image-h\"><img decoding=\"async\" width=\"2513\" height=\"2560\" src=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Frank-scaled-1.jpg\" class=\"attachment-full size-full\" alt=\"Frank Congiu\" loading=\"lazy\" srcset=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Frank-scaled-1.jpg 2513w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Frank-scaled-1-294x300.jpg 294w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Frank-scaled-1-1005x1024.jpg 1005w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Frank-scaled-1-12x12.jpg 12w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Frank-scaled-1-150x153.jpg 150w\" sizes=\"auto, (max-width: 2513px) 100vw, 2513px\" \/><\/a><\/div><div class=\"w-vwrapper align_none valign_top\" style=\"--vwrapper-gap:0.3rem\"><h4 style=\"font-size: 18px;text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_cda6f729\" ><a href=\"https:\/\/www.linkedin.com\/in\/frankcongiu\/\" target=\"_blank\">Frank Congiu<\/a><\/h4><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><strong>EVP, Human Capital Strategy and Executive Partnerships<\/strong><br \/>\nRandstad Enterprise<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Frank Congiu is a trusted advisor to the world\u2019s most visionary CHROs, thought leaders, and startup founders. With over 20 years of experience, he operates at the intersection of academic research, leading-edge innovation, and the evolving future of work. He is passionate about bringing people together to solve some of the largest problems facing our workplace and has hosted over 100 CHRO discussion forums around the world. As executive vice president at Randstad Enterprise, he has helped leading global organizations navigate workforce transformations, harness innovation, and drive change. His expertise spans artificial intelligence (AI), the future of work, change management, employee experience, and technology adoption and advancement.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><h2 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_d2bc9a17\" ><span class=\"ez-toc-section\" id=\"About\"><\/span>About<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"w-separator us_custom_dd0d88e3 size_custom with_line style_solid color_primary width_default align_center\" style=\"--line-thickness:2px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:30px\"><\/div><div class=\"w-image us_custom_48938a90 has_height align_none\"><div class=\"w-image-h\"><img decoding=\"async\" width=\"500\" height=\"142\" src=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2019\/05\/N2Growth-Logo-Dark.png\" class=\"attachment-full size-full\" alt=\"N2Growth Executive Search Logo Dark\" loading=\"lazy\" srcset=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2019\/05\/N2Growth-Logo-Dark.png 500w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2019\/05\/N2Growth-Logo-Dark-300x85.png 300w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:1rem\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>N2Growth is a global executive search and leadership advisory firm. Since our founding in 2006, we have served the boards and senior leadership teams of public companies, private equity and venture-backed firms, family enterprises, universities, foundations, and sovereign governments. With 25 offices across 16 countries, our people and capabilities enable organizations to attract, develop, and deploy leaders worldwide. Our work covers every industry and function, pairing senior advisory judgment with rigorous, data-driven insights to help clients build the leadership teams that deliver superior and sustainable results.<\/p>\n<p>For more information on N2Growth, please visit <a href=\"https:\/\/www.n2growth.com\/\" target=\"_blank\" rel=\"noopener\">www.N2Growth.com<\/a>.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"w-image us_custom_48938a90 has_height align_none\"><div class=\"w-image-h\"><img decoding=\"async\" width=\"1000\" height=\"233\" src=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue.png\" class=\"attachment-full size-full\" alt=\"Randstad Enterprise\" loading=\"lazy\" srcset=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue.png 1000w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue-300x70.png 300w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue-18x4.png 18w, https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Randstad_Enterprise_Logo_Horizontal_Blue-150x35.png 150w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/div><\/div><div class=\"w-separator size_custom\" style=\"height:1rem\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Randstad Enterprise is the leading global talent solutions provider, enabling companies to create sustainable business value and agility by keeping people at the heart of their organizations. As part of Randstad N.V. \u2014 a global talent leader with the vision to be the world\u2019s most equitable and specialized talent company \u2014 we combine unmatched talent data and market insights with smart technologies and deep people expertise. Our integrated talent solutions \u2014 talent acquisition (RPO, MSP, services procurement\/SOW and talent BPO) delivered through Randstad Sourceright, and talent development and transition (talent mobility, career coaching and outplacement) delivered through Randstad RiseSmart \u2014 help companies build a skilled and agile workforce that moves their business forward.<\/p>\n<p>For more information, visit <a href=\"https:\/\/www.randstadenterprise.com\/\" target=\"_blank\" rel=\"noopener\">www.randstadenterprise.com<\/a>.<\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"vc_separator wpb_content_element vc_separator_align_center vc_sep_border_width_1 vc_sep_pos_align_center vc_separator_no_text wpb_content_element  wpb_content_element\"   style=\"width: 100%;\"><span class=\"vc_sep_holder vc_sep_holder_l\"><span class=\"vc_sep_line\"><\/span><\/span><span class=\"vc_sep_holder vc_sep_holder_r\"><span class=\"vc_sep_line\"><\/span><\/span>\n<\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p><small><sup>1 <\/sup>E.g., Stephen Diorio, \u201cInside The Mind Of The Chief Revenue Officer,\u201d Forbes, March 1, 2023. We use \u201cCRO\u201d throughout the report to refer to CROs and equivalent titles. Unless otherwise specified, all analysis includes equivalent titles as well.<\/small><\/p>\n<p><small><sup>2 <\/sup>\u201cLinkedIn Jobs on the Rise 2023: 25 U.S. Roles that are Growing in Demand,\u201d LinkedIn News, January 18, 2023; LinkedIn labeled the top role the \u201cHead of Revenue Operations,\u201d noting that the role can \u201calso be known as Chief Revenue Officer or Head of Revenue Management.\u201d Our study counted C-suite level officers only. <\/small><\/p>\n<p><small><sup>3 <\/sup>\u201cA Bigger, Bolder Vision: How CROs are Propelling Growth from the C-Suite,\u201d McKinsey, July 21, 2023. At the time of McKinsey\u2019s study, only 11 of the Fortune 100 had CROs, suggesting insufficient sample size for McKinsey\u2019s analysis and subsequent claims about the link between the presence of a CRO and outsized growth.<\/small><\/p>\n<p><small><sup>4 <\/sup>The cross-index composite combines the S&amp;P 500, the Forbes Global 2000, the Fortune 100 Fastest-Growing Companies, Forbes America\u2019s Top Private Companies, and Forbes America\u2019s Most Successful Mid-Cap Companies. The five lists contain 2,899 entries covering 2,439 distinct companies. Companies appearing on more than one list are counted once. See Methodology for the base used in each measure.<\/small><\/p>\n<p><small><sup>5 <\/sup>Tony Morales, et al., \u201c<a href=\"https:\/\/www.n2growth.com\/white-papers\/the-leading-edge-chro-the-future-of-the-people-function-is-here\/\">The leading-edge CHRO: The future of the people function is here<\/a>,\u201d <i>N2Growth<\/i>, December 2025, 19\u201327.<\/small><\/p>\n<p><small><sup>6 <\/sup>Although it should be noted that the Fortune 100 Fastest-Growing Companies and Forbes America\u2019s Most Successful Mid-Cap Companies lists include only 100 companies each and consequently each have low n-counts (29 each) for CROs in-role. The significance of their internal\/external appointment splits should therefore be read with caution.<\/small><\/p>\n<p><small><sup>7 <\/sup>This contrasts with CHROs, for example, where external appointments are more often cross-industry appointments than same-industry appointments; see Tony Morales, et al., \u201c<a href=\"https:\/\/www.n2growth.com\/white-papers\/the-leading-edge-chro-the-future-of-the-people-function-is-here\/\">The leading-edge CHRO: The future of the people function is here<\/a>,\u201d <i>N2Growth<\/i>, December 2025, 27\u201329.<\/small><\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_middle type_default stacking_default\"><div class=\"wpb_column vc_column_container us_custom_3b26d76e has_bg_color type_sticky\"><div class=\"vc_column-inner\"><div class=\"g-cols wpb_row via_grid cols_3-2 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_middle type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><h3 class=\"w-post-elm post_title us_custom_83f515c0 has_text_color color_link_inherit\">Chief Revenue Officer 2026 Trends: Hiring the Future of Growth<\/h3><\/div><\/div><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-btn-wrapper align_none\"><a class=\"w-btn us-btn-style_4 us_custom_492179a4 icon_atleft\" target=\"_blank\" href=\"https:\/\/www.n2growth.com\/wp-content\/uploads\/2026\/09\/Chief-Revenue-Officer-2026-Trends-Hiring-the-Future-of-Growth.pdf\"><i class=\"fas fa-download\"><\/i><span class=\"w-btn-label\">Download Full White Paper<\/span><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-separator size_large\"><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_auto\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"w-separator size_large\"><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row us_custom_462a4039 height_large\" id=\"connect\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"g-cols wpb_row via_grid cols_1-2 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\" style=\"--columns-gap:3rem;\"><div class=\"wpb_column vc_column_container type_sticky\"><div class=\"vc_column-inner\"><h3 style=\"text-align: left;font-family:Libre Baskerville;font-weight:700;font-style:normal\" class=\"vc_custom_heading vc_do_custom_heading us_custom_ecb63cb6\" >Placing and advising the leaders of tomorrow<\/h3><div class=\"w-separator us_custom_dd0d88e3 titlehr size_custom with_line style_solid color_primary width_default align_left\" style=\"--line-thickness:2px;height:5px\"><div class=\"w-separator-h\"><\/div><\/div><div class=\"w-separator size_small\"><\/div><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>As an executive search firm, companies call upon us to find world-class talent and we deliver. But, it\u2019s our fully integrated portfolio of leadership advisory services that sets us apart.<\/p>\n<p>Contact us to learn how we can help you attract, develop, and unleash leaders.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"wpb_column vc_column_container us_custom_6c359a68 has_bg_color\"><div class=\"vc_column-inner\"><h3 style=\"text-align: left\" class=\"vc_custom_heading vc_do_custom_heading us_custom_cda6f729\" >Let's get in touch<\/h3><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><p>Send us a message and a consultant will reach out shortly.<\/p>\n<\/div><\/div><script>\nvar gform;gform||(document.addEventListener(\"gform_main_scripts_loaded\",function(){gform.scriptsLoaded=!0}),document.addEventListener(\"gform\/theme\/scripts_loaded\",function(){gform.themeScriptsLoaded=!0}),window.addEventListener(\"DOMContentLoaded\",function(){gform.domLoaded=!0}),gform={domLoaded:!1,scriptsLoaded:!1,themeScriptsLoaded:!1,isFormEditor:()=>\"function\"==typeof 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gform.doHook(\"filter\",o,arguments)},removeAction:function(o,r){gform.removeHook(\"action\",o,r)},removeFilter:function(o,r,e){gform.removeHook(\"filter\",o,r,e)},addHook:function(o,r,e,t,n){null==gform.hooks[o][r]&&(gform.hooks[o][r]=[]);var d=gform.hooks[o][r];null==n&&(n=r+\"_\"+d.length),gform.hooks[o][r].push({tag:n,callable:e,priority:t=null==t?10:t})},doHook:function(r,o,e){var t;if(e=Array.prototype.slice.call(e,1),null!=gform.hooks[r][o]&&((o=gform.hooks[r][o]).sort(function(o,r){return o.priority-r.priority}),o.forEach(function(o){\"function\"!=typeof(t=o.callable)&&(t=window[t]),\"action\"==r?t.apply(null,e):e[0]=t.apply(null,e)})),\"filter\"==r)return e[0]},removeHook:function(o,r,t,n){var e;null!=gform.hooks[o][r]&&(e=(e=gform.hooks[o][r]).filter(function(o,r,e){return!!(null!=n&&n!=o.tag||null!=t&&t!=o.priority)}),gform.hooks[o][r]=e)}});\n<\/script>\n\n                <div class='gf_browser_gecko gform_wrapper gform_legacy_markup_wrapper gform-theme--no-framework us-field-style_2' data-form-theme='legacy' data-form-index='0' id='gform_wrapper_8' style='display:none'><form method='post' enctype='multipart\/form-data'  id='gform_8'  action='\/fr\/wp-json\/wp\/v2\/white-papers\/147187' data-formid='8' novalidate><div class='gf_invisible ginput_recaptchav3' data-sitekey='6Ldvj-AqAAAAANhYpoOtYxRDU2zvCCCe3LoqtEyQ' data-tabindex='0'><input id=\"input_3f1b158930940546112d3662d483e257\" class=\"gfield_recaptcha_response\" type=\"hidden\" name=\"input_3f1b158930940546112d3662d483e257\" value=\"\"\/><\/div>\n                        <div class='gform-body gform_body'><ul id='gform_fields_8' class='gform_fields top_label form_sublabel_below description_below validation_below'><li id=\"field_8_27\" class=\"gfield gfield--type-honeypot gform_validation_container field_sublabel_below gfield--has-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_8_27'><span class='gform-field-label__text'>Instagram<\/span><\/label><div class='ginput_container'><input name='input_27' id='input_8_27' type='text' value='' autocomplete='new-password'\/><\/div><div class='gfield_description' id='gfield_description_8_27'>Ce champ n\u2019est utilis\u00e9 qu\u2019\u00e0 des fins de validation et devrait rester inchang\u00e9.<\/div><\/li><li class=\"gfmc-column gfmc-column100 gfmc-row-1-column gfmc-row-1-col-1-of-1\"><ul class=\"flex-wrapper flex-wrapper-1\"><li id=\"field_8_20\" class=\"gfield gfield--type-select gfield--input-type-select gfield--width-full gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_8_20'><span class='gform-field-label__text'>Tell us what you are interested in<\/span><span class=\"gfield_required\"><span class=\"gfield_required gfield_required_asterisk\">*<\/span><\/span><\/label><div class='ginput_container ginput_container_select'><select name='input_20' id='input_8_20' class='large gfield_select'    aria-required=\"true\" aria-invalid=\"false\" ><option value='' >Please select<\/option><option value='Becoming a Candidate: Help me find a new role' >Becoming a Candidate: Help me find a new role<\/option><option value='Executive Search: My organization is hiring' >Executive Search: My organization is hiring<\/option><option value='Leadership Development' >Leadership Development<\/option><option value='Executive Coaching' >Executive Coaching<\/option><option value='Succession Planning' >Succession Planning<\/option><option value='Board Assessments' >Board Assessments<\/option><option value='Other - Please Specify' >Other - Please Specify<\/option><\/select><\/div><\/li><li id=\"field_8_21\" class=\"gfield gfield--type-text gfield--input-type-text gfield--width-full gfield_contains_required field_sublabel_below gfield--no-description field_description_below 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class=\"gfield_required gfield_required_asterisk\">*<\/span><\/span><\/label><div class='ginput_container ginput_container_text'><input name='input_2' id='input_8_2' type='text' value='' class='large'     aria-required=\"true\" aria-invalid=\"false\"   \/><\/div><\/li><li id=\"field_8_10\" class=\"gfield gfield--type-text gfield--input-type-text gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_8_10'><span class='gform-field-label__text'>Last Name<\/span><span class=\"gfield_required\"><span class=\"gfield_required gfield_required_asterisk\">*<\/span><\/span><\/label><div class='ginput_container ginput_container_text'><input name='input_10' id='input_8_10' type='text' value='' class='large'     aria-required=\"true\" aria-invalid=\"false\"   \/><\/div><\/li><li id=\"field_8_3\" class=\"gfield gfield--type-email gfield--input-type-email 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aria-invalid=\"false\"   \/><\/div><\/li><li id=\"field_8_24\" class=\"gfield gfield--type-text gfield--input-type-text gfield--width-full gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_8_24'><span class='gform-field-label__text'>Title<\/span><span class=\"gfield_required\"><span class=\"gfield_required gfield_required_asterisk\">*<\/span><\/span><\/label><div class='ginput_container ginput_container_text'><input name='input_24' id='input_8_24' type='text' value='' class='large'     aria-required=\"true\" aria-invalid=\"false\"   \/><\/div><\/li><li id=\"field_8_26\" class=\"gfield gfield--type-text gfield--input-type-text gfield--width-full gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' 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 aria-invalid=\"false\"   \/><\/div><\/li><li id=\"field_8_12\" class=\"gfield gfield--type-select gfield--input-type-select gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_8_12'><span class='gform-field-label__text'>Region<\/span><span class=\"gfield_required\"><span class=\"gfield_required gfield_required_asterisk\">*<\/span><\/span><\/label><div class='ginput_container ginput_container_select'><select name='input_12' id='input_8_12' class='large gfield_select'    aria-required=\"true\" aria-invalid=\"false\" ><option value='' >Please Select<\/option><option value='North America' >North America<\/option><option value='Latin America' >Latin America<\/option><option value='Europe' >Europe<\/option><option value='Africa' >Africa<\/option><option value='Middle East' >Middle East<\/option><option value='Asia' >Asia<\/option><option value='Australia' >Australia<\/option><\/select><\/div><\/li><li id=\"field_8_5\" class=\"gfield gfield--type-textarea gfield--input-type-textarea gfield_contains_required field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible\"  ><label class='gfield_label gform-field-label' for='input_8_5'><span class='gform-field-label__text'>Message<\/span><span class=\"gfield_required\"><span class=\"gfield_required gfield_required_asterisk\">*<\/span><\/span><\/label><div class='ginput_container ginput_container_textarea'><textarea name='input_5' id='input_8_5' class='textarea medium'     aria-required=\"true\" aria-invalid=\"false\"   rows='10' cols='50'><\/textarea><\/div><\/li><\/ul><\/li><li id=\"field_8_15\" class=\"gfield gfield--type-consent gfield--type-choice gfield--input-type-consent field_sublabel_below gfield--no-description field_description_below field_validation_below gfield_visibility_visible 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