Pricing talent wants more than pay — they want visibility, impact, tools that work, clarity, and credibility. Miss these, and you’ll lose your best people.

Pricing leaders struggle to justify headcount; this framework shows how to link support needs to business outcomes—margin, speed, growth, governance.

Pricing roles shift by model: B2B manages exceptions, B2C drives perception and speed, DTC ties pricing to product. Success depends on adapting to each playbook.

Most firms delay hiring pricing talent until margin leaks or deal chaos hit. A first hire should stabilize processes, build structure, and turn pricing from reactive risk into growth lever.

Discover the key elements of candidate experience in the recruitment process.

Discover how industry crossover in executive hires can bring fresh perspectives and valuable insights to organizations.

Hiring pricing leaders: weigh industry know-how vs. cross-vertical skills. Inside hires ramp faster; outsiders bring fresh ideas. Best leaders blend both for impact.

Stand out in pricing by combining deep analytics, broad commercial skills, strong influence, and AI as a multiplier. Package outcomes clearly and keep learning to accelerate growth.