By Michael Breslin, Landing Point Co-Founder
So you’ve raised your Series B. Congrats. Now comes the fun part: building the team that actually delivers on what you just sold your investors.
At this stage, most founders and finance leads are focused on revenue growth — as they should be. But without the right operational leaders in place, you risk scaling chaos instead of scaling with confidence.
From our experience working with software companies post-Series B, here are the three foundational hires that make the biggest difference.
#1: The Controller: Your Guardrails & Growth Partner
Your financials are getting more complex by the week — new pricing models, multi-state payroll, capitalized software, deferred revenue, and maybe even your first audit.
A great Controller at this stage brings more than just clean books. They:
- Build the close process, internal controls, and reporting frameworks
- Prepare for (and lead) audits
- Integrate accounting systems with sales, billing, and HR tools
- Give your CFO or fractional finance lead space to focus on strategy
Bonus points for Controllers with SaaS and RevRec experience (ASC 606), especially if they’ve worked through a system implementation or M&A diligence process.
#2: The Head of People: Your Growth Architect
You might be about to hire 30–50+ people in a year. How that growth feels — to employees, managers, and execs — depends heavily on the foundation you put in place now.
A strong Head of People:
- Builds scalable onboarding, performance, and engagement frameworks
- Helps train new managers and protect company culture during hypergrowth
- Partners with finance and execs on compensation philosophy and leveling
- Creates the policies and tools that keep your people programs from breaking
You don’t need someone from Big Tech — just someone who’s done this before in a high-growth, high-expectations environment.
#3: The People Ops Manager: Your Infrastructure Builder
After your Series B raise, it’s not just about hiring more people — it’s about supporting them. A strong People Ops Manager builds the scaffolding your team needs to thrive as you scale.
They’re the operational engine behind your HR function, often responsible for:
- Building scalable onboarding and offboarding processes
- Managing benefits, payroll systems, and compliance across multiple states
- Supporting your Head of People with reporting, data, and HRIS management
- Creating workflows that reduce friction as headcount grows
The best People Ops Managers combine empathy with execution. They make life easier for employees and execs alike — quietly solving the problems that otherwise pile up when HR is under-resourced.
Building Infrastructure is the Smartest Move
These aren’t just “support” hires — they’re strategic enablers. They give your execs the ability to lead at a higher level, and they ensure your post-Series B growth doesn’t come at the cost of chaos, churn, or costly missteps.
At Landing Point, we specialize in helping high-growth software companies in Boston and beyond hire for these pivotal moments — from first Controllers and Heads of People to recruiting leads who can build from the ground up.
About Michael Breslin
Michael Breslin is one of the Co-Founders of Landing Point, and oversees Landing Point’s Boston, MA office. Prior to founding Landing Point in April 2015, Michael spent over 10 years focused on recruiting Accounting/Finance professionals at two different NY based executive search firms. He began his career as an auditor with KPMG in both their New York City and San Diego offices. He graduated from Fordham University with a BS in Accounting and was a member of their Division I Swim Team. Michael enjoys playing the drums, golfing, and spending his free time with his family.