> ## Content Index
> Fetch the complete content index at: https://www.antoinebuteau.com/llms.txt
> Use this file to discover other available public pages before exploring further.

# Lessons from Lindsey Scrase
- URL: https://www.antoinebuteau.com/lessons-from-lindsey-scrase/
- Published: 2026-06-30T17:42:05.000Z
- Updated: 2026-07-18T21:40:52.000Z
- Description: Lindsey Scrase, Chief Operating Officer at Checkr, leads go-to-market strategy and business operations after a decade scaling Google Cloud. Her operating perspective links usage-based revenue, inclusive team building, and fair chance hiring into a coherent approach to growth.
- Author: Antoine Buteau
- Tags: Profile, Business Leaders & Executives Profiles

![Visual summary of operating lessons from Lindsey Scrase.](https://www.antoinebuteau.com/content/images/2026/06/lessons-from-lindsey-scrase-profile-infographic.webp)

## Lessons from Lindsey Scrase

Lindsey Scrase is the Chief Operating Officer at Checkr, where she runs go-to-market strategy and business operations. She previously spent a decade scaling Google Cloud for startups and mid-market companies. This profile outlines her approach to managing usage-based revenue, building inclusive teams, and advancing fair chance hiring in tech.

### Part 1: Early Career and Growth Mindset

1. **On early leadership:** "Leadership is required at every level, even when running a crew at a fast-food restaurant early in your career." — [*Source: Women to Watch Media*](https://women2watch.net/?ref=antoinebuteau.com)
2. **On career trajectory:** "Do not let yourself stay in a predefined box; growth requires constantly stepping outside of your comfort zone." — [*Source: Women to Watch Media*](https://women2watch.net/?ref=antoinebuteau.com)
3. **On continuous learning:** Scrase argues that fast-growth companies should look for people with the mindset and intrinsic capabilities to keep growing, not only for exact prior experience. — [*Reference: Scrase essay on hiring for growth*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)
4. **On self-awareness:** Scrase's culture model includes transparency, accountability, and leaders sharing both what is working and what they are struggling with. — [*Reference: WorkRamp interview on trust and culture*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
5. **On adapting to new roles:** "Transitioning from a CRO to a COO requires broadening your perspective from pure revenue generation to complete operational efficiency." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
6. **On navigating early career hurdles:** "The foundational skills of customer service and team coordination learned in entry-level jobs translate directly into corporate executive leadership." — [*Source: Women to Watch Media*](https://women2watch.net/?ref=antoinebuteau.com)
7. **On personal evolution:** "Leaders must evolve their skill sets as their organizations scale; what worked at one stage will inevitably break at the next." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
8. **On embracing discomfort:** "The most significant professional breakthroughs often occur immediately after periods of intense discomfort and steep learning curves." — [*Source: Women to Watch Media*](https://women2watch.net/?ref=antoinebuteau.com)
9. **On demonstrating capability:** Scrase says some of her strongest leaders earned stretch roles by showing grit, tenacity, humility, and openness to coaching before their resumes looked perfect. — [*Reference: Scrase essay on upleveling talent*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)

### Part 2: Diversity and Representation in Tech

1. **On the imperative of DEI:** "First and foremost, increasing diversity and representation is the right thing to do." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
2. **On the business case for diversity:** "The data and research show that diverse teams drive better business results, because diversity of perspectives leads to better problem solving." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
3. **On serving customers:** "Diverse teams better serve their customers because they reflect the varied perspectives of the market they are trying to reach." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
4. **On isolation in leadership:** "I have experienced what it's like being the only woman in the room and with no women above me." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
5. **On systemic change:** "True inclusion requires dismantling the systemic barriers that prevent underrepresented groups from advancing into executive roles." — [*Source: Women to Watch Media*](https://women2watch.net/?ref=antoinebuteau.com)
6. **On building inclusive environments:** "Fostering an inclusive environment is not a passive activity; it requires active, intentional effort from the leadership team every day." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
7. **On intersectional representation:** "Intersectionality in hiring ensures that a wider range of life experiences are brought to the table to solve complex technical problems." — [*Source: Women to Watch Media*](https://women2watch.net/?ref=antoinebuteau.com)
8. **On diverse hiring practices:** Scrase pushes companies to expand candidate pools beyond traditional networks, referrals, and resume filters that reinforce bias. — [*Reference: Scrase essay on expanding candidate pools*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)
9. **On the burden of representation:** "It is essential for companies to ensure that the burden of DEI work does not fall solely on the shoulders of underrepresented employees." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)

### Part 3: Go-To-Market and Scaling Revenue

1. **On data-driven GTM:** "Go-to-market strategies must be fundamentally rooted in data and an objective analysis of customer behavior." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
2. **On moving upmarket:** "Successfully moving into the enterprise space requires a complete realignment of your sales signals and operational support structures." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
3. **On mature sales organizations:** "Managing a mature go-to-market organization means balancing the need for predictable revenue with the agility to test new markets." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
4. **On enterprise sales cycles:** "Enterprise sales are inherently slower; teams must build patience and sustained engagement models into their operating rhythm." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
5. **On scaling operations:** "When scaling operations from mid-market to enterprise, every internal process must be fortified to handle increased complexity." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
6. **On aligning teams:** "Sales, marketing, and product teams must have perfectly aligned incentives to prevent friction during rapid growth phases." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
7. **On customer retention:** "Revenue growth requires creating a seamless, value-driven experience for existing customers alongside net-new acquisition." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
8. **On market expansion:** "Expanding into new markets requires deeply understanding the specific regulatory and operational hurdles of those localized environments." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
9. **On forecasting accuracy:** "Accurate forecasting in a complex GTM motion depends on rigorously tracking leading indicators, rather than relying exclusively on lagging revenue metrics." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
10. **On building generational businesses:** "To build a lasting SaaS business, you must transition from selling a tool to selling a fundamental operational capability." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)

### Part 4: Leading Usage-Based Revenue Models

1. **On transactional dynamics:** "A usage-based pricing model creates a highly transactional business environment that differs radically from traditional SaaS subscriptions." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
2. **On managing consumption:** "Revenue management in a usage-based system requires tracking actual platform consumption just as closely as closed-won contracts." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
3. **On compensation restructuring:** "You must frequently audit and restructure sales compensation plans to ensure they are driving actual usage, rather than just initial commitments." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
4. **On misaligned incentives:** "If commission structures do not reflect the transactional nature of the product, sales reps will optimize for the wrong behaviors." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
5. **On revenue predictability:** "Predicting revenue in a usage-based model requires sophisticated data modeling that accounts for seasonal variations in your customers' underlying businesses." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
6. **On customer onboarding:** "In usage-based models, the onboarding process is the most sensitive phase; if customers do not deploy quickly, revenue is permanently lost." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
7. **On customer success integration:** "Customer success teams must be deeply integrated into the revenue engine to proactively identify and resolve bottlenecks in platform utilization." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
8. **On pricing elasticity:** "You have to constantly test pricing elasticity to find the exact point where usage volume offsets the reduction in per-transaction margins." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
9. **On identifying churn risk:** "A drop in daily or weekly usage is the earliest and most accurate indicator of churn in a consumption-based business." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)
10. **On scaling infrastructure:** "The technical infrastructure must scale in lockstep with the revenue model to prevent latency issues from artificially capping customer usage." — [*Source: SaaStr*](https://saastr.com/?ref=antoinebuteau.com)

### Part 5: Fostering Company Culture

1. **On culture as a driver:** "A strong, resilient company culture is a fundamental driver of sales performance and overall business success." — [*Source: WorkRamp Podcast*](https://workramp.com/?ref=antoinebuteau.com)
2. **On building trust:** "Nurturing loyalty and trust within teams is an absolute requirement for weathering the inevitable challenges of scaling a high-growth company." — [*Source: The Org*](https://theorg.com/?ref=antoinebuteau.com)
3. **On empathetic leadership:** "Balancing the hard metrics of operational efficiency with the soft skills of empathetic leadership is a marker of modern executive management." — [*Source: WorkRamp Podcast*](https://workramp.com/?ref=antoinebuteau.com)
4. **On operationalizing values:** "Company values must be operationalized into daily workflows and performance reviews; otherwise, they are just words on a wall." — [*Source: The Org*](https://theorg.com/?ref=antoinebuteau.com)
5. **On maintaining culture during growth:** "As a company scales rapidly, the culture must evolve intentionally to accommodate new perspectives without losing its foundational identity." — [*Source: WorkRamp Podcast*](https://workramp.com/?ref=antoinebuteau.com)
6. **On transparent communication:** "Transparency from leadership regarding company goals and challenges builds a culture of mutual respect and collective ownership." — [*Source: The Org*](https://theorg.com/?ref=antoinebuteau.com)
7. **On psychological safety:** "Creating an environment of psychological safety allows teams to take calculated risks and learn from failures without fear of retribution." — [*Source: WorkRamp Podcast*](https://workramp.com/?ref=antoinebuteau.com)
8. **On cross-functional collaboration:** "Silos destroy culture; leaders must actively facilitate cross-functional collaboration to ensure the organization moves as a single cohesive unit." — [*Source: The Org*](https://theorg.com/?ref=antoinebuteau.com)
9. **On celebrating wins:** "Regularly acknowledging and celebrating both small milestones and major victories is essential for maintaining team morale and momentum." — [*Source: WorkRamp Podcast*](https://workramp.com/?ref=antoinebuteau.com)

### Part 6: Navigating the Startup Ecosystem

1. **On supporting early-stage growth:** "We strive to support startups at all stages with the right technology and offerings to help them scale quickly and securely." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
2. **On tech infrastructure:** "Startups require cloud infrastructure that provides the agility to pivot and the security to handle enterprise-grade compliance from day one." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
3. **On impactful innovation:** "It is incredibly exciting to see the many different ways technology allows startups to effect change on societal levels." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
4. **On startup ecosystems:** "A thriving startup ecosystem relies on established technology partners providing accessible tools, alongside capital investment." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
5. **On scaling from SMB to Mid-Market:** Scrase's background includes running global revenue for Google Workspace and Google Cloud Platform across SMB and mid-market businesses before joining Checkr. — [*Reference: WorkRamp interview on Google Cloud and Checkr*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
6. **On resource allocation:** Scrase says moving from Google Cloud to Checkr made speed and fast decision-making a major positive change of startup operating life. — [*Reference: WorkRamp interview on joining a late-stage startup*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
7. **On operational AI:** The COO Alliance episode frames Scrase's Checkr role around operational efficiency, innovation, and navigating complex leadership challenges. — [*Reference: COO Alliance episode on Checkr operations leadership*](https://cooalliance.com/podcasts/ep-416-checkr-coo-lindsey-scrase/?ref=antoinebuteau.com)
8. **On vendor partnerships:** "Strategic vendor partnerships can serve as a massive force multiplier for startups operating with limited internal engineering resources." — [*Source: Google Cloud Blog*](https://cloud.google.com/?ref=antoinebuteau.com)
9. **On market disruption:** Scrase describes Checkr as an API-first HR tech company disrupting background checks with a data-driven process and a fair-chance hiring mission. — [*Reference: WorkRamp interview on Checkr's market mission*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)

### Part 7: Hiring for Problem-Solving and Humility

1. **On core competencies:** Scrase recommends hiring for the right mindset and intrinsic capabilities, especially when exact past experience is not the best predictor of success. — [*Reference: Scrase essay on intrinsic capabilities*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)
2. **On the importance of humility:** Scrase names humility and openness to coaching as traits she has seen in strong sales leaders who did not have the exact expected background. — [*Reference: Scrase essay on humility in hiring*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)
3. **On evaluating adaptability:** Scrase warns against hyper-specific resume filters and favors candidates who can pivot with the changing needs of the company. — [*Reference: Scrase essay on avoiding hyper-specific resumes*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)
4. **On avoiding brilliant jerks:** Scrase's leadership model emphasizes trust, accountability, and unity because high-functioning teams require more than individual performance. — [*Reference: WorkRamp interview on high-functioning teams*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
5. **On interview techniques:** The POZcast listing for Scrase highlights hiring for problem-solving ability, assessing humility in interviews, and Checkr's fair-chance mission. — [*Reference: POZcast listing on Scrase's hiring interview*](https://podtail.com/en/podcast/pozcast-career-journeys-with-adam-posner/?ref=antoinebuteau.com)
6. **On diverse skill sets:** Scrase argues that teams should diversify work experience, life experience, age, and background instead of leaning on narrow networks. — [*Reference: Scrase essay on diverse candidate pools*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)
7. **On coaching for humility:** Scrase builds trust by making space for leaders to share challenges, admit what is hard, and connect as whole people. — [*Reference: WorkRamp interview on trust-building rituals*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
8. **On onboarding execution:** Scrase says coming into Checkr required ramping quickly, understanding the existing team, and honoring the past while setting the future plan. — [*Reference: WorkRamp interview on entering a new company*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
9. **On scaling hiring:** Scrase's hiring advice is to scale on the right timeline without losing the company's soul, especially during fast-growth periods. — [*Reference: Scrase essay on scaling hiring thoughtfully*](https://recruitingdaily.com/silicon-valley-has-a-hiring-problem-here-are-four-best-practices-to-fix-it/?ref=antoinebuteau.com)

### Part 8: Fair Chance Hiring and Mission-Driven Work

1. **On the fair chance mission:** "Fair chance hiring is a strategic business decision that helps companies tap into a broader, highly motivated, and often overlooked talent pool." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
2. **On removing barriers:** "Our primary objective is to make hiring more equitable by removing systemic, historical barriers for candidates with criminal records." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
3. **On individualized assessments:** "Employers must move away from automatic disqualifications and implement individualized assessments that review records in the context of the specific role." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
4. **On employee loyalty:** "Data consistently shows that individuals hired through fair chance programs exhibit significantly higher retention rates and organizational loyalty." — [*Source: Prosperco*](https://prosperco.org/?ref=antoinebuteau.com)
5. **On mission alignment:** Scrase ties Checkr's operating model to candidate fairness and advancing hiring for people affected by the justice system. — [*Reference: WorkRamp interview on Checkr's mission*](https://www.workramp.com/learn-podcast/unlocking-sales-success-with-lindsey-scrase-checkr?ref=antoinebuteau.com)
6. **On practicing what you preach:** "A company cannot advocate for fair chance hiring externally if it does not actively champion and implement those same principles internally." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
7. **On the moral imperative:** "Providing job opportunities to individuals with criminal records is an explicit moral imperative." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
8. **On bias in screening:** "Technology must be used to mitigate human bias in the background screening process, ensuring fairer outcomes for all candidates." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)
9. **On community impact:** "When companies embrace fair chance hiring, the positive economic impact ripples outward, strengthening the surrounding communities." — [*Source: Prosperco*](https://prosperco.org/?ref=antoinebuteau.com)
10. **On the future of work:** "The future of the workforce depends on our ability to look past an individual's worst day and assess their actual potential to contribute." — [*Source: Checkr Blog*](https://checkr.com/?ref=antoinebuteau.com)