Anthony J Nelson’s Post

A Wake-Up Call for Employers: Scrolling through job listings, I stumbled upon a Sr. Manager RevOps role that left me utterly flabbergasted. Just look at these primary responsibilities: revenue strategy, pricing strategy, sales ops, marketing ops, GTM metrics, data analysis, GTM tech stack, budget management, team alignment, commission management... and the salary? A measly $150k OTE. Are we seriously expecting one person to juggle all these critical tasks, design strategies, and manage commissions while being compensated less than a single enterprise sales rep? That's not just unrealistic, it's a recipe for disaster! Let's get real here. RevOps isn't child's play. It's the backbone of scaling businesses, driving revenue, and maximizing efficiency. But how can we expect someone to wear so many hats, execute flawlessly, and not burn out when we're not even willing to pay them what they're worth? Employers, listen up: if you're serious about growth, you've got to be serious about investing in the powerhouse behind it all. RevOps isn't a one-person show—it's a strategic function that deserves the recognition and compensation it commands.

When should you build a Revenue Operations function? Until 1M Annual revenue you can get away with the founder leading the revenue operations function. But as the sales and marketing function grows, you'll need a Revenue Operations function in place to ensure you're tracking revenue attribution and delivering data insights to ensure every dollar invested results in a return on investment. Businesses typically wait for too long, before implementing revenue operations. As a result, businesses fail. Without a team to optimise the go to market operations, you risk bankruptcy. We know that a large % of businesses fail within the first three years because they are not profitable enough to survive external changes. So why wait? Start exploring your options for building a Revenue Operations team. You don't need to hire full-time, there are plenty of tactical fractional Revenue Operations resources to support founders, CRO and COOs. RevOps Automated is one of many providers that you could explore to help you earn more revenue per head. Curious to learn more - reach out. We're happy to help point you in the right direction to scale your revenue, even if you decide not to partner with us.

Are you a CRO, but you don't have a RevOps function by your side? Well, if that's the case Imagine a world where you don't have to deal with the disconnect between different teams. Instead, you have a holistic view of the entire customer lifecycle, from lead generation through to customer retention. Benefits? Think streamlined processes, seamless collaboration, and ultimately, higher revenue. RevOps aids in steering the SaaS organisation towards growth and profitability. It's also about leveraging data for strategic planning. Instead of trudging through disparate data sources, imagine having a consolidated dashboard with real-time insights on prospect behaviour, sales performance, and customer satisfaction. Now, that's a game-changer! In essence, RevOps isn't just a function or a team. It's the heart and soul of a robust SaaS model. It's about fostering better cross-functional collaboration, improving efficiency, and driving sustainable revenue growth. Get in touch if you're a CRO or CEO and would like to learn more about the benefits of hiring RevOps into your company?

Everyone's talking about the value a RevOps team brings to building and running a sales team but there's a problem Founders/Sales Leaders face when they decide that they want to make that first RevOps hire. And unless you've made this mistake before, you'll make this mistake too. 👉 Making just one RevOps hire is incredibly hard. Here's why: That hire is going to be asked to be Strategic and help develop ✅ Territory planning ✅ Sales Process improvements ✅ Forecasting methodologies ✅ Customer Lifecycle ✅ and more BUT they'll also be asked to be Tactical and ✅ Configure your CRM ✅ Develop Reporting and Dashboards ✅ Tech stack admin ✅ Policy creation ✅ and lots and lots more super tactical stuff. So why is making that hire so hard? 🚫 Finding ONE RevOps person who can be both high-level strategic AND super-tactical is like looking for a purple squirrel. 🐿️ So when you've decided you need and want RevOps, make sure you're considering the following solutions: 👍 hiring a couple of people (strategic and tactical) 👍 hiring a strategic person and getting them outsourced RevOps help for the tactical stuff 👍 or starting with an outsourced RevOps team before committing to a full-time hire or two on your payroll. Has anybody else seen this challenge and mistake before? If you like this Sales Leadership learning lesson, you might like 10 more learning lessons here: https://lnkd.in/gKWMmpAq

I often get asked, ↳ Whom should I hire first? ↳ What kind of marketer? ↳ Or do I need more sales? Great hires are problems to solve, does your new hire have a problem-solution fit? • So what is the phase you are in? • What is the problem you are solving? So easy to make a mistake and unfortunately this comes with huge costs. Hire too soon, strain your budget. Hire too late, and growth stalls. I used to hire a newer version of myself, and that's always a bad choice. So, now I like clear methodical hires. To navigate this, I've created a carousel decision tree – your go-to guide for hiring at each startup phase. From a Market Research Analyst in the Idea Phase to a Marketing Generalist when budgets are tight, it’s all mapped out. Swipe through the carousel to explore the journey from idea to scale-up, roles to hire, and the personalities that might naturally excel. Remember, this is your compass, not a map. True North is hiring the right people at the right time. --- 𝘗𝘚. 𝘏𝘪𝘳𝘦 𝘮𝘦 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘣𝘦𝘵𝘵𝘦𝘳 𝘨𝘳𝘰𝘸𝘵𝘩 𝘥𝘦𝘤𝘪𝘴𝘪𝘰𝘯𝘴: 𝘱𝘳𝘰𝘤𝘦𝘴𝘴, 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨, 𝘴𝘢𝘭𝘦𝘴, 𝘢𝘯𝘥 𝘨𝘳𝘰𝘸𝘪𝘯𝘨 𝘵𝘩𝘦 𝘵𝘦𝘢𝘮 𝘪𝘴 𝘢𝘭𝘸𝘢𝘺𝘴 𝘢 𝘣𝘪𝘨 𝘱𝘢𝘳𝘵 𝘰𝘧 𝘪𝘵. --- 𝘌𝘯𝘫𝘰𝘺𝘦𝘥 𝘵𝘩𝘪𝘴? Follow me, hit the 🔔 Douwe Wester You'll get notified on my next post. #b2bmarketing #b2bsales #b2bmarketingstrategy #upbeat #hiring

Beware, there are 3 distinct types of companies hiring for sales right now: 1. (10%)Pre-PMF: A new-ish company where only the founders have sold before. Looking for their first sales hire(s). Generally a very desirable opportunity, though does carry some risk of course. Freshly funded, high equity stake, paint on a blank canvas. 2. (10%) PMF: Hypergrowth companies that have nailed their product and GTM strategy, just need to scale as fast as humanly possible. This is the most desirable opportunity (think Rippling, OpenAI, etc) but your equity upside is limited as these companies already worth Billions. 3. (80%) Post-Failed-PMF: Companies that already know they DONT have PMF, multiple years of failed sales leaders + reps, desperately running out of cash, flat/no revenue growth, mediocre product, poor marketing, trying to sucker salespeople into saving their dying business. I refuse to recruit for anyone in Door 3. That's why our Talent marketplace / # of open roles grows much slower than many other job boards or recruiting firms. Why we have fewer open roles and a much lower match %. Because I will only place Members of our community at companies in Door 1 or Door 2. Play long term games, win long term prizes. 🫡 And be careful out there, lots of fools gold in the market.

The process of hiring in the self-storage industry can make or break your business. It's not just about filling a role but finding the right fit - someone who can embody your brand values and deliver exceptional customer service. Also, ongoing training lets employees sharpen their skills, resulting in a streamlined, superior customer experience. Read More: https://bit.ly/3UjI0Ds #SelfStorage #PropertyManagement #Hiring #EmployeeTraining #CustomerExperience

🌟 Excited to share my latest blog on hiring GTM professionals! In today's dynamic market, the demand for top-tier GTM talent is high. As businesses navigate rapid digital transformations and evolving consumer behaviors, having the right expertise to craft and execute effective go-to-market strategies is paramount. Whether you're a startup scaling or an established enterprise looking to stay ahead, hiring the right GTM professionals can make all the difference. Check out my blog to learn more 👇🏻

Stop targeting "sales wish lists" and waste budget. Instead, target accounts that are likely to buy using the account qualification process... ACCOUNT QUALIFICATION AND DISQUALIFICATION PROCESS 1. 𝐑𝐮𝐧 𝐰𝐢𝐧/𝐥𝐨𝐬𝐬 𝐚𝐧𝐝 𝐫𝐞𝐯𝐞𝐧𝐮𝐞 𝐚𝐧𝐚𝐥𝐲𝐬𝐢𝐬 𝐟𝐨𝐫 𝐚 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐯𝐞𝐫𝐭𝐢𝐜𝐚𝐥. Your goal is to define companies that generate the highest revenue and create 3 tiers and firmographic criteria based on your insights. 2. 𝐀𝐧𝐚𝐥𝐲𝐳𝐞 𝐭𝐡𝐞 𝐜𝐨𝐦𝐦𝐨𝐧 𝐩𝐚𝐭𝐭𝐞𝐫𝐧𝐬 𝐭𝐢𝐞𝐫 1 𝐚𝐧𝐝 𝐭𝐢𝐞𝐫 2 𝐜𝐥𝐢𝐞𝐧𝐭𝐬 𝐡𝐚𝐯𝐞. What makes an account a good fit? - ACV (average contract value) is above $50k - Actively hiring data analysts or data engineers - Raised >$10mln in the last 3 months - Checked high-intent pages on a website and spent >1 hour - Have a good connection with one of the buying committee members 3. 𝐀𝐧𝐚𝐥𝐲𝐳𝐞 𝐭𝐡𝐞 𝐜𝐨𝐦𝐦𝐨𝐧 𝐩𝐚𝐭𝐭𝐞𝐫𝐧𝐬 𝐫𝐞𝐜𝐞𝐧𝐭 𝐭𝐨𝐩-10 𝐝𝐞𝐚𝐥𝐬 𝐥𝐨𝐬𝐭 𝐝𝐞𝐚𝐥𝐬 𝐡𝐚𝐯𝐞. What makes the account a bad fit even if it fits firmographic criteria? Examples: - CFO is in the 1st year in a current position - Massive layoffs in the past 6 months - No funding in the past 12–24 months 4. 𝐆𝐞𝐭 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐬𝐚𝐥𝐞𝐬 𝐚𝐧𝐝 𝐦𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐨𝐧 𝐭𝐡𝐞 𝐪𝐮𝐚𝐥𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐝𝐢𝐬𝐪𝐮𝐚𝐥𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐜𝐫𝐢𝐭𝐞𝐫𝐢𝐚. Both teams should accept the criteria and apply them to list building. --- Why targeting wish lists is doomed? Here are a few reasons: 1. 𝐇𝐮𝐠𝐞 𝐛𝐚𝐫𝐫𝐢𝐞𝐫 𝐭𝐨 𝐛𝐫𝐢𝐧𝐠𝐢𝐧𝐠 𝐬𝐦𝐚𝐥𝐥 & 𝐮𝐧𝐤𝐧𝐨𝐰𝐧 𝐯𝐞𝐧𝐝𝐨𝐫𝐬. Nobody will be fired for bringing IBM, McKinsey, etc., but that's completely different for small unknown vendors. 2. 𝐄𝐱𝐭𝐫𝐞𝐦𝐞𝐥𝐲 𝐥𝐨𝐧𝐠 𝐬𝐚𝐥𝐞𝐬 𝐜𝐲𝐜𝐥𝐞𝐬. Doesn't matter if the company has a challenge your product solves if that challenge doesn't fit the key initiatives (which can occur in several years in a few years). 3. 𝐍𝐨 𝐛𝐮𝐲𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐧𝐭. Everybody wants to have Apple's logo on their website, but if Apple has 0 interest in your product, you're going to waste your budget. Instead of building wish lists, define tier segmentation, account qualification, and account disqualification. Forget about "Wish Lists". The chances that these companies will ever buy your product are closer to 0. Instead, replicate your best deals and avoid targeting prospects that will never buy (based on disqualification criteria). #abm #gtmstrategy

🌟 There's a turn in #Marketing #Tech industry... Stats are in, and they're mind-blowing! According to recent studies, there's been a whopping 30% increase in the adoption of #AI-powered marketing tools. 🤖💼 Businesses are turning to these innovative solutions to streamline their operations and boost ROI. 📈 Plus, with a 25% surge in demand for personalized marketing platforms, it's clear that tailored customer #experiences are the name of the game! 🎯 Say goodbye to one-size-fits-all approaches and hello to hyper-targeted strategies! 🔍💥 I'm hiring for a #Partnerships #Director to join a #Martech platform, 2x days in london, circa £80k. If you have 5+ years full 360 sales experience, selling to brands/retailers within a marketing related field, get in touch. #MarketingRevolution #SaaS #DataDrivenSuccess 🚀