Beynd’s Post

Before I do more formal/expounded posts, I'd like to say that it's been a real ride these past few years. In 2024, I own 3 businesses. 2 cleaning companies (fully remote) with MORE on the way, and a FULL service SaaS/Hybrid firm. We are building out our model, and it's novel in a lot of ways. It's all about getting leads, and converting them into jobs, familiar to anyone else? 😂 BUT, it's HOW we are doing that, with a supreme level of automation/integration and ingenuity. More to come! We are looking for talent. All kinds. Inbound sales, outbound sales, SaaS sales, Creatives for social, blogging etc. ALLLLL sorts of different positions, and on top of it we are ALWAYS looking for new clients and partners. We are deep in Startupville, SO we are open to ideas and discussion. DM or reach out if interested in any opportunities to get involved in something BIG on the ground floor. Will be doing formal postings, jobs, blogs etc. this year but just wanted to drop a line here for things to come! #startups #hiring #creatives #sales #saassales #saasmarketing #saasgrowth #cleaningservice #philadelphia #newjersey #cherryhill #delaware Wizard Web Service Philly's Clean Team Tina's Clean Team #ldp #wizards #onecallclose #webdesign #integration #automation #revops #2024vision #affiliatemarketing #saasmarketing #landingpagedesign #funnelmarketing #chatbotdevelopment

When hiring your first salesperson, too many startups over index on industry experience. Instead they should focus on stage experience. Driving revenue to a late stage company with strong demand, brand recognition and a venture backed marketing budget is much different than driving revenue to a no named upstart with limited resources. The later stage skill set mainly focuses on negotiating terms on contracts. Early stage focuses on the entirety of the sale and is much more challenging. That’s why so many founders get disappointed when their big sales hire from a known unicorn doesn’t pan out. Right industry contacts, wrong skills. So remember this when hiring your first sales people: Stage experience > industry experience.

If you're looking for a job, a startup is a shitty place to work. On the flip side, if you're looking to work at a startup, it's freakin' awesome. That's why I'm building a talent pool. Here's the breakdown: In an ideal world, founders would find people with the skills they need, passion for the problem their solving, and interest in working at a startup (oh, and find a way to pay them lol). These people are golden to an early team. Finding them often takes a lot of time and networking, time that founders don't often have. When founders post job descriptions, they get a lot of applicants looking for just that, a job. Product manager is the same title at a 10-person team as it is at a Fortune 500 company, but it's definitely not the same role. It's challenging to screen for people who *actually want to work at a startup.* I've been able to help startups hire over 50 folks in the last few years, but looking back I realized the BEST hires was when I knew the talent first. They told me exactly who they were and what they wanted to do. Sometimes I had an idea right away and sometimes I called them up 6 months later. While I've been doing this ad hoc, the talent pool is my way of formalizing this process (and hopefully scaling it too). Already made 3 intros to founders! If you *really* want to work at a startup, please check out my portfolio website (linked above) and fill out the form. Also PSA I have a sports startup hiring for a chief of staff and a web3 one hiring for a product marketing manager (:

You're a tech start up with 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 hires You don't want to spend on 𝘵𝘺𝘱𝘪𝘤𝘢𝘭 agency fees So you're not sure where to start. Customers are happy, systems are in place and there's a pipeline of sales. The next stage is hiring the right people. You've got three options ⚒ 𝗗𝗜𝗬 - saves money. But time consuming and strenuous. 🤸♂️ 𝗛𝗶𝗿𝗲 𝗮 𝗧𝗔 - good but can be expensive. No systems in place. 💡 𝗪𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝘀𝘁𝗮𝗿𝘁 𝘂𝗽 𝗮𝗴𝗲𝗻𝗰𝘆 - cost effective. Full accountability in one person. Start up agencies get start up life. We're quick to market. We care deeply. Most of us thrive under pressure. The bad news? It's not easy finding a good start up agency. The good news? You've found one if you're reading this post. I've got 𝗢𝗡𝗘 𝗠𝗢𝗥𝗘 space to help a tech start up hire in September. Don't just trust me though, I'll share two reviews from this months work. Message me and we'll see if it's right for both of us 📩

During my short stint in #techsales - I've learned couple of things about the startup world, the hard way.. One of those hard learnings is that Linkedin is pretty much like any other social media platform. It's all about filters and good stuff Here are translations of some of the LI posts that I have seen very recently: We've just closed our record quarter in Q4! = we had a sh..y Q1 and probably Q2, so we had to push all deals stuck in the pipeline at 50% discount or more in Q4 .. the whole year ARR is well below target.. customers don't know yet that they'll have to pay full price on renewal.. And we are hiring an AE for (type of market)! = we have over - hired just like anybody else, and we just fired 2 AE's who did not close deals during ramp up period, and now just hiring one, so there is a net decrease in team's head count After 2yrs at (name of startup), I've decided to take sabbatical (for XYZ reason) = my options have matured on the 2yrs mark and I see no way this startup can scale beyond X point and I need to get my life back at certain point of time #techcommunity #startup #techjobs

🔮 My board & investors have given me clarity: with a Magic Number > 1, it's time to spend more on sales & marketing. Warmly, is now hiring for a variety of new roles to bring our signal-led sales platform to market! Please apply & share with your friends who you think can handle an intense and rewarding startup journey... you'll be selling/marketing a product you'll also be using every day yourself! 🚀 Hiring for many roles, but key ones in GTM: Sales Manager, Demand Generation, Revenue Operations. *What went down?* We are being pretty efficient on sales & marketing spend. For every dollar I put into sales & marketing, I got $1.35 back in ARR. We're a startup and thus should be focusing on growth. But it's 2024 so we've focused on efficient growth. Technically the formula according to most SAAS investors is: Revenue This Q - Revenue Last Q)* 4 / S&M Costs Last Q. We can caveat our COGs which we could optimize by 2-3x but haven't! *How will we do this?* SLOWLY! We at Warmly are ready to blitz-scale but we need to do it in a smart way. We are customer-obsessed, want to fine tune our offering and our GTM team to get ready for a sustained, uncomfortably awesome growth period. *What do we do?* Warmly is a signal-based sales platform that helps revenue teams find the best warm leads and automatically converts them while they’re still warm. With Warmly our AI can auto-email, auto-linkedin DM and auto-chat with warm leads we find for you to book meetings. *Who can help?* Everyone! Please refer audacious, scrappy candidates our way! > Sales manager: https://lnkd.in/ejjRXciV > Head of Demand Gen / Senior Demand Gen: https://lnkd.in/e-gN4prW > Revenue Operations: https://lnkd.in/enF9Xjhi > SDRs: https://lnkd.in/e9TQZ_Rm ... see more at https://lnkd.in/ey-yBbvC ! #hiring #saas #startup #demandgen

When it comes to hiring as a pre-seed startup, timing and order can be as important as the people you bring onboard. Your first hires should align with your key early-stage objectives. For most startups, this involves developing your product, finding product-market fit, and growing initial customer base. So, hire a technical lead or a CTO first if you're building a tech product. They can help develop and technically validate your product idea. Next, consider hiring a marketing specialist or a growth hacker. They'll help get the word out about your product and attract your earliest users. Third, a salesperson can help bring in initial revenue, but they're not always needed right away. If you're a B2B startup, you might need a salesperson earlier than a B2C startup. Lastly, consider if you need operational roles, like HR or finance. Often, these responsibilities can be handled by the founders until the company scales. Remember, every startup is unique. Hire for what your company needs, not what others are doing. #hiring #startup #preseed

Controversial opinion: B2B SaaS Tech startup founders, your first GTM hires shouldn't be a cold caller and a social media manager. 🙈 There are so many steps you need to take before cold calling and posting on socials: 1️⃣ Know who wants to buy what you're selling. Really know your customers, their pains, problems, where they hang out and what interests them. And these are not a list of contacts or companies imported from ZoomInfo or Cognism. These are people. 2️⃣ Figure out what you're selling Your differentiators from the competition. Your problem-solution statement. 3️⃣ Have a mechanism to fail fast and pivot constantly as you make mistakes in product positioning and development. You don't need to have it perfect from the get-go. Frankly, you can't afford to as a startup. You need to get it out there as soon as possible. However, the goal is not to make revenue at this stage. It's to answer the above fundamental questions. And find product-market fit and achieve repeatability and scale. I'm not saying these hires can't do these things. But in my experience, I've never seen people in those roles do. And they shouldn't, because they aren't hired to do so. These are fundamental product marketing responsibilities that can be done by the founders (most preferably at a very early stage). Or if you can afford it, hire a generalist who is strong at product marketing before hiring a social media manager. Knowing what you should say before saying it is going to help you avoid wasting so much time on socials shouting into the void. You want to shout about who you are and where you are. But frankly, who cares? With love ✌🏽

Too many early-stage B2B tech startups get their first marketing hire wrong. ❌ They hire someone too senior or too junior. ❌ They hire a specialist. ❌ They can't assess skills. ❌ They don't understand what's realistic. ❌ They find it hard to give them autonomy. ❌ 𝗪𝗵𝗮𝘁 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗵𝗮𝘃𝗲 𝘆𝗼𝘂 𝘀𝗲𝗲𝗻❓ 𝗪𝗵𝗮𝘁 𝘁𝘆𝗽𝗲 𝗼𝗳 𝗺𝗮𝗿𝗸𝗲𝘁𝗲𝗿 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝗻 𝗲𝗮𝗿𝗹𝘆 𝘀𝘁𝗮𝗴𝗲 𝗕𝟮𝗕 𝘁𝗲𝗰𝗵 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗵𝗶𝗿𝗲❓ #hiring #recruitment