Steve Maciel’s Post

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As founders continue offloading sales work, they need to remember one thing…. Win rate matters. If you set up a system that converts at a 20% win rate, but you as a founder, or your sales leader had a 35% win rate, you might be blowing it. We’re not in the volume gtm business anymore. You need to figure out what pieces can be put in place that will your most senior teammates to be customer facing. One step you can take today: stop claiming “it’s just part of the job” and remove as much sales admin work as possible from leadership. You can’t expect the team to convert at a higher rate if they’re constantly bogged down. I’ve said it before and I’ll say it again: hiring one EA for an incredible salesperson is probably better than hiring another salesperson. And that idea applies across all levels of sales within your company. TLDR — If you have the all-star deal makers: enable them.

Early stage D2C founders, Should you build an inhouse team or should you hire an agency? Here's a quick test. Do you have enough leverage (money, contacts, influence, story, brand) to hire someone much much smarter than you? If yes, then definitely hire inhouse. If not, then you're most likely better of hiring a top quality agency that allows you to "punch above your weight" and learn from an elite team. The last thing you want to do is go around training and coddling a bunch of newbies when you yourself have so much to learn. (Detailed blog post on "Building your own in-house D2C growth and performance team" linked in comments.)

Here's my commits/week vs. customers added. Not a perfect metric for total product effort, but a decent proxy. I get so excited about building products because, compared to consulting, there is unlimited upside. A fixed amount of product effort can make unbounded money while you sleep. (And yeah, I'm not factoring in time spent on customer support. Obviously that's rising with customer count and at some point requires hiring staff. But you get the point.)

Hiring Welcome Desk Customer Success Role. ~30 hrs per week, growth potential, $14/hr DOE + Tips (~$3/hr) + $5K bonus + Free Membership + 25% Off Retail. Do you know someone who is dependable, competitive, and sincere? [Job description and application - https://lnkd.in/gGxyR6h9] 6-Week “Make Your Friends Jealous” Challenge. Unhappy with your fitness progress? This Challenge is FREE if you lose 12 lbs or gain 3 lbs of muscle in 6 Weeks. (Step 1) Request a time to visit. (Step 2) We’ll listen to your goals. (Step 3) If we’re aligned, you get a spot. [Request a time here - gonosotros.com/fitness]. Youth Climbing Team: 2 Spots Available. Is your child NOT confident? The #1 feedback from our Youth Climbing Team: “I’m loving this new confidence in my kid!” (Step 1) Sign up now. (Step 2) We’ll follow-up with details. (Step 3) Come to the next Team session, Mondays and Wednesdays from 6:30-8pm for ages 6-18. P.S. We can’t hold spots. First come first served. [Sign up here - gonosotros.com/shop/youth].

You don’t need to be able to serve everyone. When you want steak. You go to a steakhouse. Because they are great at doing 1 thing well. No one wants to eat at the place with the 57 page menu. They do everything badly. It’s the reason we have our niche area we focus on, we ONLY do commercial roles for VC backed b2b SaaS companies at Cosmic. We get asked all the time about other roles and the answer is always the same… We are the best at hiring for commercial roles in SaaS companies and that’s what we want to be known for! It's ok to go after a smaller TAM and be the best in that market. It’s important to remember that you don’t need to be able to serve everyone.

As we approach the 10 Crs ARR milestone, I want to acknowledge that hiring has always been a challenge for me. And here's why: We are not VC funded yet so we don't show up on the usual news cycles. My office isn't in a high rise swanky commercial space simply because we don't need one. We are a digital first brand. My office neither helps me acquire a new customer nor retain an existing one. My small team of 3 trusted employees also don't set the tone that Hyuman is having a blockbuster BBD with a 3x spike in sales. I don't blame candidates, it is genuinely difficult to read between the lines at times. If you are someone who wants to be part of our high growth startup and create a difference in the femcare space please email me on suvita@hyuman.in & connect@hyuman.in Look at the available jobs below: Check out this procurement executive role at Hyuman: https://lnkd.in/dBqiDMk9 Check out this influencer and social media manager role at Hyuman: https://lnkd.in/dNN4Fb9q Here's a photo of me trying to search the next piece for building Hyuman.

A lot of RevOps leaders reach out to us when they feel like they’ve turned into full time deal desk managers. Instead of spending their time optimizing the business and aligning teams, they’re spending hours reviewing, fixing, and approving the sales team’s proposals and contracts. It can be very frustrating. And they don’t always have the budget to bring on a full time deal desk person. This is one of the reasons we put so much attention into the Approvals and Deal Desk features of our platform. It lets RevOps leaders design and enforce a standardized quoting process for their sales teams. WITHOUT hiring an FTE to manage it. Instead they can rely on their colleagues and work together as a team to review and approve deals. For example… - Discounts under 10% auto-approve - Discounts over 10% get routed to sales manager for approval - Monthly or Quarterly Billing gets routed to finance leadership for approval - The fee associated with implementation gets routed to Customer Success for approval. When you remove the bottleneck of one person reviewing and approving all deals and get the rest of your team involved, deal quality goes up and also gives that RevOps leader their time back to focus their real job.

I despise ticket sales companies. Their business model/allowance or collusion with ticket scalpers is repugnant. On a lighter note, we're hiring and *standard post*, it's nearly the Bank Holiday weekend 😎 🤘 We have a number of new jobs that I have very uncreatively listed below. Manager, Technical Consultancy and Solution Architecture, Customer Support Advisor - Danish speaking Customer Support Advisor - Finnish speaking Customer Support Advisor - Sweden speaking Sales Engineer - German speaking Web & Digital Experience Manager I have shared the link to the careers page in the description below. You know how to apply and how to share with if you're not right for it. GO! Finally, the information I am sure that you were all waiting for; what band was I trying to book tickets for? Well, I was searching for Nickelback tickets at the o2 but at about £175 for a standing ticket (of course not face value) I shall not be attending. I am of course ready for the barrage of messages courteously explaining that it is my own fault for liking Nickelback and that they are terrible but you are just wrong. Disclaimer - all views are my own on the subject of ticket sales companies 🤣 #heyheyiwannabearockstar #nickelback #hiring #quinyx

Here’s how you hit $100K+/month in your agency like I did 2 different times: $0-10K/month: Manual outreach, work for free + performance based offer, get proof-of-concept for your offer, prioritize case studies/testimonials. $10-25K/month: Use social proof to start charging $$ upfront/retainers, do amazing work, keep doing manual outreach + make first hire (VA) and build systems for scale on back-end. $25-50K/month: Crack code on paid acquisition, delegate and scale outbound, prioritize systems + team, your margins should be good enough to pay a-players well… hire CSM (US based), consider bringing on appt setter who can transition to closing. $50-100K/month: Scale acquisition strategies working best for you - build out referral program, automate client acquisition systems, prioritize team management versus being bogged down in day-to-day ops. I hit $100K+/month in 2 different agencies I started. This is the formula. Follow it and you’ll be successful.