After 15+ years of working in and on recurring revenue businesses across dozens of industries and 4 continents, I've found that the "who" in these organizations is often a much bigger challenge than the "what" of a business.
People make or break organizations. Hiring mistakes, in particular for early to mid-stage businesses competing in the subscription economy, can be perilous to the organization. Your team, in *every* department, must work together to create an ongoing, value driven experience to get your subscribers to keep paying month after month, year after year.
Early hires tend to get promoted by default as their teams grow. Hire a cultural misfit to the core team early on – *even* if they perform like a rockstar – and you'll infect that entire department with discord. Not to mention if that guy or gal hires a team full of cultural misfits to your organization who are simply incapable of carrying your vision forward.
That being said, there are always other problems that need work – the big ones in early to mid-stage growth companies being:
These are big issues, all of which need to be addressed. But no level or amount of standard operating procedures, stellar customer success plans, or mind blowing products or services matter if you don't get the "who" right in your recurring revenue organization.
I'm taking my breadth of experience as a subscription sales leader, coach, consultant, and fractional CSO for subscription sales teams over the last 15 years to help you recruit & build the sales teams leaders dream of:
In January 2020, I partnered with a team of sales staff recruiting veterans with a stellar track record & reputation. The team's unique sourcing strategy and rigorous evaluation criteria has set our recruiting service apart for over 17 years.
My spin on our sourcing & vetting strategy is a compilation of tried and trued tactics & techniques of the best recruiting shops in the world. I go the extra mile...or 2 or 3, to not only properly vet qualified candidates, but also use my vast consulting experience to get to know you, your company, your culture, where your company is heading, and what needs to happen for you to get there.
The candidates that I recommend to you for consideration will help you bridge that gap between where you are now and where you want to go.
Assessing candidates for a proven track record of past success that will transfer to your subscription organization, and for the all important cultural fit in your unique company, is a one-two punch you can't afford to miss.
Once you give me the green light, I will quickly source & recommend just 3 or 4 highly qualified, strong culture fit candidates for you to conduct late-stage interviews with. That's it. And I guarantee my candidates for 180 days, not 90.
Let's talk about building and optimizing a subscription sales team that will take your organization to the next level! Let's talk, email email@example.com or fill out the contact form below.