AJ Tennant

How fast do you know when someone you've hired is not very good? It depends on the segment. So if we're talking about the enterprise segment, you're going to know within probably 90 days. SMB? SMB, you're going to know in 30, 45 days.

How fast do you know when someone you've hired is not very good? It depends on the segment. So if we're talking about the enterprise segment, you're going to know within probably 90 days. SMB? SMB, you're going to know in 30, 45 days.

How fast do you know when someone you've hired is not very good? It depends on the segment. So if we're talking about the enterprise segment, you're going to know within probably 90 days. SMB? SMB, you're going to know in 30, 45 days.

We have about a all time, like a 20% turnover rate. Some might argue we need to be more aggressive. What are the biggest commonalities in why they fail? Number one is a lack of two things, creative problem solving and collaborative tension. The creative problem

We have about a all time, like a 20% turnover rate. Some might argue we need to be more aggressive. What are the biggest commonalities in why they fail? Number one is a lack of two things, creative problem solving and collaborative tension. The creative problem

We have about a all time, like a 20% turnover rate. Some might argue we need to be more aggressive. What are the biggest commonalities in why they fail? Number one is a lack of two things, creative problem solving and collaborative tension. The creative problem

Problem solving, it's not just, you can very quickly know when you've got an AE that's all they're doing is coming to you with problems, not coming with solutions and ideas. And that is a telltale sign that someone is not a creative problem solver. The best employees are the ones that when they meet with their boss or a stakeholder, they say, here's the problem.

Problem solving, it's not just, you can very quickly know when you've got an AE that's all they're doing is coming to you with problems, not coming with solutions and ideas. And that is a telltale sign that someone is not a creative problem solver. The best employees are the ones that when they meet with their boss or a stakeholder, they say, here's the problem.

Problem solving, it's not just, you can very quickly know when you've got an AE that's all they're doing is coming to you with problems, not coming with solutions and ideas. And that is a telltale sign that someone is not a creative problem solver. The best employees are the ones that when they meet with their boss or a stakeholder, they say, here's the problem.

Here's what I've thought about for it. And here's one or two ideas I'm thinking about. What's your feedback? Whereas the AEs that fall into that bucket of like, that I'm like, damn, it's like they are coming to you and they're saying, oh, like I can't get my SE to do X, Y, and Z. I'm like, cut the bullshit. Like, what do you want them to do? Have you talked to them yet?

Here's what I've thought about for it. And here's one or two ideas I'm thinking about. What's your feedback? Whereas the AEs that fall into that bucket of like, that I'm like, damn, it's like they are coming to you and they're saying, oh, like I can't get my SE to do X, Y, and Z. I'm like, cut the bullshit. Like, what do you want them to do? Have you talked to them yet?

Here's what I've thought about for it. And here's one or two ideas I'm thinking about. What's your feedback? Whereas the AEs that fall into that bucket of like, that I'm like, damn, it's like they are coming to you and they're saying, oh, like I can't get my SE to do X, Y, and Z. I'm like, cut the bullshit. Like, what do you want them to do? Have you talked to them yet?

Like, and you have to do this like annoying coaching to them, which is something that at this point in the senior AE careers, like you need to be going to try to solve that problem or coming to me with how you're thinking about solving it. The second one is the collaborative tension.

Like, and you have to do this like annoying coaching to them, which is something that at this point in the senior AE careers, like you need to be going to try to solve that problem or coming to me with how you're thinking about solving it. The second one is the collaborative tension.

Like, and you have to do this like annoying coaching to them, which is something that at this point in the senior AE careers, like you need to be going to try to solve that problem or coming to me with how you're thinking about solving it. The second one is the collaborative tension.

If you do not have the ability to collaborate effectively in a way that's driving your point of view that does require some tension and you are steamrolling people, people don't want to work with you, you're gone. Like it just doesn't work. And I like to use the word collaborative tension because I don't want to have this soft culture where everyone is just like, oh, we're collaborating.

If you do not have the ability to collaborate effectively in a way that's driving your point of view that does require some tension and you are steamrolling people, people don't want to work with you, you're gone. Like it just doesn't work. And I like to use the word collaborative tension because I don't want to have this soft culture where everyone is just like, oh, we're collaborating.

If you do not have the ability to collaborate effectively in a way that's driving your point of view that does require some tension and you are steamrolling people, people don't want to work with you, you're gone. Like it just doesn't work. And I like to use the word collaborative tension because I don't want to have this soft culture where everyone is just like, oh, we're collaborating.

And it's about collaborating in a very prescriptive, direct way that is going to have tension. And if you can't do that effectively, then you can't be a part of these hyper growth companies because that's what they need to make progress.

And it's about collaborating in a very prescriptive, direct way that is going to have tension. And if you can't do that effectively, then you can't be a part of these hyper growth companies because that's what they need to make progress.