Matt Plank

And I think they do that because they feel like they can't hire a good salesperson potentially without a bunch of traction.

And I think they do that because they feel like they can't hire a good salesperson potentially without a bunch of traction.

you want to hire for slope, right? Like you want to hire for how steep you think somebody is like going to be able to kind of grow and scale. Like the number one thing that I look for, I think if you're looking for an early stage, you know, sales leader, there's a bunch of things that we could get into.

you want to hire for slope, right? Like you want to hire for how steep you think somebody is like going to be able to kind of grow and scale. Like the number one thing that I look for, I think if you're looking for an early stage, you know, sales leader, there's a bunch of things that we could get into.

you want to hire for slope, right? Like you want to hire for how steep you think somebody is like going to be able to kind of grow and scale. Like the number one thing that I look for, I think if you're looking for an early stage, you know, sales leader, there's a bunch of things that we could get into.

But I think one of the things that stands out is you want somebody who has been like rapidly promoted at the same company two or more times. Like that ingredient is

But I think one of the things that stands out is you want somebody who has been like rapidly promoted at the same company two or more times. Like that ingredient is

But I think one of the things that stands out is you want somebody who has been like rapidly promoted at the same company two or more times. Like that ingredient is

And what I mean by that is like, if you're an account executive for like a year, and then you're a sales manager for like nine months, and you're like a director of sales for like a year, when you look at high growth companies that are just like growing super fast, right?

And what I mean by that is like, if you're an account executive for like a year, and then you're a sales manager for like nine months, and you're like a director of sales for like a year, when you look at high growth companies that are just like growing super fast, right?

And what I mean by that is like, if you're an account executive for like a year, and then you're a sales manager for like nine months, and you're like a director of sales for like a year, when you look at high growth companies that are just like growing super fast, right?

Whatever all of the historical SaaS companies you might want to go look at, where should I hire someone who worked at a high growth company? And you find somebody who was promoted multiple times. There are lots of people that get promoted once. And it's a mistake, right? Like they're not good at being a manager. They don't want to be a manager or whatever.

Whatever all of the historical SaaS companies you might want to go look at, where should I hire someone who worked at a high growth company? And you find somebody who was promoted multiple times. There are lots of people that get promoted once. And it's a mistake, right? Like they're not good at being a manager. They don't want to be a manager or whatever.

Whatever all of the historical SaaS companies you might want to go look at, where should I hire someone who worked at a high growth company? And you find somebody who was promoted multiple times. There are lots of people that get promoted once. And it's a mistake, right? Like they're not good at being a manager. They don't want to be a manager or whatever.

But when you find someone that's been promoted two times at the same company, it's like an immediate signal that that person is good, right? Like you don't get promoted twice at high growth companies if you're not good. And when they've done in a rapid succession, right? If it's like three years in this role, three years in that role, three years in this role, it's like, okay, that's good too.

But when you find someone that's been promoted two times at the same company, it's like an immediate signal that that person is good, right? Like you don't get promoted twice at high growth companies if you're not good. And when they've done in a rapid succession, right? If it's like three years in this role, three years in that role, three years in this role, it's like, okay, that's good too.

But when you find someone that's been promoted two times at the same company, it's like an immediate signal that that person is good, right? Like you don't get promoted twice at high growth companies if you're not good. And when they've done in a rapid succession, right? If it's like three years in this role, three years in that role, three years in this role, it's like, okay, that's good too.

But there's nothing better than like one year, one year, one year. It's like, that means you promoted them. They took on a bunch of new stuff. It was growing. Everything was broken. They didn't know how to do it. And boom, they solved it. And like now they're under the next role.

But there's nothing better than like one year, one year, one year. It's like, that means you promoted them. They took on a bunch of new stuff. It was growing. Everything was broken. They didn't know how to do it. And boom, they solved it. And like now they're under the next role.

But there's nothing better than like one year, one year, one year. It's like, that means you promoted them. They took on a bunch of new stuff. It was growing. Everything was broken. They didn't know how to do it. And boom, they solved it. And like now they're under the next role.