Through our blog posts, we are looking to share not only the value that interim and fractional sales leaders bring to an organization. We also cover a variety of topics and share our experiences, all of which are part of the “day-in-a-life” of a sales professional.
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The simple answer is that the guarantee is inherent and built into our model. Our placements are neither retained nor made on a contingency basis. There is no upfront investment of up to $70k into recruiting before the executive even has their first day.
Read MoreStaffing up and growing an executive team in large increments is outdated. And in other areas of our lives, we have already embraced the alternative. The idea of taking small steps is built into the formula for success in personal development, mentoring, building wealth, or the Kaizen concept.
Read MoreBy embracing evangelist-led growth. This strategy develops and leverages the enthusiasm and advocacy of a company's most passionate users to eventually drive new customer acquisition. These "evangelists" are customers who are highly satisfied with a company's product or service and are willing to recommend it to others.
Read More“How is DEI addressed in your company?” That was the question I was asked by the leadership team of a DEI Consulting Firm when they were interviewing us for a possible engagement. I fumbled…
Read MoreWhen Founders, Owners, or CEOs comment that their Fractional Executive did not work out, when they complain equally about hiring and firing salespeople because they didn’t perform, or when the average tenure of their first full-time sales leader is somewhere between 12 and 18 months, it often goes back to not selecting the perfect match.
Read MoreBuilding and running sales processes and teams without experience is an expensive trial-and-error scenario! Can it be done? Sure, it has been done this way many times. Should it be done? In my opinion, no. Because…
Read MoreBeyond their qualities, skills, and character traits, here are a few demographics: they tend to be younger (most sources place the average between the late thirties and early forties), they have a technology background, and they were not in business during the last recession in 2007/2008.
Read MoreCapital investments are postponed. Operating costs are constrained. And, perhaps most importantly, headcount is reduced. It’s a tried-and-true response to an economic downturn.
Read MoreCompetition law knows to define a “relevant market.” It comprises all those products and/or services that are regarded as interchangeable or substitutable by the client by reason, among others, of the products' characteristics and their intended use.
Read MoreWith more than 57 million Americans involved and $1.4 trillion+ changing hands annually, the gig economy reflects people’s desires for more flexible work opportunities and greater freedom as to how, when, and where work is performed.
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