White papers, research, and field notes on hiring revenue producers — what the resume can't tell you, why most sales teams hire the wrong way, and the math behind the cost of getting it wrong.
Nine out of ten bank leaders tell us they don't use recruiters. They're not wrong about their capability — they're wrong about the cost. Five hidden costs banks don't measure.
What Claude said when it finished building my software — and why that sentence matters more than any sales training I've ever had.
Relationship Managers, Wealth Advisors, Commercial Lenders — the bank hires producers and writes job descriptions about everything except production. Here's what that costs.
Why most sales mis-hires aren't bad salespeople at all — they're the right people in the wrong sales environment. Learn how to spot the difference before you hire.
Most sales questions are elementary. Learn proven conversation frameworks — from Issue-Evidence-Impact to Problem-Solution-Benefit — and when to deploy each one.
Stop overthinking pre-call planning. The most important thing you can do before a sales meeting is nail your opening question — it sets the tone for everything that follows.
AI is transforming the sales workflow — but it's not replacing the salesperson. After 27 years in revenue-generating roles, here's where AI actually fits in the hierarchy.
Deloitte, McKinsey, and Accenture all have dedicated sales teams. Law firms are professional services too — and most leave revenue on the table by treating selling as taboo.
A single failed sales hire can cost your organization between $500,000 and $1.5 million. Here's the math most companies refuse to do — and what precision hiring looks like.
The compensation ratio — the split between fixed base and variable pay — is the single most powerful lever you have to shape sales behavior. Most teams set it wrong.
New white papers and field notes when we publish them. No spam, no promotional drip — just the thinking, when there's something worth reading.
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