We believe that one size does not fit all.  While there are common themes we repeatedly see, we meet each of our clients at their point of need.  Your business may be doing “fine” without our help… but you may also realize that your revenue could be growing faster if your sales team had more seasoned experience, more readily available insights and skilled assistance available to it.



In today’s world, “fine” is not good enough. We make a point of seeking mutual clarity on where we can help, and where we can’t.  Chances are we can help you grow faster.



Our rates run from pro-bono in some cases to traditional hourly, daily or monthly rates, to “work for equity only” in some cases.  Whatever the nature of the engagement, our intention is always to quickly help you go faster in the direction you chose.



•  Venture capital and private equity firms that want to minimize their risk associated with the sales function, while maximizing growth, in both existing and potential portfolio companies.



•  Founders and CEOs that realize that access to deeper sales experience would accelerate growth, minimize headwinds, breathe life into their company’s mission… and help them sleep better.



•  Sales leaders who are committed to growth and excellence that want access to a coach, mentor, trainer and/or auxiliary hands on operational support from someone who has walked in their shoes many times before.



•  It’s time to build a sales team. Too many sales teams are built on shaky foundations without incorporating best practices, which dampens growth and inhibits reporting and forecasting. We can help build a rock-solid foundation of hiring, sales processes, pipeline management, and forecasting to help you grow faster.



•  The CEO is tired of being the sales leader too. Founders/CEOs wear too many hats to also manage building a fledgling sales team well. And, making it more challenging, many CEOs have limited operational sales experience. We can help you keep the sales team growing, improving, and closing business until you find a permanent sales leader. That’s one less fire for your CEO to deal with.



•  You want to “de-risk” your first-time sales leader. Your new sales leader is smart, committed, and probably a great sales person — but not necessarily an expert in setting up and running the entire sales function optimally. We can help your first-time sales leaders and their team grow revenue faster by offering experienced advice, best practices and additional hands-on expertise.



•  Your mid-sized company’s sales growth is slowing down.  It happens: things are going well, and then they aren’t. Or, the recent merger didn’t deliver the anticipated sales up-tick. We can help you grow faster by providing an objective look at key processes while spotting new opportunities for sales productivity.



•  You’re doing pre-acquisition due diligence. We can provide real-world evaluation of the health of a sales function based on our decades of sales experience — helping to ensure that the company’s sales team, processes, pipeline health and level of engagement support the investment thesis.



More specifically, here is where we can help:



•  Sales philosophy review — Who does the company want the sales team to be for their clients? How can the team improve at that?



•  Sales presentation and demo review — Do key messages come through during presentations? Does style generate trust and collaboration? Are best practices of presentations and demos being followed by all team members?



•  Go-to-market strategies



•  Inside sales vs. outside sales



•  Geographic vs. vertical



•  Effective use of business development & partnerships  



•  Optimize incentive value and minimize expense



•  Plan design for start-up companies



•  Plans that fit sales model, culture, market, budget



•  CRM Design & implementation assistance



•  Reporting/KPI development



•  Pipeline structure, design, measurement



•  Definition of critical sales processes



•  Data capture to support KPI reporting



•  Effective forecasting model development



•  Team communication cadence



•  Executive team and board reporting needs



•  Hiring profile development to ensure matching of candidate capabilities to culture and model



•  Recruiting: process recommendations, interviewing recommendations and assistance



•  Guidance for design and implementation of new-hire onboarding



•  Criteria and process for evaluating performance



•  Sales objectives tied to company objectives



•  Methodology of quota setting



•  Productivity metrics



•  Clear, empowering feedback to sales team