Alluviance

We're a community focused on helping sales professionals and leaders master the craft of sales by transforming the inner game. We throw in-person events, provide weekly community calls, and do 1:1 coaching for members of our community. 

Make sure to check out our upcoming immersions!

CEO & Founder

The Rising Leader podcast

The Rising Leader podcast is a show for top performing leaders who want to take their lives, their career, and their impact to the next level. The world is craving a new type of leadership and culture from those who lead high performing teams and are truly connected to their authentic self while blazing a trail for others to follow. This show will give you the knowledge and understanding of what it takes to lead yourself, lead others, lead a team, and lead a culture. It will help you embody the core principles of your highest version to take on any team, company, or mission. Tune into episodes (almost) every week hosted by Founder and CEO of Alluviance, Alex Kremer, whose mission is to help millennial tech sales leaders build a culture founded on purpose, connection, and growth.

Host

Catalyst Software

Head of Sales

Outreach

#1 team out of 40 for FY22
President's Club

Director of Sales, Commercial

Host for the Sales Engagement Podcast

Built out New York office and grew to 2 managers and 14 AE's
President's Club

Sales Director, Corporate

First manager to build out SMB segment and grew from 0 --> 24 reps
Highest producing revenue team at Outreach 
President's Club

Sales Manager, SMB

AE Rookie of the Year and set record for most revenue in first 6 months in Outreach history
President's Club

Account Executive

Microsoft

Territory Account Executive

DocuSign

Sales Representative

Building a community of sales professionals, leaders, & founders mastering the craft of sales and transforming the inner game /Host of The Rising Leader, Top 100 Sales Podcast /Formerly @ Outreach, Microsoft, & DocuSign

Our mission is to bring forth the new wave of rising leadership to help others feel a greater sense of purpose, connection, and drive incredible results. Alluviance is not just a community, it's the essence of this mission. 

As someone who's been apart of large corporations and fast growing startups, my experience tells me that the success of these companies boil down to 2 things - Leadership and Culture. 

Luckily, these are the two things that I'm most passionate about and what I am bringing to sales professionals, leaders, teams, and companies. I've gained my experience by being in 13 years of tech and for the last 5 years I’ve hired, trained, and developed 100+ AE’s and built over 10 teams in segments from SMB to Enterprise. Nearly 70% of the people on my teams hit President’s Club and there was a zero percent attrition rate.

Alex Kremer

3 weeks ago, we brought 50 sales professionals and leaders to Aspen, CO for something deeper than just “sales training.” We chose to bring a videographer to capture the depth, journey, and transformation of all the attendees. 

And damn... this thing moves you!!

At Alluviance we stand for helping individuals master the craft of sales BY transforming their inner game. 

Not surface-level tactics.
Not hyped-up ra-ra.
We go 10/10 into the deep end.

This is only for those who know there’s more in them and are ready to finally live, lead, and sell from that place. To step into a new level of embodiment. 

Are you one of those people!? 

Upcoming Immersions:
- Dec 5–7
- Feb 18–22
- Mar 20–22
- May 1–3
- June 26–28

If you're ready to be part of something bigger, a movement built on mastery, self-awareness, and real leadership, well what are you waiting for? 

Learn more and apply here - alluviance.co/arise

Beginning of the beginning🙏

Teaching sales professionals how transform their inner game while crushing quota / Host of Top 100 “The Rising Leader” podcast / Ex-Microsoft, Outreach, & DocuSign

Jason Lalk

Remote Growth Partners

Full time offshore talent for world class teams. Recruited and interviewed just for you. Flexible monthly contract. Change your mind at any time.

On average, customers are saving $60K per role they hire through Remote Growth Partners.

CEO / Founder

TRIBE HQ

Founding Member

CoFound Partners

CoFound is an early stage venture firm helping founders build a repeatable sales motion.

Limited Partner

Venture Partner

Debut Capital

Datavations

Advisor, Talent Acquisition

Formative Search Partners (fka CloserIQ)

CloserIQ is one of the world’s largest recruiting and search firms specializing in modern sales and engineering talent. We have partnered with 800+ global companies to build high-performing teams.

Founded in 2014, we are the recruitment firm of choice by leading venture capital investors and startup incubators. Our talent acquisition models help startups scale at all stages of growth.

-Technical Recruiting
-Sales Recruiting
-Executive Search

VP of Operations & Strategy

Vice President of Sales

Bindo

-Closed 48% of the company's revenue over 15 months
-Led/coached sales team of 6 to increase total traction by 372%
-Closed largest 3 deals in company history
-Inflated startup title

New York Jets

Accountant

KPMG

Associate

Marketing teams are more profitable with offshore talent

At Remote Growth Partners, we have the highest recruiting standards for offshore talent, that I've ever seen.

We hire sales, marketing, and creatives for growing companies that don't want to grow headcount.

We only hire people who are proactive and know how to Figure It The F*$! Out.

Should you hire someone overseas when an American could do that job?
Tough call. But there are a few realities that worth discussing.

You’re giving a job to someone who never had the shot you and I had.
→ They weren’t born here. They didn’t get the "Born in the USA" lottery card
→ But they’ll outwork almost anyone because the opportunity means so much to them

One of our hires told me this last week.
"You're the reason a lot of people are actually feeding their family.
They're working.
They're happy because of RGP."

A lot of founders can’t afford the talent they need in the US.
→ Early on, they need help just to get the business moving.
→ Later on, they need margins that keep the business healthy.

Founders aren’t trying to cheat Americans. They’re trying to survive.

Offshore hiring is how companies stay alive long enough to hire more people in the US, build profit, and take care of their own families.

Overseas hiring is a part of every big company's success
→ Nike built its entire manufacturing model in SE Asia
→ Google shifted major ops work overseas starting in 2011
→ Ford relies on production in Mexico and China as part of its supply chain

This wasn’t a trend. It was the model that kept them competitive.

I get it that people want more Americans to have high paying jobs.
We all started somewhere.
 
But the reality is employment markets change without asking for your input. 

You can ignore it or you can use it to grow.

CEO at RGP | Hiring offshore sales and marketing talent with insane hiring standards

The best hires have 3 things in common.
And it has nothing to do with pedigree, credentials, or where they’ve worked.

1 - Fast Learners

You don’t have time to spoon feed everything.
The best people figure things out, make small tweaks, and get better on their own.

That loop compounds fast.

2 - Proactive by Default

They give updates even when things aren’t finished.
They ask questions early instead of waiting until it’s too late.

They understand that proactive communication makes everyone's life easier.

3 - Intentional About Everything

I don’t care if they get something wrong.

I care whether they thought about WHY they made that call.

Did they weigh the tradeoffs? Did they choose deliberately?

You can see this in the small stuff, how they structure an email, how they choose a strategy.

If someone learns fast, stays proactive, and makes intentional choices,
you don’t need to worry about what role they’re in.

They’ll find a way to win.

Hiring managers screw this up all the time.
They interview candidates based on gut feel...and wonder why they keep making the wrong hire.

I've done this myself.
It sucks for everyone. The employee. Your team. The company.

If there's one thing that 10+ years of startup recruitment has taught me...it's that you shouldn't start interviewing people if you don't know exactly what you're testing for. 

Here's what we do with every client before they hire:

1. Define a few non-negotiable for someone to be successful in this role
2. Design behavior questions and exercises that only test these skills.
3. Cut the rest

We don't ask for life stories or for someone to walk us through the resume. 

Every question is intentional.
Every exercise is meant to test how they would perform in the actual role. 

You are testing:
- Can they do the work
- The way your team needs it done
- At the level your bar is set

If you can do this, I promise you'll make better hires.

$25,000/month…minimum.
That's what the top AI agencies charge for a full time AI engineer.

We happen to have one of the best AI engineers in the world.

Here’s what he’s built for us in 6 months:

- AI SEO workflow that’s increased inbound leads this year by 8x

- AI Interviewer to help screen 1000+ candidates per week

- AI analyst to evaluate English speaking skills for offshore candidates

- Complex workflows to automate our recruiting coordination tasks saving our team 20 hours per week

- Knowledge Base of all my calls that I can use to answer questions or create content

- AI analyst to evaluate paid ad performance

What custom AI builds would be helpful for you?

We’re opening up some of his time to the public.
No monthly minimums. No $25K retainers.

Just custom AI work for your team.

If you’re interested, there’s a quick form in the comments 👇

Hiring your first sales reps?
Here are 5 things I learned from Alex Newmann 🥷 , a startup sales hiring expert (some may say legend):

1) Can they walk you through a deal in real detail?

Alex wants specifics from how the deal was sourced all the way through the close.

The good reps can recall all of these details. 

The best reps will also be able to tell you what they would do differently.


2) Do they actually listen to the question?

He looks for candidates who understand the meaning of a question, not just the surface level answer.

This happens in sales conversations all the time.

A prospect asks a question that is masking a root cause problem. Great reps know how to spot that and figure out what the person is really trying to ask  


3) Can they handle imperfect information?

Startups don’t give people perfect inputs. Alex pushes candidates to explain how they moved something forward without all the answers.


4) How do they take criticism?

His go-to move: give feedback in real time during an interview.

Their reaction tells him everything. 

Defensive? He’s out.

Curious and open? That’s a strong signal.


5) Don’t give candidates a mock pitch of your product if you’re an early stage company

 this is somewhat of a controversial take, but he's got years of experience to back it up. 

Candidates don’t know enough about the product yet. 

And Founders can get really sensitive if the candidate gets a minor thing wrong.

Instead, he focuses mock pitches on something the candidate has already sold.

He evaluates the depth of their process more than anything.

You don’t need a recruiter to hire people overseas.
You just need to send 61,000 emails a month.

That’s what we’ve sent to candidates since mid-October.
And that’s only 50% of the outreach.

Here’s the part most founders underestimate:

Sending the emails isn’t even the hard part.
The real pain is replying to everyone.

Because hiring overseas isn’t hiring in the US.
The noise is louder. The signals are weaker.
And everything that should be obvious…suddenly isn’t.

→ Profiles are harder to judge because the companies aren’t recognizable.
→ You'll get 1000 candidates per week per role
→ Even if they have great experience, you have to test their English
→ Even if they have great English, you have to test their culture fit for a US team

That’s where most searches fall apart.
Not because the talent isn’t there.
But because the most companies aren't willing to build the machine required.

We’ve spent almost 3 years compounding a recruiting machine that can handle it.

Sourcing at scale.
Testing communication.
Running role-specific screens that keep the hiring standards at US levels.

It’s so much better than it used to be.
And we still rebuild parts of it every month.

If you're trying to hire overseas and it feels harder than it should, it's because it is.

But you can do it if you want.

You don’t build rapport by pretending to care about the weather.
You build it by noticing what everyone else ignores.
Here are 5 ways to open a call that actually feel real.

1. Mention a post, video, or podcast you heard them on and why it resonated with you

2. Compliment something they're wearing and ask where the got it

3. Compliment their office set-up or ask a question about something in the background (i.e. their dog, a photo, etc.)

4. Ask where they're calling from and talk about time you spent there or why you want to visit

5. Joke about the meeting..."Don't worry, this isn't one of those meetings where I read slides for 30 mins"

Let's help each other out.

What are some other ways you like to open a call with a prospect?

If your sales team is struggling with objections, you can fix it in 5 minutes.

Most teams treat objections like pop quizzes.
Whatever comes out of the rep’s mouth…comes out.

But you can build a solid objection-handling doc so easily.
We just did it for a client.

It's a simple prompt and a straightforward Google Doc. 
Full prompt is below, but let's explain it real quick.

First line: let it know it's a sales expert and expert with your stakeholders

Second Line: ask for the most common objections that your company gets

Third Line: break the answer into Objection → Validation → Open-ended CTA.

Fourth Line: keep it conversational (no one likes robots)

That structure is what forces clean thinking.
And AI can draft all of it fast.

Full prompt:

"You're a sales expert and [insert stakeholder you sell to] expert.

What do you think are the most common objections that [insert company  gets during sales outreach? 

For each objection, come up with 1-2 lines that validates the objection and 1-2 lines for a CTA that asks an open ended question.

Keep the tone conversational"

Then ask it to "Put this into a 3 column table that i can easily copy and paste into a google doc"

It’s simple. It’s readable. Any rep can follow it.

The real value isn’t the doc.

It’s the alignment it forces across the entire team.
Everyone finally talks about objections the same way.
No more guessing. No more scrambling.

If this was helpful, let me know.

taplio

The Battle

Alex Kremer

Jason Lalk

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taplio

The Battle

Alex Kremer

Jason Lalk

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Alex Kremer's LinkedIn Performance

Performance ScoreJason Lalk's LinkedIn Performance

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Performance ScoreAlex Kremer's LinkedIn Performance