Growth-Focused, Compassionate Leader | Amazon, Salesforce, Meta & Dropbox Alum | CHIEF Member | Mom²

I’ve been told “you’re not good enough” more times than I can count.

When I applied to early decision to Cornell, my Chemistry teacher laughed at me. She wasn't wrong - I got rejected. But “no” on a piece of paper wasn’t going to be the final answer. I called the Dean every single day until he finally took my call. He told me why I didn't get in and what I needed to change.

A year later, I walked through the doors as a student.

That moment shaped everything. 
It taught me how to speak up for myself — clearly, directly, and without apology. I've carried that into every role since. 

I’ve sold for and led teams across some of the biggest tech companies in the world, including Salesforce, Meta, Dropbox and Amazon. Along the way, that meant working through messy launches, rebuilding broken processes, coaching struggling reps, and helping leaders navigate growth, conflict, confusion and change.

And like anyone who's lived a full life, there were personal moments that forced me to rethink what leadership actually looks like. Rejection, personal loss, setbacks, and times where everything felt like it was falling apart. Those experiences changed the way I lead. 

Not with ego. Not with pressure.
But with clarity, communication, and being human first. 

Today, I coach sales leaders and partner fractionally with revenue teams who want to perform at a high level - without burning out or leading on autopilot. 

𝗜 𝗵𝗲𝗹𝗽:
- Sales Leaders who want confidence, clarity, and stronger communication
- Revenue teams who need simple, effective, human-first messaging
- Companies who want fractional support to stabilize, sharpen, or accelerate GTM

𝗪𝗵𝗮𝘁 𝗜'𝗺 𝗴𝗼𝗼𝗱 𝗮𝘁: 
Connecting with people. 
Getting to the real issue fast. 
Helping leaders show up with confidence. 
Turning chaos into clarity. 

𝗪𝗵𝗮𝘁 𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲:
Leadership isn't about being the loudest voice. 
Sales isn't about pressure.
People don't need more hustle - they need more clarity. 

If you're a sales leader who wants to grow, a team that needs direction, or a company looking for fractional help... 

𝗟𝗲𝘁'𝘀 𝘁𝗮𝗹𝗸.

Lindsey Fine

My new year starts on January 14th. 

And this was the view I woke up to last Thursday 
on what I'm now officially calling my new year. 

I spent a week in Texas with my childhood best friends.  
7 days away from my kids, my family, and all responsibilities. (Thank you Dan❤️)

It was quiet, the temps were manyyyyy degrees above 0, and I was completely removed from real life. 

2025 was heavy in ways that I'm still unpacking. 
I didn't realize just how tired I was
until I wasn't responsible for anyone but myself. 

December asks for A LOT. 
Making alllll the magic, managing the logistics, holding it all together. 
And by the time January 1st hits, I'm exhausted. 

Why is January 1st the universal reset button when the kids are out of school for at least another 6 days? 

Starting now, my new year starts when MY new year starts.
January 14th.

I’m starting when I’ve recovered, not when I’m supposed to.

And my Christmas tree stays up until Feb 1st. 😱
Yes it's real.
And somehow still very much alive. 

What would you change if you gave yourself permission to start again on your own timeline?

Sales Leadership Coach & Fractional Revenue Partner | Coaching leaders. Guiding teams. Driving revenue. | Amazon, Salesforce, Meta, Dropbox Alum | Mom²

One of the things I'll always be grateful for from my time at Amazon is the rooms I got to sit in. 

Prepared people.
Clear thinking.
Respectful disagreements. 
Ownership and accountability. 

Being in those rooms changed my standards
For how meetings should feel.
How decisions should be made.

And for what it looks like when wicked smart, capable adults take on hard problems... and actually own the outcome. 

That kind of environment stays with you. 
You don’t lose it when you leave a role.

Seeing so many people impacted by the layoffs hits close to home, because I know the rooms they've been in. 

If you were one of them: the bar you operate at didn't move. 

If a conversation or an intro would be helpful right now, my DMs are open.

My network is your network. ❤️

Last night Matthew McConaughey put me to sleep with a bedtime story
via the Calm app. 

10/10 - highly recommend 

And while it's currently 2 degrees
I'll be quietly consuming many cups of tea 
and filling the room with less smells of Pancho 🤣 
and more coffee + cedarwood. 

"Do less. Sell more." 

A solid reminder this time of year
for sellers and 𝘢𝘯𝘺𝘰𝘯𝘦 juggling everything 
with no space left to think.

Thank you Apollo. ❤️

#ApolloPartner

Brand partnership • Sales Leadership Coach & Fractional Revenue Partner | Coaching leaders. Guiding teams. Driving revenue. | Amazon, Salesforce, Meta, Dropbox Alum | Mom²

A founder I once worked with told every client:

"If something's not working, let me know. I want honest and candid feedback."

A large client finally gave it. 

And the founder ignored it. 
Not once.
Twice.

Then reframed it. 

"They should feel lucky to work with us." 

Most of us don't actually want feedback. 
We want reassurance. 

Real feedback is uncomfortable. 
It messes with the story you tell yourself about how good you are.
It forces a choice: being right or being better.

If you ask for feedback and brush it off when it's hard to hear,
that tells people everything they need to know. 

And you're teaching people to stop being honest with you. 

Before you say “I’m open to feedback”, ask yourself:
What am I actually willing to change if I hear something I don’t like?

Feedback is a gift.
But 𝙤𝙣𝙡𝙮 if you're willing to receive it.

Justin Clifford

CEO @Bereave | Helping companies and their employees navigate death & grief

I love taking on a challenge and lending a hand when I can. I (usually) have a smile on my face while doing either. When work has my name on it, the end product will only be delivered if I'm proud of it. My pleasure comes from connecting dots & people, being surrounded by friends & family, new experiences, teaching and learning, and helping put people in a position to be successful. I get a thrill out of coming to reasonable and fair conclusions when working through problems. 

I don't need to be remembered for being the best, fastest, or richest. When I'm gone, I hope people will say these four things about me:
    
     - He looked out for me. 
     - He did what was right. 
     - He got things done. 
     - He had fun.

That, to me, will be success.

StrengthsFinder Top 5: 
Strategic
Achiever
Responsibility
Arranger
Analytical

Bereave is changing the way people experience the loss of their loved ones. 

In this role, I am responsible for guiding the growth of the company while fulfilling our mission.

What to do When Justin Dies. 



That's the title of the gdoc I have that I've shared with my wife and our financial advisor. 

And today, I get to get rid of it. 

When I die, that last thing I want is my wife, kids, friends scrambling to find all of the things I have stored inside my head - because, well, I'll be dead. Access is pretty limited. 

So I wrote it all down. 

Clear instructions. Contact info of key people like life insurance rep, mortgage company, retirement accounts. 

Lists of recurring payments, bank and credit accounts. 

What I want done with my body. Clear picture of the celebration of life including music (hip hop), food (passed, not sit down), photos, etc. 

Where I want donations to go. Resources for my kids if they're still kids. My social media accounts preferences. 

Today, I get to get rid of it. 

And transfer it all to AfterNotes inside of the Bereave platform. 

And just like my doc, I share it with Nat and Dean, so they know what to do when I can't tell them. 

Excited for this launch, beyond words. 

Mostly humbled to be a small part of the journey that all families will embark on. It's a big job. We take it very seriously - and we'll continue to work toward our mission of changing the way we experience death.

Where would mom want donations to go? 
Does anyone know who dad's financial advisor is? 
Did my brother want to be buried or cremated? 
What would my sister want done with her social media accounts? 
What recurring payments were on the credit card? Wait. What credit cards did they have? Bank accounts? Retirement accounts? Life insurance? 

The list of questions and decisions goes on and on. 

Questions and decisions to be made, left behind for families to navigate without having access to the answer key. 

Wills, advance directives, estate plans all help. You should have them. 

But there's a mountain of decisions that need to get made beyond that. Piles of necessary information that are seemingly just gone. 

Was there a prepaid funeral? Where? Burial plot? 
What type of services would they have wanted? 
What are the memberships we need to cancel? 

It just keeps going. Often creating confusion, guilt, stress, and even deterioration of relationships. 

Until today. 

Bereave has launched AfterNotes. 

Starting today, you can leave your family maybe the greatest gift of all: clarity. 

Quickly document the non-legal wants, wishes, and desires - help guide your family before you are gone. 

Share in advance. Talk through it. Invite others to do the same. 

Technology where technology doesn't exist, to help families find peace, help them heal, help them repair. 

When families have clarity, they can grieve without guessing. 



Available today through your employer's Bereave subscription!

I heard from a woman this week that I've never met. 

We've traded messages for nearly two years. She's lost both of her parents, gone way too soon. 

And she felt the impact at work.  Her siblings did too. 

Too little time. Too little support. 

So she decided to do something about it with her current employer. 

She's been pushing for an enhanced policy - taking it up the chain, using experiences to share impact. We've worked with her behind the scenes to provide resources and thoughts - but minimally. 

She DROVE. 

The note that I got this week was phenomenal. 

RESULTS! Policy change. Double the time from previous policy. Path to more in the future. Company gets it. 

It's already been used. And one person specifically reached out to her to say thank you. 

The impact this woman will have on so many families, without ever getting credit, is deep. 

She doesn't want the credit. But she deserves it. 

There are so many change-makers like this out there. You're probably one of them. 

We built a template for you if you're one of them. Let us help. 👇

GTM FAIL. 

Our 'Share w/ HR' is no more. 🪦  Fell flat. Mostly just bad execution on my part. 

BUT! 

Enter NEW GTM experiment. 

Do you want to bring Bereave to your company but don't feel comfortable sending it up the ladder? 

Send us the name of your company (anonymously or not). 
Get your teammates to do it as well if they agree with you.  

When we get to 20 submissions to a particular company, we'll go find your leadership and let them know. Anonymously, of course. 

When employees speak together, companies listen. Well, that's the hypothesis. 

Wanna try it? 👇

If you're hiring, it doesn't take much to stand out, to show that the candidate experience is a priority, that you should be the employer of choice: 

Three quick things you can do as the hiring manager for the first interview to help you stand out: 
- Every hiring manager should create a one page doc, "Here's what to expect working with me, here's what I expect of my teammates." Share it early. 
- Send an email to the candidate the morning of the interview. 'Excited to chat, thanks for the interest in {company name}!' 
- Send a follow-up email/text right after the interview: 'Great to meet you today, really enjoyed hearing about {insert 1 thing from convo here}. As we discussed, you'll hear back from me by {insert day / time AND STICK TO IT}. 

Don't @ me on this. I've done this for hundreds of candidates. You can too. 

Build excitement. 
Create a clear experience. 
Do what you say you'll do. 
Show them you are the best company they should be considering. 

fyi...the bar is low.

This week is our next inflection point in helping people navigate death and loss at home and at work. 

From January 2024 to March 2025 we sold spreadsheets attached to someone else's software to validate a starting point and build in the background. 

In March 2025 we launched Bereave as an enterprise grade platform. 

On Thursday, we publicly release the next major step in helping families find their way through some of the heaviest moments of their lives. 

It's the gift of clarity. 

And the early feedback has been truly amazing. 

Can't wait to share it with you.

VEGAS. 

AEs & SDRs. 


My friend Chris Buttenham is hiring SDRs and AEs in Vegas for his category defining company, Reins. 

Words from Chris: "Experience or no experience, we're looking for people with the right attitude looking to join something bigger than themselves...great opportunity for anyone looking to bereakin into tech or make their name in it." 

Listen. 

I've worked with Chris before. 

I'd do it again. He's a great human. 

He's has started other companies and been successful in building. 

If you are in Vegas or want a reason to move to Vegas and looking for a next step to learn and grow, don't blink to hitting him up.

Paid leave sucks. 



Well, at least in the U.S. 

We're the only industrialized nation in the world without national paid leave.

So what can we do about it? 

SO GLAD YOU ASKED!!! 

Our friend Orli Cotel joins us live next week to help answer that question - and you're welcome to join the dozens of leaders already signed up! 


oh...

And yes...this is a reboot of Loss Leaders for 2026! 

Loss Leaders Live: The HR Sessions

More to come!

Loss Leaders, our live podcast, reboots today! 

Each month, interview HR leaders and workplace experts who’ve lived it — the wins, the losses, and the lessons that come with leading people through change. 

Together, we explore how empathy, leadership, and strategy intersect — and what you can do right now to build a healthier, higher-performing organization.

Hitting it hard out of the gate to talk paid leave with Orli Cotel! 

All are welcome!

Paid leave isn’t just a benefit. 

It’s a leadership decision that shapes culture, retention, and wellbeing. 

Orli Cotel joins us next week to unpack what best-in-class policies look like and how leaders can make meaningful change.

Oh. And Loss Leaders is back. It's the HR Sessions.

View event: Paid Leave: Real Stories, Real Solutions (45 min) 

Paid Leave: Real Stories, Real Solutions (45 min) 

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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);}Lindsey Fine's LinkedIn Performance

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