Atlan

Built by a data team for data teams, Atlan is the active metadata platform for the modern data stack. We recently raised a Series B, backed by top investors (including Insight Partners, Sequoia, and Salesforce Ventures) and founders & CEOs from the modern data stack (including Snowflake, Looker, and Stitch).

Talent Partner

First Round Fast Track

First Round's mentorship program for established tech operators looking to give back and gain a unique community.

Mentor & Mentee

Botify

Botify is a global and a fast-growing, VC-backed, enterprise SaaS company with $82M in funding and over 350 employees across 7 markets: New York, Seattle, Paris, London, Tokyo, Sydney, and Singapore, with ambitious growth plans for 2023 and beyond.

Director, Talent Acquisition

Talent Acquisition Manager

Talent Acquisition Specialist

Frank Recruitment Group

Frank Recruitment Group delivers the very best specialist IT professionals to vendor channel partners, SMEs and Enterprises across the globe.

Recruitment Consultant

Hey there! I'm an experienced talent acquisition professional specializing in recruiting top-notch SaaS professionals. 

With a background in both go-to-market and niche IT recruitment, I bring a unique perspective to the table. I've successfully filled roles ranging from C-Suite executives to associate-level positions, all while ensuring a seamless candidate experience. 

Whether it's streamlining interview processes or staying on top of industry trends, I'm dedicated to connecting the right talent with the right opportunities. Let's connect and explore how we can work together!

Nick Tuno

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

Head of Sales

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

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.

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.

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

Nick Tuno

Jason Lalk

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