I’m Head of Growth at Assurix, where I own go-to-market strategy and pipeline growth for a vertical B2B SaaS platform serving MSPs.

My focus is building predictable growth engines, turning marketing from a set of activities into a system that leadership can forecast, trust, and invest behind.

I specialise in:

- Go-to-market strategy and positioning in complex B2B markets
- Full-funnel design, from first touch through to pipeline and revenue
- Growth analytics, forecasting, and board-level reporting

Aligning marketing, sales, and product around shared commercial outcomes

Previously, I’ve led growth and performance across global agencies and in-house SaaS teams, managed £1m+ in annual ad spend, and rebuilt inbound funnels to materially increase pipeline contribution and conversion quality.

I’m most effective in businesses that care about evidence over vanity metrics, value long-term commercial thinking, and want growth to be something the whole leadership team can rely on - not just a marketing function.

Robert Dodds

The decisions that compound fastest are the ones that change who you learn from, what problems you’re close to, and how high the bar is.

I’ve seen a lot of MSPs do the hard work, then lose out because the market can’t tell who’s actually better.

Assurix is changing that, turning security and operational maturity into something that’s visible and provable, not just promised.

Looking forward to building.

Head of Growth at Assurix | Turning Marketing into Predictable B2B SaaS Revenue

Founder & CEO @ Assurix | Proof Not Promises

Your first 10 hires will hire the next 50.

Not on paper.
In behaviour.

They set the defaults:
What "good" looks like. What gets a pass. What gets fixed without drama.

Robert Dodds ran marketing at Netstar when I was there. He's seen what buyers say, what they do, and what they punish MSPs for.

He's now joined Assurix as Head of Growth.

That's the kind of early hire that sets the standard.

This isn't an announcement post.
It's a culture post.

Founders love saying "culture matters"…
then delegate hiring early because they're busy.

You can outsource the admin of hiring.
You can't outsource the consequences.

Who was your best early hire?
And what did everyone else start copying from them?

CEO of WOLF Financial | #1 Twitter Spaces Host for Investors | 300K Followers on Twitter | Follow me for daily insights on personal development, career growth, financial strategies, and life tips.

Gav Blaxberg is the CEO of WOLF Financial, a financial media brand dedicated to providing daily education to millions of stock market, real estate, and crypto investors. With a professional background in PWM at Goldman Sachs and PE at Versa, this dynamic speaker engages his audience in high-energy conversations, featuring accomplished speakers worldwide as the hallmarks of WOLF’s daily shows.

Gav Blaxberg

This is how great teams are built:

Hire for attitude.
Train for skills.

Skills can be taught.
Mindset can’t.

You can train someone to use a tool.
You can’t train someone to care.

That’s why attitude matters every single day:

– When things get messy 
– When pressure is high
– When no one is watching
– When the job gets hard, not glamorous

The right attitude shows up early.
 
It takes ownership.
It stays curious.
It chooses growth over excuses.

Because talent might get someone in the door.
But attitude is what keeps teams moving forward.

And in the long run, 
that’s what separates good hires from great ones.

Do you agree? ⬇️ 

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♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

CEO of WOLF Financial | Co-Founder of Rallies.ai | #1 Source of Information for Investors | 500K+ Followers on X | Follow me for daily insights on personal development, career growth, financial strategies, & life tips.

Leadership isn’t about titles.
It’s about who you stand up for when it matters.

Too many managers talk about “team culture” and “support,” but when pressure hits? Most hide.

The people who thrive under you?
They feel protected, not policed.

✅ You defend them.
✅ You guide them.
✅ You take the hits first.

This isn’t about being liked.

It’s about earning respect — the kind that lasts when the cameras are off.

Because here’s the truth:

1️⃣ Want loyalty?
 ↳ Protect your people before yourself.

2️⃣ Want growth?
 ↳ Create space for them to fail and learn.

3️⃣ Want results?
 ↳ Show up for the hard conversations, every single time.

4️⃣ Management isn’t a role. It’s a responsibility.

If you can’t defend your people…
Then you shouldn’t be in management.

Do you agree? 👇 

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♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

Most people think cheering for others slows them down.

And that belief keeps them stuck.

→ They compare timelines,
 convinced they’re falling behind.

→ They downplay other people’s wins,
 hoping it makes their own wait easier.

→ They clap quietly,
 afraid encouragement costs them something.

But here’s the truth:

Celebrating others doesn’t delay your turn.
It strengthens you for it.

↳ You build patience instead of pressure.
↳ You grow confidence without envy.
↳ And you stay focused on your own path.

Because success isn’t a limited seat.
There’s room for everyone who keeps going.

So I’ll keep clapping.
Keep learning.
Keep showing up.

Until it’s my turn.

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♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

10 Visuals to Shift Your Perspective in Just a Few Minutes:

I wish I knew these lessons 15 years ago.

Credit to Ash Lamb for these powerful illustrations. (give him a follow) 🔥 

1️⃣ Think Big, Act Small
 ↳ Big dreams don’t need big leaps. Small, consistent actions get you there.

2️⃣ Default to Saying No
 ↳ Every “yes” you give takes away from what matters most. Protect your focus.

3️⃣ Focus Narrowly and Deeply
 ↳ Depth beats breadth. Master one thing at a time to achieve more.

4️⃣ Accept What You Can't Control
 ↳ Let go of what you can’t change—energy spent resisting is wasted.

5️⃣ Keep It Simple
 ↳ Complexity is often the enemy of progress. Simplify to amplify results.

6️⃣ Comparison is Unproductive
 ↳ Your path is unique. Stop measuring against someone else’s journey.

7️⃣ Cut the Distractions
 ↳ Attention is your superpower. Guard it fiercely.

8️⃣ Counteract the Brain's Negativity Bias
 ↳ Focus on wins, gratitude, and opportunities—retrain your mind.

9️⃣ Breaks Boost Productivity
 ↳ Stepping back refreshes focus and sparks creativity.

🔟 Inch by Inch, Everything’s a Cinch
 ↳ Progress is progress, no matter how small. Keep moving forward.

Which one hits home for you today? 

Drop your thoughts below ⬇️

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♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

10 Visuals That Will Transform Your Perspective

10 Reasons Your High Performers Are Quitting

(And how to keep them)

High performers are the backbone of any successful team. Losing them can set your organization back significantly.

Understanding why they’re leaving is crucial to creating a supportive environment that retains top talent.

Here are 10 reasons to consider:

1. Lack of Growth Opportunities
↳ High performers seek advancement; a stagnant role will drive them away.
↳ Provide clear paths for career development and skill enhancement.

2. Unchallenging Work 
↳ Boredom leads to disengagement.
↳ Assign stimulating projects that push their limits.

3. Feeling Undervalued 
↳ Neglecting to recognize contributions can be demoralizing.
↳ Celebrate achievements to show appreciation for their hard work.

4. Toxic Work Culture 
↳ A negative environment drives talent away.
↳ Foster a culture of respect, inclusion, and positivity.

5. Burnout 
↳ Overworking leads to exhaustion and disengagement.
↳ Promote work-life balance and prioritize mental health.

6. Micromanagement 
↳ Lack of autonomy can frustrate high achievers.
↳ Empower your team with trust and independence.

7. Poor Leadership 
↳ Inconsistent leadership can lead to uncertainty.
↳ Invest in training leaders to inspire and guide effectively.

8. Lack of Purpose 
↳ High performers need to believe in the mission.
↳ Clearly communicate your vision and values.

9. Compensation Issues 
↳ Competitive pay is essential to retain top talent.
↳ Regularly assess compensation packages to remain attractive.

10. Limited Recognition 
↳ Feeling overlooked can lead to dissatisfaction.
↳ Regularly highlight both individual and team accomplishments.

Investing in your high performers pays off in retention and morale. 

What strategies have you found effective in keeping your top talent? 

Let’s discuss in the comments ⬇️

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♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

10 Reasons Your High Performers Are Quitting

Your role doesn't define your experience.

The leader you work with does.

A great leader shapes not just your career, but your overall well-being.

It’s crucial to identify the green flags that show you’re in good hands.

Here are 12 Leadership Green Flags:

1. They actively listen, making you feel heard.
2. Personal growth is encouraged and supported.
3. Communication is clear and transparent.
4. They lead by example, not just words.
5. Empathy and understanding are at their core.
6. Delegation comes with trust, not micromanagement.
7. Feedback is constructive, not demeaning.
8. They respect your work-life balance.
9. Accountability is a two-way street, even for them.
10. Collaboration is encouraged, not competition.
11. New ideas are welcomed, not dismissed.
12. Wins are celebrated as a team, not solo.

In your career journey, seek out leaders who uplift you.......

not just roles that fit your resume.

Adapted by: Nick Bradley

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Regret Won’t Change the Past. Growth Will.

We all wish we had done some things differently.

But the past is done. 
Wishing won’t rewrite it.
I’ve been there.

Overanalyzing. Replaying conversations.

Wondering “What if I had handled that better?”

It’s exhausting. And pointless.

Here’s What Actually Moves You Forward:

1️⃣ Own the Lesson
 ↳ Every mistake teaches something—if you’re willing to learn.

2️⃣ Drop the Shame
 ↳ Self-blame keeps you stuck. Growth requires self-compassion.

3️⃣ Shift Focus to Action
 ↳ What can you do now to improve? That’s where your power is.

4️⃣ Stop Seeking Perfect
 ↳ Perfection is an illusion. Progress is what matters.

5️⃣ Rewrite the Story
 ↳ You’re not defined by your past. You’re shaped by how you respond to it.

Regret changes nothing. 

But learning from it? 
That changes everything.

Growth. Resilience. Forward Motion.

That’s how you win. 

Do you agree? ⬇️ 

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♻ 𝐋𝐢𝐤𝐞, 𝐂𝐨𝐦𝐦𝐞𝐧𝐭, 𝐑𝐞𝐩𝐨𝐬𝐭 to share with your network ♻

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Robert Dodds

Gav Blaxberg

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taplio

The Battle

Robert Dodds

Gav Blaxberg

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);}Robert Dodds's LinkedIn Performance

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