CSM @ Skale.so | B2B Business Dev Strategist & Founder at frontBrick

🌟 Business Developer | Revenue Growth | GTM+ AI | Former Goalkeeper 🧤

Stan Stojanovic

I've been busy building something simple but powerful over the last few months - an AI event lead capture app. Very simple flow:
- Paste LinkedIn URL of the person
- Record a voice note about the conversation context
- In 30 seconds, get verified contact info + enriched data on the company and person
- Integrate with anything or download CSV

Meet frontBrick Meetz 🧱 Still in private beta, for the first 100 people to try it out.

Founder @ frontBrick.io | Building Your Pipeline. Brick By Brick. | Architect of sophisticated pipeline generation strategies for ambitious B2B teams 🟢

Shipped frontBrick Meetz 2 weeks before Web Summit.
Tested it with 30+ people at the event.
The feedback? Outstanding.

Here's what I was solving:

Every event I go to, same problem. Make 50+ connections. Take dozens of photos. Collect business cards across 3 different apps. Then waste 6+ hours trying to follow up properly.

Most connections die because the follow-up process is broken.
So I built something to fix it. Then took it to Web Summit to test with real users.

The workflow:

1 → Paste LinkedIn URL 
2 → Record what you discussed (voice → AI transcription) 
3 → Get full enrichment in 30 seconds 
4 → Auto-sync to CRM 
5→ AI drafts personalized follow-ups

What people kept telling me at Web Summit: "The enrichment speed is insane."

30 seconds gets you: 
→ Validated work email (powered by BetterContact waterfall) 
→ Phone number when available 
→ Complete company profile from multiple sources: Revenue, funding, headcount details, and details on the person
→ Full context of your conversation, transcribed

No more guessing emails. No more generic outreach. No more lost connections.

Opening private beta to 100 people. Free access in exchange for feedback.
Apply: https://tally.so/r/44Xddo 
(work email required)

frontBrick Meetz

Your CRM is probably hiding thousands in pipeline. You just can't see it yet.
Client came to us last week. HubSpot was a disaster.

→ Data scattered everywhere
→ 50%+ invalid contact info
→ Zero segmentation
→ Sales team flying blind

We turned it around in 48 hours. Here's the play:
First, we went backwards.

→ Analyzed their closed-won deals
→ Found patterns in their best customers
→ Split accounts into T1, T2, T3 tiersThen we validated everything.
→ Pulled all contacts tied to deals into Clay
→ Ran email validation
→ 42% came back invalidAlmost half. Gone.

But here's where it gets good.Those "invalid" contacts? They didn't disappear. They switched jobs.

→ Built a workflow to find their new companies
→ Used BetterContact to get fresh emails and phone numbers
→ 90%+ match rate on both
→ Segmented by tier again
→ Pushed back to HubSpot as new prospect lists

The result: hundreds of warm prospects. People who already used their product at a previous company. Now reachable at new ones.

Q4 pipeline is already on 🔥 from contacts they already had.

How much pipeline is sitting in your CRM under bad data?

Marketing leaders keep asking: "Does ABM actually work?" OR "What's my ROI for this channel?"

The problem was never ABM.
The problem was measurement and being obsessed to measure "ROI per channel" like it's 2015.

Your target account sees your ads 40 times. Engages with content. Gets outbound. Books a demo. Closes.

What does your CRM show?
Source: "Direct"

Zero credit to the 3 months of ABM touches.

This is why I'm hyped about Fibbler's new feature and "customer journey" that Adam Holmgren and the team introduced. 

You can finally see:
→ Your target account list + every ad impression 
→ The exact touchpoint sequence before conversion 
→ How paid + organic + outbound actually work together 
→ Real influence on sales cycle length

For the first time, you can prove:

✅ Targeted accounts convert 2x faster 
✅ Multi-channel approach shortens deal cycles 
✅ That "Direct" attribution was hiding 50+ touchpoints 
✅ Which campaign types actually drive influence

ABM isn't hard to execute.
It's been hard to MEASURE.
That changes now.

No more "ROI per channel" debates. No more black-box attribution. No more gut feel on whether your ads work.

Full journey visibility. Account-level tracking. Real influence data.

How are you currently measuring ABM impact?

🧱

Helping startups and SMEs find their next (or first) remote talent | Full cycle global recruiter and TA | Co-Founder @ Jobzzard

Not your average recruiter, more like your hiring shortcut when you're tired of wasting time on the wrong people.

I started in recruiting by accident, but stuck around because I saw how broken most hiring processes are; suuuper slow, 0 quality, and full of bs traditional practices that lead nowhere. Hence, Jobzzard, we’re fixing that.

We help teams hire better, not just faster (but good to have speed as well right?)
That means fewer “maybe” and below-average candidates and more real A-fits; especially for remote and async roles.

What makes us different?
- We mix real human vetting with AI scoring for win-win on both sides
- We help with the hard stuff: positioning, outreach, rating, and shortlisting
- No long-term contracts, just clear results

We've worked on hires across ecom, tech, product, ops, and GTM

Some roles we’ve helped fill:
→ Email Marketers, AMs, Klaviyo Experts, Designers, CSM, CSR
→ Fullstack & Frontend Devs, PMs, Data Engineers, SDRs, EAs

Whether you're hiring or job hunting, I’m one DM away.
If not now, keep us in your back pocket. 
We’re here when it gets messy.

Katarina Perisic

Hitting 10k followers. 

And as usual, it's just a number.

But still, it means a lot. Like imagine a room with 10k people? I’d sh1t my pants.

And even then, not many people know about me, but I still think some might benefit from things I share

This is my scrappy reintro and I have no clue what I’m doing.

During COVID, with zero practical experience and zero clue what I wanted, I graduated and was applying everywhere.

Literally everywhere. 
Corporate HR, sales, logistics, customer support, truck dispatchers, admin support…you name it.

The job I landed? 
Sales and Client Relationship rep at a global company I found… on Instagram story....

Did my degree make sense?
Not even a little. 🙃 (maybe a little when they decided to give me a hiring project)

Over the next few years, I jumped between:
- Sales
- Marketing
- Recruiting 
…and ended up as a global TA hiring expert. 

Today, I’m the co-founder of Jobzzard.
We help eCom brands, email marketing agencies and Saas companies build quality remote teams.

What makes us different?

We deliver candidates that can scale your business, not just execute tasks and collect paychecks.

We understand positioning, your culture even if we don't work on daily basis, and after years and 1000+ interviews and 300+ skill assessments made, we're now able to catch the right talent and potential early on, even if you miss it at first.

Every hire should feel like "hell yes", and that's what you get with us.

I’m connecting with others on this journey, wherever you are in the process.

Not hiring? That’s cool.

If you’re job hunting, career curious, or just want a fresh connection, let’s chat.

Btw, did your degree actually line up with your career?
Or did you end up somewhere surprising? 🙂

Hit the comments, maybe you'll find something valuable for you. ⤵️

I find your 🦄 remote talent in no time | Your friendly global recruiter and TA | Co-Founder @ Jobzzard | Remote hiring

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Exit interviews never give the whole truth.
I thought they did. 

But what do people actually say on their way out?

✔️ “It’s not you, it’s me.”
✔️ “I’m just looking for something different.”
✔️ “Everything’s fine, just needed a change.”

Most exit interviews feel like a hard breakup rather than what they're supposed to be, leaving the real issues untouched.

If you want honest feedback, you'd better run a stay interview (or whatever you wanna call them, just talk with your people bro)

Keep an eye out for some of the signals like:
↳ Someone who used to speak up goes quiet
↳ Their performance drops, or they stop pushing back in meetings
↳ They start contributing less, but replied instantly before
↳ They used to share ideas and now they're just executing

That’s when you actually have their attention. 

And think of the reasons behind it.

In most cases, it's either that the culture is not what it was supposed to be, or you're putting too much on their plate and lowballing them. 
Or you just take them for granted, so they feel unappreciated.

So just ask them, it's usually a lack of communication that causes the problems to emerge and evolve, while they could've been prevented.

Don’t wait for a resignation to find out what’s broken. 

Start the conversation before it’s too late.

And just pay people what they're worth.

🚨 We’re hiring 🚨
Sr Email Designer - Remote | Full-Time | LATAM & Europe 

We're back with new opportunities for EOY. Our US client is expanding again, and they're looking for a new addition for their Creative Team.

As a Senior Email Designer, you will be responsible for:
- Crafting high-converting, visually stunning email campaigns for B2C brands
- You’ll collaborate with Strategists and the Creative Director to design data-driven, on-brand visuals that perform, not just look great.
🕘 9AM–5PM EST | 💰 $2,000–$2,400/mo
🎯 Must have: 5+ yrs design experience (3+ in email), Adobe Suite & a strong portfolio (required) and good English communication.

Before you apply, please don't use ChatGPT answers, as we can easily spot them, and at that point, you won't be considered for this or any other roles. So save yourself (and us) some time.

👉 To apply:
Submit your application via Jobzzard and email your portfolio to katarina@jobzzard.com

We’re reviewing applications next week, early submissions get priority.
♻️ Know someone who’d be a great fit? Tag them or share this post 🙃

JD & application link in comments (please read carefully)⤵️

The difference between “email marketers” and "retention strategists"

My POV from a hiring perspective:
In email marketing, acquisition is not the main goal, but keeping the customers.
Anyone can send campaigns, but few can build systems that keep people buying.

We see this all the time when hiring for ecom agencies.
Most candidates can “run Klaviyo” or “write campaigns”
That’s great, but that’s not strategy…

The best retention hires?

They understand data, segmentation, and storytelling as one system.
They know how to design flows that nurture behavior, not just send discounts.
Plus, their emails feel human while performing like machines.

That’s the real gap between an email marketer and a retention strategist.
One fills inboxes. The other drives lifetime value.

If you’re scaling an eCom brand, you don’t need more campaigns; you need someone who can build a retention engine.

But this is a limited pool; there is awesome talent out there who know what they're doing, but they're hard to find.

So if you're serious about your retention focus for 2026, we should talk.  
One bad hire can break the entire system and cost a fortune. But one good hire can make all the difference and skyrocket your agency.

P.S. this is me generated by nanobana, in case you're wondering
--
🦄 I'm Katarina, co-founder @ Jobzzard and I find your unicorns while you think they don't even exist.

Why are you restricting yourself when hiring?

I keep seeing more and more on-site only roles on LinkedIn.

In 2025. Seriously?

How is this not at least a hybrid… unless you’re a micromanager who needs everyone in your fancy daddy office on Vracar Historical so you can “feel” productive? 🙃 

Serbia alone has a TON of talent.
And yet some companies limit themselves to ONE municipality like that’s where God personally drops the best candidates.

Let’s go further: imagine hiring outside the US.
Lower cost, yes, everyone talks about that.

But more importantly: actual talent.
Work ethic.
Quality.
Strong English.
People who don’t crumble the second something goes off-script.

So what is the restriction?
- Self-limiting beliefs?
- Imposter syndrome?
- A superiority complex?
- Or just pure micromanagement disguised as “culture”?

Someone enlighten me.

Because here’s the reality: if you’re only hiring from your own backyard, it’s not because there’s nobody qualified.
It’s because controlling people feels safer than fixing how you manage.

Want to cut costs and boost quality?
Step 1: Drop the idea that: seeing someone daily = leadership.
Step 2: Hire remotely and stop paying US salaries for mid-talent.
Step 3: Look at regions everyone else still underestimates; and get ahead.

The best solution I’ve found?
Hire people from everywhere, just make your culture strong and don't be a micromanager.

Because limiting your search to one zip code says more about you than it ever will about the market.

-- 
🤑 I'm Katarina, co-founder @ Jobzzard and I don't limit myself with talent, hence placing 130+ amazing people globally.

Despite what’s happening in the market, remote work isn’t losing its appeal.

It’s actually more in demand than ever.

The real issue?
Supply.
It’s the supply that’s shrinking.

People are applying, but companies are taking back their remote-friendly policies.

Many who used to embrace “work from anywhere” are now pushing teams back into the office (or ditching their hybrid setups).

So what’s going on?

One side:
→ Remote work still tops the list for candidates prioritizing flexibility.
→ Some even ignore full-time, on-site offers unless there’s no other option.

Yet…

On the other side:
→ Companies are scaling back remote roles, especially in competitive markets.
→ Some see a stronger in-office presence as a trade-off for job security and stability.

Why does this matter?

Because with the AI bubble, we're also seeing a visible gap between what people want and what companies are willing to give, and it's quietly growing.

Do you see the same shift? Are remote roles still viable in your field or is the balance tipping? 

--
I'm Katarina, co-founder @ Jobzzard and I still believe everyone should have at least a hybrid option if not fully remote, because not everyone works the same in different environments.

“You can start a business with 0 dollars”

I hate that line? 
It's more myth than reality.
Even with AI doing the heavy lifting, yes you can vibe code it, but can you sell it, market it, make it work?

So here’s what it actually took for us (and we even paused the building of the platform):

→ About $4K, just to get the basics up and running for the initial test.

Let’s break it down:
→ $10 for the domain (first year, after that $47)
→ $300 for our first website from Upwork freelancer (because we had zero tech skills and started with WP as the cheapest option) - that's the version on the video
→ $250 for AI logic, so it actually delivered value (the bare minimum we had to pay to make it work)
→ $300/month to secure the data
→ $1000+ to set up an LLC (since we aren’t EU or US citizens, meaning no Stripe access) and you can't send the invoice if you want quick sign up process
→ $1500+ for a Webflow website (which we had to fix for a couple of months just to launch beta, but that’s another story) to connect with the backend and database
→ $300 for logo, brandbook and creative side so we can have at least something for SM (because when you’re building your network from scratch, it matters)

And the rest? Went to subscriptions on a monthly basis: Sales Navigator $120+, outreach tools ($50-$100), CRM ($50), creative suites ($20-$70). You name it.

Sure, we found ways to save.

But those first-time costs? 
Easily double what you expect.

Starting “from zero” looks different when you’ve got mom and dad's money, a strong network, consulting revenue on the side, or family backing from an established business.

We managed, but let’s be real: zero is rarely zero.

What did it take for you to launch? Real stories only.

–
P.S. This is our first-ever live website from 2023: made in Figma by me (still proud of it, as I have 0 creative exp) and exported to WP by an UpWork freelancer. 
Btw, nothing was clickable because I had nothing on the backend. 
Landed exactly 0 clients from it.

The truth no one bothers to tell you when you’re starting any kind of business.

Where did we struggle the most?

Let me sum up my entire last year with one sentence: 
“I wish I were dumber.”

And honestly… I still stand by it.

Why? 

Because I’ve seen plenty of businesses crush it, and they're all run by people who aren’t exactly strategic masterminds. 

They THINK they’re smart (often "smartest in the room"), and somehow things just work out for them… while I’m over here sweating bullets trying to close my first damn sale.

Here’s what I noticed about these people:
• They just do things. Zero overthinking.
• They take risks without even realizing how risky they are.
• When they screw up, they bounce back instantly, no over-analysis, just “okay, what’s next?”
• They’re simply less scared; if you don’t see the danger, you don’t fear it.

Sure, this approach has consequences.

But honestly? 
Being “less smart” is actually a superpower in entrepreneurship.

Do you agree or think this is an overstatement?


**this is me playing dumb 😎

From the WTF series, prepare for the whole week of this.

Let's start Monday with: 
WTF with the sample work for recruiting?

For real.

I keep getting inquiries like, “Hey, do you have someone for X role? Can you share a few candidate profiles?”

Mmm… nope.

I might have them already, but if we never spoke and I have 0 context on what you actually need (and half the time, you don’t either), sorry, not happening.

We speak with all candidates AFTER we learn about you. I might have dozens of them in mind, but that doesn't mean they'll fit into your "requirements".

Because if I just sent random profiles based on your 1:28 voice note, what is that?

That’s the same spray-and-pray energy you use for your job ads.

So yeah, not a fit.

And btw, I did share a few times before.
Guess what happened? Ghosted. 
Or even better: “That’s not what I’m looking for”

No sh1t.

How the f*** would I know from your voice note? It's not a grocery shopping list you send to your wife.

Get a grip, people, and start thinking about hiring if you're serious about your business. 

Or just don't contact me, I'm sure there's someone more eager to get you $$.

--
🎉 I'm Katarina, co-founder @ Jobzzard and I'm not your vending machine for top candidates, but I sure as hell can be your partner in hiring remotely.

How many entrepreneurs would actually go back and take any job if their journey suddenly ended?

I’m honestly curious.

What job is “beneath you” really?

Most of us started from the bottom. 
I worked as a waitress, in retail, grocery stores, doing manicures, whatever paid the bills while studying.

My only regret?
Not starting earlier.

If I had, I’d have more skills than half the market here in Serbia. (That’s one mistake I don’t plan on letting my kids repeat)

But I didn’t. So I work with what I’ve got.

And if everything stopped tomorrow?

I’ve thought about it.

I always say: “If my entrepreneurial run ended overnight, I’d go back to doing nails.” Simple as that.
And if that wasn’t possible (like during COVID), I’d just find something else. 

Even if that means working for someone again.

Humility isn’t the enemy, but entitlement is.

What would be your "go-to" job if everything stopped today?


P.S. This was my first Tequila Sunrise, strong af :)

They want to hire potential, but here’s an awkward truth about hiring in eCommerce:

Everyone says: "we want innovation, fresh ideas, and out-of-the-box thinking…"

But when it’s time to hire?

They default to the same profiles from the same places and "proven agencies". 

Companies are playing it safe; they want people who have already done the job, same market, niche, same ICP, same frameworks...

Sure, it makes sense in theory, but in reality, not really: 
- Tight budgets, 
- Lean teams and 
- No one has time to wait 6 months for someone to ramp..

But here’s the real cost of all this:
We’re recycling the same people in the same tiny talent pool. Same backgrounds. Same playbooks. Same “trends” everyone copies from each other.

And then we wonder why nothing feels fresh.

That’s how you kill the next wave of sellers, marketers, operators, and actual leaders before they even get a shot.

If nobody bets on potential, the industry stops evolving and it goes stale. 

So we decided to break that cycle within Jobzzard.

If you’re in the eCom space, agency side or trying to carve out your path in it, this is for you. 
Stay tuned. 😎

Are you still waiting for Superman to save you before BFCM?

You might need some encouragement if you're not all set.

It's just me with some tips :) ⤵️

View newsletter: Your Remote Hire in 10 Days

I had a few eCom-focused sales calls as Q4 was about to start. I didn't expect them during this quarter, as I thought they had already hired and were 

Open article: How to actually find qualified candidates in Q4? by Katarina Perisic • 2 min read

How to actually find qualified candidates in Q4?

Remote email marketing teams = chaos?
I bet you experienced this already (hopefully earlier in the career)

Random campaigns, missed flows, last-minute panic… sound familiar? 

If yes, this is your Quick win: weekly stand-ups + Loom updates = campaigns that actually hit inboxes on time.

Your email campaigns could be killing it... but only if your team actually talks to each other. I've seen it first hand more than I can count. Great t

Open article: Remote Collab: Stop the Chaos in Your Email Marketing Team by Katarina Perisic • 2 min read

Remote Collab: Stop the Chaos in Your Email Marketing Team

Don’t shut the door with your a**.

First impressions matter, on both sides in hiring.

Recruiters ghosting candidates?
Trust me, people remember.
And they will NEVER respond to you again.
Your “talent pipeline” becomes a graveyard real quick.

And candidates? You’re not off the hook either.
If you go through multiple stages and then ghost in the finals…
or you’re rude in the first call…
You think we forget?
Yeah, not really.
And neither do the companies hiring you.

The industry is way smaller than people think.
Reputation travels fast.
So don’t burn bridges for no reason.

Not interested?
That's completely fine, just say it (budget, working hours, industry, whatever).

Two seconds of honesty beats disappearing in thin air.
Respect goes both ways.
Act like it.

Sincerely,
all job seekers and employers out there

People will say anything to get what they want.

You’d think people wouldn’t try to screw you over when you’re just starting out and have $0 revenue… 
when you’re barely keeping your head above water… 
when you’re literally choosing between investing in your business or buying groceries or paying your rent...

But guess what?

They don’t fucking care.

Not about your struggle.
Not about your early-stage chaos.
Not about how close you are to giving up.
Nor if you have food on the table for the week.

People care about THEIR priorities, their survival, their wins.
And if stepping on you gets them there faster?

Most won’t think twice.

It sucks, but it’s real.

So protect yourself!
- Get receipts.
- Set boundaries early.
- And stop assuming people will play fair just because you’re being fair.

Business exposes intentions faster than anything else. And if your gut flags it, pay attention and act! 

I disregarded mine a few times, and it cost more than money and hurt more than any breakup.

Learn from my mistakes.



P.S. Thanks, Marijana Gligoric for the book recommendation!

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Stan Stojanovic

Katarina Perisic

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The Battle

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