Amy Volas

Avenue Talent Partners

Great executives aren't hired on guesswork.

And starting + scaling a business is no joke.

The odds are against you and the people you hire to grow your business can make or break your ability to defy those odds.

The dynamic world of sales in early- stage startups is complex, busy, and ever-changing.

Trying to uncover, engage, and hire the cream of the crop is challenging when your plate is already full and the average tenure is 19 months for a VP of Sales.

That's why Avenue Talent Partners was built…

We help startups hire the right executive revenue leaders to defy the turnover odds to truly grow and scale.

The best part? We do it without the cringe!

With a collective sales experience of 40+ years and $100MM+ in deals closed, ATP's team knows what it takes to win at startup sales.

We're the recruiting firm you should be working with if you...

▹ Want to defy the odds of hiring the right sales leader who will stick around for more than 19 months

▹ Want to hire a high-growth sales leader who will build/lead a team to drive growth for the long haul

▹ Want a recruiting partner who speaks the sales language fluently, knows how to vet the right person for your stage of business, and has the experience to back it up

▹ Want a recruiting partner who truly cares about your success, takes the time to understand what you need, and knows exactly how to help

▹ Want a recruiting partner that celebrates candidate experience while representing your brand well throughout the recruiting process regardless of the outcome

The depth and breadth of our sales and startup experience coupled with our second to none people-centric, process-driven approach is here to help you get sales hiring right the first time to avoid the painful effects of a mishire.

Nothing you do is more important than finding and hiring the right people; we work tirelessly to help you do just that.

Founder & CEO

Better Together with Amy Volas

If you want to go far, go together - African proverb

I believe in this deeply!  I also believe you're not alone, and you're MORE than a resume.  

If you’re at a career crossroads or wondering what hiring managers are really looking for, look no further, this is the place for you.

I created Better Together to help people who care about helping themselves to level up when it comes to unlocking the secrets to landing your dream job while reducing the margin for error.

Founder

Stage 2 Capital

The Stage 2 Capital Catalyst supports early-stage B2B software companies in scaling their businesses by combining Venture Capital and Go-To-Market, empowering founders with hands-on coaching from an unrivaled network of go-to-market leaders.

Limited Partner, Stage 2 Capital Catalyst

Techstars

Startup Mentor

OneGuide

Providing sales recruiting advising through OneGuide, an expertise platform that connects high-growth companies with experienced functional advisors.

Advisor

Yardstick

Strategic Advisor

Gradient Works

Rally (YC W22)

QuotaPath

Spekit 🐙

I help SaaS startups hire executive Sales and CS leaders without the cringe ⋆ Personally closed $100MM+ ⋆ 2 Exits ⋆ LP ⋆ Strategic Advisor ⋆ Speaker ⋆ Writing My First Book

Are you a startup founder struggling to find and keep the right GTM executives to scale your business? 

Look no further. 

I'm Amy Volas, and I'm here to help you solve your most pressing hiring challenges while defying the GTM tech turnover odds. Because there is nothing more important to the success of your startup than hiring the right people the first time around.

With a successful sales career and over $100MM in revenue under my belt, I've learned that the key to success lies in the people behind the scenes. That's why I founded Avenue Talent Partners (ATP) – to redefine hiring for startups and help founders like you build thriving businesses.

Working with companies to solve their 'people' problems, two successful exits, and building enterprise sales teams from scratch have given me a unique perspective on the importance of hiring the right people. I've seen firsthand how the wrong people can lead to wrong work, bad pipeline, no customers, and ultimately, no business. 

So, I decided to take action and founded Avenue Talent Partners (ATP) to redefine executive hiring for startups.

Taking all of my experience and lessons learned, I've created a proven, structured process built on the power of discovery to deliver results and a white-glove experience.

How I can help you:

► Executive search for early-stage SaaS startups, focusing on Sales and CS leaders (VP+)
► Coaching founders through my ATP Studio framework to create a robust hiring system
► Strategic advisory to fill in your hiring/people gaps

Whether you need help with executive search or want to learn from my expertise, I'm here for you. 

I believe in the power of conversation. Let's have one!

► www.avenuetalentpartners.com: Executive search + ATP Studio, how to hire coaching for founders
► https://bettertogether-amyv.mn.co: Group approach to career coaching
► https://avenuetalentpartners.com/join-our-email-list/: Amy's Avenue my no-BS Bi-weekly newsletter 

Remember, you've got this, and I've got you. My hotline is always on if you need it ☎️

What's the longest streak you've ever broken? Mine just ended after 20 months.

Not only did I shut the door on Q2 and the first half of 2024...
I FINALLY shipped my manuscript to the editor.

Titled...

Drumroll, please...

Talk Hiring to Me: The Hottest Guide for Startup Founders to Shed Risks, Strip Costs, and Score a Dream Team

... 13 Chapters
... 364 pages
... And my very best advice about the most common pitfalls startup founders make in hiring, what to do about them, and how to choose differently.

October 2022 was when I officially started my book-writing process.
This weekend was the first time I haven't been consumed by my book.

The first weekend, I didn't think about my book.
The first time, I didn't have to work on my book.
Worry about a deadline.
Obsesses over every single word...

I can't remember when I spent more time or worked harder on a project (beyond starting and running ATP).

And it feels damn good... And worth it!

I may or may not have cried tears of joy during my call with Alyssa Berthiaume (she/her).

Ally, THANK YOU. 

You are the best writing coach and accountability buddy a gal could ask for. There is no way this book would be here without you. Or that I'd realize it was time to scrap two manuscripts and start over.

It's hard, a** kicking work chasing our dreams. And when we don't give up, it's worth it... Even when it takes years to take the first step and years to finish a big part of the process.

I know 2024 has been brutal for many of you.
Keep going!
The next celebration is around the corner.

And to all of you gems who have been so darn supportive throughout this book journey with me, thank you from the bottom of my heart!

Coming to bookshelves in about 6 months...

#startups #TalkHiring2Me #hiring #BuildWithATP

"My co-founders think we should go for the enterprise." - founder

"Why?" - me

"We have one mega prospect that would make our number plus some if it closes. We have a big goal and an anxious board." - founder

"What do you think?" - me

"There is a lot we have to do to make these deals work that we're not prepared for." - founder

Enterprise sales is a strategy to change the shape of a business...
Not an experiment hoping to change the shape of yours.

I’ve been fortunate to be part of and build my own enterprise sales teams throughout my career. I continue to help startups do this today through my executive search firm, ATP.
‌
A word to the wise...
‌
Building a strong, repeatable enterprise sales function takes at least 12–18 months if you're starting from scratch.
‌
Founders, before you embark on this journey, take a hard look at your runway and run rate and ask the following questions:
‌
📍 Do you know your niche?.. The riches are in the niches 💰
📍 Have you validated your ICP (1 Bluebird customer/prospect is not validation)?
📍 Do you have the infrastructure to customize and integrate?
📍 Are you prepared to delight your customers to hang on to them?

Only seek to scale up once you prove that what you have is repeatable.
‌
Trying to grow too quickly will only lead to mistakes in this market…and those are much harder to come back from with this type of customer.
‌
These are the 10 steps that never failed me as I was building this segment from scratch:
‌
1. Calculate the opportunity within your niche, not just TAM
2. Know your Ideal Customer Profile + Personas like the back of your hand (ICP)
3. Prioritize accounts that are the best fit
4. Research your prospects like you're in the FBI
5. Map out the business and multi-thread up, down, and across the company
6. Focus on discovery... always
7. Be relentless to deliver on your promise
8. Land and expand
9. Communicate early and often... even when you step in a pile of 💩
10. Don't abandon the other segments paying your bills
‌
Validate first, nail, grow, and theeeeeeennnnnn scale.
This is the formula for success. And it's not for the faint of heart.
‌
Pro tip: If you're running out of money and looking for a quick fix. This isn't the time to go after this segment.

Avenue Talent Partners | High-precision executive search for startups

#startups #enterprisesales #BuildWithATP

Your network isn't your net worth if you can't handle introductions professionally.

A mentor once told me: "Every introduction is a reflection of me. Don't let me down." 

Best advice ever 🔥

When people go out of their way to make introductions to their connections...

Go out of your way to keep them updated.

Remember, the limb they go out on to help is a reflection of them.

I promise they'll be curious about how it went.

Nobody likes surprises.
Hearing about introductions gone wrong from a third party stinks. 

If something goes awry, it's a smart idea to communicate what happened directly + proactively.

Otherwise, that door for support in the future starts to close.

My go-to for updates:

"Thanks again for going out of your way to make the introduction to ____. 

A quick update to keep you in the loop. We dug into ______. 

Please let me know if you hear anything I should know from your end of things. I always welcome feedback. 

Say the word if I'm missing anything you want to know more about. I'm happy to fill in the blanks.

Appreciate your support!"

A little bit of this goes a long way to remind the other party why they helped us in the first place. It's also something most people don't do that helps us stand out.

TL;DR: You can't fake care and consideration.

So try this out and let me know what you think!

Avenue Talent Partners | High-precision executive search for startups

#BuildWithATP

Think you know someone after a great interview? Think again.

I LOVED the founder through the interview process.

He flew me out, put me up in a fancy hotel, took me to a beautiful restaurant with the best table in the place, and sold me HARD...

"Amy, you're exactly what we need for this business... we want to build the enterprise sales function around you. You like to build from scratch, and you can do this here."

Be still my heart!
I felt understood, valued, and validated.
Where do I sign on the dotted line?!

Fast forward to my first week.
I was back in town... but this time, the experience was VERY different...

This highly technical founder would've rather been anywhere else than with me, helping me understand the business thus far.

"We hired you for a reason; I don't have time this week; figure it out."

I remember the dread of feeling like the rug was pulled out from under me.

And just like that, I was living the same story many others in GTM live, have lived, or will live... 

I call it the "necessary evil syndrome" between highly technical executives and their GTM leaders/teams.

There are three options:

1. Try not to take it personally, understand their linear thought process, and try to find common ground. This persona responds well to data-driven discussions that are not rooted in feelings but focused on the outcomes. 

(As hard as it was, I chose this option and realized success)

2.  Don't work directly for a highly technical executive. Say, 'No thank you' to the opportunity if we know this persona is your kiss of death.

3.  Understand the different flavors of leaders and hone the ability to spot a great leader in the interview process. 

Examples of questions to ask in the interview process to get to the root:

... Beyond revenue, what does the sales team mean to the company?
... What do you want to hang on to, and what are you excited to delegate?
... How will we spend time together in the first few weeks?
... What frustrated you the most this week about sales?
... What's the best way to communicate bad news?
... How much of what you've been working on with prospects and customers is documented? (for those founder-led situations)

Pay close attention to body language, tone of voice, sighs, eye rolls, frustration, and excitement. 

If/when a trip cord is hit... use it as a signal to pause and learn more.
Take notes.
And for the love of God, use a scorecard. (I've got one if you need it)

Remember, no amount of GTM talent fixes:

... A bad founder who has no business leading a team
... A busted product
... A market that doesn't want what we're offering

Brett Queener recently said it best, "These startups can only grow as fast as the founder grows." 

✌🏻❤️

Avenue Talent Partners | High-precision executive search for startups

#interviews #startups #leadership #GTM #BuildWithATP

My success isn't scripted. 
It's observed, tested, and uniquely mine.

I think we often lose sight of the fact that the "things" that ultimately make us stand out are the things we mute.

Important meetings like interviews, sales, and board meetings fall short because we get so caught up in crafting the perfect answers we think they want to hear that we lose the spark that ignites their desire for more.

Real stories + Real results = Real compelling conversation

Like Mark Twain said (and my favorite quote), "Go out on a limb. It's where all of the fruit is."

I loathe scripts
I loathe surface conversations 

And the biggest "thing" that chaps my rear end is how "discovery" is approached.

So much opportunity is lost because we've trained people with so much potential to focus only on their outcomes.

So they show up and ask a series of questions to uncover the signals of what they want to hear instead of understanding the actual situation—you know, the stuff way below the surface that connects on a deeper level.

Here's my take on discovery for every conversation I have, regardless of the stage or situation. Maybe it can help you, too.

What do I see?.. How does it differ from what I'm hearing?
What's important to them?
How are they showing up for this conversation?
What's working for them?
If they're struggling, what have they tried, and what isn't working? 
Why this, and why now? (Thank you, Taryn Lanaghan, you're a great teacher)

I take these little threads and weave my own tapestry.
Instead of trying to create someone else's.

Sure, we can think about efficiency, but if it's just for us and has nothing to do with the other party, that's a risky bet.

Consideration is a powerful thing that ultimately leads to trust. 

Considering what the other person we wish to do business with is going through, needs, wants, and prioritizes is the first step to creating the foundation for what we wish to build. 

And it's the backdrop for how to have a meaningful conversation.

When we stop chasing perfection and start embracing our own paths, success follows.

Remember, people don't expect perfection. They crave competence and honesty.

Avenue Talent Partners | High-precision executive search for startups

#BuildWithATP #startups #B2B

Dear job seekers, here’s why your follow-up strategy is failing.

... It isn't specific
... It reads like everyone else
... It doesn't give the recipient a reason to respond
... A repeat of what hasn't worked won't magically work

(just like sales)

One of the members from the private career coaching group I lead (Better Together) asked this question:

"I am in limbo. What communication should I send?"

This person diligently followed up weekly, the final interviews were done, and the silence was deafening 🦗🦗🦗

Here's the template I shared that created a quick response:

"I wanted to follow through before the holiday to tie up loose ends. A hire like this is critical. It can be a difficult decision when there are a few candidates with different backgrounds to choose from.

Am I still a contender for the role?

If you have any outstanding questions about my background or how I can help you with ____ (insert their biggest priority where you know you can do excellent work/have done excellent work), please let me know. I'm happy to fill in the blanks.

If the dots aren't connecting, please know I've truly enjoyed and appreciated the time spent together and welcome the chance to revisit opportunities in the future. 

Looking forward to understanding where you are in the decision process."

Why it worked:

1. A friendly reminder that there are loose ends to tie up 
2. Considers what the other party is going through
3. It's specific
4. Demonstrates understanding of their priorities (we all want to be heard)
5. A reminder that an important dot connects 
6. Removes pressure and keeps the door open
7. A friendly reminder that there are loose ends to tie up 

Pro tip: Take notes during every interview. They are the gifts that keep giving when you need to be specific in follow-through, assignments, and future conversations. Notes showcase that you care and are tuned in. 

Patience is a virtue. But it’s also a strategy.
Cheers to making it count!

Avenue Talent Partners | High-precision executive search for startups

#jobsearch #interviews #BuildWithATP

Everyone talks about strategy and skills—but what about generosity?

Leaning into generosity IS part of what makes a GTM strategy excellent. 

With the people we hire to do this hard work
With our prospects
With our customers
With our partners

And each other here to share best practices.

Being recognized as one of the top 30 GTM voices is really a treat. 
Thank you to the generous teams at Insightly, GTM Partners, and TrustRadius!

The person with the most engagement will receive $2,000 for their chosen charity. 

This hits differently for me as I recently lost a family member a few weeks ago.
Danny was the epitome of generosity.
After he died and offers of help came through, one request was to donate to Make-A-Wish Illinois where he was an active supporter. 

If you're so inclined, your engagement on this posting (like and comment) will help Danny continue to be generous to make a huge difference in a child's life.

No pressure at all.
That's the opposite of doing GTM well.

Either way, I'm still pinching myself that I get to be recognized alongside Kyle Lacy, Jen Allen-Knuth, Samantha McKenna, Megan Bowen, Ravi Rajani, Hannah Ajikawo, Morgan J Ingram, Kyle Coleman, Todd Caponi, and 21 other powerhouses I learn and grow from. 

What I like the most about this is how these marvelous companies and fellow "gurus" are showcasing how we can receive and give at the same time.

❤️ 

#GTM #sales #generosity #BuildWithATP

The secret to better hiring and selling? Embracing our blunders.

I recently screwed up.

You know that pit in your stomach when you realize you made a mistake.
That was me 🙋🏻‍♀️

While my intentions were good, I moved too quickly, took action, and immediately knew something was "off."

So what did I do?

... I asked myself why it happened
... I wrote down 2 things I'd do differently next time to avoid the same mistake
... I didn't wait to get busted
... I ate a big 'ol piece of humble 🥧 and proactively owned it
... I reached out (with sweaty palms and a nervous stomach)
... I didn't make excuses and apologized for what I did
... I asked for a conversation
... I thought of solutions to come to the conversation with
... I checked my ego
... I didn't get defensive

And...

We moved on better for it with a solution that works for both of us.

Sure, it would've been easier to ignore it, hoping it wouldn't be a big deal. However, this would have caused a crack in our foundation over time.
It wasn't worth it to ignore.
But most importantly, it wasn't the right thing to do.

Accountability
 + 
Real conversation 
+ 
Giving each other the benefit of the doubt
____________________________________ 
Progress

If we want our teams to be accountable, we must show them how.

But why are we so afraid of mistakes?

1. We fear negative consequences like losing face, damaging relationships, or facing disciplinary action. 

2. We don't feel accountable.

3. We believe that admitting a mistake will not lead to a solution. Thinking, "What's the point anyway?" 

The next time you or someone else makes a mistake:  ditch the ego, assumptions, blame, and shame.

As leaders or aspiring leaders, we set the stage. Every action, decision, and word spoken encourages or discourages those around us.

Encourage a culture where admitting mistakes is seen as a step toward improvement, not punishment.

Workshop the lessons learned, why they happened, and the measures to avoid repeating them.

Your world will be better off for it.
We all make mistakes.
It's what we do in those moments that shapes what happens next.

Accountability isn’t about blame—it's about better outcomes.

Avenue Talent Partners | High-precision executive search for startups

#startups #leadership #BuildWithATP

Your body speaks louder than your voice. Are you listening?

If I want someone to be open with me
If I want to create trust
If I want to be considered

It starts with me.

What message am I sending to the other person when my body language is closed off, I'm distracted, and I'm not making eye contact?

Fun fact: our body language speaks just as loudly as our words. 

Body language can inform and guide decision-making when all other variables are equal. By reading body language, we can pick up on signals like:

Confidence
Preparation
Nervousness
Ego
Boredom
Focus
Interest
Excitement
Insecurity
Anger
Fear
Trust

We all want to be seen, heard, understood, and valued.

How we show up to understand and support those we're spending time with makes or breaks what happens next...

... In the hiring process
... With our team
... With our prospects and customers
... With potential investors during fundraising
... With our board

Pro tip: Listen with your eyes, not just your ears, to notice what's not being said.

The signals we send can account for 80% of what we communicate.

Body language, tone, inflection, eye contact, gestures, facial expressions... speak just as loudly as our voices.

If your gestures could talk, what would they say about you?

Avenue Talent Partners | High-precision executive search for startups

#hiring #startups #founders #communication #BuildWithATP

Regardless of what it looks like on the outside...
Being a woman in sales, startups, and leadership hasn't been easy.
‌
"Diversity is important to me. I want to hire a woman."
‌
This is a common ask in the conversations I have with customers.
‌
But it's the 'how' that most struggle with and starts well before the hiring process.
‌
"Myth: The biggest barrier to women’s advancement is the ‘glass ceiling’
‌
Reality: The ‘broken rung’ is the greatest obstacle women face on the path to senior leadership" - McKinsey's Women in the Workplace 2023 report
‌
So what better way to support my fellow ladies in sales leadership than to co-host a private dinner for 20 women to connect, network, brainstorm, encourage, and share stories during #SaaStr ❤️

For all of my fellow women in sales leadership, nothing would delight me more than spending quality time together.

ATP is proud to be an official partner of Women in Sales. We've joined forces with QuotaPath to host Trailblaze & Toast: Empowering Excellence in Sales LeadHERship 

Tickets are going fast! Details ⬇️ to join us.

#WomenInSales #BuildWithATP #Leadership 
‌

When your event sells out in a day, you know you’re onto something big.

Alexine Mudawar and Kelly O’Halloran, I'm darn proud, gals!

And I'm oh, so excited for our dinner together. The powerhouse ladies joining us at this table is a chef's kiss 🔥

Rumor has it there may be more where this came from in the future.  

Avenue Talent Partners + Women in Sales + QuotaPath = A dream team ❤️

#BuildWithATP #WomenInSales #Leadership #SaaStr

Why would a founder pull a job offer last minute? 

It starts with $1.2T in poor communication.

"Am I being too sensitive, or should I pull the offer?" - Founder

"If it were my decision, I'd pull it." - Me

How did we get to this point when we thought we found "the one?!"

1. They committed to a timeframe and flaked 
2. Their proactive engagement and enthusiasm waned
3. The words started to consistently not match the actions
4. Their attitude took a nosedive without any reason
5. Communication was difficult; it was like pulling teeth to understand
6. Two days before their start date, out of the blue, they requested an extension

It's okay if something changes.
It's not okay to become a ghost with a bad attitude for no reason. 

Their behavior raised concerns about their ability to lead a demanding team and have an important seat at the executive table.

It's hard to unsee such a stark difference.

𝙁𝙤𝙪𝙣𝙙𝙚𝙧𝙨: If candidates don’t value their career, you can't chase them into caring. A candidate who makes you feel you must push is a red flag.

Alignment is the name of the hiring game to mitigate risk.

𝘾𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨: In a tight market, how you conduct yourself matters more than ever. 

This situation left everyone feeling uneasy. 
Unfortunately, the doors are now closed.

𝙏𝙇;𝘿𝙍: It's okay to say no thank you if something has changed. What matters is how we do it. 

𝙃𝙤𝙬 𝙄 𝙨𝙖𝙮 𝙣𝙤 𝙩𝙝𝙖𝙣𝙠 𝙮𝙤𝙪 𝙬𝙝𝙞𝙡𝙚 𝙡𝙚𝙖𝙫𝙞𝙣𝙜 𝙩𝙝𝙚 𝙙𝙤𝙤𝙧 𝙤𝙥𝙚𝙣:

"Proactive communication is a core principle of mine, even when it's difficult news to share. As much as I'd like to ____, I'm afraid the dots don't fully connect. Our time together made this a hard decision. 

If it's helpful, I can share more in a quick chat. Either way, I'm a big fan and welcome the chance to stay in touch."

𝙋𝙧𝙤 𝙩𝙞𝙥: If you really want to stand out, offer to make an intro/referral, or share something useful, the other party can apply for one of their top priorities (e.g., a new contact, another job, another candidate, or a list of other VCs).

This applies to:

... Hiring
... Career decisions
... Purchasing decisions
... Internal meetings
... Prospects and customers
... Investing

Remember, tough markets and hard decisions create defining moments.

Communication, integrity, and professionalism are more valuable than ever. 
I promise that our future selves will thank us for it.

An excessive focus on short-term results at the expense of long-term interests and opportunities is at an all-time high.

It's always a choice.
Even when it's hard.

I'm convinced this is one of the reasons the US spends $1.2T on poor communication. (Grammarly's data) 

Avenue Talent Partners | High-precision executive search for startups

#startups #hiring #leadership #BuildWithATP

Lost in a sea of candidates? Let this founder's story guide you.

"I'm overwhelmed and paralyzed by fear." 

- My conversation with a founder last week

He is struggling to hire a VP of Sales.

He only has a few successful AE hires from a laundry list of others that didn't work out.

He's smart AF.
He's driven.
Has a product the market wants and needs.
Cares about people and their success.

𝐒𝐨𝐦𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐢𝐬𝐬𝐮𝐞𝐬 𝐰𝐞 𝐮𝐧𝐜𝐨𝐯𝐞𝐫𝐞𝐝:

𝐋𝐚𝐜𝐤 𝐨𝐟 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: He's never led a sales team, making it difficult to know what to look for in candidates.

𝐂𝐨𝐧𝐬𝐭𝐚𝐧𝐭 𝐂𝐨𝐧𝐭𝐞𝐱𝐭-𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠: With a job description from a contract recruiter that doesn't match his startup's needs, he's unable to pinpoint the ideal candidate. He doesn't have enough time in the day to figure it out alone.

𝐍𝐨 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠: Without a structured process, he's flying by the seat of his pants.

The good news? 

He's ready to make changes and do the work needed to fix these gaps. We're setting him up by auditing his hiring process to avoid 7-figure missteps.

In a sea of founders struggling alone, he's taking the right step by asking for help.

Hiring is the most important priority for a startup.
And it's the hardest to nail, especially for GTM roles.

𝐓𝐋;𝐃𝐑: The market is FULL of tempting candidates with exciting headlines, but jumping into interviews without a plan is risky.

𝐀𝐬𝐤 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟: Do I know the right profile for my business needs? Do I have an effective hiring process? Do I have a plan to support and integrate my new hires from day one?

𝐁𝐞𝐭𝐭𝐞𝐫 𝐢𝐬 𝐛𝐞𝐭𝐭𝐞𝐫, 𝐧𝐨𝐭 𝐦𝐨𝐫𝐞. 

Don't wing it alone. Let's talk if you need help.
My hotline is always on ☎️

#startups #hiring #sales #BuildWithATP

Founders, your next hire's adaptability could make or break your business.

We've moved from EQ to AQ (Adaptability Quotient) because startups demand it. In the blink of an eye, things change—faster in startups than anywhere else. If we can’t adapt, we get left behind.

The old playbooks don't cut it in today's tough market. This is one of the biggest hiring challenges for founders, especially when it's tempting to go it alone.

Sure, resumes and social media accounts might look amazing. However, many self-professed Sales or CS experts will fail because the world has changed, and the strategies that worked before are outdated.

Today's successful GTM leaders are different from those of the past. Here's the dilemma: the rapid pace of change makes it harder for founders to identify leaders who will truly succeed.

Key Differences:

Agile Minds: Able to adapt and pivot 
Fixed Mindsets: Stuck in outdated methods

This is crucial when hiring executive sales or CS leaders. If they can't adapt, your business won't keep up with market demands.

Avoiding Hiring Disasters:

Quality over Quantity: Hiring is the most critical task you'll face as a founder, especially for GTM roles where there is no one-size-fits-all approach. 

If you didn't know how to hire before, talking to more people now won't help. Focus on finding the right fit. 

Clarity and Alignment: Excellent hiring isn't about checking boxes. It's about clear, aligned decision-making. If you're unclear, how can you hire effectively?

It's okay to admit you don't know how to hire, who to hire, or when to hire. 
But it's not okay to figure it out alone if it's not your strength.

DIY hiring might seem like a money-saver, but it often costs more in the long run, paralyzing momentum.

TL;DR: Repeating what's proven not to work is the enemy of innovation.

If hiring isn't your "thing," my hotline is on.

Avenue Talent Partners | High-precision executive search for startups

#founders #startups #hiring #GTM #BuildWithATP

Ever wondered why your team isn't aligned? 
Spoiler: It's not about what you're telling each other.

"We need to grow revenue to $11M this year." - founder

"I've done this 3 times." - VP of Sales

Music to a founder's ears, amirite?!

Not so fast, my friends...

I see that twinkle in a founder's eye when they confidently tell me they don't need my help because they're interviewing "the best" VP of Sales from: insert a fancy logo like Gong, Stripe, Outreach, Zoom, Box...

It's the best feeling in the world, thinking we've struck gold, isn't it?!

Fast forward to when those same founders boomerang back to me after hiring "the best." (average from my data = <15 months)

What goes wrong?

Over the last decade of helping founders and investors hire the right executives for their startups, there's a common theme I've uncovered:

"𝘽𝙚𝙨𝙩" 𝙛𝙤𝙧 𝙨𝙤𝙢𝙚𝙤𝙣𝙚 𝙚𝙡𝙨𝙚 ≠ 𝘽𝙚𝙨𝙩 𝙛𝙤𝙧 𝙤𝙪𝙧 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨

Telling you what I need in the interview doesn't matter if you can't help me.

This is a key reason why turnover is so high in startups.

The problem?

Telling isn't teaching.
Telling doesn't validate.
Telling doesn't achieve alignment.

We can't teach someone who doesn't want to learn.
We can't help if we don't understand what's going on.

Instead of taking an exciting statement at face value, use it as a signal to learn more.

𝙃𝙚𝙧𝙚'𝙨 𝙬𝙝𝙖𝙩 𝙞𝙩 𝙡𝙤𝙤𝙠𝙨 𝙡𝙞𝙠𝙚 𝙞𝙣 𝙥𝙧𝙖𝙘𝙩𝙞𝙘𝙚:

"I've had 3 exits. I grew the business from <$10M to $25M." - VP of Sales

"That's exciting. Tell me more. What did the business look like when you came into your last role?" - Founder

The more curious we are, the more we understand priceless context, and the better we can confirm alignment upfront. 

We move from hopeful to confident.

Just like in sales.

𝙏𝙇;𝘿𝙍: Founders, ditch theory and assumption. 

Instead, use the interview process to get as close as possible to what it's like to work together. 

𝙏𝙬𝙤 𝙤𝙛 𝙢𝙮 𝙩𝙧𝙞𝙚𝙙 𝙖𝙣𝙙 𝙩𝙧𝙪𝙚 𝙬𝙖𝙮𝙨 𝙩𝙤 𝙝𝙚𝙡𝙥 𝙛𝙤𝙪𝙣𝙙𝙚𝙧𝙨 𝙙𝙤 𝙩𝙝𝙞𝙨 𝙬𝙚𝙡𝙡:

1. Designing a collaborative whiteboard session
2. Developing an effective hiring scorecard

Need help? My hotline is always on ☎️

Avenue Talent Partners | High-precision executive search for startups

#BuildWithATP

Some of the best connections I’ve made started at SaaStr. Will Inbound measure up this year?

I'm for sure going to SaaStr
On the fence about Inbound (haven't been before)

I need your help to make a decision!

#BuildWithATP #startups #events #networking

Perception is a great storyteller—but a lousy fact-checker. 

I need your help to check mine...

Since 2016, I've been quietly sharing startup hiring insights for founders, investors, and executives in my newsletter.

I'm curious... Did you know I have a newsletter?

#BuildWithATP

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