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

What gets you out of bed in the morning?

For me?

I've got a fire blazing inside to leave things better than when I found them... especially the startup, sales, and GTM ecosystem.

And it turns out, that sales and hiring are similar!

I focus on these areas:

► Executive search for startups, helping early-stage SaaS founders hire Sales and CS leaders (VP+)
► Coaching founders through my proven framework to help them create their hiring system
► Strategic advisory
► LP at Stage 2 Capital

Let's be real. The startup hiring status quo is BEGGING for an overhaul!  

Recruiting isn’t one-dimensional, and the bots haven't taken over. So why are we treating it this way?

The table stakes are high. Hiring the wrong Sales or CS leader for your startup is a 7-figure+ problem with lasting, painful effects.  

With turnover nearly 3X more than any other field and an average tenure of 16 - 24 months for sales leaders in tech, don't you think it's time for a change?

It’s not all doom and gloom. 

This is my life's work. And I've cracked the code.

I've seen a thing or two learned a thing or two, messed up a thing or two, and know how to translate this knowledge to fix the broken bits and pieces to reduce the margin for hiring error.

With a 25+ year startup and enterprise sales career and over $100MM in closed revenue to back it up, I walk my talk. 

A business is the sum of its parts. And the only way to scale is through the people in the business making the magic happen behind the scenes. 

Wrong people = Wrong work = Bad pipeline = No customer = No business

A common misconception is that all sales leaders are created equal. NOTHING could be further from the truth.

Helping high-growth SaaS startups get hiring right is my 'why'.

I've created a people-centric structured process built on the power of discovery to deliver results and a white-glove experience. 

After all, this is what it takes to attract the cream of the crop that will stick around for the long haul.

All in? 

I'm equal parts executive recruiter, advisor, consultant, mentor, coach, and therapist. 

Not convinced?

Keep scrolling...

My 80+ recommendations speak for themselves.

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
► Bi-weekly newsletter with a no BS promise:  https://avenuetalentpartners.com/join-our-email-list/

My hotline is always on if you need it ☎️

2-4 hours of sleep per night.
One mound of work is completed.
Another one comes rushing in.

And another...

The heart palpitations of a looming deadline.
And an endless amount of emails and calls coming your way.

Everyone wants something from you... YESTERDAY.

This is the life of a CPA during tax season.
This is the life of my husband.

And I'm reminded of how similar this life is to being part of an early-stage startup.

So, today on tax day, I'm giving a lot of love to my main squeeze.

This is a man that has built his business by:

Going the extra mile
Responding to every message
Giving more than he takes
Patiently dealing with big emotions when there aren't tax refunds
Making it easy to understand complex situations
Doing what he says he will when he says he will

In return?

He's never had to sell a darn thing
All of his business comes from referrals

And it grows more than 2X every year
With less than 1% churn

You can't fake care
You can't fake good service
You can't fake results

I couldn't be more proud.
Or more excited to have his normal schedule back.

PSA:  If you're getting your taxes prepared, be nice to your accountant.
Remember, you're not the only one they're working with.
And there's only so much time to get everything done.

Big love to all of the accountants out there.
It can be a thankless job.

You made it ❤️

Founders, before you hire a LinkedIn GTM "Influencer," ask yourself this question:

How much experience do they actually have with the "thing" I need help with?

Remember, learning how to write compelling content by copying others is not the same as truly understanding the context behind the concept. 

This distinction is key to avoiding the trap of projected false competency.

The reality for many?

These folks have sadly had a tough time getting jobs because they weren't that good at theirs. Instead of eating some humble pie to learn, it's easier to look for a shortcut to be a:  coach, advisor, fractional ___, or consultant.

First-time founders, you are easy prey for these people. 

While you're excellent at many things, one of your biggest risks is not knowing the language of GTM fluently and being able to spot this BS.

They have more to gain from you, and you have everything to lose by trusting the wrong person to listen to.

Pro tip: if the person drops a name, reach out to the person to see how they really know them.

Bonus tip: With Slack channels and communities, it's easy to find plug-and-play templates that make someone look smart, so ask the person how they did what they're claiming they can do. And get specific. If you can't get a straight answer, there are a lot of "we" statements, or it's merely a high-level concept. Press pause and reconsider.

Slowing down to find out to avoid throwing good money out the window with bad advice will help you go a hell of a lot faster later.

Avenue Talent Partners | High-precision executive search for startups

#startups #founders #BuildWithATP

6 reasons why VPs of Sales + CS reject offers from Founders:

1. No product-market fit

This is a problem for the founder to solve.
Remember, we can't scale what we don't have.
No amount of GTM talent can fix a product the market doesn't need or want.


2. Lack of meaningful equity

If we want them to build the "rocket ship" we must take them along for the ride.
The average tenure is less than 2 years in tech startups.
That 4 year vesting schedule doesn't carry the same weight it once did. 
Smart executives know this and aren't interested in dangling 🥕🥕


3. Pulling teeth to get details 

If the executive we want to hire is unclear about what's happening, how can we achieve alignment to make a confident hiring decision?

Or do great work together.

People don't expect perfection, they do expect honesty.


4. No seat at the table

The only way to create the change we wish to see with this hire is to let them pull that chair up and keep pulling it up.


5. Bait and switch at the 11th hour with a sh*tty offer

No, this isn't how startup life works.
Even in a hard market.


6. Fear

The inability to manage up to the board/investors and letting others make our decisions for us is a recipe for disaster.

Setting expectations up, across, and down early and often sets the stage.

Pro tip: Double down on alignment early and often. Ask questions like, "what's important to you" and compare it to what you're willing/able to offer.

If the answers above are murky at best...

Save the business 7-figures, and DO NOT MAKE THIS HIRE until the answers are Windex clear.

#startups #hiring #founders #BuildWithATP

Avenue Talent Partners | High-precision executive search for startups

I just wrote the acknowledgments section of my book and may or may not have ugly cried.

The end of this never ending story of a manuscript to pay my best hiring lessons forward to founders/startups/execs hiring is allllmmmooosssttt finished. 

Two new chapters
A few tweaks
And an Appendices

And then she's off to the editor.

Mark Twain was right when he wrote, “go out on a limb, it’s where all of the fruit is.” 

This book has been one of the scariest, cathartic, illuminating, and challenging limbs I’ve gone out on.   

And yes, I ugly cried 🫣

I can't wait to share it with all of you later this year.

Thank you for your support. It's part of the fuel that's kept this engine going ❤️

#startups #TalesFromMyManuscript #BuildWithATP

For anyone looking for a job in sales, don't give up.

While it may be harder these days to land a new role, this job is STILL in demand.

And remember, someone else's decision doesn't determine your worth.

As Dory says, just keep swimming.

You got this!

The screenshot is complements of ‘The Most In-Demand Jobs on LinkedIn Right Now’ from LinkedIn.

It's the first month and the 30-60-90 plan we're banking on is a dumpster fire. 

The intention is good.
We're trying to set expectations together.
We have a plan that we've talked about and agreed upon.

What could go wrong?

I caught up with an ATP customer we worked with last year to hire his SVP of Customer Success. He's delighted with the hire. The only thing he'd change?

"I wouldn't expect anything in the first 90 days. In doing that, we made it harder to find our rhythm and had false expectations that weren't realistic with how fast the business was changing."

So why does the 30-60-90 day plan fall short when it's the "gold standard" of hiring?

1. You've never worked together, these plans are based on partial details.

2. Most 30-60-90 plans are copied from someone else that shared theirs or a template from a community where the blanks are filled in, leaving the ability to truly connect the dots behind.

3. They all read the same and approached like playbooks instead of frameworks. Playbooks are rigid, frameworks are nimble. Agility is more than an advantage in 2024—it's your lifeline.

4. The best laid plans don't happen in one step of an interview process.

The reality?

"The problem is not that we're not honestly communicating to each other what the realities are. It's just that oftentimes you hire someone without knowing how they are going to solve things but you trust their abilities to find a way.

Reality is always a mess. Don't ask me how to solve the mess from the outside, it's impossible and takes time. I know everything is urgent, and the current plan is always amazing until your dog eats the homework. The dog always eats the homework." - Leah Tharin nailed it 🔥

What to do instead?

1. Get away from theory and as close to practice in the interview process for the work that's required now to move the needle

2. Use that insight to figure out where you start in the first month

3. Know that hiring is the start of a relationship. And relationships take time to build. 

4. Communicate expectations early and often together to build trust. Knowing things change FAST in tech, our ability to do the business well together, hinges on this.  

Leah summed it up well when she said, "Trust can't be eaten by the dog that eats the homework."

So if your 90 day plans are falling short, stop and ask: Am I bought in and how are we building trust together?

#startups #hiring #leadership #BuildWithATP

How do you know if the sales leader you're interviewing has what it takes to be successful?

In most cases, it's a crapshoot and an experiment at best. 

Particularly when it's a well-intended, smart founder that doesn't speak the language of sales fluently.

Making confident hiring decisions, especially for GTM leadership roles that drive how startups make and keep money is critical.

Yet, the majority of founders I speak to not only lack that confidence, they're turning to people and advice that only creates more confusion. 

And that has everything to do with the turnover crisis we're in:

⛔️ 50%+ of employees at startups stick around for less than 2 years 
⛔️ Sales and marketing are the areas where tenure is the lowest

Repeatedly turning over roles that drive how a business makes money is a 7-figure problem:

1. The toll it takes on the pipeline

2. The toll it takes on the customer. Do we really think they love having our process change every 18 months with a new person that doesn't understand their business or history?

3. The toll it takes on the team

Let's do the math 🧮 

💸 Compensation already paid
💸 The time it takes to hire the next leader
💸 Going back to founder-led sales and having other balls drop
💸 Leaky pipeline
💸 Legal fees
💸 Impact to the prospect and customer + costs of lost business
💸 Recruiting fees
💸 Severance
💸 Diluted equity pool
💸 Downtime costs
💸 Team turnover as a result of losing the leader they wanted to work for
💸 Replacement costs
💸 Expense account/expenses incurred
💸 Benefits, insurance, and other perks
💸 Ramp time and onboarding costs
💸 Precious runway

It starts with the hiring process.

There are 50 shades of gray in sales leadership. 
Knowing which one you need and then finding it is key.

Here's a little "trick" you can use:

Rather than just asking questions, get on the whiteboard and peel back the layers.

Take the time to figure out how you would approach what your startup is facing together.

This will help you:

1. Get to know how their mind works
2. Learn more about the method to their madness
3. Understand how they approach problem-solving
4. Get close to how it feels like to work together

The list goes on, but most importantly...

Whether they're a fit or not to help you defy the odds of losing this key hire within 2 years.

If you don't have an effective hiring process.
If you think you can just read something online, trust it, and execute on it.
If what you're doing isn't working...

Remember, nothing changes until we change it.

So, hire a specialized expert and lean in. 
Let them teach you, guide you, and help you.

My hotline is always on if you need it ☎️

#SaaS #startups #hiring #BuildWithATP

As a Founder, CEO, or executive, you set the tone.

If your attitude sucks. 
Don't be surprised if it rubs off on your team.

If you're crippled by fear. 
Don't be surprised when it rubs off on your team.

If you can't make a decision...
How can you empower your team and the business?

Being a founder, CEO, or executive is HARD. 
It's not sexy.
And it's an incredible responsibility.

The responsibility is that the business starts and stops with you.
Every word, every decision, every action.

It's a big deal.

Remember, your team is not your punching bag or therapist.

So what can you do instead?

Find a therapist, an executive coach, or an advisor who can genuinely help you because they've been there/done that with the thing you're struggling with or trying to achieve.

Otherwise, this is a recipe to turn off, tune out, and lose exceptional talent.

Avenue Talent Partners | High-precision executive search for startups

#founders #leadership #startups #BuildWithATP

How to spot a sh*tty customer:

They treat you like an order-taker, not a partner.

Let me explain...

In the early days of ATP, a customer of ours expected us to jump through whatever hoop they threw our way:

"We changed our minds. Now we want someone with an MBA."

"We're only paying [way below market] for comp now. They'll be willing to take a cut if they're our right person."

"We need to change our interview process (midway through) to add extra layers. We hire slow and fire fast."

"We wanted to hire remote, but that won't work for us anymore."

"Now we want someone from [XYZ] industry, not [ABC] industry."

"We're going to stop using the scorecard. Our gut knows best." 

While we could accommodate some things (even though it required us to restart the search), others, like being too low on comp or trusting a gut opinion after two mishires, we couldn't fix.

When we explained (through data) that they were out of range and a refresher on why they wanted the scorecard, they refused to budge and still expected a miracle.

So, we made the tough decision to respectfully back away.

Good customers will value your expertise.
They will uphold their end of the bargain.

They'll ask for your opinion.
They'll talk with you to let you guide them, not at you to control a process they hired you to facilitate.

They'll respect your point of view and listen to what you have to say.
They will lean into the partnership with you to solve problems together.

Bad clients will tell you, "I don't care, figure it out."

Remember, bad inputs = bad outputs. 

When a bad fit is forced, all parties lose in the long run. 

Keep this in mind before signing on the dotted line.

Avenue Talent Partners | High-precision executive search for startups 

#startups #founders #business #BuildWithATP

Not all money is good money.

I've seen many well-intended, smart founders grab on to funding that destroys their business.

But why?

Money from the wrong party, with the wrong people, at the wrong time doesn't help us grow... 

It shackles us to chase the wrong priorities. 
Oftentimes, alienating our team and customers. 

Without the right team or customers, it's hard to grow or sustain.

At ATP, we've been seeing this over the last year+ in the executive sales and CS hiring process...

Founders are getting terrible hiring advice from their board members.
Founders are scared to pushback because they need the money.
Founders are turning off top talent because of this.
Founders are unable to make a decision because of their fear.
Founders forget that Sales and CS can't fix what's fundamentally broken with their product, investor, and board.

Moral of the story?

Choose your money wisely.
Choose your board wisely.
And know it's okay to build slower on your own dime when you know it's right and your customer and team are delighted.

#startups #founders #BuildWithATP

Avenue Talent Partners | High-precision executive search for startups

Want to know if you're hiring the best of the best in sales? 

You + your team should be able to say these 3 things:

1. We believe in and practice effective 2-way feedback – without transparency, consideration, and honesty, there's no way to improve.

2. Our team is diverse. Diversity makes us better – different perspectives create opportunities for fresh ideas.

3. We're all constantly trying to learn new things – truly talented people that are excellent masters of their craft are always looking for opportunities to grow and learn.

The thing that ties all these together?

The desire to improve and grow.
The stuff that can't be faked.

Remember, it starts from the top down.

If you can say that is a top priority of your team, you've got great talent on board and more headed your way.

#founders #startups #sales #leadership #BuildWithATP

My goal?

To set the bar so high we get unsolicited feedback like this from our customers.

Sales and CS executive search for startups isn't an experiment. It's an art, a science, and it's all about the people on both sides of the equation.

Emails like this are the fuel for our fire.

My gratitude cup is full and my heart is bursting, what a great way to wrap up a busy week ❤️

#BuildWithATP

Avenue Talent Partners | High-precision executive search for startups

Partnerships Exposed!

Getting caught up in the dream of easy revenue through partnerships is seductive.

But the truth can quickly become a nightmare if key considerations are missed.

Before jumping into the deep end chasing partnership dollars.
Knowing the dark side that no one seems to talk about is critical.

It starts with expectation setting. (Early and often)

Sounds simple. Yet not easy, and where the majority of problems are rooted.

Ready to uncover the hidden pitfalls stemming from poor expectation setting that could sabotage your growth goals? 

Find out how to protect your business from disaster in my conversation with Josh Wagner and Justin Gray from In Revenue Capital via the Cheat Code podcast. 

(L!nk below for your listening pleasure)

Avenue Talent Partners | High-precision executive search for startups 

#PartnershipProblems #BusinessGrowth #startups #BuildWithATP

Would you rather...

Increase the chances of keeping a Sales or CS leader longer than 2 years?

Or lose them within 24 months?

The odds are that if you're a tech startup, you'll keep your executive Sales or CS hires for less than two years. (Carta's data)
 
The difference has everything to do with two words.

Expertise
+
Process 

We've been collecting this data since 2015 (when I started ATP)
And doubled down to learn more as I've been writing my book 

Here's the deal...

When the human condition and the power of an effective process are discarded, the odds of losing them quickly increase

Taryn and I spent a long time in HRTech before ATP. 

We've collected and listened to our prospects, customers, and candidates' feedback and combed over market research and turnover data in tech. 

We've studied why we have a 98% offer acceptance rate and a 97% success rate and how that reduces the margin for turnover error.

Here's what we learned...

What's broken:

1. Winging the process or using it to validate what good looks like

2. Assuming a network and introductions solve all recruiting problems

3. Assuming content makes you a recruiting expert

4. Trusting the wrong recruiting partner or going solo when you don't have time or the expertise to do it well

5. Relying on gut feelings - hint hint, they can be riddled with bias

6. Trying to get top talent on the cheap... even in a hard market 

7. Relying on a generalist to do the work of an expert specialist

What to do differently:

1. Know the difference between ICP (ideal candidate profile) and JD (job description) and define both for your business. 

Instead of copying and pasting a competitor's definition found online.

2. Don't be afraid to ask for help and spend the money to hire an expert. 

Especially for executive roles in Sales and CS where there are 50 shades of gray.

3. Treat the process like your business depends on it, not like it's an experiment.

4. Treat your candidates like customers to quantify and qualify alignment together.

5. Audit your current process. 

Do you/your team know how to do an interview? 
Does each step have a purpose? 

6. Ditch the shiny objects and use a scorecard. 
I've got one if you need it. 
Say the word, and it's yours.

7. Remember, there's a difference between content, context, and competency. 

Ensure the source walks their talk and all 3 are in place before leaning in.

Why be like the majority and jump on the costly turnover hamster wheel when it could be so much better?

If we try to avoid these stats with our customers at all costs, why would we treat recruiting the executives to lead these teams to get/support our customers differently?

Avenue Talent Partners | High-precision executive search for startups  

#founder #startups #hiring #BuildWithATP

The interview style you choose could be the difference between a "hell yes" hire and a "what was I thinking?!" disaster... especially for executive roles! 

Here's the scoop on big 3:

1. Structured interviews 📋

Standardized Qs to assess skills
Reliable but inflexible

2. Unstructured interviews 💬

Open-ended conversations
Insightful but prone to bias and assumptions

3. Behavioral interviews 🔍

Focus on past actions to predict future performance
Can be more time-consuming

So, what's the secret sauce? 

A blended approach to mix and match: 

Structured = useful to get more technical
Unstructured = useful for culture fit
Behavioral = useful for understanding competency at a deeper level

Pro tip:  Use the categories on your hiring scorecard to pinpoint which style to lean on. 
 
Don't let the wrong interview style sabotage your startup's success. 

And if you're feeling stuck, remember - my hotline is always on if you need it ☎️

#hiring #interviews #SaaS #startups #BuildWithATP

This week's newsletter was a blast to write.

This picture is a sneak peek of one of the 3 topics covered this week. 

Any guesses?..

If you like what I talk about here and want to keep your finger on the pulse of what I share, actionable advice, and NO bullsh*t...

The l*nk to see what the hype is all about is ⤵️
‌
#founders #hiring #startups #BuildWithATP
‌
Avenue Talent Partners | | High-precision executive search for startups

Every choice we make has a ripple effect. 

The advantage startups have over mega-companies?

Startups have a unique opportunity to be at the forefront of positive change. 

They can be nimble and make quick adjustments.

Unlike mega-incumbents that require the process for the process, about the process, by the process to create another process that may consider a process to think about a change.

I'm reminded of why this is such a significant competitive advantage.

Especially when it comes to driving meaningful change that affects the planet we all share.

By embracing sustainable practices, eco-friendly technologies, and circular economy principles, we can create products and services that drive economic growth and contribute to a healthier, more resilient Earth.

Every action always has a reaction, even if we can't immediately tell.

The materials we use in our products and the energy we consume in our operations have far-reaching effects. 

It is possible to create a positive chain reaction by prioritizing sustainability and environmental stewardship.

This Earth Day, let's reflect on how we can integrate environmental consciousness into the core of our businesses. 

Whether it's reducing our carbon footprint, developing green technologies, or advocating for sustainable policies, every effort counts. Together, we can build a thriving startup ecosystem that drives innovation and protects and nurtures our planet.

“We are the first generation to feel the impact of climate change and the last generation that can do something about it.”— Barack Obama

Let's use this day to inspire change and remind ourselves that the health of our planet is integral to our success. 🌿🌎

Avenue Talent Partners | High-precision executive search for startups

#EarthDay #StartupsForChange #SustainableInnovation #Startups

It's one thing to make the wrong hire.
It's another when the same mistakes keep happening.

And yet, it happens ALL the time.
Especially with well-intended, smart, first-time founders.

So what can we do to fix it to break the pattern?

It turns out, a lot...

And I just broke it down in my bi-weekly newsletter coming to inboxes tomorrow morning.

If you like what I talk about here, want to know more about this topic with actionable advice and no BS, press this l*nk: https://bit.ly/AmysAve 

But first, I'll give you a teaser in 2 words:

Hiring
Scorecard

Learning how to create and use one is a game changer and where I kicked my shiny object syndrome to the curb.

Not only can I share the methodology we use at ATP with you.
But we also can teach you how.

Mis-hires at startups are gnarly. 
However, there are ways to reduce the damage and hire right the next time.

#founders #hiring #startups #BuildWithATP

Avenue Talent Partners | | High-precision executive search for startups

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