Jason Lalk

Remote Growth Partners

Full time offshore talent for world class teams. Recruited and interviewed just for you. Flexible monthly contract. Change your mind at any time.

On average, customers are saving $60K per role they hire through Remote Growth Partners.

CEO / Founder

TRIBE HQ

Founding Member

CoFound Partners

CoFound is an early stage venture firm helping founders build a repeatable sales motion.

Limited Partner

Venture Partner

Debut Capital

Datavations

Advisor, Talent Acquisition

Formative Search Partners (fka CloserIQ)

CloserIQ is one of the world’s largest recruiting and search firms specializing in modern sales and engineering talent. We have partnered with 800+ global companies to build high-performing teams.

Founded in 2014, we are the recruitment firm of choice by leading venture capital investors and startup incubators. Our talent acquisition models help startups scale at all stages of growth.

-Technical Recruiting
-Sales Recruiting
-Executive Search

VP of Operations & Strategy

Vice President of Sales

Bindo

-Closed 48% of the company's revenue over 15 months
-Led/coached sales team of 6 to increase total traction by 372%
-Closed largest 3 deals in company history
-Inflated startup title

Head of Sales

New York Jets

Accountant

KPMG

Associate

Marketing teams are more profitable with offshore talent

At Remote Growth Partners, we have the highest recruiting standards for offshore talent, that I've ever seen.

We hire sales, marketing, and creatives for growing companies that don't want to grow headcount.

We only hire people who are proactive and know how to Figure It The F*$! Out.

Should you hire someone overseas when an American could do that job?
Tough call. But there are a few realities that worth discussing.

You’re giving a job to someone who never had the shot you and I had.
→ They weren’t born here. They didn’t get the "Born in the USA" lottery card
→ But they’ll outwork almost anyone because the opportunity means so much to them

One of our hires told me this last week.
"You're the reason a lot of people are actually feeding their family.
They're working.
They're happy because of RGP."

A lot of founders can’t afford the talent they need in the US.
→ Early on, they need help just to get the business moving.
→ Later on, they need margins that keep the business healthy.

Founders aren’t trying to cheat Americans. They’re trying to survive.

Offshore hiring is how companies stay alive long enough to hire more people in the US, build profit, and take care of their own families.

Overseas hiring is a part of every big company's success
→ Nike built its entire manufacturing model in SE Asia
→ Google shifted major ops work overseas starting in 2011
→ Ford relies on production in Mexico and China as part of its supply chain

This wasn’t a trend. It was the model that kept them competitive.

I get it that people want more Americans to have high paying jobs.
We all started somewhere.
 
But the reality is employment markets change without asking for your input. 

You can ignore it or you can use it to grow.

CEO at RGP | Hiring offshore sales and marketing talent with insane hiring standards

Hiring managers screw this up all the time.
They interview candidates based on gut feel...and wonder why they keep making the wrong hire.

I've done this myself.
It sucks for everyone. The employee. Your team. The company.

If there's one thing that 10+ years of startup recruitment has taught me...it's that you shouldn't start interviewing people if you don't know exactly what you're testing for. 

Here's what we do with every client before they hire:

1. Define a few non-negotiable for someone to be successful in this role
2. Design behavior questions and exercises that only test these skills.
3. Cut the rest

We don't ask for life stories or for someone to walk us through the resume. 

Every question is intentional.
Every exercise is meant to test how they would perform in the actual role. 

You are testing:
- Can they do the work
- The way your team needs it done
- At the level your bar is set

If you can do this, I promise you'll make better hires.

I took a job that paid me 50% less.
It ended up being the smartest move I ever made.

On paper, it looked awful.

Commission only sales role.
Pre-seed startup.
Door-to-door.
60 to 80 hour weeks.

In my first year, I literally made half of my accounting salary.

My friends thought I was crazy.

But something strange happened.
For the first time in my career…I was having fun.

I didn’t care about the hours.
I didn’t care that the pay dipped.

I cared that every extra minute actually moved the needle.

Every sale mattered.
Every process tweak changed how we worked.
Every idea shaped what the company's early path.

Coming from a Big 4 firm with 100,000 people, that hit hard.

Two months in, I made myself a promise.

I would never take another role that didn't reward output.

Sales isn’t for everyone. There's a lot of pressure. A lot of risk.

But for me, it's the only role that ever made sense.

Used to be an accountant, but building teams is way more fun. 

Life is too short to be unhappy. My journey is focused on happiness and helping people find their own value. 

Right now, that journey has me leading operations at CloserIQ and helping other companies build their revenue and engineering organizations.

I believe that our success comes from listening to our customers, but more importantly, caring about them and their outcomes.

Hiring your first sales reps?
Here are 5 things I learned from Alex Newmann 🥷 , a startup sales hiring expert (some may say legend):

1) Can they walk you through a deal in real detail?

Alex wants specifics from how the deal was sourced all the way through the close.

The good reps can recall all of these details. 

The best reps will also be able to tell you what they would do differently.


2) Do they actually listen to the question?

He looks for candidates who understand the meaning of a question, not just the surface level answer.

This happens in sales conversations all the time.

A prospect asks a question that is masking a root cause problem. Great reps know how to spot that and figure out what the person is really trying to ask  


3) Can they handle imperfect information?

Startups don’t give people perfect inputs. Alex pushes candidates to explain how they moved something forward without all the answers.


4) How do they take criticism?

His go-to move: give feedback in real time during an interview.

Their reaction tells him everything. 

Defensive? He’s out.

Curious and open? That’s a strong signal.


5) Don’t give candidates a mock pitch of your product if you’re an early stage company

 this is somewhat of a controversial take, but he's got years of experience to back it up. 

Candidates don’t know enough about the product yet. 

And Founders can get really sensitive if the candidate gets a minor thing wrong.

Instead, he focuses mock pitches on something the candidate has already sold.

He evaluates the depth of their process more than anything.

These numbers are kind of crazy.
14 months
6,245 meetings
$3.5M in revenue

Done by a team of 4 SDRs and 1 SDR manager. 

Ok, let's do some Founder Math.

Cost for a US Team
→ $81K per SDR (Salary + Commission + Overhead)
→ $150K for an SDR Manager

Over 14 months, that's $555K for your Sales Development Team

About 15% Cost of Sale on $3.5M

That's pretty good, but they didn't hire a US team.

That company decided to use Remote Growth Partners to build and manage an overseas Sales Development team.

Total Savings in 14 months = $359,000...this includes an SDR Manager

Cost of Sales drops from 15% to 5%
And you get the same results.

This is why CFOs perk up when they see our numbers.

You don’t need a recruiter to hire people overseas.
You just need to send 61,000 emails a month.

That’s what we’ve sent to candidates since mid-October.
And that’s only 50% of the outreach.

Here’s the part most founders underestimate:

Sending the emails isn’t even the hard part.
The real pain is replying to everyone.

Because hiring overseas isn’t hiring in the US.
The noise is louder. The signals are weaker.
And everything that should be obvious…suddenly isn’t.

→ Profiles are harder to judge because the companies aren’t recognizable.
→ You'll get 1000 candidates per week per role
→ Even if they have great experience, you have to test their English
→ Even if they have great English, you have to test their culture fit for a US team

That’s where most searches fall apart.
Not because the talent isn’t there.
But because the most companies aren't willing to build the machine required.

We’ve spent almost 3 years compounding a recruiting machine that can handle it.

Sourcing at scale.
Testing communication.
Running role-specific screens that keep the hiring standards at US levels.

It’s so much better than it used to be.
And we still rebuild parts of it every month.

If you're trying to hire overseas and it feels harder than it should, it's because it is.

But you can do it if you want.

If your sales team is struggling with objections, you can fix it in 5 minutes.

Most teams treat objections like pop quizzes.
Whatever comes out of the rep’s mouth…comes out.

But you can build a solid objection-handling doc so easily.
We just did it for a client.

It's a simple prompt and a straightforward Google Doc. 
Full prompt is below, but let's explain it real quick.

First line: let it know it's a sales expert and expert with your stakeholders

Second Line: ask for the most common objections that your company gets

Third Line: break the answer into Objection → Validation → Open-ended CTA.

Fourth Line: keep it conversational (no one likes robots)

That structure is what forces clean thinking.
And AI can draft all of it fast.

Full prompt:

"You're a sales expert and [insert stakeholder you sell to] expert.

What do you think are the most common objections that [insert company  gets during sales outreach? 

For each objection, come up with 1-2 lines that validates the objection and 1-2 lines for a CTA that asks an open ended question.

Keep the tone conversational"

Then ask it to "Put this into a 3 column table that i can easily copy and paste into a google doc"

It’s simple. It’s readable. Any rep can follow it.

The real value isn’t the doc.

It’s the alignment it forces across the entire team.
Everyone finally talks about objections the same way.
No more guessing. No more scrambling.

If this was helpful, let me know.

There's one question that puts all my discovery calls on easy mode.
I can't believe I didn't start asking it earlier in my career.

But once you try it, you'll wonder why you ever ran calls without it.

Within the first 2-3 minutes, right after intros, I ask:

"What are the most important things you want to get out of this meeting?"

Here's what it does for you:
- They tell you exactly what they care about.
- You focus the entire conversation on those things.
- You stop chasing topics that don't move the deal.

But there's a deeper reason this works...science!

Our brains assign value based on the average of all the data points we see.

If a prospect cares about 3 pain points and you nail all three, you look great.

But what if you also give solid answers to 5 other things they don't care about?

You dilute that average.
You actually sound worse.

Most salespeople talk themselves out of deals by being too thorough on the wrong stuff.

Easy mode is simple. Ask what matters. Then stay there.

Try it on your next call. Let me know what happens.

The most fun I've had recently...5:30A basketball at the local YMCA.

And I've needed it because life as been stressful.
Mostly good stuff, but it's required long hours and lots of work.

But I almost never started playing. 
For 3 years, I told myself "I'm too old".
I'll get hurt. My knees suck. Basketball isn't for me any more. 

A friend told me I should come to the game. 
Then I saw them playing one morning while I was working out. 

What was I waiting for?
Some of these guys are older than me and they're just fine. 
Plus, I could use the cardio.

"F*ck it, let's play."

That night, I bought the cheapest pair of basketball shoes I could find on Amazon...I was committed.

I've been playing for about a month, and it's been such a blessing. A great way to escape, compete, and meet new people.

If you're a founder over 35...go find a sport to play, even in the winter.

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