Brand30

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Contract Product Strategy, Leadership & Product Management Consulting.
Currently working on product strategy & execution, building out the payments offering for an ed tech non profit organization. My role here encompasses market research, competitive analysis, working closely with sales & CX to define ICP, qualify prospects, implement & onboard customers successfully while iteratively expanding the platform.

Product Strategy & Leadership Consultant

ZoomInfo

I was recruited as the first product team hire for an emerging product at ZoomInfo, a B2B sales intelligence software company that provides a database of business and professional contact information.   

During my time with the company, I hired, developed, mentored, and led a team of 8 highly specialized product managers and directors. Together, we drove 8-figure revenue growth by building, launching, and scaling an emerging product (Engage, a sales engagement platform).

The success of this product during a period of rapid organizational growth – which included the company’s IPO – led to 4 promotions in my 3 years with the company.

Despite multiple organizational restructurings that occurred during this time, I retained 100% of my team. While we achieved some impressive results together, my proudest accomplishment from ZoomInfo was charting my team through difficult waters – and continually receiving their buy-in, support, and roll-up-their sleeves mentality day after day.

Senior Director, Product Management

FastPay

I was recruited by a former manager as the sole product employee for an electronic payment solution (AnchorOps ePay, which was acquired by FastPay after my hire in 2017) that supported large media agencies. This product processed billions of dollars of media payments and drove a significant chunk of the company’s revenue.

I defined and maintained the product roadmap by gathering and analyzing inputs from key internal and external stakeholders, as well as performing competitive and market analysis.

Senior Product Manager

Core Security

Following the sale of Courion Corporation to K1 Investment Management (later merged and rebranded to Core Security), I was retained as a Product Manager. 

In this capacity, I defined and planned product features, roadmaps, and strategies for current and future releases, including:

►Core Access Assurance Suite
►Core Access
►Core Compliance
►Core Password & Core Provisioning

Additionally, I was instrumental in the company’s success at the annual user conference. I presented product roadmaps, conducted technical advisory board customer sessions, and demoed products.

Product Manager

Courion Corporation

Originally hired by Courion Corporation as a development engineer to build new products for enterprise customers, I was given the opportunity to explore a new world outside of engineering – and I quickly fell in love with it. 

This inspired me to shift my career into product management, and in July 2014, I was promoted to an Associate Product Manager, where I contributed to successful, timely releases for products with complex features and workflows. 

During my time at Courion, I gained a deep understanding of how products are built and launched by operating in many roles (often simultaneously):

►Web Development Engineer across UI, Middle, and Backend on key product features.
►Scrum Master
►Product Owner and liaison between product management and engineering teams, as well as a contributor to the writing of user stories and setting of release priorities. 
►SME for the Access Request Manager product 

Notably, I supported the creation of Core Access, a vital product release to company’s product suite, which provided end-users (including Wendy’s, T. Rowe Price, and Bank United, as well as other large customers) with a simple, manageable interface to provision/de-provision access.

Associate Product Manager

mindSHIFT

MindSHIFT Technologies provides SMB clients with seamless management and deployment of hosted email (along with archiving and spam functions).

As a Software Engineer at the IT outsourcing and cloud services provider, I contributed to the development of the company’s hosted email product by designing and developing new modules using C#.NET and managing daily production logistics.

Software Engineer

Collabera

During this 6-month contract, I collaborated to design and develop a complex web portal – complete with complex business rules for tax-related calculations – for the Oklahoma Employment Security Commission.

Software Developer

Extentia Information Technology

Originally joining the company as an intern, I was promoted through multiple roles for my desire to learn, my ability to cultivate relationships with customers and internal stakeholders, and my willingness to continually step up to take on every new opportunity that came my way. 

This culminated in a role contributing to the design and development of Web Services, Windows Services, Web Applications, and Windows Application across various domains (including medical and travel).

Senior Software Developer

I've spent the past 18+ years, building B2B products, transitioning from on-prem to SaaS, spanning a variety of software engineering & product management roles, across several verticals including sales tech, fintech and cybersecurity, gaining deep expertise in:

►Product Vision, Strategy & Roadmap Planning
►Establishing Processes for Operational Efficiencies
►Building Collaborative & High Performing Cross-Functional Business Units
►Transformation to a strong Product Org w/ Continuous Discovery & True Collaboration
►Establishing a Voice of Customer Program
►Talent & Culture Development

Keys to my success:
►Authentic, empathetic, people-centric leadership style
►Building trust & relationships with stakeholders at all levels
►Deeply curious to understand the user and buyer needs
►Connecting the dots between the business, technology & people
►Appreciation for diverse cultural norms, values, personalities, and perspectives

If my skills and experience can be of any value to your organization, please send me a message.

Additionally, I find great energy in meeting new people and supporting the community, so if there is any one I can be of any support to, feel free to reach out.

Why don't we have outcome-based roadmaps?

We talk about outcomes.
We want empowered teams.
We aspire to product-led growth.

But when it comes down to it, feature parity, competitive pressure, and shareholder expectations often take precedence. 
The result?
We build, build, build, without making space to learn, iterate, and drive toward actual outcomes.

We prioritize what’s new over what’s working.
We ship before we understand.
And we lose the patience for what real product discovery demands.

Marty Cagan calls this out in what he calls the inconvenient truths of product:
1️⃣ At least half of our ideas won’t work.
2️⃣ The ones that do will need multiple iterations to realize their value.

👉 I believe this. Deeply.

But here’s the rub: Most organizations don’t have the appetite, or the system to support this reality. 
They reward delivery. 
They chase certainty. 
They want guarantees.

The shift to outcome-based roadmaps is hard, not because we don’t know what good looks like, but because the path to get there requires a willingness to embrace ambiguity, delay gratification, and rethink how we measure success.

So the real question is:
Do we want to look like a product-led org?
Or do we want to become one?
What’s been your experience navigating this shift?

#productmanagement #productleadership #outcomesoveroutputs #b2bsaas

Nauras Jamal

🔥 Fractional Product Leader | Scaling B2B SaaS | Vision, Execution & Growth

Failure, we can do alone.
Success? That takes help.

I’ve been reflecting on this a lot, especially given the kind of market we’re all navigating right now.
Whether you're job hunting, hiring, scaling a team, or simply trying to stay afloat - asking for help takes courage. It’s not a sign of weakness. If anything, it shows confidence in your strengths and awareness of your limits.
It’s also how we build community. And right now, community matters more than ever.
To everyone who’s extended a hand, made a connection, or simply checked in - thank you. You’re making a bigger difference than you know.

💙 If you're navigating this season too, I see you. I’m here if you need a sounding board, a second set of eyes, or even just a little encouragement. We rise together.

👉  Tag someone who’s supported you lately. 

#Leadership #ProductManagement #Community #CareerJourney

Optimist, New York Times bestselling author of "Start with Why" and "The Infinite Game", and founder of The Optimism Company

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Being valued at work matters. But it’s not the whole story.

As leaders, it’s our job to make sure our teams feel appreciated. But just as important, and often overlooked, is helping them connect the dots between their work and the impact it creates.

That’s where true engagement lives.

Because when people can see how their work drives business outcomes or shapes the customer experience, it fuels purpose and motivation in a different way.

It’s not just about saying thank you, it’s about showing them why it matters.

💬 How do you help your team connect their work to the bigger picture?

#Leadership #ProductManagement #TeamCulture #EmployeeExperience

Entrepreneur & CEO | Talent acquisition platform for mission-critical construction @iRecruit.co | Building personal brands for executives @alphabrand.io

Harsh truth most employers don’t want to hear:
Most employees leave mentally before they leave officially.

Years ago, I lost one of my best team members.
Smart. Reliable. One of the few I didn’t have to chase.

I didn’t see it coming.
But looking back, the signs were there:

→ They stopped offering ideas.
→ They stopped asking for feedback.
→ They still showed up… but their energy was gone.

In their exit interview, they didn’t complain about salary.
They didn’t bring up PTO.
They didn’t care about the office snacks or the parties.

They just said:

“I didn’t feel like I mattered anymore.”

That stuck with me.

Most employers think people leave because of the money.
They don’t.

They leave because:

→ They don’t feel seen.
→ They don’t feel supported.
→ They don’t know where they’re going.
→ They don’t trust the leadership to take them there.

Employees stay because of the environment.
And that’s your responsibility to create.

If you lead a team, ask yourself:

→ Am I recognizing their effort, or just results?
→ Am I creating space for real conversations?
→ Am I building something they want to grow inside of?

Because no one leaves overnight.
They just eventually stop believing it’s worth staying for.

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