Ryan Walsh

RepVue

Trusted insights about sales orgs available to candidates during the hiring process is non-existent, resulting in a hiring experience that is unbalanced and flawed.  This has manifested itself in skyrocketing attrition, dropping quota attainment, and reps in roles that are not a fit.  RepVue is challenging this status quo and flipping the odds to the favor of the candidate during the hiring process.

Work in a sales organization?  Anonymously and objectively rate your experience with that employer today at RepVue.com.

Founder and CEO

GrowthLine Consulting, LLC

(ON PAUSE WHILE I FOCUS 100% on RepVue)

GrowthLine Consulting helps emerging growth technology companies, focusing on their value proposition (art) and go to market strategy (science).  Engagements have included:

**Eton Solutions ~ Consultant and fractional CRO: 8/2017 through 4/2020
**Teamworks ~ Consultant: multiple engagements
**Bright Wolf ~ Consultant: 10/2019 through 12/2019
**Dor Technologies ~ Advisory Board member: 5/2017 through 8/2019
**Snapsolv ~ Advisory Board member: 8/2016 through 8/2019
**Epifany (Stealz) ~ Consultant: 9/2017 through 7/2018
**Spreedly ~ Consultant and fractional CRO: 9/2017 through 2/2018
**Icimo ~ Consultant: 9/2017 through 2/2018
**Remarque Systems ~ Consultant: 8/2017 through 1/2018 (successful exit via acquisition)
**ShiftWizard ~ Consultant and fractional CRO: 2/2017 through 9/2017
**Percona ~ Consultant: 5/2017 through 10/2017

Founder

ChannelAdvisor

Day 1 employee.  Rose through the ranks to build/lead ~230-person global sales org with operations in North America, Europe, South America, APAC. Results: 
   ---   3-year CAGR prior to taking over sales of 5.9%
   ---   6-year CAGR while running the sales org of 20.8%, $40m to $113m (IPO 2013)

It was not easy.

Chief Revenue Officer

Vice President of Sales

Director of Sales

Enterprise Sales Executive

GoTo.com, Inc

Category Manager

Passionate about:
Holding sales leaders accountable for the selling environment they are responsible for.
Helping sales professionals find roles that perfectly fit both their skills and their values.
Development and fine-tuning of SaaS and recurring revenue engines.

Top performers, when highly compensated, will put up with a LOT.

Over time, little annoyances that you don't think matter add up.  Things like:

That small tweak to the comp plan.
Taking just a couple accounts away and giving them to a new rep.
A slightly tougher internal deal desk review process.
(Another) new manager that’s slightly weaker than the last one.
Having to kind of train that new manager.
Continual change in their sales tech stack.
Layering on just one ‘more’ internal process to follow.
Adding another layer between them on the C level.

The breaking point for them is VERY quiet.  It’s simply the difference between ignoring that recruiter outreach from that high flying brand name tech company vs. taking the call.

Your job, as a sales leader, is to ensure that they don’t take that call.

Those little annoyances that you think won’t make a difference may not make a difference.

But over time, if there are enough of them, you’ll end up getting burned.  And many times they won’t come to you first to complain. 

Because for most top performers, complaining simply is not in their nature.

Maybe go check in on a few of your top performers today.

✌️

PS we've collected salary, quota attainment, culture, leadership data on 25k+ orgs: https://bit.ly/3xzKHYv

It may sound odd but too many leaders over-index on culture.

Culture, in sales orgs, is an output, not an input. Your leader should be focused on enabling as many people as possible to win, to hit their targets, to close deals.

This happens by:

Not over-hiring
Having the right processes in place
Ensuring first and second line managers are effective
Ensuring team member product feedback makes it into the roadmap
Having a consistent, clear, and fair incentive comp plan
Collaborating with marketing on top of funnel
Having the right systems (stack) in place

Those are the inputs. Get a bunch of those right as a sales leader and you'll NEVER have to worry about culture.

It will take care of itself.

~~~

PS sort 1000s of orgs based on culture, comp, quota attainment and more: https://bit.ly/3vt74ho

Culture is not a swag package for new employees.
Culture is not 4 ping pong or foosball tables.
Culture is not a slide in the office.
Culture is not free drinks provided on Friday.
Culture is not awesome coffee and snacks.

Those are perks, and there’s nothing wrong with them.

But perks don’t drive culture and it’s not the same thing.

Culture is being empowered to make decisions.
Culture is a large portion of the team hitting targets.
Culture is a marketing team truly working hand in hand with sales.
Culture is a compensation plan that’s clear and motivating.
Culture is extreme transparency from leadership.

A lot of folks think about the “culture” when considering new opportunities in 2024, trying to dig in to really understand the culture.

Just make sure you dig into the *real culture, not the fake stuff pretending to be culture.

Don’t get sold on perks.

PS, what if there was a CARFAX score for companies/sales orgs?  We've built it and ranked 4,000+ here: https://bit.ly/3VZK2te

#culture #transparency

Your VP of sales should probably be a slight pain in your ass.

And not only is that ok but it may be the difference in your company surviving vs. biting the dust. That's because that pain in the ass VP might also be the best one you'll ever work for.

They may also be the type that you’ll learn the most from.

Here’s what they do:

They have their sleeves rolled up with regard to metrics and data.

Conversion rates, close rates, inbound flow, pipeline metrics, deal pushes, deal values, sales cycles. They can talk metrics with your marketers, analysts, etc.

Not only do they know the data but they can access it at any time.

Themselves. Without asking someone from ops for help.

They show up at every forecast meeting. They ask questions. Probing questions.

As long as you're prepared you’ll be fine.

They know things about your pipeline that you would never think they know (the deal that pushed, the one with the close date in the past, the fact that you didn't follow up for 5 days in that one deal).

They are in meetings with key customers.

Participating, selling, asking, showing value, being present.

They are working behind the scenes to create pipeline. Networking, LinkedIn, following up. Pushing on marketing. Probing about those campaigns.

Questioning things that don't seem to be driving results.

Yes they have good cross functional relationships with other groups, but are not afraid to question and push when YOUR TEAM isn't supported.

They performance manage. From individual contributors to managers and directors.

This may seem scary but if you have your $$$it together you’ll be fine.

You should want to work for one of these. Your career, your earnings, and your professional development will thank you.

✌️

Culture and leadership reviews + salaries and quota attainment at 1000s of companies here: https://bit.ly/4aLrgdw

You might not want to hear this, but you need some tenure. In one company.

Gotta have that one role where you land and hit your quota for 3+ years. 24 months of tenure isn't enough. 3 years is barely enough.

Don't kill the messenger, and of course I know there are orgs where it's really tough to win.

I speak with recruiting leaders day after day and this is what I'm hearing.

By the way they really don't care about those 4 stops that were shorter... IF...

You have at least one good one on there.

They think about it like this: "If the candidate was at a role for 4 years, and better yet is STILL THERE, I know they're doing something really well because leadership wants to keep them around. If they have an internal promotion, that's a double bonus."

It's simply insurance against making a bad hire since they've been vetted.

Tenure matters.

Tenure is where you compound your wins and earnings. Not your base. Your earnings.

And don't think the only value to tenure is the time to build your pipeline and territory and get out of your ramp period. But there's much more than that. Each deal you sign can compound exponentially in terms of value. Think about it like this in terms of the deal value and what you can extract from that deal:

-- The customer pushing several referrals to you (personally)
-- Your contact will call you when they get to their next company
-- Other internal introductions to other divisions, etc.

The value to the sales professional for a closed deal expands exponentially with time.

BUT you can only unlock that value via tenure.

Once you find yourself in a sales organization where this formula plays out, don’t squander it.

Then once you've got that tenure, everything will open up for you.

It's tough, but why shouldn't it be?

PS: we built a free resource to allow you to vet companies (salaries, quota attainment, culture, more) to help you find one where you can achieve some tenure: https://bit.ly/3PRDf0X

✌️

Rubrik’s IPO will drop next week. Ticker $RBRK

Familiarize yourself w/ the below metrics if you’re in tech or want to learn…

Current subscription ARR: $784M.  This is the total annual value of all of their contracts.  (I.e. if you add up all the contracts based on what each customer pays in one year).

Growth rate of ARR: 47%.  They are growing this ARR metric 47% (hopefully self explanatory)

Dollar based net retention (NRR): 130%: This is calculated by looking at a set of customers 1 year prior, how much they paid them, and then the same group of customers now, what is the difference in revenue.  (Cohort revenue + upsells - downsells - churn).  This is pretty good.

Gross margin (percent): 76.9% (this is calculated by dividing the gross profit by revenue). Over 75% is pretty good.

Spending on Sales/Marketing: $482M.  They are spending close to $2 to add $1 in ARR.  Ideally they could get this closer to $1 to $1.  Also in their S1, the increase in total revenue from EOY ‘22 to EOY ‘23 was only $28M, so they spent $17 to add each $1 in incremental revenue?

Net profit margin: -56% (net income divided by net sales) - this evaluates if the company making money, and if so, how much.  -56% means they are spending more than they are making.  That can be ok in recurring revenue businesses as we expect efficiency to improve over time.  

Rule of 40.  This has been in favor recently by tech investors and is calculated based on adding the growth rate (47% in this case) and the net profit margin (-56%).  In short, it’s OK to lose a ton of money if you’re growing really quickly.  The objective of the rule of 40 is to… get to 40.  Unfortunately this adds up to -9%, so a bit off here (if you believe in this metric haha).

The expected outcome of this IPO looks to be trading somewhere between 7 and 8 times next 12 months sales so maybe in the $5 to 7B range?  Last private valuation from what I could tell was $4B.

If you work at a later stage (maybe >$50M) pre-IPO venture backed company, see if you can back into all these metrics for your company.  If you’re doing $200M for example and rule of 40 is worse than this, the valuation may still not be $1B.

Also, exec compensation
CEO $375k base + same in bonus
CFO $365k base + same in bonus + $12,000,000 in equity comp
CRO $550k base + same in bonus/commissions + $9,200,000 in equity comp

Questions?

I have some time today and will answer in the comments if I can.

Here's a slick profile of Rubrik based on ~300 verified sales team member ratings (comp, culture, etc) https://bit.ly/4aGfpxx

I interviewed, and didn't get a call back for 10 days
I negotiated, they pulled the job offer
I asked what % of the team hit quota, they squirmed
I was early for the interview, they were late
I asked for a sample comp plan, crickets

~or~

I was provided interview feedback on the spot
I negotiated, they were fair and up front
I verified the % of team hitting quota with 3rd party data :)
I was offered more time post-interview for questions
I was provided current + last year's comp plan

You're gonna get a glimpse of the culture before your first day.

When they show you who they are, believe them.

Vet salaries and culture before you interview, and check out 194 vetted companies hiring various go-to-market and sales roles here: https://bit.ly/3vFCZvf

...and if you find yourself at a company willing to take chances on their employees with new responsibilities, don't take that for granted...

~700 gtm jobs, hiring right now https://bit.ly/3PLPsUX

#sales #leadership #startups

CEO: "The last 40 account execs hired are closing $312.7K ARR per year, so let's add another 30."

Board Member (who's never sold, possibly never worked outside of finance): "When we plug that into the model, with only modest (10%?) efficiency gains, we'll grow well over 100% for the next 3+ years. Amazing!"

VP/sales: "Wait, how are we building in 10% efficiency gains?"

CEO: "Easy, just raise quotas."

VP/sales: "Did you model in additional attrition for when quotas go up?"

Board member: "Attrition won't be impacted."

VP/sales: "We can maybe support doubling headcount when we roll out that new product suite, but that's not until next year, so what if we allocated half of that additional spend to the product team to accelerate that?"

CEO: "No. By the time they're all ramped we'll get there, I'll make sure it doesn't push out."

VP/sales: "We'll have to split up territories which would mean modeling in a lower productivity and higher attrition rate."

Board member: "The best VP/sales' can work around that. PLAN IS APPROVED."

(side note 1, these are the conversations most aren't exposed to but are impacted by)

(side note 2, sales leadership can be hard)

Get behind the scenes insights for any company on RepVue: https://bit.ly/3Qc8GmS

What do you notice about this list?

Take an enterprise sales role, get that big OTE?  The problem is, in tech, you'll likely not hit quota. Here's why:

- Many growth / VC backed software companies are told to 'go up market' (by the board, 'get that average deal size up!')

- Many founders don't even know what that means or the ramifications

- They don't have the infrastructure to support what that means (security, legal, compliance, procurement, POCs, etc)

- Their SMB / mid-market / smaller teams are doing ok, so...

- They're able to attract up-market talent with that story

But when you (up-market talent) land that dream enterprise role, you quickly realize the org might not be ready to support you.

**
We broke down 1000s of orgs and filtered to only roles (not companies, but roles) where the deal size was >$100k, the OTE was >$200k, with a minimum of 10+ submissions to look for AE teams/roles where the most folks hit quota.
**

Only 2 teams have 70% of the team at quota, and 13 have 60% of the team at quota.

No terrible RepVue scores in there, which isn't surprising.  Another thing I notice is that the list is mostly well established orgs.

PS see if you're paid fairly here: https://bit.ly/3JqGFEc

ANNOUNCEMENT: of something we’ve been asked about a million times…

Across a ton of job roles, in dozens of global countries - we’ve expanded salary transparency in a major way.  We’re excited to roll out dozens of new salaries for roles in a bunch of new countries globally.  

All in native currencies (but you can toggle to USD if you please).

I’ve shared a screenshot below comparing account executive (AE) OTEs across a bunch of countries in Europe.  Check out the pages to see base salary, top performer potential, and the % of AEs in each country that are able to hit quota.

UK AE salary page: https://bit.ly/3xpSw2C
Belgium AE salary page: https://bit.ly/43RA9jq
Germany AE salary page: https://bit.ly/4aQbaPA
Sweden AE salary page: https://bit.ly/4aM3rSP
France AE salary page: https://bit.ly/43Sou3K
The Netherlands AE salary page: https://bit.ly/43PfkFn
Italy AE salary page: https://bit.ly/3TSInmH
Ireland AE salary page: https://bit.ly/3xvVYsC
Spain AE salary page: https://bit.ly/4cSTlBy

Master salary index page showing all the countries, US cities, roles, and more: https://bit.ly/3xw8AQw

Let your global colleagues know about it and help us add more countries, currencies, and roles!

✌️

You missed quota in 2022 and 2023 and are starting to interview.  You know they want people with a “proven track record of hitting quota”.  How do you frame it?  Here’s the playbook:

Number one, be up front and very clear about the metrics:

“My goal last year was X, I hit Y, that resulted in 81%.  I closed Z number of deals, with an average deal size of $XYZ.  My deal count was on point, but my average transaction size was a bit lower than where it needed to be to get to 100%.  Here’s why that was the case.”

You need to be explicit about the metrics, the numbers, the pipeline, the average deal size, the deal volume, throughput, and more.  Doing this is going a long way to make up the delta between 81% and 100%. The hiring manager should believe you know the mechanics of success inside and out.

Second, provide context about the team and your performance, not excuses.  Find a win in there.  Maybe you were in the top half of performers, or better?

“There were 12 folks on my team and while I only finished last year at 81%, I was 3rd on the team, and only 13% behind number 1.  The distribution of performance was as follows: half the team was below 60%, the top performer was 95%, and I was third at 81%.  There were some challenges across the team as follows”

Talk about why you think performance was what it was (the challenges) but don’t make them sound like excuses and don’t trash your company or former leaders.  Be measured, be direct, and be fact based.

Third, provide ownership, not excuses.

“I thought 81% was ok performance, but my objective was to be 1st on the team, and here are 3 things that I thought I could have probably done better in that role to get me from 3 to 1”

Then list those three (or however many) areas for improvement, and make sure they would be applicable to how you would succeed in this new role. You KNOW there were things you could have done better. Own them.

Always close this portion with your expectations for yourself and reiterate the areas you’d be focused on to drive to 100% in this new role.

The reality is that many of your peers interviewing for the same role have also been below quota, so the difference of who’s moving forward will come down to who the hiring manager BELIEVES will hit at their org.

Oh, and please don’t lie.

700 sales jobs hiring right now (remote, in office, senior level, entry level, CS, sales, SC, SDR, AM, AE, etc): https://bit.ly/3PK6NO3

I heard from a former employee of a VC backed company that was acquired, and they didn't get anything for the equity they owned.

It's something I hear quite a bit: "I had equity, the company had an exit, but I didn't get anything, how is that possible?"

First, early stage equity is a lottery ticket. It's nice to have a ticket, zero should be the expected outcome, but every once in a while you might get some $$ back.

Here's how your equity could go to zero when there's an exit (oversimplified):

-- Founders raise VC money, and when they raise VC money they negotiate terms

-- One key term is called a liquidation preference

-- This means that the return they get gets paid back before other shareholders, in particular before common shareholders (which is you).

-- It can come in the form of a 1x, 2x, or whatever is negotiated (1x is common but in riskier deals the VCs want higher than 1).

-- If the VC negotiates a 2x preference on their $20M investment, this means they are guaranteed to get $40M back before those behind them in line get anything.

-- So say a company raises $20M, has a $40M exit with 2x liquidation preference (on the entire $20M) for the investors - those investors are going to essentially get everything!

-- If it sells for $45M, the remaining $5M (over $40M) is split among the common shareholders

-- Even founders, if they are only holding common shares, could be left without anything!

-- You really don't stand a chance in that case.

There are a TON of resources and blog posts about this from people that know more than I do, and it's important to educate yourself.

Feel free to post any questions in the comments and I'll do my best to answer.

Oh, and by the way, make it a point in the next week or two to ask this question of your current organization.

Detailed comp / salary information for 1000s of companies (free resource): https://bit.ly/43YydWb

✌️

And the winner of the #SalesOrgTournament2024 is.... 

🥁 Deel! Congrats to Deel and its reps 👏 , and thanks to everyone who voted!  

Learn more about the company here: https://lnkd.in/giGgqZQW

Here’s a path to 7 figures that's WAY more realistic than becoming an 'internet solopreneur'...

7 figure sales roles are out there.  You may already have a sales role which is a stepping stone. But they’re only for the elite. Who really want them and are willing to do what it takes to consistently get there.  20 sales roles where top sellers easily clear $1M annually (I could list probably 100 more…): 

Palantir Enterprise AE: https://bit.ly/3TUVUeK
Grafana Labs Strategic AE: https://bit.ly/3xgawfZ
Informatica Strategic AE: https://bit.ly/3PBlcfy
Sprinklr Strategic AE: https://bit.ly/4axRhfY
BMC Software Strategic AE: https://bit.ly/4aflYHo
Boomi Strategic AE: https://bit.ly/3IYnvWi
LogicMonitor Strategic AE: https://bit.ly/49emJ1N
Gong Strategic AE: https://bit.ly/3IXjAJe
Dynatrace Strategic AE: https://bit.ly/3Ty5MK9
Celonis Strategic AE: https://bit.ly/3TSlQaX
MongoDB Strategic AE: https://bit.ly/3IVJGfz
ServiceNow Account Manager: https://bit.ly/3TD5mC9
Elastic Account Manager: https://bit.ly/3TtEfcI
Auth0 Enterprise AE: https://bit.ly/49eIZsr
Clumio Enterprise AE: https://bit.ly/3VCaCZn
Cockroach Labs Enterprise AE: https://bit.ly/3VUBHr5
UIPath Enterprise AE: https://bit.ly/3U5cQQ1
Thoughtspot Enterprise AE: https://bit.ly/3vrFVvn
Amplitude Enterprise AE: https://bit.ly/498Z2YQ
Five9 Enterprise AE: https://bit.ly/49eg4EU

✌️

Most common question in my DMs is some version of:

“I want to find an organization where I can be successful, stay for a long time, make good money, sell a good product, and potentially have a chance to be promoted.  Any advice?”

How about a TOURNAMENT STYLE single elimination bracket!!

Check our company page for polls every hour starting today (the first matchup is LIVE).  Half of the first round matchups are today, half tomorrow.  

Here are the first round matchups.  WHO YA GOT?

Cybersecurity Bracket:
(1) Crowdstrike (88.19, https://bit.ly/3VqVDS2) 
(8) Cloudflare (78.44, https://bit.ly/3VEizx0) 
9am ET Monday

(4) Palo Alto Networks (87.11, https://bit.ly/499DACT) 
(5) Zscaler (85.55, https://bit.ly/3TyoXTT) 
10am ET Monday

(3) Sailpoint (87.21, https://bit.ly/4asY4Yp) 
(6) Snyk (84.42, https://bit.ly/3x9ZZTp) 
11am ET Monday

(2) Wiz (87.90, https://bit.ly/4a5Uh3H) 
(7) Okta (84.17, https://bit.ly/3VA9DZE) 
Noon ET Monday

Data and AI Bracket: 
(1) Samsara (89.40, https://bit.ly/3VA9HbQ) 
(8) Dataminr (72.75, https://bit.ly/3TzCScA) 
1pm ET Monday

(4) UIPath (85.72, https://bit.ly/4cyD3gL) 
(5) Snowflake (85.69, https://bit.ly/49919fo) 
2pm ET Monday

(3) MongoDB (86.87, https://bit.ly/3PBEykm) 
(6) Confluent (83.71, https://bit.ly/3TvjOfl) 
3pm ET Monday

(2) Databricks (87.38, https://bit.ly/43vL0zm) 
(7) DataRobot (79.23, https://bit.ly/4cyDmYX) 
4pm ET Monday


HR and Admin Bracket: 
(1) Workday (89.13, https://bit.ly/3TQcfS1) 
(8) Paychex (78.12, https://bit.ly/3VxACoJ) 
9am ET Tuesday

(4) Gusto (83.52, https://bit.ly/4cx5mMQ) 
(5) Lattice (83.26, https://bit.ly/4atXE40) 
10am ET Tuesday

(3) Deel (86.39, https://bit.ly/3TRljF9) 
(6) Paycom (83.42, https://bit.ly/3VuVxc0) 
11am ET Tuesday

(2) Rippling (88.14, https://bit.ly/3xa0ZqD) 
(7) Paylocity (82.85, https://bit.ly/4crA8Xb) 
Noon ET Tuesday


Sales & Marketing Bracket: 
(1) Sprout Social (89.57, https://bit.ly/4csyKDL) 
(8) Salesloft (81.85, https://bit.ly/4cwIXiE) 
1pm ET Tuesday

(4) Demandbase (87.11, https://bit.ly/4aLfLTt) 
(5) Klaviyo (87.16, https://bit.ly/3vn64vj) 
2pm ET Tuesday

(3) Hubspot (87.94, https://bit.ly/4cy1oTS) 
(6) ZoomInfo (86.78, https://bit.ly/3xhyPtH) 
3pm ET Tuesday

(2) 6sense (89.36, https://bit.ly/3PAqJTj) 
(7) Gong (84.95, https://bit.ly/3PyGvOw) 
4pm ET Tuesday

The first matchup (Crowdstrike vs. Cloudflare is LIVE: https://lnkd.in/eVucxsBP)

The championship for the #SalesOrgTournament2024 is here! 

Which org would you rather sell for? Your vote will decide who takes home the crown 👑 

Learn more about Snowflake: https://lnkd.in/gd9zzjSy

Learn more about Deel: https://lnkd.in/gtU9C_iz

Your best and most tenured people get more and more at risk every quarter.

Yup, the longer an employee stays in a role, the less satisfied they are with their pay. It’s ridiculously clear from the data below.

It’s across the board in GTM roles and the drop in satisfaction is VERY consistent over time.

Some things that I’ve heard.

(when hired) “I’m just happy to get the role.”
“There’s a honeymoon period, and that’s over.”
“I’m providing more value than what I’m earning.”
“I heard Sally switched companies and got a 30% bump.”
“I’m seeing others with the same roles make more than me.”
“Things have changed. I have family/kids/commitments to pay for.”
“The org didn’t have any budget for cost of living adjustments… again.”

Not to mention the expectations of constant promotions is also fairly well cemented into tech career culture too.

SDR > Sr. SDR > Enterprise SDR > Team Lead SDR as an example.

Folks, it's O.K. to have the same title for more than 12 months.  In fact, it could be a good thing actually.

Key to helping combat this challenge:
Employers: Always try to set proper expectations.
Employees: Have an open and data driven conversation about where you’d like to be.

(n = 104,932)

Check to see if you're paid fairly here: https://bit.ly/3vz3JgI

Some student-athletes can make a seamless transition into their career!

Check out ~700 tech sales sales roles hiring now, from entry level to senior and management roles: https://bit.ly/3TDyg5h

Most don’t know how to properly define product-market fit.

Even though it’s critical when evaluating a sales role.  A company has it once they hit one of the steps below.

But which step is it??

Add a comment with which number you think a company needs to get to to confidently say they have product market fit.  (i.e. 4, or 5, or 6, etc).

  1. There are enough potential customers in a market to build a business based on your product

  2. Some of those potential customers purchase your product

  3. Most customers are unaffiliated with you when they purchased your product
  
  4. There are enough similar customers that might purchase your product to sustain your business

  5. After purchase, customers are using your product in the way it was intended

  6. After purchase, customers are buying more of your product (upsell, etc)

  7. Customers are telling other customers about your product
  
  8. (In recurring revenue businesses) Most of your customers are renewing for another term

I’ll add my comment later with the step that you need to get to…

#productmarketfit #sales #growth

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