Quantcast

Executive level leadership role overseeing all platform software and advertise revenue from both Mid Market and SMB segments in the US

Oversee a growing team of 40+ individual contributors and managers and $50M+ annual run rate across account executive, account management, and manager functions in San Francisco, New York, and Toronto (+ remote)

Reversed 2-year negative revenue trajectory with 5 consecutive quarters of positive growth; the first consecutive quarters of growth for U.S. SMB & Mid-Market Sales

Grew Inside Sales to a dual segment channel. Rebuilt new business GTM function and account prioritization structure resulting in record new business (2019 - $6.1M) and record NRR (2021 - 135%).

Lead manager and leadership development efforts and trainings for channel leaders. Joint ownership of individual contributor training programs

Ownership of all sales tools (Outreach, Gong, ZoomInfo, LinkedIn SalesNavigator) including best practices and adoption

Promoted from "Head of" to "Director" in 2021

Aspiring to get daily content out the door!

Head of SMB & Mid Market Sales 

Leadership role for a team of account executives tasked with net new partnerships and growing key agency relationships across broad regional territories
Led efforts to regionalize and reorganize the sales channel

Senior Corporate Sales Manager

Sales leader responsible for a large team (10) of account executives tasked with driving net new business partnerships across a national sales territory
Primarily tasked with recruiting efforts, training, onboarding, and deal support

Corporate Sales Manager

Responsible for net new partnerships across a national sales territory
Partnered with independent agencies to drive growth on Quantcast Advertise

President's Club Award winner (2016) for sales achievement
Ran the Corporate Sales mentorship program
Helped to build new service tiers within Quantcast and drive adoption

Senior Account Executive

Regional account executive responsible for generating new media sales partnerships in Texas and Kansas City
Grew brand and agency relationships primarily in Austin, TX

Account Executive

Robert Half Finance & Accounting

Robert Half Finance & Accounting places highly skilled financial professionals on a full-time basis. I was a member of our Accounting & Operations team covering the Greater Seattle Area

Recruiting Manager

Bloomberg

Account Manager responsible for strategic growth in the Mountain West region. I assisted in overall sales targets through prospecting, client training and competitive displacements

As a Fixed Income Specialist with Bloomberg, I assisted our clients with escalated financial product support. I trained new employees on terminal functionality across all departments and was responsible for reviewing and assessing quality of client interactions within analytics. Was ranked second globally in productivity through first two quarters of employment

Fixed Income Account Manager

About me:
I am passionate about sales & sales leadership - both my own growth as well as helping others develop into their ideal commercial roles.

I went from President's Club Account Executive to Director of a 50 person channel in 2 short years, which forced an accelerated learning curve. By focusing on incremental consistent improvements to my EQ and consuming new resources every day to improve as a leader (plus plenty of trial and error), I have been able to create development frameworks and new GTM strategies to drive the entire commercial org forward.

Helping someone - either inside or outside of my company - elevate their career, unlock a new side of their professional emotional intelligence, and give back in the same way is a joy for me to watch. I enjoy discussing all things related to #sales, #leadership and #development.

My goal is to share as much as possible with the GTM community to help other sales professionals shorten their development curve and reach their potential.

Some learnings from the job search...


1) SO MANY PEOPLE are willing to help. The power of "weak ties" is a real thing. Announcing my layoff was the best thing I could've done for my search. Asking for help - and seeing what you can do in return - is powerful

2) The process is loooooong. Each hiring cycle, the space between conversations, waiting to find job postings that fit... overall a much longer timeline than I anticipated! 

3) Alternative channels work great! I have a close to 100% response rate with LinkedIn voice notes and Loom videos.... one person even said it was their first LI voice note they had ever received

4) Apollo.io has been huge in helping find the right contact information for hiring managers and those on the talent team

5) I've primarily only applied via referral or directly connecting with the hiring manager/talent team. Of the ones I've resume dropped or applied via LinkedIn on a whim... 100% silence

6) Being open to conversations & defaulting to yes... that doesn't mean applying to every job or talking about opportunities that are obviously not fits. BUT I have defaulted to yes when it comes to general networking conversations, career chats, informationals, etc. - never know where those can lead! 

7) Good vibes only


Anything to add??

#JobHunting #CareerLessons #OpenToWork

#CorrCompetencies 

Taylor Corr

Nothing funny about being #OpenToWork.

It's why this post isn't humorous.

In the first of what I expect to be more of these.

I'm starting a new (weekly?) series called...

Two Minutes (or less).

Where the sales community here on LinkedIn...

meets an awesome candidate seeking a sales related job.

In two minutes (or less).

In this first video.

It's my honor to introduce you to Taylor Corr.

Taylor is looking for his next sales leadership role.

Thank you for taking the time to watch the video...

to get to know a little bit about Taylor.

And thanks for reaching out to him if you can help.

I believe in the power of this community to do good things!

Prospecting 🔥 🔥 🔥 below!  #CorrCompetencies 

Prospecting Fire

Have noticed an interesting trend in my job search:

Not a single ask for references at any stage

Have references gone the way of the cover letter?

Thinking it's a combo of:

a) Reduced bandwidth and resources on talent acquisition teams 

b) A realization that hand-picked references might not offer the most objectivity

c) More "background" and network-based references to uncover a more honest work appraisal

IMO it can't hurt to have both the "official" and "unofficial" references taken together

For how much time and energy goes into the process and how important a bad/good hire can be, more data points only help at that stage

Anyone noticing the same - either as candidate or HM?

#SalesHiring #JobSearch #Sales

#CorrCompetencies 


The least useful/poorly executed advice on LinkedIn?

"Comment X times per day"

Those same advice givers on every post:

"Great advice!"
"Nice work!"
"Congrats!"
"This is awesome!"

... just a bunch of empty fluff

If you want to check a box and hit the appropriate numbers for the algo, keep going on this track

If you want to contribute, learn, and make connections, forget the numbers game and be intentional with your interactions

Up to you! 

#CorrCompetencies 

It's always a treat to sit down with Leslie Venetz & Monica Stewart to go over a topic near and dear to our hearts: #SalesExcellence



We had the opportunity recently to cover the LinkedIn Deep Sales Playbook, and Leslie and Monica both had killer insights to share from their wealth of experience

I got to contribute a bit too, but I learn so much from these experts each time we chat! 

Give them a follow and check out our full discussion: https://lnkd.in/g4dEDWk9

#DeepSelling #SalesEnablement #SalesSuccess

#CorrCompetencies

Struggling to provide more direct feedback to your reps? 

Try thinking about the best feedback you ever received 

Was it...

- Sugar coated?
- Vague?
- Delivered too late to be impactful?

Likely not! You owe that same experience to those you are leading

The initial sting is NOTHING compared to the long term value

Example: One rep early in my management career told me I was "mechanically compassionate" and just "said the words the team wanted to hear" which kickstarted an EQ-building journey for me that has put me in a WAY better place as a leader

Think about the value of your own experience on the receiving end and how you can deliver that value to your team! 

#Feedback #LeadershipLessons #EmotionalIntelligence

#CorrCompetencies 

🚨ANNOUNCEMENT🚨

🌟 Exciting News! ARTISSE AI - The World's First AI Advertising Agency Joins Forma Media's Client Roster! 🌟

We're thrilled to announce that Artisse AI, the world's first AI advertising agency, is now part of the Forma Media family! 🚀

🎨 Virtual Fitting Rooms (VFR): Artisse AI isn't just about cutting-edge technology; they're redefining how we experience products. Imagine seamless, photorealistic imagery that lets you virtually try on anything—whether it's fashion, beauty, or home decor. No clunky AR overlays or VR box cutouts, just pure, immersive visuals that empower consumers. 

🔍 Empowering End Users: Artisse AI puts the creative tools directly into the hands of consumers. With their VFR technology, shoppers can explore, compare, and visualize products like never before. It's not just about aesthetics; it's about informed decisions. 💡

🌐 Unlocking Possibilities: Brands, agencies, and creatives, get ready! Artisse AI's powerful image production capabilities streamline creative workflows, reduce costs, and elevate brand storytelling. Whether you're a seasoned advertiser or a startup, Artisse AI opens up a world of possibilities. 🌐

Brett Whelan and I are honored to collaborate with CEO William Wu, a forward-thinking visionary leader and the talented team at Artisse AI.

https://artisse.ai/

#ArtisseAI #AIAdvertising #Innovation #FormaMedia

artisse.ai • 1 min read

Home

I muddled my away along as a new sales manager

But it didn't have to be that way



Steal this manager development framework I created to be more intentional about your management growth:

This is how it looks (in no particular order)

1/ Identifiable Team Culture
Do you have activities that are distinctly "yours"? Would other members of the sales team describe your style as distinct? Do other team members want to work for you? Does your current team demonstrate cohesion and psychological safety?

2/ Revenue Achievement
This will be different for each org. Is this defined by a specific KPI? A certain caliber of partnerships? NRR? Net new? focus on a consistency of achievement in the most important metrics

3/ Team Impact -> Company Impact
Obviously as a manager your duty is to your immediate team, but in order to move up the leadership ladder, you need to demonstrate impact beyond your patch. What projects are you involved in? How are your efforts impacting other teams? What have other managers learned or copied from you and your team?

4/ Cross Functional Rapport
HUGE element in the leadership growth picture. Are you able to help your team get deals stuck internally? Are you a net positive to cross functional projects or the piece that slows everyone down? Are you able to surface team feedback effectively to other departments?

5/ Rep Development Stories
You won't be able to develop and grow every rep on your team BUT you should have multiple examples of taking reps from point A to point B and demonstrating the impact of your coaching. That could be on their conversion rates, size of logos, ICP understanding, etc. Make sure you can detail the journey you took the rep on

6/ Consistent Executional Excellence
Management roles are extremely busy, and they only get more squeezed as you advance. Do you have a rock solid operational rhythm? Is your forecast in and accurate at the time it's needed? Are your deliverables always complete and in ahead of time?

Anything I missed?

#LeadershipDevelopment #SalesEnablement #SalesLeadership

#CorrCompetencies

Most Fridays, I want y'all to be great!

But today I hope you just have a Good Friday

Building off the great message from Leslie Venetz yesterday...

One of the biggest things I look for when interviewing?

The ability to explain complex topics simply

(which, btw, is NOT "dumbing down" a topic)

It's a demonstration of mastery of a subject

Want to take that one step further?

Add relevancy for your intended audience

Tough to find a better base to work from in sales

#Communication #Sales #SalesEnablement

#CorrCompetencies 

Activity inputs are crucial to a sales team and an individual's success

Deciding to "just focus on outcomes" simplifies a complex topic incorrectly


Over the next few days, I want to talk about why activity inputs still need to be emphasized (Part 1), where managers go astray (Part 2), and how to find an approach that benefits both manager and rep (Part 3)

It's not Outcomes > Inputs.... it's Outcomes = Inputs

#TrustTheProcess #JustMakeSomeCalls #SalesManagement

#CorrCompetencies

Taylor Corr on LinkedIn • 5 min read

In Defense of Activity (Part 1/3)

The ultimate “this meeting could’ve been an email” vibe in sales?



When marketing makes an 18 page slide deck instead of the one visual the team needs 

#SalesVsMarketing #SalesContent #PitchPlease

#CorrCompetencies

(P.S. marketing folks I love y’all just please make your content 90% briefer 😂)

My feed the last couple days:




I'm on #TeamSDR btw

#CorrCompetencies 

No one is more optimistic than that employee who just uploaded something to the internal wiki

Your cold email booked a meeting

Please oh PLEASE do not...


... decide it is your silver bullet, copy it 100 times, and hit every prospect with it

If I had a dollar for every time I saw that go into practice, I'd have a free tank of gas, which isn't a ton, but more than I should have

#SalesEmails #HappyFriday #SalesEnablement

#CorrCompetencies 

Why do reps roll their eyes and tune out the manager emphasizing activity levels?

It happens for a variety of reasons, but we can do better

Let's dive in on the why so we can explore ways to solve this dynamic

(Part 2 of 3)

#Communications #SalesMetrics #SalesLeadership

#CorrCompetencies

Taylor Corr on LinkedIn • 6 min read

Where Leaders Go Wrong With Activity (Part 2/3)

Monday's games might be hard to beat but I'm here to find out!! 

You're a new manager

How do you help a top performer without being overbearing?

(this also applies to reps who are more experienced/senior than you)

The urge is often to:
a) get out of their way and let them do their thing
b) prove your value by being overly hands on

.... both roads are bad ones

So, what can you do?

1) Understand that this balance takes time to develop and varies from rep to rep. Be adaptable and learn from each experience

2) Learn as much as possible about your rep, how they work, what their blockers and strengths are, and what they want to achieve

3) Give them air cover internally... clear paths cross-functionally to get their stuff moving, find and align resources for them. This is the best way to add value without micromanaging

4) Share - don't mandate - new strategies and tactics. Understand that your rep likely has an established proven approach, and introducing new tools/workflows isn't always an easy process. BUT in my experience reps still appreciate the efforts to show new/valuable paths to success

5) Extra focus on the "why". Of course, all your rep asks should come with a why, but for your tenured/top performers, it's extra important to convey why you might be asking for an administrative task, contribution, forecast email, etc. Respect their time and build credibility

6) Be their career advocate. Introduce resources and opportunities aligned to their aspirations or learning goals. Add value beyond their role.

7) BONUS: show how you are learning from them. Build a two way street. 


Anything you would add?

#SalesManagement #LeadershipLessons #SalesCareers

#CorrCompetencies 

We talked a little bit about why activity inputs still matter and where their emphasis goes astray

So how do we get back on track?

Well, in order to focus on numbers less with your team, you need to focus more on the numbers yourself...

Confused? Read on! 

#DataDrivenLeadership #Sales #SalesEnablement

#CorrCompetencies 

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