Avenue Talent Partners (ATP)

Ever felt like hiring is a gamble you can’t afford to lose? You're not the only one. Earlier this year, a founder came to me in full panic mode. His business had just closed a funding round, and the pressure was on to scale. He was convinced that hiring a VP of Sales would solve everything. The problem? His product had signups but no revenue His pipeline was full of “maybes” with zero conversions The revenue gap was widening faster than he could plug it, raising more questions than answers Yet, he was ready to sign an offer letter with a $268K base for a VP of Sales to “figure it out.” I hit the pause button. Instead of rushing to take his job order to help him hire, we took a step back. Together, we clarified: » The real issue wasn’t sales... it was flying blind without validating the ICP or product-market fit » The business wasn’t ready for a VP; it needed validation and strategy » Hiring at this stage would have been an expensive mistake » He needed help managing and prioritizing his time Before I could help him hire, we shifted his focus to: » Understand common themes with prospects, users, pipeline stages, etc. » Align the product with the customer » Pick a niche lane » Align the product with customer needs, not his assumptions » Refine his ICP and messaging » Audit the sales process Fast forward seven+ months: » He’s not in a state of panic » He's closing deals (just crossed $825K in ARR) » Has paying customers » Retention is on the rise » He's hired his first two AEs: They've ramped, have a strong pipeline, and closing their first deals » He's creating a capacity plan with triggers and signals to understand the right time to hire a VP of Sales This is how he described how he felt when we first met in Q1: » He felt desperate and was looking for a quick fix » Cash was dwindling, he had little revenue, and his runway was shrinking faster than expected » Every day felt like a grind with no wins to show for it, draining his drive » His investor was impatient, pushing for answers he didn't have » The pressure felt unbearable, and offsetting it with a VP of Sales felt "safe" The lesson? Hiring is NEVER the solution to an unclear problem Pausing to clarify your goals and gaps will save you time, money, and a lot of heartache You're not alone. You don't have to make the same mistakes as so many others before you. And if you’ve ever felt the pressure to hire fast and figure it out later, let's chat. Together, we can co-create a plan and process that works for your business, not against it. #startups #founders #hiring #BuildWithATP

As we get close to EoY, many CROs may find themselves in a tough position. In my latest Uncharted Territory newsletter, I share some thoughts on what to do if you find yourself in the hot seat or if you find yourself vying for your shot at CRO. Thanks to Bryan Kurey and Nick Toman at SBI, The Growth Advisory for the insightful original research on the impact CRO turnover has on the business. And thanks to Amy Volas for a key piece of advice on how to ensure you're set up for success in a new revenue exec role. Read on: https://lnkd.in/gzUbbFcW

Sound familiar? This isn't a problem you have to solve solo. We can help. #founders #hiring #startups #BuildWithATP #growth

The companies that win? They know it starts with the people they choose to surround themselves with. Co-founders Investors Executives Hires Partners Collaborators (yes, even those we call "vendors"—a term I loathe, for the record) Coaches, mentors, and advisors... These are the people who elevate us. They support us, challenge us, and stick by our side through the best, the worst, and everything in between. For founders, this is especially true. Building something from scratch isn’t a solo act—it’s about who you bring along for the journey. Nicholas I. Knuth 📸 bent over backward to bring our ATP headshot photoshoot to life. I’ve worked with Nick before, and he blew me away. So, of course, we got the band back together to make magic happen again. And speaking of people... Taryn Lanaghan is my ATP co-pilot and oxygen tank. She does all of the above—and then some—to make this business special. Nick didn’t just capture pictures; he captured us ❤️ That’s why he’s the only person I trust for headshots, event photos, book photography—anything that requires a camera lens and a magic touch. Founders and execs, if you’re in Chicago and looking for a meaningful gift for your team, consider this: Give them the gift of headshots. It’s more than just a picture—it’s a way to elevate and celebrate your people. Oh, and call Nick to make it happen.

If you’re a startup and not already talking to Amy, you need to be—or at least give her a follow. Her insights on team-building and avoiding costly mistakes are some of the best out there. Actually "The Best" Highly recommend at a minimum checking out her content #startup #teambuilding #startupfounders #hiring #hiringmistakes

PMF is a leading hiring indicator for startups. Founders, take note: Friends and family deals do not mean you've validated your market. Sourcing customers from scratch and making this repeatable is a strong signal you're cooking with gas. Also, pay attention to how fanatical the customers are. When they turn into raving fans and inbound referrals start happening, it's another powerful signal. Remember, no amount of sales talent can fix a broken product or lack of PMF. #BuildWithATP

If you’re not going to Amy Volas at Avenue Talent Partners (ATP) for your exec hiring, I guarantee you’re about to make a costly mistake

Hiring too early can kill your growth just as fast as hiring too late. Founders, you know the grind: deals stalling, pipeline slipping through the cracks, your team can't find time with you, customer demands piling up, and that relentless pressure to “do it all.” But here’s the thing... There comes a moment when this approach stops being a badge of startup founder honor and becomes a bottleneck. The signs start quietly… until they’re impossible to ignore. One of the biggest mistakes I see founders make? Hiring for a stage they’re not ready for. Curious if it’s time to hire a sales leader, or if that move could cost you more than it’s worth? Tomorrow morning, I’m breaking it all down in my newsletter (🔗👇🏻). Catch it for the full scoop on hiring smart and sidestepping Mishire City... One of the sh*ttiest, most expensive places a startup can find themselves in.

Founders only pull the same 3 levers to attract top talent. Here’s how the other 30+ will land the leadership talent you’ve been missing. Welcome back! Let’s uncover the real art of negotiation for founders and CEOs hiring Sales and Customer Success leaders. Think salary, equity, and title are the only levers? Think again. There are 30+ ways you can craft an irresistible offer—and those hidden levers turn a hiring gamble into a strategic win. Here are just a few key levers you should be considering: 🎯 Base salary 🎯 Guaranteed compensation 🎯 Signing bonus 🎯 Equity vesting (accelerated or cliff options) 🎯 Location flexibility 🎯 Professional development opportunities 🎯 Relocation support 🎯 Role ownership and scope of responsibilities 🎯 Maternity/Paternity leave 🎯 Guaranteed severance Pro tip: The levers your candidates prioritize reveal what they value most and how they envision their growth at your company. Bonus tip: None of these levers are set in stone. Your job is to figure out which ones will truly seal the deal and align with both your company’s goals and your new leader’s priorities. The best hires aren’t just looking for compensation. They want opportunity, growth, and a future that lights them up. 𝑅𝑒𝑚𝑒𝑚𝑏𝑒𝑟, 𝑤ℎ𝑎𝑡 𝑦𝑜𝑢 𝑛𝑒𝑔𝑜𝑡𝑖𝑎𝑡𝑒 𝑡𝑜𝑑𝑎𝑦 𝑤𝑖𝑙𝑙 𝑖𝑛𝑓𝑙𝑢𝑒𝑛𝑐𝑒 𝑡𝑜𝑚𝑜𝑟𝑟𝑜𝑤’𝑠 𝑔𝑟𝑜𝑤𝑡ℎ. If you’re ready to stop wasting time and money on hiring the wrong people and finally create offers that work for you and the candidate, I have a 98% interview-to-hire success rate. Send me a DM—you got this, and I got you!