John A. Lamon IV

Are you looking to hire a Director of Product who is a B2B pro for SaaS companies?! Let's set you up with a time to speak with this candidate! 💠 FlanStaff - Director of Product - Texas/Remote 💠 Headhunter Notes - This candidate is a Product Pro! She has led product teams as large as 35 people. She has worked for large companies as well as small to mid sized companies. She is an expert when it comes to B2B and is super comfortable speaking with clients and has run products from Zero to One several times.  She is located out of McKinney, TX and is comfortable with a hybrid or remote opportunity. Resume Notes: 💠 Proven Leadership in Product Management: Successfully directed product vision and strategy across multiple companies, leading high-performing teams to deliver transformative solutions and drive revenue growth. 💠 Expertise in AI and Cutting-edge Technologies: Implemented advanced technologies, including AI Sentiment Analysis and generative AI, to enhance customer interactions and operational efficiency, improving response times and service quality. 💠 Successful Product Lifecycle Management: Managed end-to-end product lifecycle processes, from market research and discovery to competitive intelligence and go-to-market strategies, ensuring successful product launches and market penetration. 💠 Strong Strategic Planning and Execution: Developed and executed comprehensive product strategies, integrating new acquisitions, and aligning cross-functional teams to achieve business objectives and enhance user experience. 💠 Award-winning Product Innovation: Recognized with multiple awards for outstanding contributions in product management, including generating significant revenue through innovative product introductions and successful market strategies. #ProductManagement #Hiring #DirectorOfProduct #SaaS #TechJobs #B2B #RemoteWork #ProductLeadership #Innovation #AI #hiring #Imhiring #Product

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HIRING NOW: ENTERPRISE & COMMERCIAL AE - SaaS - Automation - $ALES & MARKETING account signals and insights SaaS tool 💸 Commercial Account Executive: $125k base 50/50 split - $1m quota 💸 Enterprise Account Executive: $150k base 50/50 split- $1.2m quota Actual inbound leads - $20k - $500k deal sizes - 6 months sales cycle You keep account in your book of business for upsells while CSMs are responsible for renewal #seriesbstartup, working under one of our longer term #vpofsales who JUST started - you must have experience - at an earlier stage org of less than 200 employees - selling a complex solution - ideal experience selling into #gtm #salesleaders or desire to Selling into other SaaS orgs! work with clients like GitLab Notion MongoDB and MORE - providing insights on how their #gtm can do more with less, and make more $$ In a world of tech, where everything is connected it is more possible than ever before to build connections between your current clients, and your ideal prospects This solution combines Sales, Marketing, Community and Operations and uses AI to enrich, score and analyze intent - $ignals are one of the most important aspects of monitoring what is working, and the best way to target, support and optimize every account. An ideal rep understands sales strategies including #productledgrowth and #productledsales MUST BE HUNGRY, LOVE BUILDING PROCESSES and have experience working in a startup get on my schedule! 206 747 9724 #accountexecutive #commercialaccountexecutive #enterpriseaccountexecutive #gtmsaas #gtmsales #salesjobs #salescareers #bestfootforward #softwaresales #saassales #salesdevelopment

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2.8k SFCC stores do $1m+/yr. 1.4k do $5m+/yr 1k do $10m+/yr 704 do $50m+/yr 281 do $100m+/yr There are huge brands on Salesforce Commerce Cloud. Definitely a higher concentration of public brands than on Shopify. But the Shopify market is so much larger in the $1m - $100m segment. It’s still the greatest opportunity in eCom. #Shopify

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Getting someone to swipe their card and sign up is only step one. The real magic happens after they join your community. That's why at Pavilion, our enrollment managers and SDRs focus on more than just conversions. We take a customer success mindset to demand gen. Our goal isn't just signups - it's to get members genuinely connected to the community and engaged with the value we provide. We want that initial signup to stick. That's why we partner with new members right from the start, getting them on the right path to find success with Pavilion. We make sure they are fully onboarded, understand the benefits, and know how to get the most out of our platform. The results speak for themselves. Our approach drives higher engagement, satisfaction, and retention over time. So don't just sign them up. Set them up for long-term success. Take a customer-first approach right from the start. You'll be amazed at the difference it makes. @Josh Carter Pavilion

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Your Founding AE Will Make or Break Your Business—Ignoring Their Product-Market Fit Feedback? That’s a Fast Track to Failure Hiring a founding AE isn’t just about “filling a role”—it’s a high-stakes decision that can make or break your company. Think of them as your lifeline to the market. They’re not just selling; they’re the ones gathering real-time feedback on your Product-Market Fit (PMF), and ignoring their insights is like throwing away a roadmap to success. Here’s why their feedback isn’t optional—it’s critical: - They Know the Brutal Truth About Your Product - They’ll Define Success, Whether You Like It or Not - Scaling Without Their Insights? Good Luck - Competitive Intelligence You Can’t Afford to Ignore - Their Wins Validate Your Business Model The Harsh Truth: Ignoring Your Founding AE Is Self-Sabotage Your founding AE isn’t “just” a salesperson; they’re your closest connection to the market. Ignoring their insights on PMF is actively sabotaging your potential. Let their feedback guide you—it could be the difference between sustainable growth and an expensive lesson in what not to do.

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A bad sales comp plan will kill your sales team productivity. A good sales comp plan motivates your team to hustle through the end of each month. As we scaled the Levelset sales team to 60+ front-line sales reps, we learned a TON about how to build great comp plans. Here are my principles for good sales compensation: 1. Salespeople don’t do sales and other things well. Let the salespeople sell, don’t saddle them with additional responsibility. For example: Sales and Customer Success are separate functions. 2. The compensation structure should be so simple that you can do the math on the back of a napkin. 3. No commission-only roles. Sales reps should get base salary + variable compensation. 4. At least 40% of sales reps On-Target Earnings should be in the form of variable compensation. 5. No “draw on commission” for ramping reps. New reps should have some mix of guaranteed variable compensation during their ramp period. 6. Sales reps should be paid “straight-line” up to 100% of quota. There should be compensation accelerators above 100%. There will be no compensation hurdles or decelerators for producing below 100%. 7. Annual quota for Account Executives should be 5x On-Target Earnings. For example: $500k annual quota, $100k OTE. This keeps your cost of sales to between 20 - 25% of gross revenue. ‍ 8. Did I mention accelerators? You need to include accelerators for over-performance. This isn’t a comprehensive list of principles. But if you follow these principles, your comp plan will motivate the team to hit their number. Read the full list of principles here: https://lnkd.in/gmwXkRE9

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Outsourcing SDRs? Don’t fall for: - A promise of X amount of meetings/month - X amount of dials and emails they promise to send out - Their email + call messaging skill Outsourcing has a bad stigma because there are so many companies looking to get quick money from clients with weak results. What to look for instead: - A team who understands they need to test messaging and help you make pivots to your ICP - Shares their sequence strategy - Shares their email and call messaging - Shares the tech they use - What they do to avoid ending up in a spam inbox and hurting your domain health - Builds your target/ICP lead list with you - Sends weekly reports on progress - Gives you access to their SDRs so they feel like they’re part of your internal team This is when outsourcing is worth it ⬆️ #outsourcing #sales

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Hot Topic: RevOps Myths I met with Sajeel Qureshi (who if you haven't heard of yet - awesome individual, check him out) who runs RevOps 500 and right out of the gate he hits me with his favorite question... "What is one RevOps Myth" My short answer - revops is putting systems in place and you can't do that well if you don't have the experience of what works and what does not. Connor Jeffers has been on a bit of a posting tear about how loving the community of HubSpot is different than being really good at leveraging the software. I agree. Your company can grow ... or start to die if you have junior people running your revenue (and growth) operational systems. A classic spend a dime to save a nickel situation. Thanks for having me Sajeel! #growthoperations #revops #hubspot

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The Unicorn Seller Dilemma! Only 5-10% of candidates interviewed for SaaS sales roles meet the "unicorn seller" criteria—those who align perfectly with your sales motion and target market. These candidates bring industry expertise, technical knowledge, and a proven track record but are highly competitive to secure. Need help finding your unicorn seller? Let’s strategize on how to attract and retain top-tier talent.

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Top H1 takeaway from QBR's about our Rev Org: "We're an ecosystem, not a hierarchy." (h/t Alexandra B.) We collaborate, everyone's voice matters, and we strive to put people in roles they love so they can be madly successful. Hearing this statement was validation that what we are building in the Revenue Org at LibraryPass is unique, and scalable, and contagious. And we have roles coming soon! So if you're interested in being part of an ecosystem, let's chat. Here's to an even better H2!

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We just generated $50,000 in pipeline with 30 minutes of effort. This same tactic can be done by anybody and is dead simple. Here’s what we did: Knowing that Q4 and EOY is around the corner, we revisited our old pipeline. Instead of letting those deals gather dust, we thought, "How can we support these prospects to hit their end-of-year goals?" The strategy was straightforward. We sent a short, personalized message to each contact, referencing something specific from our original conversation (shows that you remember them and care). No fancy pitch—just a genuine offer to help. The response was incredible. Many had challenges or opportunities they hadn’t addressed, and we were able to step in at the right time. Sales teams often think they need to chase new leads to drive growth, but sometimes the biggest wins are sitting right in front of your face (or CRM). If you’re heading into Q4 and want to close strong, take 30 minutes to reach out to past prospects. Keep it simple Keep it personal Keep it high-value The results might surprise you. Happy Hunting! #sales #entrepreneurship #business

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PE investors / operators: have "hire additional sales capacity" on your VCP or annual plan? HIRING new reps is only half the battle. For the ROI math to math, gotta then make 'em productive. As quickly as possible. But when it comes to making reps productive quickly, B2B companies face two big challenges: →The average tenure of a B2B sales rep is less than two years, YET... → Reps hit their peak performance two to three years in. Translation: Most reps leave before they’ve reached max productivity. Eek. In many cases, weak sales onboarding is to blame. But taking a more intentional approach to sales onboarding has a bevy of obvious benefits: • Reducing sales turnover • Shortening time-to-revenue • Higher odds of achieving your rev targets Hit on this in the book in Winning Move #32, but check out the vid below for a deeper dive on the P's and Q's of sales onboarding ▶️ * * * * * Found this helpful? Plenty more where that came from. Check out the Winning Moves Platform: the ambitious PE leader's toolkit for accelerating value creation. ↳ A digital arsenal of resources, how-to's, and tools to help private equity leaders make value-generating Winning Moves with confidence. Link in the comments below. ⤵️

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Prospect says I'm not interested Average SDR response: "Why?" 👎 "I haven't shown you anything yet for you to not be interested" 👎 Top SDR response: "Sounds like you've tried something like this before?" ✅ PAUSE "Understood. I know I called out of the blue. Usually when I hear someone isn't interested it's because they've tried this before and it didn't work" ✅ PAUSE Your prospect will correct you☝ So why is saying "why" bad? Your prospect will get defensive. It comes off as too aggressive and you haven't necessarily earned the right to ask why. You sound like you're about to fight the prospect... Seek to understand by being understanding - not by being aggressive and annoyed 🧘‍♂️ #coldcalling #SDR #sales

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We’re CELEBRATING 9 new AE & SE job offers!!  🎉 The offers ranged from $145K to $300K 🔥 Join me in congratulating 👏 these folks on their job search wins.… 𝗔𝗰𝗰𝗼𝘂𝗻𝘁 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 ($180 OTE) blew away the panel in his presentation interview to land his job offer 𝗔𝗰𝗰𝗼𝘂𝗻𝘁 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 ($160K OTE) created a territory and ramp plan to stand out from the sea of candidates. 𝗦𝗿. 𝗔𝗰𝗰𝗼𝘂𝗻𝘁 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 impressed at every stage through a grueling 2+ month long interview process to land a $250K OTE role. 𝗦𝗮𝗹𝗲𝘀 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿 only took 34 days from starting with us to land a job offer ($190K) with a high-growth start-up. 𝗦𝗿. 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁 ($238K Total Comp) got a title bump and increased their comp by nearly $100K at a fast-growing start-up company. 𝗦𝗿. 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿 ($200K OTE) used a unique and creative presentation to stand out in his demo presentation. 𝗦𝗘 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 ($250K OTE) was laid off but didn’t let that get him down. He followed the playbook and landed two competitive job offers. 𝗦𝗘 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 ($300K OTE) was ready for a new challenge, worked the network, and we helped him nail his intensive presentation interview round. These folks worked incredibly hard but were committed to the process, and it paid off! We couldn’t be happier for them! And we’re grateful to have been able to work with each of these clients on their job search. Job searching is a grind. If you’re currently going through it, make sure to celebrate your wins and personal growth along the way. Small wins eventually pay off in a big way. Keep pushing - your job offer is coming. 💪 _______ If you could use help with your job search, we specialize in Sales (AE/AM) and PreSales (SE/SC) roles. Click the link at the top of this post!

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You don’t need a big sales tech stack. It’s distracting. And it’s a waste of money. For most early stage companies, it can actually over complicate sales. It’s better to have a smaller and leaner sales tech stack. Some manual processes aren’t a bad thing. In my experience, big tech stacks can make it too easy to automate things. And sales is all about building relationships, diagnosing problems, and solving them. It can be too easy to buy a piece of tech without knowing what you actually want it to do. I always advise founders to do things manually first. Then see how technology might be able to compliment what you are doing. That’s how you scale and build repeatability in your processes.

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Unshackle your #CustomerSuccess Managers 👮‍♀‍ Take the handcuffs off them. ☎ Stop making them play the telephone game with leadership and the client. 🚗 Leadership needs to stop being a backseat driver. What am I talking about? Not allowing your CSMs to function as CSMs. When a customer needs help solving an issue, or they want to grow, give your CSMs the ability to help the customer. Stop making them come to leadership for permission or guidance on what to do. And Leadership 🛑 handling the issues with the client directly. You are teaching the customer not to use CSMs and to come directly to you instead. HOW? 📚 PLAYBOOKS: Give them playbooks they can use for different situations. Train them on how to use them. Role-play with them on how to use them in different situations. When the CSMs come to you with help/questions, use the playbooks to help teach them. 🎳 GUARDRAILS: Give them guardrails to keep the ball in play Like Bowling, having bumpers so the ball doesn't fly in the gutter guarantees you hit the pins. Teach them how to operate within the guardrails for success! Lessen the guardrail as they learn to manage more difficult customer issues! Some things need to be escalated to leadership for them to handle directly, but NOT EVERYTHING! 🛑 This is why you have guardrails in place. 📣 COMMUNICATION: Doesn't always come back to this? YES it does, WHY? If the CSMs are not communicating to you or in a way that you understand the issue, that is a #leadership fail. Teach them how to communicate with the customer and leadership to inspire confidence. If you don't trust what they are saying, you have a problem. More guardrails MAYBE, better training YES. 👩‍🏫 Being a leader is about enabling your team to do what they do best, what you hired them for. Stop being the backseat driver. Please give them the map 🗺 and the ability to drive the car to the location. ❓ What can we add to this to help leaders get out of CSM's way? #CustomerSuccess #CSM #Leadership #CustomerExpereince

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Be honest with why you need experience for your SDR/BDR role? You could be saving yourself huge amounts of money for the same results by going with an entry level hire. Legit reasons for needing experience - Complex sell with a tough buyer profile (CISO, CTO, CRO etc) - You don't have an outbound process or manager who can train. Non legit reasons - You're too lazy to train - You think hiring with experience improves your retention (it's the opposite) Analyse your SDR culture, could you be going with no experience?? #sdrjobs #sdrteam #salesjobs

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Big disconnect right now between frontline sellers and Exec teams I posted yesterday about a few things that have come up recently with a few leaders that have reached out to me. From that post, I got a slew of front line sellers reach out to me and tell me they feel like their companies just dont understand what its like being on the frontline. This is a fundamental breakdown of communication between the frontline, middle and senior leadership teams. The good news though, this can be fixed pretty quickly. The responsibility sits with Director and VP level leaders. Understanding and communicating about the real challenges the sellers are facing on the frontline is essential. Taking that feedback and championing it with senior leadership cross functional is an essential role function of the Director and VP. Too often, the Director or VP are too focused on trying to execute what the business expects that they do not take the time and effort necessary to solve these challenges. If you struggle with this, you are not alone. Help is out there and coaching is available for those of you that want it. Its our responsibility to ensure our frontline folks are heard and supported! Lets all do better.

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14 meetings, 9 opportunities, 4 closed/won deals, all in less than 60 days, all from one hour of prospecting. How'd we do it? This is a play I created at ON24 that I call our Executive Power Hour. A team of 8 or so pulled in our CRO and another senior leader for an hour meeting. Each person brought two accounts they were targeting, we all had LinkedIn and Sales Nav pulled up. "I'm trying to crack Komodo Health...who do we know?" We weren't looking for who knows who - that's table stakes with Nav and if you have TeamLinkExtend enabled. (<---don't sleep on this insanely impactful feature of Sales Nav). We were looking for who knows someone who knows someone. We were looking for the, "I don't know anyone but my neighbor is connected with their CMO and it looks like they worked at UHG together for seven years, I'm on it." Your executives' networks are brimming with senior level people who also know senior level people. And execs are more likely to say yes when other execs make the ask. In one hour of teamwork, we put referrals and relationship selling to the test, and it stands to be one of the easiest ways to source meetings. We not only found camaraderie and motivation through these wins, but we increased speed to lead and speed to trust by coming in through trusted sources. Bonus? It gave that team great exposure to senior leadership that they didn't ordinarily get. Double bonus? You can create a killer monthly or quarterly SPIF around this, complete with leaderboards and prizes. The full playbook for this move is available in our prospecting playbook, along with nearly fifty pages of education and plays that will set your bookings on fire, but will also teach you how to use Sales Navigator to sell exactly like I do. https://lnkd.in/g4kSRRVe #samsales

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