Bee Downtown的动态

Hiring a Strategic Partnership Manager: The Key to Long-Term Growth ?? Long-term growth requires more than just a solid product or service. It demands strategic partnerships that can open doors to new markets, resources, and opportunities. This is where a Strategic Partnership Manager comes in. A Strategic Partnership Manager is a visionary who can identify, develop, and nurture relationships with key partners that align with your company's goals and values. They possess a unique blend of business acumen, networking skills, and relationship-building prowess that can take your organization to new heights. #StrategicPartnerships #LongTermGrowth #BusinessSuccess #Hiring

Hiring a Strategic Partnership Manager: The Key to Long-Term Growth ?? Long-term growth requires more than just a solid product or service. It demands strategic partnerships that can open doors to new markets, resources, and opportunities. This is where a Strategic Partnership Manager comes in. A Strategic Partnership Manager is a visionary who can identify, develop, and nurture relationships with key partners that align with your company's goals and values. They possess a unique blend of business acumen, networking skills, and relationship-building prowess that can take your organization to new heights. #StrategicPartnerships #LongTermGrowth #BusinessSuccess #Hiring

I used to think I was bad at business development. Or at least, I thought I was. ?? Carbon Talent landed our very first client in an unexpected way. A Design Leader reached out to ask if I’d consider joining their internal recruitment team. I politely declined, explaining that I was launching an agency with my husband, focused on helping pre-seed through Series D startups hire top-tier product, design, and engineering talent. Instead of walking away, I asked if he’d consider partnering with my agency. To my surprise, he said yes. We closed 4 positions for him. Then he told his colleague about our work, and we hired another position for her. Word spread, and soon we were closing roles for more people within their network. And so, it went—over and over—for the last 3 years. To this day, we haven’t landed a client through cold emails or aggressive outreach. What’s worked for us is being incredibly selective about the clients we take on, giving 110% to every partnership, and always going above and beyond what is promised. So, what do you think? Does that sound like someone who's bad at business development?

***Bluebird are hiring in Sydney*** I get asked weekly why on earth I made the switch from SaaS Sales leadership to the world of recruiting. TBH, my answer changes depending on the day...Part of it was a year of convincing from Machiel Kunst - and watching their unique value proposition gain so much momentum in Europe. It's hard work, but it's rewarding when you help, advise and strategise with SaaS leaders and help to give them a competitive edge in the market by finding the perfect compatible talent! And...it's amazing to help high performing candidates land their dream job. We have now made 10 placements in 5 months, launched a Podcast, established some amazing partnerships and have built a strong pipeline of candidates and great companies that are investing in growth in the region. Fun Fact: 4/10 candidates that we have placed were initially rejected by the hiring team before a first interview. We stood our ground, explained what we saw in them, got them to the first interview and the rest took care of itself! Anyway, we're hiring...we are looking for another Bluebird to join Christopher Georgiades and I here in Sydney. You must have worked for a SaaS company and been a top performing rep...and a little bit crazy...crazy enough to consider a career pivot to come and build a disruptive business with us! If that's you, reach out to us...

Two of the best people I know are on the market, and they won’t stay there for long. The first: I’ve worked with her for six years. She started as a marketing generalist and transitioned into enterprise sales. She’s the hardest-working, most thorough person I know, and she pairs that grit with a talent for authentic, diligent relationship-building—a rare combo in sales. The second: I’ve worked with him for three years. He’s a marketing generalist with a knack for crafting flawless events. His work ethic and sheer effort? Top-notch. You’ll be blown away. Both come from a small, scrappy, resourceful team—so they’d thrive in a startup. But a bigger company that operates with startup speed and agility? They’d crush it there, too. You'll want to meet them if you’re hiring for a seller or a marketing generalist who fits these profiles. Drop a comment, share this post, help me connect them with their next role. ?

Ever wondered what skyrocketing success looks like? ?? This is the power of working with a Fractional CMO. Gone are the days of hiring an in-house team. Now you can partner with Marketing Empire Group, who learns the ins and outs of your business to help it reach new heights. Just look at these statistics and imagine what we can do for you. Let's build your empire together! Learn More Today https://lnkd.in/gVdfn6u

My advice to founders on the question of hiring GTM roles: Hire someone who can act as a force multiplier for you. You already have the energy to lead and fundraise; now you need someone who can amplify that.

Come work with me at Six Eastern! We're hiring at Director-level (5-8+ years of experience) and for a new Fellow (0-1 years experience). In case my litany of past LinkedIn posts haven't convinced you to throw your hat in the ring... here's why I ?? working at SE: ?? We have the coolest clients. (And in case you don't believe me - four of them were named to the 2024 TIME Best Inventions list this week.) ?? You get to learn from the best in the business. Our founder Emilie Gerber spoke at TechCrunch Disrupt on Tuesday about startup PR success. We also have entire Slack channels dedicated to collaborating and learning from each other each day. ?? We're fully remote and work on flexible schedules. Because we're humans doing PR, not robots. ?? We focus our time on delivering results, not busy work. If you've ever agonized over a 15-page "Q1 PR Plan" that got thrown out after 2 weeks, you know exactly what I mean. Sound like what you're looking for? DM me.

Hiring a #partnerships team is crucial, but you also can't give the job to anyone... We've compiled a list of our top 6 qualities of a strong partnerships team. When you're hiring your next partnerships team member, you'll want to make sure they exhibit potential in all of these areas. In addition, here are some of the the top qualities that DIDN'T make it to the list, but we feel are just as important: #Methodical #Accountable #Organized #Committed #Analytical What are some other top qualities you look for when hiring a partnerships manager or anyone else in your partnerships team?

If you're a #Neuromodulation start-up preparing to enter the market, have you been wondering what the best Commercial organization structure is for your company? There are several options to consider, including CCO, Commercialization VP, National Sales Director, Marketing Director, and Market Access reporting to one of the above, Sales VP and Marketing VP reporting straight to the CEO, or remove the siloed approach and instead hire a Sales & Marketing VP or Director. Alternatively, you could hire an individual contributor VP/Director to execute a soft launch ahead of building out the commercial team medium-term. Or, you could opt for a purely strategic VP building their commercial squad ahead of launch for a faster/harder launch. Or many other options. Of course there is no one-size-fits-all approach. The objective and expectations set by the board and investors, market conditions for your particular indication/modality, and commercialization budget available all play a role in determining the optimal structure for your organization. What do you think? Is there a structure that tends to work better than others? #neurostimulation #commercialization #organizationaldesign