If I Could Do It ALL OVER AGAIN as CRO...

I've built high-performing GTM teams from the ground up - three different times as an operator.?We achieved hypergrowth,?but it was a constant battle against the clock. Zuora , Productiv ,? Applied Intuition ... Each time,?we sprinted to scale,?pushing the limits of what seemed possible.

And yet,?if I could rewind the clock and do it all again,?there's one thing I'd obsess over even more: SPEED.

The startup world is a race... Gosh, the Tech business world is a race. The Silicon Valley is a race. ?A race to capture market share,?to disrupt industries,?to outpace competitors, A race to WIN! and then win again! The team that scales (the business) fastest often wins.?And especially because of AI it doesn't just mean launching your product faster; rather launching and executing on your go-to-market (GTM) engine!

Let's be real,?hiring is a slog.?I've spent countless hours in meetings with recruiters,?poring over resumes,?and conducting interviews.?Some weeks,?I spent more time on talent acquisition than I did managing my teams.?It's a necessary evil,?but it's a massive time suck.        

Then there's the financial drain.?Even entry-level positions in the US come with hefty price tags.?Salary,?benefits, bonuses...it all adds up,?and it limits how quickly you can build out your team.

The "investor society" expects high performance, but while managing spend effectively.

Now,?imagine this:?a way to tap into a pool of pre-vetted,?fully-trained talent at a fraction of the cost.?A way to swap out underperformers without a second thought.?A way to scale your team at lightning speed,?giving you more feet on the street,?more conversations with prospects,?more opportunities to dominate your market.

Here's what I realized about a year ago:?offshore talent today is not what it used to be.?These folks have the same level of experience as US talent.?They have access to the same cutting-edge tools thanks to the SaaS revolution.?They've been working in global industries for decades,?honing their communication skills and adapting to international markets.?Plus, with experience in high-volume environments,?they're often more resilient to burnout and turnover.

That's the power of offshore talent.?It's not just about filling seats,?it's about tapping into a global workforce that's skilled, adaptable,?and ready to drive your business forward.?It's the game-changer I wish I had known about sooner.?Because when you're in a hyper-competitive market,?every extra resource,?every extra conversation,?can be the difference between winning and losing.

That dream of rapidly scaling a GTM team without breaking the bank??It's not just a fantasy.?It's a reality... Over the years, I've helped numerous companies achieve through the power of offshore talent. The following probably sounds like an ad ... in a way it is - I wish everyone tried to harness and leverage the power of offshore talent in ways it is effective for their business to drive a true unlock!

I'm not talking about replacing your entire team with outsourced resources.?Your top-performing sales reps and enterprise sellers are invaluable.?But for roles that require quick ramp-up and high volume,?like SDRs,?inside sales for high-velocity deals,?marketing,?customer success,?renewals,?customer support,?sales ops,?and RevOps...offshore talent can be a game-changer.

Here's a real-world example (without naming names,?of course):?a high-growth SaaS company was struggling to hit its revenue targets.?Their in-house team was stretched thin,?and hiring was painfully slow.?We stepped in,?building them a dedicated offshore pod within weeks.?By leveraging this cost-effective,?hand-picked, trained, high-performing GTM team, which augmented part of their in-house team and replaced another part of it, they were able to blitzscale their pipeline,?hit their targets,?and even achieve the coveted "Rule of 40" – all while maintaining the same level of quality and expertise.

The plan was to suck up all of the oxygen in the room from the competiton and get more at-bats; and it worked!

On the flip side,?another success story is our work with a mature (series D) tech company facing budget constraints.?Their GTM spend was unsustainable, but they couldn't afford to sacrifice productivity.?By strategically replacing 50% of their local GTM teams,?we helped them cut their $1.5M annual spend by 25%,?without missing a beat.

These aren't isolated cases.?The potential of offshore talent,?when harnessed correctly,?is immense.?It's about augmenting your team,?not just blindly replacing it.?It's about gaining the flexibility to scale quickly and efficiently,?without compromising on quality or results.

That's the power we leverage at Exordiom Talent ?We've built a network of over 500 pre-vetted, hand-picked (by Marc Diouane and me)?experienced professionals, who are ready to hit the ground running.?No more endless hiring cycles or HR headaches.?We handle everything,?from sourcing and training, payroll,?and managing out low-performing resources and replacing them immediately, so our Clients can focus on running a company!

Now,?you might be thinking,?"Okay,?this sounds great,?but...really??Can offshore talent truly deliver the same results as my in-house team?" I hear that skepticism 100% of the time when I share my viewpoint,?and it's understandable.?The old stereotypes about outsourced work still linger.

But here's the reality:?the talent pool available offshore is incredibly deep.?We're not talking about yesterday's call centers. These are experienced professionals with the same skills,?tools,?and ambition as your local hires.?In fact,?I've seen many cases where offshore teams outperform their in-house counterparts,?driven by their hunger to learn and grow. (PS: I have my own offshore resources now for various GTM tasks).

That's not to say it's easy.?Successful scaling with offshore talent requires a deliberate framework.?It's about more than just finding the right people; it's about empowering them with the tools,?processes,?and leadership they need to thrive.

Throughout my career,?I've honed specific operating frameworks like LASER, PADRE, CAGE, PG-Tuesdays, Thirsty Thursdays (my company Mafias know well) to build, recruit, and leverage high-performing GTM teams.?These frameworks aren't just about tactics,?they're about creating a culture of accountability,?continuous improvement,?and data-driven decision-making.?

It's about knowing how to run that Monday Morning Drill .

And they're designed to be location-agnostic,?meaning they work just as well with offshore talent as they do with your in-house team.

When you combine this structured approach with the speed and cost-effectiveness of offshore resources,?you unlock a truly unstoppable formula for scaling your GTM organization. That's what we have no engrained at Exordiom Talent .?We don't just provide access to top-tier talent; we embed them within a proven system that ensures their success,?and ultimately that of the startups that we work with.

If I could do it all over again,?I wouldn't hesitate to leverage offshore talent from day one.?It's not just about filling seats; it's about injecting your GTM strategy with a turbocharged dose of speed,?flexibility,?and cost-efficiency.?It's about building a truly global team that can take your business to new heights.?And that's the one thing I wish I'd done differently.

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