Diana Yuen Kei Chan’s Post

My client just fired all his SDRs and is booking more meetings than ever. heres the brutal math most miss: Traditional SDR model costs: - 60k base salary - 15k in benefits - 25k in tools and overhead - 3 months to ramp - 50% churn in year 1 thats 100k before they book a single meeting Now look at actual conversion metrics: - 100 emails sent per day - 2000 emails per month - 0.5% positive reply rate - 10 meetings booked monthly - 20% conversion to opportunity - 25% close rate Final output: 6 closed deals per year per SDR The math simply doesnt work for most b2b companies unless your ACV is 50k+ But heres what changes with modern outbound systems: - Research + enrichment happens automatically using Clay - campaigns trigger based on RB2B website visits  - infrastructure handles itself with Hypertide.io - one operator managing Instantly.ai can send 10x volume Your cost per acquired customer drops by 60-70% minimum The companies winning right now arent the ones hiring massive SDR teams They're the ones building intelligent systems that let a small team drive outsized results Modern outbound is about leverage, not headcount Curious what math youre seeing in your outbound programs?

We are hiring fast! As our agency continues to grow, we’re expanding our team to meet the increasing demands of our clients. Despite being a lean team of 8, our ability to deliver exceptional results hinges on the quality of our hires. Here’s a look at the 5 key qualities we prioritize in every new team member to ensure they're the right fit for our dynamic team: 1. Adaptability Things change fast in our industry, and we need people who can switch gears quickly and handle whatever comes their way. 2. Team-Oriented Mindset We do a lot of work together, so it’s crucial that everyone can get along well, share ideas, and help each other out. 3. Strong Communication Skills Clear and effective communication is crucial, not just for internal collaboration but also for managing client relationships. We value team members who can articulate their ideas clearly and also listen actively. 4. Problem-Solving Ability Challenges are inevitable, and the ability to approach problems creatively and efficiently sets apart the good from the great. 5. Passion for Learning The digital landscape is continually evolving, and we need people who are committed to personal and professional growth. A passion for learning new technologies, strategies, and industry trends is essential. These 5 qualities are non-negotiable for us (and it should be for you as well) because they align closely with our company culture and the high standards we set for our work. By focusing on these characteristics, we ensure that even with a small team, we are mighty in capability and can efficiently handle a growing roster of clients. As we continue to hire, these criteria will guide us in assembling a team that isn’t just skilled, but also a perfect fit for our aggressive growth plans.

I’m seeing a lot of people confused over what they need to do right now to grow their business and part of that confusion is coming from people assuming what others are doing is what they need to do. The reality is business owners need to focus on different things at different stages. Focussing on the wrong things can slow down your growth or worst still halt it altogether. So, what do you need to focus on? In the early stages of your business, it's all about survival. The priority is cashflow, audience building, things that give you immediate growth so at this stage you should be focussing on the critical tasks that will help you to move the needle. In this early stage the actions you take and the decisions you make are about the right now so if you are too concerned over the long-term vision at this stage, you are likely to miss immediate opportunities which will hinder your long-term growth. This is known as the launch stage of business and most businesses sit within this stage for at least 1-2 years, sometimes longer. As your business starts to grow and more importantly stabilise this is the time when you need to start planning for the future; this is the time when things like systems and processes become more important. This is when you would be potentially looking at hiring a team as you would need to start focussing on the longer-term plans. But even at this stage your longer-term vision may still only be the next couple of years as this is the stage to build solid foundations. This is known the growth stage of business, and many businesses choose to stay in this stage forever. They choose not to scale. Then finally there is the scaling stage of business. This is when you are really focussed on the longer-term vision, the 5–10-year plan, the expansion into new markets, the direction for your team and your business model and maybe even the sale of the business. This is a stage that not every business enters and that is absolutely ok.

Stop Trying To Hire The Smartest People. Hire people who show these 9 traits instead. Too many businesses focus on hiring for: - Qualifications - Experience - High IQ But the traits that truly matter. Are the ones that can’t be taught. Start hiring for these 9 rare traits To build a truly high-performing team: 1. Gets Sh#t Done ↳ They work through challenges and don't give up without putting in 100%. 2. Self-Awareness ↳ They are aware of their weaknesses and want to develop them. 3. Shows Empathy ↳ Always treat everyone with respect no matter their role or authority. 4. Strong Communicator ↳ Can communicate ideas and concepts very well with all types of people. 5. Great At Simplifying ↳ Understands difficult topics and can break things down into simple bites. 6. Control Over Emotions ↳ They have high EQ and never let emotions affect decisions. 7. Speaks Up ↳ Doesn’t just accept things and will speak up to make positive change. 8. Manages Time Well ↳ Is self-organised & self-managing and will provide updates clearly. 9. Enjoys Being Wrong ↳ They embrace different viewpoints and understand mistakes create growth. Hiring for experience will only get you so far, Start hiring based on these 9 traits to get ahead fast. --- Original Content Creator: Chris Donnelly (give him a follow)

1 thing I’ve noticed with early-stage MedTech startups: Many lack a well-structured sales process. This is especially true at the top of the funnel and something I hear a lot from early stage sales hires, particularly around prospecting and driving the right conversations. Clarity on strategy, measurements for success and processes are often missing... Junior sales hires feel lost without this level of direction. Frustrated reps often exit, costing time and momentum. That’s why hiring process-focused sales leaders is critical. Leaders who build & refine repeatable systems that consistently deliver results. Ideally someone who has 'cut their teeth' in a scrappy start-up environment, who has proven they can scale effectively. Although there are 'some' in the bigger players who could be equally as effective that have launched into new segments operating in tighter business units. A leader like this is the fastest way to build a winning team. __ Is this the type of hire you need heading in 2025? Get in touch, it would be great to chat with you👍 Yozi Search & Selection

"I shouldn't be admitting this on camera..." is how all great stories start :) Nic Yeeles ran his own companies as a founder CEO for years until he decided to get a VP Product role, except he had no experience in product roles before. Salaries looked impressive; others usually had 10 years of experience in product roles before getting to a VP level. 99% of people wouldn't have even tried. Nic bought a bunch of books and... faked it until he made it. Years later, he's in his third VP Product role, having learned everything on the job. I love this story because founders have a special energy. They look for solutions. They don't give up when things are hard. They fake it until they make it. They find a way. And that's what makes founders amazing employees when others hire them. Early-stage startups are all about learning fast; ex-entrepreneurs excel at exactly that. 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗷𝗼𝗯: -> You have more to offer than you think you have 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗖𝗘𝗢 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝘁𝗼 𝗳𝗶𝗹𝗹 𝗮 𝗖-𝗹𝗲𝘃𝗲𝗹 𝗿𝗼𝗹𝗲: -> Ex-founders are great at learning fast and navigating uncertainly; hire them

Hiring a virtual assistant (VA) offers numerous benefits, especially for entrepreneurs, small businesses, and even larger organizations. Here's a breakdown of the key advantages: 1. Cost-Effectiveness - Lower Overheads:Since VAs work remotely, there's no need for a physical office space, which reduces costs associated with utilities, office supplies, and equipment. - No Employee Benefits: Unlike full-time employees, you don't have to pay for health insurance, retirement plans, or other benefits. - Pay Only for Productive Time: VAs are typically paid by the hour or per project, meaning you only pay for the work done. 2. Increases Productivity - Focus on Core Business Activities: By delegating routine tasks to a VA, you can focus on high-value tasks that directly contribute to your business growth. - 24/7 Operations: With VAs in different time zones, you can ensure your business runs around the clock, improving responsiveness and customer service. 3. Access to a Diverse Skill Set - Specialized Expertise: VAs often come with specialized skills in areas like social media management, content creation, customer service, and more. - Flexibility: You can hire VAs for specific tasks or projects, allowing you to tap into different skills as needed without long-term commitments. Are you thinking about hiring a VA but feeling uncertain about where to start? Let's have a conversation I would love to share more insight and help you explore how a VA can significantly boost your business operation. Connect with me for more information on leveraging VAs for your success!

5 lessons from starting an agency it’s not all glamorous I’ve learned a lot along the way 1. Embrace the chaos- the reality is, nothing goes as planned. Be ready for unexpected challenges, and stay flexible. 2. Client management is key- you’ll quickly realize that maintaining relationships often matters more than just getting the project done. 3. Set boundaries early- burnout is real. Protect your time and know when to say ‘no’ to clients or projects that stress your focus. 4. Hiring is an art- the right team elevates your agency. Finding talent that aligns with your vision is crucial but challenging. 5. Celebrate small victories- success isn’t just about big wins. Acknowledge the little achievements to keep your team motivated. the journey is messy but worth it!

If companies are continuously hiring, it doesn't necessarily mean they are expanding; it could mean that people are continuously leaving. Companies are like museums: They often have established ways of doing things, systems, and values that rarely change, similar to how museums preserve and display artifacts from the past. People visit and leave: Employees come and go, contributing their time and effort but eventually moving on. You might become an antique: If you don't evolve, you risk becoming like an "antique"—stuck in time, unchanged, and possibly irrelevant in a constantly changing world. Overall, this could be a reminder to adapt and grow within your work environment rather than becoming stagnant.

How can you get more engaged and converting users? Give them something to play with 🦴 One of the most important metrics we look at when trying to drive growth is % of users who landed on your site->% of users who clicked the CTA (i.e. got a quote, booked a demo, signed up) There’s one way that every time I’ve done it has moved that metric: create something interactive. Whether it’s a calculator, a widget or a game, it will: 1. Keep your audience on site longer 2. Show them the value of your product instead of telling them 3. Give you an opportunity to delight your target customer These three things in turn will result in higher conversion rates. When thinking about what you want to create, make sure it addresses a problem your audience has or an answer to a question they have. For example: - If it’s insurance, give users the opportunity to input 3 parameters of the quoting journey and show a range of how much their quote will cost - If it’s an HR solution, give users the opportunity to input the size of their org, top priority hire and desired experience and show a budget suggestion for how to be competitive when hiring for that position. - If it's a hotel, let the user select the type of vacation they want and take them to a customized virtual tour. You'll end up with users who understand and see the value of your product and may even share it with their friends. Bonus points for turning the interactive unit into an ad 😊