1/ Having run a sales organization for the past 1.5 years, I find that hiring great talent is harder than for other roles. Lots of "right place right time" (oh, you sold MS Office in the 90s; SFDC in the 2010s; Slack in 2018) or "rode the wave" of lead gen or existing process.

2/ Nothing against those candidates. They made $$$ and crushed quota after quota while their companies grew. These candidates retain best practices (v helpful) but don& #39;t recognize the https://abs.twimg.com/emoji/v2/... draggable="false" alt="⚡" title="High voltage sign" aria-label="Emoji: High voltage sign">https://abs.twimg.com/emoji/v2/... draggable="false" alt="💡" title="Electric light bulb" aria-label="Emoji: Electric light bulb">watershed/pivotal moments that provide insight and don& #39;t contribute to product knowledge.

3/ Rather, the ideal candidate is elusive and not easily identified by a resume. She/he likely has varied experience building businesses, iterating on products, or as an industry SME. She/he is hungry and improvisational. Good at building relationships, but better at probing.

4/ I& #39;m looking for that type of person in building out our team at Spring Labs. She/he isn& #39;t a salesperson, but a business builder who knows that the highest-leverage function for early-stage enterprise tech is (arguably) the BD team. See more here! https://jobs.lever.co/springlabs/0ebca32a-6905-41fc-b2b7-d4df1c870ac4">https://jobs.lever.co/springlab...