Liz Kania

SDRs are the backbone of every sales engine—but outdated scripts, vague processes, and one-size-fits-all outreach leave even the best SDRs frustrated and prospects cold. If your SDRs aren't hitting quota, this blog explores what makes a winning SDR strategy—from precision targeting to hands-on enablement—and demonstrates how a modern, growing playbook can open motivation, pipeline growth, and increased revenue. Check out: https://lnkd.in/gJgJG6QP #SDR #SalesDevelopment #SalesLeadership #PipelineGrowth #B2BSales #SalesPlaybook #BeyondCodes #SalesStrategy #ModernSelling

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Sales teams are always moving fast. It can feel like there's no time to stop and see what's really working and what isn't. But Katie Egge, RVP of Major Accounts at Salesloft, has a great way of helping her team spot their blind spots. Here she shares how she uses a simple, repeatable process that helped her team beat their quarterly target, increase new bookings by 36%, and 3x pipeline coverage.

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At Salesloft , we’re leaning into AI to eliminate manual work across revenue teams—and it’s sparking great conversations internally about how other functions can do the same. The evolution of talent acquisition is fascinating and AI is clearly reshaping how we hire. As someone who’s spent 25+ years recruiting across Fortune 500s, Private equity, VC-backed startups, and agency environments, I’ve seen firsthand how the role of technology continues to expand. AI offers clear benefits..especially in bringing scale and efficiency to the process: - Process more candidates without growing your team - Automate repetitive tasks like resume prioritization and scheduling - Improve response time and candidate experience - Potentially reduce bias when implemented thoughtfully But while I’m optimistic about the possibilities, I also want to share where I think we need to pause and protect the human element..particularly in the initial recruiter screen. This first conversation isn’t just about checking boxes. It’s where we read between the lines, build connection, and become strategic partners for both the candidate and the business: 1. We understand nuance—beyond keywords, into culture fit and leadership style 2. We explore adjacent fits that tech might miss 3. We act as brand ambassadors and relationship builders So while I’m all in on using AI to remove friction, speed up processes, and unlock capacity, I believe it enables, not replaces, what great recruiters do best. Let’s discuss—where do you see the sweet spot for AI in recruiting, and how do we make sure we keep the human in the loop? As a Talent Acquisition leader I would be remiss if I didn't give this message a call to action: please visit the Salesloft career page for insights on our company and current openings. #TalentAcquisition #Recruiting #Leadership

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If I could give one piece of advice to a seller trying to engage me, a VP of Talent Acquisition, it would be this: Stop leading with your technology features…and start by showing a deep, nuanced understanding of my single biggest challenge: attracting and retaining top-tier talent at scale. Here’s the common misconception: Sellers often assume I’m driven by cutting costs or chasing the latest shiny tech. In reality, my 20+ years leading and scaling global HR functions have taught me that my ultimate responsibility is to secure the talent that fuels company growth…whether that means building a small, high-performing team or hiring 3,000+ people in a single year. What makes me tune out: Boilerplate emails about “improving efficiency” or “streamlining processes” with no connection to real talent outcomes. I’ve built and launched global TA functions. I’ve implemented countless TA platforms and tools. A generic pitch tells me you haven’t researched my business priorities. What makes me lean in: A seller who connects their solution directly to my strategic goals: > How will your solution help us manage massive volume and maintain quality, matching the success of my former team, which hired over 3,000 people in a single year, all without lowering the quality bar? > Targeted Engagement: How does your technology dramatically improve our ability to strategically identify and engage passive, high-demand talent and convert them into active candidates? > Driving Diversity & Quality: At a prior employer, I achieved a 63% diversity hire rate. Can you show me how your product will enhance that kind of D&I strategy? > Data integrity & Analytics: Reliiability of data is paramount. The ability to then analyze that data is mission critical. Does your solution solve this historical shortcoming of the TA tech stack? > Elevating Experience: How does your technology materially improve the hiring manager and candidate experience, turning a high-volume process into a high-touch strategic engagement? Frankly, in a high-growth environment, I’m already leveraging AI tools for competitive advantage. The best sellers use those same tools (like Salesloft’s Buyer Identification Agents and Person Research Agents) to understand my background before they ever reach out. My advice is simple: Great selling means understanding that my strategic goals aren't about the tool. They’re about talent. Show me how you help me win the talent war, and you’ll have my full attention. #talentacquisition #leadership #sales #AI #salesloft

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SKO is broken. AI is noisy. Training doesn’t stick without managers. That was the consensus at the Q3 Enablement Growth Forum. Leaders agreed SKOs must be redesigned as launchpads for execution, AI must be put to work where it delivers measurable time savings, and managers must turn training into habit through accountability. Read Ray Makela’s recap here: https://hubs.ly/Q03Npcs50

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Only 38% of companies have an adoption framework. Without it, onboarding falters, health scores lose accuracy, and renewals become harder to secure. Two of the top five health score indicators depend on adoption frameworks, and without them, leaders make renewal decisions on incomplete data. 📘 Download The Customer Success Capabilities Framework to benchmark your organization and unlock new growth opportunities: https://bit.ly/3UGJOpj #CustomerSuccess #CXLeadership #RevenueGrowth #B2BStrategy #TechServices

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No doubt about it. AI has definitely changed recruiting. Faster workflows. Better insights. Bigger influence on hiring decisions. But layering AI on top of a stack of disconnected tools? That just creates more noise. Real progress comes from orchestration. Workflow-driven recruiting on one connected platform where every interaction, every data point, and every decision stays aligned. Less juggling systems. More focus on candidates and decisions that matter. If you’re thinking about where TA tech is headed, this ebook digs into it 👉 https://lnkd.in/eih3AgFQ

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If you’re trying to improve engagement, performance, or retention, start with your managers. Here’s the Manager Enablement Framework I use👇 1️⃣ Diagnose Most enablement efforts start with assumptions. Instead, start with data. Use engagement scores, review insights, and turnover patterns to spot where manager gaps are affecting the business. Investigating is about finding the right root cause, it's not a witch hunt. 2️⃣ Plan Once you’ve identified the gaps, build targeted support. That might include: → Clear expectations for what “effective management” looks like → Coaching frameworks tied to performance review cycles → Role-specific competencies for people leadership Don’t assume every manager knows what good looks like. Define it. 3️⃣ Act Give managers tools to actually apply what they’re learning. This might look like structured 1-on-1 templates, goal-setting systems, and feedback practice sessions. Even better, get them a coach or mentor who can they can practice with in a safe setting. Without a clear structure, even the best intentions can lead to stress, not support. 4️⃣ Repeat Track outcomes. Share wins. Adjust based on what’s working. Use engagement data, manager feedback, and business outcomes to continuously refine. This framework turns enablement into a practice, not a one-time initiative.

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Only 36% of PS teams work proactively with sales and CS—despite a majority agreeing that this alignment is a clear path to better margins, improved retention, and greater efficiency. ❓So what’s holding them back? ❓Where are top performers pulling ahead? ❓And how can your team close the gap? ���️ Download the full #GSD25 report to find out: https://bit.ly/3ZB12Y5 #ProfessionalServices #CustomerSuccess #RevenueGrowth

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Your CSM manages more revenue than your best AE. Nobody talks about this. The average AE carries a $1-2M quota. The average CSM is sitting on a $5-10M book. That's 3-5x the revenue impact. Every single day. And how does the org treat that? The AE closes a $500K deal. Gong. President's Club. Accelerators on every dollar. The CSM saves a $1.2M renewal that was walking out the door, expands it by $300K, and gets a Slack emoji. Same revenue. Completely different value signal. And we let this happen. CS leaders accepted the lesser comp structure because we were told "retention is its own reward." We stopped making the revenue case. We let finance call us a cost center and we adjusted to it instead of fighting it. We built the cage. Then we complained about being in it. You want to fix CS turnover? Fix the math. Comp on GRR and NRR impact. Celebrate saves like closed-won. Build a career path from CSM to GM — not from CSM to "be grateful." Because when your best CSM leaves, they don't just take their title. They take the relationships that keep your biggest accounts from picking up a competitor's call. 𝗖𝗦 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗵𝗮𝘃𝗲 𝗮 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗽𝗿𝗼𝗯𝗹𝗲𝗺. 𝗬𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗵𝗮𝘀 𝗮 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 𝗽𝗿𝗼𝗯𝗹𝗲𝗺. 𝗔𝗻𝗱 𝗖𝗦 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 — 𝘄𝗲 𝗵𝗲𝗹𝗽𝗲𝗱 𝗯𝘂𝗶𝗹𝗱 𝗶𝘁 𝗯𝘆 𝗻𝗼𝘁 𝗱𝗲𝗺𝗮𝗻𝗱𝗶𝗻𝗴 𝗯𝗲𝘁𝘁𝗲𝗿. ⁉️ What's the total book value your CS team manages vs. your sales team's combined quota? Run the number. Then ask yourself why comp doesn't reflect it. #customersuccess #csleadership #saas #revenuegrowth #therevenueratio

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🚀 How Rev Ops Teams Nail Strategic and Tactical Success 💡 I was really surprised by how so many Rev Ops pros are still wrestling with showing their impact while juggling strategic and tactical work. If you’re feeling randomized or struggling to prove your team’s value, you’re not alone! Here’s the no-fluff, no-gate approach I use to keep my team aligned and driving results every quarter. (And yes, it works for teams of 5 or 500!) 👇 1️⃣ Set the North Star: Share quarterly leadership (xLT) goals with the team. Clear direction = focused effort. 2️⃣ Ideate with Purpose: Ask everyone to write a 1-pager on what they believe will move the needle most. No need for Pulitzer-worthy writing here - use the voice to text to get your idea out and edit —just clear ideas on why it’s worth our time. 3️⃣ Collaborate, Don’t Compete: We review everyone’s ideas together. No “gotcha” moments—just open feedback and spotting opportunities to amplify impact through adjacencies. 4️⃣ Prioritize Ruthlessly: Collectively decide on the highest-impact initiatives. Then, we go do it. No further approvals needed. If we find out it’s wrong, stop. Move onto the next thing. Don’t throw good time effort and energy after that. 5️⃣ Stay Transparent: Bi-weekly “Ship/No Ship” emails keep stakeholders in the loop. Key updates are above the fold for quick reads, with details for those who want to dig in. It’s not about bragging—it’s about clarity: what worked, what didn’t, and what we’re learning. 6️⃣ Balance the Ad-Hoc: We reserve a % of time for ops, BI, tooling, and KTLO (keep-the-lights-on) work. If KTLO creeps too high, anyone on the team has my backing to challenge it with a lightweight business case. Can’t agree? Escalate to leadership with a zero-pressure process. 7️⃣ Share the Journey: Wins, losses, lessons, funny playlists, Batman jokes, Sabrina carpenter songs you get stuck in your head even though you don’t actually listen to Sabrina Carpenter…lay it all bare. How else do we grow? 💡 Pro Tip: This framework scales! For larger teams, tweak meeting cadences, but the core stays the same. What’s your take? What’s missing from this approach, or what do you do differently to keep your Rev Ops team firing on all cylinders? Drop your thoughts below—I’m all ears! 👇 #RevOps #BusinessImpact #Leadership #Teamwork #StrategyMeetsExecution

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🚨 In 2025, speed doesn’t win deals. Precision does. Buying groups are bigger. Pipelines are noisier. And most teams are still selling like it’s 2018. We put together a no-fluff guide on what top CROs and GTM leaders are doing differently and how your team can: ✅ Build pipeline with intent + fit ✅ Align GTM around live buyer signals ✅ Navigate org charts, not just personas ✅ Prep smarter for every call ✅ Forecast with actual buyer behavior 🔍 Every section includes actionable best practices (and zero jargon). If your team’s done guessing and ready to sell with precision → 📖 Read the full guide: https://lnkd.in/gmPMSFxy #SalesLeadership #EnterpriseSales #B2BSaaS #CRO #SalesOps #GTM #OrbitShift

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Show me your Sales Compensation plan, and I will tell you exactly why your Customer Success team is burning out. There is an old saying in economics: "Incentives are destiny." If you want to understand why your Churn Rate is high, don't look at your Customer Success onboarding deck, look at your Sales Commission structure. In my professional experience, I have seen the same pattern repeat in startups and MNCs alike: - We pay Account Executives 100% of their commission upon "Closed Won." - We give them zero penalty if that customer cancels in Month 3. - We act surprised when the Sales team closes "bad fit" deals to hit their quarterly quota. When you pay strictly for the signature, you are essentially paying your sales team to throw grenades over the wall into the Customer Success department. The Rep gets the club trip and the CS Manager gets the angry midnight email. True Revenue Operations isn't just about administering these plans; it’s about designing them to align human behavior with company health. The best comp plans I’ve worked with introduced a simple "Behavioral Guardrail": Claw back. - If the customer churns within 90 days, the commission is returned. - Alternatively, a "Retention Kicker": You get the last 20% of your commission only after the client goes live. Suddenly, the conversation changes. The Sales Rep stops asking, "Can we get this signed today?" and starts asking, "Is this client actually ready to deploy?" Ops isn't just about software or spreadsheets, it’s about psychology. If you want to fix your delivery problem, start by fixing the incentive that created it. #RevenueOperations #SalesCompensation #Incentives #CustomerSuccess #Leadership #Strategy

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