I’ve been leading BD for our staffing desk and the only thing opening doors lately is a short audit call where I share 24-hour pipeline snapshots and Chicago/NYC salary data; last week it turned a skeptical COO into a signed MSA in 48 hours. If you’re a hiring manager or founder trimming vendors but still need vetted RevOps or CS talent, would a 15-minute chat with 3 role-specific resumes in advance feel worth it?
One tweak that’s worked for me: before the “15-minute chat” I send a 7-minute Loom with a 24-hour “available now” snapshot and Chicago/NYC salary bands, anchored by one anonymized resume the COO can forward internally, which often compresses the MSA to a single follow-up. Caveat: if the redactions are heavy it kills trust, so get candidate OK to show one hard metric (NRR/quota) or do it live with a quick screen share.
I’m closing wary founders by opening the audit with a 90-second ‘why we passed’ — two rejected profiles and the exact mismatch — plus a 14-day time-to-fill forecast; COOs trust the filter more than the hype. Agree with @vhall12 on a pre-read; I skip Loom for one annotated PNG tied to a live req and promise, ‘if you don’t learn 2 new things by minute 10, we bail’ — like showing your work in math; want the template?
Building on @tevans69, I start the audit by live-calculating a simple ‘cost of delay’ — ‘every week without a Senior CSM is ~$14k in expansion risk’ — then offer a 30-day pilot with a no-fee backfill guarantee; caveat: it only hits if you use their ARR and seat counts.
Quick example: I’ve been sending a single-page pre-read with three anonymized scorecards (skills, comp, notice) and a 10‑day funnel forecast plus a blunt line like ‘at $150k OTE you’ll get AE‑lite CSMs’ — no deck, just the receipts — and it’s cut my MSA cycles in half. Caveat: CFO/COO types rarely watch Looms, so I swap it for a calendar hold and a live Google Sheet tied to local vs remote salary bands; @tevans69 your cost‑of‑delay hook pairs well with this.