I got invited onto @Danielle Messler's podcast, Human First from the @Captivate Talent folks, to talk about how AI is changing hiring for go-to-market roles. We used my time building the sales org at ProfitWell, and what I'm doing now at Trove, as the backbone of the conversation.
It started with something personal: after 11 years building ProfitWell to a $200 million exit, I couldn't land a second-round interview as a sales leader. I had the headline but nothing to show how I actually got there. the idea that AI makes hiring more efficient is backwards...when every resume, cover letter, and interview answer reads the same, hiring managers lose the signal they need and fall back on old proxies like pedigree and Ivy League degrees (and this is bad!!!)
Outcomes are easy to show. Hitting 140% of quota doesn't mean much unless you can explain how you got there, who you worked with, and what you unlocked along the way. Past success is a decent proxy, but the sharper question is whether someone can apply that same instinct to get a company where it needs to go next.
Most of what I said came straight from hiring and scaling the sales team at ProfitWell, and how that's shaping the way I'm building Trove now.
Trove