To pull off the biggest heist in history — lifting $150 million from Terry Benedict’s Las Vegas casinos — every member of Danny Ocean’s team had an important role to play. And to win over moviegoers, the directors of Ocean’s 11 needed to ensure the casting of each of those members was done intentionally, from the cool confidence of Brad Pitt to Matt Damon’s likable yet socially reserved demeanor. Without each actor’s alignment to the role they played, the heist — and the movie ratings — would have fallen flat.
Similar thought should be given when hiring for a go-to-market team. Part sales, part marketing and part customer success, each member’s skill set plays an important role in driving the adoption of a tech company’s product.
“Hiring the right profile is like selecting the right actors for a blockbuster movie,” said Javier Molina, chief revenue officer at Starburst. While a company might know who its audience is, without the right team to develop and execute on a strategy to reach them, the product might never gain the customers it deserves.
Built In Boston sat down with Molina — as well as leaders from Leyton and Definitive Healthcare — to find out what positions they’re looking to add to their teams this month to help drive blockbuster growth.
What they do: Leyton helps businesses maximize their tax credits and financial incentives. The consulting firm’s goal is to educate and create awareness of the United States tax credits available to business owners. “We work in a space that is complicated by nature, and most of our clients aren’t familiar with the tax credits we advise on,” explained Senior Account Executive Greg Strait. “The more we can educate and advise our clients on these matters, the better off our firm and clients are.”
Who they’re looking for: Instead of hiring candidates who have preconceived notions of what will make them successful at Leyton, the company looks for candidates who have an eagerness to learn. “The best reps come in and become students,” Strait said. They put their ego aside, learn from successful and tenured reps on the team and absorb as much knowledge as they can. “The new hires who come in with a genuine curiosity about our business usually become contributing reps quickly.”
The best reps come in and become students.”
Supportive team: “Whether you’re three weeks into the role or three years, everyone is willing to help,” Strait said. The experienced management team makes sure new employees receive the level of training that will lead them to success. “We are a close-knit group that is competitive but also encouraging.” Strait said the team has, “built great camaraderie since coming back into the office.”
What they do: The data platform powered by Definitive Healthcare provides physician and facility insights to industry partners ranging pharmaceutical and biotechnology to healthcare IT and staffing. Growing the team is a key priority in the year ahead, and the company is committed to investing the time and resources current employees need so they can develop and improve in their roles. “Our organization and its performance are only as good as the individuals who drive it,” said Keegan Hellweg, associate vice president of new business sales. “We want to continue to raise the bar for our teams and provide each individual with the support they need to grow.”
Our organization and its performance are only as good as the individuals who drive it.”
Who they’re looking for: “The most important trait for success on my team is curiosity,” Hellweg said. Definitive Health is looking for candidates who are curious to learn about the company’s industry, product offering and the clients they serve. “I often find that a natural curiosity leads to more genuine and impactful sales conversations,” he said. “We need to be innovative and agile to succeed, and curiosity is the root of those two things.”
Cohesive culture: “On my team, we always aim to operate as one,” Hellweg explained. “We have each other’s back, we support one another, we lend a helping hand and, most importantly, we are united in working toward a single goal.” His team prioritizes communication and transparency and they also have fun — all factors that lead to their cohesive culture.
What they do: Starburst provides an analytics engine that helps customers maximize the value of their data. The company is in a high-growth phase, investing more resources in development and enablement for the benefit of both the company and its employees. “With our latest round of Series D funding, we have set our eyes on the horizon and have big goals,” said Molina. “There is a focus on what we do, on how we win, on our product, on our accounts, on our leadership and development, and on hiring.”
Who they’re looking for: “While experience is critical for senior roles, we’re really focused on potential,” Molina said. “Our ideal candidate is someone who fits our values of authenticity, inclusive meritocracy, grit, humility and ownership.” He is looking to hire people who are excited and motivated to learn the company’s technology and sales process, and who want to grow personally and professionally.
Our ideal candidate is someone who fits our values of authenticity, inclusive meritocracy, grit, humility and ownership.”
Productive environment: As a startup that’s still developing its culture, Molina explained, “If we can create the right environment that is inclusive, drives strong productivity and enables people to thrive, it will become our company’s superpower.” That starts with hiring great people on the go-to-market team. “We are excited to bring on more people who will add value to our culture and grow alongside our fast-growing company.”
