Brandon Bornancin

Founder / CEO (Exit w/ 2ergo Genesys)

Get my free newsletter at www.brandonbornancin.com 

Built a $250M AI business and share the lessons I’ve learned along the way to help you grow your business and make more money. 

I created Seamless.AI because I got tired of watching revenue teams spend most of their time hunting for contacts, phone numbers, and emails that didn't work.

Started in sales 20+ years ago. Worked my way up from SDR to building a company that serves over 1 million users. The problem was always the same: reps spending more time researching than selling.

We solved it by building real-time contact validation. When you hit "find" in our platform, we don't pull from a stale database. We research and verify that contact information in real-time.

The math is simple: better data means more connections.
More connections mean more meetings.
More meetings mean more revenue.

Author of six #1 best-selling books, including "Whatever It Takes" and "Sales Secrets."

I write down my goals every morning. Have for 20+ years. Discipline compounds.

The sales industry sells relationship magic. I prefer math that works.

Try it free today at Seamless.AI

CEO & Founder | The World's Best Sales Leads | Join Seamless.ai Free Today!

Seamless.ai delivers the world's best sales leads. Join for free today! 

Maximize revenue, increase sales and acquire your total addressable market instantly using artificial intelligence. 

Join thousands who are generating millions for free at www.seamless.ai.

Sales, Marketing & Entrepreneurship Event Speaker, Guest Podcaster & Guest Blogger: 

I commit to every speaking event, podcast interview & guest blogging request FOR FREE (As long as I’m available that time slot)! 

Please email me at brandon@seamlesscontacts.com with the event / podcast / blog interview details and I will work to accommodate: 

Past Speaking Engagements, Events, Podcasts & Blogs span the following: 

AA-ISP Event Speaker
InsideSales.com Event Speaker
Sales Development Conference Event Speaker
Sales Development Summit Event Speaker
Marketo Marketing Automation Event Speaker
Eloqua Marketing Automation Event Speaker
Google Search Marketing Event Speaker
Linkedin Social Media Event Speaker
Startup Sales Event Speaker
Enterprise Sales Event Speaker
Inbound Hubspot Event Speaker
CES Event Speaker
Startup Grind Event Speaker
Venture Summit Event Speaker
Demo Day Event Speaker
Linking Into Sales Event Speaker
Wall Street Journal Event Speaker


🚨 WE’RE HIRING 🚨 100% Remote 🚨 50+ Openings

Seamless AI is on a mission to help every professional maximize their success… and to do that, we’re growing our PLG, Sales, Engineering, Ops and CS team's in a BIG way.

We're hiring: 

✅ 1 Director, Demand Generation
✅ 1 Product Marketer
✅ 1 PLG Engineer
✅ 1 GTM Engineer
✅ 1 Cold Email Engineer
✅ 25-35 SDRs
✅ 1 Partnerships Director
✅ 1 Database Performance Engineer
✅ And many more

If you want to:
 ✅ Be part of an award-winning culture
 ✅ 100% remote flexibility
 ✅ Get full benefits, uncapped career growth & life-changing opportunities
 ✅ Make a direct impact on a hyper-growth tech company
 ✅ Wake up EVERY DAY FIRED UP to WIN…

This is YOUR moment!

At Seamless AI, we don’t just give you a job, we give you:
 ✅Challenging, impactful work where YOU make the difference
 ✅Competitive pay 
 ✅ A seat at the table at one of the fastest-growing SaaS companies in the world

Don’t wait. Apply today. LET’S GOOOOO! seamless.ai/careers

PS - For the Partnerships director role... this job isn't posted so email Mike Hopkins mike @ seamlessai.com

Founder & CEO @ Seamless.AI | 7x Author | Sales Secrets Podcast | Proud New Girl Dad

I had a conversation with Lee Salz about first meetings that shifted some ways I think about sales.

Lee dropped a truth bomb that resonated with me. He said most salespeople treat first meetings like discovery sessions, where they gather information about the prospect. 

But here's the problem... what does the prospect get out of that interaction?

Nothing.

Lee uses a bathroom analogy that's brilliant. There are two types of sales: takeaway sales (where you're trying to get someone to switch from a competitor), and new category sales (where you're introducing something completely different). 

Most of us are in takeaway sales, asking busy people to put aside 400 things on their plate to meet with us just so they can learn about our company.

Why would they take that meeting when they already have a provider?

This is why Lee advocates for consultation-style first meetings instead of discovery meetings. Just like you go to a doctor to understand your circumstances AND potential remedies, prospects need to get meaningful value from meeting with you.

His approach works. He mentioned helping a trash removal company in Minnesota differentiate themselves by asking one simple positioning question: "When's the last time you had your garbage cans cleaned?" 

Nobody thinks about that until you ask. Then suddenly they realize how gross their cans are and how much they'd love someone else to handle it.

The lesson here is powerful. When you're prospecting, you're not selling your product or service. You're selling the first meeting.

Listen to my full conversation with Lee on YouTube to learn his methodology for reverse-engineering first meetings that ACTUALLY convert.

https://lnkd.in/gmdNnQRr

🚨 BIG ANNOUNCEMENT 🚨

Today, we are launching something that changes outbound forever.

Meet CONNECT.

Our brand new sales engagement product and it is launching 100% FREE to every Seamless AI user starting today.

No upsell.
No trial.
No limits to “test it out.”

Just pure value.

For years, sales teams have been forced to duct-tape tools together:
 • One tool for data
 • One tool for email
 • One tool for calling
 • One tool for tracking
 • One tool for sequences

CONNECT changes that.

With CONNECT, you can now:
 ✅ Build multi-channel campaigns
 ✅ Email, call, and task prospects in one place
 ✅ Use Seamless data instantly inside your outreach
 ✅ Move faster with less friction
 ✅ Turn intent into conversations at scale

All without leaving Seamless AI.

Why are we doing this for free?

Because the best data in the world is useless if you cannot activate it.
Because sales reps deserve tools that help them win, not slow them down.
Because growth should be accessible, not gated behind paywalls.

This is just the beginning.

CONNECT is live.
CONNECT is free.
CONNECT is built to help you book more meetings starting today.

If you are already a Seamless user, log in now.

If you are not, now you know why over 1,000,000 sellers use Seamless AI.

Let’s go 🚀

I have one rule I never break. I only send pricing after the pricing review is booked. Not "let's circle back." Not "happy to walk through it." Calendar invite accepted. Agenda agreed. This single standard stopped my deals from dying in email.

Here's what most sellers miss:

1.) "Send Pricing" Rarely Means What You Think.

It usually means one of four things: they want a quick range, they need something to forward internally, they're ending the conversation politely, or they're genuinely ready. Only one rewards "sure, I'll send it over."

2.) Movement Isn't Progress.

A PDF moving through email is movement. A decision meeting on the calendar is progress. The moment you "just send it," you shift to an internal debate you won't attend. No control over what gets forwarded, summarized, or killed in Slack.

3.) Reframe The Request.

My script: "Two things first. I don't want to send a menu that creates confusion internally. And pricing only matters in context of what you're solving. Let's book 15 minutes - I'll map you to the right tier, confirm who needs to see it, and decide what's next. Tomorrow at 2 or Thursday at 11?"

If they say yes, you win. If they say no, you learned they didn't actually want pricing. They wanted distance.

4.) Run The Meeting With Four Questions.

Who signs if we agree on an option? What criteria will you use to choose? What are we solving first? If pricing fits, what's the next meeting?

Then send pricing immediately after. Not before.

5.) Make It Easy To Forward.

Generic PDFs get buried. Send a short note:

- Option A: for X outcome, Y team size, Z constraints
- Option B: if they need something different
- What I recommend and why
- Next meeting already scheduled

That's pricing that moves deals forward instead of stalling them.

No calendar, no pricing. Anything else is volunteering to get ghosted.

Cold outreach isn’t dead. Bad outreach is.

For years we’ve all done some version of define the ICP, build a list, run a sequence, hope they’re “in market...”

And when it doesn’t work, we tweak the subject line like that’s the problem.

What’s actually changing is how people buy (and how obvious the clues are now).

The new game is signal-based prospecting. That's what we built with Seamless AI.

Stop guessing. Start showing up when something actually happens.

Not “they fit the ICP.”
 
More like:
they just raised money
they hired a new VP Sales / RevOps
they’re staffing up SDRs
they’re launching something new
their tech stack is changing

On the person side:
they got promoted
they’re posting about a pain you solve
they’re engaging with content in your world
they’re clearly researching options

This is about not wasting your best message on the wrong moment.

If replies are down, it’s probably not your copy.
It’s your timing.

Job Changes, Connect, and our other products at Seamless help you always have the right timing based on signal and intent.

And I am super proud of being ahead of the game on this.

🚨 Today at 12 PM EST.... Be First to See Our 4 New Products + Surprise Bonus

We’re going live today for a special product reveal where we’ll announce 4 brand-new products that will change what’s possible for you this year!

And that’s not all…

We’re also announcing a bonus surprise you’ll only get by showing up live.

If you want to be among the first to see what’s coming next, save your spot now:

🔥 Register for the Live Webinar at 12pm est.

Link:  https://lnkd.in/g6e5HSi5

If you’re a founder who wants to quit… read this first.

After 10 years of building, I thought I was burned out.

Less energized.
More tired.
A little beaten down.

My motivation was still there, but the energy to turn vision into reality felt like it was slipping. Patience was thinner than when I first started.

I assumed something was wrong.

Then I became a father.

And for the first time in a decade, I truly stepped away and took a few weeks off of work…

At first, the break felt incredible.
Even with no sleep.
Even with a baby up every hour.

But after a few days, something unexpected happened.

I started missing the thing I thought I was sick of.

The work.
The hard problems.
The strategy.
The collaboration.
Building with a team.

When you wake up every day and your only job is to take care of a child, with almost no business or strategic thinking, you realize something fast.

I live and breathe building.

That’s when it hit me.

I wasn’t burned out on building a company.
I just needed a reset for my mind, body, and soul.

Burnout isn’t always a signal to quit. Sometimes it’s a signal to step away long enough to remember why you care.

Whatever you have right now, you want the opposite of it.

And once you get the opposite, you realize what you actually miss. It's a catch 22….

Becoming a father also taught me many things about leadership.

I had no idea how bad my time management really was.

When taking care of a baby…. your time gets compressed overnight, you learn to be ruthless with focus. Every second matters. There’s no room for fake busy. You either execute or you don’t.

It taught me to be ruthless w prioritization and time management…

Here’s my advice to any founder thinking about walking away.

Take 2 to 4 weeks off.

Fully off.

Then decide.

You’ll either come back re-energized and excited to grow again…

Or you’ll realize stepping away is truly what you need and it’s time to move on…

But don’t confuse exhaustion with misalignment.

Sometimes the legacy you’re building, for your family and for yourself, is exactly what reignites the fire.

And sometimes, the break is what saves everything.

Before you quit or shut down…. Take some time off.

Hard conversations in business get easier with two sentences:

“My intent is ______.”
“The impact I’m seeing is ______.”

Then add:
“Here’s what ‘good’ looks like going forward...”

Most conflict is just unspoken expectations colliding.
Clarity is kindness.

Businesses usually don’t fail because they ran out of ideas.

They fail because they run out of cash, often suddenly.

Here are two simple rules:

1.) Protect your runway first.

“Runway” = how long your business can pay its bills if sales slow down.
If you can’t survive the next few months, nothing else matters.

2.) Set aside tax money immediately.

Taxes aren’t “later.” That money isn’t yours to spend.
Put it in a separate account so you’re not surprised by a big bill.

Revenue can look impressive, but it doesn’t guarantee you’re safe.

Cash is what keeps the lights on.
Treat cash like oxygen. Protect it.

Travel doesn’t kill growth. Losing your revenue routine does.

Here's a sales example of a "revenue routine" to stay on track while traveling:

- 15 minutes: review pipeline + next actions.
- 20 minutes: outbound (or follow-ups).
- 10 minutes: customer touch (check-in or quick win).
- 5 minutes: cash check (invoices/receivables, if you run a team).

If I do nothing else, I protect 40 minutes for maintenance.

Growth isn’t a mood.
It’s a routine.

Before the month ends, I run a 10-minute business audit.

Pipeline: How many new conversations did we create?

Conversion: Where did deals stall, and why?

Retention: What caused friction for customers this month?

Cash: What’s runway today, and what changes next month?

Focus: What ONE constraint, if removed, that makes next month easier?

Most teams don’t need more tactics.
They need clearer feedback loops.

Review is how you compound.

Luiz Cent 🪙

Hire the top 1% of talent in LatAm in less than 21 days

I'm Luiz Cent, and it's great to meet you. 

If you landed here, I invite you to pause. LinkedIn is full of people trying to sell you something, and I am one of them, but only if you are buying. 

For over a decade I've been hiring talent internationally, as a hiring manager, as a business owner and as a consultant. Building top performing teams, fully remote has been a passion of mine for years and now it's our business. 

If you are looking to hire top talent, consider LatamCent, a nearshore staffing agency I founded helping USA-based companies discover the top 1% of talent in Latin America. We've helped VC backed, PE backed, and bootstrapped b2b companies find top talent in less than 21 days at 50-70% less than prices in the USA.

Taking the learnings from thousands of hires, our talent partners understand your business and goals. We've helped over 17 b2b tech companies hire Go to Market (Sales, CS, Marketing) and Engineering Talent in LatAm.

Previously, I led sales at Quolum, as a player-coach in the SDR/AE function. In less than 3 months we tripled our conversations and pipeline with half the resources. Through those conversations we re-positioned ourselves in the market, testing pricing strategies, and eventually pivoted from selling fintech to the CFO to selling cybersecurity to CISO. 

The 6 months at Quolum was a mini MBA, from board reports to Nexus/Sequoia, to selling ideas internally, it was as fast-paced as it could be taking early morning calls with India and late night calls with Australia. At Quolum I learned I never want to be a VP of sales again lol. 

Before joining Quolum, I led and grew the customer success and sales team at Mailshake, a product-led sales org that achieved over 100% YoY growth and 5+ million ARR. 

I also have a background in e-commerce growth, conversion rate optimization, SEO, and behavioral email marketing, having worked with 30+ eTailers and leading CRO programs for Optimizely's enterprise clients.

But my passion is entrepreneurship, having built eCommerce agencies, eCommerce stores, and hundreds of websites, keep shipping until one of them hits Product Market Fit. 

If you're in Miami Beach, come co work.

VP of Sales

Quolum is on a mission to save companies BILLIONS of dollars in unused SaaS applications.

Quolum is a full-stack SaaS Procurement product. We have created something out of thin air that sits at the intersection of Finance + IT + Procurement. 

To achieve responsible SaaS buying, we:

* Track feature-level utilization of SaaS apps
* Tame long tail spend via our own SaaS Card and accounting systems integrations
* Reduce FinOps drudgery by aggregating contracts and invoices
* Apply AI, Fintech, and IT workflow to reduce organizational friction.

Luiz Cent 🦉

Everyone says AI engineers are impossible to hire right now.

The real problem isn’t supply.

It’s misidentification.

We recently helped a company hire an AI engineer in LATAM, and the outcome came down to how he was evaluated, not where he was located.

He wasn’t hired because he “knew AI.”

He was hired because he had shipped models into production.

• He could explain tradeoffs in plain English.
• He cared about data quality more than model hype.
• He understood how ML fits into a real product, not just notebooks.

Most AI hires fail because teams optimize for signals instead of outcomes.

• Degrees don’t deploy models.
• Benchmarks don’t solve edge cases.
• And a flashy GitHub doesn’t guarantee product judgment.

The best AI engineers I see behave like product engineers who happen to be great at ML.

If you’re hiring AI or ML engineers this year, screen for:
• production experience
• communication
• business context
• willingness to push back when the model is the wrong answer

Filtering is the bottleneck, not geography.

DM me if you’re planning an AI hire and want a quick sanity check before you start.

#LatamCent #AiHiring #AI #SaaS #Nearshore

🦉 Luiz Cent

I help VC backed SaaS orgs build nearshore teams in Latin America

Most founders ask the wrong question when hiring in LATAM.

They ask:

“What’s the best country to hire from?”

The better question is:

“What problem am I trying to solve with this hire?”

Because country choice doesn’t fail teams.

Misaligned expectations do.

If you’re hiring engineers but optimizing only for cost, you’ll struggle at the senior level.

If you’re hiring GTM talent without prioritizing English and US-market exposure, deals will stall.

If you’re hiring support or finance without thinking about process maturity and compliance, quality drops fast.

I’ve seen teams hire in the “right” country and still miss targets.
Not because the talent wasn’t there.

But because the hiring model didn’t match the outcome they needed.

Nearshoring works best when you start with:

• the outcome you need in 6–12 months
• the roles that actually move the needle
• the level of risk your company can absorb

Country selection comes last, not first.

If you’re planning your next LATAM hire and want to pressure-test the model before you commit, my DMs are open.

#LatamCent #NearShore #Hiring #SaaS

Despite everyone saying developers are going to be replaced by AI, the most popular engineering role we hired for in 2025 was full stack devs!

Closely followed by AI/ML engineers, full stack devs are still in hot demand. 

Candidates who weren't AI curious, were definitely disqualified, and the candidates who stuck out are those that are vibe coding apps on their free time and weekends, and learning how to be more productive with AI.

If you are looking to build in 2026, slide in the DMs and we can share some profiles of top devs in market.

#NearShore #FullStackDev #LatamCent #Hiring

Every week, a SaaS founder asks me:

“What country should we scale in Latin America?”

The honest answer:

It depends.

It depends on the function.

Engineering, GTM, customer support, and finance all optimize for different things.

It depends on your goal.

Speed, cost efficiency, seniority, timezone overlap, or long-term leadership bench.

It depends on your model.
• Fully remote?
• One country hub?
• Building an office?
• Or starting distributed and centralizing later?

There is no “best country in LATAM.”
There is only the right country for what you are trying to build next. 

The top 3 countries we are hiring from are Colombia 🇨🇴, Brazil 🇧🇷 and Argentina 🇦🇷

Most hiring mistakes in nearshore come from choosing a country first and a strategy second.

Flip that order.

If you want a clear, practical nearshore plan based on your roadmap and roles,
DM me.

I help founders get this right before they make expensive hiring bets.

#LatamCent #GlobalHiring #HiringStrategy #Nearshore

Every week, a founder comes to us asking for a “Senior” hire.

And almost every time, what they actually want is something else.

This week’s call was with a fast-growing consumer app with millions of users.

They thought they needed:
• A Senior Product Designer
• 7+ years of experience
• Strategic design leadership

After 30 minutes of asking hard questions, the truth came out.

What they really needed was:
• Someone fully dedicated (not splitting time with side projects)
• Strong UI execution, not abstract UX theory
• Taste aligned with modern consumer apps 
• Zero micromanagement
• High autonomy and ownership
• Hunger to learn from other apps and trends

Seniority wasn’t the problem.

Titles weren’t the problem.

The gap was delivery + autonomy.

One line from the call stuck with me:
“We don’t need someone to make it look pretty. Millions of people actually use this product.”

This is where most hiring goes wrong:
Founders optimize for resumes instead of outcomes.

If you’re hiring designers (or engineers, or GTM roles), ask yourself:
• Do I need strategy, or do I need execution?
• Do I want leadership, or do I want ownership?
• Do I want years of experience, or current taste?

Clarity here saves months of mis-hires.

If you’re scaling a product team and unsure who you actually need, DM me.
Happy to help you pressure-test the role before you hire the wrong “senior” again.

#Hiring #Designers #LatamCent #Nearshore

Most hiring problems aren’t talent problems.

They’re clarity problems.

Founders come to us saying:

“We need a senior engineer.”

“We need someone who can just own it.”

“We need them yesterday.”

But when we slow it down, the real gap is usually this:

• What outcomes does this role actually own in the next 6–12 months?
• What decisions should this person make without permission?
• What would failure look like after 90 days?

Until that’s clear, resumes don’t matter.
Countries don’t matter.
Even seniority doesn’t matter.

Great hires happen when the role is designed around outcomes, not titles.

If you’re struggling to hire right now, don’t ask:
“Where can we find this person?”

Ask:
“What do we actually need this person to change?”

That answer fixes more than any sourcing strategy ever will.

#LatamCent #Nearshore #Hiring

Most hiring mistakes don’t come from bad interviews.

They come from skipping the hard thinking upfront.

In WHO, Geoff Smart says the best teams start with one thing:

A clear scorecard.

Not a job description.
Not a wishlist.
A definition of success.

Yet most founders still hire like this:
“Smart.”
“Culture fit.”
“Has done this before.”

That’s how you end up with impressive resumes and disappointing outcomes.

The teams that win do this instead:
• Define the mission of the role
• Lock 5–7 measurable outcomes
• Interview only to that scorecard

When someone fails, it’s usually not because they lied.
It’s because the company never agreed on what winning looked like.

Hiring isn’t about finding great people.
It’s about being precise about the job.

The clearer the scorecard, the fewer regrets you’ll have later.

#LatamCent #WHO #FindYourWHO #Hiring

Hiring locally feels safe. It's comfortable. It's what everyone tells you to do. 

But if you want to scale globally, it's a trap. 

Local hiring is often rooted in familiarity, trust, and speed. But it can hold you back. 

What works in one market doesn't always work in others. 

Your customers are in different time zones, cultures, and business environments. 

Hiring locally might delay your growth, limit your talent pool, and inflate costs. 

I've seen founders spend months trying to find the "perfect local candidate" only to realize they're stuck on a small pond. 

Meanwhile, competitors who embrace remote teams across borders move faster, adapt quicker, and save money. 

Scaling globally isn't about finding the best candidate in your backyard. 

It's about finding the right talent, wherever they are. 

It's about building diverse teams that speak your customers' languages, understand their pain, and move at their pace. 

Don't limit yourself to local talent if you want to conquer the world. 

Think bigger. Act smarter. 

Your next hire could come from anywhere 🌎, and that's what will truly make or break your growth. 

Are you ready to stop playing small? Or will you keep chasing the myth of local perfection? 

The choice is yours. 

#LatamCent #Hiring #SaaS

I love seeing Wade Foster waste no time in applying Claire Vo's feedback to his AI interview agents. 

In addition to evaluating candidates based on meeting notes and AI prompts, now they will give feedback to the interviewer as well on how they can improve their interview process. 

This is all gold. 

If you haven't invested time binge watching How I Ai w/ Claire you are missing out on generational wealth.

#HowIAI #AI #ClaireVo #Zapier #Hiring #InterviewTips

A talent leader at a $100M+ organization said something on a call last week that more companies need to hear:

“I’m not willing to make a decision on one role. We have to think about the bigger strategy.”

That one sentence changed the entire conversation.

Because this was never about “what country has engineers.”

It was about how to build a long-term talent hub without creating risk.

She wasn’t trying to fill seats.

She was trying to build a brain trust. A team with depth that compounds over time.

And when we started talking about location, the nuance mattered.
Some countries can support junior and mid-level roles well, but senior talent in regulated fields like security gets much harder to find.

Not impossible. Just harder, and more expensive, faster.

Then compliance entered the picture.

When you serve government or regulated customers, cost alone does not get a vote.

Certifications, contractual language, audit requirements, and entity structure all shape where you can actually hire.

This is where most teams go wrong.

They treat country selection like a sourcing problem.

In reality, it’s a risk, compliance, and operating model decision.

The simplest framework I’ve seen looks like this:

• Why do we want a hub at all?
• What does success look like in 12 to 24 months?
• Which roles move first, and which roles should never move?
• What constraints does compliance introduce?
• At what seniority level do costs start to compress versus the US?

If you are looking at LATAM after trying India, or after building in India without a clear transition plan, you’re not alone.

The companies that get this right define the endgame before they hire the first person.

If you want a country-by-country breakdown for engineering and security-adjacent roles, including where costs start to spike at senior levels, DM me and I’ll share it.

#LatamCent #Nearshore #Hiring #Cybersecurity #Talent

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Brandon Bornancin

Luiz Cent 🦉

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The Battle

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Luiz Cent 🦉

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