Cynthia Barnes

Founder and CEO

I spent 20 years building frameworks that made other people rich.

Sales methodologies that became "company best practices." Training programs that got renamed and rolled out without my name attached. Revenue strategies that showed up in Brad's promotion announcement while I got a 2.3% raise and a note about "executive presence."

I documented everything. Exposed the math. Calculated the extraction.

$847,000.

That's the average lifetime wage gap for a Black woman in corporate America. Not a metaphor. Not a feeling. An invoice that never got paid.

So I stopped asking for raises. Started building infrastructure.

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What I do now:

I build the sales architecture for Black women executives exiting corporate—so they can convert 20+ years of extracted expertise into high-ticket consulting contracts.

No pitching. No shrinking. No explaining your worth to people who've never had to prove theirs.

We don't coach. We build:
→ The offer that positions your expertise for C-Suite buyers
→ The pricing model that kills hourly rates forever
→ The proof assets that sell before you get on a call
→ The pipeline that fills your calendar without "networking"
→ The IP protection that ensures your frameworks stay yours

90 days. Proof to pipeline. Your expertise finally has your name on it.

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This is for you if:

↳ You've built frameworks inside companies that got attributed to someone else
↳ You left (or you're leaving) and you're done being the secret weapon
↳ You have 15-25 years of expertise but no language to sell it
↳ You're tired of courses that teach theory—you want assets built
↳ You understand that Brad isn't the problem; the system is—and you're ready to build outside of it

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This is NOT for you if:

↳ You're looking for mindset work, mantras, or manifestation
↳ You want someone to convince you your expertise has value
↳ You're still hoping the company will "finally see" you
↳ You need hand-holding through basic business decisions
↳ You think "putting yourself out there" is a strategy

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I'm not here to help you get a seat at their table.

I'm here to help you build your own—and send them the invoice.

The Exit Architecture™
Black Women's Wealth Lab™

Thank You; It's True.™

* Founded NAWSP to offer executive-level consultation and develop DEI-specific strategies tailored for various industries, serving both U.S.-based and international clients.
* Advised C-Suite Leadership on optimal strategies to achieve short- and long-term objectives, sharing insights on trends, best practices, and their potential impacts on business models.
* Conducted Organizational Assessments to identify areas of improvement and recommended enhanced policies, processes, and procedures to clients.
* Developed and Facilitated Customized Curriculums focusing on recruitment and retention for over 50 organizations nationally and internationally.
* Implemented Employee Training and Development Programs to foster skill enhancement and professional growth.
* Established Performance Metrics and Measurement Systems to assess employee productivity and effectiveness.
* Orchestrated DE&I Roadmaps, aligning organizational goals with actionable diversity initiatives.
Increased Representation of underrepresented populations by 64% through targeted recruiting and mentorship programs.
* Conducted Equity Analysis across the entire employment life cycle, including recruitment, retention, interviews, performance evaluations, and separations.
* Developed ERGs (Employee Resource Groups) to promote inclusivity and address specific employee needs and concerns.
* Managed Talent and Succession Planning Programs to ensure organizational continuity and growth.
* Promoted a Positive and Inclusive Organizational Culture, enhancing team member engagement and productivity.
* Focused on Risk Management to mitigate potential organizational challenges and disruptions.
* Delivered Value by creating customized curricula and training for multiple industries, enhancing organizational capability and adaptability.
* Shared Industry Insights on current and emerging trends, enabling clients to adapt and innovate in their respective domains.

I inherited my grandmother's china.
My niece will inherit my frameworks.

Not metaphorically. Legally.

Last month, I sat with an IP attorney and built something nobody talks about: an intellectual property estate plan.

Every framework I've created — documented, valued, and assigned.
Every methodology — trademarked and timestamped.
Every system still running at companies I left years ago — catalogued with licensing potential.

Total estimated value: $6.3M in recoverable IP.

My grandmother worked for 44 years. Left me dishes.
I've worked for 19 years. I'm leaving my niece royalties.

𝐓𝐡𝐞 𝐈𝐧𝐡𝐞𝐫𝐢𝐭𝐚𝐧𝐜𝐞 𝐄𝐜𝐨𝐧𝐨𝐦𝐲:

Your frameworks don't have to die with your career.
Your methodologies can generate income after you stop working.
Your intellectual property is an asset class nobody taught you to build.

What's in my IP estate:

→ 3 operational frameworks (actively licensed)
→ 7 methodologies (documented, not yet monetized)
→ 12 systems running at former employers (invoices pending)
→ 1 niece who will never build for free

She's 13. Already timestamps her school projects. Keeps version history on her essays. Told her teacher she retains IP rights to her science fair methodology.

That's my real legacy.

Not the china. The collection strategy.

Your brilliance is generational wealth waiting to be documented.

Build the estate. Price the inheritance. Leave more than memories.

Thank You; It's True™

If you're ready to build an IP estate your family can inherit, The Framework Tax™ Audit is where we start. — https://lnkd.in/ep94TUYr

#TheFrameworkTax #GenerationalWealth #IntellectualProperty

Founder & CEO, Black Women’s Wealth Lab™ | Building the infrastructure for economic justice. | Creator of the Proof Engine™ and the Extraction Index™.

A Black woman with short natural hair stands confidently at a wooden table in an elegant neutral-toned room. She wears a taupe cashmere wrap coat over a cream blouse, looking directly at the camera with a subtle smile. On the table in front of her sits a formal place setting: stacked china plates with gold trim, a matching teacup and saucer, a crystal water glass, and gold flatware on a linen napkin. The setting evokes inherited wealth and tradition — fine china passed down through generations.

Amir Reiter

RevOps Marketplace CEO | Pioneering remote hiring solutions in LATAM | Empowering companies to hire skilled talent at competitive costs l 4.9⭐️on G2

I built CloudTask because hiring sales talent is broken.

US companies post jobs and get hundreds of unvetted applicants. 

They pay recruiters placement fees regardless of outcome. 

They try offshore and get overnight shifts and communication gaps. 

I knew there had to be a better way.

Most of our clients come to us because:

- They need sales talent who can ramp in weeks, not months
- They want to see verified skills and results before the first call
- They are tired of paying fees for hires that do not work out
- They need US timezone coverage without domestic costs

CloudTask is the managed marketplace for SaaS skilled remote professionals in Latin America. 

Post a role, receive curated matches within 48 hours, interview as many candidates as needed, and pay only when the right hire is made. 

Every profile shows verified experience with tools like HubSpot, Salesforce, Outreach, Gong, Zendesk, and Intercom.

- Since 2016, we have completed over 2,000 placements. 
- 85% of hires stay past 90 days. 
- Average tenure is 24 months. 

If you sell software and need SDRs, BDRs, Account Executives, or CSMs who work US business hours natively, post a role and meet qualified candidates this week.

Vision: Every business is a lifestyle business.

Mission: Help 10,000 businesses transition to the right cloud software, which means their teams will get work done better, faster, and cheaper so they have more opportunities to enjoy the fruits of their labor.

- Set company strategies and direction.
- Model and guide the company culture, values, and behavior for maximum efficiency and healthy growth. 
- Build and lead our fast-growing sales, support, and executive teams. 
- Hone and optimize our product and service offerings. 
- Oversee and manage team building, brand management, investor relations, and overall corporate development.

Big watch out for anyone running LATAM teams, especially Colombia.

If you hired Colombian talent on fixed USD-equivalent pay in early 2025, many of them are effectively earning materially less today due to -17.2% currency swings while still absorbing local inflation around 5%. 

So their paycheck just went down 22.3%

That delta is real money in daily life.

Here’s the risk most US leaders miss: culturally, strong performers rarely raise this directly. 

They do not complain. 
They quietly start looking.

We’re seeing a spike in top-rated, already-employed talent landing new roles through our marketplace. 

Not because they were unhappy. 
Because their purchasing power dropped and they needed to correct it.

If you don’t proactively have this conversation, your best people will solve it for you by leaving.

Question for operators: are you checking real purchasing power, or just assuming retention equals satisfaction?

Founder & CEO | I help SaaS companies hire LATAM sales talent through a managed marketplace. If you want SDRs, BDRs, or CSMs who work US hours, post on CloudTask and get curated matches in 48 hours.

The Hidden Deal Killer Nobody Budgets For

You spend thousands on SDR training, CRMs, and lead lists.

Then you let a $30 headset ruin the call in the first three seconds.

That’s not a skills problem. That’s negligence.

Here’s the reality of outbound.

You don’t control when a prospect answers.

Your SDR might be in a Bogotá apartment, a Medellín coworking space, or a shared home in the Caribbean. A dog barks. 

A motorcycle passes. Someone laughs in the background.

- The prospect hears chaos.
- They don’t think “remote.”
 - They think “unprofessional.”
  -They hang up.

Deal over.

What Background Noise Actually Costs You

Noise doesn’t just sound bad. It kills outcomes.

• You lose the first impression window. Credibility is decided in seconds.
 • Key words get lost. Your intro becomes noise.
 • Qualified prospects disengage without explanation.
 • SDR confidence drops. Performance drops with it.

This compounds quietly. Most teams never diagnose it.

Why This Matters More for Remote SDR Teams

Hiring SDRs in Latin America is a strategic advantage. Better talent density. Better economics. Better retention when done right.

But remote work requires real infrastructure.

A $2,000/month SDR with a $30 headset will underperform a $2,000/month SDR with a $150 headset every time.

Not sometimes. Every time.

What Actually Matters in a Headset

Not the brand. Not the marketing.

One thing matters:
A noise-canceling microphone, not just noise-canceling speakers.

If the mic doesn’t filter background sound, nothing else matters.
The Math Most Leaders Ignore

If background noise kills just 5 percent of your connected calls:

 • 2 lost conversations per week
 • 100+ lost conversations per year
 • At a 10 percent close rate and $5K deal size
 • That’s ~$50K in lost pipeline

A professional headset pays for itself in days.

The Bottom Line
A headset is not a perk.

It’s revenue infrastructure.

If you’re hiring remote SDRs and not standardizing audio quality, you’re bleeding deals and blaming the wrong things.


Your SDR can’t control when a prospect answers.

You can control whether the prospect hears professionalism or chaos.
Choose wisely.

Amir Reiter ☁️

CEO of an AI-Powered GTM / RevOps Marketplace | Hire Remote Talent, Agencies, and Software Quickly and Easily | $5.4M in SaaS Revenue

Most CROs do not come from HR.

That is exactly why this one will win.

For years, the market treated LATAM leaders as “people operators.”
Good at hiring.
Good at culture.
Not trusted with revenue.

That belief is outdated.

Dave Menjura built his reputation as the #1 bilingual HR leader in LATAM by doing the hard work most companies avoid.

He did not optimize perks.
He engineered retention.
He learned why teams fail after 30 days, not 3 years.

That perspective is now his edge as he steps into a CRO role.

Most CROs learn revenue first and people later.
David learned people first, then revenue.

That matters.

Because revenue does not break from lack of activity.
It breaks from bad hiring.
It breaks from churn.
It breaks when teams look good on paper and collapse under pressure.

We see this every week at CloudTask.
The fastest growing revenue teams in LATAM are not led by closers.
They are led by operators who understand behavior, incentives, and accountability.

David is not becoming a CRO by title.
He is becoming one by operating like one.

Owning the full revenue engine.
Focusing on outcomes, not activity.
Building Dream 100 strategies.
Training weekly.
Protecting time like a weapon.

This is not a career pivot.
It is a market correction.

LATAM does not need more recruiters.
It needs revenue leaders who understand humans first and systems second.

That is where the next generation of CROs will come from.

If you still think revenue leadership only comes from sales backgrounds, you are already behind.

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The Battle

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