Erica Stacy 🚀

I connect people — to solutions, to opportunity, and to results.

I’m a business development pro with an entrepreneurial spirit and a passion for scrappy teams with big visions. My career began as a founder and operator, and that foundation drives my strategic, hands-on approach to sales and growth.

I’ve helped startups scale from $1M to $3M ARR, built outbound processes from scratch, and consistently exceed quotas (we're talking 150–200%+ on the regular). Whether I’m booking over 400 meetings in a year or crafting email and LinkedIn sequences that fuel 100%+ growth, I thrive where hustle meets heart.

Currently, I’m part of the founding team at Pin, building a cutting-edge platform that transforms how recruiting agencies find and reach top talent. Before this, I’ve worn many hats across roles in growth, outbound consulting, and marketing — always with one goal: helping businesses grow smarter and faster.

Some of the companies I’ve worked with include:

Clearfind – Scaling GTM and outbound while leading marketing.

Included – Bringing AI-powered HR insights to life.

Drawbridge & Sprout – Creating impact in energy, IT, and healthcare sectors.

And at the root of it all: the original Interseller team.

When I’m not driving pipeline, you’ll find me kayaking, reading something inspiring, or hanging with my dogs.

Senior Sales Development Representative

Included uses AI to make HR data & decision making intuitive and helpful. Just ask "Hey Included, can I see my favorite HR metrics in real time & by forecast?"

Included provides instant answers, and proactively delivers insights on your most pressing issues.

For instance, Included tells you:
1. When someone is at risk of leaving the company (Often before they even know themselves!)
2. When the ratio of men to women falls too low one way or another.
3. When you have the perfect candidate sitting in your talent pool waiting for action!

Erica Stacy

Ben D.

I help B2Bs achieve success with digital ads. How? By putting in place the essential pillars of marketing funnels tailored to their business & guaranteed to work. 

Once your business has its own Sure Shot System, your ad campaigns will print money, and you'll never rely on lead gen agencies ever again.

Fractional CMO

• Coached the creator of a video game, defined gameplay, helped with the creation of brand, social media presence, graphic design, go-to-market marketing strategies;
• Revolutionized a fashion brand's traditional wholesale business model through an online retail strategy, expanding presence to 17 countries;
• Empowered an up and coming artist with a marketing strategy that established partnerships with major online galleries, resulting in a 500% increase in brand visibility.

Let's build something incredible together.

Ben Desjardins

Cost comparison: full-time CMO vs. Fractional CMO. 

Most CEOs think they need a $300K+ CMO to scale. They're leaving $250K on the table.

View newsletter: Practical Marketing Hacks

Most CEOs think they need a $300K+ CMO to scale. They're leaving $250K on the table. Here's the math that changes everything: FULL-TIME CMO TOTAL COST

Open article: Fractional CMO Services: What You Get, Costs & Hiring in 2026 by Ben Desjardins • 1 min read

Fractional CMO Services: What You Get, Costs & Hiring in 2026

A founder told me, "We hired a fractional CMO with a killer resume. Ex-Brand. Ex-Agency. All the logos."
Three months later, the only thing that changed was the number of PPT slides.

No offense to the resume. It just doesn't do the job you need it to do.

Because the difference between a great fractional CMO and a disappointing one usually shows up fast, in the first 30 days. Not in the bio. In the pace, the focus, and whether anything actually ships.

In 2025, I reviewed 30+ fractional CMO engagements. The ones that worked had an onboarding plan that felt almost boring in how structured it was.

The ones that failed started with "Lets ideate" and ended with "We need more time."

The good first month tends to look like this:

Days 1-7: get reality, not opinions

1 You look at whats running, what it's costing, and what it's producing.
2. You talk to the CEO, sales lead, marketing team. Not to "align," but to find the friction.
3. You audit the pipeline, content, and stack. Then you set a simple reporting rhythm so everyone stops guessing.

Days 8-14: turn findings into choices
4. You give a readout that a busy exec can actually use. Not a 60-slide deck.
5. Then you force to pick 3-5 priorities and commit.

If nobody's willing to commit budget or resources here 🤷‍♂️ 

Days 15-30: ship something.
6. A real campaign goes live. Something customers can see. Something sales can use.
7. Weekly metrics reviews start. Board-level reporting takes a simple shape.
8. And a 90-day roadmap shows up that feels grounded.

Some red flags:
- When someone has only lived in agency world and never owned internal tradeoffs.
- When ROI sounds like vibes.
- When they can't name a recent win in a similar market.
- When references get weirdly hard.
- When they have ten frameworks ready and zero examples of what they shipped last month.

So if you're vetting a fractional CMO, I'd skip the resume-led dance and just ask questions that force specificity:

"Walk me through a pipeline lift you delivered in 90 days. What changed, and what moved the needle?"

"How do you define marketing ROI here, specifically, and what do you report weekly vs monthly?"

"Tell me about a failure. What did you miss, what did you change, what happened next?"

"What key hires have you made recently, and how did you decide you needed them?"

"How do you handle competing priorities from CEO, sales, and product when everyone says their thing is urgent?"

"What's your first 30-day plan for our business, and what will be live by day 30?"

If they cant answer those cleanly, with real details, it's probably not going to get better after you sign.

Your marketing doesn't need another smart person in the Slack channel. It needs someone who can walk in, find the profit leaks, pick a few bets, and ship.

Read more: https://lnkd.in/g3994vST

What other questions would you add to catch a bad fit early?

#fractionalcmo #marketingleadership

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