Garrett Jestice

Community Founder | Startup GTM Advisor | Former CMO | BBQ Judge | Dad x4

Running a solo B2B business is deceptively hard.

Decisions are often made alone, feedback is slow, and progress depends on a handful of high-stakes choices made without enough signal. Capable operators end up guessing, chasing tactics, or quietly capping their income.

10x Solo exists to fix that.

10x Solo is a private community for full-time B2B consultants, fractionals, and boutique agency owners who want a clear, repeatable path to higher income without adding complexity.

Who it’s for

• Independent B2B consultants, fractionals, advisors, and small agency owners
• Full-time and earning real income
• Serving B2B SaaS companies or agencies
• Wanting to scale income without scaling hours, headcount, or chaos

What members get

Connection
Peers at a similar level to think out loud with, pressure-test decisions, and stop operating in isolation.

Learning
Direct feedback on positioning, offers, pricing, and strategy, plus visibility into what is actually working for other operators right now.

Referrals
Intentional relationship-building that leads to confident introductions over time. No pitch fests.

How it works

• Weekly Zoom meetups, rotating between:
– Workshops led by members or outside operators
– Structured networking for relationships and referrals
– Open Q&A on real business challenges
• Regular growth challenges to apply ideas
• Group and 1:1 office hours with me
• High-signal Slack discussion between sessions

Why I run it

I believe being a solo B2B service provider is one of the best paths to wealth, freedom, and meaningful work. But there is no single right model. Agency, fractional, consulting, productized services. Each has tradeoffs.

I have tested nearly every path myself. Fractional CMO. Productized consulting. Agency-building. Advisory and community. I have grown past $35k per month, torn it down, and rebuilt around what actually creates leverage and energy.

I am not a guru. I am still building. I share what works, what fails, and learn alongside others doing the same.

Background

Former B2B SaaS CMO and founding marketer. Built Lucidpress from launch to acquisition. Tripled revenue as CMO at Eddy. Solo operator for 3+ years. Still advising founders through Prelude Marketing.

Outside of work

Based in Utah with my wife and four kids. Coach youth basketball and soccer. Certified BBQ judge. Usually planning a trip to Hawaii. Building a business that fits around family and life, not the reverse.

GTM Advisor / Fractional CMO

Startup Marketers is a free, Slack community for startup marketing leaders, freelancers, and fractionals. If that sounds like you, join us to connect with others and share ideas, feedback, and resources to help us all get better.

Join us here: https://bit.ly/StartupMarketers

Marsh McLennan Agency

Client Engagement Director HR Consulting 

Valparaiso University

Adjunct Professor

KD Workforce

President

American Family Insurance

Campus and Diversity Recruiting Manager

Diversity and Inclusion Recruiting Manager

Madison, Wisconsin-based American Family Insurance group has over 12,000 employees and is the nation's 13th-largest property/casualty insurance group and ranks No. 254 on the Fortune 500 list. The company sells American Family-brand products, including auto, homeowners, life, business and farm/ranch insurance, primarily through its exclusive independent contractor agents in 19 states.

Delivers key HR-related initiatives across eight divisions within American Family Enterprise which helps business areas achieve their strategic objectives. Leads a team that diagnoses, develops and implements client-specific HR solutions. Builds relationships with leadership while strengthening in-depth business knowledge.

Human Resources Business Partner (HR Advisor)

Fastmore Logistics

Top 75 U.S. Logistic Brokerage, that specializes in providing comprehensive multi-modal transportation services, ranging from expedited shipments, to less than truckload moves, located in Elk Grove Village and Chicago, over 68 million in revenue in 2018 with doubling the workforce in one year from 50 to 100 employees.

•	Successfully developed and facilitated leadership training programs for high potential employees, leaders and first-time managers to improve leadership competencies and effectiveness within the teams. 
•	Reduced third party vendors by 50% by restructuring the work of operations, marketing, training and development departments.
•	Developed top talent and recruitment pipeline for critical positions and collaborated with leadership to effectively promote the exchange of internal talent.
•	Implemented quarterly succession planning and talent review process which accelerated performance management, development plans, and provided a platform for talent discussions. 
•	Proactively managed complex employee relations matters including restructurings and successfully prevented a unionizing effort.
•	Built branding for the organization, including winning two award: Best place to work in Chicago and Inc. 5000 fastest growing private companies to help recruit top talent and attract new customers
•	Implemented new performance process focused on coaching and employee development; eliminated performance rates, mid-year check-ins and ineffective performance management practices.
•	Successfully reorganized the sales division to focus on business needs and future strategical strategy by creating new positions and career paths for a department that was flat with career growth.
•	Created change management processes at the organization focusing heavily on neuroscience and communication strategies for all initiatives that are roll out.

Chief People Officer

Assurance

Assurance is the 12th largest insurance brokerage in the U.S, supporting over 6,000 businesses and individuals across the country. One of the largest and most awarded independent insurance brokerages in the U.S., Assurance showcases: Top 50 U.S. broker status and repeated national “Best Place to Work” awards, #1 in U.S. by Business Insurance magazine. Along with 98% client recommendation rate and double digit average organic growth the past 15 years.

•Provide vision, direction and leadership to management as a resource for the planning, development and execution of employee life cycle (hiring, on-boarding, training, separations, etc.).
•Guide HR team to recruit and hire new team members with appropriate skill sets, passion, experience and competencies by applying appropriate assessments and interview process.
•Oversea onboarding, performance management, engagement processes and training.
•Establish HR metrics to collaborate with the business on opportunities for improvement and successes.
•Proactively participate in external associations and events; build partnerships with HR professionals and service vendors to optimize networking resources and gain comprehensive knowledge of competitors.
•Create a positive culture by promoting diversity and cross-functional team communications and focusing on the employee experience.
•Develop, implement and administer HR policies and procedures in compliance with legal parameters.
•Create and execute leadership training for managers on strategies for goal setting, employee engagement and employee cycle.
•Conduct internal employee surveys and participate in external employee surveys to continue to build a best place to work atmosphere by initiating changes based on feedback.

Human Resources Manager

Walgreens

Walgreens is an American company that operates as the second-largest pharmacy store chain in the United States. Founded in Chicago, Illinois, in 1901, it has over 250,000 employees nation-wide and had over 100 billion in revue in 2018.

• Manages HR team responsible for providing guidance and counsel to management and
team members including administering personnel policies and researching and/or investigating team member concerns in a fair and consistent manner that promotes positive employee relations. 

• Manages HR team responsible for counseling managers with respect to federal, state
and local EEO and labor laws, ensuring consistent application of policies and procedures in accordance with relevant laws. 

• Ensure appropriate skill development of Employee Relations Specialists in conducting workplace
investigations and conflict resolution.

• Develops and mentors staff through on-boarding, open communication, training and development opportunities and performance management processes.

•Oversees the day-to-day operations and initiatives within the HR functional area and supports the HR Director in establishing goals, priorities, and plans of action for HR function.

• Manages, develops and controls departmental expenditures against the expense budget.

• Develops, executes and directs plans and strategies to implement and maintain the HR Shared Services Programs. 

•Formulates, develops and executes policies and programs with strategic focus and actionable goals.

Employee Relations Manager

•	Counsel employees and management in legal compliance, job expectations and employee relations.

•	Review employee plans and competencies, and develop projects to improve employee performance 	while reducing issues, conflicts and difficulties.

•	Research, investigate, and represent policies procedures, laws and standards; work closely with legal 	department as a resource for reviewing and reporting on employee performance issues and decisions.

•	Work with operations, distribution and field managers in a collaborative team effort to improve 	organizational socialization as well as identify, address and prevent recurring performance issues.

•	Prioritize, organize and track the details and deadlines of multiple projects; use of resource planning and 	time management skills.

•	Created and implemented an onboarding training program to allow employees to acquire knowledge of 	organizational culture, goals and expectations.

Employee Relations Specialist

•	Supervised $24M district, which included 30-50 stores and 25-100 employees per store; managed 	auditing and resolution of financial, operations and human relations issues.

•	Created and implemented training programs; educated employees in gross profit, shrink, human relations, 	and company policies and procedures.

•	Conducted audits of procedures, safety and compliance as well as training effectiveness.	

•	Researched, investigated and resolved complaints, disputes and issues at store level; collaborated with 	store managers on strategies to identify and prevent recurring issues.

•	Determined personnel needs and recruited, hired and interviewed for the Loss Prevention	Department.

District Loss Prevention Manager

Dynamic, passionate, highly skilled Human Resources leader with a record of partnering with management to set strategy and drive results to meet the needs of the business. Known for building and inspiring organizations, successfully assessing culture by being employee-focused, enhancing talent management, leadership development and optimizing processes. Certified Executive Coach with an expertise in coaching teams to manage significant change and enhance performance. Core competencies include:

Recruitment Marketing & Employment Branding | Strategic Sourcing & Talent Pipeline Building | Assessment & Selection Design, | Executive Coaching | Campus / Early Talent Identification | Employee Relation Management| Compensation & Incentive Programs | Performance Management & Coaching | Leadership Development | Leadership Conferences | Engagement & Culture Public Speaking & Media Relations | Executive Reporting, Analytics & Communication | Project Management | Learning & Development | Organizational Development | Strategic Planning | Best Place to Work Practices	| DEI Strategist | 		
					
Industry experience in logistics, insurance, pharmaceuticals and retail 

VP Human Resources | Chief People Officer | Director Human Resources | Senior HR Business Partner

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Garrett Jestice

Katie Dykstra MSHRM, CPC, CDE®

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