Most B2B CEOs I speak with have the same story: They've bought the tools. Tried the pilots. Given their team time to experiment. And still, the AI output is generic, inconsistent, or worse, risky enough that someone has to double-check everything before it goes near a prospect.

That's not an AI problem. It's a foundation problem.

I'm Hannah, founder of TrustLeader and author of Lead with Trust. With 25+ years in B2B marketing and sales — and a background in computer science and marketing — I've spent the last three years doing one thing: helping growth-stage B2B CEOs turn their internal knowledge into a scalable, trustworthy AI engine.

The results speak for themselves. I've helped multiple B2B companies grow double digits year-over-year — including one 10x over 10 years. I built a content repurposing workflow that produces 20+ on-brand content assets per week in just 7–8 hours, reducing a full-time content function to a single day of focused work. My clients have won HubSpot's Impact Award for best client growth story and recognition as NJ Emerging Business of the Year.

The TrustLeader Method — Extract, Codify, Structure, Implement, Amplify — is a five-step system for turning what your best people know into a foundation that AI can actually use. Not another prompt library. Not a tool recommendation. A governed, quality-controlled system that lets your team ship AI-assisted work with confidence.

If your teams are using AI without shared standards, or you're watching costs rise while quality remains inconsistent, you don't need more experimentation. You need the foundation.

Start with the Safe to Scale AI Readiness Scorecard — a free assessment that shows you exactly where your AI-readiness gaps are and what to fix first.

Hannah Eisenberg

Anderson Trucking Service

• Drive a cultural transformation that is aligned with our corporate strategy of becoming the guide in the customers buying journey and the voice of trust in the industry.
• Partner with sales leadership, corporate wide, to ascertain skills and knowledge gaps translating these into training requirements.
• Create systems for measuring learning and engagement as well as accountability with the sales management and ATS leadership.
• Align ATS's sales approach with customer's buying process to understand and enhance what skills, knowledge, processes and tools are required by our sales teams to drive increased revenue effectiveness through all phases of the buying/sales process.
• Assist in the creation of the most impactful sales training experiences via a variety of tools and technologies including written training tools, call scripts, videos, role playing, quick reference guides, etc. and continuous reinforcement activities and programs.
• Facilitate group sessions and one on one training experiences and interactive meetings.
• Collaborate with executive management and sales management to develop and define key performance indicators (KPI's) and reporting requirements to evaluate the effectiveness of revenue enablement programs and initiatives and impact to the company.
• Serve as a liaison between sales and marketing developing a strong alignment between departments.
• Identify and evaluate emerging sales and training technology tools that keep our sales team successful and enhance our revenue enablement initiatives.

Revenue Enablement Manager 

•     Plan, lead and execute TA specific process improvement initiatives.
•     Lead and facilitate focus groups (including TA specialist, employees, hiring managers, directors and VPs) designed to impact the interview process, employment branding, onboarding and retention of talent.
•     Ensure TA specialists are equipped with the right tools, strategies + training to succeed in their goals to hire quality talent YOY.
•	Conduct one on one manager training specific to interviewing and onboarding new employees.
•	Own cradle to grave sales, operations and management recruitment for the company’s fastest growing division, with a focus on regional offices.

Lead Talent and Engagement Specialist

• Consulted with leaders, hiring managers and human resources team on position descriptions, requisition creation, compensation and sourcing strategies.
• Researched and recommended new sources for active and passive candidate recruiting. 
• Continuously developed networks/partnerships to actively build database/pipeline of candidates and the ATS company brand.
• Recruited and performed talent acquisition activities such as resume & phone screens, candidate interviews, recommended final selection of applicants and close qualified candidates.
• Gave presentations at colleges, attend student group meetings, and increased college awareness of the company before and after career fairs.
• Conducted new employee onboarding, ensuring process is engaging and that processes are followed and accurate.
• Conducted regular follow-up with managers to determine the effectiveness of recruiting efforts.

Talent Acquisition Specialist

Young Professionals of St.Cloud

Our mission of YPSTC is to emerge as leaders by developing a platform for Young Professionals in the St. Cloud area to unite, network, develop and grow.

YPSTC President

Humera

• Served as account manager on numerous client accounts
• Responsible for overseeing all management of an account, from recruiting, assessment, on-boarding and employee management
• Initiated, fostered, and maintained positive professional relationships with candidates and clients
• Handled a high volume if inbound calls (1000+ per week), both directing callers to the appropriate party or providing resolution
• Screened and assessed applicants over the phone
• Offered and confirmed qualified candidates for appropriate position
• Ensured accurate and current documentation on a daily basis

Recruiter/Staffing Supervisor

Guardian Life

• Implemented recruiting processes and procedures in an existing Dallas branch 
• Handled the contracting and licensing process for Guardian Brokers and Financial Representatives located in the state of Texas 
• Worked with staffing firms to source, interview, hire, and onboard new office staff 
• Actively recruit through networking and on campus events
• Updated and obtained pipeline of candidates to track productivity 
• Responsible for interviewing and onboarding all candidates
• Organized and facilitated weekly operations meetings to provide efficient team communication 
• Worked directly with home office to setup and obtain access for new hires on our online portal
• Collaborated with new hires to create and execute marketing plan

Recruiter

I specialize in various aspects of Revenue Enablement and organizational enhancement, showcasing expertise in Sales Coaching, where I excel in guiding and optimizing sales teams to enhance their performance and achieve revenue goals. 

My proficiency extends to Communication Coaching, where I focus on refining interpersonal and communication skills within teams, fostering a collaborative and effective work environment. I bring a strategic approach to shaping and aligning organizational culture, structures, and processes to support long-term success. 

In support of Revenue Enablement strategies, I design and implement comprehensive training programs that bridge skills and knowledge gaps, ensuring continuous employee growth.

taplio

The Battle

Hannah Eisenberg

Megan Miller

Followers

Posts

Engagements

Likes

Ready to grow your LinkedIn presence?