Jay Mount Consulting

Most revenue teams are building with borrowed tools.
The same CRMs. The same databases. The same cold email sequences.
It’s no wonder results feel flat — everyone’s playing the same game.

At JMC, we help you build your own.
We design Revenue Intelligence Architectures — proprietary systems that turn raw data, messy ops, and stale tactics into leverage your competitors can’t copy.

Our systems give you:
• Decision-making engines that route leads automatically
• Custom TAMs built from scratch (not scraped from ZoomInfo)
• Cross-channel orchestration that learns, adapts, and compounds
• A foundation your team can own, scale, and evolve

This isn’t RevOps.
It’s competitive advantage — built through automation, intelligence, and strategic clarity.

Want to see what that looks like in your business?
Start with a 48-hour architecture evaluation. We’ll map the risks, identify the upside, and show you exactly where the edge lives.

Founder

Growth Steps Newsletter

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Writer

Clay

Solutions Partner

Predictable Revenue™ Inc.

Advisor

Techstars

Startup Mentor

Kinext

Hybrid Financial Ltd.

Responsible for product, growth, and scaling for Hybrid Financial. Early employee at the company to implement sales enablement tools, systems, and processes to grow from:

- Under 10 employees to over 180
- 20 customers to over 200.

Developed proprietary sales enablement AI-based platform to drive growth and create a different category.

Chief Growth Officer | Building Investor Audiences

basix.ai

We started basix.ai because we saw firsthand how doing “sales as usual” prevented sales from happening. Once we isolated and focused on the activities that drive revenue, we were able to boil it down to its simplest components; do the things that drive prospects forward, and stop doing the things that hinder sales. 

Most sales reps inadvertently spend time:

- Chasing deals that were never going to close (based on bad or incomplete data)
- Deciding who should be contacted based on gut feel
- Spending time on endless research, going between systems and databases

We built a technology platform that actually works with the salesperson to keep them in sales conversations and in their sales flow. 

Our experience has shown the answer is not to try to surround the salesperson with more activities and just increase performance, but rather keep the focus on just selling.  

With basix, the smart workflow engine learns what activities and what prospects to focus on so your sales team can get better results. This happens because the system learns who is the current “low-hanging fruit” and constantly serves them up. At the same time, the highest and best activities are matched, taking those prospects further into the buyer’s journey, and moving them to the close.

CEO & Co-Founder, basix.ai | Rapidly scaling sales teams

Architected and delivered 11% of net new income across $660MM of incentive compensation within RBC's P&C Banking Division.
- 400% lift in the number of products sold per Agent/Rep.
- 27,000 Agents/Reps selling financial services/insurance to individuals and companies.

Director, Performance & Incentive Design

National Sales Management Performance - Deposit, Investment, Lending Products

Mackenzie Investments

Product Development & Sales Growth, Reported to the Head of Product

Founder Helping You Grow | Follow for Daily Leadership & Growth Insights | Serial Entrepreneur | Ex-RBC

My story isn't typical - it's not about steady corporate progression or entrepreneurship from the start.

At 23, as a single dad, my journey took an unexpected turn.

In big corporations, where I stayed longer than planned, I experienced a different kind of growth.

Each night, after my son slept, my dual life as a father and ambitious professional unfolded.

But here's something you might not know: in these big companies, I didn't just get by; I excelled. Leading teams from two to 550, I was more than just another face.

I was a leader, learning about product development and large-scale expansion.

Yet, I constantly wondered, 'Am I too late to start my own business?'

This internal struggle, balancing comfort and ambition, kept me restless.

Outwardly successful in corporate, inwardly, I yearned for something of my own.

Skeptics called my desire to leave a stable career crazy, intensifying my internal conflict.

As my son became more independent, my perspective shifted.

A change was brewing, a readiness for something new.

That's when I left my corporate safety net, embracing the unknown.

The excitement of change was tangible, but what was to come?

My journey, initially thought to be solo, became a collaborative effort.

My first customer, my peers - they were more than connections; they were catalysts for transformation.

This transformation led to founding two startups in seven years.

Leaving corporate life for entrepreneurship was more than a business move; it was self-discovery, realizing my potential.

My achievements are clear:

→ Generated 9-figure revenue growth for clients and employers.
→ Progressed through 10 roles in two companies before venturing out.
→ Grew bootstrapped businesses to 7 and 8-figure heights.
→ Developed numerous leaders.
→ Launched several products.
→ Built two startups in seven years.

I share my story to inspire those on similar paths, not for self-praise.

If you're wondering if it's too late or too risky, let my experience guide you.

I'm here to connect, share, and inspire.

Let's discover what lies ahead, together.

Join my free newsletter at https://jaymount.me/newsletter

Jay Mount

Career Coach | 6 Promotions in 7 Years | From $40K to $200K | I teach a proven blueprint for landing 6-figure promotions | Follow for career growth strategies

Hi, I’m Alec, I went from a burnt-out assistant manager, to being promoted 6 times in 7 years, into a global leadership role. 

🟢 Promoted 6 times in 7 years at global leaders like L'Oréal and Johnson & Johnson.
🟢 Led multi-million-dollar brands and received an international move to the US. 
🟢 Recognized with marketing & customer awards across companies.
🟢 Coached 150+ ambitious professionals across marketing and commercial functions.
🟢 Followed by +80,000 top-performers for daily posts on how to be promoted.

Here's the truth HR, your boss, and mentors won't tell you:

Just working hard, performing in your role, won’t get you promoted.

I learned this the hard way.

Early in my career, I was that person:

❌ Going above and beyond
❌ Putting in endless hours
❌ Looking for approval
❌ Waiting for my turn

The result? 

Burnout, self-doubt, and frustration, watching others get promoted past me.

The game-changer wasn't working harder. It was working strategically.

I developed a 3-step strategy that accelerated my career:

✅ Accountability strategy
✅ Relationship strategy
✅ Competency strategy

Now I teach ambitious professionals how to do the same.

No more:

↳ Grinding without direction
↳ Being told to wait your turn
↳ Hearing it isn't  within policy
↳ Feeling stuck and undervalued
↳ Missing out on opportunities you deserve
↳ Watching peers get promoted ahead of you

Instead, you'll learn:

→ Why most "hard workers" fail.
→ What actually drives career progression.
→ How to build your dream career roadmap.
→ How to position yourself at the front of the line.
→ How to execute a strategy that gets you promoted faster.

Follow me for winning strategies to be promoted to 6 figures roles. 

Want to be promoted?

🟢 Book your 1:1 strategy call: https://calendly.com/arc-coaching/strategycall

To partner with me as a content creator or public speaker, please email: enquiries@alecrickard.com

Alec Rickard

13 Uncomfortable Truths Every Employer Should Read
(But most leaders will ignore them)

I’ve seen great teams fall apart,
Not because of pay...
But because of pride.

And every time it happens, leaders act surprised.

They roll out “fun perks.”
Send another engagement survey.
Host another all-hands to “rebuild trust.”

But nothing changes.

Because the real problem isn’t money...
It’s leadership. 

Here are 13 uncomfortable truths that most leaders don’t want to face:

1. A raise after a resignation isn’t retention.
↳ Reward people before they have to ask.

2. Respect matters more than recognition.
↳ Praise means nothing if people don’t feel valued daily.

3. Micromanagement doesn’t drive results.
↳ Set clear goals, then get out of the way.

4. “Culture” isn’t pizza Fridays.
↳ Culture is built on how you treat people when things go wrong.

5. Your team’s scared to say “I don’t know,”
↳ You’ve already built a culture of fear.

6. The loudest voices get attention,
↳ But the quiet ones often see the truth first.

7. High performers leave when growth stalls, not when workloads rise.
↳ Ambition needs challenge, not just tasks.

8. When you ignore feedback.
↳ You teach people that honesty isn’t welcome.

9. Loyalty fades when leaders stop keeping promises.
↳ Follow through, even when it’s inconvenient.

10. “Open-door policy” means nothing if people fear walking in.
↳ Be the one who opens the door first.

11. You can’t build long-term success on short-term respect.
↳ Lead with consistency, not convenience.

12. Favoritism destroys trust faster than conflict.
↳ When the rules change for a few, the culture breaks for everyone.

13. Purpose keeps people longer than pay ever will. 
↳ Show them how their work actually matters.

The truth hurts.
But ignoring it costs more.

Leaders don’t lose great people overnight.
They lose them in small moments.
When pride starts to matter more than people.

Which truth do you think leaders avoid the most? 👇

♻️ Repost this if you found it useful.
✅ Follow Alec Rickard for proven strategies to grow your career faster.

Growth Coach | Building something new for 2026 | 6 promotions in 7 years from $40k to $200k | I teach people how to advance their careers | Follow me for strategies to grow personally and professionally

10 Behaviours That Make You a Leader

(Before the Title Does)

You don’t wake up one day and become a leader.
It’s not a title. Not a headline.

It starts in the quiet choices you make when no one’s watching...
And people start following you long before HR gives you the title.

Here are the behaviours that actually show you’re already leading:

1/ You take ownership
↳ You handle problems without waiting for someone to fix them.
Example: A deadline slipped, so you pulled the team together, reset the plan, 
and got it over the line.

2/ You stay steady when things get messy
↳ Stress hits, you don’t spiral.
Example: Everyone panicked during a last minute change, you kept it calm 
and told folks what mattered first.

3/ You help others win
↳ You lift people up without keeping score.
Example: You shared a teammate’s idea in a meeting so leadership actually heard it.

4/ You communicate so work gets easier
↳ Clear, simple, no confusion.
Example: Instead of a long chat, you sent a straight to the point summary so the team knew exactly what to do next.

5/ You keep your word
↳ If you said you’ll do it, you do it.
Example: You delivered your part early so others weren’t blocked.

6/ You face problems early
↳ You don’t let awkward stuff pile up.
Example: You pulled someone aside and sorted a small issue before it became a big one.

7/ You treat everyone w/ respect
↳ Titles don’t matter to you.
Example: You thanked the intern for catching an error and made sure the team knew it.

8/ You stay curious
↳ You ask questions instead of pretending you know everything.
Example: You joined a call just to learn how another team works, not because you had to.

9/ You step up before you feel ready
↳ Action first, confidence after.
Example: You volunteered to present even though it scared you, and it changed how people saw you.

10/ You make decisions
↳ You don’t wait for perfect info.
Example: You chose a direction when the team got stuck, and it moved the work forward.

Which one feels the most real for where you are right now?
Drop it in the comments 👇

♻ Repost to help someone who needs this
✅Follow me Alec Rickard for more

You can’t measure EQ on paper, 

But you can feel it instantly.

Here are 15 Traits of Professionals with High EQ:

1/ Adapt fast to change.
↳ They pivot quickly and keep moving forward

2/ Stay objective in conflict.
↳ They focus on fixing the issue, not the person.

3/ Take responsibility fast.
↳ They own mistakes and move to solutions.

4/ Express gratitude often.
↳ They acknowledge effort, not just results.

5/ Read people’s cues.
↳ They listen beyond words to understand emotions.

6/ Handle criticism gracefully.
↳ They turn feedback into fuel for growth.

7/ Motivate through belief.
↳ They inspire confidence by showing trust first.

8/ Stay calm under pressure.
↳ They pause before reacting.

9/ Set boundaries clearly.
↳ They protect their focus without guilt.

10/ Listen to understand.
↳ They make people feel genuinely heard.

11/ Communicate with clarity.
↳ They speak simply so everyone understands.

12/ Follow through consistently.
↳ They keep promises and earn reliability.

13/ Celebrate others’ success.
↳ They lift others without comparison.

14/ Keep learning always.
↳ They stay curious instead of comfortable.

15/ Lead with integrity.
↳ They act on values, not convenience.

Because professionals with high EQ don’t just perform well...
They make everyone around them better.

Which of these traits do you see most in your team?
Drop it below 👇

♻ Repost this to help your network.
✅ Follow Alec Rickard for career growth strategies.

You’re overthinking the wrong things before your interview.

Here are 7 things recruiters don’t care about. 

I used to panic before interviews.
I’d rehearse how to explain every “mistake” in my resume…

The job hops. 
The short breaks. 
The career pivots.

But after coaching hundreds of professionals and working with recruiters,
I learnt they don’t judge you like you think they are.

Here are 7 things recruiters don’t care about:
(and what matters instead)

1. Your age
↳ They care about how adaptable you are.
↳ Energy, curiosity, and a growth mindset age well.
↳ Keep showing you can learn what’s new, not cling to what’s old.

2. How many jobs you’ve had
↳ Frequent moves don’t scare them if you’ve grown with each one.
↳ Progress matters more than time served.
↳ Prove every role taught you something valuable.

3. Gaps in your resume
↳ Everyone takes time off, for life, not laziness.
↳ They want to know what you learnt.
↳ Frame the gap as growth, not a setback.

4. Your last job title
↳ Titles can lie, results don’t.
↳ Show the impact you made, not just the name on your badge.
↳ Lead with achievements, not labels.

5. If you’ve changed industries
↳ Fresh perspective is valuable.
↳ Transferable skills beat tunnel vision every time.
↳ Connect your past wins to your new path clearly.

6. If you’ve taken time off
↳ Burnout recovery isn’t a red flag.
↳ It often creates the clarity and drive that fuel your next leap.
↳ Share how the break helped you come back stronger.

7. The school on your degree
↳ Education opens doors, but execution keeps them open.
↳ Recruiters want proof you can do, not just that you studied.
↳ Show how you apply what you’ve learned in real results.

Now, here’s what they actually care about:

✅ The skills you bring
✅ The mindset you show
✅ The drive to keep improving

Recruiters aren’t looking for perfect people.
They’re looking for people ready to contribute, learn, and grow.

Which one of these will you focus on next? 
Lets discuss it in the comments👇

♻ Repost this to help someone stop doubting themselves before their next interview.
✅ Follow me, Alec Rickard, for career growth strategies.

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