Hey there! I'm a Senior Talent Acquisition Partner who's passionate about helping great companies build and sustain their high-performing teams. 

Over the last 8+ years, I've learned that every organization's hiring needs are unique. Sometimes that means building a recruiting function from scratch, and other times it means refining an established process to take it to the next level.

My experience is diverse, with a primary focus on corporate recruiting for roles from manager to senior leadership. I've successfully placed talent across a variety of functions, including Go-to-Market, Technical, Operations, and General & Administrative.

When I unplug, I'm at home in South Jersey with my wife and our cat. Life outside of work is usually a mix of Philly sports, the beach, the internet, and travel.

Let's connect!

Nick Tuno

Jason Lalk

Marketing teams are more profitable with offshore talent

At Remote Growth Partners, we have the highest recruiting standards for offshore talent, that I've ever seen.

We hire sales, marketing, and creatives for growing companies that don't want to grow headcount.

We only hire people who are proactive and know how to Figure It The F*$! Out.

Limited Partner

CoFound is an early stage venture firm helping founders build a repeatable sales motion.

I talked to an Enterprise AE who's hit quota every year.
His strategy would annoy most reps.

He hasn't worked at darling startups with insane product-market fit.
No easy layups. No inbound machine doing the work for him.

But he does two things almost no one else does:

(1) He makes 100 calls a day.

500 dials a week...as an enterprise rep.

A lot of people will tell you cold calling is dead.
But the reps actually hitting their numbers don't seem to agree.

(2) His BDR gets credit on every meeting. Even the ones he books himself.

They split the prospect list and both start working it.
But no matter who sets the meeting, the BDR gets credit.

Does it cost him a little? Maybe.

But his BDR is fully invested in helping him close.
Not just "doing their job." Actually bought in.

Short-term, he gives something up.
Long-term, he's got a partner who helps him win more deals.

Most reps won't do either of these things, but it clearly works.

CEO at RGP | Hiring offshore sales and marketing talent with insane hiring standards

We're hiring for a ton of overseas SDRs right now. Here are some of the roles:

- SDR at an AI SaaS selling to engineering (Series B) >> hiring 6

- SDR at an AI SaaS selling to mechanics

- Membership Sales for a top female founders group

- SDR at a Marketing Agency who's managed $100M+ in ad spend

- SDR at an Executive Search firm >> already hired 5 and they want more!

If you're based outside of the US, speak great English, and have outbound sales experience, you can find our openings at the Remote Growth Partners page.

If you're a company looking to scale your outbound sales team, you should consider hiring overseas SDRs because:

- Don't complain about cold calling
- Incredibly motivated to work for great US companies
- You can hire more, so you can test more talk tracks and territories

We reviewed 2,471 profiles to hire one video editor last month.
How did we get through all of those and find a great editor?

Let me share the process that works for us.

For context, we take video editing very seriously.
We use editors for our own content and big agencies rely on us to find incredible editing talent.

I've also spent thousands of hours editing videos myself.

So we've spent a lot of time thinking about how to hire a great video editor. 

Here's what goes into our process and what we're testing for:

1. Video Screen
- English
- Video Call Quality
- Ask about their editing process and see their favorite edits from their portfolio

2. Video Critique Exercise (30-60 mins)
- The hardest part of working with an editor is communicating clearly about what is working and what needs to be fixed 
- We use this step to test their ability to do that 
- Attention to detail
- Business writing
- Nebulous problem solving

3. In Depth Interview with a Content Hiring Manager (not a recruiter)
- We want them interviewed by someone who knows what great video editing looks like, not a generalist recruiter 
- Relevance of their experience
- Past Performance as an Editor
- Editing process
- Frameworks they have that apply to specific things we need
- Culture fit

4. Paid Test Edit Exercise (3-5 hours)
- This is where we test their taste and ability to learn about very specific editing needs for us or our clients
- We also like to see how they handle revisions.
- Do they need multiple tries or do they understand our feedback right away?
- Benchmark abilities vs. other final candidates

It's straightforward, but it takes a lot of work to get people through the process. 

But once you do, they can create amazing content for you.

And if you're in the market for a video editor, let us know.

We can probably help you find the best overseas video editors available at Remote Growth Partners.

We recently closed a $180,000/yr client.
Here are the not so obvious things we did to win the deal.

If you're trying to close enterprise clients, hopefully this will help you. 

→ Individual emails to every stakeholder after the panel call

Day after that call, I sent separate emails to each person on the call.

Not a group "thanks for your time" email. Individual notes.
Specific to what they said in the meeting.

Here's what one looked like:

"John, great speaking with you today!

Hopefully we addressed your concerns around collaboration and scripting for the SDRs. Any feedback on our approach to teaming with you guys?"

This gave me some immediate feedback to work with.


→ Deck actually customized for the client

I’ve been on so many sales calls with decks so generic I start wondering if I accidentally joined the wrong Zoom.

I spent several hours making sure every pixel had a reason to exist.

We even added short videos of real sales candidates from our pipeline.
Not stock profiles.
Actual humans they might hire.

We also never used the phrase "Executive Summary" 
That's just a table of contents that no one cares about.
Skip it.


→ Delivered on every deadline we set

This meant a couple of 11PM emails, which sucked. But it showed them we do what we say we’ll do, even when it’s inconvenient.


→ Brought in the account manager on the first call.

In this case, our account manager is an SDR Manager that will be managing all of the SDRs we hire for them. 

It was important that they realized how good he is since they would be working closely with him.

Multiple times in the process, they told me "We're really excited to work with him."

I think I'm a boomer.
I was the only parent at the YMCA with a notebook.

Kids everywhere.
Running. Climbing. Laughing.

Normally, I’d be on my phone. Scrolling. Reading. 
Or asking ChatGPT to think for me.
Letting the time pass.

But the YMCA banned phones in the kids play area.

So I brought a notebook. And just sat there.

At first, it felt uncomfortable.

I’d write something down and instinctively want to look it up.

But there was no feed.
No quick answers.

Just space.

That’s when I noticed...my brain has gotten lazier since ChatGPT showed up.

Not useless. Just softer.

I don’t wrestle with problems the same way anymore.
I prompt. I skim. I accept the output.

“I ChatGPT’d it” has quietly replaced
“I spent time thinking about it.”

But I don’t want to lose the ability to think deeply on my own.

So I’m creating small limits.

Notebook instead of phone.
Thinking before prompting.

Not to avoid the tools. Just to remember how to use my mind without them.

What the AI SDR bros aren't telling you...

Rippling stopped programmatic outbound, hired 150 outbound reps, and saw conversions jump more than 300%

Ramp shut down their AI SDR because it had diminishing returns.

My bet is that human cold calling is a top GTM channel for 2026 because it's a pattern interrupt compared to email and crappy Linkedin DMs.

Sales will continue to move in cycles.
Someone will figure something out, the masses will saturate it, then we figure out something new.

Except for cold calling. 

As long as AI isn't allowed to make cold calls because of robo dialing laws, then this is going to be a channel that will keep working. 

It's just a matter of finding skilled people willing to actually do it.

Thanks for the great newsletter Kyle Poyar

P.S.
🏄🏼‍♂️ Scott Leese also mentioned a great take about a CRO thinking of outbound calls as content instead instead of trying to book meetings on cold calls.

If you're willing to invest in top of funnel like this, I think it has some legs.

Yesterday, I sat through a beautiful presentation. 
Great story. Great visuals. But I had one piece of critical feedback. 

It took 10 minutes for them to get to the most important part. 

Most execs don't read your report the way you think they do.
They're not scanning for how much work you put in.
They're scanning for "why this matters."

A lot of managers think they need to provide a bunch of context. They want to set the stage before they get to their main point.

But by the time they've gotten to that point, the exec has already moved on. 

It's not because they don't care.
It's because they're thinking about the next decision they have to make. 

Every update they hear is competing with:
- Hiring calls
- Board prep
- Revenue gaps
- Customer issues

So when you lead with context, you’re asking them to work harder before they know if it’s worth it.

That’s backwards.

Execs are listening for implications.

What changed.
Why it matters.
What decision this affects.

Once they have that, they’ll ask for the details they need.

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Jason Lalk

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