We're Hiring!
We are looking for top-tier Amazon operators to join our consulting team.
Earn $25k referral reward for successful hires!
Work with one of the largest Amazon consultancies, working with 270+ brands.

_____________________________________________________________________________________

After successfully exiting two 7-figure brands on Amazon, my business partner and I founded GNO Partners.

We help 7 & 8-figure Amazon Sellers significantly increase their sales and maximize profitability using the frameworks and strategies we used to build our own two 7-figure brands for an exit and that we used on 500+ brands (7 & 8-figure) that we have worked with in the past 2 years.

If you're not blown away by our team's level, plan, execution, and results in the first 30 days, you get your money back.

If you are a 7 or 8-figure Amazon Seller interested in scaling your brand and taking it to the next level, Let's talk. Send me a direct message through LinkedIn or Email me at Ouriel@gnopartners.com.

Ouriel Rybski

You might be overpaying Amazon 5 to 10% on every sale, and you won't see it on the listing.

We just onboarded a client with a leading product selling for £8, doing £2.5M / year in the UK.

His front-end category? Grocery. His referral fee category? Tools and Home Improvement. 

We moved him to Grocery. He now pays 5% referral fees instead of 13%.

That's 8% extra margin, with zero change to PPC, CVR, or price.

This is what he didn't realize, that you might be missing as well:

Amazon has 3 category systems. They are related but NOT the same.

• Browse node: front-end category. Impacts your Best Seller Badge.
• GL node: back-end category. Visible in your category listings report.
• Referral fee category: what Amazon actually charges you. Found in Seller Central.

His Browse node said Grocery. His Referral fee category said Tools and Home Improvement.

We opened cases to align the referral fee category to Grocery. This secured the win.

You can see your referral fee category by going to:

• Seller Central → Manage All Inventory
• ID your SKU → click on "Calculate revenue"
• Click on the Referral fee to see your category.

Go check your referral fee % right now and see if you can find a category with lower fees.

Just a heads up: changing the Browse node and GL node is easy. 

The referral fee category is harder. It works ±50% of the time and is better to do with a SAM.

My team and I can audit your referral fees for free. We've done this over 1,500 times. We know exactly where to look. DM me and we'll get on it.

We’re Hiring! Co-Founder – GNO Partners. Helped 600+ Brands Dominate on Amazon

New Amazon Product Launch results: Grew from 200 to 15k sold units/month, got the Best Seller Badge in UK, and #1 rank on a 175k search volume keyword in US.

As we consult 330+ Amazon brands in GNO Partners, we constantly improve our launch plans.

It’s not always perfect, but when the plan clicks & the product fits, the launch explodes.

So when our client came in with his new product, we quickly felt we could win big.

We agreed with the client on a clear, aggressive plan and started to push.

What we did in the last 4 months:

• Tested 7 main images until 1 clearly won
• Full SEO revamp for AI
• Using all our PPC frameworks to scale profitable campaigns
• PPC ranking relaunch on main keyword groups
• Mixed in and coordinated FB ads for the push.
• Best Deals to fuel the push

What happened:

• #40 → Best Seller Badge in UK
• #224 → #9 in the entire category in the US
• 200 → 15,000 units per month (not a typo)
• #1 rank in a 175k Search volume main keyword.

For any Amazon seller trying to grow in 2026, my view is simple:

In Amazon 2026, doing one thing isn’t enough.

I prefer to combine everything: price, main image, SEO, PPC for profit, PPC for ranking, deals, etc.

Stacking those elements together, and you get a real launch plan.

Do this, and your launches have a dramatically higher chance of working.

P.S. ♻️ Repost if you found this helpful.

Out of the 350 brands we work with at GNO Partners, dozens just got Best Deals unlocked overnight. If yours did too, do this before you launch it.

Across the board, Best Deals is one of the highest-impact tactics we recommend to our clients.

But only if you run it right. So first, do those:

• NEVER choose Prime-only on Best Deals.
• NEVER add committed quantity to Best Deals.

If you don’t, when the Best Deal goes live your listing will show 0% claimed.

That kills urgency, and sales can drop versus a normal day.

After that, adjust PPC during the deal days.

Many sellers avoid Best Deals because margins are tight. Don’t. 

Deals can change your product. You just need to know how to run them.

Example: you spend $1k/day on the parent  → drop PPC to $500/day during the deal:

• NEVER pause campaigns, set budgets to $1 instead.
• Filter last 30 days, move barely-profitable “profit” campaigns to $1.
• Filter yesterday, estimate tomorrow’s spend after the reduction.
• Not at $500 yet? Keep lowering more campaigns until you hit the target.
• Try to keep your ranking campaigns live.

Doing that correctly and you’ll keep the deal lift, while protecting margin, often even improving it.

That’s one of the strongest PPC tactics you can use.

P.S. ♻️ Repost if you found this helpful.

We just hit 100 reviews on Trustpilot for GNO Partners. Sitting at 4.9 stars.

We work with 350+ Amazon brands. Getting honest feedback at scale is hard. Keeping it at 4.9 is harder.

One client summed it up well:
"In just three months, GNO helped us double our YoY sales and double sales over the previous quarter, all while significantly improving our profit margins."

That's the goal. Every single time.

Here's something I believe deeply:

The closest thing to a shortcut in business is finding people who already did what you want to do, paying them, and learning from them.

Get them on your team. Get them invested in your success.

I've been doing this for years. Every time I need help on a specific topic, I find coaches, courses, or communities around it.

Usually, the prices are high. $20K+ most often.

Besides one failure, every other investment returned a very strong ROI.

So my recommendation: use those as much as possible. Knowledge compounds faster than anything else.

If this resonates, reach out. We'll analyze your brand for free. If we think we can help, we'll give you an offer to work with us.

Swipe through to see what our clients are saying. (100 reviews, 4.9 stars)

GNO_Trustpilot_ carousel

We helped this Amazon brand 2.31x sales and 3.03x profit in 1 year. But the client's biggest lesson had nothing to do with ads.

At GNO Partners, we’re doing over 120 analyses per month for Amazon Brands.

So for us it’s easy to see brands with HUGE potential. 

With this client, the upside was clear, so we recommended placing a big inventory order.

Then we got to work:

• Installed our PPC system
• Trained the client to run it in-house
• Pushed his best sellers to get strong organic ranking
• Implemented our Deals strategy

It worked.

• Since then, they broke their lifetime sales record 4 times.
• February alone did $176.3K vs $76.4K last year.
• Net profit hit $53.9K vs $17.8K.

But the real lesson was this:

Once demand is strong, inventory becomes the game.

Amazon is often just ping pong between sales and stock.

You push growth, then you fight to stay in stock and protect CVR, rank, and momentum.

The client is learning this now, as we’re once again facing the same inventory challenge we had when they started.

Want my team to analyze your Amazon brand for free? Send me a DM.

P.S. ♻️ Repost if you found this helpful.

The highest-leverage move for a market-leading Amazon product isn't what most sellers think.

When was the last time you ran a price test?

Here's why it matters more than most think:

• Your product sells for $40. COGS + fees = $26 → $14 profit/unit.
• Raise the price by 15%. New price $46. Fees up by $1 → $19 profit/unit.

That's a 36% increase in profit per unit with zero extra ad spend.

What do you do when you've maxed everything out?

• You’re maxed ranking for all main KWs
• You have full PPC coverage
• You've maxed out new variations
• You're live across main Amazon marketplaces

In this case, a price-increase test could be the next move.

Your CTR & CVR are already high; a price increase might not change that.

This is the type of test you want to run: reversible and high-reward.

Here’s how I would test it:

• Increase price by 5-10%
• Monitor BSR, CVR, rankings, and sales velocity for 14 days
• No big changes? Increase again.

When you're the market leader, you've earned pricing power. Use it.

P.S. ♻️ Repost if you found this helpful.

The fastest way to grow your Amazon brand? Stop asking "what should I do next?" and start asking "what is holding me back?"

At GNO Partners, we're working with 350+ Amazon brands. 

The ones that grow consistently all do one thing; identify the constraint, fix it, repeat.

Because that’s the reality:

Your brand grows only as fast as its biggest constraint allows.

You’re job as an Amazon seller is to:

• Identify the #1 constraint
• Attack it with 2 to 7 focused moves
• Growth accelerates
• A new constraint appears
• Repeat

Do that and I guarantee your brand will grow…

If you're not sure which constraint is holding your brand back right now, check for these:

• Inventory: You keep stocking out. You're missing a real inventory system.
• Sales: Sales are low/flat. Your marketing & ranking skills execution is the constraint.
• Gross margin: Sales are up, profits are thin. You're priced too low or your COGS are too high.
• Time: You can't get to everything. You're missing Systems + People.
• Products: You've hit a ceiling. You need new listings or new markets to keep growing.

Most sellers keep “optimizing everything”. 

The winners obsess over one constraint at a time, until it breaks.

My team and I can analyze your brand for free, as we did 1500+ times so far.

We'll identify your #1 constraint and build a growth plan around it. DM me for more info.

Most companies say they hire A-players. Here are the actual consultants on my team at GNO Partners. And… we're hiring again.

Gal Ezuz and I founded GNO after exiting our own brands. Today we work with 350+ Amazon brands.

But what makes GNO different is the team.

Every consultant on our team has built, managed, or exited 8-figure Amazon brands before joining.

Here's a snapshot of 5 of our consultants:

• Matt: Scaled a portfolio from $15M to $100M, resulting with a high 8-figure exit.
• Chen: Managed a $90M Amazon brand, then scaled 5 brands from 7 to 8 figures.
• Moshe: Built and exited an $8M Amazon brand, then led an 8-figure portfolio of brands.
• Sergei: Managed $50M/year in brands with $1M+ monthly ad spend.
• Michael: Grew and exited his own brand, then scaled portfolios up to $80M annual revenue.

This is the team you'd work alongside every day.

We're hiring Senior Amazon Consultants who are currently managing 8-figure brands and ready for the next challenge.

Compensation: $220K to $300K+ yearly potential. Fully remote. Performance based.

If this sounds like you:
• DM me
• Email HR@gnopartners.com
• Or tag someone below

♻️ Repost to help us reach the right people.

Sales and Marketing at CBF Labels

I'm passionate about sharing content & ideas on sales + marketing to help you level up your professional knowledge.

Outside my main role, I've been helping Ecommerce SaaS and AI companies with distribution and promotion.

If you’re looking to advertise to my audience, please send me a message so we can chat further. Thanks!

Jamie Dimond

Many people feel scared when this moment comes:

Someone joins your team who is better than you.

The higher the position, the bigger the fear.

Yes, it can feel like a threat.

But think again.

Having access to smarter people is a blessing.

Which company will achieve more:

The one where the manager hires mediocre people,

or the one that hires just top stars?

Doers, believers, and hungry to learn and work.

The answer is clear.

The top people:

Bring new ideas and fresh perspectives.

Can teach you so much.

Drive companies to new heights.

Their strengths can lift the whole team.

You grow when you surround yourself with talent.

It’s an opportunity to learn and improve.

Embrace their skills.

Together, you can achieve more.

Remember, success is not a competition.

It’s about collaboration and growth.

So, don’t be afraid.
Celebrate their talent.
We’re all on the same journey.
Welcome them with open arms.
Help them thrive; one day, they will help you.

Credit: Igor Buinevici

I’ll choose remote work > higher salary.

It’s really simple.

More rest, less stress.

I’ve been remote ever since COVID but up until that point, I prioritized $.

Now, I prioritize my mental health, peace of mind, and well being. 

WFH has personally made me:

✔️ Richer
✔️ Happier
✔️ Healthier
✔️ More Productive

It’s about flexibility and choice.

Give people an OPTION to choose what works for them.

Credit: Jean Kang

Surround yourself with ambition.

It changes you.

Fast.

The line “Surround yourself with people who have bigger goals than you. Ambition is contagious” is not hype.

It is a career strategy.

Because your goals do not live in a vacuum.

They live inside your calendar.
Your standards.
Your daily conversations.
Your sense of what is normal.

And nothing shapes “normal” faster than the people around you.

When you sit near big goals long enough,

You start to borrow them.

Not by copying.
By upgrading.

Here is how influential networks quietly drive professional growth:

1. Ambition resets your baseline
 → In a low-aim room, average feels safe 
 → In a high-aim room, average feels expensive 
 → You stop asking for permission to grow

2. High performers create healthy pressure
 → Not toxic pressure 
 → Clear pressure 
 → The kind that makes you ship work, not talk about it

3. Mentors compress time
 → Mentorship is not motivation 
 → It is direction 
 → A good mentor helps you skip avoidable mistakes 
 → And raises your standards without raising your stress

4. Peers shape your pace
 → Your peers decide what “normal effort” looks like 
 → If your circle learns, you learn 
 → If your circle builds, you build 
 → If your circle settles, you settle

5. Culture multiplies behavior
 → In ambitious cultures, high expectations are not personal 
 → They are the air 
 → People plan better 
 → Communicate clearer 
 → And take ownership faster

6. Social proof does the heavy lifting
 → Humans copy what works 
 → When you watch someone set a high goal and hit it, your brain files it as possible 
 → You start to act like it is possible too 
 → Because now it feels real

7. Strategic networking opens hidden doors
 → Not “collecting contacts” 
 → Building real relationships with people who move 
 → Ambitious people share opportunities 
 → They spot talent 
 → They connect dots 
 → They pull you into rooms you did not know existed

8. Ambition spreads through language
 → Big-goal people talk in plans 
 → Not excuses 
 → They talk in timelines 
 → Not someday 
 → That language rewires how you think about your own work

9. You gain better feedback, not more praise
 → Influential networks do not clap for everything 
 → They sharpen you 
 → They challenge your thinking 
 → They raise the quality of your decisions

10. You start playing the long game
 ↳ Ambitious circles respect consistency 
 ↳ They reward craft 
 ↳ They build reputations 
 ↳ They understand that real growth compounds

This is the real point.

Your network is not just who you know.

It is what you start to believe is possible.

Choose circles that stretch you.

Because ambition is contagious.

And so is settling.


Image credit: Colby Kultgen

Ever notice who claps when you win?

And who goes quiet?

Here’s something I’ve learned the hard way:

People who truly want to see you win
don’t compete with you.
They contribute to you.

They send the intro.
They share the opportunity.
They recommend your name in rooms you’re not in.

Real support isn’t loud.
It’s consistent.

And it shows up in actions, not emojis.

The right people don’t just celebrate your success.
They help build it.

Image credit: Itsletters_ on Twitter/X

Most people quit right before it works.

Because effort and reward do not move at the same speed.

Years 1 to 2:

You are bad.
You know it.
Everyone else knows it.

Good.

You are building muscle.

Year 3:

You are decent.
Still invisible.
Doubt gets louder.

This is the danger zone.
Most people exit here.

Year 4:

Your skill is real.
Your voice is clear.
Your network trusts you.

Now one catalyst matters.

A post.
A partnership.
A product launch.

And it looks sudden.

But here’s what really happened:

You compressed 4 years of learning into 30 days of output.

Example:

Builder ships 50 small tools over 4 years.
None break 1k users.

Tool #51 solves the right pain at the right time.
Hits 100k users in 2 months.

People call it overnight.

They did not see the first 50.

The playbook:

1. Treat early years as paid training.
2. Ship in public.
3. Build assets, not moments.
4. Stay until the math flips.

The lag is the price.

Pay it.

If you are in year 2 or 3, this is your sign to keep going.

Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.

Credit: readswithravi on Twitter/X

Toxic workplaces don’t lose talent overnight.

They lose it one person at a time.

At first, the best employees try to fix things.
They speak up.
They work harder.
They try to protect the culture.

But when nothing changes, something else does:
their decision to stay.

People rarely leave because the work is hard.
They leave because the environment makes the work unbearable.

Common warning signs:
• good employees becoming quiet
• innovation slowing down
• high performers burning out
• increasing turnover of your best people

By the time leadership notices the problem, the damage is often already visible in the numbers.

Healthy workplaces do the opposite:
They keep talent by building trust, respect, and psychological safety.

Because in the long run, culture isn’t just a “soft factor.”

It’s a business strategy.

It's pointless spending time and money attracting top talent if you're not considering the work environment they're joining. 

To retain new hires, make sure your company culture is worth staying for.

Your brain is sick and tired of content.

It wants you to be creative.

Over the past 6.5 years, I've written:

- 3,559 LinkedIn posts
- 4,107 Tweets
- 789 Instagram posts
- 456 Threads
- 278 Substack notes
- 266 newsletter issues

And here's what I've learned:

1. The more you create, the happier you are:

On the days I'm sharing my creations, my mood is incredibly elevated. There's nothing better than learning something and sharing it with other people.

2. The more you consume, the more pessimistic you become:

Whenever I go down a rabbit hole on LinkedIn or X, I get bummed out. Culture wars, fighting, lack of empathy for our fellow humans. It's gross.

3. The longer you write, the better at your craft you become:

If you write every single day for a long time, you will eventually become a relatively decent writer. And there's no better way to communicate your thoughts.

4. The more you outsource creative work to AI, the dumber you become:

The more AI does your creative work, the more you forget how to be creative and original. You sound like everyone else. You blend in. You're not interesting.

TL;DR:

1. Create daily
2. Consume less
3. Write until you're good
4. Don't outsource creative


Credit : Justin Welsh

The people you admire didn’t succeed because everything worked.

They succeeded because they kept showing up after things didn’t.

We romanticize success.

We rarely talk about the boring middle:

The failed launches.
The awkward drafts.
The ideas no one clapped for.

BUT

Momentum belongs to those who don’t disappear.

Not every attempt will win.

But every attempt builds skill, confidence, and clarity.

And that compounds faster than talent.

Image credit: WisdomStoics on Twitter/X

Mission statements can inspire.
Core values can guide.
But only your daily decisions build real culture.

Eric Partaker's post on healthy company culture got me thinking about what actually builds strong teams.

I've noticed all 7 of these patterns in teams with healthy cultures:

(Credit: Amy Gibson)

1️⃣ They address toxic behavior, even from top performers

• Talent doesn't excuse toxicity when it harms the team
• One bad person can poison the entire team

2️⃣ They promote based on merit, not politics

• Wrong promotions make your best people start looking
• Performance and values should both matter

3️⃣ They don't play favorites

• Everyone sees it, even when no one says it
• Favoritism makes trust start to break down

4️⃣ They grow people-first leaders

• Technical skills matter but aren't enough alone
• Leaders who can't grow people shouldn't lead them

5️⃣ They make it safe to speak up

• When people fear feedback, problems grow
• Feeling safe to speak isn't optional

6️⃣ They give recognition regularly

• People don't leave because of the work
• They leave when they don't feel valued

7️⃣ They apply values consistently

• Not just to some people but to everyone
• No exceptions for title, time, or revenue

Culture isn't built in the big moments.

It's built in the daily decisions about who you protect, who you promote, and what you tolerate.

That's where trust lives or dies.

One thought that hit me recently:

A lot of people are afraid to spend money on experiences.

Travel.
Events.
Conferences.
Trips with friends.

But they’re not afraid of something much scarier.

Waking up years later and realizing…

the only place they ever went was work.

I’ve noticed this after talking with a lot of founders and marketers.

The things people remember aren’t the extra hours at the desk.

It’s the random trip.
The conference where they met someone interesting.
The event that sparked a new idea.

Those moments change how you think.

They expand your world.

Work matters.
Ambition matters.

But life can’t be only work.

Because time passes faster than we think.

And one day the question won’t be:

“Did I work enough?”

It’ll be:

“Did I actually live?”

Curious to hear from others:

What’s one trip, event, or experience that changed your perspective the most?

There are two types of people: those in marketing and those who give the marketing department advice.

Credit: Jay Schwedelson

What if the real skill isn’t pushing harder…
but knowing when to pause?

For years, I thought momentum meant constant motion.

Post more.
Launch faster.
Reply instantly.
Say yes.

But here’s what experience taught me the hard way:

Burnout doesn’t come from working hard.
It comes from working without reset.

The highest performers I know don’t just grind.

They rest on purpose.
They step back before they snap.
They protect clarity like it’s revenue.

Because clarity is revenue.

When you’re tired, you make emotional decisions.
When you’re scattered, you chase the wrong metrics.
When you’re overwhelmed, you mistake noise for progress.

Rest.
Reset.
Restart.
Refocus.

Not once a year.
Not when you’re forced to.

As many times as you need to.

In business, the edge often isn’t who works the most.
It’s who recalibrates the fastest.

Image credit: WisdomStoics on Twitter/X

Bad marketing:

• Here's my product
• These are the features

Good marketing:

• Here's your problem
• This is how you can solve them
• These are the benefits of using the product
• This is how it can help you
• Here is what you can achieve

Bookmark it and never forget

Credit: pmitu on Twitter/X

Life as a marketer:

Credit: Rana Bassiouni

The older I get, the less I want to be impressive.

I want to be steady.

Impressive is external.

Peace is internal.

There is a season for pushing hard.
For chasing titles.
For building reputation.

But at some point, the question changes.

Not “How do I look?”

But “How do I live?”

Here’s what shifted for me:

I stopped optimizing for optics.
I started optimizing for energy.

Because energy drives everything.

Energy affects thinking.
Thinking affects decisions.
Decisions shape life.

Example:

High status project.
Big visibility.
Constant pressure.

Versus

Focused project.
Clear scope.
Room to think.

One feeds ego.
One feeds longevity.

You can design a life that does not require constant explanation.

That is real leverage.

Impressive impresses others.

Peace compounds for you.

Choose the metric that lasts.

Image credit: 2lastvibes on Twitter/X

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Jamie Dimond

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The Battle

Ouriel Rybski

Jamie Dimond

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ouriel Rybski's LinkedIn Performance

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