Enabling AI-powered cold (email) outbound strategies to generate revenue for B2B SaaS Companies

Cold outbound isn’t dead. It's just that most people are doing it wrong.

Why most outbound fails: Surface-level personalisation hits mental spam filters which is why reply rates sit at 1–3%. The missing ingredient is relevance, not volume.

🧠 Who I help: SDRs at fast-growing B2B SaaS companies book 3x more meetings through well-researched, hyper-relevant & personalised cold outbound sequences
🧠 What I do: Help you write a prospect-specific cold outbound sequence that cuts through the noise.
🧠 How I do it: By combining deep cold outreach expertise with AI-driven prospect research, delivered inside a simple & scalable workflow.

✅ I’ve spent a decade studying what works in outbound and what gets ignored. Now I’m building the platform I wish every SDR had.

1/ It helps sales reps. write prospect-specific, tailored cold outbound sequences in seconds. No more template or ​{spintax}

2/ Empower B2B sales reps. turn bland outreach into replies and booked calls, at scale.

SDRs are burning time on a low-performing cold outbound sequence. I built Coolie to fix that with 10x faster prospect research, relevance, personalisation and real replies.

No more templates. No more guesswork. Just cold outreach that works

Want better outbound?

Grab my free Cold Email Breakdown Framework - https://trycoolie.ai/cold-email-guide 
...or DM me to roast your current sequence

Shabbir Bhanpurawala

Them: The worst answer you can get is a 'No'

Me: ☠️ 

#sales #sdr #coldemail #prospecting

Shabbir Mohsin 🧠

Enabling SDRs to write well-researched, hyper-relevant & personalised cold outbound sequences | Booking 3-5 meetings daily | Making outbound cool again

Just a "typical" normal day in outbound sales 🫠 

#sales #sdr #coldemail #prospecting

RIP Cold email automation

This AI booked 7 meetings in 24 hours on AUTOPILOT. 

Most cold email outreach feels robotic because it is "robotic." 

Generic messages that SPAM the TAM. 
Zero personalisation. Zero context. Zero results. 

This AI does the exact opposite. 

Here's how it works: 

- Personalises every single message based on deep 3rd-level relevant signals
(prospect's LinkedIn profile, company's recent news, compliance changes in their industry, feature launch, etc.)

- Creates a persona for each prospect and addresses their actual problems by answering 'why your solution is the best fit for them.'

- Crafts hyper-relevant & well-researched full outbound sequences on autopilot (no templates)

The best part? 

Setup now takes less than 5 minutes thanks to the new AI assistant. 

No prompt engineering needed. No technical knowledge. No trial and error. 

Just tell the AI what you want in plain English. 
It handles all the technical stuff for you. 

It covers:

→ Relevant signals and stack them as per your company's website
→ Adapts to your tone, writing style and personality
→ How to train it on your offering (works for any industry) 

Want the AI?

1. Connect with me 
2. Comment "AI"

Let's fill your calendars with meetings and grow your pipeline.

Chief Commission Officer 💰 I help salespeople find commission errors 🔥

Dan Goodman has been a fierce and passionate advocate for employees for nearly three decades. What started out as a hobby helping friends and family verify commission pay and identify and recover pay errors, soon became a mission that led to the founding of TruCommish. A commission audit service for salespeople. 

Recently, to help a wider audience of employees beyond salespeople and pay errors, Dan founded, Dan Goodman Employment Advisory. Dan's passion is to encourage and empower employees to stand up against wrongdoing. To not have years or decades of regret for being mistreated and doing nothing about it. 

For generations employers have relied on lack of information or misinformation provided to employees to coerce, mislead, and take advantage of them. Whether it is wrongly using PIPs to terminate employees, the farce of unlimited PTO, the false deadlines to respond to a severance, the façade of compensation plans being legal binding documents that the employer can change at any time without your agreement. The list goes on and Dan is here to shed light on these wrongful practices, educate employees on their rights and help to ensure the best possible outcome when these harmful situations arise. 

Dan assists employees across 8 practice areas: employment agreements, restrictive clause, severance offers, PIPs, stock/equity grants, compensation plans, commission/pay disputes, and general coaching, guidance, and advice. If you need help in any of these areas, book some time on Dan’s calendar for a paid call and he can help you sort through it all. 

Finally, Dan brings his passion for numbers and analysis along with his passion for uplifting the often-downtrodden salesperson at the moment they feel most isolated. Dan naturally has an analytically driven financial mind. He holds a BBA Cum Laude in Finance and an MBA Magna Cum Laude in Entrepreneurial studies from Babson College

Dan’s mission is to provide truth and transparency around the employer/employee relations. Shedding a light on many of the morally and often legally questionable practices by employers.

Dan Goodman

How low can employers go? How petty and pathetic can they be?

How about terminating an employee mid-week before the start of a new month just to save on their portion of 1 month healthcare premiums, leaving the employee with no insurance and no job effective immediately. 

And this is how they treat employees who they like. Employees who they have had no complaints or concerns with. People who have showed up, worked hard, and produced on behalf of their employer every day. 

Recently, I have heard from more than a half a dozen employees who were terminated in the middle of the week on the last day of the month. 

Typically, health insurance premiums are paid the first of the month for the that month of coverage. By terminating the employee at the end of the month, the employer does not have to pay health premiums for the employee the following month. 

They get to save hundreds of dollars in return for leaving the employee further stressed and upset with one more huge thing to worry about. 

An even worse trend I'm seeing. Employers canceling health insurance mid month, even though the premiums have already been paid for, including a portion by the employee. Just unreal. Petty and pathetic. 

The employer could care less about the cancer treatments, expensive lifesaving medications, scheduled surgeries, or children who need regular medical attention. 

Nope you’re just a number on a spreadsheet, a delete key on a keyboard and poof goodbye employee who was nothing buy loyal and productive.

How can this situation exist? Who are these heartless souls? How did they ever get into a position of leadership or decision making? 

Have you ever been terminated and had your health insurance end instantly or in a few days?

🥊Employee Advocate 🔄 Counter to Human Resources 🦸 Severance Whisperer 🤫 Founder/CEO 🔥 Entrepreneur🏌‍♂️ 🏖. I consult on all employment related matters including Job Offers, PIPs, Comp Plans, Equity Grants and more.

Don’t debate the PIP. Don’t get stuck on the gerbil wheel. That’s where your employer wants you to be. 

PIPs are weapons to push employees out of a job or to justify terminating employees in a protected class. 

Don’t spin your wheels trying to defend yourself against the intentionally false, gaslit claims of the PIP. 

That’s what they want you to do. To stay stuck reacting to their false claims and defending yourself rather than stepping back and seeing the forest through the trees of what’s really going on. 

You likely have experienced for weeks if not months or longer, a targeted plan to make you so miserable you would just leave on your own. 

When you didn’t, the plan culminated with an undeserved and unachievable PIP. Don’t get upset and debate the lies of the PIP, that’s where they want your mind to be.

Sign it or not. They will just move forward with it either way. They only want/need you to confirm that you’ve received it and reviewed it. 

Document your situation to prove the targeted efforts to manage you out of the business and most importantly look for a job. 

If you get a new job and have not been terminated yet, push your start date out as far as you can and try to negotiate an exit with a severance. 

You’ve got nothing to lose. Worst case they’ll terminate you or tell you to resign if you don’t want to be there anymore. 

You also may find it therapeutic to document what you’ve experienced whether you share it or not.

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Shabbir Bhanpurawala

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The Battle

Shabbir Bhanpurawala

Dan Goodman

Followers

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);}Shabbir Bhanpurawala's LinkedIn Performance

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