Cosmo Tech | The Decision Twin Platform for Supply Chain, Finance & Asset Leaders at Fortune 500 Scale | Simulate Tomorrow. Decide Today.

I specialize in the messy middle of B2B SaaS scaling—taking companies from erratic growth to a disciplined, high-performance revenue engine.

Most sales teams don’t fail because they lack talent; they fail because of ambiguity.
When forecasts can’t be trusted, pipelines move only through founder heroics, and managers report activity instead of owning outcomes, you don’t need another playbook—you need an operating system.

My operating philosophy: Cadence | Ownership | Process

I install a repeatable flywheel of operational excellence:

Cadence
A rigorous Rhythm of Business—daily, weekly, and monthly operating cadence that surfaces execution risk early, before it becomes a board-level surprise.

Ownership
Managers own outcomes, not just activity. Forecasts are built bottom-up so leadership can commit without caveats.

Process
Qualification and execution are standardized before adding headcount, ensuring hiring is tied to capacity and real revenue impact—not hope.

The proof (Ekahau — SVP, Global Sales, 2019–2024)
	•	Revenue: Scaled $25M → $65M ARR in five years
	•	EBITDA: Increased $7M → $32M (margins ~20% → ~50%)
	•	Team: Built a 130-person global organization while reducing per-employee cost 25%

Selected wins
	•	Healthentic: Doubled ACV ($5M → $10M) and drove 10× pipeline growth through GTM transformation
	•	ControlCase: Delivered 34% YoY growth and 300% expansion revenue growth

Currently

Available for VP of Sales or Fractional GTM leadership with B2B SaaS companies $5M–$30M ARR. I also lead SalesGSS (revenue operating frameworks) and DigitalRegIntel (regulatory intelligence for AI/fintech).

The Senator perspective

Two terms as a Washington State Senator taught me the value of high-stakes negotiation and public accountability. I bring that same discipline to sales: clear ownership and execution when the pressure is real.

“Steve is ‘Instant Offense’ for sales—rare and valuable. World-class at creating strategic, data-driven sales teams.”
— Jeff O’Mara, CEO (Healthentic) / GM (Ekahau)

Steve Litzow

AI didn’t kill sales reps.
It killed excuses.

In 2026, AI isn’t a productivity tool — it’s a truth serum.

It exposes:
• Broken process
• Weak management
• Fake activity dressed up as “effort”

If your sales motion is tight, AI compresses time-to-decision.
If it’s sloppy, AI just produces more noise — faster.

Most $10M–$50M ARR teams are about to learn this the hard way.

This is Week 1 of the SalesGSS 2026 Operating Series.
Eight weeks. Eight uncomfortable truths.

AI didn’t come for your reps.
It came for your excuses.

Comment “2026” if you want the series.

VP of Sales / Fractional VP (B2B SaaS, VC & PE-backed) for $5M–$30M B2B SaaS | Scaled $25M → $65M ARR | SalesGSS

Your closers aren’t the problem.
Your committee is.

Roughly half of qualified B2B deals don’t lose.
They stall.
“No decision.”

At $10M–$50M ARR, the pattern is consistent:
• Strong champion
• Positive calls
• Deal “feels good”

But it’s single-threaded.

One relationship trying to carry internal selling across:
Finance. IT. Security. Procurement. Operations.

The closer is persuasive.
The organization isn’t aligned.

With 10+ stakeholders involved, persuasion no longer scales.

Elite closers in 2026 aren’t smoother.
They’re better at internal selling.

They multi-thread early.
They equip champions.
They sell the decision process.

Quick diagnostic:

Can your reps name five stakeholders—and each one’s priority—in their top deals?

If not, you’re optimized for persuasion when you need consensus.

Week 2 of the SalesGSS 2026 Operating Series.
(Week 1: AI doesn’t fix execution—it exposes it.)

Comment “2026” if you want the series.

If you can’t prove value in the first 60 days, you don’t have a deal.

In 2026, long sales cycles aren’t what kill deals.

Delayed proof does.

Buyers will wait longer to buy —
but they won’t wait longer to know if they made the right decision.

57% of B2B buyers expect positive ROI within 3 months — not at renewal.

If a champion can’t point to a concrete win inside 60 days:

Confidence erodes
Finance steps in
“Commit” turns into “let’s wait and see”

That’s why the strongest teams aren’t closing faster.

They’re proving faster.

They define Day-60 success before the contract is signed.
They scope for proof, not size.
They treat time-to-value as a deal quality metric, not a CS problem.

If value only shows up at renewal, the deal was insured by hope — not evidence.

This is Week 3 of the SalesGSS 2026 Operating Series.
Next week: why slow product cadence is becoming a silent deal-killer.

This week’s regulatory signal isn’t clarity — it’s formation.

In the U.S., digital asset market structure legislation stalled again. In the EU, regulators are already questioning AI Act transparency practices well ahead of enforcement.

Different jurisdictions. Different tools. Same supervisory pattern.

Expectations are forming before rules finalize — and long before penalties appear.

That’s what shows up later in:
- Board and audit committee questions
- nvestor and acquirer diligence
- Bank and payment-partner reviews

Not “what did the law eventually say?”
But “what did leadership understand and monitor as expectations evolved?”

I publish a short Digital Regulatory Intelligence brief each Tuesday that documents these early supervisory signals — not predictions, not legal conclusions — just what’s forming in real time.

Most regulatory risk doesn’t show up as a rule violation.

It shows up later as a question regulators now ask routinely in enforcement actions:

“When did you become aware of this risk?”

Across new digital regulations and recent enforcement matters, regulators have shifted from checklist compliance to supervisory posture — an expectation of continuous, documented awareness.

Exposure today isn’t just what you did.
It’s what you reasonably knew — and when you knew it.

That’s why this is increasingly a board-level issue, not a compliance exercise.

Curious how others are documenting supervisory awareness before it’s asked for.

When supervision exists only in email, it doesn’t exist at all.

This week didn’t bring a sweeping new regulation.
That’s exactly the risk.

Across the U.S. and EU, regulators continued applying existing authority while legislative clarity remains unresolved. That combination — active enforcement discretion + unresolved rules — is where most future compliance failures are born.

Fast-forward 24–36 months and the question won’t be:

“Was the guidance clear?”

It will be:
“What did you know — when did you know it — and how was that knowledge supervised?”

This week alone:

SEC and CFTC signaled regulatory coordination is moving forward without Congress
EU AI Act transparency expectations quietly locked in
FinCEN delayed rules while Treasury intensified enforcement
Enforcement volume dropped — but guidance-based expectations accelerated

None of this required a new rule. All of it creates exposure.

If your supervisory awareness lives in emails, Slack threads, or people’s heads, it won’t survive diligence, exams, or enforcement.

That’s why we published this week’s DigitalRegIntel Supervisory Brief — and why we believe supervisory awareness needs a system of record, not a newsletter.

Because when the question comes,
explanations don’t count. Records do.

This week’s brief formally documents each supervisory signal referenced above.

#RegulatoryCompliance #DigitalAssets #AIGovernance #RegTech #Compliance

LinkedIn Ghostwriter and Content Writer driving $1,000,000+ for CEOs, Founders and Brand Owners | IIT Madras | Copywriter | Author of 6 Novels |

🟣 Are you:

- A 'BUSYPRENEUR' short on time but with big goals for LinkedIn?
- A Tech Founder, Co-founder, or CEO looking to grow your business?
- Leading a SaaS company and ready to establish industry dominance?
- A B2B business leader in AI, Machine Learning, or cutting-edge technology?
- A Healthcare Entrepreneur or Woman in Leadership striving to scale your impact?


🟣 But you’ve got:

- A mission to disrupt your industry.
- Innovative ideas ready to take the market by storm.
- Stories that can elevate your personal brand and attract opportunities.
- The ambition to join the 1% and transform your LinkedIn into a powerful business engine.

🟣 I’m here to help you dominate LinkedIn. Let’s:

- Build a thriving community of tech professionals and decision-makers around your brand.
- Design a tailored LinkedIn content strategy focused on scaling your business.
- Craft data-driven, high-conversion posts so you can stay laser-focused on growth.
- Skip the LinkedIn hacks and time-wasters—get direct, impactful results.

🟣 Why trust me with your LinkedIn growth?

- I’ve ghostwritten for tech brands, Founders, Co-founders, CEOs, & BUSYPRENEURS across the globe.

- Boosted lead generation, increased B2B sales, and driven website traffic for companies in AI, SaaS, and deep tech.

- Helped over 100+ industry leaders build personal brand authority and establish engineered authority through LinkedIn.

🟣 My areas of expertise include:

- Ghostwriting for Tech Founders, SaaS CEOs, and industry leaders.
- LinkedIn content strategy optimized for B2B lead generation and growth.
- SEO-driven content for enhanced visibility in the tech space.
- Data-driven marketing analytics to measure and refine engagement.
- B2B Copywriting tailored the tech and AI industries.

🟣 Ready to scale your LinkedIn and grow your B2B business by 5X?

If you're ready to transform your LinkedIn presence, let’s talk. Here’s what I offer:

- 3X-5X weekly posts that resonate with your tech audience.
- 1.5 hours of focused engagement strategies to build connections and authority.
- Outbound strategies that deliver tangible results for your B2B business.

🟣 BONUS: My Journey

- BS in Data Science from IIT Madras.
- Successful author of 6 novels, named trending & best-selling on Bookhunt (2021-2022).
- Launching my new non-fiction book, "Trailer – The Beginning" in 2025.
- I’ve worked with businesses to connect with their audience, build engineered authority, and scale their LinkedIn growth.

Want your own LinkedIn success story? Message me now, and let's take your tech brand to new heights. 🤝

Atul Kumar

I bring good news today. So here it goes:

If you are an HR or AI leader thinking about building authority, you are already ahead of most people in your space.

Because very few leaders in HR and AI are actually visible for their thinking.

1. Most of them are busy executing.
2. Most of them are solving real problems.
3. Most of them are doing work worth listening to.

Very few are translating that work into public clarity.

That gap is exactly where authority is built.

Over the last year, we have been working closely with leaders in HR, AI, and founder-led businesses to help them do one thing well:

"Express their thinking clearly, consistently, and credibly without turning LinkedIn into a full-time job."

Right now:

1. We are actively working with 13 clients
2. We have documented 20+ case studies across HR and AI
3. The system is proven, repeatable, and calm by design

For a short New Year window, we are opening this entire authority system at $500 per month.

This is simply an opportunity to understand how the process works before deciding anything long term.

If you want to walk through the system and see whether it fits your goals, you can book a call and get full clarity.

No rush. No pressure.

Just a clear look at how authority is actually built.

P.S. If you are already posting or thinking deeply about your work, you are closer than you think.

Atul Raghav

Educating the World on AI | Scaling B2B Brands to 8-9 Figures with 'Engineered Authority' | LinkedIn Ghostwriter for AI & Tech Founders, Co-Founders, CEOs, Leaders and 'BUSYPRENEURS'.

HR leaders influence revenue, retention, and risk every week, yet get treated like a support function online.

The gap is not expertise, and it is a set of beliefs that quietly mutes their voice.

The pattern looks like this:

1. You doubt your stories matter.
→ You stop sharing the work that shows your impact.

2. You label your experience as “just my job.”
→ You downplay insights CEOs would pay to hear.

3. You wait until you feel ready.
→ Someone else captures the narrative first.

One truth changes the game:

Visibility is not a personality trait. 
Visibility is a system.

A simple visibility system has 3 parts:

1. Clarity
→ Explain your work in business language.

2. Consistency
→ Show up often enough to be remembered.

3. Authority
→ Take a clear stance based on what you have seen.

LinkedIn is a thinking platform where you teach people how to interpret your value.

Which belief holds you back the most: doubting your story, downplaying your expertise, or waiting to feel ready?

LinkedIn Ghostwriter for founders and leaders | Grow business and presence with ‘Engineered Authority’ | Talks about AI, Authority Branding, LinkedIn Growth & Entrepreneurship

Persuasion sounds like: “Here is why you should.”

Belief-transfer feels like: “This is already true, and you have felt it before.”

Copy that shapes belief uses simple language because simple language gets trusted.

Simple language does 3 jobs:

1. It removes confusion.
→ The reader understands fast, so they stay.

2. It sounds honest.
→ Clear words feel safer than complex words.

3. It makes action easy.
→ If the next step is clear, the decision feels lighter.

Use this simple structure in your writing:

1. Say the truth in one clear line.
→ “You do not need more information, you need a clear decision.”

2. Show the feeling behind it.
→ “You feel stuck because nothing feels certain.”

3. Give the next step.
→ “Pick one outcome and build around it.”

Simple writing rules that work:

✅ Prefer short words over fancy words
✅ Use one idea per sentence
✅ Replace abstract words with real ones
✅ “Improve performance” becomes “help people do better work”
✅ Write like you talk to one smart friend

Attention copy tries to impress.
Conviction copy tries to be understood.

Which part of your copy feels unclear today: the problem, the promise, or the next step?

A high ticket “no” is rarely about money.

A high ticket “no” is about doubt, risk, and trust.

Three things premium copy must do:

1. Pre-qualify before the call.

→ Say who it is for.
→ Say who it is not for.
 
✅ “If you want the cheapest option, this is not the right fit.”

2. Create safety through clarity.

→ Clear outcome.
→ Clear process.
→ Clear boundaries.
 
✅ “Here is how we work, and here is what we do not do.”

3. Signal confidence without hype.

→ Fewer promises.
→ More precision.
→ Calm tone.

✅ “No urgency tricks, only a clean decision path.”

Premium buyers already have options, so your copy must make the right buyer feel certain.

Which part of your copy creates the most doubt today: the audience fit, the process, or the tone?

Personal Brand ≠ Personal Exposure

🟣 Visibility builds credibility.
❌ Exposure chases attention.

🟣 You share ideas that create value.
❌ You post just to stay visible.

🟣 You attract trust and opportunity.
❌ You drain energy trying to impress.

A personal brand is not about being seen by more people.

It’s about being remembered by the right ones.

So before your next post, ask yourself-

Are you building visibility or chasing exposure?

An HR leader’s true strength becomes visible the moment their thinking takes a structured shape.

Inside the organisation, their judgment guides culture, hiring, performance, and leadership alignment.

But outside the organisation, that depth often goes unnoticed because the way they present their expertise lacks form.

When knowledge stays abstract, the audience cannot see the precision behind it.

The HR leaders who rise fastest on LinkedIn are not the ones who post the loudest.

They are the ones who translate their experience into frameworks that make their expertise easy to understand, easy to apply, and easy to trust.

A strong framework does something powerful.

It captures years of lessons in a simple visual.

It reveals the reasoning behind a decision.

It shows leaders how to look at a problem instead of only describing the problem.

It becomes the signature of your thinking.

When your content moves from informal opinions to well-shaped models, you immediately shift from “HR professional sharing ideas” to “HR strategist shaping the conversation.”

This is the moment authority begins to compound.

Your work becomes teachable.
Your insights become scalable.
Your brand becomes recognisable.

Certain frameworks carry exceptional impact when shared with clarity, context, and strong narrative alignment- especially when they reflect the real decisions leaders care about every day.

Below are seven categories that consistently elevate an HR leader’s presence the moment they are communicated well.

“I keep seeing the same frustration show up in client calls.”

A founder comes in saying,
“We post regularly, people engage, but nothing converts.”

When we look closer, the problem is never effort.

It is always structure.

One recent client had good insights, decent reach, and a clean profile.

Yet every post lived in isolation.

1. No sequence.
2. No buildup.
3. No belief being formed.

Their audience understood what they did.

They did not understand why they should trust it.

So we did not change posting frequency.

We did not chase formats or trends.

We fixed the funnel.

We started with the profile, because first impressions decide attention.

The headline stopped describing roles and started clarifying outcomes.

Then we simplified content.

One core idea.
One problem their audience cared about.

Repeated from different angles until it felt familiar, not forced.

Next came credibility.
Not testimonials everywhere.

Just clear examples of decisions made, mistakes avoided, and results created.

What surprised them most was connection.

Commenting with intent on the right conversations created more traction than publishing another post.

Only after trust showed up did conversion become natural.

DMs were not sales messages.

They were problem-solving conversations that led to work.

Nothing about this was flashy.

Everything about it was deliberate.

The mistake most people make is treating authority like a volume game.

Post more.
Say more.
Push harder.

Authority is a sequencing problem, not a motivation problem.

If your content feels active but your pipeline feels quiet,
the issue is rarely your ideas.

It is the path you are asking people to follow.

Which part of your authority funnel feels unclear right now: profile, content, credibility, connection, or conversion?

Personal branding often looks like visibility
& that is exactly why it gets dismissed as vanity.

The line gets crossed when attention is mistaken for leverage.

Weak personal branding shows up when leaders do any of this:

✅ Chase reach instead of building trust
✅ Post opinions without owning decisions
✅ Share expertise without taking a stand
✅ Get recognized but not relied on
✅ Stay “known” while remaining replaceable

On the surface, engagement looks healthy.

Underneath, opportunity is thin.

Strong personal branding feels like this:

→ People reference your judgment, not just your content
→ Your name lowers decision risk in the room
→ Conversations start with “we should ask them”
→ Trust compounds even when you are silent

If your brand earns attention but not preference,
that is not authority.

That is visibility without leverage.

What are you intentionally doing today to make your name a safer decision tomorrow?

Most people read books.

Very few let books rewrite them.

That’s the difference between information… and transformation.

Because the right book doesn’t just teach you.

It unlocks you.
It bends your thoughts
Breaks your patterns.
And rebuilds your life- page by page.

Here are 6 books that do exactly that.

You don’t need a library to change your life.

You just need the right 6 books, and the courage to live them.

Which of these 6 shaped your thinking the most?
 
Let’s build a reading list that transforms, not just informs.

6 BOOKS TO TRANSFORM YOUR LIFE!

Some HR leaders reach a stage where their influence grows faster than their visibility.

Their decisions shape how people behave.

Their judgment guides how managers respond in difficult moments.

Their thinking quietly sets the rhythm for culture, performance, and organisational clarity.

Yet when you look at their digital presence, you notice a gap.

The organisation knows their value, but the larger ecosystem doesn’t.

The impact is real, but the narrative is missing.

This is the moment when authority branding stops being optional.

It becomes the natural next step in their leadership journey.

You can feel the shift when an HR leader starts building original frameworks instead of relying only on industry language.

You can see it when they offer perspective that moves beyond policies and begins shaping how leaders think about people.

You can sense it when their ideas influence decisions, conversations, and outcomes long before they ever write a post about it.

Authority branding is not about spotlight.

It is about alignment- making sure the depth of your thinking is represented with the same discipline as the decisions you make every day.

Once an HR leader documents their experience, codifies their frameworks, and communicates their perspective with clarity, their expertise becomes scalable.

Their influence rises, their opportunities expand, and their voice starts travelling further than their role ever could.

Every strong HR leader eventually reaches this inflection point.

Recognising it early is the difference between staying known internally and becoming trusted across the industry.

I started reading Meaningful Work recently, and it felt like a quiet mirror reflecting everything we overlook while building our careers and businesses.

Every page carried a sense of honesty, 
not in a motivational way, but in a deeply grounding way. 

It made me slow down and think about the connection between what I do and what I truly value.

The book reminded me that meaningful work isn’t found in one big breakthrough. 

It’s found in the way you show up every day, in how you treat people, how you handle challenges, and how you stay rooted in your purpose even when things get difficult.

There was one idea that really stayed with me: real growth feels peaceful. It doesn’t always come with fireworks, but it brings alignment, focus, and quiet satisfaction.

Reading it made me reflect on how often we chase movement without direction, forgetting that fulfillment comes when your actions match your inner voice.

This book made me want to build with intention: to create things that not only succeed but also feel right.

When was the last time your work made you feel deeply aligned with who you are?

 Meaningful work!

High skill with low recognition is a career risk.

World class work that stays hidden becomes invisible value.

Many people deliver exceptional outcomes inside the company.

Outside the company, the market cannot see those outcomes.

That is the invisibility trap:

→ Impact stays internal
→ Reputation stays small
→ Leverage stays weak
→ Opportunities stay limited

Recruiters, clients, and partners cannot value what they cannot see.

When the market cannot see your value, it cannot price your value.

What invisibility quietly costs you:

✅ Lower negotiating power
→ Your work gets priced like an average profile.

✅ Slower career growth
→ Promotions depend more on internal politics than external demand.

✅ Weaker options
→ Fewer inbound roles, clients, and partnerships.

✅ Replaceable perception
→ You look interchangeable, even when you are not.

One simple truth fixes the frame:

→ External demand creates leverage
→ Leverage creates choices
→ Choices create freedom

The move that changes everything:

✅ Build a visible proof trail

→ clear results
→ clear thinking
→ clear ownership

Which part of your value is hardest for the market to see right now: your results, your thinking, or your leadership?

3 questions to ask yourself before it's too late:

1/. Are you creating content that shows who you are, not just what you do?

2/. Does your profile make people stop, scroll back, and remember your name?

3/. Can your clients’ testimonies speak louder than your own words?

If your answer isn’t a confident “yes”- you might need me as your irreplaceable partner on LinkedIn.

So, what’s holding you back from building that kind of gravity?

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The Battle

Steve Litzow

Atul Kumar

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The Battle

Steve Litzow

Atul Kumar

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Engagements

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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);}Steve Litzow's LinkedIn Performance

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Performance ScoreSteve Litzow's LinkedIn Performance