HeyVail

Co-founder of the AI revenue partner that you always wish you had. :D

Co-Founder

Meetball

GTM Marketing advisory. Occasional spotlighting as Head T-Shirt Boy.

Marketing & GTM Advisor

SwipeSwipe

Advisor on marketing, GTM, positioning, and copy for a Founder Institute graduate startup

Advisor

CrowdTamers

Crowdtamers grows startups from $0 to $2MM+ ARR. As founder & CEO of CrowdTamers, I've taken 12 startups to $2MM+ ARR, each in under 18 months. We've launched 50+ startups, mentored more than 200, and taught branding, positioning, and growth to nearly a thousand through organizations like Founder Institute, StartupHub, and more.

Founder & CEO

MantaBond

Part of the cofounding group that is the super group of founders known as MantaBond. Scaling is hard. Get a suite of C-level execs to help.

Ended this role with merging MantaBond into Crowdtamers to make CrowdTamers Automation and CrowdTamers Content Engine teams.

Chief Mustache Officer

Indivity

Co-founder of Indivity.io, a solution that integrates data about people across software.

Co-founder & CEO

Unito - Unite your tools & work better. Together!

Evangelist, enthusiast, and encourager. Marketing, customer success, & revenue visionary. Chief Mustache Officer. Key accomplishments:

• First non-tech hire; led business recruiting efforts to grow team to 8 in 10 months.
• Built and ran CSM team from scratch, achieving CSAT of 95% average over 9 months & NPS 33
• Created entire pricing & revenue funnel from scratch, growing to $90,000 MRR in 18 months
• Drove business sector of company to help attract & land seed round of $2MM

BeeTrip.io

Co-founded BeeTrip, a better way to manage business travel expenses. Recruited and hired team up to 8, self-funded development with other co-founders, created first full UX & UI, led creation of MVP, found first 5 customers, and led drive to fundraise. Sadly, ran out of money & time and had to close shop before getting enough traction to get seed investment.

Kontakt.io, Inc.

While serving as the Head of Marketing for Kontakt.io's huge growth year of 2015, I was also asked to serve as interim head of product to help solve problems with the team's ability to ship new products; they'd launched the Cloud Beacon and the Tough Beacon in 2015 and had not had another key product launch since. Taking over in July 2015, I served as Head of Product alongside being Head of Marketing until, in December 2015, I concentrated solely on the Product role.

Key achievements:
* Increased key launch velocity over 600%, launching a key product every month in January - June 2016
* Built 1 and 2 year product roadmaps and achieved 80% win rate on hitting target release dates.
* Created cross-functional scrum teams that aligned the whole company (engineering, software, marketing, and sales) around product and gave the entire company complete knowledge of our roadmap.

Head of Product

I joined Kontakt.io in a newly-created role of Head of Marketing, and built up the marketing team there from scratch to a group of 7 high-achievers. While I was Head of Marketing, the marketing team was instrumental in: seeing the company through a landmark year of growth, securing a series B round of funding, and establishing a strong company brand and story.

Key achievements in 2015:
* Grew lead captures from 100 a month to over 1,000 a month through content marketing and SEO
* Launched 9 events in 7 cities in 6 months, driving 20% of the company's volume of units sold in 2015 for under $75,000 in event marketing budget.
* Oversaw growth of company sales volume to #1 in the market, an achievement that ABI Research noted and found a "surprising" achievement, with 500,000 units sold in 2015.

Head of Marketing & PR

GOG.com

I joined GOG.com when in the newly-created head of Marketing & PR role when it was a scrappy startup and I was the 16th employee. When I left, they had over 70 employees, were #1 in the classic gaming market segment with over 75% of the market, and had increased revenues over 1,000% from 2010 to 2014. 

Key achievements:
* Grew user base from 250,000 to over 4 million in 4 years; MAUs from 1,000 to over 10,000.
* Organized award-winning tradeshow at PAX; also organized profitable events at E3, Gamescom, GDC and others.
* Front page of Reddit 9 times; front page placement in key trade media at least once a quarter; organic site traffic from social and press sources increased 430% in 4 years. 
* Successfully repositioned brand from niche classic games distributor to leading independent games distributor with ~50% market share on indie games.
* Created high-achieving marketing & PR team of 11 from scratch & had 90%+ employee retention from 2010 - 2014.

Head of PR & Marketing

I build million-dollar marketing engines. 15x from $0 to $3MM+ ARR so far. Founder @CrowdTamers

I launch 🚀 startups. 15x from $0 to $2MM+ ARR so far, founder @CrowdTamers. CrowdTamer, leader, and growth content marketing thinker.  FI Mentor since 2017; my mission is to help 1,000 founders make >$1MM in annual revenue.

Check out my blog at http://crowdtamers.com/blog to read about how. ;)

Key achievements:
* Oversaw growth of 15 companies to grow them from $0 to $3MM+ in annual revenue
* Built 12 high-achieving international teams of marketers from scratch at different companies
* Generated more than $50MM in revenue for companies I've lead marketing & revenue at

Specialties: senior management, management, product portfolio management, public speaking, PR, online marketing, marketing planning, team leadership, writing, and video games.

Trevor Longino

Talent Development Works

In my career I have owned, operated, or consulted with manufacturing, land development and construction companies, direct service businesses, professional organizations, and have maintained a law practice.

I’ve been there….

…and have seen managers who couldn’t hold people accountable and who made excuses for the poor performance of others.

…and seen the damage inflicted by managers who constantly repeated their past mistakes and so couldn’t build trust the others to lead them forward.

…and painfully watched excellent employees leave because their manager always took credit, blamed others, and was willfully blind to the damage caused.

These, and others situations like them, ruin businesses, hurt the lives of employees and their families, give free enterprise a bad name, and leave disaster in their wake.

I hate to see these things happen to good people. With over three decades of coaching managers, group facilitations, speaking, and most significantly, in the trenches business experience, my approach is radically different.

I know that managers who get the best results from direct reports also have a deep knowledge of their own particular abilities. Strong managers focus on the needs and potential of direct reports.

People who’ve worked with me have said I am a “master of powerful questions” and am “relentlessly focused on business results and improving the condition of people who need to achieve them.” My probing questions lead people to discover their business success. My low key, conversational style and stories from the field connect intimately and intensely with people.

Principal

Business leaders who ask us to work with their managers share a few characteristics.

* They want their business to have a deservedly great reputation with good output and solid employees.
* They want their managers to be better at leveraging the strengths of employees.
* And they are focused on building a strong future and almost eager for the sustained effort needed.

The Talent Development Mastery Program leads managers through five levels of development.

1. Self-leadership and knowledge of one’s abilities and challenges. Awareness of how the manager sees him/herself and is seen by others guides his/her interactions and makes them meaningful and productive.

2. Leading up builds honest and productive relationships with whomever the manager reports to. This makes a productive conduit for information to and from the C suite.

3. Leading across the department or division and the ability to collaborate well builds the manager’s effectiveness as a contributor to the entire business.

4. Leading down is the ability to develop and leverage the strengths of direct reports. Your manager does this and makes each direct report more valuable to the entire company.

5. Leading beyond the department or business helps each manager see the business from a larger perspective. The manager builds relationships with internal and external customers and sees his/her part in the larger industry.

To learn more about Talent Development Works' Talent Development Mastery Program, click on the link below.

Talent Development Mastery Program

The TDW Private Coaching Program is a 1-on-1 business growth program for business leaders and managers. It is designed for those managers who need to increase the corporate earning power of their direct reports and accelerate business success. 

We start you out strong and give you the background, strategies, and tactics to build and keep your high performing team.

We Focus on Action—not just learning - in a deep dive 1-on-1 experience for those managers who know their direct reports can achieve more and
need additional specific guidelines to lead them to do that. We show managers the exact steps to take to inspire excellence, build collaboration, and help direct reports take personal responsibility.

You meet with Kip by phone and video conference for regularly scheduled sessions to review progress, remove barriers, and establish new practices of excellence. Additional support is available via unlimited calls, emails, or other means in between your regularly scheduled sessions.

Everything (from big-picture strategy to day-to-day tactics and execution) is custom tailored around your strengths, personal preferences, and the needs of your particular business.

Coaching and Consulting

Recto Molded Products

Member, Board of Directors

The Results Consult Group

We improve  individual  performance and help companies leverage the power and strengths of their employees, have  better efficiency, effectiveness, and sales.
Our clients are ready for a change and crave practical excellence. Clients make dramatic leaps forward in personal effectiveness and corporate profitability.
We make change work

Manufacturing success strategies have been turned on their heads. In today's "new" world owners, CEOs, COOs, and VPs of operations are now focused just as much on employee well-being as they are on machinery and mechanics, supply chains, demanding customers, and regulations. 

Today’s employees are more cautious than ever. They expect more job flexibility and personal autonomy. Some live with great instability in their lives.  Others are uninterested in being career people. Add in all of the societal and political uncertainties of today, and you've got massive amounts of uncertainty. 

Your employees must be focused on their jobs. They will only get that focus when they're respected as people, have personal autonomy, and are able to develop their careers and personal futures in the way they want.

In the meantime, margins are tougher. It will get harder. But in a mechanical world, inspired people produce great products. That influence begins with the owners, and flows to the managers so they can leverage their direct reports.  

How do you meld all of this together in a way that helps both you and your employees? Here are some ways to get started:

➊ Be a resource to everyone you deal with. Offer insight and value that benefits them; they will come to know your value rather than see you as “the Boss” or just another manufacturer. Offer value—invite engagement.

➋ Develop your direct reports by constantly demonstrating quality work and expecting potential solutions be presented along with every problem, by teaching them how to think ahead in a process.

➌ Always begin with the attitude that employees want to do well and want to do better. Those who struggle don’t know how to move forward or are afraid to. You can help.

➍ Break through the noise by deeply connecting with employees as well as vendors and customers. You will be recognized as the manufacturing expert. If you don’t do it, your competition will and the better employees and business  will go to them.

➎ Great pay is essential and is not enough. People need to be involved, consulted, developed, trained, and respected. They need to be shown a pathway to a better future.

All of these are huge challenges for owners. 

If you want to develop your managers so they can get better results from their direct reports, let’s chat. Whether or not we decide to do business together, I am confident that our call will be full of insights and actionable steps that can help you grow your business.

Book a meeting at www.callkipnow.com
Email: kip@talentdevelopmentworks.com

taplio

The Battle

Trevor Longino

Clifford Backscheider📈

Followers

Posts

Engagements

Likes

Ready to grow your LinkedIn presence?