Building the revenue architecture of forward-thinking companies (YC S23) - Growth 🚀

Experienced T-shaped Revenue Maker, I have been delighted to work from B2C to B2B companies, from inbound to outbound strategies, from growth marketing to sales enablement ...  always in a single goal of generating more revenue.

Intent Strategies featured in Usergems & Lonescale 🚀🚀

https://www.usergems.com/blog/champion-tracking-setup-guide
https://www.usergems.com/blog/how-to-implement-new-hire-sales-trigger
https://www.lonescale.com/articles/how-to-implement-job-offers-trigger

Passionate about learnings new things (aka lifelong student) 📚 - Working every day on elevating my IQ, EQ & TQ.

Skillset:

- GROWTH 🚀
- Revops
- Sales
- Analytics
- Conversion Rate Optimization

 Personality: Dynamic, "challenger", at ease in contacts, coach

Maxence de Villepion 🧱

Finding the right people in an account is not a title problem.
It’s a context problem.

The “right stakeholder” changes with company size, industry, and how the team actually operates.

Yet most teams still do this:
• Search by job title
• Pull 10–20 contacts
• Enrich all of them
• Dump them into CRM
• Let reps figure it out

What happens?
Reps stop trusting the data. Not because it’s wrong, but because they still have to reopen LinkedIn to understand who these people are and why they matter.

You didn’t help sales. You just gave them more work.

The shift is simple:
Stop auto-enriching by title.
Start qualifying people by their buying context.

1. Pull all plausible stakeholders.
2. Score them on seniority, ownership, and proximity to the problem.
3. Only enrich the top 3–5 (=highest scores) stakeholders

Tested this with a customer recently. They had ~15 contacts at a target company.

Everyone assumed a few of them were obvious priorities.
The system surfaced someone they would not have prioritized.

They checked the profile and said: 
“AI just schooled me. This is actually the best person for us to talk to in this company.”

Not a different function.
Not a different level.
Just the right person.

Contact sourcing shouldn’t give reps more people. It should provide them with the right people, better context, and a clear path to the decision.

Maxence de Villepion  🧱

Co-founder at Cargo (YC S23) — Building the revenue architecture of forward-thinking companies 🚀

Most teams think Revops is dashboards, workflows, and closing tickets.

It's not. Revops is infrastructure.

The old model: A rep needs enrichment → opens a ticket → Revops builds a workflow → rep executes days later.

That gap is revenue latency.

The new model: Revops builds the centralized engine:

• data models
• enrichment logic
• signal detection
• trigger-based flows
• deduplication

But instead of making reps wait for tickets or workflows, revops exposes vetted capabilities as self-serve:

• Enrich a lead email & phone (Slack Agent)
• Generate personalized copy (Browser extension)
• Get instant account research (CRM button)
• Find the right contacts automatically (CRM action)
• Reply management directly in Slack (human-in-the-loop)

Reps self-serve execution. Revops controls the logic.

Even the best Revops teams can't beat self-serve. Because reps act when the signal is hot, not when you have time for requests that should be available immediately.

This is what "centralize the logic, distribute the execution" actually means.

Build the engine once. Expose capabilities everywhere.

👇 Article in comment👇

Most "new hire" outreach fails for a boring reason:
it says nothing useful.

By the time someone joins, most messages sound the same:
"Congrats on joining {{company}} from {{previous_company}}."

I wrote about new-hire triggers five years ago.
Back then, it worked.

Now?
Everyone does it and everyone gets ignored.

The problem isn't the signal. It's what people do with it.
The leverage comes earlier.

Job offer = context
New hire = timing

The job description tells you why the role exists, what's broken, what they're expected to fix.

The new-hire signal tells you when to reach out.

Example:
What everyone sends:
 "Congrats on joining Acme as VP of Sales!"

What top operators send:
"I saw you were hired to drive operational excellence in EMEA. I put together a short guide on what to automate first to unlock revenue efficiency. 
Figured it might be useful as you ramp.
[Link to a personalized Gamma deck / custom "First 90 Days" checklist]"

Same trigger.
Completely different approach.

The content is tailored to what they were hired to solve, not a generic "First 90 Days for Every VP of Sales," but a guide built for their exact mission.

The difference isn't personalization.
It's understanding the context behind the hire.

Signals aren't just about timing. They're about how informed you are when you reach out, and what you do with that context.

taplio