Flipside Lending

As the Chief Revenue Officer for Flipside Loans I am responsible for the company's overall revenue strategy while leading Sales, Marketing, Partnerships, Operations and RevOps, to scale originations across fix-and-flip, bridge, DSCR, and ground up construction. We're building and running a very experienced and high-performing team that is flipping the way people think about real estate lenders. We focus on what moves the needle, while turning customer feedback into simple, repeatable GTM playbooks that help our borrowers and broker partners win.

Chief Revenue Officer (CRO)

RevOps Co-op

Resources, content and community for those who❤️ revenue operations.

Member

Vantage Core Partners

At VCP, we drive revenue through sales and marketing optimization. We are a full service consultancy that offers everything from marketing strategy to creative, paid media, email / lifecycle marketing, sales and revenue operations. 

We work with small to mid-market companies that want to increase their sales and customer satisfaction by optimizing their sales & marketing efforts. As a team of Senior, hands-on consultants that are as good at executing as we are at strategy. We can be your team or integrate into your existing team.

Sr Partner, Sales & Revenue Operations

Fiat RevOps

Fiat RevOps builds end-to-end Revenue Operations. We work with new and established sales teams to identify and develop a more streamlined sales process that aligns with your customer's needs. We help our clients build a blueprint for scalability through infrastructure, process and leadership.

The two main ingredients in building a successful sales organization are a productive sales funnel and a happy healthy sales team. 

A productive sales funnel increases production per headcount while achieving revenue goals and minimizing overhead costs. 

A happy healthy sales team reduces attrition and is achieved and maintained through coaching, Rep development and a leadership framework.

www.fiatrevops.com

#revops #revenueoperations #fiatgrowth #sales #consulting

General Manager - Sales & Revenue Operations Vertical

Sundae

Sundae’s mission is to help homeowners get the best outcome when it’s time to sell a house that needs some love. 

As Vice President of Customer Solutions I built and oversaw all inside sales and success teams from both sides of Sundae's Marketplace. Partnered with Marketing and Field Sales to build a world class production line which resulted in Sundae being the category King for distressed homes. 

Key Accomplishments:
• Accelerated annual revenue over 180% in the first 12 months.
• Increased direct sales revenue 15% quarter-over-quarter within 18 months. 
• Improved top of funnel Lead conversion by 15% in first 12 months.
• Maintained world class SLA's across all teams for answer rates and response times.
• Scaled inside sales from 1 team of 6 Reps to 5 teams of 160+ Reps in 18 months.
• Maintained an avg ENPS of 83% with a 2% churn rate across all teams.

Vice President of Customer Solutions

Unison Home Ownership Investors

Managed all Sales Operations and led executive initiative on customer journey mapping for operations improvements and scaling for growth. Partnered with Legal and Compliance departments to build a casing process to resolve customer complaints and issues. Collaborated with Unison Board to relay annual and quarterly budgets, P&L statements, and revenue updates. Maintained strong organizational NPS during 18 months of rapid growth.

Key Accomplishments:
•	Accelerated annual revenue to over $65MM, which was 160% growth, by building a 53-member national sales team responsible for all direct sales revenue.
•	Increased direct sales revenue 15% quarter-over-quarter within 18 months. 
•	Built process improvements to adapt to scaling challenges and emerging company needs in collaborating with Product and Investment Management teams.
•	Improved lead conversion 6% over digital channels and 10% over direct mail channels within first year.

Director of Sales

ZapLabs

Oversaw eight national projects from conception to completion through all phases of the project life cycle that covered 28% of the national real estate market. Supervised Project and Operations teams, which consisted of 5 to 15 team members. Collaborated with C-level leadership to deliver projects within timeline, budget, and scope. Supported 190K+ Real Estate Agents and Brokers by implementing a strategic operating plan for 14-person Bi-Coastal Success Team.

Key Accomplishments:
•	Increased client satisfaction score from 65% to 82% with two years.
•	Built a 22-member Brand Operations, Customer Success, and MLS Operations team.

Director of Brand Operations & Customer Success

Ascendify

Composed Sales and Success strategies, which played a vital role in professional development, leading to both the Sales Representative and Success Representative team growing by 400%. Designed the Employee Culture Council, which was responsible for employee morale, professional development, and networking events.

Key Accomplishments:
•	Surpassed quarterly goals by developing sales strategies.
             o	   Q2 – Q4 Team Results: 
                         > 100% client retention
                         > 300+ tickets closed – 112% of goal       delivered
                         > 10 Enterprise clients signed – 120% of goal delivered ($2.1MM)
•	Instituted ticketing system and SLAs for Success team, resulting in 100% Success tickets completed over nine months.
•	Reduced costs through contractual negotiations and maintenance of professional partnerships for product add-ons.

Director of Sales & Customer Success

Demandforce

Supervised the #1 revenue team in the company with a percentage to goal 15 consecutive quarters. Collaborated with fellow Managers to build and launch a sales surge strategy for all first-year billable accounts, leading to over $1MM in retention revenue within four months. Created a 40-person Retention Sales team proficient in consumer behavior, industry landscape, and behavior business coaching skills.

Key Accomplishments:
•	Increased accumulative retention to 86% within one year by restructuring success strategies. 
•	Served as the co-chair of Demandforce Employee Engagement Council, which was responsible for employee morale, professional development, workplace events, and employee network building.
•	Surpassed quarterly goals by developing sales strategies.
       o	Q1 – Q3 Team Results (2015): 1,700+ resigned clients and 115% of goal delivered ($6.1MM)
       o	Q3 – Q4 Team Results (2014): 1,600+ resigned clients and 112% of goal delivered ($5.7MM)
•	Boosted TNPS scores to the highest performing in over three years by leading the Retention Sales team and Customer Success for Demandforce, which supported over 40,000 clients.

Senior Manager of Client Development

Oversaw client retention and client development, while mentoring staff on improving closing tactics. Composed reacquisition sales strategy and coached employees on implementation, leading to over 350 clients resigning within 2 years. Developed 18 Senior Sales Executives into a hybrid Success/Retention team, which expanded company client base 80% over 36 consecutive quarters.

Key Accomplishments:
•	Led the #1 team within the organization with a percentage to goal for 11 quarters in a row.
•	Maintained client retention rate above 83% for 11 straight quarters by coaching employees and reselling products to clientele.
•	Acquired over $1MM in annual revenue during each year of tenure.
•	Established a competitive training program for six separate standalone verticals, resulting in a 60% takeaway win rate.
•	Surpassed quarterly goals by developing sales strategies.
        o	Q1 – Q2 Team Results (2014): 1,200+ resigned clients and 108% of goal delivered ($3.6MM)
        o	Q2 – Q4 Team Results (2013): 1,500+ resigned clients and 111% of goal delivered ($4.5MM)

Manager of Client Development

•	Q4 team results-2011: 180+ clients retained, delivered 112% of goal ($550k)
•	Q1- Q4 team results-2012: 900+ clients retained, delivered 118% of goal ($2.5 mil)
•	Q1 team results-2013: 250+ clients retained, delivered 125% of goal ($750k)
•	#1 team in the company, percentage to goal 6 quarters in a row.
•	6 straight quarters of above 89% client retention rate through reselling. 
•	Achieved superior track record in client retention and client development.
•	Implemented new client development and retention strategies resulting in highest retention rate in the industry.
•	Demandforce purchased by Intuit.

Client Development

Barspace Inc.

•	Q1 thru Q4 – 2010: 45 deal quota, delivered 133% of quota (240+ deals)
•	Q1 thru Q3 – 2011: 45 deal quota, delivered 134% of quota (185+ deals)
•	Deal Size ranged from $1k to $32k.
•	Achieved superior track record in developing new business.
•	Implemented new sales and marketing strategies to establish added value to subscription packages resulting in a 15% increase in new business over a 12-month period.
•	Researched and analyzed market trends in specific consumer markets to determine viability of opening that market and to ensure fitness of products for growth.

Sales Manager

Sales Executive - Leadership Mentor - Pondering my next Adventure

People First Leadership is the way I believe you build a truly great and successful company for the future. My career is the proof of this. 

Over the last two plus decades, time and time again, I've built very high preforming teams and organizations from the ground up. I get the same results each time. Effective leaders and employees that deliver revenue goals and milestones surpassing all expectations. They are shown what a coaching culture and a "people first" leadership environment looks and feels like. This consistently leads to a unicorn metric of a 98% retention rate across all revenue teams. 

I can teach you how to gets these results and build a culture that not only attractants Top Talent, but retains it. My right-fit clients are looking to go from good to great, and from great to remarkable. 

When your business is at a moment of transformation - when change is needed to reach the next level - the VCP program helps you get there. 

DM me and lets chat.

Tutt Mrasek

Career Advancement Advisor | Creator of the Career Moves Advisory | Speaker |

Conversations have the power to change lives. 
Strangers become friends.  New ideas bloom.  Complex problems are solved. Inspiration is found. 

At the heart of every professional interaction, there lies a conversation. 

It’s in the unique conversation dynamic of an interview that I have spent thousands of hours exchanging questions and answers with professionals and executives. 

During my 28 years of corporate leadership and recruiting, I crafted sustainable talent acquisition policies and processes that paved the way for my recruiting team members to hire thousands of people. 👭🧑🏿‍🤝‍🧑🏻👩🏽‍🤝‍👩🏿

I’ve watched life-changing conversations happen.

When I leapt from my corporate career to founding Spectacle Talent Partners, I had a choice. 
I could stay in my conversation comfort zone or begin new conversations.

I was uncomfortable without a title and a company next to my name, it was just me. 

Because I’m the 4th of 5 kids, I learned the value of my own voice early as well as the blessing of a community who was rooting for you to succeed. 

So I muffled my inner critic 🤐 and began casual conversations and then intentionally using my voice to share my knowledge, my own stories as well as learning from others.  

The same way that I learned recruiting from the ground up, I learned that online conversations can lead to offline conversations.

They are the gateway to new opportunities, professional growth, broader horizons and career advancement. 🌄

I transformed from a LinkedIn observer to a LinkedIn Top Voice without focusing on the algorithm, instead I focus on…you guessed it…conversations. 🗝️

Today, corporate clients come to me when they want to streamline processes and attract more qualified candidates.  

Executives come to me when they want a recruitment partner 🤝 working for them to demystify the interviewing, negotiating and hiring processes.  

Let’s start a conversation: susan@spectacletalentpartners.com

Kind words from clients:  
Sue, thanks for easing me out of the fetal position when it comes to LinkedIn!  You helped me find the mindset and confidence to join the conversation with purpose and connect with some great people I wouldn't have met otherwise. You've changed my perspective from social for self to social for good! - Daphne (Career Advisory client)

Sue – Thank you for your incredible advice. You taught me so much and I will forever be thankful for collaborating with you. Your guidance was a huge reason I landed this incredible opportunity. You Rock!!! - Bob T. (Career Advisory client)

Susan Gygax

I had a phone conversation just before the CEO ended her role in a brief Friday morning meeting.
My recommendation: 
Be kind and concise when you tell them of one thing that you accomplished that you’re particularly proud of. 

Not because it’ll change their minds, 
Because it reminds you of how powerful you are. 

You weren’t powerful because of the job.
⤷ Your title was always rented.

The work you accomplished,
The lives you have changed,
That’s your legacy. 

→ The ones who will tell their kids about you when they remember how they started.
→ The ones who smile when they meet someone with the same name as you. 

They remember that you were the one who believed in them before they believed in themselves. 

Yeah, it’s a bummer so feel all the feels. 

You may be replaceable...
You are never, ever, never repeatable.

When it’s Thanksgiving week and my to do list longer than a CVS receipt
[Why I scrapped the Thanksgiving turkey]

When our kids were young, planning thanksgiving was simple because there was one schedule.

The family schedule. It had a rhythm. 

Thanksgiving was a mix of car rides, cooking and time with family. 
Some years we spent more hours on the road than in the kitchen. 
(I don’t miss the 9 hours in the car travelling from Virginia to Connecticut.)
 
Today, it’s 4 schedules. 
Which is why I scrapped the turkey. We’re going with steak.  
Plus the yummy Thanksgiving sides. 
It’s not traditional, but sometimes tradition needs a mini-makeover. 
 
P.S. Anything that gives me more time to play games, I’m in. 
 
Are you spending time on the road this week?

Waiting for a response to your “I’m just following up” email? 
We’ve all felt the angst of waiting after a promising interview. 

“I wanted to check in” email is like trying to make the elevator move faster by pressing the button 6 gallian times while you decide if you are supposed to make eye contact with the stranger standing a little too close to you. 

 Send this email instead:
 
 Dear [Hiring Manager's Name],
 
 I enjoyed our discussion about [Position] [date/yesterday].
 
I [was inspired by/resonated with] our conversation and how you are able to [subject mentioned in interview]. 

The challenge you mentioned regarding [specific
problem/project] stood out, as it closely parallels a situation at [previous
company]. 

While I was there, I was able to [outcome of effort] which eliminated/reduced] [pain – what impact did it have?]. 

I'm enthusiastic about the possibility of joining your team and tackling these challenges together.
 
 Kind regards,
 [First name Last name]
 [phone number]
  
 
The difference: you’re not looking for a reply, you’re continuing the conversation. 
⤷ Swap out the boring email for a mini-conversation that keeps you top of mind. 

P.S. Click “save this post” using the three dots in the right corner so you can have a handy reminder before you send that email.

Serious elevator question: do you say hello or stand there in silence?  You don't want to be rude and you don't want to interrupt whatever it is they are doing on their phone.  Or maybe you split the difference with a polite head nod? 

Photo is a from our trip to France and Spain a few years ago.  Me trying to emulate the ever-lovely Audrey Hepburn.  It didn't work out so well.

A colleague joked, “Running to another hiring emergency?” 
[it bugged me because she was right]

It was a hectic, too-much-to-do and not-enough-time day as a newly promoted recruiting leader. 

I laughed as I continued to fast walk through the hall. 
It was a little funny and a lot true.  
 
Executives would show up at my door with urgent requests:
→A budget finally approved.
→A project falling behind.
→A new initiative needing people yesterday.

I took every request seriously. Rearranged priorities. Adjusted projects midstream. Played detective in the applicant tracking system. 
⤷I was more anxious parent than skilled practitioner. 

She helped me realize that the problem wasn’t the requisition load, it was the lack of structure. 

I shifted from firefighter to player-coach so we could carry on with the workload using simple, repeatable processes. 

Over time: 
Leaders gave compliments instead of complaints.
⤷ the COO came down to speak to the team to thank them

Data replaced guesswork.
⤷ Data is the backbone of a story, it stands it up

Recruiters became trusted advisors, not task-jugglers.
⤷ Every recruiter can be an advisor when they have the skills and tools
 
It’s true that you can’t manage what you can’t measure
And I learned that you can’t coach if you’re only playing defense.
 
What’s your take on the player/coach model? 
 
P.S. I’m a fast walker, even in heels. Maybe one day I’ll be in a mall-loop group.

“It’s weird talking about yourself online”
[my take is slightly different]
 
I’ll cut right to it:
We like talking about ourselves, but we don’t like making it about ourselves. 
 
When you post online, it feels like you’re making the conversation about you. 
And that feels…awkward.
 
When you’re in a conversation, you have a back and forth, an unwritten contract of mutual sharing.
 
When you post online, you are starting a conversation.
And in order to do that, you have to jumpstart a dialogue out of thin air. 
[Which you’ve done dozens of times on the sideline of the soccer field or volleyball court or holiday concert. ]

It feels weird until you realize that it’s not about you, but it does start with you. 

Where was the last place you jumpstarted a conversation out of thin air? 
 
P.S. A few of the kind comments I received after a 15 minute call. These are not clients, these are people who decided that their professional career was worth a short conversation with an experienced corporate talent acquisition leader. 

P.P.S. It’s like calling the plumber without the $185/hr price tag. Chances are you can see there’s a problem, you’re just not sure where the problem starts.

You’ve been heads down for the last 5, 8, 11 years and suddenly you’re thrown into a job market that's changing fast.

Here’s 2 things that haven’t changed about interviews:
 
  1. First impressions still matter
 
 68% of people think their first impressions are accurate 
 [one study found 85% of people believed in the accuracy of their first impression].
 
What you can do before your next interview: Decide what you want that to be because you are 100% in control of your first impression. 

 2. The interviewer wants you to use “I” more than you use “We”.
 
Drop “we” as a main character in your story, opt for “I”. 
Interviewers want to know what you led/designed/redesigned. 
 
What you can do before your next interview: Check your stories for overuse of “we”. The interviewer is most curious about you, not your whole team. 

P.S. Collaboration is included in every JD.  Yet, in an interview, if every answer is “we did” “we evaluated” “we created the initiative” ...
It's the very reason you are not moving forward.

 What's one way you like to make a memorable first impression? 
=
Hi, I’m Sue. I'm a former corporate recruiting leader. If you aren’t getting through the interview process and you keep hearing that someone is more qualified, it's likely that person took the time to figure out how to easily help others see their qualifications even in a 30 minute interview. 

(photo: Thanksgiving 2020)

How would you describe your leadership style in 3 words…
When I interview corporate leaders, I often ask this question. 
 
The follow up question: What 3 words would your direct reports use to describe your leadership?

The answer matters less than your ability to answer with confidence. 
It’s like being asked your street address. 
⤷you may not have been thinking about it, but you know it so well that you can respond instantly.
 
It reveals 2 leadership qualities:  
1. Self-awareness: Leaders who know themselves build stronger teams.
2. Others-awareness: Leaders who understand how they’re perceived build healthier teams.
 
What’s one word you’re proud to have consistently associated with your leadership?

Lunch interview with the EVP…do you immediately think “Let’s go!” or “Oh no!”
Phew, you made it through 3 rounds. 
Just one more to go and it’s a lunch with the EVP. 

Pros: 
→ More casual atmosphere
→ Gives you something to do with your hands
→ Free lunch! 

Cons:
→ Feels awkward, maybe even like a test
→ You have to actually eat
→ Not knowing how formal the interview questions will be. 
 
You’ve been on both sides of the lunch interview. 
Which camp are you in? 
“Yes, I love them”
Or
 “No, I don’t want to add “deciding on lunch” to my interview prep”
==
Hi. I’m Sue. I’m a former corporate recruiting leader working alongside senior leaders who want to tell a compelling story in their next interview. 

Curious how you can do that without worrying you’re talking too much? Let’s talk. A 15 minute call could save you a whole week of the wrong kind of preparation.

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The Battle

Tutt Mrasek

Susan Gygax

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The Battle

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