As Head of Growth & Social Strategy at RPG, Taylor M Hatfield works directly with executives who are tired of tactics that don’t move the needle. Her focus is on what actually creates margin: priority positioning, clarity of message, and manufacturing demand.

Taylor doesn’t just consult on demand generation, she shows leaders why tactics always come last in the order of growth. If a team can’t get in the right doors, or if they’re stuck fighting for deals that drain margin, no tactic will save them. She helps executives anchor their organizations in messaging that wins before the first conversation, creating demand where competitors only manufacture noise.

Her work equips executives and their teams to:

Manufacture demand by reframing conversations potential buyers can’t ignore
Harness the margin paradox: winning better deals at higher value
Build social strategies that organically attract ideal clients and attract top talent
Escape the race to the bottom and create a category of one

Taylor began her career as a sales rep in the copier industry, quickly building a reputation on her instinct for getting into rooms others couldn’t- and eventually led teams to do the same.

Today, she has transformed that instinct into a repeatable system for growth, helping leaders scale faster, protect margin, and build teams that talent lines up to join.

For the love of sales, 

TMH

Grateful for all the losers who tried to ruin my life this year. Because I OFFICIALLY have an insanely cool new job 🥹😍

I also gained a new city, a new relationship and a family, a new house. A strong support system, real friends, and HIGHLY intelligent coworkers who don’t call me family. LOL 

If you feel like everything is getting taken away from you. Let it go. There is wayyyyyy better stuff on the way. You just have to get rid of the BS first. 

Thank you all so much for your support. I have never felt so loved 😍 

For the love of sales and all of you, 

TMH

Taylor Hatfield

With over seven years of experience in sales and business development, I am passionate about helping educators and students achieve their goals through innovative technology solutions. As an Education Technology Specialist at SumnerOne, I work with schools and districts to provide customized products and services that enhance learning outcomes and engagement. I am always eager to learn new things and stay updated on the latest trends and developments in education technology. I value collaboration, creativity, and excellence, and I strive to make a positive impact on the education sector in Missouri and Kansas. 

Lobbying to ban noncompetes nationwide🧨| For the Love of Sales | Join our mission!

I just lost my dream job, because of a noncompete. Are you also in danger of this, as a seller?

Did you know, last year they tried to pass a law to ban noncompetes at the federal level because they were considered predatory?

Did you know that 4 states ban non-competes entirely and 34 states restrict  them in certain circumstances? 

Did you know some states allow non-competes using broad or flexible language that keeps you from doing a different job at a ‘similar’ company?

(Indiana, Missouri, Florida, Ohio, Texas, and many others)

Learn from my mistake. Be careful what you sign when you're excited.

Unfortunately, I have to leave my incredibly wonderful job as Head of Growth and Social Strategy at RPG. 

Fortunately, my confidence is at an all time high because this enforcement can only mean.. I've obviously got the sauce 😂 (Truly, I'm flattered)

I am seeking a new role as an executive sales coach.

I stepped away from sales coaching 4 months ago to pursue social strategy. However, due to recent circumstance, I now have a new burning passion to jump back into it. (obviously within the parameters of my noncompete.)

I have a following of 10,000 people here on LinkedIn and leverage multiple platforms to generate my own leads. I have experience selling consulting services, as well as coaching CEOs, Owners and Sales Execs. 

I am moving out of the state at this time, to avoid any further noncompete violations- but would prefer to work remotely. (message me for location)

🟢 If you'd like to chat with me about a role, please send me a message here on LinkedIn. I look forward to hearing from you! 

For the love of sales, 

TMH


‼️ P.S.  a 'LIKE' gets me closer to a new job, and a 'SHARE' educates and protects sellers from falling victim to noncompetes‼️

People assume that if someone is accused of violating a noncompete, they must have stolen clients.

That’s almost never the reason.

Most noncompetes are written so broadly they don’t just prevent solicitation, they block people from working in their own industry at all. 

Many require relocation 75+ miles away. Others prohibit working at a “similar” company, even in a completely different role, because the language is intentionally vague.

The result is real harm.

People lose jobs they already have. They’re shut out of future opportunities. They’re forced to move, or to abandon the careers they’ve spent years building.

This hits sellers especially hard. Noncompetes suppress wages, limit mobility, and treat professional skill as corporate property. Research shows they don’t meaningfully protect trade secrets. They do, however, keep workers trapped.

And the worst part is how they’re signed.

Day one. When you’re excited. When you’re not anticipating layoffs, terminations, or retaliation. Most people are told it’s “standard” or “never enforced” until it is.

Noncompetes aren’t about preventing wrongdoing. They’re about control.

And losing your livelihood for continuing to work in your own profession shouldn’t be normal. 

For the of sales, 

TMH 

🧨 Employers are counting on our fear and silence. But I’m building a team to ban noncompetes. Please LIKE and SHARE this with anyone who has a story. I need stories to make this happen, I need your help! 🧨

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When I posted about losing my job because of a noncompete, I never anticipated the hate messages that would flood my inbox.

It was 300 messages from people sharing how deeply they hated the noncompetes that kept them tied up in legal fees and debt for months, and sometimes years.

What surprised me even more was, out of those 300 messages, 64 were invitations to interview for a role. 

(I’ve never cried so much. I’m filled with so much gratitude.) 

Not one person in my inbox had a bad thing to say about my situation or my mission.

I hope this encourages you to speak out on this issue yourself. We need more voices with platforms. 

We have a common enemy, and it’s noncompetes. Sellers who keep this industry running are tired of them. Done with them. And willing to support the push to ban them nationwide.

I cannot wait to update you all on what’s coming. Give me a few days, and I’ll share the first step we have planned to make this happen.

If you’re an expert in this field and would like to join us in supporting the lobby for a nationwide ban, please message me. We need your expertise.

For the love of sales,

TMH

Ps. If I haven’t gotten to your message yet, I will. I promise. Thank you so much for all of your support.

They say “we’ll miss you, we respect you, we wish you well on your new endeavor” and then you get a letter from their attorney 2 weeks later. No warning, completely blindsided.

If you’ve ever signed a noncompete you’re in danger of this.

I got over 200 messages yesterday after I posted about losing my job to a noncompete. Many of those messages were sellers telling me horror stories about losing their jobs, losing an opportunity, having to relocate to get a job in their own industry and going into debt trying to fight it. 

To give an example, an employer can have an employee for 1 year and pay them a salary of $80,000.

And when they turn around to enforce the noncompete, they can ask for $150,000+ for "investment in development" and call it a negotiation. And there is nothing you can do about it.

You’re then faced with a choice as an employee to become jobless, or fight it. Regardless of if it’s legally enforceable or not, you could end up spending thousands of dollars to continue working and to clear your name. 

Most small businesses don’t have the resources to fight these noncompetes and that’s exactly why big businesses target them.

This is the reality of noncompetes and why you should always protect yourself. And never, ever trust an employer who says you’re family.

If they can profit off of you when you’re gone, it doesn’t matter if you left peacefully and amicably. They won’t care if you’ve just left a violent marriage and you’re alone in a new state, or if you’re grieving a parent you just lost. 

When it comes to enforcing noncompetes it’s profit over people. Business over morals. Ego over empathy.

This is why it’s so important to be vocal about what’s going on. I am currently building a team of experts to lobby and ban noncompetes at a the federal level. If you have been affected negatively by a noncompete, I want to hear your story! 

I need your help!

For the love of sales, 

TMH

‼️ If you are in support of banning noncompetes or if you've been affected, please LIKE and SHARE this. The more stories I have, the easier it will be to get the ban.  And it could save future sellers from a lot of heartache.‼️

Imagine escaping a violent marriage. Losing a parent. And then getting blindsided with a noncompete when you were seeking hope in chasing your dream. 

Imagine carrying that much grief, stress, and betrayal.
Feeling isolated. Having to remain silent. 

Abandoned by people who once promised they loved you.
So overwhelmed that the only way to get out of bed is finally buckling and asking for help and having to start an antidepressant. 

And then imagine one day, God reaching down, picking you up off the floor and saying, “It’s time to speak now.”

And suddenly, you are placed in the spotlight. Not for comfort. But to confront the darkness impacting people nationwide.

That would be crazy, wouldn’t it 😉

So in case anyone was wondering, my 2026 motto is simple:

Don’t play with God’s children.
You won’t like how He plays back.

If you want to stand with us, I would love to have you. I am building a team to end noncompetes and take back our freedom to work.

For the love of sales and the people who make this industry run,

TMH

I bet if we required employers to publicly post and justify their noncompete enforcements, they would stop using them entirely.

Because if employers truly stand behind these enforcements, they should be able to say it with their whole chest. Publicly. In writing. With moral justification. And with their reputation on the line.

Instead, noncompetes are enforced quietly, behind closed doors, by expensive legal teams who rely on fear and silence. Sellers are expected to comply, relocate, sit out of their industry, or go without work. Some lose jobs they already accepted. Some go into debt fighting it. All because they signed something at the start of employment, when they were excited and trusting, not anticipating future harm.

Meanwhile, employers sleep just fine knowing the damage is largely invisible.

What makes this worse is that employers already have laws to protect legitimate business interests. Trade secret laws, NDAs, confidentiality clauses, and nonsolicitation agreements exist specifically to prevent client stealing and misuse of proprietary information. Those protections are enforceable and sufficient. Broad noncompetes are not necessary for those reasons.

This is why noncompetes are predatory. The system rewards secrecy and punishes transparency. 

Noncompetes also hurt innovation. They restrict talent mobility, trap knowledge, and discourage entrepreneurship.

If noncompetes are truly fair and necessary, they should survive public scrutiny. Fair systems survive sunlight. If they cannot, that tells us everything.

For the love of sales, 

TMH

‼️ I am on a mission to get noncompetes banned at the federal level and I need your help! If you or someone you know has been affected, please comment below or send me a message! I may have lost my fight but I am fighting for every seller who comes after me. ‼️

As a seller who lost her job because of it: Here’s what I’d sign and what I wouldn’t, if I started a new sales role today. 

I’d sign an offer letter.
I’d sign an NDA that protects real trade secrets.
I’d sign clear commission terms in writing.
I’d sign expectations I can actually control.

I would not sign a noncompete.
I would not sign vague “confidentiality” clauses that quietly erase my career.
I would not sign anything that punishes me for leaving, growing, or surviving.

Sales is risk. We live on performance, timing, and relationships. No employer gets to own my future because they gave me a laptop and a logo.
If a company needs fear to keep talent, they don’t deserve loyalty.

Read before you sign.
Ask questions.
Push back.
Walk away if you have to.

Your skills are yours. Your career is yours. And no one should take that from you. But they will, if you let them.

For the love of sales, 

TMH

‼️ Come join the mission!  Keep standing up! 

#nomorenoncompetes

Did you know your former employer has the ability to enforce and file a noncompete lawsuit up to 6 years after you leave in some states?

That does not mean a noncompete magically lasts six years.

What it means is this:

Many states allow employers several years to sue for breach of a written contract. If an employer believes you violated a noncompete while it was active, they may still be able to file a lawsuit years later, as long as they are within the statute of limitations for contract claims.

So even if your noncompete said 12 months or 2 years, the legal risk does not always end the moment that time period passes.

If the employer thinks you competed during the restricted window, they can potentially bring a claim later, depending on the state and the contract.

This is why noncompetes create lingering fear long after someone leaves a job. It is not just about where you work next. It is about how long the threat of legal action hangs over your career decisions.

This is also why understanding state law, contract language, and enforcement timelines matters far more than most employees are ever told.

If you are navigating a noncompete, talk to an employment attorney in your state. Assumptions can be expensive. And I will continue to share knowledge like this daily.

For the love of sales,

TMH

‼️PS. This is EXACTLY why I'm building a team of experts to ban noncompetes nationwide. A simple LIKE or SHARE of this post can save a seller so much heartache! Thank you for your continuous support! ‼️

It might be delusional to think that my team and I can get noncompetes banned nationwide. But you know what else is delusional? 

Employers getting away with this behind closed doors, in silence, simply because we go along with it.

It might take a while to get a full ban at the federal level. But we have other options until then. 

- Stop signing them 
- Ask for garden leave, if you do. 
- Stop letting Employers do this in silence. Make it known. Make noise. 

For the love of sales, 

TMH

Send this before they can send the noncompete 😂😂😂😂😂 because they WILL

🥊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.

Anyone need a sample resignation letter? Let’s turn the tables. 

Date: Something we want to do every day of the year

To: My undeserving employer

Re: Today is your last day as my employer. 

You have underperformed and not met expectations. All of the promises you made to lure me to this role, were never kept. 

Normally I would give you a 14-day PIP (2 weeks’ notice) before canning you, but you are not worthy, and I am ending your opportunity to employ me effective immediately. 

In the middle of reading this note, I have blocked you from all ways of communicating with me. If you have any questions, please submit them to my portal, which I will never look at. 

Please return anything of value you have received from my employ or I will have to send you threatening legal notes that I have no intent to pursue. Just to cause you more anxiety than I already have. 

I will also send you automated messages in the middle of the night reminding you of how unwanted and unproductive you are and to sign my correspondence or you will lose the chance to. 

If you play your cards rights, I may give you a good reference, to help you take advantage of and screw over other employees, but you know I really have no intention of doing so. I just tell you that to make you think I care. You know I don't. 

Signed, 

How Does It Feel.

The time is NOW!!! If you have a platform, please use it!! Noncompetes are anti-seller. The more we say this out loud, the better it gets for all of us!

How do non-compete agreements exist with employment-at-will employees? How can both apply at the same time?

In essence, an employer can terminate you whenever they want with or without reason (employment-at-will) and stop you from going to work somewhere else (non-compete agreement) at the same time?

Just seems so contradictory, never mind violating one's basic rights and freedom of choice, happiness, and right to earn a living. 

Shocking how employers can deem you to not be worthy of their employment, but too valuable to let you work somewhere else?

Banning non-competes on a national level is long overdue. Whether it is the FTC of some other entity, it's time to enact it.

RED FLAGS to watch out for when accepting a new job.

It can be exciting when you get that job offer. Don’t get carried away with the excitement of it all. Pause and evaluate to make sure you are going to a good place.

Now that you have the offer, decide if you want to take it. If this is the place you want to work at. So before signing on the dotted line find out a few things.

If your prospective employer tells you that they……. than beware.
✅ …. are like a family….
✅ …. want you to take a below market salary for equity…
✅ …. won’t let you see the comp plan….
✅ …. won’t provide access to employees….
✅ …. lock down your data….
✅ …. change comp plans mid-year….
✅ …. pay commissions quarterly or on collections….
✅ …. cannot provide a detailed on-boarding plan….
✅ …. fired the last rep for “performance” ….
✅ …. have “unlimited” PTO….
✅ …. utilize PIPs to “improve performance” ….
✅ …. don’t tell how commissions are handled upon departure….
✅ …. can’t provide historical customer sales data ….
✅ …. can’t clearly define ICP….
✅ …. can’t align product and market fit….

Anyone have any other Red Flags ⛳ to watch out for?

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