prasid

Founder at @goairframe growth consulting
We've worked with Booksy, Twilio, Coding Dojo, and many others
Prev head of mkting at @codecademy, @SoFi, @Microsoft

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@jspujji Sales

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@theisaacmed The way Trump works so hard for Putin, I think we might be the second-most-Soviet country?

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@growing_daniel Important to know: i'm in the All In Podcast Slack community and Reddit community. most of us hate-listen. vote trump out and their toast.

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@jaltucher that sucks. she couldn't have known her car would become a symbol of corporate greed when she got on the waitlist.

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@jameshbennett Love your point about setting session goals and measuring progress. Funny how none of the therapists I've worked with have ever brought that idea up.

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How do you sustain top-line growth when you start saturating your initial market?

The answer (in theory) is to jump S-curves. That’s exactly what @gauravvohra, growth leader at @Superhuman, set out to do.

Having spent some time with a lot of Superhuman’s team, I can tell you they are exactly as thoughtful and intentional as you’d expect.

In this interview, Gaurav and I unpacked the team’s first-principles approach to moving up-market as the growth team launched and scaled a new multiplayer experience.

💡 A few highlights:

• I love hearing Gaurav’s first-principles thinking. Whereas most businesses chase any growth, it really shines-through how well-developed Superhuman’s thinking was as they grappled with the problem

• Gaurav shares what he looks for in a growth team, and how they organized their multiple product and growth pods (you know I adore a good pod structure!)

If you’re a founder or growth leader, this is packed with rich details on growth-product strategy and execution.

📖 Read the full interview on Substack: https://t.co/bzmY62NDp6

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Next, start building on a portfolio of tangible ways you’re solving business problems & showcasing one of these 4 talents.

A great way to begin is to look for hands-on apprenticeship-style roles working for the top talent at startups.

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What’s going on with this job market? Where did the MBA jobs go?

PG says they’re not coming back. My theory: MBAs prepare you for a type of “management” role that is going extinct.

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My personal framework for marketing hires is 4 talents or “tall parts of the T” that I look for:

- data analysis
- systems and tools
- visual design
- storytelling

Every person that I want to hire needs to spike in one of those areas. Depending on specific channels, areas of the funnel, or pods they are staffed on, I’ll be prioritizing different talents.

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Solopreneurs: How much time are you spending on personal brand + zoom catch-ups + networking events etc.?

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The solution: We created self-serve onboarding content that we could push to Closed-Wons to the moment they signed, including a Quick Start guide, and the Slack community.

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As soon as we started measuring, the teams started to self-correct on their own.

Micro-solution: Doing more to push fresh Closed-Wons into self-serve Onboarding

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Even worse, because of capacity planning issues, some customers sometimes weren’t getting a CSM assigned for 2-3 weeks.

So at a moment in the customer journey that should be exciting: “yay you signed” - we were ignoring customers for at least 3-4 days, and sometimes 2-3 weeks.