“Yonatan was our Account Executive when we were thinking of using Outgage's services. Every interaction with Yonatan was professional, courteous, and educational. I believe any team would be enriched by Yonatan's presence.”
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Whenever you present a new idea, you ask people to take on a tremendous challenge: being…
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English
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4 אנשים המליצו Yonatan
הצטרפו עכשיו כדי נוףפרופילים דומים אחרים
גלה פוסטים נוספים
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Konstantin Sko
The intro of this case study honestly sounds like a plot twist: An Israeli-owned manufacturer of aircraft and military parts… based in Georgia. Amazing product quality.. Competitive pricing.. But zero brand recognition and authority. And a location that made most prospects scratch their heads. The goal was 2 qualified leads per month in one of the most niche B2B markets on the planet. We delivered 50+ qualified leads in 7 months and eventually had to pause outreach because the pipeline got too full. And the best part is that we didn’t just make a good ad campaign that took off — we shifted a perception of WBI for their whole market. A company stuck between two dominant categories became a category of its own, taking the best of both worlds. Sounds exciting? Here’s the full breakdown of how exactly we did it 👇 https://lnkd.in/etBzFD6z
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Nicholas Turner
Hiring Sales Leaders for startups in 2026 - 5 Insights that might make all the difference! Having a multitude of conversations with both Israeli startup leaders and US/EU candidates, we're seeing some recurring patterns we believe are worth sharing: 1. The Perfect Fit Trap - Requiring every box checked? You're likely filtering out your best hire. Strong candidates bring 70-80% and learn the rest, often better than waiting for unicorns who may never arrive. 2. The Rolodex Myth - Existing networks sound great but go stale quickly. The real value? Someone who knows how to locate and engage with customers, building and improving their rolodex from the ground up. 3. The Opportunity Gap - Top performers are already succeeding. They need more than "great opportunity” or "think equity" or “growth path” to make the leap worthwhile - you need to find their sweet spot and constantly sell. 4. The Quota Reality Check - Targets based on funding goals rather than market realities? Candidates spot this immediately and see it as being set up to fail. Credible goals attract credible talent. 5. The Compensation Disconnect - Starting low to negotiate up, signals to the candidate that you don't value them properly. In US/EU markets, leading with competitive market offers shows respect and closes faster, and with a smile. What are you seeing in your US/EU hiring challenges?
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