00:29:46 · Reggie Marable, Guillaume Moubeche
[00:29:46] S0: Yeah. So we've implemented thirty, sixty, ninety day checkpoints, And and shout out to Stephanie Evans, who's our, head of HR. She's my business partner. So we've created these checkpoints. So at thirty days, you should be proficient in all of these things here. Sixty days, you should be proficient here, and ninety days here. So we know pretty quickly if someone is gonna be successful at Sierra. Do they have... Are they able to keep up? Do they understand, like, the complexity of what we're selling, and are they hitting those milestones? Very happy, g. We we we have a very low AE attrition rate. Obviously, we're still growing. We're still a young company. But I think it's because we do a great job of hiring incredible sellers. And then when they get here, they... We set them up for success by getting them productive fast. And then we have an incredibly fun collaborative selling culture where, you know, we have nicknames, we we do a lot of recognition. There's high... There was accountability and high standards, and there's clear expectations, but we have fun, man. This is a fun place to work. It's a fun product to sell. So if you can get great sellers, you can get them productive fast, they're making money, people stay, and and they really enjoy being a part [00:30:57] S1: of what we're building. Can you walk us through maybe, like, what, like, a a typical week looks like to make sure that your team is is the most efficient ever?
00:30:57 · Guillaume Moubeche, Reggie Marable
[00:30:57] S1: of what we're building. Can you walk us through maybe, like, what, like, a a typical week looks like to make sure that your team is is the most efficient ever? [00:31:09] S0: Yeah. So what's real... Really fun is every week's different, which is cool. But we have a we have a pretty... Very cons... Very consistent cadence. Very consistent operating cadence. Shout out to Aileen Wu, who's my business partner for go to market operations. So we we have very... Like Monday, we have a a company all hands, which is hosted by our co founders. We have a senior leadership meeting. And then on Tuesday, Wednesday, Thursday, we have, what's called customer reviews, where for each industry, we have industry leads. They'll meet with the entire team to go through all of the deals, all the industry trends. And then I hold a forecast call every Friday, and we go through every deal in the quarter. We look at the pipe gen metrics, and then we also look at the following quarter. So there's a lot of accountability built into our business, very consistent motion. We do consistent one on ones. [00:32:00] S1: We do consistent team meetings. So that's kinda how our operating cadence works. What's the best way to build, like, accountability within the team? Like, have you seen things that work really well for everyone to be accountable?
00:32:00 · Guillaume Moubeche, Reggie Marable
[00:32:00] S1: We do consistent team meetings. So that's kinda how our operating cadence works. What's the best way to build, like, accountability within the team? Like, have you seen things that work really well for everyone to be accountable? [00:32:14] S0: I... I've seen things work really well, and I've seen thing... Things work not well. I've also seen accountability on steroids where it doesn't feel good to be part of an organization. So I try to find the middle ground, and really, it just comes down to setting clear expectations. Everyone is comfortable and understands how we're being measured and what would the success look like, making sure we're on a consistent operating cadence. You're being transparent, there's no secrets, there's no gray areas, there's dual coaching. And if you do all of those things... And then also creating an environment where people feel comfortable telling the truth. Like I always say, good news should travel fast, bad news should travel faster. If there's an issue with your forecast or with the deal, let us know. We'll swarm it, we'll help you. But you want to create an environment where there's high accountability, high inspection, consistency, but also people feel comfortable telling the truth. They're not going to get beat up if they make a mistake or something goes south and they're looking for help. So in my humble opinion, that's kind of how you do accountability and that's how we do it at Sierra.
00:32:14 · Reggie Marable, Guillaume Moubeche
[00:32:14] S0: I... I've seen things work really well, and I've seen thing... Things work not well. I've also seen accountability on steroids where it doesn't feel good to be part of an organization. So I try to find the middle ground, and really, it just comes down to setting clear expectations. Everyone is comfortable and understands how we're being measured and what would the success look like, making sure we're on a consistent operating cadence. You're being transparent, there's no secrets, there's no gray areas, there's dual coaching. And if you do all of those things... And then also creating an environment where people feel comfortable telling the truth. Like I always say, good news should travel fast, bad news should travel faster. If there's an issue with your forecast or with the deal, let us know. We'll swarm it, we'll help you. But you want to create an environment where there's high accountability, high inspection, consistency, but also people feel comfortable telling the truth. They're not going to get beat up if they make a mistake or something goes south and they're looking for help. So in my humble opinion, that's kind of how you do accountability and that's how we do it at Sierra. [00:33:20] S1: Do you have, like, specific example of things that happened that made you think, okay. Now I feel like everyone's really accountable with with what we're doing here?
00:33:20 · Guillaume Moubeche, Reggie Marable
[00:33:20] S1: Do you have, like, specific example of things that happened that made you think, okay. Now I feel like everyone's really accountable with with what we're doing here? [00:33:32] S0: Yeah. It's... It just started from day one. One of the things that Bret and Clay pushed me on was just creating a sense of urgency around our selling motion. You know, closing out quarters, like doing... You know, being being accountable and accurate on your forecast. So it it was built early in our DNA. And then as we got bigger and bigger and bigger, it just became part of our culture. Accountability, operational excellence inspection, operating with urgency, being accountable to your forecast, to your deal. So it's part of [00:34:01] S1: our DNA, and we we started day one with this, like, level of accountability inspection. So how how does that work exactly? Like... So you have, like, the two cofounders who are setting up, like, the quarterly expectations. And then from there, you build, like, your pipeline and what's need to be done. Like, how how exactly do you, like, make it work backwards essentially?
00:34:01 · Guillaume Moubeche, Reggie Marable
[00:34:01] S1: our DNA, and we we started day one with this, like, level of accountability inspection. So how how does that work exactly? Like... So you have, like, the two cofounders who are setting up, like, the quarterly expectations. And then from there, you build, like, your pipeline and what's need to be done. Like, how how exactly do you, like, make it work backwards essentially? [00:34:26] S0: Start off with what is the annual target? Like, what... What's the goal for the company? And then from there, we assign quotas to help us, like, cover that that company target. And then we also look at, like, how much do we need to do in q one, q two, q three, q four. And then... So you back into it, and then now that an AE knows what their quota is, what's expected, you know, what are the metrics that were... That's gonna lead to them getting deals closed, and that's like leads, piped gen, POCs. So if you back into it, it's pretty easy to build it back up to say, we wanna be... I'm just gonna use rough math. Like, we wanna be... We wanna do a billion dollars this year. So then I I will take that billion, and then I'll back into it of how much do I need to assign out to the feet that are on the street. And then how do we ensure that we're hitting those targets and those goals by, like, our inspection, our operating cadence, so forth and so on.