GTM 150: 80% of Exec Roles Aren’t Posted, Here’s How to Land Them Anyway with Andy Mowat

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Andy Mowat is the Co-Founder of Whispered, and is responsible for building incredible RevOps and GTM systems at unicorns like Upwork, Box, and Culture Amp. With over two decades of experience leading marketing ops, sales ops, and go-to-market infrastructure, Andy is a true pioneer of modern RevOps. Today, he’s building tools to help tech executives collaborate on company insights, search strategies, introductions, and the deepest database of unposted GTM roles anywhere.

Discussed in this Episode:

• Why 80–98% of VP and C-level roles are never posted—and how to access them.
• The importance of clarity: how GTM operators should articulate their focus to stand out.
• How venture networks and backchanneling drive most executive hiring decisions.
• The rise (and limits) of fractional work as a bridge between full-time roles.
• What AI agents are doing behind the scenes at Whispered to match execs to roles.
• Why company stage, growth rate, and CEO quality are critical in picking your next role.
• What GTM functions (e.g. RevOps, Demand Gen) are most in-demand right now.

If you missed GTM 149, check it out here: How Meta Scaled Their Global Sales Team with Rick Kelley

Highlights:

04:30 Why most executive roles are never posted

07:00 How Whispered operates as a curated talent network

13:30 Why GTM execs struggle to articulate their focus—and how to fix it

16:45 The right way to build a target company list

21:00 Engaging your network and VC talent teams the right way

28:00 What AI is (and isn’t) changing about hiring and team structure

34:00 How to evaluate growth-stage companies and pick winners

36:30 Head of vs. VP vs. CRO: The real meaning of title across company sizes

41:00 Most common mistakes execs make in their job search

44:30 Using customer advocacy and growth loops to scale Whispered

46:00 Is email dead? Why it’s still critical to GTM and talent outreach

Guest Speaker Links (Andy Mowat):

• LinkedIn: https://www.linkedin.com/in/amowat/
• Whispered: https://www.whispered.com/

Resources Mentioned:

• “The Reasons Companies Don’t Post Roles”

  → Covers why executive roles often remain unlisted—e.g., roles are in flux, confidential transitions, or posted only for formality.

• “The Pros and Cons of Fractional” (co-created with Neil Weitzman)

  → Breaks down when fractional roles work, when they don’t, and how operators can think about fractional work in a tough hiring market.

• “The Focus Statement Template”

  → A Google Doc-style worksheet to help executives define their ideal role, company stage, function, sector, and target company list.

• “How to Work with VC Talent Teams”

  → A tactical guide on how to engage with venture capital talent teams effectively (e.g., what to ask, how to prepare, what not to do).

• “Ambiguous Roles Will Derail Your Career”

  → Discusses why roles like COO, Chief of Staff, BizOps, and Operating Partner can be risky or hard to grow from without a clear trajectory.

• “The Value of Niching Down”

  → Encourages candidates to specialize and be specific to stand out and receive better, faster support from networks and recruiters.

• “Polishing Candidates”

  → A framework for turning solid but overlooked operators into highly referencable, top-tier candidates.

• “Should You Be the #1 or #2 in a Company?”

  → Helps executives decide whether to pursue a head-of role at a smaller company or take a deputy role at a larger one with brand equity.

Host Speaker Links (Sophie Buonassisi):

• LinkedIn: https://www.linkedin.com/in/sophiebuonassisi/
• Newsletter: https://substack.com/@sophiebuonassisi

Where to find GTMnow (GTMfund’s media brand):

• Website: https://gtmnow.com/
• LinkedIn: https://www.linkedin.com/company/gtmnow/
• Twitter/X: https://x.com/GTMnow_
• YouTube: @gtm_now
• The GTM Podcast (on all major directories): https://gtmnow.com/tag/podcast/

Sponsor: Qualified

Qualified is the Agentic Marketing Platform with the world’s leading SDR agent, Piper the AI SDR. Marketing teams trust Piper to autonomously drive inbound pipeline at scale, delivering real-time engagement and conversion. Trusted by top brands like Asana, Box, Brex, Clari, GE Healthcare, and more, Qualified is redefining how companies generate pipeline in the age of AI.

Learn more at https://www.qualified.com/plus/category/ai-sdr-summit?utm_source=gtmfund

The GTM Podcast
The GTM Podcast is a weekly podcast featuring interviews with the top 1% GTM executives, VCs, and founders. Conversations reveal the unshared details behind how they have grown companies, and the go-to-market strategies responsible for shaping that growth.

Visit gtmnow.com for more episodes and other interesting content.

GTM 150 Episode Transcript

Andy Mowat:You could be the best operator in the world, but if you pick the wrong company, you’re kind of screwed.

I always advise people like, if you have two bad swings in a row, you’re gonna struggle.

At the director level, you’re probably talking 30 to 40% of roles are unposted. I’m talking in the venture backed, investor backed ecosystem. at the VP level, you’re probably talking 80% plus, are unposted roles and at the C level, you’re talking about 98% of those roles are unposted,

If a company’s hiring for A CMO at seed, they don’t know what A CMO is and they shouldn’t be hiring for that.

AI is fundamentally changing everything, but I deeply believe we’re in the flashlight and fart app era still of ai, we are at the very beginning of the changes that are gonna happen with AI.

Oh crap, I’m out of a job. Let me apply to everything. I think these people are going to get burned out, if everything’s possible, you’re not gonna get anything.

Your next role won’t be posted. It’ll be whispered.

Behind the scenes. It was small group of people that were doing I wanna know how this insane growth actually happened.

Sophie Buonassisi: A quick pause from the episode because AI SDR agents are rewriting the pipeline playbook. The AI SDR Summit put on by qualified just took place if you missed it or wanna go back 3D parts. The summit is now available on demand. It explored how leaders from companies like G two, Gartner, six Sense Salesforce, and so many more.

Are scaling their pipeline generation with autonomous AI agents. You’ll learn everything you need to know from ai. SDR. Use cases for inbound use cases for outbound, the landscape, putting a price on digital labor and exactly how you can use AI SDR agents to transform your pipeline generation. No fluff.

Just real strategies, candid conversations, and proven results. Learn all about AI sdrs@qualified.com slash GTMnow, [00:02:00] which will also be in the show notes. That’s qualified, Q-U-A-L-I-F-I-E d.com/gt MNOW. Now back to the episode.

This episode explores how go-to-market leaders can navigate today’s hiring market and land their next role in a tough market. Andy Mowat, a seasoned operator, multi-time founder. It breaks down what go-to-market executives need to know to stand out, get hired, and avoid common pitfalls. He shares tactical advice for senior operators reentering the job market, how to build with VCs and recruiters, and what founders are really looking for when hiring go-to-market leaders.

Andy is the co-founder of Whispered, a talent network that helps operators land roles before they’re even posted. Previously, he served as VP of Revenue Operations at Carta, scaled both Upwork and Culture Amp from 10 million to over a hundred million in ARR Co-founded the company called Gated, just to name a few.

Andy, welcome to the podcast.

Andy Mowat: Thank [00:03:00] you. That was the most amazing intro I’ve ever seen. I loved it. We’ve known each other for a while and it’s, it’s neat to see all the conversations have led to this, so I’m excited for it.

Sophie Buonassisi: I know it’s great to have you here, my friend, and I’m super curious, you know, you as an operator and now running a talent network, you’ve got a front row seat. What’s changed for Go-To-Market executives trying to land their next role today compared to a few years ago?

Andy Mowat: I think two things. One is it’s tighter market, two is ai. Um, and I’m happy to kind of go deeper on either one of those. I I, I saw a staff the other day that said, uh, from a VC talent team shared with us, they’re like, it’s 60 to 75% less roles in our portfolio than there were, I. In 2021, right? Like that is telling, um, for sure.

And then AI is, is a really interestingly changing the market. I’m spending a lot of time thinking about that.

Sophie Buonassisi: Interesting. Okay. And I think those are both. Both areas we could go down. Maybe let’s start from the top in terms of the talent network and what you’re seeing from a reduction.

Andy Mowat: I think companies have gone through, [00:04:00] probably companies are thinking through, like growth is slowed, there’s less exits, means funding’s slower. And so all of those have combined to just mean they’re being a lot more thoughtful about the roles they hire. Uh, they also have or dealing with the AI trends, right, of will this be less people over time?

How do we drive efficiency? So I think that is all. Forming how companies hire. Uh, and so I find there’re being a lot more thoughtful with senior level roles that they put out. And uh, we collaborate with a lot of them on those.

Sophie Buonassisi: Yeah, give a little context there if you don’t mind, because you know people are, you mentioned collaboration, searching in different ways than they were in the past. What does that look like behind the scenes? Means, what are you doing at whispered here?

Andy Mowat: Yeah, I mean, whispered is the philosophy we have with whispered is your next role won’t be posted. It’ll be whispered, I think at the senior levels. It is the case. I think it’s always been the case to some degree, but it’s become even more lately, right? Like I, I have had a, a posted role at, uh, a [00:05:00] company I know the hiring manager at, and I pinged him.

I said, Hey, I got two awesome people for a rev ops role. And he said, Hey, that’s cool, but. I’ve got 33 other backdoor channels that have said the same thing. Can you just forward it to my recruiting? Can you just have ’em hire and then I’ll flag it for the recruiting team. And I appreciate that. And I’ve done the same thing too.

And so I think any company that people would wanna work for. that is posting a role, call it a VP plus level role is gonna get swamped. you’re gonna see like two to 5,000 candidates. So that’s that part. And then I think the other phenomenon I’ve seen is, I remember I was hiring for something a while, like two, three years ago, and I posted and I got, you know, a couple hundred applications, most of which were terrible.

But you could easily see, you could read the cover letters and you could see which one’s the right ones. And those took like. Two or three weeks to filter in today. If you post a rule, you’re gonna get 2000 great applications and they’re all gonna be perfectly written, perfectly customized. You’re gonna be like, wow.

They understand my requirements perfectly. And so how do you filter through all that? It’s really, really hard. [00:06:00] And so increasingly, I think companies are shifting to not posting roles. Historically, they would always not post rules if they’re like. Confidential in seat. things are changing. They’re still figuring things out.

We have a whole fun article on the nine reasons that companies don’t post roles. Um, and so we spent a lot of time studying on that side, but I think that increasingly, just, especially with the tight market, they won’t. And so I estimate that at the director level, you’re probably talking 30 to 40% of roles are unposted. Uh, at the, and again, I’m talking in the venture backed, uh, investor backed ecosystem. at the VP level, you’re probably talking 80% plus, are unposted roles and at the C level, you’re talking about 98% of those roles are unposted, and so whispered is built to help executives navigate that, right? It’s really scary when you pop your head up.

Roles aren’t posted, your network is stale. You may not know how to like work the venture ecosystem and leverage all of those really cool types of things. And so we’ve [00:07:00] built, I love how you described it as a talent network. I haven’t used that yet, but we’ve kind of described whispered as a platform to help executives collaborate on, on posted roles, obviously, but also insights on companies.

So like, which companies am I interviewing with that are breaking out, or I’ve learned something interesting and people are whispering that to us. And then also introductions and connections, right? So my network can only take me so far, but everyone’s network can take me a lot further. And then finally, just the support and advice We had somebody the other day said.

Hey, I met the CEO of this company. We had a great conversation. Then this firm was brought in. I’m on the exempt list, so I feel like the recruiter might be ghosting me a little bit. How do I handle that? And so like a lot of executives in whispered were having that conversation. And um, I guess the final thing I would say is GTMfund has inspired me a lot.

GTMfund is this high-end network. Of 200 plus people. It’s a high bar to get in, but when you get in, these people are givers, they’re helpers, they’re collaborators, and there’s built friendships for life. And I think we’re doing a very similar thing. Whispered is not fully transactional, just [00:08:00] we are not a, everyone’s like your job board, sell me jobs.

If somebody wants to just a list of jobs, they can’t get it from us. You’re either in or you’re not. And when you’re in, you’re in and you pay while you’re looking. But when you’re an alumni, you don’t pay. Uh, and you can still stay involved in the network. You can continue to help. You may get calls from us saying, Hey, can you help this executive as well too?

And so that’s what we’re building.

Sophie Buonassisi: is incredible. And first, thank you for the kind words. Super appreciate it. And we’re, I mean, really fortunate to have you be part of that. So thank you for everything you do. And I know we’ve talked about it at Measure because I’ve used whispered for our portfolio companies to. Super helpful and just overall, we see it from our side too.

You know, a lot of our portfolio companies, what we see is they’re not posting executive roles anymore online, or if they are, it’s to do the due diligence of a traditional process. But what’s really happening behind the scenes is they’re pinging their investors, they’re pinging their network. And finding who the best talent is.

And it kind of goes back to that [00:09:00] saying of the best work is the work in front of you right now. The best growth lever is the work in front of you right now. Just by doing the work incredibly well opens up opportunities in future.

Andy Mowat: Yeah, very true. Yeah, we made a connection for a GTM fund company yesterday, so it’s fun.

Sophie Buonassisi: Appreciate you, appreciate you you speak with a lot of Go-To-Market leaders. What are you hearing from people directly around their personal searches right now? Obviously it’s a very hard market.

Andy Mowat: I think a lot of people wanna take the time to do it right versus hop right back into the next company. Uh, and so I see a lot of people, I. That are either in roles today and I generally advise people stay in a role, or they’ve recently left, but they’re not like feeling this

panic or they feel the panic. We all feel it, but they’re not like rushing to take the first thing that hits them. ’cause I think some people have made mistakes, , particularly over the thrash of like 20 20, 20 21, 20 22. It’s like you look at a lot of people who are really talented and they’ve [00:10:00] had short stints.

and then I also think that, you know, this founder mode, CEO thing is, is out there, right? And it’s like people are trying to pick the right CEOs. The right companies where like it’s gonna be a good run. I always advise people like, if you have two bad swings in a row, you’re gonna struggle. And so I think I see a lot of people being really mature on that.

It is scary, right? Like how do you tell that story of the gap? Um, and definitely fractional is a thing I just posted yesterday on like. Fractional used to just be like the high-end people that would do it. And everyone else had full-time jobs now, like everybody’s fractional because they can’t find a job and so they put themselves out as fractional.

And so I think a lot of people are going through that. It’s actually Neil Weitzman it, uh, with GTMfund and I have collaborated a lot on like, how do you think about fractional? Should you do it? Should you not? We’ve written a whole series on like the pros and the cons of fractional. I think a lot of people try it, don’t work for them.

Uh, and so people are trying to figure out like, what do I do between roles? Uh, that’s the next thing that whisper’s [00:11:00] working on. Like how can we, for our members make that even even easier to explain those things as well too. So I think a lot of people are going through, I don’t wanna make another mistake in my career.

That’s also where Whisper’s Confidential Company Insights database is massively helpful, right? Because you can learn the behind the scenes whispers on companies and avoid going to the toxic ones or. Spot, those ones that have just done an amazing deal with Snowflake and are about to triple in revenue and a, a lot of it I say is like it’s picking the right companies.

you could be the best operator in the world, but if you pick the wrong company, you’re kind of screwed

Sophie Buonassisi: A hundred percent. I mean, that’s part of the, the hypothesis behind GTMfund is you could have two incredible CROs. One goes to Salesforce, one goes to a startup that doesn’t materialize in the end, and they have very different outcomes. Is it a reflection of their personal ability? No, not necessarily.

Sometimes it is that luck of the draw, so it’s really helping to educate people, which you are doing fantastically. Around how to pick the right companies, and then providing those opportunities [00:12:00] for diversification beyond their immediate, which is what we’re working on. So a natural pairing there. yeah,

Andy Mowat: Back four unicorns. He done great stuff, but. I graduated in oh one, there were no jobs. I had no job for six months, and so I got burned early. And then I ended up working for a wealthy family who built movie theaters. And at some point I’m like, I need to get into tech, right? So like three times in my career I’ve had to like articulate what I’m looking for, go get those jobs, and I’ve been able to get at those were Upwork. Box and, uh, Carta, right? Like where I’m like, I was lost in the woods with a background that made no sense and I was able to talk in, in oh one and in oh eight, and in like 2015, which was an interesting time, and I was able to talk my way in to pretty powerful companies by being incredibly articulate, working the venture networks, working, all these other things.

So a lot of what Whisper’s done is also built like a hundred articles on. All of those [00:13:00] tactics, which most people don’t understand and they struggle with a lot.

Sophie Buonassisi: That is incredibly valuable. And maybe for someone who’s popping their head up after three to four years in a role, maybe they’re in transition or they’re looking to transition, what is that step one that you’d advise them on?

Andy Mowat: we have a fun exercise if you wanna include it for the podcast, um, I can send you the link, but it’s kinda like a. Google Doc template where it’s like articulate your focus. If you can’t articulate your focus, whispered will not work with you and for you. Um, it’s, uh, we don’t do that. And so I think so many people are like, Hey, Sophie, good to see you.

I’m interested in like cool roles, what do you know? And that’s gonna be, if you talk to a recruiter like that, they will never call you again. they probably won’t ever call you anyway, and so instead if you show up being like, Hey Sophie, great to see you. Like this is what I’ve done. These are the types of things I do.

This is the type of role I’m looking at, and here’s like four or five target companies. people will remember you, people will follow up with you, people will help you. And so we’ve built tons of free content for people to be able to articulate that.

Sophie Buonassisi:[00:14:00] That’s incredible. Super helpful, and I know speaking from firsthand experience, that is definitely what is most helpful, memorable, it’s easier to pull on. It’s when people are very specific.

Andy Mowat: We score people, with AI on like how clear are they in their LinkedIn and how well are they position themselves? I think a lot of other people use LinkedIn as like, here’s all the things I’ve done, we’ve written a whole Bible on like every best practice around LinkedIn, but LinkedIn should tell a singular story.

You have 10 to 15 seconds Why somebody scans that LinkedIn and if they can’t be like. Wow. I know this woman is an amazing marketer that’s done this, this, and this here and here. But if they’re like, oh, I’ve done this. And then I’ve got like, I’m on the volunteer for the pet club and I’ve got Pavilion on there and I’ve got, uh, you know, operator’s Guild.

And I’m like, okay, but what do you actually do? Right? And it’s like, I think that’s where people feel like they need to put way too many experiences on there. And you know, it’s like, I currently don’t even have GTM fund on my LinkedIn. Even though I’m massively proud of it and it’s one of the [00:15:00] best node networks I have, but if I do that, then CultureAmp and Box drop off the list and I need to tell a story that I am a strong GTM operator.

So I’ve tucked those things in and those are things that people just don’t think about. And I would say 80 to 90% of people need massive help with their LinkedIns. We give away the article for free and some people can use it and get better and other people probably need to go pay for a coach. we don’t do the coaching, but we’ll, we’ll give people a three to five minute loom with some quick feedback on it.

Sophie Buonassisi: I love it. Articulate your focus both directly and on LinkedIn. What are, can the next steps, almost if we take it sequentially, that Go-To-Market leaders should consider.

Andy Mowat: articulate your focus. we kind of call it like your focus statement. so the focus statement includes things like, what’s the role I want? what segments do I want? what size company do I want? We’ve now got a fun article on if you show up and you say, Hey, I wanna be a CMO at a seed company.

I wanna be like, that role doesn’t really exist. If a company’s hiring for A CMO at [00:16:00] seed, they don’t know what A CMO is and they shouldn’t be hiring for that. So we help, you know, like really getting clear on things like that. Um, sectors focused geo, all of those things. So that’s Skype the focus statement.

The next, I think most powerful thing, assuming you’re not like joining whispered, which will accelerate a lot of this stuff, is list of target companies, right? Like, literally when I talk to people and they’re like, Hey, I’m interested in these five companies. I know people at all of them.

Um, I talked to a guy the other day, he’s like, Hey, I’m talking to this company. And I said, great. I’m talking to the CEO in two days, or we can help with this. And so a lot of whispers about how do you accelerate that. So if you can’t articulate those companies and you’re just like, I’d like an interesting role, what do you know that’s hard to help?

So Whisper’s built a company database. We have 7,000 companies in there. we figure when you leave your job. You don’t have ZoomInfo and you don’t have LinkedIn Sales Nav. And so how do you pick that list of companies? And so we’ve done that for you. Um, that, uh, you can go into that company database and filter by description, geo tags on breakout companies, investors, all [00:17:00] of that stuff.

And it’s all there and it’s all free for people. Uh, and so if you can come up with that, like 20 to 30. Company list and then you’re like, Hey, Sophie, great to meet you. I do rev ops, I do it here, here and here. You know, I’m really interested in high velocity, low a CV companies examples would be like Zapier and this and that.

And so I did that with somebody when I was searching for my last role and someone’s like, oh, I totally know Wade, the CEO of Zapier, right? So I met Wade and I met his CRO, right? I didn’t end up going to Zapier, but like being able to articulate what you’re interested in, people can help you so much easier.

Sophie Buonassisi: It may sound obvious, but I will tell you it is, it is not common practice,

Andy Mowat: No, you probably talk to a lot of these people all the time. Yeah. You and you and Paul and Max are like, Hey, can you help me with my search? And you’re like, I want to, but can you do the work first?

Sophie Buonassisi: Definitely, and I mean, we’d, love to do the work that just makes it easier for, for us to be able to actually facilitate those connections because otherwise we’re doing the mapping and it may not be entirely correct what they’re looking for. I think it, I don’t know what, what your pulse is. Is it [00:18:00] that people aren’t aware what they’re looking for next?

Or is it that perhaps the education around doing the work upfront is still growing?

Andy Mowat: I have a fun article we wrote on, we call it ambiguous roles. so COO, chief of Staff, operating Partner, business Development, these are all roles where people don’t actually want to pick a role. and I think if you’re in those roles or, BizOps or strategy, like those roles are gonna be tough to build careers on.

you know, I. Guilty of it, right? Like good schools, MBA, want everything to be possible. Those types of roles are great in your twenties ’cause you’re gonna see a lot. But if you’re in your thirties and you’re starting to get to VP and you’re still playing with those roles, they’re tough.

I, I talk to people and who have those types of backgrounds. And I’m like, oh, how about a COO role? They’re like, that’d be amazing. I was like, welcome to a custom job search for the rest of your life. Um, because every COO role is different. And then if people are like, okay, okay, okay, I get that. Then I’ll just test them and I’ll say, how about operating partner to bc?

Oh, I love that role. [00:19:00] Right? And I’m like, okay, here’s our article on this. But it’s also an ambiguous role. It’s different at every place. And so we really focus on. Sales, cs, rev ops, um, marketing, senior leadership positions where people have clarity. And so you asked me like, do people have clarity now? I think there’s a group of people that are just like, they just, no, no one’s ever banged them over the head and been like, get specific.

if everything’s possible, you’re not gonna get anything. I had this one story one time I met this person. I said, well, cool. What are you interested in? How can I help? And they’re like, oh, you know, some interesting operating roles. I’m really good. And we went through like four versions.

I was finally like, I’m gonna walk away unless you can tell me what you’re interested in. They’re like, oh, mixed martial arts and film. And I’m like, okay, cool. I know the CEO tap out films. Do you wanna meet that person? Right? Like when you get specific people can help you. Um, I think people are also massively afraid of closing off boundaries.

Um, but there’s, you know, it’s like. The more specific you are. The second you think about that, you’re like, okay, films tap up. But like, [00:20:00] do you also like the NFL, right? Or do you, so people can extrapolate but they can’t take generic and go down. And so like we have a whole article on like the value of niching down and being clear in your niche as well too.

And so I’d say a lot of people have not done that work.

Sophie Buonassisi: Interesting. That makes sense. And let’s say people do the work. They do the work, they get specific, they’ve got their list of target companies. How do they actually go about engaging their networks?

Andy Mowat: lots of ways there. I mean, the first is once you have that, you can go out to people and you’d be like, Hey, here’s how I’m thinking about approaching my search. here’s the list of companies. Like do you know any, if you can put in front of people that list of companies, people can go through the list.

Like, no, I know nobody here, or, yes, I do. Right? And so that’s so much more helpful than like, Hey, nice to meet you. I’m looking for roles kind of like this. Do you know anything? that would be one. I think regular updates to your network are powerful. but you know, there are times when if you are an operator and you’re a good operator, you’ve been heads down in your company and your network is stale, right? And so that’s one of the reasons [00:21:00] we see this job search is so scary, right? Like it’s like cool, you pop your head up, you’re like, I have been CRO at this company for a while.

The pyramids narrower, narrow is you get more seniors, there’s less and less jobs. Those jobs are unposted, you don’t know what those are. And so you could spend five or six months networking to find all those jobs. And maybe find like 20% of them. Or you could plug into Whisper and see the entire flow and plug into a bigger network than your own.

And so that’s kind of how we look at it. So for me, I kind of built the model that I wanted myself. Right. Which was I wanted, I knew I was good, but I needed help when I popped my head up.

Sophie Buonassisi: definitely. And venture networks are part of that. Obviously, you know, we could chat for hours about this from different angles, and you’ve engaged across multiple venture networks, so I’m curious what your advice is to operators for engaging venture networks.

Andy Mowat: Yeah. First obviously be clear. don’t show up and, and do that. second is like, do your homework. so whispered can help. Our company database has all of the venture networks portfolios mapped, right? And so we map ’em by like headcount growth. [00:22:00] But you should know before you go into talk to a venture talent team.

Like, which are the five to seven companies in their portfolio that are interesting? That can take four or five hours. If you go to talk to Andreessen, that can take four or five days, right? Like it’s, uh, and so we’ve kind of done that work for you, but. You know, and then we, there’s good questions to ask when you engage people, right?

Like, and so we, I, I’ll share the article we wrote on like how to work and leverage talent teams. They’re amazingly helpful, but they’re also swamped. Um, they don’t have a lot of time and so you probably get one crack at it. I know one venture team’s philosophy is if we think you’re really good. We wanna have another touchpoint with you in 30 to 45 days, they’re gonna make sure they invite you to help a portfolio, CEO or come to a dinner or do something like that.

And so I think a lot of, I mean, we all talk to these people and we think we have great convos but they, they’re not gonna remember you in most cases for most things. And so lot of it is being really crisp and clear in what you’re focused on and then if you have a specific ask, it’s good.

We’ve kind of got a list of like. [00:23:00] Things to ask them and how to help. cause everyone will always ask. Cool, great. Like, don’t have a role for you. Any other ways I can help? And most people are like, uh, no, I’d love to hear if you know any roles, that’s never gonna happen. I mean, it’ll happen in the small case, but I think it’s hard to stay in touch with those.

So, you know, I, we tend to guide executives on how to go in, how to talk to them, how to deal in with, like, going with specific roles. another tactic we’ve seen that works really well is. Since we know all the venture teams, if a one of our executives finds a role, we’ll reach out to the venture team on their behalf being like, Hey, we are aware of a role in your portfolio.

You may or may not know about it. Oftentimes they don’t happy to make an introduction to the executive, and then you can have a conversation with ’em about the role and you can learn more about the role. So that’s like an amazing way to connect with people.

Sophie Buonassisi: I think you made a, a great point of it is different. It can take different time periods for different firms. Every single firm, just like the COO role has a different process for us. Our process, for example, is, and again, every firm is different, but just transparently it we have a [00:24:00] job board, so all of our portfolio companies are posted to that job board.

A lot of them. Those are again, the posted roles for Unposted roles they’re on whispered, or they’re in our Slack community and we’re going back and forth on them. So those are the publicly available ones and we encourage everyone to take a look at it, flag any roles that are of interest because again, it’s hard for us to do that proactively.

At that scale, we do it proactively, but typically it’s one-to-one with the founding teams as opposed to monitoring the job board. So it is helpful when people come to us with specific asks around that. And then we have a candidate database, so we do have a candidate database we go through, but of course, you know, the most memorable, notable.

People to bring forth top of mind are the ones that are coming in with specific asks that are proving out, you know, what they’ve done at other firms. They’re memorable in that regard. Oftentimes they’re endorsed by folks in the community, so they’ll come through recommendations or they’re easy to back channel, and that way we can [00:25:00] verify, um, any kind of experience before putting forward any kind of recommendations around candidates.

So network specificity and then. Overall at being proactive and kind of doing the work for someone is always, always greatly appreciated.

Andy Mowat: I love the easy to reference. I just wanna shout out one thing and I’d be curious to dive into that. Your point was spot on. All these venture firms have job boards. Those aren’t the real jobs. I, like I, I’ve called enough firms on it now to know that, like the job boards, that they’ll be like, Hey, please definitely monitor this.

They don’t have the actual unposted roles. Because if they have somebody that’s like in seat and moving and changing or this really strategic role that they don’t wanna get overwhelmed with, they worry that those get out. I think that’s where we’ve spent a lot of time with whispered, which is when people give us roles.

They don’t leave us. right. And so that’s insanely powerful. The people trust us with a lot of rules on that side. So yeah, those VC job boards, you gotta take ’em with a grain salt that they’re, they’re nice, but they’re not the real rules. Those are just going to the public boards, scraping the public boards, pulling them in for your portcos.

maybe you can add something separately, but it’s not often. but tell me about the [00:26:00] easy to reference. I haven’t heard about that. Concept, but I, it resonates with me. we’re building a piece of that, but I’d be fascinated to hear when you say that, what do you mean? Is that somebody that’s like known to a lot of your network or how do you think about that?

Sophie Buonassisi: Easy to reference being more around the specificity, so it’s more of the mapping around, you know, founder will approach us with a very specific ask. For example, one role that we’re supporting right now is a founding marketer for a heavy PLG motion. And so when someone comes to us as a marketer and says, you know, I’m looking to get engaged with a startup around a founding marketing role, fantastic.

But what is even helpful, if I were to think about that step further is, here’s what I’ve done around PLG companies. Here’s what I’ve done around SLG companies. Here’s what I’m looking for next. And that way, think of it almost like a matchmaking process where. We can then, as a VC, take that information and easily convey it with greater trust to our founding team.

Otherwise, what we’re doing is we’re back channeling. We’re [00:27:00] manually kind of checking what kind of motions that company went through, how they built the PLG to enterprise kind of motion. And so we’re doing a lot of that manually from our side. Whereas if somebody came in with easily referenceable information, almost bites and nuggets, we can easily capture that initially.

And it, just takes the heavy lifting, takes the time commitment out of the back channeling process.

Andy Mowat: That’s cool. That makes a ton of sense. Yeah.

Sophie Buonassisi: Andy, you mentioned previously fractional. And a lot of people are between roles going fractional. I’m curious what your thoughts are around team compositions overall. There’s a lot of talk right now around what the future of teams look like if they’re more efficient as their people are AI enabled.

What are you anticipating with AI coming in around overall team compositions?

Andy Mowat: There was a really great podcast last week. By the HR Heretics folks around fractional. I think fractional is useful when you don’t have the skill, but as you get to be bigger and bigger companies, which I’ve generally been at bigger companies or really really small companies, I don’t [00:28:00] feel like it’s as useful at bigger companies, right?

Like, I just want that skill set in house and I want somebody really fully thinking about us and doing all that. AI is fundamentally changing everything, but I heard somebody say the other day, and I deeply believe that like we’re in the flashlight and fart app era still of ai, right? Like people are, it’s the same stuff over and over again, and there’s gonna be like technology unlocks that are gonna, it’s similar to the way, you know, Uber couldn’t have existed.

In 1997 or even 2001, right? It took the internet to be widely adopted. It took bandwidth speeds, it took the mobile phone, the iPhone, and then the app store, and then like geolocation all to unlock that, right? So I think AI is gonna change the world. It’s just, we gotta realize it’s gonna take time to do.

It’s amazing. I get introduced to a founder a day literally, of like, Hey, can you talk to this founder they’re building with AI on top of Gong Data and GTM data, and [00:29:00] like, they think it’s really cool. I’m like, no, it’s not like, the fact that they can do it in two weeks means that every other founder can do it in two weeks.

And it’s just like, there’s a lot of the same stuff. And so very rarely do I see anything. I’m like, whoa, that is like differentiated and unique versus like for me at bigger companies, you just wait three to four months until like that new tech’s gonna come. I think we are at the very beginning of the changes that are gonna happen with ai.

I’m super excited about it. I talk to a lot of companies that are gonna drive the change. I don’t think we know how it’s gonna change. Right? Like you couldn’t have imagined that you would just tap your phone and a car would show up. That didn’t have a driver in it. Like you just couldn’t have imagined that.

And so I don’t think we know what AI’s gonna bring yet.

Sophie Buonassisi: A hundred percent agree.

Andy Mowat: I will say I think it’s gonna make a lot smaller companies, which will make being very thoughtful about your career. More and more important. whispered, we just don’t have employees. Like everything is ai. Like I’m using AI agents [00:30:00] for literally every single thing that I do. And it’s like, if, if I have to hire somebody other than.

My two amazing developers, like I failed.

Sophie Buonassisi: What’s one example of an agentic workflow you could share with us or an agent in

Andy Mowat: Yeah, sure. We use a ton. every time somebody applies to whispered. The agent goes out, scrapes their LinkedIn, looks at like the company, the companies they’ve been at, and the company quality. It says, have these been like series A or Beyond backed and where were they at the right points in the journey to make an impact?

And then we look at the tenure, right? Are they like a lot of like six month roles or are they like long And we make judgements on both of those. We score their function, we write a summary that we can give to any recruiter. that plus like we look at their LinkedIn followers, we looked at everything else and like all of that basically tells me who I should talk to.

that is like, that is just nascent. We also go out every week and scrape all the venture firms, figuring out what new companies they have. Um, we. Pull in, we’re pulling in some really unique data points on [00:31:00] different things. And so those are just a couple of the areas we’re using ai. the one I’m really excited about that I’m just early in building is I built V one of Digital Andy, where you can chat with me about anything on your career.

It’s totally free. Uh, or it’s free up to 30 conversations a month. People are paying for it and it’s so, it’s so good, but it can get so much better

that, we’re kind of blowing that all up and rebuilding it from scratch as.

Sophie Buonassisi: I love it.

That’s fantastic. Definitely scalable. And what we’re hearing is a lot of folks interested in scaling with smaller teams, bringing on fractional leaders as needed, or contractors as needed to really take it to those next levels. But with that tight core team,

Andy Mowat: Yeah, I agree. I agree.

Sophie Buonassisi: And then building agen workflows around it just like you are.

That’s fantastic. And if you were to kinda summarize one takeaway to somebody mid search, what’s one thing you’d want them to take away from this conversation?

Andy Mowat: Call Whisper. Don’t call whisper, go visit whisper.com. there’s tons of free resources. At a minimum. The tactics are [00:32:00] there, free databases, and then if you’re trying it alone and it’s scary, like, we’re here to help. If you’re good.

Sophie Buonassisi: I love it. And it really is that ecosystem approach through Whisper that you’re building out. What types of roles are you seeing most demand for?

Andy Mowat: there’s like the number two sales roles that are really hot right now where you’re trading notes for the top VC talent team around. Can’t find those. So not the CRO, but like the next level down. I’m seeing a demand gen surge again. Rev ops is, popping back up. CROs as well too. CS was quiet, but it’s starting to pick back up.

Sophie Buonassisi: Yeah, we’re definitely seeing that too. A lot on the sales rev ops side right now. Some early Yep. marketing. And it really is pivotal. I mean, from the VC lens, that first hire on the executive side, any subsequent hire is, make or break really for startups. So getting that right hire is incredibly important and I love what you’re doing to enable that

Andy Mowat: Yeah.

Sophie Buonassisi: and for yourself. And you know, you’ve got an incredible track record of picking the right companies. You touched on it earlier around what you [00:33:00] look for. What are those things? That you would advise other Go-To-Market leaders to look for as they’re evaluating, joining companies?

Andy Mowat: I love this question. I, I think a lot about it. It’s, it’s one of the reasons we build Whisper. It’s like why people whisper into our company database. So I look at it as one is growth. Like if you aren’t growing. You’re in most of these roles. It’s tough, right? You can’t get more headcount, you can’t experiment.

I remember like when we took CultureAmp from five to 150 million, like everything we threw up against the wall either worked or we grew so fast that it didn’t matter, right? And that’s fun. But when you’re growing at 10%, it’s just hard, right? Like everything has to work and, you’re not gonna get any more resources.

Your departments aren’t gonna grow. You’re probably gonna shrink and get more efficient. And so I advise like. Pick a company at the right stage of growth. I think there’s a, we’ve written a fun article on like breakout companies and why you wanna join them and you wanna join ’em at the right time, right?

Like, I joined CultureAmp at 5 million Amazing NPS, market had not been saturated [00:34:00] yet, great leadership team, and now still great leadership team, but the market’s totally saturated. So one of the, my favorite questions to ask is, of the last a hundred customers you added, how many are new to what you do, and how many are switched from competition? If that switch from competition is high, like it’s a pricing negotiating, tam’s maxed out. So I spend a lot of time thinking like, it’s not the name of the company, it’s where the company is in their growth journey that you wanna join. So that’s number one. Number two is CEO. like the culture that comes from the CEO matters a lot.

And so we get a lot of whispers around who are great CEOs who are not, we know where CEOs may. Depart, where they may leave. and then I think funding is the other one too. Like once they’ve raised, they’re gonna open up a bunch of roles. And so if you know where those raises are coming before they happen, like that’s another area where we spend a lot of time fine tuning, whispered on as well too.

Sophie Buonassisi: And did you know that when you made your picks, you know, the Upworks, the Cartas, were those factors or are these factors and patterns that [00:35:00] you’ve matched in retrospect now?

Andy Mowat: I’d say Upwork was just, I was so fascinated by the model of remote work. I think box, I’d gone and done this startup with virtual assistants and I was like, crap, I gotta like network back in to like get back into this. And I think Box had the most innovative customer success operations team with a great CCO.

And so I was very excited to work with him. CultureAmp it pinged me the role was perfect and then I just dug into the NPS in the top of funnel, right? Like I literally said, give me your HubSpot instance for a day and just let me dig into it. And I was like, oh my God. The number of people that are like filling out forms is just like, we can optimize this for six months.

And we did. Like, we were a 95% inbound for the whole time. Right? So like I got into the data on that one. I think Carta was a slower growth. I probably violated some of my things there. But the COO was just a tremendous individual and, um, really thoughtful around how he designed that. And you know, obviously they have other great leadership that also happens to be in GTMfund, Jeff Perry and, Nicole, who are both like good friends and as well there too.

Sophie Buonassisi:[00:36:00] When you’re looking at roles right now, you know what we find is a lot of folks are asking us, should I go startup? Should I go larger? What does that look like from a role perspective? I know you’ve written a great article. I believe it’s on Whisper, just breaking that down around number one.

Number two, at large and small companies love to hear your advice for Go-To-Market operators as they consider the role title at small versus large organizations.

Andy Mowat: Yeah, you nailed the article I was gonna talk about. I think it’s a really interesting one. it’s not a perfect answer for every person, but I, I see a lot of people that maybe have had like a lot of crappy companies. I’m like, you don’t need to go be head of, you need to go to be number two at a bigger company and get that logo on there and you need to learn what’s like.

What great is how it is. I had talked to a woman the other day and I was like, I don’t think the one versus two is right for you. I think I would go to be a number one. Right? Like, and, and so there’s a lot of thought in that, but I, I generally think of the logo game, right?

Which is like, go to a company, get that logo on the resume. those do matter. Plus like when you’re having a good [00:37:00] company that’s run well, like a box was amazing, like. You learn how leadership is done, how metrics are done, right, how systems are done, right? You get to build this node with great people.

So I see a lot of people are like just small, little shitty companies and like, that’s gonna hurt you at some point. Now on the flip side, like I take this philosophy of if I’ve done one and I’ve gotten a good logo, I can take a risk, I can go swing for it. So like when I left box, I went to CultureAmp, it was 5 million revenue.

No one really heard of it. and that risk paid off and that one went from 5 million to a unicorn. And so. Then I can take another risk and I started something. Right? So I play that game a lot. but generally I’d say there are a lot of people I talk to where I’m like, you really don’t need to do another head of role.

I remember talking to one guy, he’s like, I’m head of rev ops. I’m like, cool. How many people on your team? He’s like, one. I’m like, cool. I’ve never heard of the company. How you doing? He’s like, oh, it’s really hard. I’m like, you should go. And I’ve navigated him to a larger company where he’s flourishing and, and he’ll do two or three years there and then He’ll be able to pretty much name his price at whatever company he wants to do.

Sophie Buonassisi: And knowing that, it’s so interesting [00:38:00] because earlier we talked about being clear and having that clarity around what you’re looking for. A lot of the time what we find is people don’t have that clarity of whether they should be number one or number two, and that’s what creates a lot of that ambiguity when asking.

It’s like I’m kind of open to either, you know. How do you recommend people like tactically take that evaluation process for themselves?

Andy Mowat: Most people, uh, apply to whispered and we tell ’em. Um, but it’s,

Sophie Buonassisi: more story. Join whispered.

Andy Mowat: yeah. Yeah. Join, join, whispered. And We’ll, my, my thing is like, I’m not judging you. I’m gonna tell you exactly what I think. Um, and, uh, we sometimes we give really harsh feedback, but it’s like the feedback that they don’t get. From recruiters, you know, everyone’s like, Hey, really nice to meet you.

It was such a great chat. Like, you know, I’ll stay in touch. I’ll let you know if any rules and like most of the times it doesn’t happen, like I’m gonna be brutally honest with people, right? Like, I, I like this. Search is gonna be really hard given where you’re at. Or actually, I think you’re in an amazing position to do this, this, and this.

But like, you should do this. I told a [00:39:00] guy yesterday is like, your picture looks way too mean. or Another person is like, your picture just makes you look older than you actually are, right? And it’s like those things, like nobody else is telling you that stuff. And so I think that’s where we can help people sometimes.

Sophie Buonassisi: And are you one-on-one consulting? Everybody that joins, how are these conversations coming up?

Andy Mowat: Uh, great question. very soon, the a i digital, Andy will do more of this. at this point in time, the only people I talk to are people that score high on our AI score. and who apply to pro. you apply to pro, you will get a call with me. but I make sure that you fill out your focus statement first.

Right. And if you aren’t clear, we basically say like, listen, we only work with vp. Level people that are clear on what they’re doing and are givers and helpers and that understand that we’re a paid model, right? So that weeds out enough people. And so I talk with the high scoring people off of that.

I’ll do one call, you know, I wanna make sure they understand what the platform is, and then they get kind of one more just at onboarding just to make sure, like, I understand, but like after that they’re not buying my time. and so yes, I i keeping it high end right now, um, because I think I heard this great [00:40:00] statement, which is the customers you pick.

Is the company you will be. Right? And so if we pick shitty people, recruiters and talent partners won’t think very highly of us. And so like, I really care about that at the beginning.

Sophie Buonassisi: A hundred percent.

Andy Mowat: I, I guess maybe there’s another fun article we wrote, which is Polishing candidates. I’m really proud of this. It’s like there’s, there are a people you’re like, cool, you are an candidate.

Um, I saw one of those the other day. I was like, whoa, this guy’s good. Um, there are people where you’re like. B or C, but we love the publishable people, right? Like we can give them that soulful advice. And so we’ve written like what is publishable and what is not publishable, right? Like three or four short experiences in a row with no name companies, I’m really gonna struggle.

And so we, we can’t, we would love to help those people. We help them with the free stuff, but we can’t help them with the paid model.

Sophie Buonassisi: What have you found pattern wise? You know, you see a lot of executives come in. What’s the biggest mistake that you see executives make in their search?

Andy Mowat: one I’ve advised a bunch of execs recently is stop shooting at everything, which maybe goes back to clarity and [00:41:00] focus, right? Like it’s the, oh crap, I’m out of a job. Let me apply to everything. I think these people are going to get burned out, right?

Like, I have one person who’s. Like in like seven or eight processes right now. And I’ve, I’ve heard about a bunch of ’em. I’m like, most of those are ones you’re not gonna want, you’re not gonna take, like why are you spending time? So having the discipline to like not go deep on processes, it’s hard, right?

Like if you have, only if you, if, if you’re, I talked about this, it was like going to sleep on a Friday evening, especially like a holiday weekend with no hope. That’s hard, right? And so I think a lot of people will keep a process alive that they know they shouldn’t do. And so. But because it feels good to be wanted.

And so that’s kind of maybe an example where if we can give you the discipline to be like, no, say no to that one. Right? Like, because there’s a little bit more flow, there’s more support, there’s all that stuff. I think it’s gonna be helpful to a lot of people.

Sophie Buonassisi: Definitely, and we’re seeing people take even more time between roles, whether it’s out of necessity or choice too, because it is [00:42:00] such a pivotal decision to, uh, dedicate years of your career to a specific company and vice versa. So more and more people and taking those steps really intentionally.

Andy Mowat: it’s a tough market. I see it. , and it’s hard to stay positive all the time, but I think that’s another, it’s like, it’s scary, it’s lonely, like you don’t have support. Your network has sta Ile. I think another thing too is like, I. You can’t ping your network every week. Right. The beautiful thing about whispered is you can, you can be like, Hey, I need help this week, or I need help this week.

And so like that’s the other thing is like, I think it’s everybody. Also, this is the area where we’re struggling right now, which is everyone loves the idea, but they don’t wanna pay for it. Um, and I’m like, no, you get what you pay for. And so I think a lot of people wanna try it themselves first. Then they end up finding us two to three months after that.

Right. I’m like, oh, this is really hard. I’m like, yeah, I know. It’s, um, so we’re, we’re, we’re spending a lot of time thinking about that. Like, I, we do charge people, um, and it’s not, you know, our, ours is like a thousand upfront and 125 a month, which is [00:43:00] not crazy. But I do find that some people like, oh, I don’t know if I can pay that.

And I’m like, I know it kind of windows some people out. Um, but it’s like, man, you won’t even spend that on your career. It’s, it’s like that’s, that’s surprising to me.

Sophie Buonassisi: Yeah. That amount is, I mean, marginal in comparison to what picking the right company does for your career.

Andy Mowat: Bingo. Yeah.

Sophie Buonassisi: And Andy, this has been super helpful. Love to finish with two questions always the same. What’s one tactic or strategy that’s working for you or for the companies in this case that you’re advising and serving through Whisper.

Andy Mowat: I’ve written a like customer advocacy playbook. We ran it a gated, we’re running it again and we’re running it even better now. So a lot of it is. When people express wonderment or excitement about your product, like engage those people when people give you great feedback, like capture that feedback. , obviously we’re doing something new, so social proof matters a lot.

Like we’re two and a half months in and we have like 60 testimonials already, right? Like those are all real and legit and like we’ve been insanely thoughtful [00:44:00] about that, right. Which is we have, if, if you were like, I love it, I’ll be like, cool. Great. Share it here. It comes in and we can, like, you’ll see like all over our website in different places or different testimonials.

Like we’ve built all that technology really early because I realized if you’re doing something new and different, like you need to have people speak to it and, and tie their brands to it. So I’m a big believer in building the power of a brand and the momentum. We built it a gated, you know, every day people still tag gated in like, Hey, I miss it, or I wish I had it.

We’re doing the same thing with whispered, right? The idea of like. Your next role won’t be posted. It’ll be whispered deeply resonates with a lot of people. So I’m, I am a big fan of brand building in the right circumstances, like naming a company matters. Like if I named it, uh, Andy career LLC, it probably wouldn’t be as good.

And so I, I spent a lot of time just thinking about the power of brand and the power of customer voice.

Sophie Buonassisi: Incredible. And I mean, you ran that playbook super well at gated for anyone familiar. the feedback loops, the overall just advocacy around gated was [00:45:00] unparallel. So I can already see you

Andy Mowat: Yeah, you touched on the other one too. Grok Growth Loops. There are a lot here too. Um, we are, we are, we are turning on some pretty powerful viral growth loops as well on this side as well.

Sophie Buonassisi: Amazing. And what is one widely held belief that revenue leaders hold today that you think is bullshit or no longer serving us at least?

Andy Mowat: This one was a tough one. Um, I think I. I’m trying to go back and forth on which side of the fence I go on this one, but the email is dead. Thing is interesting. Like I, I guess, I think a lot of people think email’s dead because the results are so bad. Obviously I spent a number of years in it. Um, my belief is it might be dead, but it’s never going away. So I think other people somehow think that like there will be something better than email, but email is a universal id everyone, you can message any person on it. Any person can message any other person. You know, you can. It’s the unique identifier. In most systems it’s, it’s that or [00:46:00] text, but like a lot of people don’t take text inbound and you can’t outbound.

So like I think people should get over this hurdle of like, email is dead. Embrace that it’s never going away and it’s the best of the worst, and it is totally overloaded with spam. I hope somebody other than gata fixes it. We tried really hard. Um, and so, uh, I think people should assume that it’s here for the long term.

It’s the only way to tap people back in and they’ll to own an audience. And so I will be fascinated when a company figures out if they ever do an alternative way to like own an audience beyond email, but I haven’t found it yet.

Sophie Buonassisi: Likewise. So keep me posted if you do.

Andy Mowat: I by Anthony Ada, who I think we all know is like his vision of like audience and how do you own an audience. It’s really hard to find another medium for this stuff.

Sophie Buonassisi: It is. And obviously from a channel perspective around overall Go-To-Market. Yes. But I find even on the talent side. It goes a long way just sending an email. I know getting a direct introduction is ideal, but sometimes an email breaks through the noise too, [00:47:00] because a lot of people are trying to go through different channels and just sending a really direct email with clarity around what you’re looking for is actually really powerful too.

Andy Mowat: I agree. I agree. It is like when you are a hiring manager and you get one of those things, it’s, it’s really powerful.

Sophie Buonassisi: Yeah, definitely. And Andy, where can people find you if they want to connect?

Andy Mowat: whisper.com. Um, I’m sure people will try to send me LinkedIn invites. I do not accept blank LinkedIn invites. Um, if you’re a top GTM operator and you wanna send me a nice note with your LinkedIn invite, I’ll absolutely accept. I will still send you to whispered first if you’re looking for your role, because there are tons of free resources.

You get to learn about it, and I’m gonna force you to articulate what you’re focused on versus just hopping on the call and chatting with you about your career.

Sophie Buonassisi: Perfect. You’re already forcing people and providing a forcing function for creating that clarity on the LinkedIn invite. I love it. Well, we’ll drop whispered into the show notes and for anyone to, from a resource perspective, Andy does an incredible job of. Creating resources around all areas that we’ve talked through, [00:48:00] additional areas.

So definitely encourage everyone to check out whisper.com for resources built out around hiring and, uh, finding your next Go-To-Market role.

Andy Mowat: It was awesome. Thank you so much.

Sophie Buonassisi: Thank you Andy. Really appreciate the time. Thank you to the listeners for hanging out with us and we’ll see you next week.