Meeting Title: Brainforge Go-To-Market Lead Onboarding Date: 2025-12-30 Meeting participants: Luke Scorziell, Robert Tseng
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1 00:03:08.090 ⇒ 00:03:08.930 Robert Tseng: Hello?
2 00:03:11.740 ⇒ 00:03:13.290 Luke Scorziell: Hey, Robert, how’s it going?
3 00:03:13.670 ⇒ 00:03:14.699 Robert Tseng: Good, how are you?
4 00:03:15.310 ⇒ 00:03:16.070 Luke Scorziell: Good.
5 00:03:16.930 ⇒ 00:03:18.329 Luke Scorziell: How are you doing? Did you get a haircut?
6 00:03:18.870 ⇒ 00:03:19.800 Robert Tseng: I did.
7 00:03:20.100 ⇒ 00:03:20.690 Luke Scorziell: Nice.
8 00:03:21.690 ⇒ 00:03:22.210 Robert Tseng: Yeah.
9 00:03:22.700 ⇒ 00:03:25.429 Luke Scorziell: Are you, bay Area at home now?
10 00:03:25.690 ⇒ 00:03:27.590 Robert Tseng: No, I’m back in New York, yeah.
11 00:03:27.760 ⇒ 00:03:28.919 Luke Scorziell: Oh, nice, nice.
12 00:03:29.170 ⇒ 00:03:30.119 Robert Tseng: What about yourself?
13 00:03:30.570 ⇒ 00:03:35.839 Luke Scorziell: I am down in Arrowhead, with my car, until, nice.
14 00:03:36.610 ⇒ 00:03:39.289 Luke Scorziell: I think Friday or Saturday, and I’m gonna go down to… Nice.
15 00:03:39.620 ⇒ 00:03:44.610 Luke Scorziell: Back to LA, so… been kind of a nice, nice break in the city.
16 00:03:44.610 ⇒ 00:03:45.160 Robert Tseng: Okay.
17 00:03:45.460 ⇒ 00:03:47.659 Robert Tseng: Cool, yeah, I mean, how was, how was the bay?
18 00:03:48.090 ⇒ 00:03:52.999 Luke Scorziell: It was good, yeah, and his family definitely have a lot of Christmas traditions, so it was like…
19 00:03:53.700 ⇒ 00:03:58.290 Luke Scorziell: Going from, Like, we did…
20 00:03:59.070 ⇒ 00:04:02.829 Luke Scorziell: a Hanukkah party with a bunch of her cousins, and then… Oh!
21 00:04:02.830 ⇒ 00:04:03.330 Robert Tseng: Okay.
22 00:04:03.330 ⇒ 00:04:12.689 Luke Scorziell: some of our cousins are Jewish, and then… Yeah. …did, like, Christmas tree decorating, I think, that night… same night that we drove back from meeting with you guys, and then… Yeah.
23 00:04:14.820 ⇒ 00:04:19.919 Luke Scorziell: Christmas Eve and Christmas morning, also, like, all of our cousins, so it was, like, 23 people or something.
24 00:04:19.920 ⇒ 00:04:20.540 Robert Tseng: Wow.
25 00:04:20.540 ⇒ 00:04:22.460 Luke Scorziell: So, a little bit bigger than…
26 00:04:22.670 ⇒ 00:04:24.920 Luke Scorziell: how our Christmas has been lately.
27 00:04:24.920 ⇒ 00:04:25.330 Robert Tseng: Yeah.
28 00:04:25.330 ⇒ 00:04:29.909 Luke Scorziell: That was my parents, but but it was good, and then came back down to,
29 00:04:30.320 ⇒ 00:04:40.020 Luke Scorziell: Arrowhead and did, like, a kind of Christmas with my sisters and parents on Saturday, so… Pretty good holiday.
30 00:04:40.400 ⇒ 00:04:41.819 Robert Tseng: Yeah, no, that sounds awesome.
31 00:04:42.100 ⇒ 00:04:47.540 Luke Scorziell: Yeah, the flight back, getting back was really annoying, actually, though, because it… my flight got delayed by, like.
32 00:04:48.860 ⇒ 00:04:51.620 Luke Scorziell: an hour, I think? And then it just…
33 00:04:51.720 ⇒ 00:04:53.110 Luke Scorziell: Or an hour and a half?
34 00:04:53.290 ⇒ 00:04:58.290 Luke Scorziell: So, I left Berkeley at, like, 8am and didn’t get up to Arrowhead until, like, 6.
35 00:04:58.760 ⇒ 00:04:59.930 Luke Scorziell: PM.
36 00:04:59.930 ⇒ 00:05:00.420 Robert Tseng: Oh, wow.
37 00:05:00.420 ⇒ 00:05:01.210 Luke Scorziell: feels like.
38 00:05:01.980 ⇒ 00:05:06.530 Luke Scorziell: Would have been faster just to drive, I think, straight from… From Berkeley.
39 00:05:06.530 ⇒ 00:05:13.470 Robert Tseng: Yeah, wait, what? An hour… one hour delay? I guess it kind of set you back on, like, kind of getting… was it kind of crowded?
40 00:05:13.860 ⇒ 00:05:14.360 Luke Scorziell: It was like…
41 00:05:14.360 ⇒ 00:05:14.789 Robert Tseng: Just a second.
42 00:05:14.790 ⇒ 00:05:24.549 Luke Scorziell: I was supposed to leave at 10.50, and then it got pushed back to 11.30, but then we didn’t actually end up taking off until, I think, like, 12.30.
43 00:05:24.680 ⇒ 00:05:31.259 Luke Scorziell: Yeah. When we got back, the bags were delayed, so it was probably another, like, 45 minutes that I was waiting, so I was…
44 00:05:31.260 ⇒ 00:05:31.810 Robert Tseng: Yeah.
45 00:05:31.810 ⇒ 00:05:32.590 Luke Scorziell: But…
46 00:05:32.590 ⇒ 00:05:36.079 Robert Tseng: Holiday airfare, or air travel always kind of has all these…
47 00:05:36.740 ⇒ 00:05:41.359 Robert Tseng: Things… I mean, we’re still waiting for our bags, too. They didn’t make it to New York.
48 00:05:41.360 ⇒ 00:05:42.510 Luke Scorziell: Oh, really? I know.
49 00:05:43.010 ⇒ 00:05:44.020 Luke Scorziell: So…
50 00:05:44.640 ⇒ 00:05:54.720 Robert Tseng: Yeah, something I’m… I’m anxious about, because my… my, like, computer, my work computer is in there. Like, I have, like, a Mac Mini, it just sits in my… it’s my suitcase, so I…
51 00:05:54.920 ⇒ 00:05:57.309 Robert Tseng: I don’t… I don’t want to lose that.
52 00:05:57.310 ⇒ 00:06:02.729 Luke Scorziell: Yeah. Yeah, dang, that is stressful, praying that it finds its way home.
53 00:06:02.980 ⇒ 00:06:07.680 Robert Tseng: Yeah, I landed in New York this morning, it’s just a matter of coordinating.
54 00:06:07.890 ⇒ 00:06:17.460 Robert Tseng: they were, like, trying to ship it to us at, like, 3 AM in the morning, and I’m like, no, I’m not answering the door at 3 AM. You have to do it during the day, so we’re kind of going back and forth, though.
55 00:06:17.930 ⇒ 00:06:21.390 Luke Scorziell: Yeah, dang. Yeah. Well, glad you ran it back safely, so…
56 00:06:21.390 ⇒ 00:06:25.380 Robert Tseng: Yeah, yeah, glad we… yeah, we’re back safely. Rachel’s…
57 00:06:25.670 ⇒ 00:06:32.050 Robert Tseng: Her dad, I guess my father-in-law’s here. It’s actually our wedding anniversary today, so…
58 00:06:32.050 ⇒ 00:06:32.530 Luke Scorziell: Oh, God.
59 00:06:32.530 ⇒ 00:06:34.999 Robert Tseng: I’m not gonna be online for too long here.
60 00:06:35.880 ⇒ 00:06:45.810 Robert Tseng: Basically, yeah, I’m gonna, I’m gonna, after this, have a couple more calls, and then I, hopefully, I gotta, I gotta wrap it up soon, so I can go and do something special, yeah.
61 00:06:46.870 ⇒ 00:06:50.069 Luke Scorziell: Yeah, that’s definitely more important, so…
62 00:06:50.450 ⇒ 00:06:51.250 Robert Tseng: Yeah.
63 00:06:52.080 ⇒ 00:06:52.850 Luke Scorziell: More importantly.
64 00:06:52.850 ⇒ 00:07:00.620 Robert Tseng: Well, yeah, I guess, I mean, Utah may or may not join, he’s still kind of on a client call right now, so, but I can kind of kick things off.
65 00:07:00.950 ⇒ 00:07:06.870 Robert Tseng: So, yeah, I mean, this week, most of the company’s off, but we’re… we’re, like, kind of doing all this prep work for next…
66 00:07:06.940 ⇒ 00:07:24.140 Robert Tseng: next year, I did see… yeah, I mean, obviously, we’re trying to figure out a way to kind of bring you on full-time, and, you know, we’ve… we’ve spoken at length about scope, and so I see you in the go-to-market lead onboarding doc, and so I think those are more or less, like, kind of…
67 00:07:24.730 ⇒ 00:07:28.090 Robert Tseng: You know, we wrote this job description together.
68 00:07:28.090 ⇒ 00:07:28.760 Luke Scorziell: Got it.
69 00:07:28.760 ⇒ 00:07:46.780 Robert Tseng: And, I mean, sure, there’s, like, some things we could do about, like, kind of a 30-60-90 plan, or, like, kind of what expectations would look like. So I think we could flush that out a bit more. But yeah, I mean, I think as far as, like, kind of what you want from, like, a total comp perspective, I think, yeah, I feel like we could get there. I think,
70 00:07:46.950 ⇒ 00:07:53.090 Robert Tseng: I will say that, like, it won’t… we won’t get there from… from just the base itself, because I just think that that’s…
71 00:07:53.480 ⇒ 00:07:58.429 Robert Tseng: I mean, we can show you what we’ve been thinking, but, yeah, I think…
72 00:07:58.650 ⇒ 00:08:00.589 Robert Tseng: You know, if you’re gonna join earlier.
73 00:08:00.810 ⇒ 00:08:19.709 Robert Tseng: an early-stage company, like, it just… for us, we… we try to, like… I think the upside’s higher, but, like, your… your base is not gonna be… it’s not gonna be as high as if you went and got an equivalent role at, like, a bigger company. So, I think that’s, you know, that’s just kind of… that’s kind of how it is, and, we can talk about, like, how we…
74 00:08:19.710 ⇒ 00:08:29.900 Robert Tseng: how we’ve, how we view, like, our estimated rewards, like, total rewards or total comp. So maybe we can kind of chat through some of the… at least I’ll show you
75 00:08:29.920 ⇒ 00:08:35.180 Robert Tseng: Kind of what we’ve thought through, and then, this is all getting formalized and put into kind of, like.
76 00:08:35.210 ⇒ 00:08:38.239 Robert Tseng: I mean, hopefully it’ll end up on our website by the end of the…
77 00:08:39.010 ⇒ 00:08:47.360 Robert Tseng: End of this holiday, but if not, it’ll sit in an ocean for now. Yeah, so…
78 00:08:47.360 ⇒ 00:08:48.830 Luke Scorziell: Yeah. Let me see.
79 00:08:49.100 ⇒ 00:08:50.270 Robert Tseng: I guess, like…
80 00:08:50.530 ⇒ 00:09:03.110 Robert Tseng: I’m not gonna share this sheet with you, necessarily, because we’re still kind of working through it, but I think there’s, like, something to say about, well, I guess first, from, like, an incentive perspective.
81 00:09:03.440 ⇒ 00:09:08.860 Robert Tseng: we have… oh, we moved this already.
82 00:09:10.680 ⇒ 00:09:16.830 Robert Tseng: I think everybody will have some sort of, like, salary range, which is just off of,
83 00:09:17.330 ⇒ 00:09:23.640 Robert Tseng: yeah, I guess, like, we… now that we have clearer, like, bands for, like, where people rank based on
84 00:09:23.970 ⇒ 00:09:41.909 Robert Tseng: you know, your level of experience and, like, fit for the role or whatever. I mean, I think we’d probably slot you at, like, a mid or senior. I think that’s negotiable. But yeah, I think there’s, yeah, from there, there’s some variance in terms of, like.
85 00:09:41.990 ⇒ 00:09:56.460 Robert Tseng: you have your hourly rate, and then, I think we’re… we do, like, bon… we want to do, like, quarterly bonuses tied to, kind of, outcomes that we determine off of… that we, kind of, that we,
86 00:09:57.040 ⇒ 00:10:01.050 Robert Tseng: Decide on through… Kind of…
87 00:10:01.480 ⇒ 00:10:08.180 Robert Tseng: the job description that we built with you. And then, like, you know, this whole idea of a future per hour, like.
88 00:10:08.390 ⇒ 00:10:20.370 Robert Tseng: we’re doing a C-Corp conversion right now. Healthcare is, like, one of the first things that we’re gonna stand up in Q1, but since a lot of that is not… it’s not there yet, yeah, I think that’s… that’s kind of why this is kind of still in future state.
89 00:10:20.440 ⇒ 00:10:26.619 Robert Tseng: And then, obviously, like, based on where you live, there are different adjust… there are different modifiers, which…
90 00:10:26.640 ⇒ 00:10:34.939 Robert Tseng: doesn’t really impact you, but, these are, like, some of the other regions that… for people that we hire… hire from currently. So,
91 00:10:34.940 ⇒ 00:10:52.159 Robert Tseng: Yeah, I think, like, the point is, you know, if you’re at a mid… if you’re at a mid, which is… this is kind of what your contracted rate is currently, just off of, like, your kind of performance bonuses, like, there is, like, a 20% variance off of that, like, you can go up 20% from there.
92 00:10:52.270 ⇒ 00:10:55.390 Robert Tseng: And then, I think…
93 00:10:56.180 ⇒ 00:11:05.339 Robert Tseng: beyond that, I think when we think about total rewards, like, there’s other things that we consider, we factor into this, right? We have all of our, you know, it’s kind of…
94 00:11:05.890 ⇒ 00:11:09.680 Robert Tseng: what’s… what’s listed here. Yeah, just…
95 00:11:09.800 ⇒ 00:11:21.330 Robert Tseng: remote flexibility, like, kind of, as far as, like, promotional value, like, we start people, like, kind of where they’re proven, not necessarily, like, what their potential is.
96 00:11:21.530 ⇒ 00:11:36.700 Robert Tseng: So, I mean, yeah, like, Amber came, started at Junior, she was promoted within 3 months, so… and we’ve already done 2 bumps for her over the past year, so I think we definitely, like, bumped people, I think, faster than anything I’ve ever seen in my career.
97 00:11:36.700 ⇒ 00:11:44.910 Robert Tseng: So I think that’s… I think there’s something to be said where, like, you’re starting… where you’re starting is, you know, if you do well, it’s probably not where you will end up.
98 00:11:44.930 ⇒ 00:11:56.939 Robert Tseng: healthcare and 401K stuff, like, like I said, this is something that won’t happen until probably end of Q1, now that, you know, as of tomorrow, we are a C-Corp, and then we’re kind of already trying to kick this stuff off.
99 00:11:56.940 ⇒ 00:12:11.250 Robert Tseng: But, I mean, you know, personally, this is high priority to me, because I want this for my family as well, but we just, we don’t have this yet. So I, you know, if that ends up being, like, we end up paying, there’s some flexibility there, like.
100 00:12:11.250 ⇒ 00:12:29.059 Robert Tseng: I don’t know what your situation is specifically, but, like, for me, I… I do healthcare off my wife, and so, I don’t necessarily need to buy healthcare, and that’s something I’ve stepped… stepped off… stepped away from. But, like, my contributions to my healthcare through Rachel, like, I…
101 00:12:29.060 ⇒ 00:12:47.299 Robert Tseng: get reimbursed for, or whatever. So, and we have an HSA, but if you are on a different type of health plan, I mean, I feel like you’re young enough that you’re not, like, it’s possible that… I mean, you’re… you may still be on your parents’ plan. I don’t know. My point is, like, everybody’s situation is different, and so we can kind of talk about.
102 00:12:47.530 ⇒ 00:12:48.089 Luke Scorziell: Yeah, yeah.
103 00:12:48.090 ⇒ 00:12:54.860 Robert Tseng: I’m sure that you’re obviously working with healthcare, but it might just end up being, like, some sort of, like, interim, like, cash
104 00:12:54.950 ⇒ 00:13:03.830 Robert Tseng: like, stipend to kind of cover, like, what you currently have, we’ll try to, like, obviously match that. So, I think that’s…
105 00:13:03.890 ⇒ 00:13:23.069 Robert Tseng: the point there. Retirement, we’re not really, really honoring, or we’re not really doing that right now. I think because we pay as contractor, yes, that means we don’t pay employer taxes on, like, a salaried, like, W-2, but if you’re receiving it, you know, as a 1099,
106 00:13:23.080 ⇒ 00:13:24.060 Robert Tseng: then…
107 00:13:24.220 ⇒ 00:13:39.460 Robert Tseng: and I think you already have your own LLC, I forget how exactly we’re paying you. Like, you have different ways to contribute to, like, pre-tax dollars to, your own account, so, I mean, I can tell you how I do it for mine, but, like, I don’t know, I guess, like.
108 00:13:39.840 ⇒ 00:13:42.679 Robert Tseng: I kind of… yeah, I guess…
109 00:13:42.900 ⇒ 00:13:50.350 Robert Tseng: I think there’s just advantages to being a contractor, where you can actually contribute pre-tax dollars to your own retirement in creative ways, where
110 00:13:50.400 ⇒ 00:14:05.959 Robert Tseng: I guess we don’t feel like we have to match that while you’re in a contractor status. Obviously, once you be… if you do decide you want to convert to a W-2 and we offer that, then, like, we can obviously do something that’s pretty standard of 5% match or something.
111 00:14:06.070 ⇒ 00:14:15.109 Robert Tseng: So that’s that. The off-site piece, yeah, this is something… I think we’re trying to do something once a quarter, I think for Q1.
112 00:14:15.490 ⇒ 00:14:18.280 Robert Tseng: Unfortunately, we didn’t end up getting
113 00:14:18.730 ⇒ 00:14:21.040 Robert Tseng: Lauren as our, like, head of…
114 00:14:21.240 ⇒ 00:14:40.490 Robert Tseng: HR ops, so, this is really just gonna be whenever Utam and I can plan it, slash we are also trying to hire someone else at that role, so, you know, whenever they do that, whenever we get that person in the door, that’s something that she’ll flush out more clearly. But we kind of estimate that it ends up being something around
115 00:14:40.580 ⇒ 00:14:54.890 Robert Tseng: you know, $500 in airfare per person, and then, like, you know, a lodging and whatever we would cover. So, there’s some estimated value for that. Obviously, like, software tooling that we provide, and then…
116 00:14:55.150 ⇒ 00:15:06.670 Robert Tseng: case by case, like, people… some people we’ve… we’ve given, like, we bought Lauron a computer, and, you know, people who needed, like, tech upgrades that don’t currently have it, like, we’re…
117 00:15:06.770 ⇒ 00:15:12.499 Robert Tseng: willing to kind of talk about that. So I think this is also variable, kind of looks different for every person.
118 00:15:12.640 ⇒ 00:15:25.820 Robert Tseng: And then, yeah, I guess, like, kind of last thing to call out here is something about, like, a spot bonus or referral. I think for your role specifically, because you would be impacted, you’re impacting sales, I think…
119 00:15:25.820 ⇒ 00:15:38.409 Robert Tseng: Yeah, I mean, pretty much every deal that you affect, you will get a cut of, so that’s… you have higher upside than delivery people. So I think that’s something that’s not reflected in this doc right now.
120 00:15:38.480 ⇒ 00:15:50.579 Robert Tseng: We’ve been saying that it should be 10%, up to 10% for the first 6 months on every contract, which I think is pretty generous, like.
121 00:15:50.580 ⇒ 00:15:52.010 Luke Scorziell: We’ve only, like.
122 00:15:52.010 ⇒ 00:16:03.430 Robert Tseng: But frankly, like, only one person in Brainforge has actually impacted a deal in a meaningful way outside of Utam and I, so we haven’t actually had to pressure test
123 00:16:03.730 ⇒ 00:16:21.030 Robert Tseng: you know, that too much. Like, we were happy to offer, like, the 5% that we gave them on 6 months of a contract. But, like, you know, it’s… to me, it just hasn’t happened very frequently, so we haven’t really, figured out exactly what that should look like, the long term.
124 00:16:23.070 ⇒ 00:16:39.800 Robert Tseng: yeah, like, I don’t… I don’t imagine that we will be offering, like, 5-10% on every… on every deal to every person that refers something. But I think for your role specifically, like, there… that has to be tied into your… into your comp somehow, because you’re on the… on the sales side.
125 00:16:40.300 ⇒ 00:16:52.689 Robert Tseng: Yeah, so I think, like, kind of all in, like, kind of the estimate off of, like, somebody who is at, like, a $100K base, like, I feel like that’s, like, close to another 30%, kind of…
126 00:16:53.390 ⇒ 00:17:01.950 Robert Tseng: upside as well that you get access to. So, yeah, I think I just kind of walked through that so you could see that, like.
127 00:17:02.080 ⇒ 00:17:05.609 Robert Tseng: I believe that we gotta get, you know, even if you…
128 00:17:05.680 ⇒ 00:17:21.410 Robert Tseng: theoretically, if you started at 104, and you hit your targets, and you, you know, and you get all of… this is just… you just get it out of the box, like, I believe that our total comp is up to 150. So, like, I think the… and that’s… that’s just off of what we’ve written down.
129 00:17:21.430 ⇒ 00:17:29.329 Robert Tseng: Like I said, I think this should be adjusted a bit more for your role specifically. It’s not just gonna be, like, a…
130 00:17:29.450 ⇒ 00:17:44.899 Robert Tseng: quarterly spot bonus, like, I think you will have something that’s tied to every deal that you… that you impact, so I believe that your upside is even higher than the, you know, 50%, like, upside that people have on top of their base. So,
131 00:17:45.180 ⇒ 00:17:53.929 Robert Tseng: Yeah, I guess I’ll pause there. I know that was, like, kind of a mouthful, but those are all the different components that we’ve been kind of discussing at this point.
132 00:17:54.400 ⇒ 00:17:55.999 Luke Scorziell: Yeah, no, I mean,
133 00:17:56.310 ⇒ 00:18:02.449 Luke Scorziell: And I think where I was coming from, too, with, like, the, here’s what, you know, I see how the rolls are making, wasn’t necessarily, like, a…
134 00:18:02.450 ⇒ 00:18:03.600 Robert Tseng: Yeah. I need to be…
135 00:18:04.440 ⇒ 00:18:09.649 Luke Scorziell: paid this immediately, just for my own, and I guess for our, like, just working together, like.
136 00:18:09.760 ⇒ 00:18:12.609 Luke Scorziell: Where are we kind of aiming toward, and… and…
137 00:18:12.940 ⇒ 00:18:15.940 Luke Scorziell: Yeah, I think just something that’s been on my heart, too, is…
138 00:18:16.130 ⇒ 00:18:21.130 Luke Scorziell: Being able to be quite generous, like, personally, and so… Yeah.
139 00:18:21.430 ⇒ 00:18:26.160 Luke Scorziell: But, yeah, I think the only…
140 00:18:28.830 ⇒ 00:18:32.520 Luke Scorziell: Yeah, I think with the… so I kind of came up yesterday also with a…
141 00:18:33.210 ⇒ 00:18:38.390 Luke Scorziell: Document. Not so much around compensation as much as,
142 00:18:38.860 ⇒ 00:18:44.759 Luke Scorziell: Maybe just, like, refining a little bit of what, we have on the.
143 00:18:45.390 ⇒ 00:18:45.940 Robert Tseng: On this?
144 00:18:45.940 ⇒ 00:18:50.739 Luke Scorziell: Great lead doc. Yeah, yeah. Sometimes I find it easier to think in Google Docs.
145 00:18:50.970 ⇒ 00:18:51.749 Robert Tseng: Oh, yeah, of course.
146 00:18:51.750 ⇒ 00:18:52.280 Luke Scorziell: And, no.
147 00:18:52.280 ⇒ 00:18:52.610 Robert Tseng: Yeah.
148 00:18:53.200 ⇒ 00:18:59.409 Luke Scorziell: But, yeah, I think with, like… so, yeah, my initial thoughts are, yeah, finding some way to tie…
149 00:18:59.410 ⇒ 00:18:59.950 Robert Tseng: Shhh.
150 00:19:00.250 ⇒ 00:19:05.080 Luke Scorziell: the, like, bonus structure to…
151 00:19:06.240 ⇒ 00:19:13.399 Luke Scorziell: yeah, contracts, and then potentially performance of the people that I’m managing. Yeah. And then…
152 00:19:13.540 ⇒ 00:19:17.729 Luke Scorziell: So I can just kind of share, too, what I had. It’s nothing, like, too crazy.
153 00:19:17.850 ⇒ 00:19:18.430 Luke Scorziell: But…
154 00:19:18.430 ⇒ 00:19:19.020 Robert Tseng: Okay.
155 00:19:21.520 ⇒ 00:19:23.600 Luke Scorziell: Kinda just boiled it down to, like, 3.
156 00:19:24.140 ⇒ 00:19:30.629 Luke Scorziell: Main areas of, so, like, with the goal being, how do we start landing, like.
157 00:19:30.800 ⇒ 00:19:36.510 Luke Scorziell: 150,000 a month, clients, which I think is what Tom and I talked about, and then maybe in the near term, like.
158 00:19:36.860 ⇒ 00:19:42.200 Luke Scorziell: getting from a 20 to 50, then to $150K, just kind of, like.
159 00:19:42.640 ⇒ 00:19:45.609 Luke Scorziell: long-term goals that I’m thinking in the back of my mind.
160 00:19:45.610 ⇒ 00:19:46.190 Robert Tseng: Yep.
161 00:19:46.630 ⇒ 00:19:52.089 Luke Scorziell: So then, yeah, kind of in, like, the messaging and content strategy, or then I’d be managing Ryan and Hannah.
162 00:19:52.200 ⇒ 00:19:58.540 Luke Scorziell: maybe… I mean, we can obviously workshop the KPIs and stuff, but, like, the number of qualified inbound leads.
163 00:19:59.050 ⇒ 00:20:03.739 Luke Scorziell: the LinkedIn posts that are going out, SEO posts, like, whatever those would look like.
164 00:20:04.420 ⇒ 00:20:13.099 Luke Scorziell: And then… so, like, that’s one area that I was thinking would be… or I think this is all kind of in the doc, but maybe just seeing it a little, like.
165 00:20:13.100 ⇒ 00:20:14.369 Robert Tseng: Yeah, yeah, seeing it differently.
166 00:20:14.370 ⇒ 00:20:15.190 Luke Scorziell: Couple.
167 00:20:15.420 ⇒ 00:20:21.749 Luke Scorziell: And then the middle of funnel execution, I think, yeah, working with Jed, or whoever else is in that role.
168 00:20:21.750 ⇒ 00:20:22.370 Robert Tseng: Yeah.
169 00:20:23.400 ⇒ 00:20:24.460 Luke Scorziell: And so
170 00:20:24.650 ⇒ 00:20:30.550 Luke Scorziell: And then last was the kind of strategy development, and I think the strategy one is where I can see the…
171 00:20:31.170 ⇒ 00:20:37.939 Luke Scorziell: Potential that there could be, like, direct referrals, just because my thought is, like, if I could…
172 00:20:38.940 ⇒ 00:20:42.050 Luke Scorziell: Start speaking to… maybe, like, this is, like.
173 00:20:42.480 ⇒ 00:20:49.709 Luke Scorziell: if each of these are, like, 30% of the role, or we could adjust to. It’s like, if I’m doing, like, 4 or 5 informational interviews a week with different
174 00:20:50.060 ⇒ 00:20:55.509 Luke Scorziell: potential customers, or buyers, or stuff like that, just to understand, like, what they’re looking for. Yeah.
175 00:20:55.670 ⇒ 00:20:58.589 Luke Scorziell: you know, I think that could lead to stuff, too. So, in my mind, I’m like.
176 00:20:59.660 ⇒ 00:21:04.970 Luke Scorziell: I’m also not really a numbers thinker as much, so I’m, like, happy with, I think the…
177 00:21:05.160 ⇒ 00:21:09.529 Luke Scorziell: What you talked about with adding on the cash for…
178 00:21:09.640 ⇒ 00:21:12.900 Luke Scorziell: healthcare, I think, would be helpful.
179 00:21:12.900 ⇒ 00:21:13.520 Robert Tseng: Okay.
180 00:21:13.960 ⇒ 00:21:16.769 Luke Scorziell: With just, yeah, instead of maybe having a…
181 00:21:17.170 ⇒ 00:21:21.590 Luke Scorziell: whatever, like, a plan, and then less compensation.
182 00:21:21.990 ⇒ 00:21:26.689 Luke Scorziell: And then the retirement stuff, like, I’m kind of happy to figure out, also, on…
183 00:21:27.200 ⇒ 00:21:30.400 Luke Scorziell: on my end, so I think the…
184 00:21:31.410 ⇒ 00:21:35.109 Luke Scorziell: Yeah, and then I guess, like, just trusting that as…
185 00:21:35.560 ⇒ 00:21:38.649 Luke Scorziell: like, I’m working with you guys and kind of proving
186 00:21:39.030 ⇒ 00:21:42.489 Luke Scorziell: like, my value, I guess the question that kind of came to me was,
187 00:21:43.880 ⇒ 00:21:47.640 Luke Scorziell: you know, just, I want each of my clients, or whoever I’m working with, to feel like
188 00:21:49.150 ⇒ 00:22:01.490 Luke Scorziell: there’s a high value within working with me, and, like, at some point, it’s like, okay, well, what is Luke worth to the company? So I kind of… I don’t know if that, like, I want to prove to you guys, too, that there’s, like.
189 00:22:01.490 ⇒ 00:22:01.980 Robert Tseng: Yeah.
190 00:22:01.980 ⇒ 00:22:06.399 Luke Scorziell: value in keeping me, and then I guess, like, in return, I would then hope,
191 00:22:06.860 ⇒ 00:22:12.229 Luke Scorziell: yeah, whatever that looks like, it’s like, okay, if I’m performing at a higher level than what we’re currently doing, then…
192 00:22:12.490 ⇒ 00:22:17.369 Luke Scorziell: we could bump it up, or, yeah. Obviously, I also, like, growing the company is, like, one of the top
193 00:22:17.660 ⇒ 00:22:20.500 Luke Scorziell: responsibilities, I feel like, of this role, and so…
194 00:22:20.910 ⇒ 00:22:25.579 Luke Scorziell: Yeah. It’s like, if we are able to do that, then it, yeah, makes sense that…
195 00:22:25.710 ⇒ 00:22:29.350 Luke Scorziell: Compensation for everyone would probably increase, and then also,
196 00:22:29.730 ⇒ 00:22:35.709 Luke Scorziell: Yeah, maybe even bringing in, like, different roles, and, like, I have someone that I haven’t been able to talk to yet, but I’m…
197 00:22:35.960 ⇒ 00:22:38.240 Luke Scorziell: Really would like to start chatting with her about.
198 00:22:38.960 ⇒ 00:22:46.380 Robert Tseng: Yeah, yeah. Yeah, so I mean, I think, like, you know, we’ve kind of talked about that, like, the idea of…
199 00:22:47.630 ⇒ 00:23:02.240 Robert Tseng: you know, we’re building this core, kind of hiring these core roles of, like, the founding ops team, and, like, this one is, like, kind of on the go-to-market side, right? So you’re, you know, this is the go-to-market lead role, and, like, we haven’t hired anyone at this level yet. I think,
200 00:23:03.150 ⇒ 00:23:08.779 Robert Tseng: well, actually, no, on the engineering side, we have. So, I mean, I guess, like, they’re, you know, for that side, like.
201 00:23:08.890 ⇒ 00:23:24.690 Robert Tseng: Well, yeah, the point is, like, you know, I mean, first and foremost, this is already, like, a non… not… it’s not a billable role. Like, the, you know, the main client, like, your customer or your client is… is Brainforged. It’s… it’s Brainforge community talk. And so, yeah, I think, like.
202 00:23:25.010 ⇒ 00:23:27.250 Robert Tseng: There’s,
203 00:23:28.560 ⇒ 00:23:45.520 Robert Tseng: well, aside from these responsibilities that we have listed here, in terms of your scope, like, obviously we could consider you, like… we don’t know necessarily what the percentages are for, like, where your time would be spent. We can… we can… yeah, we can take your talk and kind of build off of that.
204 00:23:45.590 ⇒ 00:23:53.620 Robert Tseng: But… yeah, I think, like, the way I see it, you end up becoming, like, a budget owner, where, like.
205 00:23:54.020 ⇒ 00:24:08.449 Robert Tseng: Yeah, especially if you’re going to be managing people, and, like, I don’t want to overwhelm you and set you up for failure, so, like, we can see what we needed to cut it down, but let’s just say 3 months down the line, you’re fully ramped, and we’re assuming that, you know, all of this is kind of under your scope.
206 00:24:10.030 ⇒ 00:24:17.839 Robert Tseng: yeah, you’re managing people, you know, the way that I would see it is, like, you have a budget for go-to-market, and
207 00:24:17.840 ⇒ 00:24:35.890 Robert Tseng: you can decide, like, how you want to spend it, on… on people, on new tools, or, like, going to events, or whatever it is. And so, I think that’s… that’s probably, like, a… something that’s not explicitly written on this that, like, I feel like changes the way that you operate. Like, it would be, like, yeah, like, I think…
208 00:24:36.240 ⇒ 00:24:47.219 Robert Tseng: That’s… that’s kind of what we want… want to expect from, like, lead… lead-level people. We’re not gonna expect that you’ll be able to do that right off the bat, but, like.
209 00:24:47.270 ⇒ 00:24:57.599 Robert Tseng: I think on the engineering side, we have Awash leading engineering. We’ve pretty much given him, like, the same thing. It’s like, alright, Awash, this is the budget on the engineering side.
210 00:24:57.600 ⇒ 00:25:11.389 Robert Tseng: You know, as con… as contract… or as revenue scales, like, we would expect engineering, like, budget to scale accordingly, and you have to make a decision on when you need to hire another engineer, or if you want to…
211 00:25:12.080 ⇒ 00:25:25.799 Robert Tseng: like, give bonuses, or whatever you want to… you want to level up, like, a junior engineer to a… to a mid-level, like, you, like, I want him… want him to kind of, like, manage… manage, like, his own team, right? And deciding, like.
212 00:25:25.950 ⇒ 00:25:33.809 Robert Tseng: when to bump someone up, when he should change people, like, hiring, firing as well, like, you know, all of that. It’s, like, kind of… we’re, like, kind of…
213 00:25:33.960 ⇒ 00:25:38.470 Robert Tseng: He, he’s, he’s now kind of involved in, in those, in those,
214 00:25:39.050 ⇒ 00:25:46.399 Robert Tseng: conversations. He’s not making those decisions by himself yet, because he’s still… I mean, he’s been with us for, like, a year now, but, like, he’s…
215 00:25:46.580 ⇒ 00:26:05.960 Robert Tseng: he’s just, like, starting to kind of take on that responsibility. But, like, in the past quarter, two of the engineers that we hired were, like, through his… he sourced them, and, like, he kind of helped, kind of push them through the pipeline and advocated for them. So, like, I think that’s… that’s how I envision, like.
216 00:26:06.630 ⇒ 00:26:15.859 Robert Tseng: other, like, lead-level people to be kind of impacting, like, their part of the, of the organization. So,
217 00:26:16.110 ⇒ 00:26:23.329 Robert Tseng: Yeah, I guess for right now, like you said, Ryan and Hannah are kind of, like, your core people, but, like, yeah, I mean, for Jen, it’s like.
218 00:26:23.630 ⇒ 00:26:38.910 Robert Tseng: Jed’s performance, whether or not you want to keep him, or you want to go and get someone else, like, I think those are, you know, I want… I would want you to kind of be the one to make those decisions, too. Or, you know, based on the budget we give you, if you’re just like, you know what, I don’t really need Jed. I’d rather just, like.
219 00:26:39.160 ⇒ 00:26:54.540 Robert Tseng: take more of it for myself or for the team, like, that’s fine, too. Like, I think we can… like, I think that’s… that’s the level of conversation I would like to have with you on, like… like… but… like, yeah, more… more on a budget, less on, like, a… I don’t want to, like.
220 00:26:55.500 ⇒ 00:27:03.449 Robert Tseng: be, like, pushing people onto you that you don’t really need. Like, I… I think that’s kind of how I’m thinking about it.
221 00:27:03.840 ⇒ 00:27:18.049 Robert Tseng: But yeah, I think we should write some of that out more clearly, and then as far as, like, the KPIs that you wrote, I think this is great. I’d like to see your doc, but let me kind of show you another thing that I’ve been working on. So this is something that’s more of, like, my…
222 00:27:18.300 ⇒ 00:27:19.229 Robert Tseng: Let me clogged.
223 00:27:19.350 ⇒ 00:27:22.219 Robert Tseng: So, I’m updating,
224 00:27:28.870 ⇒ 00:27:36.650 Robert Tseng: Yeah, before we were doing, like, kind of the previous… Version of the…
225 00:27:39.820 ⇒ 00:27:45.900 Robert Tseng: OKR… so, like, you saw this previously, this is how I was running the team before.
226 00:27:45.900 ⇒ 00:27:47.060 Luke Scorziell: But…
227 00:27:47.060 ⇒ 00:27:51.350 Robert Tseng: I think I’m… I’m upgrading, it’s time to move to something that’s more…
228 00:27:51.600 ⇒ 00:27:53.199 Luke Scorziell: Like this, where…
229 00:27:53.910 ⇒ 00:27:58.260 Robert Tseng: Yeah, I guess there’s a couple things that I’m putting together. One is, like.
230 00:27:58.480 ⇒ 00:28:02.250 Robert Tseng: Yeah, week to week, these are the metrics that I want to be looking at.
231 00:28:02.960 ⇒ 00:28:18.500 Robert Tseng: I’m gonna help… and we can… I… I think I’ll finish the version, I’ll send it to you and get your feedback, but, yeah, I’m thinking through what are the core inputs that I care about looking at week to week, and then, like, what are the outputs? I think this is most of the way there, so,
232 00:28:18.560 ⇒ 00:28:24.760 Robert Tseng: Yeah, and then, like, weekly, when we’re running those planning meetings, like, I want to be, like, monitoring, kind of, like, how we’re doing.
233 00:28:24.820 ⇒ 00:28:25.960 Luke Scorziell: Yeah.
234 00:28:26.050 ⇒ 00:28:31.629 Robert Tseng: And then these weekly metrics, they roll up into monthly and quarterly kind of views as well.
235 00:28:31.650 ⇒ 00:28:50.769 Robert Tseng: And then, like, the other piece here is, like, I used to have a monthly revenue forecast thing that I’m going to, update, and so this whole calculation is going to inform, like, the target for you, really. So, I think that’s kind of something that I’m working through. So when we’re talking about performance and how to actually measure performance to get it.
236 00:28:50.770 ⇒ 00:28:52.800 Robert Tseng: against it.
237 00:28:52.800 ⇒ 00:29:11.410 Robert Tseng: yeah, like, obviously this is more of a kind of reflection of how the business is actually doing, but, like, I want to be able to, like, adjust the assumptions here on… in the forecast section, and yeah, like, that’s going to inform how many leads are we actually bringing in? Like, are we… is that… is that meeting…
238 00:29:11.570 ⇒ 00:29:16.299 Robert Tseng: I think… I think the North Star is still gonna be meetings booked or whatever, but, like,
239 00:29:16.710 ⇒ 00:29:27.830 Robert Tseng: Yeah, like, if you… if you hit our meetings booked target, like, 10 meetings a week on average throughout the quarter, you should… you should get… you should get a bonus for that, right? And…
240 00:29:27.830 ⇒ 00:29:36.760 Robert Tseng: But maybe the next quarter, if you’re consistently hitting 10, that means the next quarter it’ll be a bit harder. Like, we probably would increase it, we’d probably drive that number up.
241 00:29:36.840 ⇒ 00:29:54.829 Robert Tseng: Right. But yeah, so, like, the point is, like, to be able to take each of these, like, high-level inputs, or, like, metrics, and those are, like, your targets, pretty much. Like, we will have targets in the forecast. If you hit them, then you get… you get some cut, like, that… that impacts your performance.
242 00:29:54.830 ⇒ 00:29:59.909 Robert Tseng: Kind of eval. And because we are kind of updating this regularly.
243 00:29:59.910 ⇒ 00:30:16.900 Robert Tseng: rather than doing this on, like, an annual basis that you would normally at another company, we would… I feel like it’s fair to do it quarterly, because we… that means people get paid out faster, and also, like, that gives us the opportunity to adjust our targets throughout the year, because
244 00:30:16.900 ⇒ 00:30:20.469 Robert Tseng: Just, frankly, we can’t really set an annual target right now, so…
245 00:30:20.490 ⇒ 00:30:21.040 Luke Scorziell: I think.
246 00:30:21.040 ⇒ 00:30:37.699 Robert Tseng: that’s… that’s the way I’m thinking about, like, making it very clear on, like, what number you need to move, in order to unlock different performance targets, right? So hopefully that kind of helps make it… make it a bit clearer.
247 00:30:37.900 ⇒ 00:30:39.079 Luke Scorziell: And this would be, like.
248 00:30:39.340 ⇒ 00:30:46.520 Luke Scorziell: I guess for now, like, with Jed, and just all together the team of, like, meetings.
249 00:30:46.520 ⇒ 00:31:03.800 Robert Tseng: So this is… yeah, so this is throughout the team. Yeah, I think there’s probably… there’s gonna be, like, some team-level, like, bonus, like, if… if we hit this number, like, obviously this isn’t unique to you, but, like, the whole team gets, like, some… some bump, and then, like, the inputs are kind of, like, tied to, like, you know.
250 00:31:04.050 ⇒ 00:31:12.109 Robert Tseng: active leads, you know, this is more top of funnel, so whoever’s, like, the owner on the team that’s doing that, like, they’re gonna get a bump from that.
251 00:31:12.340 ⇒ 00:31:16.289 Robert Tseng: yeah, like, ICP conversations. I think this is the more…
252 00:31:16.880 ⇒ 00:31:23.420 Robert Tseng: This is more, like, maybe you, Jed, or something. Qualified disco calls, like, I think this is…
253 00:31:23.690 ⇒ 00:31:27.149 Robert Tseng: Yeah, I mean, we just… I guess we can… we have to decide, like, kind of.
254 00:31:27.950 ⇒ 00:31:33.910 Robert Tseng: Frankly, like, I don’t really think I care if I…
255 00:31:35.250 ⇒ 00:31:43.690 Robert Tseng: like, for… for Jed, Hannah, and, like, Ryan, maybe they only need to be tied to one input. Like, I don’t wanna…
256 00:31:43.750 ⇒ 00:31:58.010 Robert Tseng: Because… just because their scope is more narrow, but for you, like, yeah, obviously, if you’re… if you’re… the people under you are hitting their targets, like, that… that impacts… that impacts you as well. So, I just have to figure out, like, if it’s, like.
257 00:31:58.230 ⇒ 00:32:01.880 Robert Tseng: Yeah, just hypothetically, if this is Ryan, this is Hannah…
258 00:32:02.570 ⇒ 00:32:06.920 Robert Tseng: And this is Jed, and, like, theoretically.
259 00:32:09.260 ⇒ 00:32:17.199 Robert Tseng: Jed hits this target, he gets a bump, he gets… he gets a performance bump, and, like.
260 00:32:17.910 ⇒ 00:32:30.429 Robert Tseng: that also, flows through to you, because it may, like, impact… or, like, this is, like, the team. So, if we hit the meetings book target, everyone on the team gets a bump, and then on these specific inputs, if we’re out… if we’re…
261 00:32:30.430 ⇒ 00:32:38.329 Robert Tseng: outperforming on… on the number of active leads that they’re bringing in. Like, Jed’s just bringing in a lot of active leads, he gets a bump, you get a bump.
262 00:32:38.410 ⇒ 00:32:53.490 Robert Tseng: If Hannah gets… is, like, able to drive, you know, help us get focused ICP conversations, she gets above, you get above. So, like, I think, like, you get to double dip more than they do, is kind of the way I see it, because your scope is bigger. Like, you have the…
263 00:32:53.530 ⇒ 00:33:11.569 Robert Tseng: that means, like, you know, you’ll obviously have your set of core responsibilities, but with whatever remaining time you have, you get to look at this and be like, you know who’s lagging or who’s performing well, like, you’ll be able to go and kind of help them out. But also, if, like, Ryan is underperforming here.
264 00:33:11.990 ⇒ 00:33:22.999 Robert Tseng: then, he doesn’t get the bump, and neither do you, right? So, like, your performance does inevitably become tied to their… to your… to your teams. That way it doesn’t, like.
265 00:33:23.000 ⇒ 00:33:32.880 Robert Tseng: end up being, like, oh, only Jed is, like, performing well, and I only want to make him look good, and so I get his cut. But, like, if Hannah and Ryan are lagging, then…
266 00:33:32.990 ⇒ 00:33:35.949 Robert Tseng: Like, I mean, you should also be affected.
267 00:33:35.950 ⇒ 00:33:36.390 Luke Scorziell: Fuck that.
268 00:33:36.390 ⇒ 00:33:40.130 Robert Tseng: too. Yeah, so that’s… that’s kind of how I’m thinking about it.
269 00:33:40.490 ⇒ 00:33:49.130 Luke Scorziell: And this… The bump would be just the bonus beyond Whatever, the base compensation?
270 00:33:49.420 ⇒ 00:33:53.400 Luke Scorziell: Yeah. Like, the hourly rate? Okay. And then, with…
271 00:33:54.150 ⇒ 00:33:58.740 Luke Scorziell: Each of these… so… and this is… might be just more technical for…
272 00:33:58.740 ⇒ 00:33:59.320 Robert Tseng: Sure.
273 00:33:59.540 ⇒ 00:34:00.190 Luke Scorziell: One…
274 00:34:00.580 ⇒ 00:34:08.610 Luke Scorziell: get it, like, beyond just this conversation. But is this… like, you’re viewing this as, like, 3 different segments of ways, or I guess the…
275 00:34:08.739 ⇒ 00:34:13.460 Luke Scorziell: like, disc… discovery calls, I mean, we can flush out the,
276 00:34:15.929 ⇒ 00:34:28.739 Luke Scorziell: because in my mind, they all seem kind of interconnected, right? Like, how… the amount of leads that we’re getting is going to lead to, like, potentially the number of ICP conversations, but are you currently kind of thinking about it like Jed’s more responsibility for just
277 00:34:29.310 ⇒ 00:34:37.799 Luke Scorziell: leads coming through LinkedIn, and maybe, like, whatnot, and then Hannah’s intentionally getting out and trying to book separate conversations, or are these all three kind of…
278 00:34:38.440 ⇒ 00:34:39.880 Luke Scorziell: Working in the same…
279 00:34:41.010 ⇒ 00:34:45.430 Robert Tseng: Yeah, I mean, they’re all connected in some way,
280 00:34:46.070 ⇒ 00:35:02.680 Robert Tseng: Yeah, so, I mean, they should all connect. Like, I think all of these things need to happen for us to hit, like, the main, like, Northstar. I guess, like, that’s… so, let’s say just, like, instead of… in terms of net new active leads, like, yeah, Jed can go and just bring in a bunch of leads, but if they’re not fitting in the ICP, then that’s, like, a problem, right?
281 00:35:02.680 ⇒ 00:35:03.680 Luke Scorziell: So it’s like…
282 00:35:03.680 ⇒ 00:35:14.429 Robert Tseng: Yeah, we get the leads, but then, like, who do we actually decide who to follow up with? Maybe that’s not… I just… I just put these names down. I’m not really sure if this is the right, if these are the right people.
283 00:35:14.430 ⇒ 00:35:16.900 Luke Scorziell: too, because I was,
284 00:35:17.320 ⇒ 00:35:24.330 Luke Scorziell: Watching you go through the process of, of finding the leads and how you connected with them.
285 00:35:24.490 ⇒ 00:35:25.010 Robert Tseng: Yeah.
286 00:35:25.010 ⇒ 00:35:31.880 Luke Scorziell: Led me to think about… like… It’s less about… Quantity of, like.
287 00:35:32.000 ⇒ 00:35:34.500 Luke Scorziell: Target profiles, as much as it might be, like.
288 00:35:34.790 ⇒ 00:35:39.790 Luke Scorziell: who did you reach out to around each profile? Yeah. Which is maybe something that,
289 00:35:40.270 ⇒ 00:35:41.750 Luke Scorziell: We could figure out how to map.
290 00:35:42.750 ⇒ 00:35:46.349 Luke Scorziell: Separately, because then it’s like, like, if you’re just trying to get a few meetings
291 00:35:46.560 ⇒ 00:35:50.559 Luke Scorziell: Or, like, I’d… yeah, it makes sense that maybe having a higher quality of…
292 00:35:50.840 ⇒ 00:35:53.040 Luke Scorziell: Anyways, we can figure this stuff out,
293 00:35:53.520 ⇒ 00:35:58.360 Luke Scorziell: two separately, but yeah, I mean, I think workshopping all of this, and in my mind, like.
294 00:36:01.940 ⇒ 00:36:06.709 Luke Scorziell: Like, if there’s a way to get everyone to kind of work together cohesively across, like.
295 00:36:07.130 ⇒ 00:36:09.099 Luke Scorziell: you know, Ryan’s doing content.
296 00:36:09.230 ⇒ 00:36:17.339 Luke Scorziell: And developing, like, really good posts and stuff, and then Jed’s kind of able to follow up on that, Hannah’s able to make good designs.
297 00:36:17.460 ⇒ 00:36:22.599 Luke Scorziell: And maybe, like, help us to reach, you know, hopefully on some level at all.
298 00:36:23.200 ⇒ 00:36:29.540 Luke Scorziell: Couldn’t feel like… We’re working together as, like, a well-oiled machine as opposed to…
299 00:36:29.790 ⇒ 00:36:33.019 Luke Scorziell: just kind of each person’s, like, siloed off, because, yeah, I think I’m.
300 00:36:33.020 ⇒ 00:36:33.420 Robert Tseng: Yeah.
301 00:36:33.420 ⇒ 00:36:34.640 Luke Scorziell: Like, all these are very…
302 00:36:35.600 ⇒ 00:36:45.749 Luke Scorziell: very interconnected. But, yeah, I mean, this sounds great to me. Okay. Especially the managing and getting to lead, like, I think that’s a huge part of this role, too, that.
303 00:36:45.750 ⇒ 00:36:46.390 Robert Tseng: Yeah.
304 00:36:46.390 ⇒ 00:36:50.889 Luke Scorziell: Really appeals to me is getting to work with the team, and then,
305 00:36:52.410 ⇒ 00:36:58.700 Luke Scorziell: Yeah, just be with it as it changes and evolves, and, like, as we make different decisions about…
306 00:36:59.210 ⇒ 00:37:01.899 Luke Scorziell: Who stays, who comes on, and whatnot, so…
307 00:37:02.900 ⇒ 00:37:03.510 Robert Tseng: Yeah.
308 00:37:05.640 ⇒ 00:37:21.669 Robert Tseng: Yeah, I mean, so I’ll send you this draft soon. I think, like, yeah, so I think this doesn’t end up being, like, kind of three separate people, like, it’s, you know, we’ll decide, like, kind of who… how these get impacted. Like, some of these might be collapsed, maybe qualified discoveries, part ICP conversations, I’m not entirely sure yet.
309 00:37:21.670 ⇒ 00:37:30.289 Robert Tseng: And then on the marketing side, there’s, like, some stuff around content and ads. This’ll be more, like, Ryan’s domain, and so we’ll think about, kind of, like, the outputs there.
310 00:37:30.310 ⇒ 00:37:44.680 Robert Tseng: So… but yeah, I think I want to get this in a good place. Probably not… I mean, I might send you the draft, and you can kind of look through it and give me some feedback. But yeah, I think it might take me a few more iterations this week before I get there.
311 00:37:44.710 ⇒ 00:37:55.899 Robert Tseng: But yeah, once these inputs, or like, yeah, once these metrics are more or less locked in, that will help me inform, kind of, the forecast when I rebuild that forecasting tool, when I build that out again.
312 00:37:55.900 ⇒ 00:38:06.529 Robert Tseng: Because this is basically what I would use to help set targets with you, and then, like, yeah, then I think everything kind of cascades up into the monthly or quarterly, so…
313 00:38:06.610 ⇒ 00:38:07.390 Robert Tseng: Yeah.
314 00:38:07.640 ⇒ 00:38:12.719 Luke Scorziell: Sweet. Yeah, I mean, and let me know, too, like, I’m happy to… because I think, just even as I was…
315 00:38:12.920 ⇒ 00:38:16.010 Luke Scorziell: you know, just one of the benefits of this role for you, I guess, is
316 00:38:16.270 ⇒ 00:38:18.989 Luke Scorziell: hopefully I’m helping you take off a lot of the stuff from…
317 00:38:19.480 ⇒ 00:38:26.819 Luke Scorziell: your plate, too, so as much as I can help think through and, like, map out, too, how the process can work.
318 00:38:27.080 ⇒ 00:38:29.960 Luke Scorziell: And then that’ll probably help me have more ownership, too.
319 00:38:30.190 ⇒ 00:38:30.760 Luke Scorziell: Yeah.
320 00:38:30.760 ⇒ 00:38:36.870 Robert Tseng: Great. No, I think, yeah, like, I… I… yeah, I’m not, I’m not, like, I’m… I still think this is, this is, like.
321 00:38:37.590 ⇒ 00:38:57.290 Robert Tseng: you know, go-to-market is still my main role here at Brainforge, and so I will definitely be working with you closely. But I do, you know, it’s been a privilege to be able to have space to kind of think through this, like, not just, like, kind of running, keeping things… keeping the lights on. So, I mean, this is… this is a fun exercise to me. I’m, like, kind of…
322 00:38:57.580 ⇒ 00:39:04.999 Robert Tseng: going through all the scenarios. So, yeah, if you want to jump on more calls later, I don’t know what your availability is this week, but I’m kind of…
323 00:39:05.440 ⇒ 00:39:08.849 Robert Tseng: Working, working at this piece by piece, throughout the week.
324 00:39:09.290 ⇒ 00:39:13.500 Luke Scorziell: And then, I guess for you, as…
325 00:39:14.700 ⇒ 00:39:19.659 Luke Scorziell: Kind of going back to the bigger picture conversation about the role, like, as you’re looking at success.
326 00:39:20.230 ⇒ 00:39:26.020 Luke Scorziell: For, like, obviously there’s bringing new clients, but maybe, like, 3 months down the line,
327 00:39:26.430 ⇒ 00:39:32.439 Luke Scorziell: well, obviously we have the KPIs and stuff, but even for just how I’m affecting your day-to-day, like, are there
328 00:39:32.830 ⇒ 00:39:43.999 Luke Scorziell: like, success metrics, or things that you would hope to see, or ways that, like, I can, be stepping in that, like, you would find, like, oh, Luke is really helping a lot, and this is feeling like a really good fit?
329 00:39:44.590 ⇒ 00:39:49.139 Robert Tseng: Yeah, I think, you know, if you can take me out of managing the…
330 00:39:49.320 ⇒ 00:39:53.910 Robert Tseng: the team directly, like, I think that… that’d be… that’d be huge.
331 00:39:54.810 ⇒ 00:40:14.440 Robert Tseng: Yeah, I mean, I don’t spend that much time with them, but it’s still just that context switching of running the stand-ups, like, I don’t feel like I need to run those. Yeah, ideally, like, I just have one point of contact, which is probably you, if we need to talk any sort of, like, strategy, around there. Obviously, some requests will still go directly to the team, because
332 00:40:14.440 ⇒ 00:40:26.609 Robert Tseng: you know, Utah and I can reach out directly to Ryan when we tell him, like, hey, this is a campaign we work on, or whatever, so it’s… this is still… it’s not meant to be a very hierarchical structure, but, yeah, I think even just, like.
333 00:40:26.810 ⇒ 00:40:42.660 Robert Tseng: being able to drive the team without having, like, me and Utam being the ones directly managing them, I think is a big part of it. But yeah, once again, I don’t expect that to be your full-time thing. Like, I think you could do it with 30% of your time, you know, considering, like, we’ve been
334 00:40:42.740 ⇒ 00:41:00.170 Robert Tseng: kind of haphazardly doing it with, like, maybe 10% of our time. So I… I… you know, I don’t want you to just feel like you’re just becoming, like, a sales manager or whatever. Like, that’s totally not what this is. Like, I want you on the strategic side, too, in helping,
335 00:41:00.900 ⇒ 00:41:03.820 Robert Tseng: Yeah, like, and there will be times when you have to go in and, like.
336 00:41:04.830 ⇒ 00:41:20.559 Robert Tseng: start a new channel, or, like, actually kind of work through a whole campaign, because, you know, I would expect somebody at your level to be able to run something end-to-end, and then, like, you can break it up and pass it off to people on the team. So, yeah.
337 00:41:21.590 ⇒ 00:41:28.370 Luke Scorziell: Sweet, yeah, and I think, in my mind, too, as I’m…
338 00:41:29.430 ⇒ 00:41:35.170 Luke Scorziell: I’m more of a visual than a… sort of my notepad, but it’s like the…
339 00:41:38.000 ⇒ 00:41:39.489 Luke Scorziell: you know, like, I kind of view it…
340 00:41:39.980 ⇒ 00:41:44.360 Luke Scorziell: This is just some of the thinking. Let me see if I can turn off… I can also draw it.
341 00:41:45.820 ⇒ 00:41:58.370 Luke Scorziell: done this before with clients, but… Yeah, it’s just, like, if this is, like, you know, the strategy and the research, and then that’s informing the messaging, which then is informing the leadership, and then maybe there’s, like, 10% of other stuff that just…
342 00:41:58.690 ⇒ 00:42:01.460 Luke Scorziell: you know, comes up and whatnot, and again, these percentages are… Yeah.
343 00:42:01.640 ⇒ 00:42:04.990 Luke Scorziell: But I think, like, in my mind, it’s like… as…
344 00:42:05.210 ⇒ 00:42:11.219 Luke Scorziell: keeping the messaging going as it’s going right now, and if Ryan’s in a good place with that, and
345 00:42:11.900 ⇒ 00:42:19.360 Luke Scorziell: And then we have Jed, obviously, hopping in. And then it’s just, as I’m doing, like, getting feedback and learning,
346 00:42:19.950 ⇒ 00:42:21.400 Luke Scorziell: then I can…
347 00:42:21.810 ⇒ 00:42:28.180 Luke Scorziell: adjust the strategy, and then as… yeah, and then that, in turn, affects the messaging, and then how I lead, too. So, I think.
348 00:42:28.180 ⇒ 00:42:28.740 Robert Tseng: Yeah.
349 00:42:28.970 ⇒ 00:42:32.179 Luke Scorziell: As you can see, I’m in my… my childhood bedroom, so…
350 00:42:32.180 ⇒ 00:42:34.400 Robert Tseng: No, it’s great, yeah.
351 00:42:34.650 ⇒ 00:42:42.660 Luke Scorziell: But… but yeah, so I, I, it all seems exciting to me, and I think I, like… Generally.
352 00:42:42.760 ⇒ 00:42:50.419 Luke Scorziell: Just, yeah, trust the… the process of the… like… Compensation and everything, too, so…
353 00:42:50.830 ⇒ 00:43:01.849 Robert Tseng: Okay, cool. Yeah, I mean, let us know what you need on, like, kind of what I consider the fringe stuff, like healthcare, whatever. And then, yeah, I mean, we’re… I’m basically gonna have…
354 00:43:02.030 ⇒ 00:43:08.749 Robert Tseng: would… I mean, we’ll try to get… get a… get a contract out to you, this week. Obviously, like.
355 00:43:09.170 ⇒ 00:43:19.129 Robert Tseng: Yeah, I think… I recorded this call so we could have all the notes of things that we talked about to try to bring as much of that into there. Yeah, but then, as far as…
356 00:43:19.260 ⇒ 00:43:21.069 Robert Tseng: Yeah, getting the metrics…
357 00:43:21.170 ⇒ 00:43:32.640 Robert Tseng: done this week is a priority for me, so I want… definitely want your feedback there, so… because that’s going to directly tie to your performance-based, compensation, like.
358 00:43:32.670 ⇒ 00:43:48.629 Robert Tseng: Yeah, and then… but as far as, like, everything we’ve said around the other parts of the total rewards, I think we can basically write that into the contract as well, and I want to make sure that you feel good with what we can do for you on healthcare in the interim before we actually have that conversion.
359 00:43:51.170 ⇒ 00:43:57.240 Robert Tseng: Yeah, so I think that’s… those are the open-ended items to try to get your contract out to you.
360 00:43:57.880 ⇒ 00:44:02.540 Luke Scorziell: Sweet, yeah, and if, fast
361 00:44:03.940 ⇒ 00:44:06.969 Luke Scorziell: Yeah, that all sounds good. I think,
362 00:44:08.870 ⇒ 00:44:12.980 Luke Scorziell: probably the… not necessarily the sooner the better, but I think,
363 00:44:13.840 ⇒ 00:44:18.719 Luke Scorziell: We’ll probably need to let some other clients, no, just about.
364 00:44:19.880 ⇒ 00:44:24.219 Luke Scorziell: winding stuff down and stuff like that, too, so I think when we have everything ironed out, it’ll be a little…
365 00:44:24.840 ⇒ 00:44:28.319 Luke Scorziell: That’ll give me clarity and ability to take some,
366 00:44:28.980 ⇒ 00:44:34.860 Luke Scorziell: steps forward, too, with, with stuff that I’ve currently got going on, so… .
367 00:44:34.860 ⇒ 00:44:35.530 Robert Tseng: Okay.
368 00:44:35.530 ⇒ 00:44:36.320 Luke Scorziell: But…
369 00:44:36.560 ⇒ 00:44:42.419 Luke Scorziell: Yeah, that all sounds good to me, and then I guess, yeah, with the mid… like, if it’s starting at the mid.
370 00:44:42.620 ⇒ 00:44:46.520 Luke Scorziell: Range for salary, and then…
371 00:44:47.000 ⇒ 00:44:49.389 Luke Scorziell: Maybe growing from there into the senior…
372 00:44:49.700 ⇒ 00:44:52.749 Luke Scorziell: Yeah. I think that sounded good to me, too, so…
373 00:44:53.590 ⇒ 00:44:54.680 Robert Tseng: Okay, cool.
374 00:44:54.940 ⇒ 00:44:56.860 Luke Scorziell: So, sweet. Well, I’m excited.
375 00:44:57.770 ⇒ 00:45:01.069 Robert Tseng: Alright, yeah, thanks, thanks, yeah, glad we got to…
376 00:45:01.530 ⇒ 00:45:10.869 Robert Tseng: I know some of this logistical stuff is kind of a pain to hash out, but I know it’s important, and yeah, we want to make you… yeah, I want you to feel like you’ve
377 00:45:12.050 ⇒ 00:45:21.659 Robert Tseng: aren’t taking, like, a hit to come work with us, you know, like, I want you to feel like the upside is there, and, I think we have been able to, like.
378 00:45:21.870 ⇒ 00:45:26.599 Robert Tseng: actually do what we’ve promised for people that have come here.
379 00:45:27.310 ⇒ 00:45:29.680 Robert Tseng: Yeah, well, also, you know, there are…
380 00:45:29.900 ⇒ 00:45:33.640 Robert Tseng: Just unique ways of, like, how we… how we have to approach it.
381 00:45:33.820 ⇒ 00:45:35.959 Robert Tseng: You know, we’re not…
382 00:45:36.150 ⇒ 00:45:48.460 Robert Tseng: we’re not paying, like, top of the market in terms of, like, base, but I think, like, when you consider all these other things, like, I… I think we’re competitive. So, just want to make sure that you feel good about what we’re… what we’re offering you as well.
383 00:45:48.840 ⇒ 00:45:50.140 Luke Scorziell: Yeah, yeah.
384 00:45:50.300 ⇒ 00:45:56.170 Luke Scorziell: No, I think… Like, just everything has felt pretty lined up with…
385 00:45:56.650 ⇒ 00:46:00.920 Luke Scorziell: just what I’m looking for, and I think beyond, like, compensation, the…
386 00:46:00.920 ⇒ 00:46:01.460 Robert Tseng: Yeah.
387 00:46:01.460 ⇒ 00:46:06.530 Luke Scorziell: Like, opportunity to lead, grow in a lot of these areas, too, for me, is really appealing, so… Bum.
388 00:46:06.530 ⇒ 00:46:07.210 Robert Tseng: Cool.
389 00:46:07.210 ⇒ 00:46:08.419 Luke Scorziell: So yeah, I’m excited.
390 00:46:08.710 ⇒ 00:46:09.310 Luke Scorziell: But…
391 00:46:09.310 ⇒ 00:46:19.600 Robert Tseng: Alright, then we’ll keep talking. Happy New Year, if, I mean, hopefully I hear from you soon, and yeah, send us what you feel like you need on that stuff, and, like, yeah, we’re gonna keep… keep chipping away at it this week.
392 00:46:19.820 ⇒ 00:46:21.890 Luke Scorziell: We… okay. Okay.
393 00:46:22.250 ⇒ 00:46:27.750 Luke Scorziell: So I’ll send you, kind of, yeah, some of the periphery stuff on.
394 00:46:27.750 ⇒ 00:46:28.410 Robert Tseng: Yeah.
395 00:46:28.410 ⇒ 00:46:35.150 Luke Scorziell: just, like, maybe healthcare, and then where I would sit in the contract ranges that you gave.
396 00:46:35.150 ⇒ 00:46:35.680 Robert Tseng: Yeah.
397 00:46:36.120 ⇒ 00:46:37.509 Luke Scorziell: And then, is there…
398 00:46:37.750 ⇒ 00:46:43.990 Luke Scorziell: obviously then… I don’t know if the KPIs have to deal with the contract as much, but then it would… are there other things? Just…
399 00:46:44.140 ⇒ 00:46:46.709 Luke Scorziell: I know I can look back through the call, but that you’d expect.
400 00:46:47.310 ⇒ 00:46:48.540 Luke Scorziell: For me to send you.
401 00:46:49.100 ⇒ 00:46:58.369 Robert Tseng: Yeah, no, that’s it. Oh yes, that doc that you showed me, I think that could help me inform. I’ll put… I’ll put the draft in front of you, hopefully by tomorrow, of, like…
402 00:46:58.920 ⇒ 00:47:01.289 Robert Tseng: basically what I was walking you through, yeah.
403 00:47:01.290 ⇒ 00:47:01.910 Luke Scorziell: Sweet.
404 00:47:02.220 ⇒ 00:47:04.500 Luke Scorziell: Yeah. And then… cool. Alright.
405 00:47:04.770 ⇒ 00:47:05.959 Luke Scorziell: I’ll get that over to you.
406 00:47:06.330 ⇒ 00:47:07.370 Robert Tseng: Alright, thanks, Luke.
407 00:47:07.370 ⇒ 00:47:08.790 Luke Scorziell: Yep, thanks, Robert.
408 00:47:08.790 ⇒ 00:47:09.570 Robert Tseng: later. Bye.