When planning growth, leaders often model sales capacity (hiring reps) but forget to model demand generation capacity. A plan to add eight reps is useless if the pipeline comes from non-scalable sources like VC intros, which can only support the first two reps. You must scale both simultaneously.
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When pipeline is down, the default reaction is to increase volume (more SDRs, more events). This is a flawed guess that ignores process efficiency. The real leverage comes from understanding the conversion effectiveness of existing activities, not just adding more inputs to a broken system.
The unmeasured activities between lead generation and opportunity creation—the "pipeline black box"—is the biggest failure point for B2B companies. Analyzing this SDR/BDR process for patterns is the key to systematically engineering pipeline growth, not just guessing.
Instead of focusing on a large quota, leaders should reverse engineer it. Calculate the number of deals needed based on win rate and average contract value, then break that down into weekly opportunity creation goals for reps.
If hiring more people isn't increasing output, it's likely because you're adding 'ammunition' (individual contributors) without adding 'barrels' (the key people or projects that enable work). To scale effectively, you must increase the number of independent workstreams, not just the headcount within them.
Don't hire more reps until your current team hits its productivity target (e.g., generating 3x their OTE). Scaling headcount before proving the unit economics of your sales motion is a recipe for inefficient growth, missed forecasts, and a bloated cost structure.
Small companies often overload their first salesperson with both new logo acquisition and existing account management. This is a trap. Prospecting will always lose out to servicing known customers. Plan for account continuity early to protect your growth engine, even before you can afford a second hire.
A sales organization has truly scaled when leadership stops talking about individual deals and starts managing based on predictable capacity. This means knowing that a certain number of ramped sellers will predictably generate a specific amount of revenue each quarter, turning sales into a machine.
Service businesses are often constrained by delivery capacity, not sales. To scale effectively, you must treat recruiting like marketing. Create a parallel, systematic funnel for talent: applications (leads), interviews (nurture), onboarding (sales), and retention/ascension.
While many product-led growth companies delay building a sales team, this is often a mistake. Waiting until bottoms-up growth stalls forces a painful "whiplash moment" as the company scrambles to adopt a new GTM motion. Building both motions in parallel creates a more resilient business.
If your business can fulfill current demand but you're worried about future capacity, always choose to generate more demand first. The influx of cash and urgency creates the necessary pressure and resources to solve supply-side problems like hiring and training more efficiently.