When Brex hired its first sales reps, the CFO brought people from his network at SoFi, and early hires like Brandon Boyle from Zenefits brought in Jack from Gusto. Senior leaders should be expected to recruit from their own networks, which builds a team of low-risk, high-success candidates faster than traditional hiring.
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It continues to reinforce this theme that is consistently represented on this podcast, just around leveraging the network in so many different ways, whether it's recruiting, DemandGen, and more. In this specific example, um, when you hire a senior sales leader, there should be some expectation that that senior sales leader has the ability to source, recruit, and hire people in network that have a low risk of success and high probability of, or low risk of failure, high probability of success. Colin, you did that with several folks. It was, thinking back to my time at Brex, when I joined, the first two sales reps that were there, we had hired a CFO as one of our first employees. He had come, his name's Michael Tannenbaum. He had come from SoFi, The first sales reps were Michael Tannenbaum, SoFi reps that did it. So it doesn't have to be the network of the person leading the organization. I entered this world where there were already a couple in-network hires from our CFO, and I brought in a bunch of people from my personal network and then continued this path where Brandon Boyle was an early sales rep that I brought in. I knew him from Zenefits. And he brought in an incredible person named Jack from Gusto. That was another— he— the brand was at Gusto in between Zenefits and Brexton. So you just like continue down this path of leveraging the networks, your personal network and the networks of others that are top performers within the organization. And before you know it, you have this really unbelievable team of all-stars. Totally. There's, there's two things that jump out at me.
