Digital Diagnostics BDR

All right, I'm excited to talk about this business development role for your company. Digital Diagnostics. As the CEO and a Navy veteran, I think it's important they learn about you and then what brought you to this moment at the company. So, Peter, if you could please introduce yourself.

Absolutely. Well, first of all, I got to know Justin because he actually helped me transition when I left the Navy. So it's great to be working as an employer now.

Not showing age or anything, but okay.

Right. So quick background on our company, Digital Diagnostics. We're a provider of 24/7 remote cardiac monitoring for acute care hospitals. How we do that is we have multiple control and data centers around the US that allow us to watch patients in real time. And so we have a mirror view of what the hospital's seeing. And then when a patient's heart rhythm begins to deteriorate at, say, 3:00 AM on Sunday, our people catch that and then call the nursing staff. And this is still a human supervision thing. It's not an AI thing. That's a longer story we can get into later why that's the case. But most importantly, It's a patient safety business and we take that responsibility seriously. So it forces us to operate with the discipline of think like a nuclear quality organization.

Mm-hmm.

And it's very hard work, but it's also part of what makes the work very rewarding. The other part is that we're really helping hospitals out a lot. So hospitals often are struggling with staffing. And so our mandate follows from that. It's very straightforward. We need to go, we need to help more hospitals. We're already the leader in the US for outsourced telemetry. And we need to solidify our position in the US and then eventually build this company to be the world leader in outsourced telemetry. The company's been doing this for about 15 years and we have an exceptional operational track record. We have 100% retention rate in acute care hospitals.

Wow.

But what we haven't had is a sales engine. And so how do we grow historically? Believe it or not, on inbound interest, on referrals. So that's the moment we're at. We, we've got the product, we got the operations. But what we need to build is that go-to-market machine. And this hire is a central part of that. This hire is literally the tip of the spear for this go-to-market push.

Well, you know, I, one, as a salesperson of 20 years, I like to hear that a product has that level of demand, that the inbound's that high. So, you know, going into selling something, that's one of the things that's important. Hey, does the market crave this? And it does. And, you know, one thing, did you mention that the 90% versus the 99.9%? Did I hear that already?

Yeah. So at an average hospital in the US, the lethal rhythm detection rate at an average hospital in the US is 90%. So if you're at a hospital and your heart's being monitored 24/7 because you're in a serious condition, 10% of the time they're going to miss a lethal rhythm on average. And that data is very well published. You can go look at that online.

Yeah.

We raised that from 90% to 99.99%.

That's amazing. Because, you know, the reason I want to mention on the front is, you know, as a veteran, you're looking for purpose and it's like, hey, I can sell, right? I can sell iced Eskimos, but I want to be behind something I believe in, right? I want to feel like I'm making an impact. And this is that type of role.

That's a really good point, Justin. If you're, you know, just leaving the military and you want to continue that kind of mission-driven organization, you know, critical service need type organization where it's very clear, you know, what the mission is, or if you've, if you've been out of the military for a while and you want to go back to that, we definitely will deliver on that.

Yeah. And, you know, it's an inside sales job, something that I've done for 20 years, something I've hired for 20 years. And my, you know, if you're a veteran looking at this, deciding if it's whether for you, one, if you're already in the inside sales, this is going to be an upgrade. Because of the leadership, the accountability, right? Because this is the first salesperson. So, they're going to have direction and mentorship from you, but they're going to have the ability to kind of create something, right?

Absolutely. Because we're a small company, if this, you know, if you end up being a high performer, you're going to be getting new responsibility very quickly and you're going to grow with the company. And so, we want that. We want you to You know, take on more responsibility as fast as you can handle it.

Yeah. And, and that's a good point. High performer work. And we talked about transitioning. So if you're transitioning out, hey, what this is, is this is an inside sales job. You're banging the phones, you're sending emails. In time, you'll start your LinkedIn messaging. Leads are brought to you by the team. Mentorship's directly from you, correct, Peter?

That's right.

You've been, you've been the salesperson, right?

Yeah.

So you sell about an hour a day or—

And you're still— yeah, this role will be directly reporting to me and also the rest of the leadership team. So It's a very flat organization. You're definitely not gonna feel like there's a lot of organizational hurdles. We move, we make decisions quickly, and we, you know, we support each other. So.

Well, you know, and it's like, so you're, you're coming right out, hey, this is a great way to get into sales, get learned, be mentored, be developed. But if you are a salesperson, you're looking for a challenge, well, you can come here, establish the business, and then start building it. And so I like both ways of that.

Yes.

Now, there's— you have 2 offices, Wall, New Jersey, outside of New York, and then Salt Lake City, Utah, right?

Yeah. And then we have 2 data centers. One is in New Orleans and one is in— sorry, Las Vegas that we manage through a third party. So, you know, 4 locations that they'll be managing.

And, you know, hey, it would be really good if you work from one of those 2 sites.

Yeah.

But if you're the right person, you could work remotely. And I'm gonna tell you, I've been doing sales remotely. You know, if you're a salesperson, great. But if you're trying to do it new, you wanna be around people.

Yeah. Our preference is gonna go to folks who are willing to be on site, but we understand that doesn't always work out. So we're flexible on that.

Yeah. Once we find the right human, right?

We'll make it work. Exactly. Yeah.

And, you know, there's a base salary and, and the job isn't to close the deal itself. Right. Their job is to call these hospital administrators, CEOs, CFOs, those real strategic decision makers.

Yeah.

And then set them up with a call with you, correct?

That's right. Yeah. So you're, you know, if you look at the base and the OTE, your OTE is going to be heavily weighted to the top of the funnel, and that's just getting us on intro calls, and then we will close it from there in the beginning. But, you know, if you You know, show up, you do a good job, you wanna take on more of the sales funnel, we will do that. We're— we want that. We want you to take that and, and run with it. And if you wanna start closing, great. So we're not putting a cap on it. That's just a start because that's what our organization needs right now. But, you know, that's, that's, something that will change.

Yeah. I mean, I see you gotta, you gotta killer salesperson in there. They could really make a name for themselves. They can make a—

Oh, totally.

—name for themselves. Yeah. I definitely see the opportunity. First one in the door. And the way you have it set up, it's crawl, walk, run. It's not jump, swim into the deep end, you know?

Yes.

Which is good. I have everything I need to educate them, I believe, because if they're interested in applying, then, you know, we'll have the heart-to-heart.

Yeah.

Anything that you want to put across, you know, the company, the role, anything before we end the conversation?

I would just say someone who wants autonomy and ownership, this is definitely the organization for you. We spend a lot of time hiring the right people and then we give them ownership. Um, and that's what's most aligned with a small business is trying to grow. Um, so if that's exciting to you, then you'd be a good fit.

That's great. Well, thank you. We'll get this out to the team and send you the right human ASAP.

Thank you, Justin.