This document outlines the culture and values of Acceleration Partners, a performance marketing company. It describes AP's culture as being world-class, with employees who are team players, curious, resilient, innovative, strategic, and results-driven. It highlights AP's core values of owning it, embracing relationships, and excelling/improving continuously. The document also discusses AP's operating principles, which include having a bias towards action, bringing solutions, working smarter, being present, encouraging autonomy and transparency, being genuine partners, having a growth mindset, being fanatical about feedback, enjoying competing, keeping moving forward, being resilient, and bringing purpose.
Culture Code - E3 Reloaded - Making Work Suck Less TEDxMongKok
The document describes E3, a company that aims to create work environments where work doesn't suck. It outlines E3's vision of empowering employees through freedom, trust, feedback and failure. E3 believes bureaucracy and strict policies have made work a "dirty word" and that companies should trust employees to dress and take time off as they choose. The document introduces E3's small team and clientele, which includes change-makers seeking to disrupt mediocrity and challenge the status quo.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
The document provides an overview of Patreon's company culture. It discusses the company's mission of funding creators and creating a fulfilling workplace. It outlines 7 core behaviors including putting creators first, being an energy giver, candor, moving fast, seeking learning, respecting time, and fixing issues. It also covers expectations for transparency, manager roles in coaching teams, and a commitment to diversity and inclusion. The overall summary emphasizes Patreon's focus on creators and teammates through its cultural values and behaviors.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
The document summarizes the culture and values of LinkedIn. It describes LinkedIn's culture as one focused on transformation, with three types of transformation: of self, of the company, and of the world. It emphasizes values like integrity, collaboration, humor, and results. The document also outlines LinkedIn's operating principles that guide the company, which include putting members first, valuing relationships, demanding excellence, and taking intelligent risks.
This document outlines Netflix's culture of freedom and responsibility. It discusses that Netflix values high performance over loyalty or effort. The document emphasizes that Netflix aims to attract and retain "stunning colleagues" who embody nine key values: judgment, communication, impact, curiosity, innovation, courage, passion, honesty, and selflessness. It explains Netflix gives employees freedom but expects responsibility in return. Those who do not meet performance standards are let go, to make way for higher performers. The goal is to sustain success over many generations by maintaining a culture of excellence.
For Digital 22, the Culture Code defines what we believe in, what we do and how we work with people internally and externally. It's a way of formalising our DNA and the soul of the company so it becomes the backbone of how to act at work.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers
I often refer to The Netflix Culture Deck in presentations to companies when I speak about alignment and line of sight between departmental or branch goal with the overall wildly important strategic goals, mission, vision, and values.
The Grammarly culture code outlines six core values for employees: ethical behavior by doing the right thing even without oversight, adaptability through embracing change with a positive attitude, grit by focusing and persevering to achieve long-term goals, empathy through treating others how they want to be treated by listening and understanding their perspective, grittiness in doing whatever it takes to get the job done, and being remarkable through always learning and improving with mentorship.
This document outlines Patreon's company culture. It discusses Patreon's mission of funding the creative class and creating a fulfilling workplace. The document then details Patreon's six core behaviors: put creators first, achieve ambitious outcomes, cultivate inclusion, add value quickly, be candid and kind, and seek learning. It also covers topics like transparency, manager expectations, communication, office energy, diversity and inclusion, and spending. The overall summary is that the document provides an overview of Patreon's mission and values, with a focus on outlining the company's six core behaviors that define its culture.
This document outlines the core values of the company Soundstripe. It provides 10 core values that guide the company's decisions, including providing genuine customer care, confronting challenges with optimism, maintaining a light work environment, striving for growth, honest communication, a focus on continuous improvement, prioritizing the company mission over strategies, humility, a focus on quality over quantity, and an emphasis on completing work rather than seeking perfection. It also discusses the company's culture of flexibility, self-care, and adapting to constant change as a growing startup.
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
This document outlines the culture code of UpStart, an organization that partners with Jewish community leaders. UpStart's culture rests on three pillars: values of empathy, optimism, collaboration and risk-taking; a team philosophy of dreaming with purpose, building the future, and growing good; and a culture code that activates these through seven principles. These include believing in Jewish traditions, striving for an inclusive future, accountability, respecting time, balancing playfulness and professionalism, ongoing learning, and supporting each other through change. Culture crews are formed to prototype ways to embody the culture code.
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
Jumpstart: The Guide To Growing A Startup With Inbound MarketingHubSpot
Jumpstart your startup with inbound marketing. A simple guide for entrepreneurs that want to grow their business using SEO, blogging and social media. From the makers of the original #CultureCode deck
Culture Code: Creating a Company You LoveDharmesh Shah
The document discusses the importance of creating a strong culture for a startup company. It notes that while many startups don't focus on culture, leaving it to develop haphazardly, culture actually plays a crucial role in a company's success by determining the types of people it attracts and retains. The document provides tips for founders such as defining the company's mission, values, and vision of success to shape the emerging culture in a deliberate way rather than leaving it to chance. It emphasizes that culture will develop whether intentionally managed or not, so founders should focus on cultivating the type of culture they want for their growing business.
The slide deck we used to raise half a million dollarsBuffer
This is the pitchdeck we used to raise half a million dollars from Angel investors. More here:
http://onstartups.com/tabid/3339/bid/98034/The-Pitch-Deck-We-Used-To-Raise-500-000-For-Our-Startup.aspx
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
Official Slideshare for What's the Future of Business by Brian Solis #WTFBrian Solis
A visual experience with infographics, cartoons, and stats from Brian Solis' new book, What's the Future of Business: Changing the way businesses create experiences. It walks you through the 4 moments of truth and how to use technology and social science to win in each. #Change #WTF
50 Customer Service Quotes You Need to Hang In Your OfficeDesk
Customer service is tough in any industry. However, companies and organizations that produce incredible service to every customer have a clear competitive advantage. To remind you of the amazing opportunities that powerful customer service holds, here is a compilation of insightful words of wisdom from the best in the business.
Curious about Desk.com? Download this free kit to get started: http://bit.ly/FreeCustomerServiceKit
Do you know a company that abandons loyal employees while reporting record profits? Based on this LinkedIn article: http://tinyurl.com/kxk5jau I help clients be clear, credible and compelling. Please follow me on LinkedIn http://www.linkedin.com/influencer/36792 or visit http://www.kasanoff.com
The Plateau Effect: Why People Get Stuck...and How to Break ThroughThePlateauEffect
The Plateau Effect is a powerful law of nature that affects everyone. Learn to identify plateaus and break through any stagnancy in your life— from diet and exercise, to work, to relationships.
The Plateau Effect shows how athletes, scientists, therapists, companies, and musicians around the world are learning to break through their plateaus—to turn off the forces that cause people to “get used to” things—and turn on human potential and happiness in ways that seemed impossible. The book identifies three key flattening forces that generate plateaus, two principles to guide readers in engineering a plateau’s destruction, and three actions to take to achieve peak behavior. It helps us to stop wasting time on things that are no longer of value and to focus on the things that leverage our time and energy in spectacular ways.
Anything you want to do better—play guitar, make friends, communicate with your children, run a business—you can accomplish faster by understanding the plateau effect.
http://plateaueffect.com/
50 Powerful Statistics About Tech Mega Trends Affecting Every BusinessVala Afshar
Mobile devices and social media are driving major changes in how people access the internet and interact with businesses. Billions of mobile devices are in use worldwide and people are spending more time on their phones each day for activities like social networking and shopping. The rise of big data and cloud computing is also transforming businesses, with more information and computing power available to analyze customer behavior and improve products. Apps have become a primary way people use mobile devices, and their popularity is driving significant revenue growth.
16 Unique & Innovative Ways to Market your BusinessNicoleElmore.com
This presentation was created by volunteers who will be volunteering at an orphanage in Moshi, Tanzania. It provides information about their fundraising efforts and sponsorship opportunities to support the orphanage, which is home to 64 orphans and needs help. Sponsorship levels ranging from $10 donations up to $3,000 magazine sponsorships are described. The presentation concludes by providing facts about Tanzania and contact information for those interested in learning more or donating.
7 Tips to Beautiful PowerPoint by @itseugenecEugene Cheng
Short talk about presentations given at Startup Dynamo, a workshop held by Startup@Singapore NUS using the Learn Startup Methodology.
My segment was on Presentation Design to make an impact on VCs. Many thanks to @ryanlou for the invite. And not to forget Emiland De Cubber for his amazing slide deck inspirations and invaluable advice. Disclaimer: this is a reimagination off some of Emiland's presentations. I do not make any money of this.
Download for just a tweet: http://goo.gl/fbM4j
Want something similar done for your next pitch? Contact me at my site: http://itseugene.me/contact/
10 Leadership Lessons I Wish I Learned In My 20'sTodd Wilms
Here are 10 Leadership Lessons I wish I had learned in my 20's. While we all would benefit from a second bite of the apple, here are 10 that help me shape my future, not regret my past.
This document discusses how careers are changing and will continue to change in the future. It notes that many current jobs did not exist just 10 years ago and that 60% of the best jobs in the next decade have not been invented yet. Careers are becoming more fragmented, specialized, collaborative and ever-evolving. The document then profiles 20 potential future careers that may emerge over the next 10 years, such as productivity counselors, personal digital curators, and drone pilots. It concludes by providing information on how to stay updated on future career trends through the Sparks & Honey website.
Nail the First 60 Seconds of Your PresentationBruce Kasanoff
In 3 sentences or less, here is a summary of the document:
The document advises speakers that they have 60 seconds at the beginning of their speech to engage their audience and should avoid routine announcements or checking notes during that time. It suggests speakers not drone on about thanking people or how honored they feel, and to instead focus on captivating the audience in the crucial first 60 seconds. The document provides contact information for Bruce Kasanoff, who appears to be the author providing public speaking advice.
This report uncovers major themes, key trends and opportunities to help you grow your business and progress your career into the future. Available in different formats to buy or just preview, the themes of PSFK's Future of Work report cover the Ideal Workforce, Empowered Culture, Intuitive Connection and Agile Workplaces. PSFK extends its 'Future of' reports with the 140 page document that covers the new ways we are working and the implications for business and for workers.
Within each theme we describe 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by our PSFK Labs team. During this process we spoke to a number of experts to understand the trends better. Their feedback can be found in quotes and interviews throughout the report.
As a bonus, we also turned to a number of creative agencies to bring the trends to life. We asked them to imagine the future of work and you will find their concepts within this document. At the end of the report, you will also discover the submission of examples of progressive work environments. These were submitted by the readers of PSFK.com after we asked for their input into the report in 2012.
We hope that you find inspiration in every section of PSFK's Future of Work report. For copies, downloads or an in-person presentation please visit: http://bit.ly/VghG9z
http://blogs.sap.com/innovation/ - Business Innovation is the key ingredient for growth in the future of business. Changes in technology, new customer expectations, a re-defined contract between employees and employers, strained resources, and business and social networks are requiring businesses to become insight-driven businesses.
In this presentation, we have gathered 99 facts that represent the changes taking place in the world today. Each facts represents a key insight and suggests where we need to focus and change to become viable, sustainable and growing future businesses.
The Future of Marketing.
Adapted from "Growth Hacker Marketing" by Ryan Holiday.
http://www.amazon.com/Growth-Hacker-Marketing-Primer-Advertising/dp/1591847389/ryanholnet-20
This document discusses company culture at HubSpot. Some key points:
1) HubSpot believes culture is important for attracting talent and focuses on creating a culture employees love. They aim to be radically transparent, give autonomy, and focus on delighting customers over competitors.
2) HubSpot operates with a guiding goal of delighting customers. All decisions are evaluated based on how they support this goal. They also balance a focus on mission and metrics.
3) Employees are given significant autonomy and trusted to use good judgment. Policies emphasize flexibility and transparency over rigid rules. Results are prioritized over hours worked or location.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
This presentation represents the mission and culture of Palo Alto Software. It is who we are and who we aspire to be.
Inspired by the culture decks of Netflix and Hubspot, we created this deck to communicate that as a company, we:
1. Rely on data
2. Solve for the customer
3. Are transparent
4. Give our employees the autonomy to be awesome
5. Are picky about our peers
The document outlines the culture code of New Breed, a marketing company. It emphasizes driving to unify marketing and sales, innovating and educating others, questioning things and driving positive change, embracing transparency and honesty, getting work done, turning metrics into action, and being awesome. New Breed's culture aims to attract great people by focusing on customer success, continuous self-improvement, and making data-driven decisions.
The document discusses "The Golden Circle", which is a concept that organizations and individuals can use to inspire greater engagement. It suggests that all entities have a "why" (purpose/cause), "how" (strengths/values), and "what" (products/services). When these three elements are aligned and communicated from the inside-out starting with "why", it can inspire loyalty and engagement from both customers and employees by appealing to the limbic system of the brain which drives emotions and behaviors. The Golden Circle concept maps to the structure of the human brain, with the neocortex corresponding to "what", and the limbic system corresponding to "why" and "how".
The document describes the founding of Thread by Kieran O'Neill and his co-founders. They had previously sold a successful company and were discussing their next venture over beers. They realized they were most fulfilled by working on ambitious problems with excellent teammates who shared their values. This inspired them to start Thread, focusing on an ambitious mission to reshape the clothing industry using stylists and AI, building an incredible team through rigorous recruiting practices, and upholding values of impact and excellence.
This document summarizes the mission and culture of Palo Alto Software. Their mission is to revolutionize how small businesses set goals and track performance by being the "Fitbit for Small Business." Their culture focuses on relying on data to test ideas and make decisions, solving problems for customers rather than focusing on their own success, being transparent in sharing information, giving employees autonomy over their work, being selective in hiring top talent, and valuing the community.
Rock Content is a global company in the digital marketing space and a strong culture is the foundation of our company.
This is our Culture Code, a document where we put into words - and images - the principles that helped us become a global company with common values across all of our offices.
This document discusses the importance of company culture for long term success. It provides examples of companies with great cultures like Netflix, Facebook, and Starbucks. The document then discusses the culture at WineDirect in particular. It states that WineDirect's culture is driven by its vision, mission, values and people. It outlines the values it looks for in employees, including innovation, customer satisfaction, communication, persistence, humility and being remarkable. The document emphasizes that WineDirect wants to inspire enthusiasm in its team and looks for employees who are passionate about the wine industry and dedicated to customers.
The document outlines the culture and values of a company called PlaySav. It emphasizes that culture is central to the company's success. The core values include integrity, service, excellence, commitment, and doing right. The company aims to hire exceptional people, promote work-life balance, and value logic, transparency, communication and honesty. It expects all employees to treat the company as their own.
The EvaluAgent Culture Code is a way to define who we are, and who we want to be. For our employees, it’s a handbook. For our customers, it’s an insight into what we believe truly matters.
Culture code || Wandertrails People Operations || Indian StartupWandertrails
We seek to instill "A high performance culture, driving results and accountability, while ensuring agility & learning"
This document captures how we strive to do this through the ups and down, through thick and thin, through light and dark.
This document captures the Wandertrails Culture Code
Sift Media Culture Code - Inspiring Positive ActionIan Robins
This document outlines the culture code of Sift Media, an inspiring company. It discusses that amazing companies have 3 key elements: a clear purpose, people that make a difference, and a strong culture that enables people. Sift Media's culture is based on 8 principles: putting people first, relentlessly pursuing their purpose of inspiring people, obsessing over audiences, fostering autonomy with purpose, having a mindset of curiosity to improve, using metrics that provide insights, being transparent and honest, and having fun. The culture aims to inspire people to take positive action through their work.
The document discusses concepts for transforming an organization's culture and leadership approach from managing compliance to enabling possibility thinking. It advocates for altering employees' worldviews to change what they see as possible and appropriate rather than just monitoring behavior. Key points include listening for new ideas rather than just confirming existing beliefs, making declarations about an inspiring future vision rather than just assertions about the present, and how 16% of employees adopting a new idea can create an unstoppable change.
Similar to Culture Code: Creating A Lovable Company (20)
Cultura HubSpot - Cómo crear la mejor empresa posibleHubSpot
La Unión Europea ha acordado un paquete de sanciones contra Rusia por su invasión de Ucrania que incluye restricciones a las importaciones de acero, madera y mercancías, así como la prohibición de nuevas inversiones en el sector energético ruso y la exportación de ciertas tecnologías de alta precisión. Las sanciones buscan aumentar la presión económica sobre Rusia para que ponga fin a su agresión militar contra Ucrania.
Your Go-To-Market is Killing Your Business, and You Don't Even Know ItHubSpot
Modern customers expect that it will be easy to learn about your product and buy it, but most of our go-to-markets do the opposite. We ask people to fill out long forms, we build complex qualification rules, we make it tough for prospects to talk to someone right now. In short, we put up barriers that solve for our companies instead of solving for our customers.
At HubSpot, we’re mid-way through transforming our go-to-market to be customer centric. Learn what’s worked for us, what hasn’t, and what we’re building.
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Jon is VP of Marketing at HubSpot, helping to transform how companies market and sell. Prior to this, Jon led Marketing at Trunk Club, the personalized shopping service for men and women, and was the Head of Marketing for Klout, the social media influence measurement company. Jon has a background in improvised comedy and earned his MBA from the Harvard Business School.
This is Jon Dick's #INBOUND18 presentation.
Here's the hard truth about marketing: your customers are better at it than you. Over the past decade, marketers perfected content creation, but as a result, things got a lot more competitive for businesses and a lot more crowded for buyers. So while creating content is still your best and cheapest strategy, it should no longer be your only strategy. That's where your customers come in. Learn more.
According to a recent report from Ernst & Young GmbH, both the number of funding rounds for startups in Germany and the overall value of those rounds hit record levels in the first six months of 2017. That tracks with what we’ve found in HubSpot research as well. We recently commissioned a survey of consumers living and/or working in the Berlin metro area, and found that the tech scene there is evolving quickly – 95 percent of Berliners see the number of technology jobs in the city growing, and 90 percent say Berlin also offers access to the technology and digital talent needed to grow a tech company. With Berlin offering the highest post-grad monthly salary for the European tech sector (3,112 euros per month, on average), it’s no surprise that the city has become a hub for fast-growing tech companies. And as of today, HubSpot is the latest to call the city home.
15 Stats Every Marketing Leader Needs to KnowHubSpot
Benchmark your company's performance against stats from hundreds of other marketers around email performance, cost per lead, popular marketing tactics, revenue attainment, and more. All stats are taken from our 2017 Demand Generation Benchmarks Report: http://hubs.ly/H08nwvl0
Inbound Recruiting: Hire Top Talent By Thinking Like a MarketerHubSpot
The world of recruiting has changed. Now, employers need to take an inbound approach to how they attract and engage with job seekers by using personalized marketing strategies.
What's a Growth Stack? And why you should build one. HubSpot
It starts with a single problem. It always does. Maybe you need a few more leads to hit your number this month. Maybe you finally outgrew a system of spreadsheets. Maybe your boss challenged you to get more accurate with your reporting. So, you signed up for a piece of software to help you solve the problem and un-officially started building out your tech stack. Without a strategic approach, adding tool after tool can lead you down a dangerous path. Get more strategic about your software and don't just build any old stack, build a Growth Stack.
This document summarizes diversity data from HubSpot in 2016. It shows the breakdown of employees by gender, age, ethnicity, and management level across different departments. While diversity is still lacking, especially in technical roles and leadership, progress was made in 2016 with increases in female representation and hiring of underrepresented ethnic groups. Continued efforts are needed to create a more inclusive workforce.
The lack of visible female role models is pervasive in the tech industry, particularly on Wikipedia, where just under 17% of Wikipedia biographies were on women. That's why HubSpot wrote fourteen Wikipedia entries for remarkable women in tech to help inspire young women to reach positions at the highest levels of STEM.
The document discusses the importance of connecting with buyers in an inbound way and how to execute the connect stage of the inbound sales methodology. It recommends defining buyer personas, outreach sequences for each persona, and personalized outreach content. It provides examples of developing buyer personas, sequences, and content for different lead sources like inbound leads and common connections. The document also provides examples of scripts for connect calls with different lead types and how to get buyer buy-in for longer exploratory conversations.
Class 1: Email Marketing Certification course: Email Marketing and Your BusinessHubSpot
*From HubSpot Academy*
Over the past few decades, people have radically changed the way they live, work and buy. This class will give you an overview of an adaptive, inbound approach to sending emails that provide value and drive growth for your business. It will also teach you about the four big themes of a modern email marketing program: segmentation, personalization, mobile, and optimization.
Why People Block Ads (And What It Means for Marketers and Advertisers) [New R...HubSpot
HubSpot Research shares new data on why people use ad blockers and what marketers and advertisers need to do to keep people from blocking out ads completely. Hint: it's stop using interruptive and annoying ads.
10 Things You Didn’t Know About Mobile Email from Litmus & HubSpotHubSpot
The document discusses key insights about mobile email usage and optimization. It shows that mobile email opens have grown 600% from 2011-2016, with over 70% of emails now being opened on mobile devices. When emails look bad on mobile, over 80% of users will still read them. The document provides tips for optimizing elements like preview text, links, text sizes, touch targets, and layouts for mobile. It also discusses different mobile email design approaches and resources for templates.
3 Proven Sales Email Templates Used by Successful CompaniesHubSpot
76% of emails never get opened. That makes life for salespeople very difficult. So we've partnered up with Breakthrough Email to bring you email templates that are proven to engage prospects and close more deals. Start using them today and grow your revenue.
Modern Prospecting Techniques for Connecting with Prospects (from Sales Hacke...HubSpot
Sales is a difficult world to be in because buyers aren't putting up with salespeople anymore. Instead of helping and building relationships, sales reps are still focused on closing prospects - even when they aren't ready to buy! So buyers ignore them. Because of that, even great sales reps would be lucky to get on the phone with someone.
While buyers have evolved and become more sophisticated, sales reps and training programs have been slow to adapt to that change.
Learn actionable modern prospecting techniques you can apply immediately from two best selling authors and sales experts: Max Altschuler CEO of Sales Hacker, and Mark Roberge CRO of HubSpot.
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5. Culture doesn’t just help
attract amazing people,
it amplifies their abilities and
helps them do their best work.
6. Culture is to recruiting as
product is to marketing.
Click to tweet
this quote.
Customers are more easily attracted
with a great product.
Talented people are more easily attracted
with a great culture.
15. This document is
part manifesto and
part employee handbook.
It’s part who we are and
part who we aspire to be.
16. When something is still
aspirational (not yet true) we
try to call that out.
This document is
part manifesto and
part employee handbook.
It’s part who we are and
part who we aspire to be.
17. THE CULTURE CODE
1. We commit maniacally to both our mission and metrics.
2. We look to the long-term and Solve For The Customer.
3. We share openly and are remarkably transparent.
4. We favor autonomy and take ownership.
5. We believe our best perk is amazing people.
6. We dare to be different and question the status quo.
7. We recognize that life is short.
19. We love small and
medium-sized
businesses.
Especially those that
want to do better.
20. OUR MISSION is to
help these organizations
GROW.
We want to transform
how they attract, engage and
delight their customers.
21. We’re working to
help the world
GO INBOUND.
To take a more empathetic,
human-friendly approach
to marketing and sales. (Turns out, it’s also
more effective.)
22. “Pursue something
so important that
even if you fail, the
world is better off
with you having
tried.”
TIM O’REILLY.
Note: The O’Reilly conference room at
HubSpot is named after Tim.
24. Our commitment to our
mission will help us earn the
love of many.
Our commitment to our
metrics will help us earn the
resources to further our
mission.
We are passionate about both.
25. This dual personality of
mission & metrics is uncommon.
It’s partly what makes us
DIFFERENT.
And also kind of
quirky, in mostly
good ways.
27. SFTC.Solve for the customer
We don’t want to satisfy them,
we want to delight them.
Our goal is to help them succeed.
28. FOR EVERY DECISION
WE SHOULD ASK
OURSELVES:
“Selves, what’s in it
for the customer?”
29. WAIT. Does “Solve For The Customer”
mean just giving more away for free?
Wouldn’t that delight customers?
NO. To delight customers in the
long-term, we have to survive in the
short-term.
Because…
31. HubSpot has a professional sales team.
How do we ensure we SFTC?
How do we know we’re doing it right?
32. We’re on the right path as long as
we sell to customers that we
expect to delight.
33. We’re on the right path as long as
we sell to customers that we
expect to delight.
This is the key. Don’t sell to
customers we’re not justifiably
confident we can delight.
34. 34
3 We share openly
and are remarkably
transparent.
36. WE HAVE THE MOST ACTIVE
WIKI ON THE PLANET.*
Examples of things we share and discuss:
• Financials (cash balance, burn-rate, P&L, etc.)
• Board meeting deck
• Management meeting deck
• “Strategic” topics
• HubSpot Lore & Mythology (the funniest page on
the wiki)
*Unverified claim
37. We protect information only when:
It is legally required.
Example: Information covered under a
Non-Disclosure Agreement (NDA)
It is not completely ours to share.
Example: Individual compensation data
38. WAIT.
ISN’T HUBSPOT PUBLICLY TRADED?
Yes. We had our IPO in Oct 2014 [NYSE:HUBS]
Usually, publicly traded companies can only share
detailed information with a select group of “insiders”.
This didn’t fit well with our culture. So…
48. Just because someone made a mistake years
ago doesn’t mean we need a policy or rule.
WE DON’T PENALIZE THE
MANY FOR THE MISTAKES
OF THE FEW.
We only protect against big stuff.
51. Social media policy.
Travel policy.
Sick day policy.
Buy a round of drinks at an event policy.
Work from home during a blizzard policy.
Our policy on all of these (and most other) things:
USE GOOD JUDGMENT.
52. customer > team > individual
Here’s the cheat sheet on good judgment:
53. team > individual
Don’t solve for your personal interests to
the detriment of the team.
We loathe selfishness and
love teamishness.
54. customer > company
When in doubt, favor solving for the
customers’ interest over our own.
Solving for customers’ interest
is in our long-term interest too.
55. The thing that matters most:
RESULTS
(i.e. are we making a positive impact?)
74. STANDS OUT BY BEING:
Remarkably helpful.
Remarkably resourceful.
Remarkably effective.
*h/t to Seth Godin
worthy of being remarked upon*
REMARK∙ABLE.
75. EFFECTIVE PEOPLE:
Are predisposed to action.
They just do things.
Have a sense of ownership.
Are resourceful and always
looking for leverage.
76. Open and honest with others
and with themselves.
TRANSPARENT.
77. WAIT. Aren’t some people just private?
This is not about sharing personal
information. (What happened in Vegas should stay in Vegas)
This is about sharing knowledge
generously.
79. Yes, “heart” is a bit cheesy.
We’re a bit cheesy sometimes.
HUMBLE
EMPATHETIC
ADAPTABLE
REMARKABLE
TRANSPARENT
We like people
with heart.
80. We don’t just
believe in these values,
WE BET ON THEM.
We recruit, reward and release
people based on these values.
81. EXAMPLE:
THE J.E.D.I. AWARD
Awarded to those that just quietly
and selflessly do the right thing and
move us forward.
(J.E.D.I. stands for “Just Effing Does It”)
82. Compromising on culture fit
is mortgaging the future.
It’s reasonable to want to hire for skills and
experience when the need is painfully acute.
It’s reasonable. But, it’s also wrong.
The interest rate on culture debt is crushingly high.
83. We’re a team, not a family.
We hire, develop and cut smartly
so we have stars in every position.
+1 We couldn’t have said it
better ourselves, so we didn’t.
84. WE HAVE A NO
ASSES RULE.
(Truth: We try hard not to hire
them. But, they temporarily
sneak in sometimes.)
85. Don’t just hire to delegate.
It’s tempting to bring people in that you can
push off work you don’t have time for.
Hire to elevate.
Bring people in that can teach us something.
Continually seek to raise our average.
92. THERE ARE TWO WAYS TO
PROGRESS AT HUBSPOT.
1. Gain mastery as an individual
contributor and make magic.
2. Provide spectacular support to
those who are doing #1.
Confession: We have a lot of first-time managers at
HubSpot. We’re working hard to develop them.
96. HubTalks: Learning From Leaders
Clay Christensen
“Innovator’s
Dilemma”
Eric Ries
“The Lean
Startup”
Patty McCord
Former Chief People
Officer, Netflix
Deval Patrick
Former Governor,
Massachusetts
These are private talks given at HubSpot.
97. Unlimited Free Books Program.
Request a book – it magically shows up
in your Amazon Kindle account.
No muss, no fuss.
No expense sheets.
98. Unlimited Free Meals Program.
Take someone smart out for a meal.
Learn something.
Expense it.
No approval needed.
Use good judgment.
99. But the most important thing
is to provide big challenges.
101. 6
We dare to be
different and
question the
status quo.
102. Why do we care so much
about being different?
103. Many companies start
out being exceptional.
As they grow, there is a
dark, powerful force that
pulls them towards the
average.If we regress to the mean, we
fail. It’s that simple.
108. To think different we
need to be different.
We cannot all be the same.
We want a diversity of
backgrounds and beliefs.
Confession: We want diversity,
but do not yet have it. Still work to
do.
109. One of the most important
ways we try to be different:
THINK SIMPLE.
113. WHY DOES COMPLEXITY CREEP IN?
It is often the quick, seductive answer
to short-term issues.
Fighting for simplicity
and looking to the long-term
takes courage and commitment.
114. You cannot add simplicity in.
You must take complexity out.
115. 1
Like software…
Organizations should be
Refactoring means to improve
internal structure without
changing external behavior.
frequently
refactored.
120. So it should be fulfilling and fun.
Work is a big part of life.
So work should also be
fulfilling and fun.
LIFE IS SHORT.
121. It’s important to take care of yourself.
Healthy @ HubSpot initiative:
• standing desks
• healthy snacks
• fitness room
• spontaneous laughter
LIFE IS SHORT.
122. Always be kind
and compassionate.
LIFE IS SHORT.
We encourage candor and
criticism. It helps us grow.
But remember,
123. And full of tough choices.
Always take the high road.
LIFE IS SHORT.
The view is better and
it’s much less crowded.
125. THE HUBSPOT CULTURE CODE
1. Mission and metrics.
2. Solve For The Customer.
3. Be transparent.
4. Take ownership.
5. People > Perks.
6. Dare to be different.
7. Life is short, make it matter.
127. Whether you were delighted
or displeased, all feedback
is appreciated:
@dharmesh (one of our founders)
reads every email.
128. THANK YOU.
Congrats for making it this far.
Visit CultureCode.com
to ask questions or
join the open discussion.
Yes, we’re hiring.
Click the logo.