Every sales leader wants more top of funnel, and they almost always mean deals. The funnel that decides next year’s number is full of candidates, and most frontline managers don’t have one. Colum Lundt uses the Patriots’ trait-based scouting and David Skok’s recruiting funnel to show why managers should prospect for talent the way reps prospect for deals. He covers what a real behavioral interview sounds like and the one question to ask your managers before the next pipeline review.

A BDR’s manager took six weeks of paternity leave. Nobody ran the one-on-ones, nobody ran a pipeline review, and the team hit their number anyway. Most leaders read that as evidence the manager is optional. It measures something narrower and far more useful. Colum Lundt breaks down what six weeks of clean numbers actually proves about a manager’s coaching, why the manager lost credibility the week he returned, and the three questions to ask before you post about coaching again.

We promote successful sales reps into management and assume they know how to coach, develop people, and run effective one-on-ones. Many were never taught. That creates a problem that compounds from one generation of sales managers to the next.

Reps want clarity, coaching, and career development. Too many managers give them pipeline updates instead. …
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Frontline sales managers are the highest-leverage variable in sales performance, but most organizations still manage them with weak visibility, inconsistent coaching habits, and too much reliance on deal-by-deal triage. This article makes the case for treating manager effectiveness as a measurable operating system, not a soft skill left to chance.

Most sales managers recruit only when someone quits. By then, the damage is already done. Empty benches create missed quotas, rushed hiring, weak onboarding, and declining team performance. The best sales leaders build recruiting pipelines the same way elite reps build sales pipeline; consistently, proactively, and long before urgency hits. This article explores the direct connection between recruiting, retention, and revenue, and why top-performing sales organizations treat talent acquisition as a frontline management discipline, not an HR event.

Most sales teams are drowning in data but still missing the diagnosis. Pipeline gaps, stalled deals, and repeated objections are not the problem; they are symptoms. The real issue sits upstream in rep behavior and manager visibility.

Most sales leaders chase pipeline by pushing for more activity; the real lever sits with frontline managers. When managers consistently run structured 1:1s, focus on behavior instead of deals, and hold reps accountable week over week, pipeline growth follows. The data is clear; teams with disciplined manager execution dramatically outperform those without it.

In 2026, with 35% of enterprises reporting they have already replaced at least one SaaS tool with a custom-built solution. This article breaks down the psychology behind the “we can build that” mindset, exposes the hidden costs of ownership, maintenance, and delayed revenue, and equips CROs with the questions their teams need to guide smarter build vs buy decisions. It also challenges revenue leaders to ask a harder question: are your salespeople prepared to handle this conversation in every deal?