Forward Share Network
Building a Sales Motion From Scratch – Andre DeRussy
Get Matched in 48 Hours →Hiring a VP Sales before you have a repeatable sales motion is one of the most expensive mistakes a Series A company can make. A VP Sales is a scaler, not a builder – they need a defined ICP, a working outbound playbook, and a qualification framework to hand to their team. Andre DeRussy builds that motion before the search opens, so the first VP Sales hire has something to run with rather than something to figure out from scratch.
Why founder-led sales breaks at Series A – and what breaks first
Founder-led sales works until it doesn't, and when it breaks, it breaks fast. The founder knows the product, the ICP, and the pitch intuitively – but none of that knowledge is written down, systematized, or transferable. The first sales hire follows the founder around for two months, picks up half the intuition, and then tries to close deals with half a playbook. Win rates drop. The board blames the hire. The real problem is that the motion was never built – it was improvised by someone who already knew the answer and did not need the documentation. Building the motion means writing down everything the founder knows, turning it into a repeatable process, and then proving the process works with someone who is not the founder.
What a sales motion build engagement produces – and in what sequence
Andre structures a sales motion build in three phases. Phase one is ICP definition: reviewing the existing customer base, identifying the highest-value customer profiles by ACV, retention, and time-to-close, and producing a written ICP with firmographic, technographic, and behavioral criteria. Phase two is playbook construction: outbound sequences, discovery frameworks, objection-handling guides, and a qualification scorecard aligned to the ICP criteria. Phase three is process validation: Andre runs two to three weeks of prospecting and discovery calls alongside the existing team to test whether the playbook closes deals or reveals gaps that need iteration. The output of phase three is a validated motion, not a hypothetical one.
When the motion problem is actually a different problem
Not every company that can't close deals has a sales motion problem. Some have an ICP problem – they are selling to buyers who cannot actually get value from the product at its current development stage. Some have a positioning problem – the message that gets a first meeting cannot survive the first discovery call. Some have a pricing problem – the ACV is too low to support the sales cycle length the deal requires. Andre diagnoses before he builds. If the underlying problem is not the motion, he will say so and redirect toward the right engagement. The most expensive outcome of a sales motion build is a polished playbook handed to a company that was selling to the wrong buyer the whole time.
A STAR case from the Forward Share Ventures network
Situation: A Series A B2B SaaS company at $1.8M ARR, founder-led sales starting to break, first VP Sales search open but no defined ICP or repeatable motion. The founder was closing 70% of the deals he personally touched. The first two sales hires had combined close rates below 20%. Board wanted to hire a VP Sales in 60 days to fix the problem.
Result: Andre paused the VP Sales search by 45 days and ran a 6-week motion build. ICP audit revealed the founder was closing deals almost exclusively in one vertical that the sales team was not targeting. Playbook was rebuilt around that vertical with specific discovery questions, objection-handling for the two most common late-stage objections, and a qualification scorecard. When the VP Sales joined, they had a playbook to run. Combined close rate for the sales team rose from below 20% to 38% over the following quarter. ARR reached $3.1M within 9 months of the VP Sales hire.
Forward Share Ventures expert operators are selected from a verified STAR Portfolio™ of documented outcomes. Cases are shared with client permission.
"A VP Sales is a multiplier. If the underlying motion is wrong, they multiply a broken process faster and more expensively than a junior rep would. The sequence matters: build the motion, validate it, then hand it to someone who knows how to scale it. Not the other way around."
– Andre DeRussy, GTM Expert Operator, Forward Share Ventures
Frequently Asked Questions
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Submit a brief through the match form at Forward Share Network. The team reviews your situation, confirms the expert operator's availability, and arranges a 20-minute introductory call – typically within 48 hours of your submission. No commitment is required before the intro call.
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Three main structures: a structured advisory seat (one 60-minute session per month plus async availability), a scoped consulting project (30, 60, or 90 days with defined deliverables), or a strategic advisory retainer for ongoing functional partnership. The right format depends on your situation and timeline.
How much time does a typical engagement require?
Advisory engagements run roughly 2–3 hours per month per company, including the structured session and async exchanges. Scoped projects are more intensive for the duration – scope and time commitment are defined at kickoff. Most expert operators carry 2–4 active engagements simultaneously.
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What if my situation changes mid-engagement?
Engagements are structured with defined check-in milestones – typically at 30-day intervals. If your situation shifts, scope can be renegotiated at the next milestone. For scoped projects, the team can also configure a scope amendment before the halfway point if circumstances change materially.
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The honest breakdown — what separates a Forward Share expert operator from your other options.
| Criteria | FSV Expert Operator | Staffing Agency | Full-Time Hire |
|---|---|---|---|
| Time to deploy | 48 hours | 3–6 weeks | 3–6 months |
| Commitment | Cancel anytime | Contract-locked | 12+ months |
| Track record | STAR-verified outcomes | Resume-screened | References only |
| Cost model | Engagement-based, no fee | 20–30% placement fee | Base + equity + benefits |
| Quality | Top 5% — curated from 400+ | Available candidates | Best hire at this stage |
| Risk | Low — no long-term lock-in | Medium — fee non-refundable | High — mis-hire is 1.5–2× salary |
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