Collectly Company Culture & Values

What recent decision best reflected your values — and what changed as a result?

I completely reimagined our onboarding approach, shifting from an information-dump model to a learner-focused experience built on confidence and foundation-building. I asked myself: What actually makes a salesperson successful, and how do I learn best?

The answer was an experience that feels encouraging, where you accomplish something meaningful every day and feel proud to show what you’ve learned. So, I built that. We now use diverse delivery methods — multimedia content, varied formats — to connect with people however they learn best. We introduced AI practice sessions so new hires can experiment and try new approaches in a non-threatening environment without fear of judgment. We use milestone checkpoints to verify knowledge and give people the space to truly absorb what they’re learning.

The result? We cut our onboarding timeline in half while producing more confident, better-prepared salespeople. Creating that safe space to practice and grow turned out to be far more efficient than overwhelming people with information.

What collaboration habit keeps work moving — and how do you measure it?

I proactively meet with my customers — sales managers and representatives — with one purpose: giving them space to speak freely about what’s working and what isn’t. Everyone knows they can bring an idea, and I’ll work with them to make it real. When we implement someone’s suggestion, I celebrate that innovation publicly by highlighting the employee who brought it forward. I maintain a Slack canvas with all enablement projects for full transparency, and I’m always available for urgent requests because they happen, and ultimately, winning the deal is what matters most.

This approach gives the team a sense that they have a wingman at their side. That confidence comes from transparency, openness and my willingness to jump in, combined with my experience as both a salesperson and coach. The measure is qualitative but real: When people trust that you’ll listen and act, collaboration becomes instinctive rather than forced.

How do you recognize impact fairly — and what’s the return on investment?

Recognition should be a part of our DNA — happening constantly, even if it’s a simple “Thank you” or “I appreciate you.” Those small moments matter. But when someone leans into the mission beyond their core responsibilities and propels us forward, that deserves broader visibility. We recognize those contributions publicly to the whole company, whether through announcements or during our all-hands calls, where we highlight and celebrate employee accomplishments.

The return is a culture where people feel seen and valued, which drives discretionary effort. When employees know that going above and beyond will be noticed and celebrated, they’re more likely to bring that energy consistently. Recognition isn’t just about the individual being honored; it signals to everyone what we value and inspires others to contribute at that level, too.