Insights

SaaS companies that are either a) scaling, or b) on track to achieve hypergrowth, should be aware of one very important factor: providing your employees with career development opportunities is vital.

Regardless of how big or small your team is, there should always be the space and opportunity for your employees to develop their careers and grow both personally and professionally.

Working in sales within any industry can be challenging - which for many, is a motivator in itself - but with the increasing number of scaling SaaS companies in the market, competition is high for GTM teams.

With numerous reasons why your GTM team members might be experiencing seller drag, team leaders and managers need to combat any problems proactively to ensure business success isn’t negatively affected.

In the current economic climate, SaaS companies are constantly on the lookout for top tier sales talent to join their go-to-market team, whilst also needing to keep an eye on spend. 

There isn’t a requirement for organisations to put a pause on all recruitment plans - but there’s one thing that SaaS companies need to prioritise if they are looking to achieve hypergrowth. Enter: employee retention.

All SaaS company owners and managers will have either a) already seen the problems the economy can cause and the impact it can have on their business, or b) be anticipating any potential issues on the horizon.

In a tough economic climate, SaaS business leaders want to do what they can to proactively avoid a decline in sales, and to do so, communication needs to be clear. 

The customer demand for software is consistently growing; in the last year alone, as of September 2022, there have been 377 new SaaS companies founded, with the cloud application market valued at $146.6B.

Understandably, startups and SMEs are now looking to scale their businesses to keep up with market growth. So, how should business leaders best approach scaling?