# Russell Mikowski

Russell Mikowski shares advice and hiring opportunities focused on SaaS revenue leadership, startup sales teams, and recruiting. Their posts also discuss how AI is changing go-to-market leadership and how job seekers can present their working style.

- Profile: https://b2binfluencer.marketing/creators/russell-mikowski/
- LinkedIn: https://www.linkedin.com/in/russell-mikowski
- LinkedIn followers: 8,985
- Topics: artificial-intelligence, leadership, sales, recruiting, go-to-market-strategy, b2b-saas
- Based on 14 dated posts, latest 2026-09-29

## Summary

Russell Mikowski is most useful for hiring and revenue leadership commentary and executive search examples.

- Best for: A recruiting technology or hiring assessment vendor seeking market-facing thought leadership.
- Not for: A cybersecurity vendor seeking a multi-post series or video and webinar campaign.
- Check first: Confirm recent LinkedIn audience analytics on geography, seniority, and industry before committing.

### Takeaways

- Russell says AI is adding work to senior revenue jobs, not taking it away.
- A CRO search seeks banking sales experience and building a US team from zero.
- A personality profile prompted hiring manager responses and communication style questions.

## Main ideas

- **Scale and past playbooks no longer qualify revenue leaders**: Mikowski argues that asking sales leadership candidates to repeat the playbook behind an earlier $20m-to-$100m ARR run no longer predicts success, because nothing about go-to-market is the same as it was ten, five, or even two years ago. The question "has this person done it before" is less relevant than whether they hire well, think quickly, and work harder than everyone else — because that is what it takes to keep up with how AI is changing SaaS go-to-market. The compressed version of the argument is that early-stage operating experience now reads as the stronger credential, and past headcount as a faded signal.
- **AI is adding work to senior revenue jobs, not taking it away**: The same playbook post draws a line between junior and senior work. AI may reduce the load for SDRs, account executives, and marketing managers, but Mikowski says it makes the job heavier for VPs of sales and marketing, CROs, and CMOs, because keeping up with the pace of AI-driven go-to-market is itself new work rather than saved work. The advice attached to that claim is transactional: remember it when negotiating your next comp plan.
- **A personality profile can do what a resume cannot**: Mikowski argues that resumes no longer tell the whole story: hiring managers are flooded, applicants compete with thousands of others, and many submit near-identical ChatGPT-written resumes. What breaks through, in the post, is a short visual summary of how someone works, leads, communicates, and collaborates — attached to the application alongside the resume. This is the one place in the posts here where a named product is recommended and the reader is given a specific action, which makes it the clearest example of how a commercial message appears in the writing: a personal story first, the product as the resolution.
- **Hire for the first role, and turn away near fits**: Mikowski's own recruiting post shows the screening criteria behind the argument about hiring signals: for a CRO role Mikowski looks for people who have sold platform solutions to banks or credit unions, have a first-hire mentality, can operate alone as the only US employee reporting to a headquarters in a distant time zone, tolerate early-stage pressure, and bring at least 15 years of sales leadership plus a network strong enough to build a go-to-market team. Mikowski explicitly refuses close fits and outside recruiters, and asks for a direct message with a resume. There is a tension worth noticing: the same person who says playbooks are dead still requires 15 years of experience, so the point is about mindset and pace rather than discarding a track record.
- **Short, direct-address posts, plus one foray beyond revenue leadership**: Each post names its audience up front or addresses it directly — job seekers, hiring managers, investors, CEOs, executive recruiters or sales leaders — usually with an instruction. The posts are short, taking the form of an opinion or a structured requirements list. One phishing-awareness prompt breaks from the hiring and revenue-leadership lane, showing an interactive style without suggesting a sustained interest in cybersecurity.

## Work to read

- [Why a personality profile can outperform a resume in a crowded job search](https://www.linkedin.com/posts/russell-mikowski_hrtech-assessments-jobsearch-activity-7358839924613160960-qxx7)
- [Why Russell says sales leadership playbooks are dead](https://www.linkedin.com/posts/russell-mikowski_ai-saas-leadership-activity-7383480696784338944-AQT3)
- [The CRO interview signal Russell says has flipped](https://www.linkedin.com/posts/russell-mikowski_cro-saas-startups-activity-7434640318454464512-3ksY)
- [A live CRO search: first US hire for a banking and finance platform](https://www.linkedin.com/posts/russell-mikowski_hiring-cro-fintech-activity-7426761310509510656-eqAA)
- [A cybersecurity prompt with the email missing](https://www.linkedin.com/posts/russell-mikowski_cybersecurity-saas-outbound-activity-7459687935584395264-iMuz)

## Brand relationships

- **SureCoach.ai** (owned_business)

## Partnerships

No sponsorship, advertising, or media-partnership formats appear in Russell Mikowski's posts: nothing on rates, deliverables, disclosure practice, or an official partnership inquiry route. The documented commercial activity is direct business work. One post describes an executive search run personally: recruiting a US-based Chief Revenue Officer to build North America for a funded Middle Eastern banking and finance platform. Mikowski states they are the recruiter, not an agency, and asks candidates to send a resume by direct message; recruiters should not apply. Another post promotes SureCoach.ai, described as a tool built to help job seekers attach a free five-minute PRISM personality assessment to applications. For paid placement or sponsored content, ask directly about terms, availability, and pricing.

## Alternatives

- Phong Trieu: Pick Phong Trieu when a campaign needs a full analytical argument about how hiring is changing, not a short reaction post. The reviewed work takes the form of structured essays: one asks whether the resume is becoming obsolete, then works through resumeless hiring with numbered pros and cons and a closing question for the audience; another maps how a prolonged U.S./Israel-Iran conflict would split hiring — which roles slow, which accelerate, and how candidate priorities and interview processes shift. The work suits a discussion document, webinar seed or debate prompt readers can answer, and buyers who value an even-handed case over a single-point opinion.
- Dennis Smith: Pick Dennis Smith when a buyer wants a veteran recruiter's first-person story for a job-seeker or local-employer audience. The posts draw on personal history — sending a resume to a newspaper classified at AT&T Wireless in Dallas, and a 29-year recruiting career that has just moved in-house as HR manager at a regional community behavioral-health provider. They champion the same prepared, human, authentic approach that recruitment technology sells against. That fits an employer-brand, workforce-development or mission-driven hiring campaign, especially one aimed at a region or sector rather than SaaS buyers.
- Daryn Edelman: Pick Daryn Edelman when the deliverable is interview preparation that job seekers can save and reuse. The post offers a question bank grouped by whom the candidate is asking — recruiter, role, team, manager, company vision — in a saveable checklist, alongside a message that candidates should assess the employer too. That suits a campaign seeking immediate candidate action, such as a downloadable prep sheet or job-seeker challenge.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/