# Stuart Selbst

Stuart Selbst is a Customer Success and technology professional who writes on LinkedIn about customer retention, account growth, IT, and the value of listening and building trust.

- Profile: https://b2binfluencer.marketing/creators/stuart-selbst/
- LinkedIn: https://www.linkedin.com/in/stuartselbst
- LinkedIn followers: 3,924
- Topics: leadership, sales, customer-success, customer-retention, candidate-experience
- Based on 13 dated posts, latest 2026-10-09

## Summary

Stuart Selbst is most useful for practical LinkedIn posts on customer retention, trust, and account growth.

- Best for: A mid-market customer success platform planning a LinkedIn thought-leadership series on retention and NRR.
- Not for: An enterprise cybersecurity vendor seeking high reach, guaranteed impressions, and deep technical proof.
- Check first: Confirm availability because they are in an active job search, and ask for post analytics.

### Takeaways

- Selbst calls NRR a scoreboard; real work is earning trust and bringing value.
- Ask what went wrong and listen; do not mistake a green health score for success.
- Good selling starts with attention and ends when there is no fit.

## Main ideas

- **Earn the right to grow an account**: Selbst’s “Keep Them, Feed Them, Grow Them” framework puts retention and ongoing customer value before expansion. They argue that growth should follow from helping a customer achieve more, not from looking for another product to sell. Net revenue retention is the result to measure; relationship work produces it.
- **Listen to customers instead of relying on signals alone**: Selbst argues that dashboards and customer-success platforms can help but cannot replace direct conversation and attention to changes in a customer’s business. Listening, doing what was promised, and acting when something goes wrong are central to their account of trust.
- **Good selling starts with attention and ends when there is no fit**: Selbst contrasts generic, persistent outreach with a conversation shaped by what the other person says. They value a seller who is direct about price, answers questions, listens to objections, and does not push when the offer is not right. A respectful interaction can earn credibility even without a sale.
- **Treat candidates with the communication you would want in a customer relationship**: Selbst applies their relationship-first thinking to recruiting. Candidates may not receive an offer, but employers should close the loop and give a clear update after an interview. How candidates are treated shapes their impression of the company.
- **Prioritize useful work over a fixed job title**: In posts about their own search, Selbst says they are looking for meaningful problems and the right team rather than a particular title. Their stated interests broaden from senior customer success and strategic account roles to include IT operations, service delivery, technical account management, and technology leadership.

## Work to read

- [Thursday Thinking: NRR as Selbst's Customer Success superpower](https://www.linkedin.com/posts/stuartselbst_thursday-thinking-its-october-1-welcome-activity-7511443612711256064-VIwf)
- [Monday Morning QB: the LinkedIn sales pitch that actually worked](https://www.linkedin.com/posts/stuartselbst_monday-morning-qb-this-is-not-a-job-search-activity-7512893279848378368-oBuj)
- [Follow-Up Friday: what a recruiter owes a candidate](https://www.linkedin.com/posts/stuartselbst_follow-up-friday-a-recruiter-can-make-activity-7511806103874191360-5_Pi)
- [The open ask: what Selbst has done and what they want next](https://www.linkedin.com/posts/stuartselbst_opentowork-activity-7513255553691762688-H1M4)
- [Broadening the search back into IT](https://www.linkedin.com/posts/stuartselbst_opentowork-informationtechnology-customersuccess-activity-7514323895680876545-R3O2)

## Brand relationships

- **StuTech** (owned_business)

## Partnerships

Stuart Selbst's five LinkedIn posts contain no sponsored placements, disclosed brand collaborations, affiliate arrangements, or mention of a media kit, rate card, or partnership contact. They describe being pitched a $6,000 marketing offer and evaluating it as a buyer, and describe StuTech as their own technology venture rather than a channel that sells placements. No official partnership inquiry route appears in the posts, so inquiryUrl is left null and no link is shown. A SaaS company considering Stuart for thought leadership should ask them directly about sponsorship formats and commercial terms before planning a campaign.

## Alternatives

- Vicki Flesher: Flesher is a better choice when the campaign addresses employee retention as a hiring challenge—for example, a customer success platform selling to HR leaders, or a campaign about building and keeping a CS team rather than retaining customers. The posts offer a structured diagnostic for why organizations struggle to attract and keep people: reviewing exit-interview patterns, checking onboarding and culture fit, fixing job postings and screening criteria, and sorting candidates into yes, maybe, and no buckets. That’s directly useful for a talent-acquisition or HR-operations audience.
- Mehul Jain: Jain is a better choice for campaigns about recruiting technology, niche hiring, or AI in the hiring stack—for example, a recruiting-tech brand, or a CS platform discussing how to hire hard-to-find CS talent. The posts offer concrete sourcing tactics for niche roles: re-searching the old candidate database, looking for adjacent experience instead of exact keywords, mapping the companies where a skill exists, and reaching out to passive candidates directly. They also track the shift toward AI recruiting agents, naming specific raises and product evolution.
- Michaela Daly FCCA: Daly is a better choice when the campaign targets job seekers, finance professionals, or people preparing for interviews—for example, a career-services brand, or a CS platform running a candidate-focused series. The posts offer practical interview and profile advice: understanding the role beyond the job description, preparing examples you can discuss naturally, making your own contribution clear, and using questions to learn what the role really needs. A separate post walks through LinkedIn headline, about section, experience, and skills changes that help recruiters find you.

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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/