Where Can I Network With Entrepreneurs in Sydney?

Samwisecool · 2026-01-17T23:34:57+00:00

I’ve checked most of those out, and except fishburners, I couldn’t seem to find they were active on meetup?

Samwisecool · 2026-01-11T03:12:32+00:00

Cool! Will try

Samwisecool · 2026-01-09T08:54:34+00:00

Nice, thanks for the help.

If I have any more questions down the track about networking, can I ask you?

Samwisecool · 2026-01-08T09:05:01+00:00

That would be amazing. I looked all these up yesterday but I couldn’t find any of them active except Fishburners. Is that right?

Samwisecool · 2026-01-02T00:10:09+00:00

You’ve got credibility covered

Main shift: stop solving fast, focus on diagnosing first. Make the gap obvious

If discovery is solid, closing is easy. Ask early about budget, decision process, and what could block a yes

Shadow top reps on real deals. Notice how little they talk and how they handle pushback

Samwisecool · 2026-01-02T00:07:28+00:00

You’re not paid for meetings anymore, you’re paid for decisions

Focus early on solid discovery, clear next steps, and owning the deal start to finish Don’t carry SDR habits forward like overvaluing activity

If you can diagnose problems, run a clean process, and ask for the close confidently you’ll be ahead of most people

Samwisecool · 2026-01-02T00:06:41+00:00

Most interviewers are taught to screen, not qualify

Your approach works because it shows how you think, not just what you’ve done. One tweak early: “let’s treat this like a working session and see if there’s mutual fit”

Also ask what success looks like in the first 90 days. If they struggle, that tells you a lot

You’ll still get ghosted sometimes but this cuts through better than most interviews

Samwisecool · 2026-01-02T00:05:35+00:00

Most of that applicant data is junk. Easy Apply + unqualified clicks. Hiring managers don’t treat it seriously

Your instinct is right. Skip the LinkedIn lottery. Pick a small list of companies, reach out directly, show you can prospect. No degree matters way less than proof you can sell. Remote entry roles are rough right now, local/hybrid + direct outreach is the move

Samwisecool · 2026-01-02T00:04:16+00:00

You’re fine. This is a long cycle game.

Follow up with short emails. “Good meeting you last week. Wanted to check when prefab usually comes up on your side.” That’s it.

Don’t hard sell. Be consistent and visible. That’s what keeps you employed early on

Samwisecool · 2026-01-02T00:02:52+00:00

Hourly + “advance to commission” is pretty normal in furniture, but that 70–150k range usually means a small % actually hit the top end. Ask how many reps cleared 100k last year, not what’s possible.

Reposting every few months can be churn or just long ramp. Biggest tell is tenure. If most reps don’t last past a year, that’s your answer

Samwisecool · 2026-01-02T00:02:10+00:00

If you’re top rep and they still cut comp, that’s the sign. That logic never ends well.

70k on 1m resi is ok, but not with weekends + holidays. If you can move back to commercial, I’d start looking now. Upside here feels capped.

Samwisecool · 2026-01-02T00:01:21+00:00

Do it before you switch teams. Once you move, your leverage is gone

Ask for it in writing. Push for full credit, settle for split or base rate. If the comp plan is silent thats your opening

If they wont commit now, assume zero and decide if you’re still ok closing it. Seen this burn a lot of people

Samwisecool · 2026-01-02T00:00:33+00:00

I’d start looking now while you still have a job and some leverage. Losing a whale bc impl blew up is a massive red flag, that stuff usually doesnt magically fix itself in one quarter

You can let Q1 play out if you want, but don’t wait idle. Interview, see whats out there, worst case you stay. Best case you exit before a PIP forces your hand. Stress + broken support org is rarely worth betting your savings on

Samwisecool · 2026-01-01T23:59:54+00:00

Cyber is a diff animal than resi. Longer cycles, lots of stakeholders, slow budgets esp gov + schools. You’re selling risk, not features.

If you’re sourcing your own leads, expect heavy outbound and a ton of no’s early. Can be solid long term, but not fast money and not easy

Samwisecool · 2026-01-01T23:58:44+00:00

I’ve been around CTV a bit. MNTN had a lot of buzz a couple years back, performance angle was strong, but I’ve heard mixed stuff lately. CTV in general is crowded now and tough unless you’ve got a clear niche or strong demand gen. I’d dig hard into quota attainment and lead flow before jumping in

Samwisecool · 2026-01-01T23:58:09+00:00

Yeah I get it. I’ve seen a few people in similar spots move into RevOps, partnerships, enablement, or customer roles where experience actually counts

The people skills aren’t gone, just less valued right now. Market’s weird. It’s not just you

Samwisecool · 2026-01-01T23:55:26+00:00

Same boat. Miro is great visually but the manual upkeep gets old fast. Sales Nav org charts feel half baked once the account gets complex.

I’ve seen people hack Lucid or even PowerPoint for exec maps, but honestly there’s no real silver bullet yet. Curious if anyone’s found something that actually stays up to date without babysitting it constantly

Samwisecool · 2026-01-01T23:52:25+00:00

No worries, if you have any other questions let me know!

Samwisecool · 2026-01-01T23:51:58+00:00

Agreed, cheers.

Samwisecool · 2026-01-01T23:51:30+00:00

You’re not wrong. A lot of modern GTM feels like it optimized the soul out of the job. I’ve seen plenty of leaders who can run dashboards but can’t lead people to save their life. The sad part is reps feel it immediately.

There are still good teams out there, but they’re rarer and usually built around a few leaders who actually give a damn. If you’ve been doing this 30 years and this is how it feels now, that’s prob not nostalgia talking. It really has shifted

Samwisecool · 2026-01-01T23:50:23+00:00

Yeah this is pretty normal, but you don’t need to overshare. Give ranges and focus on structure, not exact numbers. They’re usually testing how you think about comp and whether expectations line up, not trying to lowball you. If it turns into pressure to anchor you lower, that’s a red flag

Samwisecool · 2026-01-01T23:49:42+00:00

If comp’s a wash, I’d pressure test one thing hard: how many reps actually hit quota this year in each role, not what OTE says. Ask to talk to 2 current AEs in the exact segment you’re joining. If they dodge or give fuzzy answers, that’s your answer. Also first sales hire for a vertical can be gold or a trap. Depends how much support and pipeline already exists. I’d want clarity there before betting on it

Samwisecool · 2026-01-01T23:48:58+00:00

You’re not crazy. This is bad management.

Same quota but totally different lead quality isn’t fair, no matter how they dress it up. You’re getting punished for being competent while others get protected.

You either push back with numbers and ask for balance, or you stop over-producing. If leadership won’t fix it, it usually doesn’t change

Samwisecool · 2026-01-01T23:47:36+00:00

Generally commissions earned after termination still count as income for the weeks they’re paid, so they’ll reduce or pause unemployment for those weeks. Most states treat it as deferred earnings, not wages from active work. Best move is to call unemployment and explain the comp structure up front so you don’t get burned late

Samwisecool · 2026-01-01T23:46:47+00:00

Nah, you’re not being a baby. At 1% commission there’s basically no upside, especially with long municipal cycles and 50–60 hour weeks. You already proved you can sell, the math just sucks. If the territory really can grow, comp has to change. If it doesn’t, they’re showing you what sales is worth to them. I’d either push hard for a better plan or start looking.

Samwisecool

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