Show Notes
Nate breaks down why promoting your strongest SE into a first-line seat with no readiness path is an unbudgeted risk, not a reward. Ava pushes back from a 12-person scale-up where a title is the only retention lever she's got.
More from Leading PreSales | The Solution Engineering Leadership Show
Nate reads a Head of SE posting that makes the new leader responsible for training, tools and feedback — then funds it with €1,000 a year, less than the same company gives people for donating to open-source projects. He and Ava dig into why that gap is read as a culture signal, and what to do before pay transparency makes every line comparable.
Nate breaks down a second-line Head of Solution Engineering ad that quietly bundles five go-to-market motions, post-sales and partner building into one job. He and Ava work out how to scope-test a mandate like that — as the candidate and as the hiring manager.
Nate tears apart a publicly posted Head of Solution Engineering ad from a fast-growing automation vendor — two things it does brilliantly, two it gets badly wrong. Ava pushes back on publishing comp bands and on asking candidates to sign up for a number before they know the territory.
Ava's strongest SE left after eighteen months from a team she loved, because the path to leading anything was never made concrete. Nate and Ava dig into why silence about timelines costs you your best people, and what an honest version of that conversation sounds like.
Ava almost passed on her best hire because a scripted demo in his second language buried him. She and Nate work out how to separate fundable gaps from structural ones \u2014 and how to attach a remedy, a budget, an owner and a date before day one.