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Nick
Flynn
Global Chief Revenue Officer
SS&C Technologies
Nick Flynn is a seasoned revenue leader and go-to-market strategist with over two decades of experience driving growth across high-performing SaaS, AI, and mar-tech organizations. Currently, Nick serves as Chief Revenue Officer of the Automation and Intelligence division at SS&C, where he leads global go-to-market efforts including sales, partnerships, customer success, professional services, solutions engineering, and enablement. His team is at the forefront of SS&C’s Agentic AI and AI Governance strategy—pioneering intelligent business process orchestration across industries. Prior to SS&C, Nick was Managing Director, Americas at Diligent, the market leader in governance, risk, and compliance (GRC). He oversaw new business, expansion sales, customer success, implementation, and regional marketing—holding full P&L ownership. Earlier, as SVP of Global Customer Success, he led both retention and expansion sales. Nick also served as Chief Revenue Officer at Rokt, a leading mar-tech platform for e-commerce personalization, where he scaled the business to a $150M run rate by 2019 through strategic leadership of sales and Account Management. At Shutterstock (NYSE: SSTK), Nick built and scaled the global enterprise and SMB sales organization from the ground up—growing the team to 200+ and driving over $200M in annual revenue across offices in the US, UK, Germany, and Singapore.
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12 March 2024 09:30 - 10:15
Panel discussion: Modern hiring and retention that scales
Revenue outcomes start with talent you can trust. This session gives CROs a repeatable system to raise the hiring bar and keep top performers across startup to enterprise contexts. Learn to define role outcomes and competencies, run structured interviews with simulations, and use data to avoid mis-hires. Build retention into the operating model: compelling value prop, clear paths, manager coaching habits, focused comp, and onboarding that shortens ramp and cuts regretted attrition. Leave with benchmarks, templates, and a 90-day plan to upgrade team quality and stability - despite tight markets and rising targets. Takeaways - Implement a competency-based hiring system with scorecards, structured interviews, and simulations. - Cut ramp and early attrition via a 30/60/90 onboarding plan and weekly manager coaching. - Stand up a retention model: early-warning signals, clear career paths, and behavior-aligned comp.