April 29, 2025 • 26 mins
Welcome to HeadHunters NW Podcast! I'm Shaylene Keiner, an executive recruiter with a passion for the global defense, small arms and shooting sectors. Join me as I sit down with top executives and industry leaders to dive deep into the world of global manufacturing, service companies, non-profits and more. Together, we explore the latest trends, innovations, and the inspiring stories behind the people who drive this dynamic industry forward. Whether you're a seasoned pro or just curious about what makes this world tick, you're in for engaging conversations that go beyond the surface. Let's uncover the fascinating stories and insights that shape the global defense, small arms and shooting sectors. Subscribe now and become a part of our community!
Join us on this episode of Headhunters NW Podcast as Shaylene chats with Nick Nielsen from ZenCentiv. We discuss the revolutionary no-code sales compensation platform from ZenCentiv that streamlines calculations, increases visibility for commission payouts, and simplifies plan implementation. Learn about the challenges faced by organizations in managing sales commissions and how ZenCentiv's solution benefits HR, payroll, sales leaders, and executives. Discover Nick's journey, his experience in the startup ecosystem, and gain insights into networking, mentoring, and using AI tools effectively.
Websites: https://ZenCentiv.com
Contact: nick@zencentiv.com
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Welcome to the Headhunters NW Podcast.
This is really fun.
This is a, somethingthat I have never done.
Nick who is going to be ourguest here, Nick, is it Nielsen?
Yeah, it is.
You nailed, you nailed it actually.
Okay.
Nick and I met very recently at the HumanX Conference that some of you who know
(00:21):
me might be aware of, or if you followus on social media, you've seen my posts.
It's an AI conference and Nick and I metthere, which is so cool because I don't
know how our paths would've crossed.
But poor Nick, I, I probably scared youto death when I said, what do you do?
And he says, well, I'm with this company.
Here's what we do.
(00:41):
And I said, oh my gosh,I need to talk to you.
My customers really needto know about this service.
And I think probably.
You know, thank goodness you weren'tput off in your salesman and you
or your can deal with it, but
not at all.
I, I, after we talked at lunchabout the product which we're gonna
get into, I asked Nick if he wouldconsider doing a podcast because I
(01:05):
think our listeners and our viewerswould love to hear about this tool.
Yeah, absolutely.
No, it was a pleasure chattingwith you and I, you know, you
know, the way you came up to meat the if we did a round table or
like a conversation, it was great.
It was a great conversation and Iappreciate you showing interest.
So it's always reallyexciting to kind of chat.
Well, it's a great chat about
these types of things.
(01:25):
Well, my, my customers who are in themanufacturing industry, they're mm-hmm.
Service companies and they'redistributors, but by and
large manufacturing, andthey have small and large.
There a lot of variety intheir sales teams, and this
is what was so interesting.
(01:46):
So this podcast is gonnabe helpful too, I think.
HR, payroll, yeah.
Sales leaders that are alltrying to figure out how do
we manage the compensation?
We've got people internationally,we've got internal sales.
We've got sales reps. Yeah.
And this.
This is somewhat, and that's the limit toknow about what I know about your product.
(02:07):
So why don't you take it from here andtell us the name of the company and
tell us what you do for your company,and then maybe you can tell us a
little bit about what this amazingservice is 'cause it is that cool.
A hundred percent.
So the company's called ZenCentivwe've been around for about two
or and a half, three years now.
The founders and the Met founding membersof the team actually kind of built it,
(02:31):
spent a lot of time building a robustcalculation engine or a lot of our
product that kind of fits on it today.
And so I've only been there for thelast six or seven months and hired as a,
you know, the, the lead sales person tokind of drive our go-to-market strategy.
And so basically what we do is we'rea, you know, a powerful no-code
sales compensation platform that,that's tailored for both mid-market
(02:54):
and enterprise level organizations.
And then kind of the three areas offocus that I'll, I'll mention 'cause
I think it's relevant when we talkabout our product, is I think the first
is that we streamline calculationsso that a lot of organizations who
might be using Excel spreadsheets.
Essentially don't have to do that anymore.
The second piece is actually weincrease visibility for commission
(03:15):
payouts for like reps or thirdparties and the executive team who
are looking for high level insights.
That is such a big aaspect or value value.
Yeah.
And then the last piece as well iswe allow plan designers to easily
implement these commission plans.
So when you think, when, you know,Shaylene, you mentioned HR or maybe
(03:35):
like rev ops, even the office ofthe CFO, when they go through the
process of like implementing Newyear commission plans, it can be very
difficult and very complex and we canget into that, you know, as it relates
to like the manufacturing industry.
But we try and make that very simple.
So we do a lot of different things,but those are like the big three
that I, that I kind of tell a lot ofour, our customers and our prospects.
(03:58):
Yeah.
And I, you know, I didn't reallythink about that when I said,
who would be interested in this?
Really?
I think now I wanna modify it.
I think it would be the executives,because they're the ones who are
gonna gain the value of the insight.
Mm-hmm.
Really?
The CROs, the CEOs, the CFOs.
Yes.
They all need to know these numbersand be able to drill down and Yeah.
(04:18):
A spreadsheet.
While I live and die by spreadsheets.
That is not, that is not gonna workvery well for what you're trying to get.
And I bet inside there you cansearch and change all that criteria.
A hundred percent.
I mean, we have, and it's,it's interesting and, you
know, happy to chat about this.
The one thing that I've started tolearn as like working with ZenCentiv
(04:39):
is that there's so many differentaspects or like personas or like.
Proof points that peoplekind of are involved in.
So like you mentioned, it's the CFO,it's the CEO, it's the rev ops team.
It's obviously the whole salesorg, and then the HR team as well.
So there's a lot of different people whoplay different roles when you kind of
(04:59):
talk about commissions and that, honestly,that's the biggest thing I think I've
learned thus far is that, you know, youthink like, oh, implement it, you know,
set a commission plan, implement it.
It's a little more complexthan that, given like the
stakeholders that are involved in.
In that whole process.
It's very complex and I onlyonly know it from the job offer.
(05:22):
Yeah.
You know, here, you know, from arecruiting perspective, you're putting
forth these different candidatesand let's say you decide you wanna
hire one, you're the hiring manager.
Now you've gotta put togetherthis offer letter and everyone's
scrambling then to see does it matchup with what we have already going?
Right.
You know, this is soundslike such a great tool from.
(05:44):
From offer letter to even, youknow, termination because it's all
right there and you have consistencyand you're able to get the data.
And the nice thing is thatwe can help with that too.
I mean, you can imagine or like usinga very specific use case, but like.
The CRO or the VP of sales needs tosend out all these different comp plans.
It could be to inside sales reps,outside sales reps, third parties.
(06:08):
You know, it doesn't matter,but like having to do that whole
process through DocuSign orsomething like that seems insane.
We're as opposed to, we can just sendit all within our system instead.
Yeah.
Wow, that's amazing.
Yeah.
Now when you, you guysare really a startup.
I mean, so you're, you just told methat right before we got on camera,
(06:29):
you guys have, are in the processof hiring a couple more people, so
obviously it's going really well.
Mm-hmm.
And really it sounds like what hasn't hadno one's had time to do yet is marketing.
So this is a.
It is.
I like one of the reasons I think,and I thank you again for having
me, you know, just here and chat.
(06:50):
One of the reasons I think it's justimportant to do these types of things
is to kind of tell people that we exist.
Mm-hmm.
We're trying to increase our,our presence on LinkedIn.
We have.
Obviously a website, but attendingconferences has been a kind of big focus.
Obviously, you know, IE humanaccess meeting at Human X yeah.
But getting out there and could justkind of saying, you know, here's how
(07:10):
we do things, here's why we're doingthem, and, and why we think we're better
than some of the others in the market.
Now we're only a few minutes intothis and it occurs to me, why don't
you tell people what the websiteis while they're listening to this.
If they want to look up the website,you know, while we're talking
about this, we will post a link.
So if you're listening tothis and you can't write it
(07:34):
down right now, don't worry.
We'll have the link posted on ourYouTube channel and then all of the
social media posts, and it's alsogonna be posted on our website.
At the base of this podcast,so while people are listening,
what is the website address?
Yeah, it's ZenCentiv.com, but it's withoutthe E, so it's Z-E-N-C-E-N-T-I-V.com.
(07:59):
Great.
Yeah.
I found it very easy to remember,but I might have forgotten about
the E till I got the wrong thing.
I, yeah, I totally get it.
Sometimes it throwspeople off too, but yeah.
And
if people want to find you because theysay, Hey, I need some more information.
Yeah.
And I wanna know more about this product.
They can reach out to you on LinkedIn.
Right.
Yeah, on LinkedIn or my, my emailis nick@zencentiv.com as well, too.
(08:23):
Pretty straightforward.
I'm usually pretty active on LinkedIntoo, so I, you know, in this day and
age, I feel like everyone's inundatedwith all these different messages.
Even now, I'll still respond to peoplewho are like, oh, you know, I'm looking,
I'm pitching my company or something.
I'll usually be super helpful inlike trying to direct them in the
right you know, right direction.
(08:43):
So, yeah.
Anyway, long story short, super, super.
That's kind of who
you are though, because you're,you're right there in Las Vegas.
Yeah, we all know there's lots ofmoney that floats around in Las Vegas.
Yeah.
Yes.
And so you kind of got hooked up withthis group early through your interest
in investing and your investor contacts,and that's kind of one of the things
(09:07):
you're doing personally is growing.
You like to grow your network.
With investors and learn about thatworld and I think human X, how could
you have gone to another place thatI would've been better for that?
Yeah, growing up and livingin Las Vegas has a lot of.
You know, benefits, I think thecommunity for one has grown.
(09:28):
There's more than 3million people here now.
But as you mentioned, I think me wantingto get involved in like the startup
ecosystem and just trying to discover whatthe startup ecosystem is like in Vegas.
And that's honestly how Iwas introduced to ZenCentiv.
So the group called startup and Vis the main backer for ZenCentiv.
(09:48):
And I've been around with, you know, just.
Participating as advisorfounder, investor, what, you
know, you, you, you name it.
I've been involved in just working withthem, and that's, that's ultimately
how I got introduced to the CEOand the founding team at ZenCentiv.
So if someone says, man, I wanna be Nick.
I've always wanted to do that, butI don't know how to get started.
(10:11):
Yeah, because I think about that too.
Like you came on board to the startup.
Mm-hmm.
What?
Mm-hmm.
What, what does someone need to knowwhen you're going to work at a startup?
What, what does that day really look like?
Because it's not the same asworking for a large company.
That's a great question too.
I think a lot of it, and it obviouslydepends on the startup, but I, you know,
(10:31):
speaking from my experience, like I'veworked with very early stage companies
and like very early stage founders.
So I think a lot of, from likea day-to-day basis, a lot of
it is can be very chaotic.
Yeah.
But you have to kind of structureyour day and where it has meaning.
So even though my days may not look thesame, I. I'll wake up, I'll do the same
(10:52):
routine, I'll, you know, work out andthen, you know, go through my meetings
and then have deep work in the afternoons.
So a lot, and that's honestly a lot ofhow my day's structured for a lot of my,
this role and, and my roles in the past.
So you know, that's,
you've gotta be reallyself-motivated, like, yes.
Don't you think for any startup,especially early stage, you have
(11:17):
to be willing to get out there.
Don't be afraid, just go for it.
Yeah, absolutely.
And the good news is Ithink there's a lot of.
A lot of people who kindof have that mentality.
Mm-hmm.
And you know, those who really thrivein that, others who don't go work for,
as you mentioned, like bigger companies.
(11:37):
Yeah.
How do you, when you're working onyour own and you're, I know that you
guys are in different locations, right?
You don't have a centraloffice physically.
Yeah.
You guys all live different places.
Yeah.
How do you get.
Mentoring.
How do you learn to getto those next levels?
What, what do you do as aprofessional that's looking for these
(12:01):
startups that have no structure?
How do you grow your career that way?
Yeah, and it's, it's really tough and,you know, there's a, a whole cohort of.
You know, younger professionalswho actually have not had that
because of Covid and kind ofthe remote work environment.
But I, I think, like if I wereto give advice is you have to
network the heck out of it.
(12:22):
Work with, and, you know, if youwent to university, make, you know,
back channel with a different alumni.
But for me personally, I, you know,through my first job, one of my first
jobs coming outta school I was luckyenough that the CEO had a, a friend who
is a really good salesperson and he's amentor that I've had for like the last
(12:43):
three or four years just to someone whocan kind of teach you what you know, what
sales looks like, what good practiceslook like, and then at the end of the
day, even more so is just to kindalike bounce ideas off of of him I think
has been super helpful for me as well.
Well, I have personally found your.
Ability to communicate and your, yourwillingness to, and obviously you
(13:08):
make a great effort to reply back.
I try in a timely fashion.
We're all super busy, right?
But I think that's one of thecomplaints that I. I've heard from
people that are, are older, my age.
They're older.
Mm-hmm.
Yeah.
And I think when you're talking aboutfolks that have, are young in their career
and you've had covid not their fault.
(13:30):
Yeah.
How do you learn all of that?
You know, what is appropriate, whatis, and, and if you don't have a
mentor, you've gotta go seek one out.
But I think those are reallygood examples because I, yeah.
I was very impressed.
You got back to me.
I think you had to wait on mea couple times as you tried
to schedule this thing out.
No.
Yeah, and so apologies about that.
(13:51):
But yeah, I mean, I, Ithink that's it essentially.
Part of it is kind of likethe startup game as well too.
Yeah.
You kinda have to be hungry.
How are you finding, you're,you're doing a really great job of
responding back and communication.
Oh yeah.
But how, how does someone else learn that?
And I guess one of my questionswas of you that I just thought of.
(14:13):
What kind of social tools do you use?
Meaning you said that you do use LinkedIn,but what other social networks do you use?
Maybe that I am not aware of or thatother people would find helpful?
Gosh, that's actuallya really good question.
I think, I mean, a lot of youngpeople use like Twitter X and,
and Instagram and whatnot.
(14:34):
Mm-hmm.
I wouldn't, this is very not.
Professional.
Like it's, it's like, you know, I tryto keep a professional image on that.
Where do you use, what do youuse for professional stuff?
LinkedIn, a hundred percent of the time.
LinkedIn.
Okay.
Yeah.
X has not
replaced the LinkedIn then?
No, it definitely, definitely hasn't.
I think it, and, and to be honest, likeI'm not super active on, on Instagram
(14:55):
and, and, and Twitter and X I just.
You know, scroll through it to catchup with my friends and whatnot.
But I, I think professionally,if I were to give advice to
kind of, you know, people
Yeah.
Who are either coming outta schoolor coming outta college, building
a presence on LinkedIn, I thinkdoes, you wonders later down
the line, I didn't even pay you for that.
That's like a recruiter's dream.
(15:18):
No kidding.
I
didn't even say anything aboutYes, tell them to do that.
I do find LinkedIn is my mostpowerful tool, but I do use
other social media channels.
Really, and I am now actuallyinterested, I probably brought it up
because I guess yesterday and the daybefore, I've been working on my own X.
Channel I kind of, I had one yearsago and just let it sit and I'm
(15:42):
like, I can't manage one more thing.
Yeah.
But
I am finding that to be amuch more active platform for
executives that I wanna reach.
Sure.
And so I am working on that.
You know, it's always like anythingelse when you first start, you
think, oh great, now I havenothing on there, you know, but.
A hundred percent.
It
changes so fast.
(16:02):
And I'm sure young people feelthe same way when they're first
creating their LinkedIn as well too.
Yeah, it's the it's the same thing.
Yeah.
But I think consistency breeds,you know, success in, in the,
on those types of platforms.
So I think as long as you'reconsistently either engaging or
posting or what have you, I thinkthat's the best way for a lot of.
(16:23):
A lot of people to continue.
That's a really
good point, Nick.
I'm doing a recruitment, kind ofa non-traditional recruitment.
I was working on it before we jumped onthis recording, and it's a very junior
position that I wouldn't normally workon, but these people need my help.
So no one call me for any more of these,but what I'm finding is that these
(16:44):
candidates that are college graduatesare soon to be college graduates.
You know, they have.
20 connections or 50 connections.
And what do I have?
Thousands, you know?
Right.
And it's because they'rejust getting started.
Yeah.
So don't get discouraged.
Yeah, absolutely.
I think that
was really good point you saidthat I would not have even
thought to brought up, bring up.
(17:04):
Yeah.
Don't get discouraged if you'rejust getting started in that.
It is a good tool andit will build over time.
No, I totally agree.
And I think that's like with anythingthat honestly, that you do is either
skillset, social media, you know?
Yeah.
It just, it takes time.
And I think as a young workingprofessional, that's the,
(17:25):
that's one of the, the toughpills that you have to swallow.
A lot of this just, just just takes time.
So
yeah.
Just a little bite every day.
Yes.
So with
mm-hmm.
It's such an amazing tool.
I'm really excited for people to get intouch with you and learn more about it.
Yeah.
Who
do you talk to?
Do you think in an organization whenyou know you have this tool that
(17:48):
can help all these different areas?
Yeah.
Is your contact the CEO or isyour contact the Rev ops person,
or is it the HR department?
I mean, it could be any of those.
Right.
It, it, it definitely could.
So the one thing that we were talkingabout earlier is like the different
stakeholders in this commissionsprocess, but there are, there are
(18:08):
very specific people that we target,and I'll explain this, but like,
it's sometimes very difficult.
So what we usually target is becauseis the commissions managers or Okay.
Sometimes it's the finance office.
Yeah.
Essentially what we're tryingto understand is like, who
actually owns the function
(18:29):
owns the, the, the real pain or thepeople who are actually going in and
calculation calculating the commissions.
So what I was trying to say isthat it could vary depending
on the size of the company.
Usually who we like to target are likecommissions, managers, or sometimes
there they might be fp and a people.
So the office of the CFO isusually kind of the people who.
(18:52):
Manage that function.
So like I said before, there areso many different stakeholders, but
we try to kind of find a wedge forlike the finance piece specifically
because we think those are the peoplewho are really understand that pain.
I think that's brilliant.
Those were my kind of people.
That's how I started my careerwas accounting and finance.
(19:13):
Recruiting,
exactly.
Are my people, my, my previousrole was also a sales person, but
we were, I was selling basicallyaccounting and finance services.
So one of the things that, that wasone nice of moving from my previous
role to this one is that I'm kindof selling to the same persona.
Yeah.
For a lot of the thingsthat I, you know, that.
The pain points still resonatewith me to the same extent.
(19:35):
So,
okay.
So all, all the people that listento this that have CFOs or no CFOs,
you Yeah, this is a great tool.
It I can see it paying for itself.
It is really a great tool.
Yeah.
So I, as we kind of wrap it up, I'mkind of interested to know if there were
any tools that you gathered or learnedabout at Human X that you have used?
(19:59):
Since
we
left.
That's a great question.
I didn't even prep you for that.
Nah, no kidding.
Sorry, I really threw youto the wolves on this.
That's okay.
I'm actually, I'm gonna, I'm gonna, I'mgonna tell a tool, but I don't think I,
I learned about this at Human X. It'sbland AI and it does AI cold calling.
(20:20):
Really?
It's, yeah, it's, I was prettyskeptical to begin with, like if
AI cold calling would even work.
We've only started I think likethe last two or three weeks,
so it's still pretty fresh.
But I am surprised how manypeople have conversations with ai.
So that was one of the tools thatwe've implemented recently that I'm
Wow.
(20:41):
I know it's pretty, pretty amazingstill TBD on the type of results.
So
yeah.
That's really cool.
What a great thing to mention.
I've never heard of that.
Yeah.
What, what about you?
I have been totally impressedwith how many AI tools there are.
It's mindboggling.
Yeah.
So I've been practicing with Claude.
(21:03):
I really do like Claude.
Now I do have cb, I do have, oh, the chat.
But I, I really like Claude and Ihave y they used Jasper AI before
we went to the conference to help mewith marketing and press releases.
I found that really helpful.
Mm-hmm.
But I have really found that a lotof uses for Claude to help me write a
(21:24):
better email or even to help me with.
Even simple social media posts.
Sure.
I just have been learning thoughthat I always have to read them.
I can see how using these AI tools,you could easily get lazy and cut
and paste and that's foolish becausethat's when it's obviously now you're
(21:45):
now you're letting it do your work.
There's a big difference.
Yeah.
And I, you know, speaking of AI and, andhuman X too, I'm, don't get me wrong,
I'm very impressed with some of the, thetools that these people are building.
But at the same time, it's likeI've, we've been working with AI
tool, you know, or testing out somedifferent AI agents and you know,
I. At least right now, I'm not superconcerned about AI taking my job.
(22:06):
So I think they've gota long way to go still.
Yeah.
Well that's what they said, right?
It was the year of the agent.
Yeah, that's right.
Yes.
And yeah, there's a lot of improvements.
I don't think there'sgonna be any of that.
However I did hear on the news.
Yesterday, I believe, or thismorning that Sam's Club is now
(22:29):
removing all of their cashiers.
Oh, really?
And the people at the door.
Oh, really?
And they, you're just going to check allof your stuff and AI's gonna know if you
got everything and, and you won't havetheir, they're eliminating people's jobs.
So I think that's very sad.
And it is what I don't wanna see happen.
(22:49):
Yeah.
No
kidding.
Those people could beutilized in other jobs.
Totally.
So, you know, I think it's stillthe ju the jury's out really.
I think that was kind of one ofthe main discussions, wasn't it?
Human X was, how does thisaffect the real humans?
Yeah, no kidding.
(23:10):
That is sad to hear.
But also, you know, it'll beinteresting to see how it.
You know, the efficacy of the AIfor, for those types of things.
Yeah.
But
do you guys have the self-drivingcars there in Las Vegas yet?
We actually have likeall four major companies.
I've got one of, one of my friendswho's working there, so Zoox is one.
(23:30):
Waymo.
I'm not gonna be able to name all of them.
Oh, Waymo's
the one I was thinking of, Ididn't even know there were others.
There, there's, there's like, 'causeI think, I'm not sure I'm, once
again, I'm gonna get this all wrong.
I think Amazon has one, Google has one.
Then Zoox is like some othercompany and then there's a fourth.
They're not all publicly availableto I guess, I guess to the public
(23:51):
for a lack of better terms.
Yeah.
But I know that I, I see 'emdriving around all the time.
That's amazing.
Yeah.
Coming to a town near you andI figured Las Vegas would be a
no-brainer to test them there.
It definitely is.
You can CC them going backand forth between the resorts.
It's you know, pretty interesting.
For sure.
Gosh.
Well, I have to say that Human X wasamazing, and I'm not even touting them.
(24:14):
They're not paying me for any of this.
They don't even know who I am.
But I, I would say that their,that conference changed my life.
I, it was a ridiculous amount of money.
To go.
Yeah, yeah.
But I am, look at this, I gotto meet you and so many other
people and it opened up my world.
And whether no matter what industryniche someone is in, no matter what your
(24:39):
manufacturing, no matter what it is,there is a tool that can help you and your
organization to save money and make money.
And I really think this.
This product that you guys have?
I have heard more of my customerscomplain and get frustrated.
They don't even know how they'regonna deal with these commissions.
(24:59):
I just think this is such a gem.
Yeah, a hundred percent.
I appreciate you saying that.
The one thing I didn't say that I'll justadd as well too is that, you know, one
thing at ZenCentiv that we're trying todo is actually really embed ourselves
with the manufacturing community.
We have two existing, plasticsmanufacturing clients,
they love our solution.
(25:20):
And I think, you know, the idea is thatwe'd be able to roll it out to a lot
more people and kind of the, the customerbase or the, this, the listener base that
you have, Shaylene so I'm, I'm hopingto have more of these conversations.
I'm really hoping that that we can.
You know, do good for these manufacturing?
Oh
yes, we have.
There are many manufacturingorganizations, I think within,
(25:42):
even if you do a narrow nichelike the shooting sectors
Yeah.
And the small arms, and anythingthat's being sold with salespeople.
I mean, it's, it, itcan, it doesn't matter.
There's, there's, there are severalhundred million, two billions of dollars.
I think a company like an L three Harris,think of what it could do for them.
(26:04):
You're talking about over 9 billion Ithink now, well, not maybe today after the
stock market, but maybe, maybe tomorrow.
Given
the day.
Right.
Depending on the.
Okay, well listen, I really appreciate it.
We're gonna wrap up thisHeadHunter's Northwest podcast.
I told you listeners this was gonnabe unusual, but this is a cool tool.
(26:25):
So I would encourage youto reach out to Nick.
Not only does he have a great product,but he is just a cool dude altogether.
So thank you, Nick, forbeing on the podcast.
What a treat.
I've been looking forward to this.
Thank you for doing this.
Thanks so much for having me.
I really appreciate it.
Well, that'll be it forHeadHunters NW Podcast.
Until next time, thanks for listening.
Welcome to the Headhunters NW Podcast.
This is really fun.
This is a, somethingthat I have never done.
Nick who is going to be ourguest here, Nick, is it Nielsen?
Yeah, it is.
You nailed, you nailed it actually.
Okay.
Nick and I met very recently at the HumanX Conference that some of you who know
(00:21):
me might be aware of, or if you followus on social media, you've seen my posts.
It's an AI conference and Nick and I metthere, which is so cool because I don't
know how our paths would've crossed.
But poor Nick, I, I probably scared youto death when I said, what do you do?
And he says, well, I'm with this company.
Here's what we do.
(00:41):
And I said, oh my gosh,I need to talk to you.
My customers really needto know about this service.
And I think probably.
You know, thank goodness you weren'tput off in your salesman and you
or your can deal with it, but
not at all.
I, I, after we talked at lunchabout the product which we're gonna
get into, I asked Nick if he wouldconsider doing a podcast because I
(01:05):
think our listeners and our viewerswould love to hear about this tool.
Yeah, absolutely.
No, it was a pleasure chattingwith you and I, you know, you
know, the way you came up to meat the if we did a round table or
like a conversation, it was great.
It was a great conversation and Iappreciate you showing interest.
So it's always reallyexciting to kind of chat.
Well, it's a great chat about
these types of things.
(01:25):
Well, my, my customers who are in themanufacturing industry, they're mm-hmm.
Service companies and they'redistributors, but by and
large manufacturing, andthey have small and large.
There a lot of variety intheir sales teams, and this
is what was so interesting.
(01:46):
So this podcast is gonnabe helpful too, I think.
HR, payroll, yeah.
Sales leaders that are alltrying to figure out how do
we manage the compensation?
We've got people internationally,we've got internal sales.
We've got sales reps. Yeah.
And this.
This is somewhat, and that's the limit toknow about what I know about your product.
(02:07):
So why don't you take it from here andtell us the name of the company and
tell us what you do for your company,and then maybe you can tell us a
little bit about what this amazingservice is 'cause it is that cool.
A hundred percent.
So the company's called ZenCentivwe've been around for about two
or and a half, three years now.
The founders and the Met founding membersof the team actually kind of built it,
(02:31):
spent a lot of time building a robustcalculation engine or a lot of our
product that kind of fits on it today.
And so I've only been there for thelast six or seven months and hired as a,
you know, the, the lead sales person tokind of drive our go-to-market strategy.
And so basically what we do is we'rea, you know, a powerful no-code
sales compensation platform that,that's tailored for both mid-market
(02:54):
and enterprise level organizations.
And then kind of the three areas offocus that I'll, I'll mention 'cause
I think it's relevant when we talkabout our product, is I think the first
is that we streamline calculationsso that a lot of organizations who
might be using Excel spreadsheets.
Essentially don't have to do that anymore.
The second piece is actually weincrease visibility for commission
(03:15):
payouts for like reps or thirdparties and the executive team who
are looking for high level insights.
That is such a big aaspect or value value.
Yeah.
And then the last piece as well iswe allow plan designers to easily
implement these commission plans.
So when you think, when, you know,Shaylene, you mentioned HR or maybe
(03:35):
like rev ops, even the office ofthe CFO, when they go through the
process of like implementing Newyear commission plans, it can be very
difficult and very complex and we canget into that, you know, as it relates
to like the manufacturing industry.
But we try and make that very simple.
So we do a lot of different things,but those are like the big three
that I, that I kind of tell a lot ofour, our customers and our prospects.
(03:58):
Yeah.
And I, you know, I didn't reallythink about that when I said,
who would be interested in this?
Really?
I think now I wanna modify it.
I think it would be the executives,because they're the ones who are
gonna gain the value of the insight.
Mm-hmm.
Really?
The CROs, the CEOs, the CFOs.
Yes.
They all need to know these numbersand be able to drill down and Yeah.
(04:18):
A spreadsheet.
While I live and die by spreadsheets.
That is not, that is not gonna workvery well for what you're trying to get.
And I bet inside there you cansearch and change all that criteria.
A hundred percent.
I mean, we have, and it's,it's interesting and, you
know, happy to chat about this.
The one thing that I've started tolearn as like working with ZenCentiv
(04:39):
is that there's so many differentaspects or like personas or like.
Proof points that peoplekind of are involved in.
So like you mentioned, it's the CFO,it's the CEO, it's the rev ops team.
It's obviously the whole salesorg, and then the HR team as well.
So there's a lot of different people whoplay different roles when you kind of
(04:59):
talk about commissions and that, honestly,that's the biggest thing I think I've
learned thus far is that, you know, youthink like, oh, implement it, you know,
set a commission plan, implement it.
It's a little more complexthan that, given like the
stakeholders that are involved in.
In that whole process.
It's very complex and I onlyonly know it from the job offer.
(05:22):
Yeah.
You know, here, you know, from arecruiting perspective, you're putting
forth these different candidatesand let's say you decide you wanna
hire one, you're the hiring manager.
Now you've gotta put togetherthis offer letter and everyone's
scrambling then to see does it matchup with what we have already going?
Right.
You know, this is soundslike such a great tool from.
(05:44):
From offer letter to even, youknow, termination because it's all
right there and you have consistencyand you're able to get the data.
And the nice thing is thatwe can help with that too.
I mean, you can imagine or like usinga very specific use case, but like.
The CRO or the VP of sales needs tosend out all these different comp plans.
It could be to inside sales reps,outside sales reps, third parties.
(06:08):
You know, it doesn't matter,but like having to do that whole
process through DocuSign orsomething like that seems insane.
We're as opposed to, we can just sendit all within our system instead.
Yeah.
Wow, that's amazing.
Yeah.
Now when you, you guysare really a startup.
I mean, so you're, you just told methat right before we got on camera,
(06:29):
you guys have, are in the processof hiring a couple more people, so
obviously it's going really well.
Mm-hmm.
And really it sounds like what hasn't hadno one's had time to do yet is marketing.
So this is a.
It is.
I like one of the reasons I think,and I thank you again for having
me, you know, just here and chat.
(06:50):
One of the reasons I think it's justimportant to do these types of things
is to kind of tell people that we exist.
Mm-hmm.
We're trying to increase our,our presence on LinkedIn.
We have.
Obviously a website, but attendingconferences has been a kind of big focus.
Obviously, you know, IE humanaccess meeting at Human X yeah.
But getting out there and could justkind of saying, you know, here's how
(07:10):
we do things, here's why we're doingthem, and, and why we think we're better
than some of the others in the market.
Now we're only a few minutes intothis and it occurs to me, why don't
you tell people what the websiteis while they're listening to this.
If they want to look up the website,you know, while we're talking
about this, we will post a link.
So if you're listening tothis and you can't write it
(07:34):
down right now, don't worry.
We'll have the link posted on ourYouTube channel and then all of the
social media posts, and it's alsogonna be posted on our website.
At the base of this podcast,so while people are listening,
what is the website address?
Yeah, it's ZenCentiv.com, but it's withoutthe E, so it's Z-E-N-C-E-N-T-I-V.com.
(07:59):
Great.
Yeah.
I found it very easy to remember,but I might have forgotten about
the E till I got the wrong thing.
I, yeah, I totally get it.
Sometimes it throwspeople off too, but yeah.
And
if people want to find you because theysay, Hey, I need some more information.
Yeah.
And I wanna know more about this product.
They can reach out to you on LinkedIn.
Right.
Yeah, on LinkedIn or my, my emailis nick@zencentiv.com as well, too.
(08:23):
Pretty straightforward.
I'm usually pretty active on LinkedIntoo, so I, you know, in this day and
age, I feel like everyone's inundatedwith all these different messages.
Even now, I'll still respond to peoplewho are like, oh, you know, I'm looking,
I'm pitching my company or something.
I'll usually be super helpful inlike trying to direct them in the
right you know, right direction.
(08:43):
So, yeah.
Anyway, long story short, super, super.
That's kind of who
you are though, because you're,you're right there in Las Vegas.
Yeah, we all know there's lots ofmoney that floats around in Las Vegas.
Yeah.
Yes.
And so you kind of got hooked up withthis group early through your interest
in investing and your investor contacts,and that's kind of one of the things
(09:07):
you're doing personally is growing.
You like to grow your network.
With investors and learn about thatworld and I think human X, how could
you have gone to another place thatI would've been better for that?
Yeah, growing up and livingin Las Vegas has a lot of.
You know, benefits, I think thecommunity for one has grown.
(09:28):
There's more than 3million people here now.
But as you mentioned, I think me wantingto get involved in like the startup
ecosystem and just trying to discover whatthe startup ecosystem is like in Vegas.
And that's honestly how Iwas introduced to ZenCentiv.
So the group called startup and Vis the main backer for ZenCentiv.
(09:48):
And I've been around with, you know, just.
Participating as advisorfounder, investor, what, you
know, you, you, you name it.
I've been involved in just working withthem, and that's, that's ultimately
how I got introduced to the CEOand the founding team at ZenCentiv.
So if someone says, man, I wanna be Nick.
I've always wanted to do that, butI don't know how to get started.
(10:11):
Yeah, because I think about that too.
Like you came on board to the startup.
Mm-hmm.
What?
Mm-hmm.
What, what does someone need to knowwhen you're going to work at a startup?
What, what does that day really look like?
Because it's not the same asworking for a large company.
That's a great question too.
I think a lot of it, and it obviouslydepends on the startup, but I, you know,
(10:31):
speaking from my experience, like I'veworked with very early stage companies
and like very early stage founders.
So I think a lot of, from likea day-to-day basis, a lot of
it is can be very chaotic.
Yeah.
But you have to kind of structureyour day and where it has meaning.
So even though my days may not look thesame, I. I'll wake up, I'll do the same
(10:52):
routine, I'll, you know, work out andthen, you know, go through my meetings
and then have deep work in the afternoons.
So a lot, and that's honestly a lot ofhow my day's structured for a lot of my,
this role and, and my roles in the past.
So you know, that's,
you've gotta be reallyself-motivated, like, yes.
Don't you think for any startup,especially early stage, you have
(11:17):
to be willing to get out there.
Don't be afraid, just go for it.
Yeah, absolutely.
And the good news is Ithink there's a lot of.
A lot of people who kindof have that mentality.
Mm-hmm.
And you know, those who really thrivein that, others who don't go work for,
as you mentioned, like bigger companies.
(11:37):
Yeah.
How do you, when you're working onyour own and you're, I know that you
guys are in different locations, right?
You don't have a centraloffice physically.
Yeah.
You guys all live different places.
Yeah.
How do you get.
Mentoring.
How do you learn to getto those next levels?
What, what do you do as aprofessional that's looking for these
(12:01):
startups that have no structure?
How do you grow your career that way?
Yeah, and it's, it's really tough and,you know, there's a, a whole cohort of.
You know, younger professionalswho actually have not had that
because of Covid and kind ofthe remote work environment.
But I, I think, like if I wereto give advice is you have to
network the heck out of it.
(12:22):
Work with, and, you know, if youwent to university, make, you know,
back channel with a different alumni.
But for me personally, I, you know,through my first job, one of my first
jobs coming outta school I was luckyenough that the CEO had a, a friend who
is a really good salesperson and he's amentor that I've had for like the last
(12:43):
three or four years just to someone whocan kind of teach you what you know, what
sales looks like, what good practiceslook like, and then at the end of the
day, even more so is just to kindalike bounce ideas off of of him I think
has been super helpful for me as well.
Well, I have personally found your.
Ability to communicate and your, yourwillingness to, and obviously you
(13:08):
make a great effort to reply back.
I try in a timely fashion.
We're all super busy, right?
But I think that's one of thecomplaints that I. I've heard from
people that are, are older, my age.
They're older.
Mm-hmm.
Yeah.
And I think when you're talking aboutfolks that have, are young in their career
and you've had covid not their fault.
(13:30):
Yeah.
How do you learn all of that?
You know, what is appropriate, whatis, and, and if you don't have a
mentor, you've gotta go seek one out.
But I think those are reallygood examples because I, yeah.
I was very impressed.
You got back to me.
I think you had to wait on mea couple times as you tried
to schedule this thing out.
No.
Yeah, and so apologies about that.
(13:51):
But yeah, I mean, I, Ithink that's it essentially.
Part of it is kind of likethe startup game as well too.
Yeah.
You kinda have to be hungry.
How are you finding, you're,you're doing a really great job of
responding back and communication.
Oh yeah.
But how, how does someone else learn that?
And I guess one of my questionswas of you that I just thought of.
(14:13):
What kind of social tools do you use?
Meaning you said that you do use LinkedIn,but what other social networks do you use?
Maybe that I am not aware of or thatother people would find helpful?
Gosh, that's actuallya really good question.
I think, I mean, a lot of youngpeople use like Twitter X and,
and Instagram and whatnot.
(14:34):
Mm-hmm.
I wouldn't, this is very not.
Professional.
Like it's, it's like, you know, I tryto keep a professional image on that.
Where do you use, what do youuse for professional stuff?
LinkedIn, a hundred percent of the time.
LinkedIn.
Okay.
Yeah.
X has not
replaced the LinkedIn then?
No, it definitely, definitely hasn't.
I think it, and, and to be honest, likeI'm not super active on, on Instagram
(14:55):
and, and, and Twitter and X I just.
You know, scroll through it to catchup with my friends and whatnot.
But I, I think professionally,if I were to give advice to
kind of, you know, people
Yeah.
Who are either coming outta schoolor coming outta college, building
a presence on LinkedIn, I thinkdoes, you wonders later down
the line, I didn't even pay you for that.
That's like a recruiter's dream.
(15:18):
No kidding.
I
didn't even say anything aboutYes, tell them to do that.
I do find LinkedIn is my mostpowerful tool, but I do use
other social media channels.
Really, and I am now actuallyinterested, I probably brought it up
because I guess yesterday and the daybefore, I've been working on my own X.
Channel I kind of, I had one yearsago and just let it sit and I'm
(15:42):
like, I can't manage one more thing.
Yeah.
But
I am finding that to be amuch more active platform for
executives that I wanna reach.
Sure.
And so I am working on that.
You know, it's always like anythingelse when you first start, you
think, oh great, now I havenothing on there, you know, but.
A hundred percent.
It
changes so fast.
(16:02):
And I'm sure young people feelthe same way when they're first
creating their LinkedIn as well too.
Yeah, it's the it's the same thing.
Yeah.
But I think consistency breeds,you know, success in, in the,
on those types of platforms.
So I think as long as you'reconsistently either engaging or
posting or what have you, I thinkthat's the best way for a lot of.
(16:23):
A lot of people to continue.
That's a really
good point, Nick.
I'm doing a recruitment, kind ofa non-traditional recruitment.
I was working on it before we jumped onthis recording, and it's a very junior
position that I wouldn't normally workon, but these people need my help.
So no one call me for any more of these,but what I'm finding is that these
(16:44):
candidates that are college graduatesare soon to be college graduates.
You know, they have.
20 connections or 50 connections.
And what do I have?
Thousands, you know?
Right.
And it's because they'rejust getting started.
Yeah.
So don't get discouraged.
Yeah, absolutely.
I think that
was really good point you saidthat I would not have even
thought to brought up, bring up.
(17:04):
Yeah.
Don't get discouraged if you'rejust getting started in that.
It is a good tool andit will build over time.
No, I totally agree.
And I think that's like with anythingthat honestly, that you do is either
skillset, social media, you know?
Yeah.
It just, it takes time.
And I think as a young workingprofessional, that's the,
(17:25):
that's one of the, the toughpills that you have to swallow.
A lot of this just, just just takes time.
So
yeah.
Just a little bite every day.
Yes.
So with
mm-hmm.
It's such an amazing tool.
I'm really excited for people to get intouch with you and learn more about it.
Yeah.
Who
do you talk to?
Do you think in an organization whenyou know you have this tool that
(17:48):
can help all these different areas?
Yeah.
Is your contact the CEO or isyour contact the Rev ops person,
or is it the HR department?
I mean, it could be any of those.
Right.
It, it, it definitely could.
So the one thing that we were talkingabout earlier is like the different
stakeholders in this commissionsprocess, but there are, there are
(18:08):
very specific people that we target,and I'll explain this, but like,
it's sometimes very difficult.
So what we usually target is becauseis the commissions managers or Okay.
Sometimes it's the finance office.
Yeah.
Essentially what we're tryingto understand is like, who
actually owns the function
(18:29):
owns the, the, the real pain or thepeople who are actually going in and
calculation calculating the commissions.
So what I was trying to say isthat it could vary depending
on the size of the company.
Usually who we like to target are likecommissions, managers, or sometimes
there they might be fp and a people.
So the office of the CFO isusually kind of the people who.
(18:52):
Manage that function.
So like I said before, there areso many different stakeholders, but
we try to kind of find a wedge forlike the finance piece specifically
because we think those are the peoplewho are really understand that pain.
I think that's brilliant.
Those were my kind of people.
That's how I started my careerwas accounting and finance.
(19:13):
Recruiting,
exactly.
Are my people, my, my previousrole was also a sales person, but
we were, I was selling basicallyaccounting and finance services.
So one of the things that, that wasone nice of moving from my previous
role to this one is that I'm kindof selling to the same persona.
Yeah.
For a lot of the thingsthat I, you know, that.
The pain points still resonatewith me to the same extent.
(19:35):
So,
okay.
So all, all the people that listento this that have CFOs or no CFOs,
you Yeah, this is a great tool.
It I can see it paying for itself.
It is really a great tool.
Yeah.
So I, as we kind of wrap it up, I'mkind of interested to know if there were
any tools that you gathered or learnedabout at Human X that you have used?
(19:59):
Since
we
left.
That's a great question.
I didn't even prep you for that.
Nah, no kidding.
Sorry, I really threw youto the wolves on this.
That's okay.
I'm actually, I'm gonna, I'm gonna, I'mgonna tell a tool, but I don't think I,
I learned about this at Human X. It'sbland AI and it does AI cold calling.
(20:20):
Really?
It's, yeah, it's, I was prettyskeptical to begin with, like if
AI cold calling would even work.
We've only started I think likethe last two or three weeks,
so it's still pretty fresh.
But I am surprised how manypeople have conversations with ai.
So that was one of the tools thatwe've implemented recently that I'm
Wow.
(20:41):
I know it's pretty, pretty amazingstill TBD on the type of results.
So
yeah.
That's really cool.
What a great thing to mention.
I've never heard of that.
Yeah.
What, what about you?
I have been totally impressedwith how many AI tools there are.
It's mindboggling.
Yeah.
So I've been practicing with Claude.
(21:03):
I really do like Claude.
Now I do have cb, I do have, oh, the chat.
But I, I really like Claude and Ihave y they used Jasper AI before
we went to the conference to help mewith marketing and press releases.
I found that really helpful.
Mm-hmm.
But I have really found that a lotof uses for Claude to help me write a
(21:24):
better email or even to help me with.
Even simple social media posts.
Sure.
I just have been learning thoughthat I always have to read them.
I can see how using these AI tools,you could easily get lazy and cut
and paste and that's foolish becausethat's when it's obviously now you're
(21:45):
now you're letting it do your work.
There's a big difference.
Yeah.
And I, you know, speaking of AI and, andhuman X too, I'm, don't get me wrong,
I'm very impressed with some of the, thetools that these people are building.
But at the same time, it's likeI've, we've been working with AI
tool, you know, or testing out somedifferent AI agents and you know,
I. At least right now, I'm not superconcerned about AI taking my job.
(22:06):
So I think they've gota long way to go still.
Yeah.
Well that's what they said, right?
It was the year of the agent.
Yeah, that's right.
Yes.
And yeah, there's a lot of improvements.
I don't think there'sgonna be any of that.
However I did hear on the news.
Yesterday, I believe, or thismorning that Sam's Club is now
(22:29):
removing all of their cashiers.
Oh, really?
And the people at the door.
Oh, really?
And they, you're just going to check allof your stuff and AI's gonna know if you
got everything and, and you won't havetheir, they're eliminating people's jobs.
So I think that's very sad.
And it is what I don't wanna see happen.
(22:49):
Yeah.
No
kidding.
Those people could beutilized in other jobs.
Totally.
So, you know, I think it's stillthe ju the jury's out really.
I think that was kind of one ofthe main discussions, wasn't it?
Human X was, how does thisaffect the real humans?
Yeah, no kidding.
(23:10):
That is sad to hear.
But also, you know, it'll beinteresting to see how it.
You know, the efficacy of the AIfor, for those types of things.
Yeah.
But
do you guys have the self-drivingcars there in Las Vegas yet?
We actually have likeall four major companies.
I've got one of, one of my friendswho's working there, so Zoox is one.
(23:30):
Waymo.
I'm not gonna be able to name all of them.
Oh, Waymo's
the one I was thinking of, Ididn't even know there were others.
There, there's, there's like, 'causeI think, I'm not sure I'm, once
again, I'm gonna get this all wrong.
I think Amazon has one, Google has one.
Then Zoox is like some othercompany and then there's a fourth.
They're not all publicly availableto I guess, I guess to the public
(23:51):
for a lack of better terms.
Yeah.
But I know that I, I see 'emdriving around all the time.
That's amazing.
Yeah.
Coming to a town near you andI figured Las Vegas would be a
no-brainer to test them there.
It definitely is.
You can CC them going backand forth between the resorts.
It's you know, pretty interesting.
For sure.
Gosh.
Well, I have to say that Human X wasamazing, and I'm not even touting them.
(24:14):
They're not paying me for any of this.
They don't even know who I am.
But I, I would say that their,that conference changed my life.
I, it was a ridiculous amount of money.
To go.
Yeah, yeah.
But I am, look at this, I gotto meet you and so many other
people and it opened up my world.
And whether no matter what industryniche someone is in, no matter what your
(24:39):
manufacturing, no matter what it is,there is a tool that can help you and your
organization to save money and make money.
And I really think this.
This product that you guys have?
I have heard more of my customerscomplain and get frustrated.
They don't even know how they'regonna deal with these commissions.
(24:59):
I just think this is such a gem.
Yeah, a hundred percent.
I appreciate you saying that.
The one thing I didn't say that I'll justadd as well too is that, you know, one
thing at ZenCentiv that we're trying todo is actually really embed ourselves
with the manufacturing community.
We have two existing, plasticsmanufacturing clients,
they love our solution.
(25:20):
And I think, you know, the idea is thatwe'd be able to roll it out to a lot
more people and kind of the, the customerbase or the, this, the listener base that
you have, Shaylene so I'm, I'm hopingto have more of these conversations.
I'm really hoping that that we can.
You know, do good for these manufacturing?
Oh
yes, we have.
There are many manufacturingorganizations, I think within,
(25:42):
even if you do a narrow nichelike the shooting sectors
Yeah.
And the small arms, and anythingthat's being sold with salespeople.
I mean, it's, it, itcan, it doesn't matter.
There's, there's, there are severalhundred million, two billions of dollars.
I think a company like an L three Harris,think of what it could do for them.
(26:04):
You're talking about over 9 billion Ithink now, well, not maybe today after the
stock market, but maybe, maybe tomorrow.
Given
the day.
Right.
Depending on the.
Okay, well listen, I really appreciate it.
We're gonna wrap up thisHeadHunter's Northwest podcast.
I told you listeners this was gonnabe unusual, but this is a cool tool.
(26:25):
So I would encourage youto reach out to Nick.
Not only does he have a great product,but he is just a cool dude altogether.
So thank you, Nick, forbeing on the podcast.
What a treat.
I've been looking forward to this.
Thank you for doing this.
Thanks so much for having me.
I really appreciate it.
Well, that'll be it forHeadHunters NW Podcast.
Until next time, thanks for listening.
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