This Guy Pays His Employees $210,000/yr (with Geoff Roberts) | Ep 42

"You're going to have to hire great people."

👉🏻 Want a 3-step action plan to help scale your SaaS?

Join Matt Verlaque and Geoff Roberts, CEO and founder of Outseta, The all-in-one platform to build SaaS and membership businesses.

This episode dives deep into 🚀
- How staying small allows for less bureaucracy and politics in a company.
- How they manage a remote and asynchronous team.
- How Outseta is able to pay their team $210,000/yr while allowing the team to work between 1 and 5 days a week.
...and more.

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Timestamps
00:00 Staying Small and Hiring Great People
11:06 Outseta's Unique Compensation Model
19:03 Supporting Early-Stage SaaS Businesses
26:28 The Power of Ownership
28:37 Enriching Lives and Operating with Minimal Meetings
32:48 Rhythms and Asynchronous Work
36:56 Pricing Model and Challenges
41:35 Bootstrapping and Near-Death Experiences
53:43 Success: $10 Million Business and Impact

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Check out Geoff on:

Check out SaaS Academy on:
➤ YouTube @SaaSAcademy

[SaaSAcademy]

📌How do you build a $10M company with only 20 people? You stop chasing headcount and start chasing GREATNESS.

Geoff Roberts is flipping the script on SaaS growth by staying lean, paying top-tier talent $210K, and giving his team ownership from Day 1. 🚀 If you think bigger is always better, you NEED to hear this conversation. What would happen if you went all-in on quality > quantity?

What resonates most from Geoff's interview? Share below! 👇

[officialmbecker]

I’ve been in high-growth SaaS for 10 years... this model totally flipped my thinking on what’s possible with a small team who feels empowered. Obviously the venture world is all about more, bigger, faster. But this shift to quality > quantity, small > large, can be a big power play depending on your goals! 💯

[robroy]

I like the model. Tracking profit growth with equity dilution/growth would have to be closely watched. Now a wrench, if profits dip in concurrence as eqyitu dilution, you may get into a situation where employees decide to take the cash vs equity, decreasing the profits even more and thus equity value, and so it sounds like a fine edge to be playing on. Super interesting and probably only works to some extent on small team who really cares about the value of the whole vs personal goals or personal value.