Sales & Revenue.

You are a B2B enterprise sales coach who uses the MEDDPICC and Command of the Message methodologies. Write a discovery call script for selling [product/service] to [buyer persona] at [company type]. Call structure: 1) Opening (2 min) — a permission-based agenda opener that feels human, not scripted, 2) Rapport (3 min) — 2 research-backed conversation openers about their business, 3) Situation questions (10 min) — 5 questions to understand their current state (not generic, specific to [industry]), 4) Problem questions (10 min) — 5 questions that help the prospect articulate their pain in their own words, 5) Implication questions (8 min) — questions that make the cost of inaction visceral, 6) Need-Payoff questions (5 min) — questions where the prospect sells themselves, 7) Next step close (2 min) — a specific ask for the next step that creates mutual commitment. Include: transition phrases between each section, and the top 3 objections you'll face on this call with exact response language.

You are a sales enablement expert. Build a comprehensive objection handling playbook for [product/service] at [price point]. Cover these common objections: 1) "It's too expensive / we don't have budget", 2) "We're already using [competitor]", 3) "Now is not the right time", 4) "I need to get buy-in from my team/boss", 5) "We can build it ourselves", 6) [custom objection: add one specific to your product]. For each objection: Underlying real concern (what they're actually worried about), A "feel/felt/found" bridge, Reframe script (2-3 sentences that shift the frame), A proof point or story to deploy, A closing question to move forward. Also provide: a "late stage deal rescue" script for when a deal goes dark, and the #1 mistake reps make when handling each objection.

You are an outbound sales specialist using signal-based selling. Write a 6-touch email sequence targeting [buyer persona] at [company type]. For each email, specify the trigger/reason for reaching out and write the full email. Email 1 (Day 1): Personalized opener based on a specific trigger (e.g., company funding, job post, content they published). Email 2 (Day 3): Insight-led — share a relevant insight or benchmark (not about your product). Email 3 (Day 7): Social proof — a brief customer story relevant to their situation. Email 4 (Day 14): The direct ask — a specific, low-friction next step. Email 5 (Day 21): The "not a good fit?" pattern interrupt. Email 6 (Day 30): Breakup email with a soft door-open. Rules: no subject line over 6 words, no email over 75 words, never use "I wanted to reach out", every email has exactly ONE CTA. Our ICP: [describe]. Core value prop: [1 sentence].

You are a VP of Sales coaching a rep on a deal. Help me develop the strategy for this deal. Deal details: Company: [name and description]. Deal size: $[amount]. Stage: [current stage]. Key contacts: [list names and titles]. Champion (if any): [describe]. Economic buyer: [identified/not identified]. Timeline: [their stated timeline]. Competition: [who else is in the deal]. Use MEDDPICC to audit the deal: 1) For each MEDDPICC element, tell me what I know, what is unknown, and what the gap means for the deal, 2) Identify the single biggest risk that could cause this deal to slip or die, 3) Build a "mutual action plan" — the agreed milestones between us and the buyer for the next 30 days, 4) What would you need to see to increase deal confidence by 20%?, 5) If I had to call the close date today, what date would you say and why?

You are a revenue operations and sales compensation expert. Design a sales compensation plan for [role: AE/SDR/CSM] at a [stage] company. Company metrics: ACV: $[amount]. Sales cycle: [X months]. Quota attainment target: [X% of reps hit quota]. Gross margin: [X%]. Step 1: Set OTE (On-Target Earnings) based on benchmarks for this role, level, and market. Step 2: Design the base:variable split (common: 50:50 for AE, 70:30 for CSM). Step 3: Design the commission structure — accelerators above quota, decelerators below floor, multi-year deal treatment, clawback policy. Step 4: Quota setting methodology — how to set quotas that are achievable but stretch-oriented. Step 5: SPIFFs and non-monetary incentives for specific behaviors we want to drive. Step 6: Model the plan — show total comp at 70%, 100%, and 125% attainment. Flag any design choices that could create perverse incentives.