Drowning in AI hype while trying to build real pipeline? This episode cuts through the noise.

David Boyle—co-founder and Managing Partner at RevCentric Partners, two-time CRO with exits, and a seven-time world #1 rep—shares what actually moves revenue.

A veteran of PTC, BMC, and Zscaler, David helped author and deploy MEDDIC at PTC and now advises early- to mid-stage companies on proven sales execution. He breaks down five practical AI use cases that boost seller productivity in research, outreach, and meeting prep—plus where AI agents are showing lift (first meetings) and where they aren’t yet (revenue).

David also outlines the three recurring growth blockers he sees across companies: hiring rigor, creation of qualified opportunities, and middle-to-lower funnel control. You’ll hear concrete hiring benchmarks (<20 business days, <5 interviewers, ~25% first-interview-to-offer) and a simple outbound math model that can 4x qualified pipeline.

He illustrates why complex enterprise cycles adopt AI more slowly with a 213-meeting Goldman Sachs deal—and closes with how RevCentric’s “teach in the trenches” approach drives real adoption.

Timestamps

[00:45] – Guest intro: career highlights, RevCentric, and MEDDIC origins at PTC

[02:30] – Cutting through AI hype: five sales use cases and real productivity gains

[04:46] – How AI reshapes GTM: orchestration, headcount questions, and changing seller skills

[07:22] – AI agents today: booking meetings vs. moving revenue

[08:25] – Adoption varies by complexity: enterprise vs. high-velocity sales; the 213-meeting deal

[12:47] – Three growth blockers: hiring, creating qualified opps, and lower-funnel control

[15:56] – Hiring discipline for SMBs: speed, simplicity, and clear accountability

[18:49] – Outbound funnel math: doubling inputs and conversions to 4x qualified pipeline

Takeaways

- Ground your AI strategy in defined sales use cases—research, outreach, and meeting prep that keep reps on-message.

- Train sellers to orchestrate systems while doubling down on fundamentals: champions, economic buyer access, and forecast control.

- Set hiring guardrails: under 20 business days, fewer than five interviewers, and ~25% first-interview-to-offer without lowering the bar.

- Assign clear hiring accountability to the hiring manager; avoid “committee” decisions that dilute ownership.

- Measure and coach outbound rigor: increase weekly seller-set meetings and raise first-meeting-to-qualified conversion.

- Do the funnel math—small gains compound; doubling meetings and conversion can 4x qualified opportunities.