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In this first episode of Season 3 of The Science of Selling STEM, I’ll be having a chat with Jennifer Wiens, the Senior Director of Business Development for Briotech, a late-stage startup that seeks to transform health and disinfection worldwide through the biohacking technology of H-O-C-L. Jennifer will talk to us about the value of having soft skills as a sales leader and share some of the best strategies to use when hiring salespeople (And other employees in general)

Her background after her first degree in Neuroscience started as a Bench Scientist turned Department Lead working in both the Biologics R&D and GMP space. This provided a strong Data Science foundation she applies to the wide range of Business Management functions and decisions she makes to this day.  After getting her Executive MBA and growing two startups in Boston, she came back to her home state in the PNW looking for the right fit. 

When the pandemic hit, and an opportunity to join Briotech as a Director of Product Management came along, it was an easy decision for Jen to make. With a genuine appreciation for Briotech’s mission and comradery with her new Brio-teammates, she now supports all teams cross-functionally, including Product Development, Marketing, Sales Strategy, Manufacturing, Supply Chain, Regulatory, Scientific R&D, Safety, BrioEarth, and Organizational Development initiatives so all Briotech business functions are effectively matrixed, harmonized, and supporting one another. 

On Today’s Episode of the Science of Selling STEM:

Connect with Jennifer Wiens:

Connect with Wesleyne Greer:

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Transcript
Wesleyne Greer:

As a sales manager, you are judged by the

Wesleyne Greer:

performance of your team, and you're praised when they do

Wesleyne Greer:

well. But one thing that you've not been able to figure out is

Wesleyne Greer:

how to get everyone on your team consistently hitting quota every

Wesleyne Greer:

single month. On the Snack size sales podcast, we discuss the

Wesleyne Greer:

science of selling stem sales leadership in the science,

Wesleyne Greer:

technology, engineering and manufacturing fields is

Wesleyne Greer:

difficult. You will learn from sales managers just like you

Wesleyne Greer:

that will give you actionable insights and tips on how to

Wesleyne Greer:

develop as a leader and achieve your revenue targets every

Wesleyne Greer:

single month. So pop your headphones in and get ready to

Wesleyne Greer:

listen to my guest today. They will give you information and

Wesleyne Greer:

inspiration to ensure that you have actionable insights that

Wesleyne Greer:

you can put into place today. Hello, and welcome to another

Wesleyne Greer:

episode of the Snack size sales podcast. today. My guest is

Wesleyne Greer:

Jennifer Wiens. How are you, Jennifer? Doing great, thanks.

Wesleyne Greer:

Awesome. So let me tell you a bit about Jennifer. She is the

Wesleyne Greer:

Senior Director of Business Development for Brio tech, a

Wesleyne Greer:

late stage startup located in the Pacific Northwest. Brio tech

Wesleyne Greer:

seeks to transform health and disinfection worldwide through

Wesleyne Greer:

the bio hacking technology of H O CL purse strengths in

Wesleyne Greer:

leadership data science and narration have helped

Wesleyne Greer:

organizations and C suite executives eliminate blind spots

Wesleyne Greer:

capture financial opportunity and build stronger teams.

Wesleyne Greer:

Jennifer has advised Ivy League researchers fortune 500

Wesleyne Greer:

executives and tech starter founder. She has degrees in

Wesleyne Greer:

neuroscience and an executive MBA from Suffolk University. She

Wesleyne Greer:

is also a guest lecturer at the Sawyer business school in

Wesleyne Greer:

Boston. Wow. So you're pretty amazing neuroscientist MBA

Wesleyne Greer:

helping late stage startups and your electric. So tell me,

Wesleyne Greer:

Jennifer, how did you start your career I have a degree in

Wesleyne Greer:

neuroscience to becoming a director of business

Wesleyne Greer:

development.

Jennifer Weins:

Well, I like to stay busy, obviously. But more

Jennifer Weins:

than that, I mean, I was always fascinated with science and

Jennifer Weins:

solving problems. I thought going into education, I ought to

Jennifer Weins:

pursue the STEM field, I was really fascinated by that. And

Jennifer Weins:

so I started my career as a scientist for a good 10 years, I

Jennifer Weins:

kind of went from bench scientists to then managing

Jennifer Weins:

teams of scientists. So I had a nice soft skill set that I

Jennifer Weins:

leveraged as well as the technical skill set. And kind of

Jennifer Weins:

that blend allowed me to pivot over to the business side. And

Jennifer Weins:

then I went and got my business degree. And then before you know

Jennifer Weins:

it, I'm in these different startups for medical device and,

Jennifer Weins:

and healthcare space. And I landed at this current position,

Jennifer Weins:

he actually kind of going into their engineering department and

Jennifer Weins:

like fixing, you know, fixing problems. And then from there,

Jennifer Weins:

the marketing needed fixing problems, and then the sales

Jennifer Weins:

needed fixing problems. So I kind of just been going around,

Jennifer Weins:

and just tackling anything that kind of comes my way and letting

Jennifer Weins:

like seizing opportunities when they come. So is it like is it

Jennifer Weins:

it's part random part by design? Just following my nature? I

Jennifer Weins:

guess you could say, and that's kind of what led me through my

Jennifer Weins:

path.

Wesleyne Greer:

So tell me about that transition from being just

Wesleyne Greer:

a bench scientist to leading teams. How was that transition

Wesleyne Greer:

for you?

Jennifer Weins:

What happened was, I was going around? Well,

Jennifer Weins:

first I just kind of was stagnant. It was after the Oh,

Jennifer Weins:

eight crash. So after the white crash, you kind of just hunker

Jennifer Weins:

down, you had your job, and you just try to survive. And so that

Jennifer Weins:

was six years. And at that time, I learned all these great

Jennifer Weins:

skills. And I knew I could do more, but there was no

Jennifer Weins:

opportunity. I eventually did get laid off. But then I grabbed

Jennifer Weins:

out an opportunity for promotion as a higher level bid scientist.

Jennifer Weins:

And then two months later, they decided to shut down that

Jennifer Weins:

facility. This was Amgen and Seattle. Yeah. But what happened

Jennifer Weins:

then is at the headquarters, they were moving a lot of

Jennifer Weins:

projects to their headquarters. So I decided I had to follow

Jennifer Weins:

where the work was. And there was this project that no one

Jennifer Weins:

wanted to touch because it was completely behind schedule. It

Jennifer Weins:

was they love mass confusion, lots of ambiguity. A lot of

Jennifer Weins:

people in science are uncomfortable with ambiguity.

Jennifer Weins:

And I was very highly comfortable with that. So they

Jennifer Weins:

put me they kind of thrusted me in this management position

Jennifer Weins:

where they're like, Okay, go start up a lab. You have five

Jennifer Weins:

months, it's this, we're carving out this whole regulatory space

Jennifer Weins:

that we've never done before. And I just kind of I'm kind of,

Jennifer Weins:

I guess, a bold person. So I was like, Yes, I'll do it. And so

Jennifer Weins:

signing up for things that no one else wants to do. I kind of

Jennifer Weins:

was the way that kind of got me To that, you know, go from being

Jennifer Weins:

an individual contributor to a manager. And then I was able to

Jennifer Weins:

hire people, I had a knack for it. And then once you're kind of

Jennifer Weins:

in that category, and you can prove yourself and you do a good

Jennifer Weins:

job, then you're just in that category. You're in management

Jennifer Weins:

all of a sudden, so then yeah, so that's basically the story of

Jennifer Weins:

how that happened. And ever since just been kind of going up

Jennifer Weins:

from there.

Wesleyne Greer:

And so you said you had a knack for hiring

Wesleyne Greer:

people? What what are some of the the next are the things that

Wesleyne Greer:

you could tell the audience about hiring people and not

Wesleyne Greer:

necessarily sales people, just people in general,

Jennifer Weins:

I would say the biggest thing was the

Jennifer Weins:

reassurance you could give candidates on being reliable,

Jennifer Weins:

they apply, you're tenacious, looking at resumes, you get back

Jennifer Weins:

to them really fast, you have an initial interview, you tell

Jennifer Weins:

them, I'm going to get back to you, whether it's a yes or no,

Jennifer Weins:

or maybe doesn't matter within this amount of time, and you do

Jennifer Weins:

it. And what had happened was there's great candidates, and

Jennifer Weins:

they probably had better offers, maybe, but those companies were

Jennifer Weins:

dragging their feet, and I was fast. So that reward I was

Jennifer Weins:

giving them like, oh my gosh, they're responding really fast

Jennifer Weins:

responding, I wasn't able to hire at the top of the pay scale

Jennifer Weins:

whatsoever, it was very middle. But I was trying to promote,

Jennifer Weins:

like, Hey, we're at least reliable and trustworthy. And

Jennifer Weins:

we're gonna do what we say say what we mean kind of

Jennifer Weins:

organization. And that right there was I was able to attract

Jennifer Weins:

the best talent. And then at that, once you have the best

Jennifer Weins:

talent, it's the freedom and responsibility, you let them

Jennifer Weins:

have freedom, but you give them responsibility, that they're

Jennifer Weins:

accountable, but you don't micromanage. So you, you get the

Jennifer Weins:

top talent that way, by being a reliable interviewer, and just

Jennifer Weins:

in that hiring process, and then from there, you respect them as

Jennifer Weins:

adults, and you let them thrive.

Wesleyne Greer:

I love that. Because you know, when you are

Wesleyne Greer:

able to show, especially that candidate experience that I am a

Wesleyne Greer:

person of my word. So if this is how I treat you, before, you're

Wesleyne Greer:

even a part of my team, or a part of my company, imagine how

Wesleyne Greer:

amazing it's gonna be to work for me. And a lot of people

Wesleyne Greer:

don't realize that right? Like you said, I'm gonna get back to

Wesleyne Greer:

you. And that's something I always tell when I'm working

Wesleyne Greer:

with hiring managers, like, if you talk to somebody on the

Wesleyne Greer:

phone, or if you if they carve out 30 minutes or an hour to do

Wesleyne Greer:

an interview, the least you can do is just get back to them,

Wesleyne Greer:

whether it's an email or a phone call and say, Hey, thank you so

Wesleyne Greer:

much however we moved on, so they can no let me focus my

Wesleyne Greer:

attention other places, and then it the conversation, that

Wesleyne Greer:

environment, the relationship didn't stop, then once you

Wesleyne Greer:

brought them on, it's like, okay, I'm not going to be

Wesleyne Greer:

micromanaging you. I'm not going to be emailing you in over your

Wesleyne Greer:

shoulders all the time. You're an adult, I trust you. And I

Wesleyne Greer:

think that's one thing that we miss when we're building strong

Wesleyne Greer:

teams, right, like hiring, I hired you because you are the

Wesleyne Greer:

best person. And now I'm gonna let you do what I hired you to

Wesleyne Greer:

do. Yeah,

Jennifer Weins:

exactly. And I would try to come at them with

Jennifer Weins:

like a coaching mindset while they're in I mean, all the

Jennifer Weins:

there's a definite, like generational differences on how

Jennifer Weins:

what people expect out of the job. And I would say that the

Jennifer Weins:

Gen Z millennial for sure, they definitely want more career

Jennifer Weins:

building, like within their job, they want to be able to add

Jennifer Weins:

skill sets. So I was always like, Okay, well, let's take

Jennifer Weins:

your resume. And while you're here with us, while we get to

Jennifer Weins:

have you, let's start building your resume. And just through

Jennifer Weins:

that, like, the retention was amazing. I mean, people would

Jennifer Weins:

say, Oh, that's weird. It's almost like you're coaching them

Jennifer Weins:

to leave one day, I'm like, they aren't gonna leave one day. So I

Jennifer Weins:

might as well just get all the great skill sets. But it was so

Jennifer Weins:

funny because they were so incentivized to stay and keep

Jennifer Weins:

building themselves that they stayed. So that was how I was

Jennifer Weins:

able to retain scientists for you know, for the time that I

Jennifer Weins:

had, I was able to kind of like succession plan as well. So I

Jennifer Weins:

could keep moving up. It's basically this philosophy were

Jennifer Weins:

trained somebody to do your job, so that you're free to do your

Jennifer Weins:

boss's job, and your boss is free to do their boss's job. And

Jennifer Weins:

then y'all kind of rise up together. So that that kind of

Jennifer Weins:

philosophy worked really well. And in big organizations, I

Jennifer Weins:

think can be kind of hard to traverse. And there might be a

Jennifer Weins:

lot of politics and uncertainty, but if you can form that, like

Jennifer Weins:

chain of support, it works out really well.

Wesleyne Greer:

Yeah. And you know, I don't understand why

Wesleyne Greer:

managers and leaders they feel so threatened when they have

Wesleyne Greer:

somebody on the team who is performing higher than them or

Wesleyne Greer:

doing shiny more than them and I'm like, But you created that

Wesleyne Greer:

person, right? You poured into them, so you should be happy

Wesleyne Greer:

about that. And something else that you said about your

Wesleyne Greer:

retention. And I say this all the time. People don't leave

Wesleyne Greer:

companies, they leave managers, right. And so no matter what's

Wesleyne Greer:

going on in the company, corporate at large, they if you

Wesleyne Greer:

are a strong leader, you're strong manager, your people are

Wesleyne Greer:

not going to leave you and so really what I start my sessions

Wesleyne Greer:

with managers that have high turnover, I'm like you're the

Wesleyne Greer:

problem. company problem, not everything else, not because

Wesleyne Greer:

they couldn't get this done or that then the buck stops with

Wesleyne Greer:

you.

Jennifer Weins:

Yeah, that's very true. And I was kind of

Jennifer Weins:

lucky to I'm gonna say luck because I don't know why it why

Jennifer Weins:

I learned some of this stuff, it just kind of came natural. But

Jennifer Weins:

you know, in science, it can be the soft skills can kind of

Jennifer Weins:

sometimes take a backseat to technical skills. So I would say

Jennifer Weins:

as far as like, actual, like skill building, part of it is

Jennifer Weins:

building the soft skill side for people empathy, the self

Jennifer Weins:

awareness, what kind of communication style are you what

Jennifer Weins:

kind of communication styles the other person? How do you meet in

Jennifer Weins:

the middle, and all these little things, I mean, as well as like

Jennifer Weins:

the technical training and trying to get cross training and

Jennifer Weins:

stuff. So there's a lot you can do as a manager to improve,

Jennifer Weins:

like, the motivation for your staff to stay there and keep

Jennifer Weins:

performing as you know, as good as they can. And everything. So,

Wesleyne Greer:

yeah. And so tell me about so you are a team

Wesleyne Greer:

leader of a technical group, and then you transition to the

Wesleyne Greer:

business side. So right, talk to me about how did that transition

Wesleyne Greer:

come about? And how was that for you?

Jennifer Weins:

Yeah, it's interesting. So there's a couple

Jennifer Weins:

ways like, you can think about having direct reports. And like,

Jennifer Weins:

I had direct reports to the scientific side. And then I had

Jennifer Weins:

gone to business school. And I had moved to product management

Jennifer Weins:

for a scientific like a contracting firm that basically

Jennifer Weins:

contracted out scientists. So from there, I was actually

Jennifer Weins:

technically a, an individual contributor. However, I had

Jennifer Weins:

groups that were like, I was the internal client, for internal

Jennifer Weins:

groups that basically had to do my, like, had my deliverables.

Jennifer Weins:

And in some ways, I wasn't necessarily managing them from

Jennifer Weins:

an HR perspective. But I could still a lot of the same tools

Jennifer Weins:

you use for motivation for people and just interpersonal

Jennifer Weins:

relationship, you apply whether you're, you know, talking to a

Jennifer Weins:

direct report that needs to do something for you, or an

Jennifer Weins:

internal team that needs to do something for you. And then I

Jennifer Weins:

moved to med device, and I was one of two people in the

Jennifer Weins:

startup, and I had external contractors, so they're not my

Jennifer Weins:

employees. Technically, however, I still applied those same skill

Jennifer Weins:

sets. So I went from, you know, having direct reports in

Jennifer Weins:

science, then I was in science, but product management, so is

Jennifer Weins:

shifted more towards the marketing, I had internal

Jennifer Weins:

clients, then I was in a startup, I had external clients,

Jennifer Weins:

then I get hired here. And now I have employees again, and I also

Jennifer Weins:

have external clients. So that's kind of how I made the shift. It

Jennifer Weins:

wasn't like a direct overseeing this type of staff to this type

Jennifer Weins:

of staff from like, performance review and HR. But I had this

Jennifer Weins:

intermediary that I kind of saw as a similar dynamic of how I,

Jennifer Weins:

you know, interact.

Wesleyne Greer:

And so one thing that I like about the way you

Wesleyne Greer:

describe that it's you did this consciously or unconsciously,

Wesleyne Greer:

not sure which one but you know, you kind of started your career

Wesleyne Greer:

as a scientist, individual contributor, then you manage a

Wesleyne Greer:

team. And at some point, you realize that you wanted to

Wesleyne Greer:

transition to the other side of the business. So being really

Wesleyne Greer:

more customer facing, and you said, I don't want to call it a

Wesleyne Greer:

step back. But essentially, you said, Okay, I'm gonna go back to

Wesleyne Greer:

being an individual contributor, because this is a new world for

Wesleyne Greer:

us. So let me learn what they do before I climb, start to climb

Wesleyne Greer:

back up again, and start managing people like that. And I

Wesleyne Greer:

think so many times people are like, Well, I've led a team of

Wesleyne Greer:

50 scientists, I can lead a team of 50 salespeople, and no, you

Wesleyne Greer:

can't, because it's very rare, right? These are very different

Wesleyne Greer:

skill set.

Jennifer Weins:

Yeah, yeah, there was definitely some

Jennifer Weins:

learning I had to do. It's a totally different, like, and I

Jennifer Weins:

just wanted to be respected from like a from, like, when I say

Jennifer Weins:

sales or technical skill set, I mean, even sales has a technical

Jennifer Weins:

skill set, right? And there's tools or specialized tools that

Jennifer Weins:

you might need, oh, no, I wanted to be completely competent in

Jennifer Weins:

those skills before I dare you know, manage people and try to

Jennifer Weins:

coach them through that. So I mean, I had to Yeah, I mean,

Jennifer Weins:

when you're wanting to grow like it's kind of like weight loss,

Jennifer Weins:

you know, you have your graph it's like not gonna be like

Jennifer Weins:

this, it's gonna be like that, you know, and I'm like signing

Jennifer Weins:

over a podcast I'm doing his exact line but it's going

Jennifer Weins:

upwards okay. Anyway, like so you know, you just kind of have

Jennifer Weins:

to like have a North Star and you just have to trust you're

Jennifer Weins:

gonna get there it might take a decade two decades, whatever,

Jennifer Weins:

but just kind of enjoy the your path along the way and kind of

Jennifer Weins:

stepping back so you can like, learn something totally

Jennifer Weins:

different is very exciting, too. It does take the pressure off

Jennifer Weins:

and I will say that it was kind of nice. I gotta say having all

Jennifer Weins:

these employees and a big org chart under me to like nobody.

Jennifer Weins:

I'm like, Wait, there's no performance reviews. Look all

Jennifer Weins:

this time I have this is amazing. So it wasn't all bad.

Jennifer Weins:

You know, you could take some time for yourself, develop

Jennifer Weins:

yourself and then jump back into it.

Wesleyne Greer:

You know, one thing that I find so much

Wesleyne Greer:

within, you know, these technical companies, this arena

Wesleyne Greer:

that we work in a lot of times, whether it's in the sales

Wesleyne Greer:

department, engineering department operations, they have

Wesleyne Greer:

people that are promoted into leadership roles, and the team

Wesleyne Greer:

under you doesn't respect you, because you've never walked a

Wesleyne Greer:

day in their shoes, right? But by you taking that step back and

Wesleyne Greer:

saying, Hey, I'm gonna do this job. So I know this job. And

Wesleyne Greer:

when I push you harder, I know that you can do it, because I've

Wesleyne Greer:

done it right. And so again, going back to that people don't

Wesleyne Greer:

leave companies, they leave managers. And by instilling that

Wesleyne Greer:

within the employees, you're helping them be like, Oh, okay,

Wesleyne Greer:

she's done this. So I know when she's coaching me, that is

Wesleyne Greer:

coming from a good place. So tell me about your current team,

Wesleyne Greer:

the composition of what you do today. Sure.

Jennifer Weins:

So I have our company is only 37 people. And

Jennifer Weins:

excuse me, some of those people are actually in the

Jennifer Weins:

manufacturing, making the thing, right, and so I'm on this other

Jennifer Weins:

business side, and I have a small team, I just have, I have

Jennifer Weins:

one associate that works directly with me in the business

Jennifer Weins:

development. And then I have two marketing liaisons. And then

Jennifer Weins:

what I have for I have an external partner like an

Jennifer Weins:

external resource, and there's like a whole org chart there of,

Jennifer Weins:

I think, eight people right now. So I have to kind of oversee

Jennifer Weins:

what they're doing and kind of set their strategy a little bit

Jennifer Weins:

and give them support. So I first had to train all this

Jennifer Weins:

whole external force. Interesting thing about this

Jennifer Weins:

company, Brio tech is that their core competency really isn't

Jennifer Weins:

supposed to be a huge sales and marketing firm. And that's why

Jennifer Weins:

we had external kind of operate like a virtual company, and have

Jennifer Weins:

this external safety. First labs be our sales engine. And I was

Jennifer Weins:

the one that kind of got introduced to them, and formed

Jennifer Weins:

the relationship, vetted them, and now I'm training them. So

Jennifer Weins:

I'm kind of using them as my organization. But I'm not like,

Jennifer Weins:

you know, I'm not their HR manager, as it were. So I have

Jennifer Weins:

very small staff here. And then we have this external staff. And

Jennifer Weins:

we'll just keep growing that external staff, and then we'll

Jennifer Weins:

grow here as needed. We have some also some international

Jennifer Weins:

kind of little bubbles of staff that we can start leveraging as

Jennifer Weins:

we grow our global footprint as well. So I'm kind of in this

Jennifer Weins:

virtual company space where I'm like this focal point, but we're

Jennifer Weins:

not growing our overhead at headquarters here, we're keeping

Jennifer Weins:

ourselves LEED our investors like that. So there we are.

Wesleyne Greer:

So I like that is it so it sounds like a

Wesleyne Greer:

distributor, but more, you have a lot more control, and you're

Wesleyne Greer:

providing them training and things like that. So I know, as

Wesleyne Greer:

small companies, this is always a challenge. It's like we need

Wesleyne Greer:

more revenue. But for more revenue, we have to increase

Wesleyne Greer:

overhead by adding more salespeople until people don't

Wesleyne Greer:

pay for themselves immediately, right. And so talk to me more

Wesleyne Greer:

about how that external channel is working for you guys. Really

Wesleyne Greer:

great.

Jennifer Weins:

They already have pre existing relationships.

Jennifer Weins:

And so they've brought on this president that has, you know, 30

Jennifer Weins:

years experience dozens of relationships that and they were

Jennifer Weins:

already selling something that was not our product, but it was,

Jennifer Weins:

you know, it was kind of similar doesn't compete directly, but

Jennifer Weins:

they have customer base, also safety first lab sold into Home

Jennifer Weins:

Depot, and we just launched in Home Depot. So we were able to

Jennifer Weins:

leverage a huge retailer relationships. So sometimes when

Jennifer Weins:

you find the right group, the ROI on them is pretty fast, much

Jennifer Weins:

faster than just organically training brand new people to

Jennifer Weins:

form all these connections. So that's kind of what we wanted to

Jennifer Weins:

find the right partnerships with pre existing relationships that

Jennifer Weins:

we could leverage. I love

Wesleyne Greer:

that. And again, I know in this field where we're

Wesleyne Greer:

in manufacturing, and these very highly technical fields,

Wesleyne Greer:

sometimes you'll say, Okay, we're going to expand our

Wesleyne Greer:

Salesforce by using distributors. And then you get

Wesleyne Greer:

like five or 10 generalists, right? And the due diligence

Wesleyne Greer:

that you did, like they're in Home Depot, that's what we're

Wesleyne Greer:

selling our products into. Now, there we have synergy, okay,

Wesleyne Greer:

they're already doing this, and we have synergies. They're

Wesleyne Greer:

talking to the people we want to talk to, yes, you guys are the

Wesleyne Greer:

right one. And then you're going over and above, and you're

Wesleyne Greer:

actually working with them. Because so many people do

Wesleyne Greer:

distribution wrong. They just say, Okay, here's some product

Wesleyne Greer:

brochures, send us any leads that you have, and we'll kind of

Wesleyne Greer:

work through it. And so it's like, as they give you this

Wesleyne Greer:

portfolio of 50 products, 50 companies that they're

Wesleyne Greer:

representing yours is like the last one on the list, but it

Wesleyne Greer:

sounds like you actually have strategy around it, which is why

Wesleyne Greer:

it is successful for you. Yeah,

Jennifer Weins:

I think that like we have a great product

Jennifer Weins:

that is I believe one of a kind and so I don't think this firm

Jennifer Weins:

really wants to push other stuff right now. They see it as a win

Jennifer Weins:

and it has so much latitude like it can be sold in all these

Jennifer Weins:

different channels is going to keep them so busy. So I got I

Jennifer Weins:

were lucky because we have such a great thing to sell, and that

Jennifer Weins:

they don't need to have a catalog of 20 items. In fact,

Jennifer Weins:

that would kind of dilute out the main message of what we

Jennifer Weins:

offer. So, so yeah, it worked out really well. We're also

Jennifer Weins:

really lucky because it just seems like the interesting cool

Jennifer Weins:

things are coming to us like the universe is putting things

Jennifer Weins:

together. I'm not really sure. Like, if this is it just appears

Jennifer Weins:

like this. I don't. So it's that's really been really

Jennifer Weins:

exciting. Just kind of I didn't have to sweat too hard to find

Jennifer Weins:

these guys. That just kind of happened. So got lucky, I guess.

Jennifer Weins:

And yeah, we're really excited to see what other kind of

Jennifer Weins:

international things come our way too.

Wesleyne Greer:

You've given me so many like success stories

Wesleyne Greer:

already. I mean, Home Depot having your products as a late

Wesleyne Greer:

stage startup and thing, we're a company of 37 having your

Wesleyne Greer:

products in Place Like Home Depot, like basketball giant

Wesleyne Greer:

company, to me, that's a huge success. But talk to me share

Wesleyne Greer:

something that you're particularly proud of whether

Wesleyne Greer:

it's a project and employ a team, something that you're

Wesleyne Greer:

really excited about, okay,

Jennifer Weins:

I'm really excited because this technology

Jennifer Weins:

is I fail, it's like really transformative, we had applied

Jennifer Weins:

to the World Health Organization, essential

Jennifer Weins:

medicines list or application is online. In that application,

Jennifer Weins:

you're going to be able to see, like just a, it's a 55 page,

Jennifer Weins:

super robust, breaking down all of our science, all of our

Jennifer Weins:

publications that we've been doing for the past four years,

Jennifer Weins:

and all the peer reviewed journals. Not only that you get

Jennifer Weins:

to see the before and after transformative pictures, healing

Jennifer Weins:

pictures, people with amazingly terrible injuries, diabetic

Jennifer Weins:

wounds, whatever it is going from just dire situation to

Jennifer Weins:

healthy skin. And I am really excited for the celebrity of our

Jennifer Weins:

ingredient to get out there. One cool thing we did get a little

Jennifer Weins:

bit of press@health.com. That magazine just wrote an article

Jennifer Weins:

and mentioned us it's like this is a buzzy ingredient. And it is

Jennifer Weins:

everything the hype says it is and had all these great things

Jennifer Weins:

to say we didn't know it was coming. So when unexpected,

Jennifer Weins:

great press is like always a surprise. And we're really

Jennifer Weins:

excited for that who essential medicines decision are we going

Jennifer Weins:

to be added to the list of 60 countries to be sold as a

Jennifer Weins:

medicine fingers crossed, but we think we have a good shot. So

Jennifer Weins:

we're ready to list

Wesleyne Greer:

a little bit more about the actual product,

Wesleyne Greer:

because you're telling us all the amazing thing that you're

Wesleyne Greer:

getting these accolades, but tell us what does it do because

Wesleyne Greer:

I know that you have a gift for our audience. So I want to make

Wesleyne Greer:

sure that they are able to go out and they know exactly what

Wesleyne Greer:

you guys do.

Jennifer Weins:

Yeah, so we hfcl that's the acronym for the

Jennifer Weins:

molecule hydrogen, oxygen and chlorine. It's called

Jennifer Weins:

hypochlorous acid. And this molecule exists in all of our

Jennifer Weins:

white blood cells. Right now. It's evolved with all mammals.

Jennifer Weins:

And it's what we use to fight infection. It's what we use to

Jennifer Weins:

promote healing. If you get a cut, it's growing the skin

Jennifer Weins:

backup and it's going to reduce inflammation, all the redness it

Jennifer Weins:

simmers that down. It's like the fix it molecule on the fix that

Jennifer Weins:

lady, this is the fix it molecule makes everything

Jennifer Weins:

better. Okay. Now, when this, this company has been able to

Jennifer Weins:

isolate it, make it pure and scale it up. So they scale it

Jennifer Weins:

using saltwater, amazingly, but they have a very complicated

Jennifer Weins:

sophisticated machine with very sophisticated software to

Jennifer Weins:

precision control the manufacturing, make it super

Jennifer Weins:

scalable. So you can go on the shelf of any retail store any

Jennifer Weins:

amount of retail stores, keep it stable with a long shelf life

Jennifer Weins:

and keep it very pure. There's no contamination in there. And

Jennifer Weins:

it's reacting like as if we just took the best part of inside

Jennifer Weins:

ourselves took it to the external world. And just you

Jennifer Weins:

know, you can use it in disinfection, we're on the EPA

Jennifer Weins:

list and to kill Coronavirus. We can use it in cosmetic all the

Jennifer Weins:

before and after pictures. You see these amazing, I mean

Jennifer Weins:

people's skin conditions are getting cleared up. And it's

Jennifer Weins:

just incredible. Our Amazon reviews are littered with before

Jennifer Weins:

and after pictures saying what just happened my my piercing

Jennifer Weins:

healing got completely healed. And there's medical indication.

Jennifer Weins:

So we're working through the FDA right now with some additional

Jennifer Weins:

claims. So we kind of have all these great things we're hoping

Jennifer Weins:

to totally disrupt and ruin the toxic chemical industry, which

Jennifer Weins:

might not make us some friends but that's okay. And we're

Jennifer Weins:

looking to Yeah, I mean, just simplify everything. You don't

Jennifer Weins:

need to buy a bunch of, you know, expensive prescriptions or

Jennifer Weins:

products, you can reduce it down to something a little bottle

Jennifer Weins:

that costs you know, $6 can save you a ton of money and we can

Jennifer Weins:

get this technology out to places that really need it out

Jennifer Weins:

in the middle of third world countries. They can't afford

Jennifer Weins:

vaccines and they need disinfection and it's safe. I

Jennifer Weins:

mean you can you can have it, you know in the air and you

Jennifer Weins:

recognize it because it's just that pure molecule that exists

Jennifer Weins:

in us anyway. So that's kind of that Spiel with the products and

Jennifer Weins:

we're you know, we're excited to see what at all the different

Jennifer Weins:

product lines, we can put it in pet care, home care, you know,

Jennifer Weins:

baby care, whatever, there's like no limit.

Wesleyne Greer:

Wow. And so this, what you just did is what

Wesleyne Greer:

I consider the best of technical sales, right? Because

Wesleyne Greer:

essentially, this is a really, really technical product, right?

Wesleyne Greer:

We started this hydrogen, oxygen, chlorine, but what does

Wesleyne Greer:

it do? And that's what matters the most, you can order this on

Wesleyne Greer:

Amazon to help care of skin conditions, you can disinfect a

Wesleyne Greer:

whole hospital, I'm just gonna say, right, you can send it to

Wesleyne Greer:

third world countries to help them cut down the risk of

Wesleyne Greer:

infection. And it all started, it was adding a few, a few

Wesleyne Greer:

elements together right in the lab. And now look at what it's

Wesleyne Greer:

doing. And then all those acronyms, the FDA, EPA, who

Wesleyne Greer:

right and so you guys are doing amazing work. And I know that

Wesleyne Greer:

with you leaving the commercial effort, that there's no stone,

Wesleyne Greer:

there's no thing that will be unturned. So tell us about the

Wesleyne Greer:

gift that you have for the audience.

Jennifer Weins:

Oh, I have a gift, it is a coupon code. It's

Jennifer Weins:

a you know, hopefully, that's considered a gift. I mean, it

Jennifer Weins:

requires you kind of buying something but but you know,

Jennifer Weins:

you're 25% off pride 25 Go to our website, you fill up your

Jennifer Weins:

cart and use that and we're doing that for Pride month

Jennifer Weins:

coming up. So pride 25 25% off your entire order. And yeah,

Jennifer Weins:

also any viewers out there, if you want to connect with me on

Jennifer Weins:

LinkedIn, and keep that connection going all, you know,

Jennifer Weins:

I can send you something maybe like a ball, you know, no big

Jennifer Weins:

deal. Just try it out. I love to just get the stuff out there.

Jennifer Weins:

And once people use it, though they get be do become addicted.

Jennifer Weins:

So you know, I'll do like the first one free kind of situation

Jennifer Weins:

here.

Wesleyne Greer:

I love it. I love it. So you can get 25% off

Wesleyne Greer:

your entire order. If you go to the website, which will be in

Wesleyne Greer:

the show notes or reach out to Jennifer on LinkedIn. And you

Wesleyne Greer:

can find her LinkedIn URL in the show notes. Also, thank you so

Wesleyne Greer:

much, Jennifer. It's a pleasure chatting with you today and

Wesleyne Greer:

learning more about your background, as well as your

Wesleyne Greer:

company and the amazing work that you guys are doing. Thank

Wesleyne Greer:

you so much. And that has been another episode of the Snack

Wesleyne Greer:

size sales podcast. Remember, head to our website snack sized

Wesleyne Greer:

sales.com To get your free ebook and learn 10 simple strategies

Wesleyne Greer:

to kickstart your sales. Until next time in everything you do

Wesleyne Greer:

transform your sales.

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