Luxury Presence
Luxury Presence Leadership & Management
Frequently Asked Questions
At Luxury Presence, managing people means more than reviewing work. It means being invested.
From day one, your manager sets clear expectations. You understand what success looks like in your role, how your work connects to the company's mission, and how you're tracking. That clarity doesn't drift after onboarding. Leaders reinforce it through direct feedback, consistent recognition, and a culture that celebrates learning as much as results.
Recognition at LP is specific, timely, and tied to behavior, not just outcomes. As Jake McMackin, Director of Sales Performance, puts it: "The goal is not only to celebrate wins, but to reinforce the behaviors that create long-term success. The most meaningful recognition is authentic." Big wins matter, but so do the smaller moments. Coaching a teammate through something hard. Improving a process. Showing resilience during a difficult stretch.
That investment in people shows up in career mobility. We've seen employees grow from individual contributor roles into leadership positions through the visibility and support built by strong coaching and recognition practices.
In our employees' own words:
"Leadership is approachable and invested, and there's a continuous focus on learning, evolving, and raising the bar." - Kara, Onboarding
"Thanks to incredible mentors and a lot of support, I grew into a PM role and developed strong strategic thinking, customer empathy, and leadership skills." - Johanna, Product Manager
"The company genuinely cares about its people, and the team here is inspiring and supportive." - Heera, Team Lead, Onboarding
Your manager also keeps the work connected to the broader mission. You always understand why the thing you're building matters, not just what it is.
Goals and expectations at Luxury Presence aren't treated as an annual conversation. They're built into how the company operates from day one.
When you join, you get real clarity on what success looks like in your role and how your work connects to what Luxury Presence is building. That standard doesn't erode over time. Leaders communicate it directly, reinforce it continuously, and give feedback in the moment rather than saving it for a review cycle.
The Give/Get framework is central to how the company communicates expectations. It makes the exchange explicit: bring extreme ownership, high agency, and a drive to grow, and you'll get career-accelerating opportunity, visibility, and work that matters. Leaders don't introduce this in onboarding and move on. They come back to it.
Communication also runs both ways. After more than a decade of hiring, Malte Kramer, Founder and CEO, has said one question matters more than any other in understanding whether someone will thrive here: do they give honest feedback when it's hard to give? "People who have good ideas but won't speak up are everywhere. As a leader, you need people who will shoot you straight. Otherwise you're flying blind."
That expectation applies to LP leaders too. The same directness they ask for, they model.
Luxury Presence's Candidate Tradeoffs
If you’re weighing whether Luxury Presence is the right fit, these are the core tradeoffs to consider.
- Leaders here are coaches, not managers. They've done the job, give direct feedback, and are evaluated on whether their teams grow.
Luxury Presence Employee Perspectives
How would you describe your coaching style and how you work with your team on a day-to-day basis?
I'm in the work with my reps - listening to calls, coaching in real time, not just reviewing dashboards. I set clear expectations and hold people accountable to activity and outcomes daily. If someone's off track, I address it immediately and specifically, not at the end of the quarter, month, or day.
How do you give feedback - what does a typical 1:1 look like?
We start with your numbers, move into specific call or deal coaching, and end with action items for the week. Feedback is never vague - I'll point to the exact moment in a call where things went sideways. We run quarterly scorecards on both results and values, but the 1:1 is where the real development happens. I also send weekly focuses to each rep so that the priorities are always clear.
What do you look for in someone when deciding they're ready to move up? You're already doing the job before you get the title - coaching peers, improving processes, owning team outcomes beyond your own number. I look for people who are consistently high-performing and making everyone around them better. Hitting quota gets you paid; demonstrating leadership behaviors at the next level gets you promoted.
What People Are Saying About Luxury Presence
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Strategic Vision & Planning: Public CEO posts lay out a detailed, AI-first roadmap centered on Presence CRM and autonomous AI marketing for relationship-driven agents. Company positioning and external announcements consistently reinforce this direction.
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Strong Execution: Product launches and external announcements (e.g., an autonomous AI Marketing Team and the rollout of Presence CRM) provide concrete milestones aligned to the roadmap. Visible delivery cadence signals momentum toward the stated platform goals.
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Open & Transparent Communication: Leadership shares strategy, operating milestones, and rationale in public channels, and the homepage mirrors the same framing. This outward communication makes the company’s priorities and focus areas easy to understand.
Luxury Presence's Benefits
Hosts in-person revenue kickoff meetings
Each year, the team gathers at our Austin HQ for an in-person kickoff to align on what's next and get energized about the year ahead.
Implements team-based strategic planning
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
