Gregg Salkovitch’s Post

Hiring leaders and job descriptions want perfection, and I understand why. It’s easier. They want talent with ALL the skills necessary so they can just come in and get the job done right away. Less time investment on the already-constrained bandwidth of the hiring manager. Presumably a much closer step to immediate outcomes so projects/initiatives/etc. can move forward faster. I get it. And it’s not just in tech. This came to me the other day for a sales leadership role… “…We are looking for a motivated XXXX who has years of experience in the staffing industry, who has built out great relationships and has a book of business they can bring over… “ Later in the SAME message… “We are looking for someone that has an active book of business with active reqs that they can within weeks time bring over …(While continue focusing on bringing in new business as well) “ Looking past the desperate tone for a second, where’s the investment in me? Where’s my growth? 99% of people (regardless of skill or industry) want to work hard and be challenged, but they also want opportunities for growth in their skills and career. If I come in already equipped with all the skills you need, where’s my growth? How do you balance the needs of the hiring manager who wants it all, and the needs of the worker who wants growth?

Direct industry experience isn’t the ‘ Be-All and End-All’ in sales. As someone who has spent decades in sales- including years as a hiring manager, I’ve seen a recurring mistake all too often made by hiring managers: over-prioritizing direct industry experience at the expense of overall professional sales expertise, business acumen and….savvy! Sales success isn’t about intimate familiarity with every detail of an industry—it’s about the ability to build relationships, solve problems, and drive results. Sales professionals with a track record of success have honed these skills across various sectors, and the principles of great selling—listening to customer needs, negotiating value, and fostering long-term partnerships—are universal. Sure, industry knowledge helps, but it can be learned. What takes years to master is how to navigate complex buying decisions, lead a team, or close deals that transform businesses. When hiring managers discount, and disregard, seasoned sales professionals because they don’t have specific industry experience, they may be overlooking a wealth of adaptable talent and doing their company and team a disservice. Let’s focus on what truly matters: the skills and experience that deliver results, regardless of the industry. What’s your take? #SalesLeadership #HiringTrends #SalesSuccess #ProblemSolving #SalesGrowth #Recruiting #UnicornsDontExist

"Lives Our Core Values" "Comfortable with Discomfort" We’ve all encountered lengthy job descriptions and extensive lists of qualifications and requirements. But recently, I came across one that truly took the cake! The job description spanned well over a page and, besides the usual expectations, included: Humble Competitive Willingness Experience with independently closed sales generating over $300k in revenue Good executive presence Extroverted Driven to influence It seemed like they used AI to compile a list of every positive trait imaginable. One might assume they were seeking a C-level executive with decades of experience running large companies. But that wasn’t the case at all. They were looking for a Director of Sales, offering a salary in the $150k range. Would you even consider applying for a job with such an exhaustive and seemingly unreasonable list of qualifications? #JobDescriptions #Hiring #SalesJobs #CareerAdvice #Recruitment

CEO: I'm thinking about hiring our first VP of Sales. Me: Congrats! What does the current sales team look like? Do you have any managers? CEO: No, we haven't hired any. Me: Alright. Have you hired a marketing manager? CEO: No, but we're planning to fill those roles soon. Me: How about Sales Operations? Is there someone responsible for that? CEO: No, we don't have anyone in that role. Me: I understand. A VP of Sales can cost A LOT, typically between $300K to $600k+ per year. How fast do you expect to make a return on this investment? CEO: In less than 6 months, ideally sooner. Me: So, you want to hire a VP of Sales before you have the other key roles in place, and expect them to deliver results in under 6 months? CEO: Yes, of course, that’s their job, right? Me: 🧐 VPs of Sales aren't miracle workers 🪄 They need the right support & team to succeed 🙏

When it comes to being a great manager, there are three things that stand out: 1️⃣ Attitude: You have to have the right attitude about helping people because that's what we do. 2️⃣ Availability: This is your greatest attribute. You need to be available for your managers, agents, and for your team. 3️⃣ Ability to produce: In order to be a successfull managers, you have to be able to show others how to do it. What are some other attributes that make a great manager? 👇👇 #Success #Manager #GlobeLife #Hiring #Sales

"Attention Sales Managers! 📣 Are you ready to elevate your career to new heights? Join our dynamic team and unleash your sales prowess. Contact us today to explore exciting opportunities and take the next step towards success! #SalesManager #NowHiring #SalesCareer #JobOpportunity #SalesJobs #CareerGrowth #JoinOurTeam #SalesLeadership #ContactUs #ApplyNow #SalesSuccess #CareerDevelopment #SalesProfessionals #DreamJob"

Looking to hire a new sales leader? Our team has developed a hiring scorecard to help standardize your assessment criteria and reduce bias within your recruitment process. Check out the link in the comments #hiring #recruitmentprocess #salesleader #diversityandinclusion

𝐁𝐀𝐃 𝐁𝐎𝐒𝐒𝐄𝐒𝐒... In the sales ,many problems come from having bad sales supervisors. Some may say the blame goes higher up to CEOs & Business Heads, but it's often the sales supervisor who has the most influence on the sales team's success or failure. Good sales supervisors play a vital role in a business's success, while bad ones can hold the team back and stop the business from reaching its full potential. 1 - 𝐓𝐡𝐞𝐲 𝐇𝐢𝐫𝐞 𝐓𝐡𝐞 𝐖𝐑𝐎𝐍𝐆 𝐒𝐚𝐥𝐞𝐬 𝐏𝐞𝐨𝐩𝐥𝐞 2 - 𝐓𝐡𝐞 𝐋𝐞𝐚𝐝 𝐅𝐫𝐨𝐦 𝐁𝐄𝐇𝐈𝐍𝐃 𝐓𝐡𝐞𝐢𝐫 𝐃𝐞𝐬𝐤 3 - 𝐓𝐡𝐞𝐲 𝐍𝐄𝐕𝐄𝐑 𝐓𝐫𝐚𝐢𝐧 𝐓𝐡𝐞𝐢𝐫 𝐒𝐚𝐥𝐞𝐬 𝐑𝐞𝐩𝐬 4 - 𝐓𝐡𝐞𝐲 𝐀𝐥𝐰𝐚𝐲𝐬 𝐏𝐮𝐭 𝐓𝐨𝐨 𝐌𝐮𝐜𝐡 𝐏𝐑𝐄𝐒𝐒𝐔𝐑𝐄 𝐎𝐧 𝐓𝐡𝐞𝐢𝐫 𝐒𝐚𝐥𝐞𝐬 𝐑𝐞𝐩𝐬 5 - 𝐓𝐡𝐞𝐲 𝐃𝐨𝐧'𝐭 𝐂𝐎𝐀𝐂𝐇 𝐓𝐡𝐞𝐢𝐫 𝐒𝐚𝐥𝐞𝐬 𝐑𝐞𝐩𝐬 6 - 𝐓𝐡𝐞𝐲 𝐀𝐫𝐞 𝐄𝐌𝐎𝐓𝐈𝐎𝐍𝐀𝐋𝐋𝐘 𝐔𝐧𝐬𝐭𝐚𝐛𝐥𝐞 7 - 𝐓𝐡𝐞𝐲 𝐇𝐨𝐥𝐝 𝐓𝐡𝐞𝐢𝐫 𝐒𝐚𝐥𝐞𝐬 𝐏𝐞𝐨𝐩𝐥𝐞 𝐁𝐀𝐂𝐊 If you want to be a GOOD Sales Manager do the opposite of these 7 things!   𝐓𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐬𝐨𝐦𝐞 𝐚𝐦𝐚𝐳𝐢𝐧𝐠 𝐬𝐚𝐥𝐞𝐬 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐨𝐮𝐭 𝐭𝐡𝐞𝐫𝐞 𝐰𝐡𝐨 𝐭𝐫𝐮𝐥𝐲 𝐬𝐭𝐚𝐧𝐝 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞𝐢𝐫 𝐭𝐞𝐚𝐦𝐬 𝐚𝐧𝐝 𝐥𝐞𝐚𝐝 𝐭𝐡𝐞𝐦 𝐭𝐨 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. If you have one of those amazing sales managers give them a tag in the comments and let's give them some praise! #hiring #urgenthiring #sales #bankingjobs #hr #salesmanager #banks

Sales Director

Dear Owner, CEO, Sales Director, or Sales Manager, I trust this message finds you well. I'm reaching out to ask if your organization is open to hiring sales wizards—individuals who truly make a difference in driving sales results. Sales wizards, representing the top 20% of sales representatives, often contribute to 80% of the revenue. A mere 4% of inner circle wizards generates often even an impressive 64% of the company's total sales as shown by recent studies. Can you envision the transformative effect of adding such a wizard to your sales team? Maybe stop just for a second and ask yourself: How would it be like? What would I feel? How would it benefit me in the organisation and how would it help the company to thrive? Imagine conquering new markets, outperforming the competition, and setting new benchmarks—all by bringing on board one exceptional individual. Imagine also what such a wizard can do for your organisation to withstand currently occurring economic difficulties? Today might be your lucky day! I am thrilled to introduce myself as a part of this elite group, ready to take on a new challenge with a company that values high standards and extraordinary sales results. Please take a moment to review my attached CV, and consider me as your next sales representative or account manager. Together, we can elevate your organization to new heights. #CV #SalesExcellence #AccountExecutive #BusinessDevelopmentManager #SalesManager #InsideSalesExecutive #AccountManager #KeyAccountManager #SalesRepresentative #CommercialDirector #SaaSSales #OpportunitySeeker #SalesLeadership #HireMe #JobSearch #Recruiting