National Sales Director at Physical Rehabilitation Network (PRN) | Health Care Administration
Definitely worth keeping in mind when onboarding and needing to set realistic expectations early on for success.
Hiring managers and sales leaders, the hiring and onboarding game is a long game, especially for new sales reps. Any great stories of team members who picked up the ball QUICK and ramped up in less time than this? (Shout out to my guy Tristan Klier.) (Courtesty of The Quota)
Thrilled to share I'm starting as Head of Commercial at Common Room, leading our Commercial Sales team. 🙌 Over the last few years, I've learned a ton about the challenges facing GTM teams. One in particular stood out for me, there are signals everywhere, but consolidating and acting on them strategically is hard, even confusing. Common Room solves this and brings 1st, 2nd and 3rd party signals into one place, making contextualized outreach simple. Teams can see the full picture and connect with the right person at the right time and in the right context. While the product is great, the team is outstanding. Smart, driven, high performing, passionate. I knew I had to be a part of this. P.S. Matt Kroon and I are hiring commercial and enterprise sellers. If you're curious about what we're building, love GTM, are a customer-centric seller, and want to be on a high-performing team, hit me up!"
Building a world-class sales team isn't just about hiring; it's a blend of management, motivation, and the right incentives. 📈 A stellar team needs a clear vision, solid training, and goals that align with your business values. It's about heart-centered selling and creating a group of raving fans! 🧡 Want to learn more? Share your top sales team strategy below or DM us to Craft Your Next Level Business Vision at MitchRusso.com. #SalesSuccess #TeamBuilding #BusinessGrowth Work with Your Mentor, Scale Your Profits and Finally Grow.
CEO: “We would never dream of hiring a manager {AT REDACTED} from outside the company. It has to be somebody who has worked their way up in our system.” You have to be willing to come in at the bottom, but… Starting base pay of ~$35,000 Employee stock purchase program (purchase discounted equity) *** Employee retention rate of ~94-96% *** Great benefits including medical / dental coverage, 401k match Extreme culture of promoting from within Free Costco membership!! This is the type of org where you could stay for 25 years and work your way up to the C - suite. It’s Costco. Yes, getting that SDR role and getting into tech sales is life changing, but when those are scarce, it’s ok to check your ego and think outside the box, run your own race. ✌️
Spoke with the CEO of a ~2M ARR Seed-Stage business recently looking to hire a 1st-time Head of Sales into their business The big question - should I have that person carry a personal quota while building the team? My answer in most circumstances here... is a big fat NO If you want to build a true, scalable, and effective GTM organization from the ground up - would you want your most senior person in the sales business directly competing against the persons they're managing and expected to make successful? Probably not. But I've seen too many businesses falling into this trap. It disincentives team growth, and the individual performance of reps across the territory. Dramatically decreases motivation on the leadership and development front from your VP. Generally causes more churn than if you're trying to make some fresh butter If you truly want to build something scalable, high-performance, and reduce the amount of risk you have from the deep investments you make into scaling a sales team.... this is probably not the route you want to go down. Anyone had a similar experience?
Head of New Business @ Fondo | Simplifying Finances for High-Growth, Venture-Backed Startups
Hot 🧵on sales leaders comp. Thanks Joey Brodsky for leading this important discussion. Sharing my experience and pov for all my new friends I met at DC Tech & Venture Coalition (DCTAV) last night… 1. VP/ head of sales can and should take calls to learn, build playbooks, and let the team critique their calls to build trust but they should never earn commission from it. 2. My team 5x’ed ARR at Series A fintech out of SF. My commission and quota structure was simple; 50% company revenue target / 50% team conversion rate target. 3. Now that’s not to say I didn’t dial for dollars and close deals alongside my team especially during rapid growth or to cover reps that took PTO (it’s a start up after all, no job is too small for a leader). 4. When I closed individual deals I took the AE commission I earned and added to a team pot and used it for adhoc SPIFFs. I never wanted there to be a case where I took one dollar of commission away from my reps. I was compensated quarterly when they posted up and demolished their targets. TL;DR 📞 rep crushes quota w/ sales leader’s coaching-> gets 💵 💁🏻♀️ sales leader hits company targets -> gets 💵 👩🏾💼 founder raises, gets ->💰 📈 Evaluation goes up, everyone gets 🤑🤑 #sales #salesleadership #variablecomp #scalingsales #startups #startupsales #DCtech
Spoke with the CEO of a ~2M ARR Seed-Stage business recently looking to hire a 1st-time Head of Sales into their business The big question - should I have that person carry a personal quota while building the team? My answer in most circumstances here... is a big fat NO If you want to build a true, scalable, and effective GTM organization from the ground up - would you want your most senior person in the sales business directly competing against the persons they're managing and expected to make successful? Probably not. But I've seen too many businesses falling into this trap. It disincentives team growth, and the individual performance of reps across the territory. Dramatically decreases motivation on the leadership and development front from your VP. Generally causes more churn than if you're trying to make some fresh butter If you truly want to build something scalable, high-performance, and reduce the amount of risk you have from the deep investments you make into scaling a sales team.... this is probably not the route you want to go down. Anyone had a similar experience?
Episode 7 of Between Two Hires (The Subtle Art of Not F#*cking Up Your Team) is LIVE right now. Join David Cook and Tom Wilkinson as they dive into David's incredible journey with Samsara. Starting as the first SDR manager in 2017, David has seen the company grow from 220 employees to over 3,000 and has played a critical role as a part of the sales hiring process. David kindly shares his secrets to successful SDR hiring programs. Tune in! #saleshiring #salesrecruiting #betweentwohires
Ever wonder why the best sales teams are also the most diverse? It’s no coincidence. Diverse teams not only perform better, but drive innovation, bring fresh perspectives, and create a stronger, more inclusive culture. But how why? And how do you build one? Here are 5 Strategies to Create a Diverse, Inclusive Sales Team: Need help finding the right sales talent quickly? At Sales HQ, we identify top sales performers who add immediate value — both to your bottom line and team culture. Our proven sales talent can hit the ground running, saving you time, money, and the headache of a poor hire. If you’re ready to build a high-performing, inclusive sales team that thrives, get in touch with Sales HQ today.
We stand on business here in Austin Field Marketing. As March Madness came to a close we hit some awesome stats. ATX March: -12 FM getting on the board -7 people w/ 4+ deals -2 people w/ 6+ deals -Elijah Stanley w/ a new Personal Best, 10 contracts -6 solid new reps joined the team -2 Team Leads were promoted -3 people from a different company who made $0 in 2 months, made 10k in their first month here 👀 -48 contracts, 33% increase month to month -140 sits, 23% increase month to month -573 appts, 14% increase month to month Growth is explosive 🧨 We have 4+ internal recruits ready to rock and roll for Monday and counting. I’m hiring, come join our class and I’ll give you support that you are craving to get a start or to continue yourself as a career setter. $1000 per contract w/ Bonuses or 50/50 split with rep…👀👀 #solar #D2D #solarindustry #fieldmarketer #setter #leads #leadgeneration #DoortoDoor #leadgrb
Bridging the Gap Between CEOs and VP SALES 🚀 B2B Software Strategic VP SALES Onboarding and Retention for Sustainable Sales Growth. 🔄 Guiding CEOs to Prevent Costly VP SALES Turnover.
💸 𝗟𝗼𝘀𝗶𝗻𝗴 𝗦𝗮𝗹𝗲𝘀𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗻𝗱 𝗠𝗼𝗻𝗲𝘆? 𝗛𝗲𝗿𝗲’𝘀 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂’𝗿𝗲 𝗠𝗶𝘀𝘀𝗶𝗻𝗴! It’s a situation many CEOs face, especially those with a strong engineering or product background. You’ve developed amazing solutions and have a talented team—but when it comes to selling, it feels like things aren’t clicking. You’ve hired salespeople, hoping they would drive growth, but somehow, it's not working out. If you've had to let multiple reps go, it might be time to pause and reflect: • 𝗜𝘀 𝘆𝗼𝘂𝗿 𝘃𝗶𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗰𝗹𝗲𝗮𝗿? • 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗮𝘀 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝘁 𝗼𝗿 𝘀𝗲𝗿𝘃𝗶𝗰𝗲 𝗽𝗿𝗼𝘃𝗶𝗱𝗲𝗿? • 𝗜𝘀 𝘁𝗵𝗲 𝘀𝗮𝗹𝗲𝘀 𝘁𝗲𝗮𝗺 𝗳𝘂𝗹𝗹𝘆 𝗲𝗾𝘂𝗶𝗽𝗽𝗲𝗱 𝘁𝗼 𝘀𝘂𝗰𝗰𝗲𝗲𝗱 𝗶𝗻 𝘁𝗵𝗶𝘀 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁? Sales reps thrive when there’s clarity and direction. Before hiring your next rep, ensure your company structure and strategy are aligned so they can hit the ground running. Sometimes, fixing the foundation makes all the difference.
You just bagged your seed or series A funding and think, "I need a VP of Sales!" Stop right there. This could be the worst decision you ever make. Here's why hiring a VP of Sales right out of the gate is a disastrous move: 1/ You Don't Need a Glorified Strategist 2/ Big Salaries for Big Talk 3/ VPs Aren’t Built for the Trenches 4/ Misplaced Priorities 5. VP of Sales don’t close 6/ Prove You Can Sell First In short, hiring a VP of Sales as your first sales hire is like trying to win a marathon by hiring a coach instead of running yourself. Get in the trenches, and close those deals, and build your revenue. Save the high-level hires for when you've actually got something to scale. Don't let a title fool you into thinking you're making progress.
