Mohamed Ali’s Post

How tech companies be hiring salespeople. Want to hire the best reps? Put this info in the description: 1. OTE 2. Base Salary 3. Quota Attainment If you put those 3 things in a job description = great talent will come. As for sales reps, please don’t jump on the offer when you see the nice OTE. Get in touch with reps from the hiring company and ask about these 3 things: 1. % of reps who hit the quota 2. Their Sales Tech Stack 3. Promotion plan OTE ≠ Salary. Be strategic. PS. “hiring rockstars”? Chill... You’re just running B2B SaaS.

How I Attract and Hire the Top 5% of SaaS Sales Executives Let's cut the fluff. Hiring top sales talent in SaaS is a bloodsport. The boring job spec? In the bin.  The online cattle call? Delete. The cover letter essay? Give me a break. The 5+ video interviews? Ain't nobody got time for that. The 1-hour sample sales pitch? Soft next. Here's how I roll: First, I get hyper targeted. I reach out directly to proven top billers. Cold LinkedIn messages with a compelling pitch about the role. Then, I move fast. The best get bombarded daily. I get them on a video call within days to qualify. If there's magic? I invite them to meet the team in person, stat. Half day of bonding and vibing. After that? I make an offer within 1-2 weeks max. While the iron is hot. And I always close them before their start date. Once they resign, it's a wrap. This is how I attract and hire the top 5% in SaaS sales. The purple squirrels. The unreasonable ones. It's a jungle out there. You can't move like a sloth. Be first, be fast, be fierce. Modern hiring for modern times.

How tech companies be hiring salespeople. Want to hire the best reps? Put this info in description: 1. Base Salary 2. OTE 3. Quota Attainment If you put those 3 things in a job description = great talent will come. As for sales reps, please don’t jump on the offer when you see the nice OTE. Get in touch with reps from the hiring company and ask 3 questions: 1. % of reps who hit the quota  2. Sales Tech Stack 3. Promotion plan OTE ≠ Salary. Be strategic. PS. “hiring rockstars”? Bro, chill. You’re just running B2B SaaS. Credit: Yurii Veremchuk

What’s the best way to cover the territory of a sales rep on parental leave? In December, we hired a pregnant sales rep. And soon, she’ll be going on parental leave! This is how we’re currently thinking about coverage: 🏋️ Her manager will take over (most of) her pipeline - and I'll take a few deals myself too 💰 She will get full credit for all deals closed from her pipeline while she is out (no splitting commission, no double-paying since no rep will be put on this pipeline) 💻 We are hiring a part-time temp sales rep to set meetings, hold intro calls and build top of funnel for her while she is out (this is a former Parentaly sales rep who we love and continue to work with as a contractor) Important to note: our sales cycle is LONG (6-18 months). The goal with this plan is to ensure that the pregnant AE does not miss out on commission for all of her hard work to date, and also avoid her returning to work after four months out with zero new pipeline. I know this is a hot topic many of us have dealt with many times … would love to hear folks’ thoughts! 

The most shocking sales tactics I’ve ever seen. We made a hiring post the previous week. I got an email from a talent marketplace company. The email was out of box scary and blew me away. They offered me a 1-week-trial to try their platform to hire candidates. The offer is good. Nothing wrong till now…right? But wait! In their offer, they made a free account. The credentials were: Login: {My personal email} Password: {My personal phone number} Without my consent they scraped and used my personal details. Now the more interesting part… …I replied to them to immediately delete my account as it’s a direct breach to my privacy. *THEIR REPLY:* = = = Hi Nilesh, Apologies for the inconvenience As a part of our reach out campaign, we have created your login. I request you to please try for few days and if you won’t find a value then please reply back to us to deactivate your account and we will do the needful on immediate basis I am sure, this may help you to open up quick hiring avenues for you and we may look forward for a long term association Please spare 30 seconds to know more about our product : {Link} Thank you {Signature} = = = In short, to make them delete my details I’ve to use their free offer first. To all the startup people reading this, you can’t afford to creep your audience. Offer great value, but never take away anything from them without consent.

Sales Leaders: Here is a tip for hiring sellers: Consider hiring more GenX salespeople. Why? 👉 GenX sellers crushed it before the internet and before cell phones. They had to make it happen anyway. Think about the grit and determination they needed to do that. 👉 Zero fear of cold calling and outbound. That was the only option! 👉 Machine work ethic. GenX invented 10 calls per hour X 10 hours and "5 after 5 PM." 👉 Master face to face connectors and networkers. 👉 The goal of every cold call was to book a face to face meeting. 👉 Multi-decade track record of quota attainment. 👉 Experience to know what works decade after decade. 👉 They witnessed the 90s and the evolution of Microsoft, Apple, Oracle, Amazon, Facebook and the acceleration of tech. They get it. They built it. 👉 Actual C level relationships. ( They went to college together!) 👉 Many C level Execs, Financiers, PE and VC leaders are GenX. 👉 They wont be cruising LinkedIn trying to prove cold calling is dead. They know it isn't if done properly! 👉 They will be fearlessly smiling, dialing, meeting and closing. 🤘 Just a thought!

"A small team of A players can run circles around a big team of B players" Stop hiring more. Start hiring right. Every A player in sales I’ve worked with had 3 things in common. (Besides the fact that they were all pains in my a$$ 😉 - IYKYK) 1) They had the Will to win Unstoppable pursuit of their goals 2) They had strong beliefs About the product, the approach, their worth, the value they brought 3) They had skill pouring out of them But having the skill was never enough, they were in a constant state of improving their skills I’ve never met true A players without all 3 of these things. P.S. I can test salespeople for these with 92% accuracy. And my data set is 2.5 million. Want to hire more A players? DM me. Let's talk.

JobKash We do not hire international candidates.Are you in pursuit of your next Sales adventure?Step into the role of Sales Representative with us on a 1099 contract basis. This opportunity is open to both seasoned sales professionals and those taking their first steps into the field. Carve out your path in sales, relishing the freedom of remote work. Unleash your potential earnings with our steadfast support, charting a career that's not just fulfilling but also rewarding.Responsibilities for the Sales Representative position: Cultivate and nurture client connections through effective communication. Deliver compelling and enlightening product presentations. Execute virtual demonstrations, spotlighting essential features and benefits. Strive for individual and team sales targets. Articulate the value propositions to potential customers with finesse. Engage with warm leads, expertly guiding them through the sales funnel. Maintain precise and up-to-date records of all sales activities. What's in it for You as a Sales Representative at Our Organization? Work from the comfort of your home, eliminating commute hassles and creating a workspace tailored to your needs. Reap the benefits of an uncapped commission system, directly shaping your earnings based on performance in this 1099 position. No previous sales experience is required; receive thorough training on our products/services, sales techniques, and virtual communication tools for success in your role. No more cold calling; gain access to premium leads, allowing you to concentrate on sealing deals and unlocking your full potential. DISCLAIMER: This is a 1099 commission only position. You will be offering financial products like IUL’s, Annuities, Life Insurance, etc. to people who have reached out requesting more information.Powered by JazzHRClick to Apply Direct

Sneha with PM AM Corporation is looking to hire tech SDRs folks. Do you want access to more tech SDR, BDR, or even sales management referrals, then join us in Skool where you can access the full list. We just updated a stack of LinkedIn messages for you to contact these hiring managers, so you can differentiate yourself from the competition and land your next role. First impressions matter folks, especially in the tech sales racket because this is what you will be doing for THEM. See you in Skool! https://lnkd.in/gjeWhRar Don’t be late to Skool! https://lnkd.in/gjeWhRar PS We introduce tech sales talent to Heads, Directors, and VPs of Sales regularly every month in our Capstone event where you can by bypass the recruiter and meet directly with somebody you might be working for some day. All the more reason to see us in Skool, because you definitely want your resume revamped with your interview pitch polished and ready to go. Our graduates have landed sales roles at companies like Salesforce, Hubspot, T-Mobile, and etc… to become top producers there and that didn’t happen by not being prepared. Come talk to us in Skool and stop wasting your time trying to figure out how to land a sales job on your own with https://lnkd.in/gjeWhRar #TechSales #TechSDR #ElevateHire #TeamElevate #GameHasBeenElevated

How to spot "A Player" Senior Sales Execs. (Based on speaking to 1000's of Sales Execs in 25 years..) A Players: 1 - Rarely apply for jobs 2 - Have a great attitude 3 - Interview the interviewer 4 - Are rehired by ex-bosses 5 - Listen a lot more than talk 6 - Are often difficult to get hold of 7 - Have few (if any) bad luck stories 8 - Talk about the deals they have closed 9 - Aren't afraid of showing you their pay slips 10- Talk less about pipeline and more about deals they closed 🔥 If you find a Senior Sales Exec like this, hire them fast or someone else will! Agree?