RAD Potential Advisory Inc.’s Post

#Hiring the right people can make all the difference when it comes to providing exceptional customer service and driving sales. It’s important that you take the time to develop a comprehensive and effective #recruiting strategy if you want to attract top #talent, and that’s our expertise! 🏆🏆🏆 🚀🚀🚀 #AutoMaxRecruiting #HiringMatters

#Hiring the right people can make all the difference when it comes to providing exceptional customer service and driving sales. It’s important that you take the time to develop a comprehensive and effective #recruiting strategy if you want to attract top #talent, and that’s our expertise! 🏆🏆🏆 🚀🚀🚀 #AutoMaxRecruiting #HiringMatters

Hiring the right sales leader? It's more than just asking the right questions... 1.) Be laser-specific about job expectations. Don't just sell the benefits and the title, detail the daily grind. 2.) Attitude and body language can speak volumes. They're not just there to look good - they're there to perform. 3.) The questions they ask matter. Are they just after the paycheck or do they actually care about your processes and culture? 4.) Speedy follow-up is key. Don't leave your potential hires hanging, and remember, courtesy goes a long way. 5.) Train your new hires. Onboarding is crucial, even for the experienced ones. Keep them updated and compliant. Hiring isn't a one-size-fits-all game. It's about finding the right fit for your unique sales process. #medicalmanufacturing #medicaldevice #medtech #hiringnow

Hiring during the early days... The worst mistake revenue leaders can make in the early days: Spreadsheet math that shows you more reps = more revenue. 🛑 It’s better to have a smaller team of high performers. Because it’s very likely you won’t have the pipeline to support a large team. And you run the risk of putting in a lot of time and effort to hire and onboard, only to see high attribution rates. Instead, focus on quality over quantity. I try to find sellers who are hungry, have something to prove, and are passionate about the product we’re selling. Then, I create a culture of performance and winning. I encourage people to take risks and try new things – especially in the early days. This gives your sellers skin in the game, a sense of ownership. That’s the type of sales culture the best reps want to be a part of. And it’s one you can create from the beginning. 

I recently spoke to a room of executives as a part of my advisory role with The Scalable Company. I said something that every single CEO wrote down, so maybe you might find it helpful too. "Once a quarter, have your #sales leader present to you 2-3 candidates that are currently working, have completed your #hiring and screening process, and would love an opportunity to join your sales team." Why? two reasons... 1) Best-in-class sales teams are always hiring 2) Your top reps will leave--probably at a highly inconvenient time

Hiring during the early days.... The worst mistake revenue leaders can make in the early days: Spreadsheet math that shows you more reps = more revenue. 🛑 It’s better to have a smaller team of high performers. Because it’s very likely you won’t have the pipeline to support a large team. And you run the risk of putting in a lot of time and effort to hire and onboard, only to see high attrition rates. Instead, focus on quality over quantity. Kevin Knieriem tries to find sellers who are hungry, have something to prove, and are passionate about the product we’re selling. Then, he creates a culture of performance and winning. He encourages people to take risks and try new things – especially in the early days. This gives your sellers skin in the game, a sense of ownership. That’s the type of sales culture the best reps want to be a part of. And it’s one you can create from the beginning.

𝐖𝐡𝐞𝐧'𝐬 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐡𝐢𝐫𝐞 𝐲𝐨𝐮𝐫 𝐟𝐢𝐫𝐬𝐭 𝐫𝐞𝐯𝐞𝐧𝐮𝐞 𝐥𝐞𝐚𝐝𝐞𝐫? After having hired the most senior commercial person to head up the sales/GTM function for multiple (pre)seed start-ups, I know the how tricky it can be to navigate through all the moving pieces. Here are the top things I always dig into to with founders in my first call ⭐ - Have they crystallised their ICP? If so, is there large enough TAM? - How are they currently selling (GTM motion) and what is customer feedback? - What is the cost to acquire a customer? - Annual revenue goals and estimate of deal cycle length - Tech. stack and team development The reality is either loads of GTM leaders fail to properly assess the risk at hand OR Early-stage founders fail to paint an accurate picture of the situation The silver lining is in the middle Where founders show awareness and sensibility in their expectations but prove out the model so that they can do their due diligence. Anything you might add to the list?

𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗦𝗮𝗹𝗲𝘀 𝗟𝗲𝗮𝗱𝗲𝗿𝘀! Hiring the right talent is crucial for driving sales success. In this series, we'll explore key strategies and best practices to help you navigate the hiring process effectively. Stay tuned for valuable insights on identifying top sales talent and building a high-performing team. #SalesLeaders #HiringTips #GregCoyneSandler #SandlerTraining #SalesTraining

𝙸𝚖𝚙𝚘𝚛𝚝𝚊𝚗𝚌𝚎 𝚘𝚏 𝙷𝚒𝚛𝚒𝚗𝚐 & 𝚂𝚎𝚕𝚕𝚒𝚗𝚐 𝚒n 𝙱𝚞𝚜𝚒𝚗𝚎𝚜𝚜 : 1. 𝚃𝚊𝚕𝚎𝚗𝚝 𝙰𝚌𝚚𝚞𝚒𝚜𝚒𝚝𝚒𝚘𝚗 : Hiring the right talent drives business success. 2. 𝚁𝚎𝚟𝚎𝚗𝚞𝚎 𝙶𝚛𝚘𝚠𝚝𝚑 : Selling products or services generates revenue. 3. 𝙸𝚗𝚗𝚘𝚟𝚊𝚝𝚒𝚘𝚗 : Hiring diverse talent and selling innovative solutions foster growth. 4. 𝙲𝚞𝚜𝚝𝚘𝚖𝚎𝚛 𝚂𝚊𝚝𝚒𝚜𝚏𝚊𝚌𝚝𝚒𝚘𝚗: Selling quality products/services and hiring customer-focused staff ensures satisfaction. 5. 𝙲𝚘𝚖𝚙𝚎𝚝𝚒𝚝𝚒𝚟𝚎 𝙴𝚍𝚐𝚎 : Effective hiring and selling strategies give businesses a competitive advantage. Remember, hiring and selling are crucial functions that drive business success! #Hiring #Selling #BusinessSuccess #TalentAcquisition #RevenueGrowth #Innovation #CustomerSatisfaction #CompetitiveEdge