Recruiting from Scratch’s Post

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Enterprise sales is one of the most lucrative roles in tech. Navigate it successfully and become a multi-millionaire. BUT BEWARE – if you hop from gig to gig: By chasing the next shiny object, you might be leaving hundreds of thousands or even millions of dollars on the table. There are 5 levels in the career of an individual contributor seller. Each builds its own skills, offers and opportunities. And each comes with significant trade offs. But knowing how to play the long term game in B2B sales can make the difference between getting by and retiring early. I break down The Career Trajectory of a Seller here: https://buff.ly/48gtiBR #sales #enterprisesales

𝗦𝗮𝗹𝗲𝘀 𝗧𝗮𝗹𝗲𝗻𝘁: 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗻𝗱 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝙏𝙝𝙚 𝙎𝙖𝙡𝙚𝙨 𝙏𝙖𝙡𝙚𝙣𝙩 𝙂𝙖𝙥 𝙄𝙨 𝙀𝙭𝙥𝙚𝙣𝙨𝙞𝙫𝙚 The financial toll of sales talent gaps is evident in various ways. First and foremost, there are the tangible expenses associated with recruiting, hiring, and training new sales personnel. Studies show that the current attrition rate in the B2B tech industry is 16%, with 10% being voluntary departures and 6% involuntary. These departures result in sales positions remaining vacant for an average of 3.7 months, leading to suffering territories and underserved clients. Furthermore, it takes approximately 9 months for a new hire to reach full productivity, meaning that territories may remain underserved for over a year.

Xmars is growing quickly, putting me in the position of scaling our sales team. Here's what I've found are the 3 non-negotiables when I look to hire for our team: 1️⃣ Proactiveness I always look for candidates with an urgency mindset. Are they self-starters who consistently take initiative without needing direction? In fast-paced sales environments, proactiveness is needed. 2️⃣ Slope Historical performance is important, but it's not everything. In the software world, we often say, "Hire for slope, not y-intercept." Even if a candidate doesn't check every box on paper, are they hungry to learn, grow, and succeed? The learning mindset is what separates good salespeople from great ones. 3️⃣ Creativity I prioritize candidates who demonstrate creativity, adaptability, and outside-the-box thinking. Every potential client of Xmars has a different need. It's our team's job to be able to craft a compelling pitch for each individual. I've struck gold when I find candidates who embody proactiveness, hunger, and creativity. Technical skills can be taught, but these core traits enable salespeople to truly thrive and make a lasting impact. #SalesHiring #Startup

"The people closest to you will hurt you the most." #hottake 🌶 I saw #founders getting screwed by their C-suite more than I can count. It's sad, really. Founders shell out a ton of money in hopes of growing their company. They want to stop wearing so many hats. So they hire experts. (Or so they think.) But these new hires then achieve... nothing. Zilch. #CSO are the most guilty. Sometimes I wonder if CSO is short for "Chief Screw Over". I saw it a lot when I was selling lead generation services: #storytime The new CSO was 6 months into the job. We had a discovery call. Here are some highlights. - they had 2-3 salespeople, but their leads had dried up last quarter (#recession) - they never spent a single dollar on lead generation before because people "just found them" (i.e. they used to come from the founder's network) When I asked what their plans were going forward, this guy dropped the bomb: "We are currently exploring some options." Uhm.. what?! These guys should have been on the phone doing #outbound nonstop. They should have been mining their #CRM for any possible lead. They should have been investing in #leadgeneration ASAP. Instead, this guy was sitting around "exploring" like he was Marco motherlovin' Polo. "But Paul, not every CSO is like that." Of course not. But if I had a beer for each time I encountered this situation... ... I could throw one hell of a company off-site. ---- You are a founder? You hate doing sales? You want to stop wearing so many hats? Stop hiring mediocre people full-time. Hire excellent people part-time! DM me to get a #fractional CSO.

Dog and Baby. You know what that means - we’re looking for our next hire. We’ve done just under $3M in revenue since we launched the company 22 months ago. We muscled through the tech downturn that came just a few months after we started a tech sales training and recruiting company. Now we have big changes coming or already underway : - capital raise - move to subscription model - increasing sales industry choices - monetizing our supply side (organizations) I’m learning a lot as a first time CEO, and self awareness has always been my biggest strength as a human. I’m really good at driving revenue, getting people excited, and getting a team on the same page. What I’m not good at is internal and external operational workflow optimization, financial planning, and translating my vision and business/data requirements clearly to our development team. So we’re looking to hire our first business and revenue operations hire. Alignment with our core value is table stakes: Accountability, Coachability, and Authenticity. Passion for our mission is Non-Negotiable: to help as many athletes and veterans transition to careers they love and empowering them to be successful, all while helping companies perfect the process of hiring sales people. Couple other requirements: - former college athletes or military veterans only - 2-3 years in operations (ideally some experience in RevOps, Product, Finance but an analytical and process oriented mindset can fill gaps) - No “Strategy Only” people. You’re gonna be in the weeds, building reports, executing changes with our team. - we have fractional help with Finance/RevOps/Development already - I need someone to take over these relationships and maximize what we are paying for Right or wrong, I was raised to believe that the point of a business is to make money. Raising capital isn’t going to change that tenant for me as a CEO. We have and always will be a profitable company. But if we are going to continue to scale the way we are, and do it efficiently, I need someone who sees the operational side of our business in a better way than I do. If you’re interested please send me a connection with a note that explains why you match the above description. If you know someone that should be in the mix, tag them or send them this post. If we get far down the road with a candidate, I will give you a couple references of operational specialists that have worked with to me in past sales leadership roles so you can hear directly from them on how I fit our core values. I expect the same for you. #AllGasNoBrakes #DialedIn

Beware, there are 3 distinct types of companies hiring for sales right now: 1. (10%)Pre-PMF: A new-ish company where only the founders have sold before. Looking for their first sales hire(s). Generally a very desirable opportunity, though does carry some risk of course. Freshly funded, high equity stake, paint on a blank canvas. 2. (10%) PMF: Hypergrowth companies that have nailed their product and GTM strategy, just need to scale as fast as humanly possible. This is the most desirable opportunity (think Rippling, OpenAI, etc) but your equity upside is limited as these companies already worth Billions. 3. (80%) Post-Failed-PMF: Companies that already know they DONT have PMF, multiple years of failed sales leaders + reps, desperately running out of cash, flat/no revenue growth, mediocre product, poor marketing, trying to sucker salespeople into saving their dying business. I refuse to recruit for anyone in Door 3. That's why our Talent marketplace / # of open roles grows much slower than many other job boards or recruiting firms. Why we have fewer open roles and a much lower match %. Because I will only place Members of our community at companies in Door 1 or Door 2. Play long term games, win long term prizes. 🫡 And be careful out there, lots of fools gold in the market.

Calling all B2B founders preparing to scale sales in 2024. Here's my take on who you should hire first: Two salespeople who are early-career and absolutely share your values. Why two? Double the data points. If it's not working and you only have one salesperson, you'll constantly be questioning whether the problem is your product or the person. Why early-career? They don't bad sales habits yet.* They are less expensive. They have more life flexibility. Why share your values? Salespeople are your brand ambassadors. Whether they succeed or fail in this role, they'll talk to a lot of people on your behalf and will either reinforce the brand you've built or tear it down. *Hold off on hiring that enterprise sales rep from a big successful company who thinks they want to roll up their sleeves and join a startup. It's an expensive bet and rarely pans out.

🚀 Tech Sales: Riding the Wave of Opportunity! 🚀 💡 Rising Demand for Tech Solutions: Businesses are increasingly turning to tech solutions to stay competitive and adapt to changing market dynamics. 💡 Rapid Technology Advancements: Tech is evolving at lightning speed, offering sales professionals exciting opportunities to sell cutting-edge solutions. 💡 Scalability and Flexibility: Tech products offer scalability and flexibility, making them appealing to businesses of all sizes, from startups to enterprises. 💡 High Earning Potential: Tech sales roles often come with competitive salaries, commissions, and bonuses, rewarding success in selling innovative solutions. 💡 Continuous Learning and Innovation: In the tech industry, learning never stops. Sales professionals thrive in an environment of constant innovation and growth. Ready to seize the tech sales revolution? Follow us and drop us an email on: cheyanne@sacore.io or pop us a direct message! 📞 #TechSales #CareerGrowth #IndustryInsights #RecruitmentAgency #TopTips #Innovation 

Exciting opportunities 🎉 We're hiring for various positions. Reach out to me at standon@rex.com if you're interested, or directly apply at https://lnkd.in/gXbS7uaG. Elite players join Rex Tech: to empower working people with better tech, to be a part of a no-BS hardcore tech business with American/Texan ideals, and to build a ridiculously valuable enterprise. Ready to kick arse, have fun, go biggest? Hit us up. 1. Data-Driven Growth Hacker Rex Tech seeks: data-driven Growth Hacker to optimize and accelerate our sales efforts at our InsurTech company. We’re already banging out > $10M in premiums and cut our CAC by 75% this year while doubling revenues. We’ve built a capital-efficient mousetrap, ready to scale to the $Billions+. This key player will get this rocket ship to escape gravity. Must be: a clever warrior with expert digital chops and insane creative initiative. 3+ years experience w/ proven results. Rex mission-aligned. 2. Account Executive Rex Tech seeks: Account Executive. Early-stage, versatile sales monster. Hunter through and through. We’ve built multiple battle-tested tech initiatives, with 6+ generating revenue with over $2B in assets and 13,000+ homes being served. This key player will be expected to harvest many warm leads as well as hunt for new business. Must be: a high EQ, extremely competitive sales expert with insane resourcefulness and initiative. 3+ years experience w/ proven results. Rex mission-aligned. A hunter fanatical about dragging home new carcases; desk-jockeys need not apply. 3. Strategic Account Sales Leader Rex Tech seeks: Strategic Account Sales Leader. Need Relationship-Building Sales Hunter with a multifamily real estate rolodex, strong relationships, and an impeccable reputation. We’ve built multiple battle-tested tech initiatives, with 6+ generating revenue with over $2B in assets and 13,000+ homes being served. This key player will be whale hunting, strategically selling into larger accounts. Must be: professional sales expert with strong multifamily real estate domain expertise, credibility within the industry, and gravitas. 10+ years experience w/ proven results. Rex mission-aligned. A hunter through and through who loves creating a win-win. #hiring #rex #tech #sales #salesrecruitment #growth Rex Peter Rex Mike Walsh