Jordan Sitter Associates’ Post

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

I saw an organization was hiring a Account Executive / Partner Manager and Recruiter in the same role recently. If you do this, it tells me you don't know about either Sales or Partner Management. Sales done well is a full time job that is measured along the sales process with high efficiency. The best sales people do not do this as a "side job". Partner development and management is also one that is not done "half time". If you commit to creating a partner network, your potential partners will quickly see the importance you give to their effort if you have someone with a dual role looking after them. The only one who benefits from the role is the sales leader that can blame poor sales performance, poor partner recruitment and hide behind metrics that point fingers in different directions. Hire 2 people with 2 clear mandates and see who executes their job. #sales #salesleader #salescoaching #saleshire

🌟 do you know what a Sales Director's secret weapon is? Their rockstar team! 🌟 Behind every successful sales director, there's a dedicated talent acquisition team ensuring the best and brightest join the organization. After all, hiring top talent is key to selling success and keeping the mission alive and thriving. 🚀 We support companies in making sure they hire well, because even the best sales strategies can't shine without the right people powering them. So here's a shoutout to all the recruiters and talent acquisition pros out there—your work is the backbone of success! 🙌 And to all sales directors, remember: behind every closed deal is a recruiter who helps fuel what you’re selling. Keep hiring those stars, and the sky's the limit. ⭐ #TalentAcquisition #SalesSuccess #Hiring #WorkTaps #Recruiting #Seniorliving

Great opportunity in the Telecoms industry

Giving somebody VP responsibilities. But calling it a Director. Doesn't mean you get to pay them less. What's right and wrong? ❌ How much should I budget for a Director of Sales? ✅How much should I budget for a sales leader that has the following responsibilities? #sales #hiring #jobsearch #recruitment

🌟 Seeking a Role in Sales Leadership especially US or UK remote? Look No Further! 🌟 🚫 Do not consider hiring me if you're content with stagnant sales figures. 🚫 Are you ready for a dynamic, results-driven VP of Sales, Head of Sales, or Sales Director? If you're not committed to achieving unprecedented growth, I might not be the candidate for you. Here's why you might want to think twice about bringing me on board: Avoid me if you're not interested in elevating your sales team to new heights. Pass on this opportunity if you're not open to embracing innovative sales strategies that drive revenue. Look elsewhere if you're not seeking a leader who thrives on transforming challenges into triumphs. Don't consider me if you're comfortable with the status quo and uninterested in disrupting industry norms. If you're not ready for a Head of BDM or Director of BDM who prioritizes building lasting client relationships, I might not be the right fit. Ready for a game-changer who can redefine your company's sales landscape? If you're up for the challenge, let's talk!

Hiring a Sales Manager For a New Business? Focus on These key aspects: Track Record: Look for candidates with a history of driving sales in startup environments. Adaptability: Seek individuals capable of adjusting to changing dynamics and pivoting strategies when necessary. Leadership: Prioritize candidates who can lead and inspire teams to meet sales targets. Strategy: Find someone skilled at developing sales plans aligned with business goals. Communication: Look for effective communicators who can convey the company's value proposition convincingly. Customer-Centric: Prioritize candidates who understand the importance of building strong customer relationships. Tech Proficiency: Seek individuals comfortable using technology and data analytics to optimize sales processes. Networking: Look for candidates with a strong professional network capable of fostering new connections. Resilience: Prioritize candidates who can handle rejection and setbacks professionally. Cultural Alignment: Ensure the candidate fits well with the company culture and values. Selecting the right Sales Manager is critical for a new business's success. Prioritize these factors to build a strong sales team and drive growth! #SalesManagement #HiringTips #NewBusinessGrowth

According to Jason M. Lemkin a VP of Sales should be recruiting 50% of the time. I quote: "Real VPs know half their job is about hiring great people, at first maybe just a few, and then later, tons of them. 50% of the job of a real VP is recruiting" This is my absolute favorite part about being a GTM and sales leader, recruiting great people, people smarter than me, and empowering them. In the last 5 years, I've helped hundreds of customer success and sales rockstars accelerate their career. When you aren't directly hiring, recruiting is done passively through building relationships. It needs to be a win for the candidate and a win for the company, much like software sales needs to be a win for the client through ROI and you need to bring in the right client so they don't churn or take up too many resources internally. When we weren't growing as fast, this meant we weren't hiring as fast and evidently, I'd get bored. It took me years to figure this out.. but my absolute favorite part about being a sales leader is discovering, recruiting, hiring, and onboarding great talent from all over the world. I'm excited to take this passion and build something great with it. More to come. #recruiting #hiring #talentacquisition #remotesales

ℍ𝕚𝕣𝕚𝕟𝕘 𝕤𝕒𝕝𝕖𝕤 𝕥𝕒𝕝𝕖𝕟𝕥 𝕚𝕟 𝕥𝕙𝕖 𝕊𝕒𝕒𝕊 𝕤𝕡𝕒𝕔𝕖 Navigating the talent landscape in SaaS sales can be exhilarating yet challenging. Speaking with Sales Directors recently, they're constantly facing these top 4 hurdles when hiring for their teams: 💡Competition for Talent: Finding top-tier sales professionals who excel in driving revenue and align with their company's vision and culture is no easy feat. 💡High Turnover: Keeping turnover rates low while ensuring the team stays motivated and engaged requires a delicate balance of recruitment strategy and retention efforts. 💡Domain/Industry Experience: The demand for specialized verticals and industry networks in SaaS sales often outstrips the available talent pool. 💡Compensation Expectations: Balancing competitive compensation packages with attractive benefits is crucial in attracting and retaining top sales talent. In today's dynamic market, these challenges are consistent across most companies, shaping how we approach recruitment and talent acquisition strategies when working these roles for our clients. 🌟 I'd love to hear from you! What has been your experience navigating these challenges in hiring for your sales teams? How are you adapting to ensure continued success in this competitive landscape? Drop a comment below to share your insights👇 #SaaSsales #SalesLeadership #RecruitmentChallenges #TalentAcquisition #SalesStrategy

Let’s talk operations. I’ve had multiple hiring managers tell me in the past “Marcus, we don’t use headhunters for operations.” This can be from a multitude of reasons, but this is the main one: “They’re not generating revenue.” Here’s why you’re wrong. If the sales team doesn’t trust the ops team with a tricky load, they’re going to do it themselves. At the end of the day that’s their commission on the line and who can blame them? Right? But now you’re not only eating into the time that the sales team has to actually sell, you’re also paying out commission for the sales staff to do the operations on their own loads. The reason we see time and time again, sales people open for opportunities isn’t because of “I hate my boss” or “yeah I’m just looking for more money” it’s because they’re loosing commission on loads because of faults with either an overfaced or unqualified operations team. Myself personally, I’ve seen operations people bring over books of business and free up time for sales agents, generating new streams of revenue while delivering operational excellence, which has lead to longer standing, high quality customer relationships. And in this market, that’s EXACTLY what you need.