Shreyas Chiplunkar’s Post

We can't keep up. IntelliHost has created a new offer that is EXTREMELY easy to market, and as a result, we cannot grow our sales team fast enough. We've had to cut ad spend again and again because our current sales guys calendars keep filling up too quickly (from $200/day to $100/day to $50/day). It's an amazing problem to have and I'm not complaining, however, it means we need more killers to join our team and sign all these people up (and so I can start spending reasonably again) 😅 So if you, or anyone you know would like to join a quickly growing tech company in Utah (in-person, full time, in Pleasant Grove is preferred) and are hungry to make some great commissions, then click the link I put below in the comments and fast apply! p.s. the head of this hiring process is Tyler Keith if you'd like to reach out to him additionally. ------------ To be clear, this is primarily a closer opportunity where we (marketing) fill your calendar during the day with video calls, and your job is to inform and close during those appointments (with some additional follow up following the yes responses and coordinating with the account management team). #hiring #sales #closing

Let's get you hired! If you're currently searching or just browsing, here's some open sales roles posted this week for SDRs, AEs, & Sales/Revenue Leadership. Links in the comments to apply directly! FirstIgnite - SDRs & AEs - AI-powered platform designed to help researchers and university academics effectively market their innovation & discoveries, connecting them with industry partners for collaboration. Trusted by over 100 scientific organizations, join FirstIgnite to be in the forefront of how discoveries make it from lab to market. Pilot.com - AEs & Leadership - On a mission to help startups & SMBs grow and flourish, Pilot is building the future of the financial back office. Through their bookkeeping, tax and CFO services, you’ll get the opportunity to sell into some of the most exciting companies out there, customers they’ve supported include OpenAI, Scale, Airtable & Lattice. Stable - AEs - Streamlining and simplifying the process for any business on the internet to have an HQ through mail operations and registered agents. Over 4000 companies like Gitlab, Glassdoor, and Indiegogo are already using Stable to automate their mailroom and act as their permanent business address with the IRS, state, and vendors. Sendbird - SDRs - Communications platform providing APIs for chat, voice, video, and omnichannel messaging, enabling businesses to create seamless and engaging user experiences. Already powering over 4,000 apps around the globe, Sendbird is on a mission to drive more connections in a digital world. Prelim - AEs - Providing a white-labeled, no-code platform that helps financial institutions digitize the entire business customer journey, from onboarding to servicing, enhancing operational efficiency and user experience. Prelim is building the next gen digital banking experience with customers totalling $5T in assets 

How should you structure your RevOps team? Hiring one full-time person is a fast track to burnout, high turnover, and stunted business growth. In this excerpt from yesterday's 📰𝙍𝙚𝙫𝙊𝙥𝙨 𝙒𝙚𝙚𝙠𝙡𝙮 📰 Newsletter, our VP of Revenue Operations Systems, Gerry Marletta, explains: You’ll want to think about it horizontally. It’s more important to get several people with a range of experience and skill sets working a few hours a week than to hire one person full-time. You likely need all of these roles no matter your company size: - A Tech Architect - A CS Ops person - A Strategy person - A Sales Ops person - A Marketing Ops person - A Finance/Analytics person In smaller companies you often only need 5 hours per week or so in many of these roles so your CRO, VP of Sales, CFO or RevOps Team of One tries their best to do the work, with or without the skills or the time. It's often better to get a fractional resource that is skilled in this area and can focus on it. As you grow, you can scale these roles to 10 hours, 15 hours, 30 hours, etc. You can start to think about getting full-time people into 𝘀𝗼𝗺𝗲 of these roles at $15-20M ARR, depending on 𝘄𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝘀𝗲𝗻𝘀𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Having a bunch of people doing part-time or fractional work is much less dangerous because you have cross-pollination. You have coverage and knowledge across the board. It's easier to pull one person out and put a different one in than it is to have one person trying to do all of the roles who doesn't have the expertise. (And then they leave.) 𝗧𝗵𝗮𝗻𝗸𝘀 𝘁𝗼 𝘁𝗵𝗲 𝗿𝗶𝘀𝗲 𝗼𝗳 𝗳𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝘄𝗼𝗿𝗸, 𝗶𝘁’𝘀 𝗲𝗮𝘀𝗶𝗲𝗿 𝘁𝗵𝗮𝗻 𝗲𝘃𝗲𝗿 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗮 𝘁𝗲𝗮𝗺 𝘁𝗵𝗶𝘀 𝘄𝗮𝘆. Read the full newsletter on-demand by clicking here⬇️ 🔗 https://lnkd.in/ecP7Nm9b 🔗 ✌️

Hiring should be your last resort. Here's why... You want your product to solve most of the problems. It should be responsible for everything from acquiring and engaging to monetizing and retaining your users. Being product-led helps you cut one of the biggest expenses that any SaaS company has - sales teams. And it's important to make note of this because hiring great salespeople is quite expensive. Sure, there are scenarios where you'd be better off with human assistance. But the goal is to minimize your dependence on your team. Higher RPE (Revenue Per Employee) will be a natural by-product when you do this. Remember: Your product should be the machine, not your team.

I recently saw a job description for a Sr. Manager RevOps role. These were the primary responsibility bullets (and yes... there were 2-3 sub-bullets under each). --Revenue strategy --Pricing strategy --Sales operations --Marketing operations --Go to market metrics --Data analysis and insight --GTM tech stack strategy --Budget management --Go to market team alignment --Commission management Salary OTE... $150k. I'm sorry... what?! I've had several of these convos with recruiters where this is the responsibility, they don't want to hire a team just a single person, and want to pay them slightly more than the base salary of an Enterprise AE without commission. I fundamentally believe in RevOps and the power it can unleash to help businesses scale. It better be worth more than this. But if you expect one person to 1) possess the talent to do all those things (even some half-baked), 2) let them design and deploy a strategy to make it happen, and 3) not go insane doing it alone and expect to pay them less than 1 enterprise rep while making them facilitate commission payments to every rep... you're delusional, or just love hiring someone who's going to burnout quickly. If you're serious about scaling your revenue... you've got to be serious about paying the people who will make it all happen what they're worth... and ... cough... it's more than one single rep. Has anyone else been experiencing this on the job market? #revops #gtmstrategy

👀 Job seekers please read and share LeadSimple is hiring for the next leg of their climb 🧗♂️ This company has: 🌅 A+++ people and culture -- you will be welcomed and supported and celebrated, and treated like a real human with ideas and feelings and a life outside of work 📈 Roles open across most functions and levels 🌍 100% remote work -- ability to hire in all 50 states eligible and even countries outside US (amazing global teammates already!) 📱 A product with potential for incredible market share given its specificity and lack of other true competitors This company needs: ✔ Experience in the role is required 🔨 Builders that enjoy creating/improving process and are used to the startup life 🔑 Owners mindset -- invested in the longterm and patience to see things thru I've made the tough decision to leave this company given a role misalignment, but I have grown a deep care in a short amount of time for these people and would love to see them succeed via adding more great humans that feel up to this challenging climb. Apply directly on the website https://lnkd.in/gHyb_M58

Cold emails live or die by relevance. Perfect personalization falls flat if it doesn’t match a prospect’s current priorities. That's where sales triggers come in. They signal when a buyer may be open to exploring a solution: 1. New leadership hired 2. Funding raised 3. Acquisition 4. New office 5. Hiring 𝘍𝘰𝘳 𝘦𝘹𝘢𝘮𝘱𝘭𝘦, 𝘪𝘧 𝘺𝘰𝘶 𝘴𝘱𝘰𝘵 𝘢 𝘤𝘰𝘮𝘱𝘢𝘯𝘺 𝘩𝘪𝘳𝘪𝘯𝘨 𝘢𝘯 𝘢𝘤𝘤𝘰𝘶𝘯𝘵𝘪𝘯𝘨 𝘮𝘢𝘯𝘢𝘨𝘦𝘳, 𝘢𝘯𝘥 𝘺𝘰𝘶 𝘰𝘧𝘧𝘦𝘳 𝘢𝘤𝘤𝘰𝘶𝘯𝘵𝘪𝘯𝘨 𝘴𝘰𝘧𝘵𝘸𝘢𝘳𝘦 - 𝘵𝘩𝘢𝘵'𝘴 𝘢 𝘤𝘭𝘦𝘢𝘳 𝘵𝘳𝘪𝘨𝘨𝘦𝘳 𝘳𝘦𝘷𝘦𝘢𝘭𝘪𝘯𝘨 𝘶𝘯𝘵𝘢𝘱𝘱𝘦𝘥 𝘥𝘦𝘮𝘢𝘯𝘥 𝘵𝘰 𝘦𝘹𝘱𝘭𝘰𝘳𝘦. Trigger-based outreach + personalization is what are going to drive results. (and a lead magnet) And you can automate the entire process. What triggers drive the highest response rates in your experience?

Your best and most tenured people get more and more at risk every quarter. Yup, the longer an employee stays in a role, the less satisfied they are with their pay. It’s ridiculously clear from the data below. It’s across the board in GTM roles and the drop in satisfaction is VERY consistent over time. Some things that I’ve heard. (when hired) “I’m just happy to get the role.” “There’s a honeymoon period, and that’s over.” “I’m providing more value than what I’m earning.” “I heard Sally switched companies and got a 30% bump.” “I’m seeing others with the same roles make more than me.” “Things have changed. I have family/kids/commitments to pay for.” “The org didn’t have any budget for cost of living adjustments… again.” Not to mention the expectations of constant promotions is also fairly well cemented into tech career culture too. SDR > Sr. SDR > Enterprise SDR > Team Lead SDR as an example. Folks, it's O.K. to have the same title for more than 12 months. In fact, it could be a good thing actually. Key to helping combat this challenge: Employers: Always try to set proper expectations. Employees: Have an open and data driven conversation about where you’d like to be. (n = 104,932) Check to see if you're paid fairly here: https://bit.ly/3vz3JgI

When should you build a Revenue Operations function? Until 1M Annual revenue you can get away with the founder leading the revenue operations function. But as the sales and marketing function grows, you'll need a Revenue Operations function in place to ensure you're tracking revenue attribution and delivering data insights to ensure every dollar invested results in a return on investment. Businesses typically wait for too long, before implementing revenue operations. As a result, businesses fail. Without a team to optimise the go to market operations, you risk bankruptcy. We know that a large % of businesses fail within the first three years because they are not profitable enough to survive external changes. So why wait? Start exploring your options for building a Revenue Operations team. You don't need to hire full-time, there are plenty of tactical fractional Revenue Operations resources to support founders, CRO and COOs. RevOps Automated is one of many providers that you could explore to help you earn more revenue per head. Curious to learn more - reach out. We're happy to help point you in the right direction to scale your revenue, even if you decide not to partner with us.

There is an uncomfortable juxataposition in software sales right now. It's not a hot take, but its not talked about much either. Premise 1: The CFO is a key decision maker in software purchases, now more than ever. They are in demos and negotiation. We are optimizing for how to show value and make our products critical during the sale. Premise 2: The CFO is on a mission to drive efficiency. They are telling operations teams to cut cost and putting a hold on software purchases. Does everyone see the problem here? We are asking (some of) them do the very thing they are trying to stop... Priority number 1 for sellers needs to be figuring out where their target company's CFO sits on the likely-to-buy spectrum. Knowing that a CFO is in "efficiency mode" means disqualify. Quickly. Don't try to role a boulder uphill. Research, likely aided by AI can speed this up. -Are they hiring? -If they had layoffs, how long ago? -Have they purchased any other software recently? -What are their employees posting about on Linkedin? -Has their glassdoor feedback given any insights? -If public, what do 10k's say about cost? These are not new research points, but they are more commonly used for finding a sales entry point, rather than a DQ. Don't waste too much of your time selling to an immovable buyer. Good marketing partners are there to help educate companies that aren't in a consideration motion yet.