Terry Burns’ Post

Prospecting is broken. AE's are struggling like no tomorrow. Quotas/Targets keep increasing and virtually no guidance is provided on how to open account doors. CRO's are frustrated too. They can't believe they're hiring 6-figure plus professionals who won't or don't know how to prospect effectively. Yet, the cycle continues.

"Cold calling is a waste of time; our new sales hires won't do it." I got a TON of hate for this ^ BACKROUND Last week, I announced we are hiring BDRs. I mentioned they won't need to cold call because I believe it's a waste of time. This sparked a lot of controversy here. So, let’s put it to the test... I'm hiring 3 new sales reps for my team. My phone number is all over the internet (Apollo, zoom info...etc). It's also on my profile page. Crazy, I know. If you can somehow get my attention (anywhere you can find me, LinkedIn message, cold-call, text, email..etc). I'll hire the best one. In three months, I'll post the results here on how they did. My phone will be on all day for cold pitches - I'll record the best few. Let's see if cold calling still works...

🚀 Looking to hire top sales professionals for your SaaS company? Let's connect! In the fast-paced world of SaaS, having a stellar sales team can make all the difference. From driving revenue growth to building lasting customer relationships, the right sales professionals are crucial. Over the years, I've had the privilege of working with some of the best in the industry, and I understand the qualities that set top performers apart. When it comes to hiring, it's not just about finding someone with a great CV. It's about identifying individuals who are passionate, resilient, and have a deep understanding of the SaaS landscape. These professionals are not only adept at closing deals but also at understanding customer pain points and providing tailored solutions. If you're on the lookout for such talent, I would love to connect and share insights on how to attract and retain the best sales professionals in the market. Let's build a team that not only meets but exceeds your sales targets. Feel free to reach out, and let's discuss how we can collaborate to bring the best talent to your SaaS company. Together, we can achieve remarkable growth and success. 🌟 #SaaSSales #HiringTopTalent #SalesProfessionals

Hiring an SDR without sales experience? Here's my take: It depends. First hire? No. More than 3 SDRs? - 1 front-line manager - With onboarding and training programs - The existing team consistently meets their quotas In these cases, yes, it makes sense. Why? Early-stage businesses lack: - An outbound process working - SDR management skills - An onboarding process - A training program - Defined your ICP - Buyer personas Expecting a newcomer with no outbound sales experience to just jump in and handle everything. And without any guidance from an SDR manager ... It's just not realistic. Often, we see these folks struggle for 6 months, and then, sadly, leadership let them go. But honestly, the problem isn't really with them not being able to do the job. It's more about us jumping the gun and hiring them without having the right support, and environment in place. As first hires, we should be focusing on bringing in people with experience, those who can shape and build up the SDR function. With outbound experience, they're going to get up to speed much faster and start delivering business results sooner. 3 months ago, I decided to go for candidates with a solid track record, even though there weren't that many to choose from. These folks have been absolute game-changers, despite being pretty unhappy in their previous gigs. Now that we've laid down the right groundwork, we're in a good spot to start considering people without sales experience. PS: No, we're not hiring at the moment. 👀

Sales Hiring. Most orgs right now are hiring SDR's or AE's. Some will not compromise on experience or skill set. But the ones that are compromising are finding real hidden gems. Hungry individuals that want to be coached, developed and trained. And have a point to prove. Hiring sales talent is not just about hiring someone that's hitting quota. It's also about the individuals drive, ambition, work experience, and culture fit. And right now, there is no such thing as talent shortage. There are plenty of sales talent out there that have talent in abundance. And are looking for a new career, an opportunity, a chance. If you're in a pickle with your hiring needs, start being flexible with your talent requirements. When you take this action the talent pool grows. Giving you more options when choosing sales talent. #Sales #Hiring #Options

Speed up your hiring without missing out on quality. Our blog shares key strategies to recruit top sales talent efficiently. Considering the average B2B sales rep's tenure is just two years, fast and effective hiring is crucial. Discover how to stay ahead in the competitive sales world.  #salesrecruiting #hiring #peaksalesrecruiting

Hiring your first sales rep? Read this! Most founders think hiring a sales rep is just about filling a position. It's not that simple. Your first sales hires need clear KPIs to succeed. Define closing rates Track appointment setting Monitor attendance Provide management support Setting the right KPIs is crucial. Ready to hire smart?

I've hired for four SDR teams in the past ten years. And while there are a lot of key attributes I look out for, there's one "X Factor" that predicts success more than any other. Yes, you want determination. You want great rapport. But the one thing I watch for most is: Curiosity. 🤔 Great outbound reps are curious about: • 𝗪𝗵𝗮𝘁 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲 𝗽𝗿𝗼𝘀𝗽𝗲𝗰𝘁 𝗶𝘀 𝘂𝗽 𝗮𝗴𝗮𝗶𝗻𝘀𝘁? How can I pique their interest about that pain in just seconds? They use that curiosity to dive into past calls, peer interviews, SME podcasts, discussions with their manager, and more. • 𝗪𝗵𝘆 𝗮𝗿𝗲𝗻'𝘁 𝗽𝗿𝗼𝘀𝗽𝗲𝗰𝘁𝘀 𝗽𝗶𝗰𝗸𝗶𝗻𝗴 𝘂𝗽 𝘁𝗵𝗲 𝗽𝗵𝗼𝗻𝗲? Or the emails getting delivered? They look at whether something is wrong with the phone number or email data. Or, maybe the timing is wrong. • 𝗪𝗵𝘆 𝗶𝘀𝗻'𝘁 𝗺𝘆 𝗽𝗶𝘁𝗰𝗵 𝗹𝗮𝗻𝗱𝗶𝗻𝗴? They don't keep hitting their head against the wall. They practice on their peers. They dissect their story and look for ways to improve it. • 𝗪𝗵𝘆 𝗶𝘀𝗻'𝘁 𝗺𝘆 𝗽𝗶𝘁𝗰𝗵 𝗹𝗮𝗻𝗱𝗶𝗻𝗴 (𝗜𝗜)? Are they speaking to the right persona? They concentrate their outreach on one persona for a string of calls or emails. They evaluate what's working on those communications. And they aren't curious in a vacuum. They bring that curiosity to their managers. Oh, and Nooks is hiring for great SDRs right now!

Most companies are looking for ‘A-player’ Sales Execs, but not every company is set up to attract A-players. A few things to consider… ▶ Clear reasons an A-player should join your business over a competitor ▶ Clarity on company vision/road-map ▶ Clear expectations of role and targets ▶ Internal support from marketing, lead-gen, tech, management ▶ Product/service market fit. Is this a ‘nice to have’ or a ‘must have’? ▶ The right incentives (pay/flexible working etc.) and opportunity to overachieve $$$ ▶ An uncomplicated but thorough interview process ▶ Smooth on-boarding with clear comms so they can hit the ground running Set yourself up for success when looking to hire top talent. Get the basics right. What else would you add?

☠️☠️☠️Cold calling is not ☠️ ☠️☠️ These things are though; ☠️Poor cold calling ☠️Calling people without a reason ☠️Cold calling people with the only objective of booking a meeting ☠️Outsourced telemarketing companies being asked to generate a large number of unqualified appointments ☠️The assumption that your biggest a best clients will read a blog/ visit your website/ open an email that results in a new relationship Viva la intelligent resource reaching out to relevant prospects on your behalf and holding consultative conversations to really uncover pain and problems - this is how you book quality meetings in 2024💪 Now to find the people who can do this 👀 ❤️ Hiring SDRs, SDR Managers/ Leaders or Account Executives? Message me📧