TransLoop’s Post

Them: We only hire "A-Players" Me: But I thought your product was the best Me: And I thought your company was a "rocket ship" Me: But you need the best of the best of the best to sell??? Me: Oh...I get it now Me: Your sale leaders are lazy Me: Your sales training is weak

The best thing you can do is hire more people. You need a team. It can just help you out. But... You can't get in debt. In short... You should work with them on commission. Appointment setters ↳ Give them 10% of every closed deal Sales reps ↳ Give them 20% of every closed deal Now, on what you should focus? On managing that team and building your personal brand. You need to bring traffic in, and they should just monitize that traffic. Repost this tip ♻️ for others, please. Happy weekend! P.S. Are you hiring more people?

Two weeks ago, I headed to APAC to meet with customers, partners, vendors, and team members. This weekend, I finally headed for home (this photo was taken before flying home across the Pacific!) There is no substitute for sitting down with a customer or partner and having an open discussion. It was also great to sit down with my team members in three different locations, even if it meant a lot of time in airports. If there was one theme that connected all my conversations, though, it was simply this: To win, we have to execute on the fundamentals. For Sales and Partners - this means listening to customers needs and aligning solutions to meet those needs, not selling features or on price. For Support - this means actively engaging with customers to solve problems quickly. Easy to say, harder to execute, deeply satisfying when done well. For Hiring - this means actively looking for the best candidates you can find and then working quickly to hire them. Thanks to everyone I met along the way! Delinea Ron Sherill Louie Gomez Derrick Labaran Jane Stevens Nick Salmon Jeremy Poulton Maxwell Wooldridge Ciela Santiago Ken Baltazar Aldren Tablate Norbert Kiss Aphrodite Effie Lagoulis

Founders need to act like a sales leader until ready to hire one. This helps drive accountability and urgency. It can be too easy to let things slip into next month. As a bonus it helps know what skillsets to look for when the time is right. There is lots to do when it comes to building a repeatable sales team and loads that only a seasoned sales leader will be able to implement. But one of the quick wins are knowing your data and the metrics you need to track daily/weekly/monthly. I’ve advised lots of founders that a good first step to acting like a sales leader is setting up the right internal sales cadence to help stay on track. Running: - Daily sales stand ups - Weekly 121’s - Weekly pipeline reviews - End of month reviews - Quarterly kick offs All these help move the needle every day and start and start to build the basis of a sales function. What would your advice be to a founder who needs act like a sales leader?

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How good companies be hiring salespeople. Want to hire the best reps? Put this info in the description: 1. OTE 2. Base Salary 3. Quota Attainment If you put those 3 things in a job description = great talent will come. As for sales reps, please don’t jump on the offer when you see the nice OTE. Get in touch with reps from the hiring company and ask about these 3 things: 1. % of reps who hit the quota 2. Their Sales Tech Stack 3. Promotion plan OTE ≠ Salary. Be strategic.

I’m hiring go-getters, winners, people that want to be successful team players. 🏆 Cato Networks is leading the way in the networking and security markets. We achieved some significant milestones in 2023 and 2024 is going to be even better. ↗️ My growing team is a key factor in this success. We’re the ones who are the first Cato face potential customers see. Our energy, attitude and professionalism will determine the rest of the sales journey. 🚀 That’s why the first thing I look at when hiring is people who ‘Wow’ me. Because our job is to ‘Wow’ the prospects. I recently spoke with Merav Keren (Kindler), Cato’s VP Corporate and Field Marketing, about what I look for in new SDRs. Your networking and security knowledge is a bonus. Ultimately, it’s about who you are as a person. Someone who is striving for excellence, passionate and of course - nice.  The rest will fall into place. 🧩 Join my team and see how your career soars: https://lnkd.in/d2y_4PkT

Hiring your first SDRs or AEs? Hire in pairs. Here's why... 1/ Competition: When two people start together, the natural competition pushes both to excel. This allows both reps to feed off each other and improve their efforts. 2/ Collaboration: Sales is as much about collaboration as it is about individual achievement. Pairs learn from each other and share strategies, which will enable your sales process to improve much faster. 3/ Risk Mitigation: The unfortunate reality is not every hire pans out. By hiring in pairs, you safeguard your team's progress and momentum, ensuring one setback doesn't derail your operations. Building a sales team is a big investment. By hiring in pairs, you're not just filling seats, you're strategically positioning your team for success.

I recently stumbled upon an infographic that prompted me to reflect. It separates sales representatives into two roles: The hunter is crucial for acquiring new customers, while the farmer plays a vital role in retaining and nurturing those customers. In my experience, sales reps often exhibit an uneven blend of both traits rather than strictly aligning with one role. However, I believe it's crucial to be mindful of which aspect better suits the requirements of the role when making hiring decisions. What are your thoughts on this?

good opportunity