Zohort’s Post

Ever get annoyed someone reaches out about a job you’re “overqualified for”? It’s natural for our egos to be a bit taken aback…even if you have less of an ego than most. Here’s how I handle it, for whatever it’s worth. “Thanks a ton for thinking of me and trying to help out. At this point of my sales career, I’m focused on staying as (X) a mid-market AE/sales manager. Wish you the best in finding the right BDR. And happy to flag Y (company) to any potential top BDRs that I know.” And do the same if you’re under qualified. “Thanks a ton for the flattering note and context about Y (company name). With my background, I haven’t consistently sold into Z (Industry). My proven background is selling deals within sales tech, mar tech and HR. Is that a must have for your team or would you consider someone else if they check other boxes? No worries either way!” The candidate process becomes easier when you believe people intend to do well. Proving yourself as a candidate becomes easier when you operate from a place of transparency. #BensBest #Sales

Everything is sales. 🤓 Getting a new job? Sales. Landing that promo? Sales. Making a great hire? Sales. Finding a significant other? Sales. Sales? SALES. Food for thought. #sales #technology #saas #sdr #innovation

Remind people that they have a meeting with you. Decreases no shows. Allows you to have more experience conducting tons of hiring positions. ⏰ #sales #salestips

Hiring the right sales rep can be the difference between hitting and exceeding your revenue targets. But how do you identify candidates who not only have the skills but also the drive to succeed in your specific environment? Focus on qualities like adaptability, resilience, and a customer-first mindset. These attributes are key indicators of a sales rep’s potential for long-term success. #salesrecruiting #hiringtips #salesleadership #salesstrategy #talentacquisition #peaksalesrecruiting #hiringright #salesreps #salesperformance

Hiring the right sales rep can be the difference between hitting and exceeding your revenue targets. But how do you identify candidates who not only have the skills but also the drive to succeed in your specific environment? Focus on qualities like adaptability, resilience, and a customer-first mindset. These attributes are key indicators of a sales rep’s potential for long-term success. #salesrecruiting #hiringtips #salesleadership #salesstrategy #talentacquisition #peaksalesrecruiting #hiringright #salesreps #salesperformance

Building a high-performing sales team starts with finding the right people. These 5 traits are essential when hiring a sales rep who can drive results and build strong customer relationships! #hiring #saleshiring #salesteam #salesrecruiting #salesleaders #salesstrategy #b2bsales #peaksalesrecruiting

The best sales people don’t ‘sell’. - They ask questions - Discover problems - Find solutions. And the most successful people I’ve met in sales are usually the most humble. -- 𝙎𝙩𝙖𝙮 𝙐𝙥𝙙𝙖𝙩𝙚𝙙 𝙬𝙞𝙩𝙝 𝙏𝙞𝙢𝙗𝙚𝙧𝙨𝙚𝙚𝙙! ✨ Follow Timberseed for the latest job opportunities and career insights. 📧 Apply now: apply@timberseed.com 𝙇𝙤𝙤𝙠𝙞𝙣𝙜 𝙩𝙤 𝙝𝙞𝙧𝙚? 🚀 Reach out for expert advice: hiring@timberseed.com -- #salespeople #sales

VP Sales: "We're hiring 15 more SDRs to continue our incredible growth..." 𝟭𝟮 𝗺𝗼𝗻𝘁𝗵𝘀 𝗹𝗮𝘁𝗲𝗿... → The newest SDRs are working non ICP accounts and not converting → The best SDRs hit quota but the team doesn't → SDR Managers have increased KPIs and stress levels → SDRs are panicking and mass-mailing everyone → Deliverability has tanked so cold call KPIs increase → The top performers are leaving due to no promotions → 50% of the team is made redundant to drive ''efficiency'' 𝗦𝗼, 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮𝗽𝗽𝗹𝘆𝗶𝗻𝗴 𝗮𝘁 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲𝘀𝗲 ''𝗵𝘆𝗽𝗲𝗿-𝗴𝗿𝗼𝘄𝘁𝗵'' 𝗼𝗿𝗴𝘀, 𝗮𝘀𝗸 𝘁𝗵𝗲𝘀𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: → How big is the TAM (total addressable market) → How many ICP accounts are there? → How many do you get to work/are available? →Where is the company already at its TAM capacity? ->What is the business doing to increase the TAM so you have more accounts? Just because they were successful last year doesn't mean they have the right plan to be successful this year. Do yourself a favour - check these details out before you ''take a seat on the rocketship''. PS. Agreed?

0-1 sales talent doesn't exist. 0-1 sales talent doesn't exist. 0-1 sales talent doesn't exist. 0-1 sales talent doesn't exist. Founders, this is you. It's refined vision and subject matter expertise that sells in the absence of brand equity, social proof, and a mature product. Said differently, Founders, you are the 'product' in the early days. Hiring full-time talent before it is sorted is a form of outsourcing -- so be really, really careful. This is why we launched JJELLYFISH ~8 years ago -- hint: we don't believe in outsourcing either -- we're tied to the Founder and have nowhere to hide re: the work.

These are the toughest roles in sales: → Founding Account Executive → Founding Enterprise Account Executive → New Verticals Account Executive You'll face a lack credibility with prospects, learn the hard way, & fail often. If you can succeed in these roles, you can build a business of your own.