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

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

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?

What are sales leaders looking for when they hire SDRs? The average tenure for an SDR is anything from 12-18 months depending on where you look. That's not very long. Are hiring teams looking at the correlations between their hiring behaviours and processes and average tenure? Are hiring teams looking at where their staff are moving on to? Is it to other SDR roles? Is it for career progression or promotion? Are hiring teams looking at the performance of leavers? Is there a trend in top performers or struggling staff leaving? As with everything in sales, there's a story in the data. We know that our sales wins should inform our future prospecting activity. But so many sales teams aren't using the same approach to inform their own hiring strategies. 🙄 #SalesEnablement #RevenueEnablement #HiringInSales #SalesHiring #HiringProcesses

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.

We've hired a lot of top Sales Development Rep (SDR) performers over the years. Here are the 5 rare traits that I see in every high performer: 1. Grit. They possess unwavering determination and resilience in the face of challenges. Setbacks don't deter them, they fuel their drive to succeed. 2. Empathy. They genuinely connect with customers, understanding their needs and perspectives to build trust. And create a concise visualization of solving a major business ‘Pain’ or seizing a break-through ‘Gain’ offer. 3. Curiosity. They constantly seek knowledge, asking insightful questions to show a prospect they care about their world versus unloading a series of product specs (the #1 No-No at the Top of the Funnel). 4. Self-Awareness. They honestly assess their strengths and weaknesses with humility, actively seeking feedback and striving for continuous improvement. 5. Discipline. They consistently follow through on commitments, maintaining a structured approach to achieve their goals. As a result, our outbound team has the experience, technology skills, and talent to generate high-value sales meetings for clients. What are the top traits that you look for in your sales team?

Decoding the DNA of a Sales Superstar: Beyond Experience and Education https://lnkd.in/gVrYm5vP #sales #salespeople #saleshiring #salespro #salesprofessional #salessuperstar #hiring

Calling all Sales Superstars! (Are you one, or know one?) **Do you crave the thrill of the close? Get that rush from exceeding targets? ** Think you can dominate sales? This could be your dream gig! We're building a dream team of SALES WARRIORS at our growing service-based company. Join us as a part-time, full-time, or side hustle commission-chasing machine! This is for the passionate go-getter who: * Lives for the Close: You don't shy away; you embrace the challenge! * Follow-up Fanatic: Persistence is your middle name. * People Person: Building relationships is your jam! * Sales Superstar: This isn't just a job, it's your passion! Bonus points if: * Love service-based companies that make a difference! * Can charm both businesses and individuals. * Bring the passion! It's contagious! We need closers for: * Organizations: Got a knack for sealing the deal with businesses? * Individuals: Can you connect and show value? Here's the deal: * 1099 Commission-Based: Earn what you're worth, baby! * Closing Machine Wanted: Got that killer follow-up game and a relentless drive? We want you! * Passionate About Service: Selling something that truly helps people? That's us! * Growth on the Horizon: Join a company on the rise and be part of something special! * Fueled by passion: You gotta LOVE sales and building relationships. **Do you hear that? It's the sound of opportunity knocking (and maybe a cash register ringing). ** Ready to dominate? DM me and let's chat! (Serious inquiries only please!) ⏱️ This opportunity won't last long, so don't wait! DM me for more info! Email resume to: shannon@spectacular-living.com #SpectacularLife #HiringNow #sales #salesjob #dominatesales #commission #dreamteam #growth #makeadifference #closethedeal #motivated