UX Hires’ Post

These tests help with hiring, which is a big part of the sales industry. Read more 👉 Link in comment

My rule of thumb for using an AE/SDR model in start- and scale-ups: < $5'000 ARR 👉🏻 Product-led & marketing $5'000 - $15'000 ARR 👉🏻 Full-cycle sales roles $15'000 - $100'000 ARR 👉🏻 AE/SDR model with a 2:1 ratio > $100'000 ARR 👉🏻 Full-cycle sales roles What are the most important factors you need to consider when making that decision? 1️⃣ Cost-efficiency: Your acquisition costs should be in a good ratio with the lifetime value of the deals. 1:3 is good, 1:4 is better and 1:5 is amazing 2️⃣ Complexity of the sale: If the sales are really complex and SDRs face a lot of technical and complex questions early on, you might have to switch to the full-cycle model. The same is true for a sale that requires specific expertise 3️⃣ Availability of salespeople: AEs who can and want to do outbound are a rarity. You might not find anyone but do not want to look for too long anymore If the third is true, you might want to hire more young and hungry SDRs first Especially if you are fairly skilled in sales as a founder You can train them, test your ICP and give them more and more responsibility If you have no sales skills, go for that full-cycle AE and add at least one SDR Always hire two people at the same time Otherwise, you have no benchmark

You should only hire a sales team once you've tested, proven, and documented an entire sales engine... From sales goals, - target prospects, - lead generation strategies and sequences, - talk tracks, - sales meeting guidelines, - workflows and best practices, - and a smooth sales tech experience. Sales teams are for scaling revenue...not proving systems. The only (smart) founders who use new sales reps to prove sales systems expect to burn some cash to make it happen. But they're still patient. Anyone else is just asking for stress and frustration. Disagree? Tell me why in the comments. Not sure how to do this for yourself? DMs are open.

Hiring SDRs into an AE role. If you've got an SMB or potentially even a Mid-Market segment. You're missing a trick by not tapping into the SDR market. Why? -  Your talent pool massively opens up -  They will have the work ethic to prove themselves -  They already know the hardest part... Prospecting -  You can have the very best (Because they want the opportunity) -  Budget shouldn't be an issue (If it is, you have other problems) I've worked with companies who've done it and seen it work time and time again. You just need to work on how you screen and qualify the pipeline.

In complex solutions selling scenarios no sales executive would possess the capacity to raise awareness and educate their customers on specific solutions to generate new opportunities.. this is where business development takes the lead to nurture the clients into the selection phase and add new opportunities to the sales pipeline

🚀 Are You a Sales Maverick? Pipeline Wants You! 🚀 🎯 Exclusive Opportunity for Elite Sales Hunters! Are you among the best of the best in sales? Do you not just meet targets but shatter them? Pipeline is not just looking for sales professionals; we're scouting for sales legends in the realm of inside sales. If your track record speaks of nothing but excellence, we want you on our team. Why Pipeline? Exceptional Earnings: Competitive base salary paired with an uncapped commission. Sky's the limit! Zero Cold Calling: Focus solely on high-impact sales. We bring the leads, you close the deals. Prestige & Growth: Convert and expand our client base, making Pipeline the go-to for medical supplies and pharmaceuticals. Your Arsenal Should Include: -An insatiable appetite for the 'hunt' and closing deals. -Stellar background in B2B and inside sales. -Knowledge of the medical supply and pharmaceutical industry - a distinct advantage. -We're not just offering a job; we're offering a throne in our sales kingdom. Are you ready to rule? 🌟 Email your resume to ssanchez@pipelinemedical.com, and let's talk about how you can redefine sales excellence at Pipeline. 📧 Top Performers Only. Is that you? Prove it

🎉 I’m excited to announce that we’re hiring for Outbound BDR’s at Owner! 🎉 The BDR team has taken huge leaps forward over the last 3 months and we are expanding our Outbound BDR motion. 🏃♀️ Vanessa Destounis has been an electric addition to our leadership team, which has led to back to back Best Months Ever. What you need to know about selling at Owner: ☎ We are a phone sales organization. Over 90% of Opps are booked on the phone. If you love talking to prospects instead of hiding behind a keyboard, this is your jam.  👷♂️ We sell to a blue collar, SMB buyer. Restaurant owners want to shoot straight  🧠 We’re a growth obsessed team. We’re going to invest in you like crazy and expect you to do the same.  📈 We promote from within. Most of our XDR’s will be promoted to new roles within their first 12 months (eg. BDR > Sr. BDR). We've had 2 XDR to AE promo's with 2 more coming in Q1. 🥇 We hold a high bar. This is a performance culture and we expect effort and outcomes. There’s pressure in that but you also get to be part of a winning team.  💵 We pay very competitively.  🤖 We’re hyper focused on enabling our sales team with tools and technology. We’ve built a bunch of cool tech in-house to maximize the impact of the effort of our team. If this sounds like the type of environment that you want to be a part of, get into my DMs, hit up Brandon Davenport or Vanessa Destounis and apply below. Tell them I sent you. Bonus points if you listen to my pod with Kevin Dorsey and follow the instructions hidden in there (but replace me with Brandon/Vanessa). L|nk in the comments.

3 Key Strategies to Quicker Hiring With a Bench of Sales Talent

Sales talent is elusive...for some companies. If you want to know the secrets to hiring sales talent who will perform, this blog post will provide you with actionable ideas. Click here: https://bit.ly/3WXC8RS

3 Key Strategies to Quicker Hiring With a Bench of Sales Talent