Kelly Lipnicky

HIRING NOW: ENTERPRISE & COMMERCIAL AE - SaaS - Automation - $ALES & MARKETING account signals and insights SaaS tool 💸 Commercial Account Executive: $125k base 50/50 split - $1m quota 💸 Enterprise Account Executive: $150k base 50/50 split- $1.2m quota Actual inbound leads - $20k - $500k deal sizes - 6 months sales cycle You keep account in your book of business for upsells while CSMs are responsible for renewal #seriesbstartup, working under one of our longer term #vpofsales who JUST started - you must have experience - at an earlier stage org of less than 200 employees - selling a complex solution - ideal experience selling into #gtm #salesleaders or desire to Selling into other SaaS orgs! work with clients like GitLab Notion MongoDB and MORE - providing insights on how their #gtm can do more with less, and make more $$ In a world of tech, where everything is connected it is more possible than ever before to build connections between your current clients, and your ideal prospects This solution combines Sales, Marketing, Community and Operations and uses AI to enrich, score and analyze intent - $ignals are one of the most important aspects of monitoring what is working, and the best way to target, support and optimize every account. An ideal rep understands sales strategies including #productledgrowth and #productledsales MUST BE HUNGRY, LOVE BUILDING PROCESSES and have experience working in a startup get on my schedule! 206 747 9724 #accountexecutive #commercialaccountexecutive #enterpriseaccountexecutive #gtmsaas #gtmsales #salesjobs #salescareers #bestfootforward #softwaresales #saassales #salesdevelopment

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"One of the best things you can do as a manager is hire people who are smarter than you". Bless Edward W. for sharing this with me. Klue is hiring SDRs in Vancouver and Toronto. I'd love to find some people are who smarter than me and hungry af to join an SDR team that prioritizes learning and development in: --> prospecting: value based prospecting pitching multiple products to multiple personas over the phone, Linkedin, and email --> real discovery: SDRs run 20-30 min discovery calls to ID pain, the impact of that pain, and pitch to that pain to excite prospects to book a demo... they then get to sit on that demo for exposure into the sales cycle --> business acumen: learning the ins and outs of a start up and B2B SaaS sales, in short, I want you to be a better seller when you leave SDR'ing at Klue Link in bio if you want to apply. Tip: pls try to stand out if you apply. If you don't showcase your personality, genuine interest, and smarts, I can assure you it won't cut through the noise. #sdr #hiring #salesdevelopmentrepresentative

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Happy 4th American friends 🇺🇸... for my fellow Canadians in SDR land here's some things I often find are a good use of time on a day like today: - Draft personalized emails - Find and/or research accounts and prospects - Sequence prospects - Self enablement/study - Admin work/reporting - Cold call/disco call role plays - Cold call/disco call game tape - Tweak chatGPT prompting for pmails/account research/etc - Prospect into your Canadian/EMEA/global accounts Also use the time to breath. Go slow today so you can go fast the rest of July. Food for thought. #sdr #salesdevelopment #sales

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Recruiting sales talent isn't going down a check list that Dave in rev ops gave you to screen candidates. If you're an internal recruiter and you want to become better and more credible with your sales leaders try these things: 1.) Read up on sales methodology (Challenger, Meddic, Spin)- You'll be able to go much deeper with candidates. How do they prepare? How do they find mobilizers and engage them in a process? The deeper down the rabbit hole you go, the better and more credible you'll be. 2.) Listen to sales podcasts- No, not the jagaloon from the Wolf Of Wall Street or the Crant Gardones of the world, there are tons of really good podcasts that are hosted by sellers in the market that you are likely recruiting from! You'll understand how top sellers think. What motivates them? How to get their attention? You'll have all the ammo you need to apply to your recruiting efforts. 3.) Sit with the current sales team- How are you going to be able to sell the company you represent if you are absolutely lost in the sauce and can't speak to the successes and big things that the current sales team is doing? Sit in on QBRS. Go to lunch with them when they're in town. You'll figure out so many things about the dynamics of the team that you'll be able to figure out right away if a candidate would fit in.

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“This is like going from a push bike to an electric car"   The words of a hiring manager after we showed them Arctic Shores last week.   Traditional hiring processes are slow, labour intensive, and don’t reliably produce the results we actually need (candidate quality, diversity, retention, speed to competency…).   It’s like riding a rusty bike up a hill. When the world of business happened on paper, printers, scanners, and fax machines, the CV and covering letters made sense.   If all you had was a bike and you needed to get to the top of the hill, you put your head down and pedalled hard because it was the only way to get the job done.   But these artefacts are not reliable predictors of future success in the modern world of work.   And even if that weren't already true, Generative AI is surely the final nail in the coffin.   If the aim is still to get to the top of the proverbial hill of finding exceptional talent, wouldn’t you want to use something much easier, much faster, and much more reliable? #talentacquisition

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A question for Sales Leaders re: quotas - A friend in Medical sales just got their quota...halfway through May (almost halfway through the year). As a territory manager they hustled in 2023 and achieved 111% to quota. They were #4 in Canada and #1 in Ontario. Great, right? Wrong... As a reward, they were gifted with a 12% increase in quota not from previous year's quota, but from previous year's achievement, and to me this just doesn't make sense. 👉 This type of quota calculation rewards those who achieved 90% (or even lower ) 👉 Demotivates those high achievers - They used their relationships to get orders in before quarter/year end and those doctors won't be needing those products perhaps for 18 months 👉 Promotes #quietquitting - doing the minimum requirements of one's job and putting in no more time, effort, or enthusiasm than absolutely necessary 👉 Promotes mediocrity - the more I sell the more will be expected of me next year My friend is understandably demotivated. They are the first ones to help with any events, often being away from home on a weekly basis to help other colleagues with their events/sales. They no longer want to put in any extra work and are questioning the company and whether it may be time to leave. I would love to hear from Sales Leaders out there as to how you calculate quotas, what systems/products you use, and how you deal with employees who have questions.

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Is your email address required to connect? 📩 As someone who spends a good amount of time doing sales work on LinkedIn and connecting with people, I often notice the "email address required to connect" feature on profiles. This is typically done when people want to keep their network smaller and, I imagine, not be sold to. 🙅‍♂️ I had a brainwave today though and realised that, this actually alienates "non-sales" connections while doing next to nothing to reduce the amount of sales people connecting. 🤯 Why? Every sales person has a way to find an email address and non sales people typically don't. Have you ever used this feature? If so, why and will you continue to?

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Stop conducting top down interviews when hiring your next AE. Use these 4 principles when hiring: Too many businesses do the following in a very competitive market: - Only have senior stakeholders run interviews - Don't allow space for the candidate to ask questions - Give generic/minimal feedback - Have the process take 6+ weeks Here are the 4 core principles you should adopt when hiring your next AE after overseeing 500+ GTM hires at Nobel: 1. Include peers/SDR's & AE's in the process ↪This will give your team ownership and a stronger sense of unity ↪This will give the candidate more real insights & build trust 2. Create an ''Ask Me Anything'' round ↪ This will give the candidate more relevant info for them ↪ This will create a more personal interview experience 3. Give personal and extensive feedback ↪This will give candidates a positive experience ↪This will increase the chances of getting referrals 4. Conduct full process within 3 weeks ↪This will ensure you get an edge over other companies ↪This will communicate that you are a company of lean decision makers In this highly competitive DACH candidate market, where candidates have multiple ongoing processes and offers, a fool proof process is vital. What else can you do to ensure you are able to sign top GTM talent? Let's discuss in the comments!

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😧 The average turnover rate of sales reps is a whopping 35%. The cost of replacing an employee ranges from half to 2x their salary. But the cost of sales rep turnover isn’t just about numbers — it’s deeply personal. Every unanswered email or unreturned call feels like rejection, and over time, it can take a psychological toll. The grind of constant rejection can chip away at confidence and motivation, making it harder to approach each new prospect with enthusiasm. Then there's the sheer volume of tedious manual work. Hours spent on account research, data entry, and drafting personalized outreach is overwhelming. It leaves little time for strategic selling or meaningful conversations with prospects. The result? A sense of constant busyness without tangible progress, leading to frustration and fatigue — AKA burnout. Burnout tanks team morale, kills productivity, and chips away at an organization’s bottom line. And more than that, the impact it has on sales reps’ mental health and sense of wellbeing is unquantifiable. We see the causes of burnout and the stakes, but what about solutions? Check out this blog to learn how to keep and invest in your sales talent: https://okt.to/Ph0eJ5

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Hot Tip: Put every customer in sales navigator. If you know the names of the individuals signing off, and those who are big advocates of your product/solution. Visit sales navigator, create a list and put them in. Now this is a long term play, but people leave jobs. My favourite feature of sales navigator is the “Changed job in last 90 days”. They will be the easiest new business conversations you can have. Has anyone here got experience with this aswel?

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When I first started out in sales, I was double tapping between cold calls and emails. -Call their mobile -If no answer, leave a voicemail -Then email referencing the voicemail At this time, I was guessing their emails...all that has changed now. My go to approach now is triple tapping...cold call, email and/or LinkedIn, but with more up front research: -Do I have their mobile #? -Do I have their verified email? -Are they active on LinkedIn? If yes, to all 3 then, I triple tap and I always start with LinkedIn...makes my cold call a bit easier if I can relate & humanize the conversation off something relevant from their profile then be clear and concise from a business standpoint as to why to meet.

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Team! I just got out of a #ColdCallMasterclass with Sara Uy (Sara from Pareto), hosted by Women in Sales! What a wonderful place to join like-minded folks looking to expand our cold calling expertise and become top tier Sales folks. #Takeaways: - It's ok to fail: (even and especially when it involves falling during a sales video to a client LOL) - Boundaries/Self Care: Can't take care of others if you're not taking care of yourself - Be confident!: Push through it- and be yourself. Everyone messes up, but are you continuing to push forward? -Strike when the iron is hot.: Don't wait until your sales block when something can be done right now. (OOF THIS ONE HIT!) -SOOOO soo much more amazing information!! This call was so uplifting, and I also got to connect with new people that I probably wouldn't have. Looking forward to more in the future!! #RandstadUSA #ColdCall #Sales #WomeninSales

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Are companies missing out on the best candidates? Especially sales candidates who have uncapped earning potential. Some of the top sales candidates I spoke to recently told me this... 👉They are doing very well financially - earning $200K+ 💰 BUT 👉Their company is changing employees' commission structure to prevent top sales reps from earning even more. A justifiable reason to make a career move... no? They are now being let down by potential new employers... maybe unintentionally by ruling out high commission earners. "You're great but your salary is too high for what we are looking to pay?" Do we not want to employ the best talent available in the market? Are we overlooking individuals with the qualities needed to drive growth and innovation? Can we look to invest in talent that will reap rewards for your business in the long run #Sales #TalentAcquisition #Hiring #SalesLeadership #UncappedCommission #Recruitment #SalesSuccess #Innovation #DiversityAndInclusion #GrowthMindset

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Jaron with monday.com is looking to hire tech SDRs folks. Do you want access to more tech SDR, BDR, or even sales management referrals, then join us in Skool where you can access the full list. We just updated a stack of LinkedIn messages for you to contact these hiring managers, so you can differentiate yourself from the competition and land your next role. First impressions matter folks, especially in the tech sales racket because this is what you will be doing for THEM. See you in Skool! https://lnkd.in/gjeWhRar Don’t be late to Skool! https://lnkd.in/gjeWhRar PS We introduce tech sales talent to Heads, Directors, and VPs of Sales regularly every month in our Capstone event where you can by bypass the recruiter and meet directly with somebody you might be working for some day. All the more reason to see us in Skool, because you definitely want your resume revamped with your interview pitch polished and ready to go. Our graduates have landed sales roles at companies like Salesforce, Hubspot, T-Mobile, and etc… to become top producers there and that didn’t happen by not being prepared. Come talk to us in Skool and stop wasting your time trying to figure out how to land a sales job on your own with https://lnkd.in/gjeWhRar #TechSales #TechSDR #ElevateHire #TeamElevate #GameHasBeenElevated

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In the dynamic world of sales, women are not just making their mark -they're leading the charge and setting new standards of excellence! ✨ To all the incredible women out there, remember: your unique strengths, empathy, and resilience are your superpowers. You're not just closing deals; you're building relationships, creating value, and driving change. Success in sales isn't just about numbers; it's about passion, perseverance, and the ability to connect on a deeper level. Women are proving every day that they have what it takes to excel and innovate in this field. Arely Brattin is a great example of a woman seller using her super powers to grow her career and help those around her. Love to see her featured by Women in Sales, keep crushing it, Arely! 👏 #WomenInSales #SalesLeadership #ZoomInfo

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Why do you want a seller that can cold call? Obviously, they can create their own pipeline. But there’s more to it. I’ve set over 2000 meetings outbound in my career. Maybe more than half of those over the phone. I can tell by the words used and the tone what someone’s thinking. The mood, how serious they are about their work, the pain they’re in, the stage of when they started their current job, sometimes even if they have kids—all within a few seconds. I’ve learned how to read LinkedIn profiles quickly and deeply. Understand #GTM reports in seconds. What does this show? It shows I can read a digital room faster than anyone and know just what to say. That’s the kind of #Rizz 🌟 that gets me so excited about people like Will Falkenborg 🌭 and Cynthia H.. They have the skills and understand revenue. Will be remarkable CROs. They love and prioritize mobile numbers I can confirm. If you’d like to test your data link in comments. #sales #revenue #outbound #sellyeah Modigie, Inc.

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OTE on its own means nothing. It's a fugazi. There's still far too much focus on OTE when hiring. Less than 35% of AE's hit target last year (depends on source but it isn't high) and so in most cases candidates did not hit that beloved OTE number. I would pick a highly achievable €140k OTE over an impossible €180k OTE every day of the week. Who wouldn't? As an alternative, when advertising roles, why don't we just work with: - Basic Salary range - Quota & % attainment - Anonymous example earnings in the team - Clearly presented comp plan Do you agree?

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Most AE's aren't cut out for leadership. Now, more than ever, I am seeing leaders move back into IC roles after they were thrust into leadership roles with no enablement during the GAAC era. Go figure... It wasn't until a more challenging market where everyone started waking up and understanding that your ability as an IC is only a fraction of what is required to succeed as a revenue leader. I get it, in a sales career, you are told that the only way to progress is to become a leader. But here's the thing, the fancy title actually comes with a vastly different skillset requirement and new levels of pressure. - It's no longer about you - It's always about the team - It's your fault if you miss quota - The team gets all the credit when you overachieve - You now report to C level, founder or board = DEMANDING - You'll probably earn less than the top performing IC's Oh, and if you do get your company to the next revenue milestone, the board may have different ideas for who the new leader should be for the next stage of growth... The title is nice, sure, but know that constant development as an IC may be your best way forward. And that is great, too! Let's stop glorifying leadership as the best way to progress your career as an IC. What do you think?!

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