Nils Eberlijn

Top sales talent leaves B2B SaaS firms regularly within <12 months, because there's a lack of pipeline, process, and professional sales enablement. In Dutch, we call this "mopping with the tap open" 😁 Founders without a solid GTM approach often make this mistake. I can't blame them. The mission of Manuel and Florian at SalesPlaybook resonates with me: To close bigger deals faster and retain rockstar talent by: -> Building & scaling repeatable pipeline generation -> Coaching, training & enabling sales leaders -> Increasing efficiency & revenue per rep The result? You close more and bigger deals faster, and you retain your top talent because they're set up for success. Because losing any top sales talent is like losing a 6-figure ARR deal: "Priceless". Want to learn more? DM me if you’d like a direct introduction—I highly recommend them!

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If your revenue looks like this as a coach/ consultant/ speaker/ trainer or done-for-you service provider... a) It happens to a LOT of people b) It's fixable (with the right sales strategy) c) It probably means that you fall into one of two traps. Trap 1: Good at sales activities... until you're busy delivering Trap 2: Spending too much time creating content and only really focusing on sales when you're in 'must generate cash' mode. Also this graphic very clearly explains why I'm not an artist :) -------------------------------------------------------------------------- Follow me for best practice sales tips and techniques to generate more revenue from corporate clients as a coach/ consultant/ speaker/ trainer or done-for-you service provider. And if you like this post? Give it a hot 'like' so that it hits more newsfeeds :)

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Struggling to retain your top sales reps? You're not alone. But the solution might surprise you. Unpopular belief, it's not always about the money. Often, it's about growth, challenge, and fulfilment. Your top performers are hungry for more than just a paycheck. Here are some proven strategies to retain your sales reps: 1. Give ownership over key accounts. 2. Provide clear advancement paths. 3. Recognize achievements publicly. 4. Create mentorship opportunities. 5. Offer regular skill development. Your top performers crave challenges as much as they do rewards. They want to feel they're not just earning, but evolving. P.S Are you ready to transform your sales team retention? DM the word "Talent" to join the 35+ companies that have built their dream sales team with our proven framework.

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I'm excited to finally start using Gong! Time management is the biggest challenge I face in my role. As the AE for the region, I need to ensure many things are in place, all ultimately summarized by one question: Is the business growing in Southern Europe and the Netherlands? (So far, so good! 🔥) How I believe Gong will help me the most: ➔ Follow-up emails: I spend around 20% of my week writing personalized, relevant emails. ➡ Gong will help me streamline these follow-ups while still allowing me to add my personal touch. ➔ Note-taking during calls: This is not ideal. I often have to explain that I'm taking notes and not doing something else. To be honest, it can feel a bit disrespectful and distracting. ➡ Gong will handle note-taking, freeing me to focus on building rapport, providing value, and storytelling. ➔ Analytics: I’m not the best at summarizing (as you might have noticed 😅). Sometimes, I talk too much and don’t get to the point. ➡ Gong will help me and my team understand and improve my approach. My goal is to listen more and talk less. ➔ Feedback: Right now, it's a fairly manual process. We share feedback with the team after calls and at the end of each quarter. ➡ Gong will make this process much easier, helping us learn from each other while giving our managers clearer insights into where they can support us. ❓ What else do you think Gong could be impactful for in my role as an Account Executive? I'll be sharing updates on how this journey goes. Thanks, Bobby (Robert) Becker, for the demo!

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🔥How to repel top saas sales talent🔥 Part 1: ICP A clear Ideal Customer Profile is crucial. An ICP defines your perfect customer. The customers your product solves problems for best. Without a strong ICP? Sales hiring gets way harder. Why? Top salespeople want to win. An unclear ICP means... ❎Chasing bad-fit prospects that won't buy ❎Wasting time on crappy leads ❎Low close rates and commission checks No clarity on who to sell to? Top reps will bail for better opportunities. But with a tight ICP? Salespeople know exactly who to pursue. Pitches improve. Closes get easier. Reps earn more. A solid product with a tight vision and ICP will have a much easier time attracting and retaining talent then a company throwing sh*t against a wall hoping it sticks.

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🚀 Sales Confidence 2.0: Get SDRs Who Hit the Ground Running! 🚀 Tired of spending weeks onboarding new SDRs, only to realise they aren’t a fit for your fast-paced team? I know the challenges of hiring SDRs—getting the right person who’s not just great on paper but ready to sell from day one can be tough. Let’s face it, traditional CVs don’t tell you if someone has the grit to go out there to the market and have conversations. We provide pre-trained and pre-screened SDR candidates, ensuring your next hire can deliver results immediately, without the lengthy training process. Our Sales Confidence 2.0 ranking system highlights the most proactive, self-taught talent, so you can skip the guesswork and bring on SDRs who are proven to thrive in sales. 🌟 Meet Our Top Talent of today🌟 Jalil- an experienced B2C sales professional with entrepreneurial passion, showcased resilience and bravery in handling tough objections during his role play. Enrike -A charismatic listener who builds trust with strong questions, creating powerful, results-driven conversations. Zuhair- An adaptable professional with retail experience, skilled at handling tough conversations and solving problems creatively. Ali - An aspiring sales professional who thrives on the thrill of winning deals, bringing energy and enthusiasm to every prospecting challenge. Jiya - A versatile professional with a strong background in events, her energy and bubbly character from the role play can allow her to use humour to establish trust. Avishai- A future leader with a background in music, is a well-spoken and articulate professional who excels at getting to the point and handling objections with ease. If you are hiring reach out, remember 50% reduction fee.

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These new fully autonomous sales agents & coaches are revolutionary! Why? 🔹 They engage with inbound leads in natural language to answer questions and handle objections (Dutch speaking as well) 🔹 The autonomous coach realistically simulates a buyer during a sales pitch or call Don't take my word for it, make your own conclusion after you've read this article:

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A lot of sales reps, business developers and hardcore hunters feel this one. 'Keep trying' is part of your DNA, right? I'm actually curious: what (apart from getting ghosted regularly) was your most memorable rejection? May be from a client. Or otherwise. Tips on how to deal with rejection are also more than welcome. Sharing anonymously is also allowed, just send your rejection in DM then I'll post it anonymously under the post. Pinky promise. Follow me Thomas Huijkman if you want to keep up with technological developments within cloud ☁️ and AI. #sales #coldcalling #rejections #stamina

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To all SDRs or anyone entering B2B sales, read this post to avoid falling into common traps. 1. The most successful AEs I have met were the best SDRs. 2. SDRs who didn’t excel in the role and are now AEs are still struggling to generate their own pipeline. 3. AEs who skipped the SDR role, often due to an MBA or strong interview skills, fear switching jobs and roles without inbound leads. They’ve never faced the grind of building a pipeline from scratch, filled with rejections. 4. AEs who have never been an SDR majorly rely on their SDRs or Inbound leads from marketing to help them build pipeline and if any Quarter they don't get inbound or enough meetings from SDRs they sh** in their pants. 5. When these AEs become managers, they often question their team—"Where are the numbers?" or "Why isn’t there a pipeline?"—instead of guiding them on building it. Lacking experience in pipeline generation, they fail to lead by example and eventually lose the respect of their team. Learn the art and science of being an SDR and excel at this job at any cost, you will never have to look back or depend on anyone for pipeline EVER. Prospecting and Generating Pipelines is fundamental to Sales whether you are an SDR, AE, Sr Manager, or VP if you don't know how to do OUTBOUND you will continuously live a sales life of fear and anxiety. So SDRs ask yourselves do you want to be such AE and Managers in the future who depend on others to determine their performance and faith or would you like to own your job? #sales #prospecting #outbound #pipeline #sdr #ae #b2b #saas

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SDRs who deserve to be AEs... ✅ Help coach other SDRs ❌ Are in it for themselves ✅ Hit quota every month ❌ Sometimes smash it ✅ Build amazing internal relationships ❌ Moan about their AE and Manager ✅ Prioritise the team winning ❌ Think they're an individual contributor ✅ Train every single day ❌ Believe they know it all ✅ Compete against themselves ❌ Compete against others in the team ✅ Are genuinely happy when others win ❌ Get bitter when others are successful 99% of success is in WHO you are. And HOW you do things. Embrace being different. Embrace being better. What am I missing? ---- PS. My SDR to AE bootcamp closes tomorrow. 5 seats left; https://lnkd.in/ejFQERRF

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Sales Lessons from Gareth Southgate and England at Euro 2024 ⚽   Anyone in sales or sales enablement knows the feeling. One minute you're celebrating a smashed quota, feeling like you're unstoppable 💪 The next, you're staring at a spreadsheet of missed targets, questioning every sales tactic you ever learned. It's a rollercoaster and sometimes it feels like the freefalls are never ending. 😭   This emotional pendulum swing reminds me a lot of Gareth Southgate and the England team so far at Euro 2024. Remember the heat he took after some shaky performances? The pundits were calling for his head, questioning every decision. Tactics? ❌ Lineup? ❌❌.   Then, Southgate did something bold yesterday. He subbed out his captain, Harry Kane, for a player, Ollie Watkins, that played ZERO minutes in the entire tournament. 😱 😱 A gamble some might say, but a gamble that paid off in spectacular fashion – Watkins bagged the winning goal against the Netherlands!   The lesson here? Even when the pressure's on, and the critics are circling, stay true to your strategy. Just because someone hasn't had their big moment yet doesn't mean they can't be your game-changer. So, the next time you're feeling like you're at the bottom of the sales well, take a deep breath, dust yourself off, and remember: 💠 Believe in your process. You got this far for a reason. Keep refining your approach, and the results will follow. 💠 Don't be afraid to make bold moves. Sometimes, shaking things up can lead to breakthroughs. 💠 There's always an "Ollie Watkins" out there. New ideas and approaches can come from unexpected places. Stay the course, and never lose sight of your self-belief. Let's go!!

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Salesloft's (quiet) acquisition of Drift in February is the first shoe to drop. CROs need to do more with less, and will remove many tools from their stack. Expect massive consolidation in the sector over the next 5 years. Full article in the comments, but TLDR: - Most sales/marketing platforms are sold on a "per seat" annual contract, which was great for revenue when their customers were growing their sales teams. -After the post-COVID boom, sales org's quickly hollowed out which significantly impacted growth + retention. - CXO's are figuring out how to accelerate growth with less. There is no longer a need to hire a fleet of reps, leaving the "per seat" revenue model in the dust. - Adopting alternative revenue models like consumption-based pricing is imperative for sustained growth. - These models aren't good for VC's who like more predictable revenue models, but in the age of AI, companies will not need VC to start, run and manage a profitable tech company.

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Here’s exactly why SDRs Bid Farewell to Their Roles 👇 Ever wondered why talented SDRs choose to seek new opportunities? Here’s a few common reasons: 1. Limited Growth Opportunities: SDRs are HUNGRY for growth, both personally and professionally. 2. Burnout: The hustle of the sales grind can sometimes lead to burnout. Without proper support and work-life balance, it can lead to feeling drained. 3. Disconnect with Company Culture: Company culture plays a significant role in job satisfaction. If there's a misalignment between personal values and organisational ethos, it might be time to part ways. 4. Compensation Concerns: Money talks. If compensation packages don't match the effort and results SDRs put in, they may be tempted to explore other options. 5. New Challenges: SDRs thrive on challenges and crave opportunities to learn and grow. When roles become monotonous or lack variety, they might look to move. If any of these reasons sound familiar you should check out @Timberseed for our latest opportunities! 💡 #SDR #Sales #EmployeeRetention #CareerGrowth

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In my sales career, I have not made that many cold calls. At least not as many as some SDRs who dial 100 times a day But I have succeeded with 44% of those I connected with Here are my top 10 reasons why: 1️⃣ I only called countries I can speak the mother tongue: UK, DE, CH, AT and very little US 2️⃣ I called mostly mobile numbers I found on Lusha or Cognism 3️⃣ I learned the first 60 seconds of the call until I felt really comfortable 4️⃣ I only call people I can reasonably assume have the challenge we solved with other companies. 5️⃣ I do a little bit of research before I call (max. 5 min). I check their LinkedIn profile and whether they have something I can use on the company website 6️⃣ I always watch my voice: I talk really really slowly, really really clearly and make sure I frequently change the tone. If the other person did not understand my name on the first go, I did not succeed (in my head) 7️⃣ I always start with "Hi Thomas, this is Patrick at Taskbase, hi" and then wait until the other person says "hi" the second time. That can take up to 5s. Embrace the silence. This way, you are different to 90% of cold callers 8️⃣ I haven't changed my opener for years: "Do you give me 35 seconds so that I can explain to you why exactly I call you right now?" because I succeed almost 100% of the time - I never change what works 9️⃣ I never talk about the product in the first 60 seconds of the call. I always start with the challenge: "I am talking to a lot of sales leaders of other banks who tell me they have one main challenge: Their consultants spend a lot of time documenting their client calls in the CRM. Up to 30 minutes because they have to write manually. Are you familiar with that topic? That is how I immediately get into a conversation and people forget that this was a cold call after all - just happened yesterday again 1️⃣0️⃣ As soon as I sense that the topic is interesting, I ask one or two more questions and then go for the meeting: "Thomas, can I make a suggestion? I sense that we have a topic here that is worth talking about a bit deeper. Do you mind if we take 30 min in a video call and deepen the discussion? I think we both at least can learn something from it That's it No rocket sience

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Liya started working with me last year.   Before this, she had problems…   - thinking of cold e-mail topics (and getting low response rates) - introducing her products and advantages effectively - presenting value to prospects and making them feel they need her - adding and communicating with prospects on LinkedIn - speaking on cold calls (getting ‘sorry we’re not considering new suppliers at the moment’).   Although she had several years of sales experience, her new job in the energy industry presented her with new challenges   so, she knew she had to make some changes to make an impact.   We got to work, meeting once a week in live sessions.   Liya found the sales and marketing skills units of my course especially useful and learnt effective skills for starting conversations on LinkedIn and making engaging cold calls.   She completed the work tasks thoroughly each week and even sent additional questions to me on WeChat between our sessions about specific cases and problems.   (....which helped her make even faster progress).   Now the course has finished, it’s awesome to see Liya communicate in a more confident and engaging way and see her enjoying her work more too!   She’s a perfect example of how hard work and commitment and actually implementing the new language and skills she learnt pays off in the end – well done Liya!   -- Want to know more about how I help Chinese sales professionals use LinkedIn, cold email, cold calls and trade shows to get more overseas orders?   Send ‘SKILLS’ in a direct message and I’ll answer any questions you may have. #JamesEEnglish #Sales #China

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Outbound is back in vogue. Which is why it's more important than ever that you’re doing the things that generate warm inbound. Everyone is drowning in sales comms at the moment. Calls, InMails, Emails, Whatsapp's. When the market is at it's noisiest, those warm inbound leads, generated through the audience that you and/or your business has built... Are at their most valuable. #RecOS

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Improving your hiring process for GTM professionals doesn’t have to be hard! Here’s 5 easy to implement steps: 1. Time matters. The DACH market is competitive and you’ll lose candidates if your processes are any longer than 4 weeks. In fact, aim for 3. 2. Build a relationship with the candidate. How do you do this? Give them feedback! Allow a open channel of communication that will build trust throughout. 3. Interviewing is a 2 way street. Introduce an AMA round to ensure the candidate knows what she or he needs to to make a decision. 4. Share your team performance. Transparency = trust. 5. Show the candidate how they can hit their OTE. On its own, the OTE figure means nothing. Share example payslips or working examples of how the comp plan works. There’s nothing more demotivating to sales people than complex plans… What else would you add? Ps. I need some fresh board pens, I know…

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Here is a draft text in your style on how to re-engage a prospect: Sellers, you're leaving money on the table. Stop doing that. Instead, start running lost deal reports every quarter. Your goal? To wake up sleeping beauties and kiss them back to life with one simple question: "What's changed since we last spoke?" This tiny mindset shift is a lost deal resurrector. Here are 3 ways to pull it off: 1. What's changed in their business? "Hey [Prospect], last time we spoke in Q1, you were knee-deep in [ summarize previous convo]. I'm curious - were you able to [accomplish their goal]?" If yes, celebrate. If no, pivot. "Either way, I'd love to catch up on your progress and share how others are tackling this in 2022." 2. What's changed in their industry? "When we last spoke, you were working on [XYZ]. Since then, we've seen [interesting industry trend] emerge among companies like yours. I'd be happy to walk through how others are addressing this on a quick call." 3. What's changed with your product? "Last time we spoke, you needed [feature]. Good news - we've now built that functionality. Let's set up some time to show you how it can help accomplish [their goal]." The point? People's situations evolve. Your solution might now be a fit. So pick up that phone and find out. Stop leaving money rotting on the lost deal vine.

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