Benjamin White

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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Tech SDRs - you have a bloody tough gig in comparison to commercial hires in other industries... Here's why... 🏦 Investment Banks - no entry-level hire is expected to create new relationships. 🏗️ Real Estate - Directors/Partners win the lion's share of new projects with no new business expectation placed on anyone with less than 2 years experience. 💸 Asset Managers - your portfolio is handed to you post-probation and you're allowed the time/opportunity to build your reputation and win business. 👨‍⚖️ Law - Partners win most of the business and hand clients to the wider team. 👨‍👩‍👧‍👦 Recruitment - Junior hires ramp by speaking with candidates until they prove themselves competent to manage their first client which would have been won by a senior colleague. But then... 🤖 TECH - SDRS ARE EXPECTED TO BOOK MEETINGS FROM MONTH 2! You learn to do the hard bit first in tech. Next time you look at your pals in other fields - remind yourself of the above. #SDR #BDR #TechSales #Sales #Recruitment

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3 Key Traits you will find in an exceptional BDR! Everyone knows SDRs and BDRs need Grit, Determination & Resilience 💤 Those are a given. If you're looking for exceptional talent that will really move the needle, look for these 3 👀 ❓ They ask smart questions - lots of them. And typically have high EQ. 🔢 They know the numbers. Their numbers, teammates numbers, conversions. They find a formula they know brings success and they stick to it. 📦 They are creative. They find ways to engage, to distinguish themselves from the 100s of other calls and emails. We have a live BDR role in Boston with our partner Zeelo. The role directly reports to co-founder Barney Williams. You'll be a few feet away from Jay Sackos the incredible VP Sales and Sam Ryan CEO. Amazing opportunity you cannot miss. Msg me for details. #gradjob #bdr #sdr #hiring

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Placing SDR’s and playing fetch….🎾 Aston thinks both should happen at the same time🙃 His eagerness reminds me of what it takes to succeed as an SDR🔥 💪🏼It’s about resilience - turning every ‘no’ into a ‘not yet.’ 🤔It’s about curiosity - asking the right questions and learning from every call. 👊🏼It’s about persistence - like Aston staring at me until I give in and throw his tennis ball… You don’t stop until you’ve got what you came to do!🫡 🚨Have you got that drive and hunger to succeed?🚨 Then an SDR role is your perfect launchpad into a sales career that goes the distance🚀 💌DM me to get the ball rolling

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SDR/BDRs are you looking for your next role but not progressing to interview? It’s a tough job market right now so here are a few tips on how to be seen and stand out from the crowd:   - Sales is all about numbers – Include your targets and what you achieved on your LinkedIn profile AND your CV. - Include awards that you’ve won on your LinkedIn and CV. - Cold-calling and cold outreach is an important daily activity as a S/BDR. Call or Email the Hiring Manager and let them know that you’ve applied and why you would be a good fit. Qualify the opportunity just like you would a prospect. - Your CV should be clean and concise. Remove irrelevant information and keep within 1-2 pages. Add your LinkedIn URL. - Reach out to Recruiters (like me🙋🏻‍♀️) who can get you in front of the hiring teams quicker.   What do you guys think? I’d love to hear more ideas from you on how to stand out ⬇

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Sales interview question: What was the biggest deal you ever closed-won? You might say this is a simple question, but by asking simple questions, you extract essential information: → Understand the deal size AE worked with → Understand if they ever closed big deals or worked with micro-deals only But that’s not all. The way the candidate answers this question reveals much more: → How they approach complex sales cycles → Their ability to articulate the process behind closing a deal → Whether they can attribute their success to specific strategies or team collaboration Strong candidates don’t just share numbers—they walk you through the journey, showcasing their critical thinking, resilience, and customer focus.

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I've spoken with clients recently that have struggled to secure talent for their SDR teams. Unnecessarily lengthy interview processes, amongst general market conditions seems to be the main culprit for this. With attrition rates as high as they are, striking the right balance of thoroughly evaluating suitability and maintaining momentum in the process can be a tough one. Here's how I would structure a succinct 3 stage interview process that should cover off both: Stage 1 - Behavioral Interview with Talent Team/Hiring Manager via teams - Assessing Cultural Alignment/Understanding of the company - Opportunity to get to know the candidate Stage 2 - In person Sales Focused Interview with 2 x roleplays - Sales related questions to assess general understanding/competency - Roleplay #1 to assess ability to think under pressure, rejection handling etc - Roleplay #2 to assess coachability and willingness to take on feedback Stage 3 - Meet The Team / Informal Offer Realistically these 3 stages could be completed in 10-14 days tops, but does require a commitment from all parties to keep things moving. What are your thoughts?

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I’ve been seeing a lot of SDR job adverts looking for previous SDR experience...   I get it - sales leaders want quick results without having to develop new starters.   However, having started my career with no sales experience, there are several reasons to also consider early-career talent: > Reduced risk: Experienced SDRs often come with a high price tag and may not deliver as expected, costing time and money. > Short ramp-up time: With the right training, SDRs can be fully ramped in up to 3 months, similar to those with experience. > No bad habits: It's easier to train new hires without preconceptions, shaping them to your selling style. > Motivation: Early-career talent brings fresh energy and enthusiasm, eager to prove themselves. > Longevity: With an average tenure of 12-18 months, top experienced SDRs have often already progressed. Furza’s model enables you to hire early-career talent and turn them into successful salespeople, without impacting your resources or management time. If you're interested in how we can support you in building a high-performing SDR team, drop me a message! P.s. If you're ONLY looking for experience you would have missed out on us!

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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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No one should be ashamed of working in sales You rank pretty high compared to others Did you know... Average UK SDR Salary: £35,412 → UK - Top 26% → Global - Top 12% Average UK SDR OTE: £45,309 → UK - Top 20% → Global - Top 10% Average UK AE Salary: £55,000 → UK - Top 15% → Global - Top 8% Average UK AE OTE: £75,000 → UK - Top 10% → Global - Top 5% Sources: UK Talent, Jobted, PayScale, UK Tax Calculators Is it comfortable on your high horse? 🐴 Let me know in the comments #sdr #ae

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I’ve interviewed well over 125 SDRs. Here are the 6 traits I look for… 1. Coachability I’m always keen to see whether a candidate seeks feedback at the end of an interview. Have they taken notes throughout? I like to ask what they learned from their previous conversations with our organisation. 2. Curiosity The questions candidates ask MATTER. I look for well considered, researched questions where they have a genuine interest in what the impact it will have on their role with us. 3. Creativity It’s a competitive landscape both trying to land a role but also when in role. I’m always on the lookout for how candidates push the envelope on standing out. Show me the basics, but show me you’re different. 4. Communication A reps ability to communicate in verbal and written forms is a key indicator as to whether they’ll be impactful in the role. Can they hold a quality conversation, tell stories and articulate their points clearly and concisely? 5. Confidence There’s a fine balance between confidence and arrogance. Someone who is vindicated in their ability and is comfortable with being uncomfortable is a positive trait. I look for people who handle unfamiliar and pressurised scenarios well. Are they phased or do they change their domineer when talking to senior execs in the process? 6. Consistency Harder to showcase and test but I’m always keen to test people’s grit and stickability. Consider how you can showcase when you’ve been set a task, overcome complexity or failure to see it through to a successful outcome. To those applying and interviewing for roles, I hope this helps. To those who are new to hiring reps, I hope this acts as a guide on what to look for. Any traits you think are missing? —— 👋🏻 Hey, I’m Andy - Founder of RevRocket - We help Companies, Leaders & Reps build high performing pipeline generation strategies.

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🌟 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝗬𝗼𝘂𝗿 𝗖𝗮𝗿𝗲𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 𝘄𝗶𝘁𝗵 𝗦𝗺𝗮𝗹𝗹𝗲𝗿 𝗦𝗮𝗮𝗦 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 🌟   A recurring theme this year? Many of you—top-performing SDRs and BDRs with track records of smashing targets—are stuck waiting in line for the next step to Account Executive roles. Sound familiar?   But you are too scared to make the jump from the larger players into a Hyper-Growth Pre IPO space?    As most of you may know by now, this is something I personally feel strongly about! Why is this happening? You are quite literally locking the door not just to your future progression but to your overall earning opportunity!   So many of you are holding out, year after year, being fed empty promises, and I want to help!    Having worked with Hyper-Growth SaaS vendors and engaged with countless candidates understanding successes, challenges and future career aspirations in both large corporations and smaller start-ups, I’ve seen first-hand how these environments differ, and I want to Help!    𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝘆 𝗷𝗼𝗶𝗻𝗶𝗻𝗴 𝗮 𝗣𝗿𝗲-𝗜𝗣𝗢 𝗦𝗮𝗮𝗦 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲 𝘆𝗼𝘂𝗿 𝗴𝗮𝗺𝗲-𝗰𝗵𝗮𝗻𝗴𝗲𝗿:   ✅ 𝗬𝗼𝘂𝗿 𝗜𝗺𝗽𝗮𝗰𝘁 𝗶𝘀 𝗩𝗶𝘀𝗶𝗯𝗹𝗲   • In smaller teams, your contributions are not just noticed—they’re essential. Leadership is closer, and every idea or project you contribute to can directly shape the company’s success.   ✅ 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘁𝗼 𝗕𝗿𝗼𝗮𝗱𝗲𝗻 𝗬𝗼𝘂𝗿 𝗦𝗸𝗶𝗹𝗹𝘀𝗲𝘁   • At a smaller SaaS company, you’ll often wear many hats, giving you exposure to diverse parts of the business. This accelerates your learning curve and makes you a more well-rounded professional.   ✅ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗬𝗼𝘂𝗿 𝗘𝗳𝗳𝗼𝗿𝘁𝘀   • Unlike large corporations, where you can feel like a cog in the machine, smaller companies value and celebrate individual contributions. It’s empowering to see how your work shapes the company’s future.   ✅ 𝗙𝗮𝘀𝘁𝗲𝗿 𝗖𝗮𝗿𝗲𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵   • Flatter hierarchies and dynamic environments mean fewer layers of bureaucracy. Decisions happen quickly, and opportunities for promotion often come sooner than in corporate giants.   For me, partnering with fast-paced, hyper-growth SaaS companies has been a game-changer—not just for my career but for countless candidates I’ve worked with. These companies don’t just hire talent—they 𝗻𝘂𝗿𝘁𝘂𝗿𝗲 𝗮𝗻𝗱 𝗮𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝗶𝘁.   If you’ve felt stuck, waiting for your shot in a larger organisation, it might be time to explore the exciting, dynamic world of smaller SaaS companies.   𝗟𝗲𝘁’𝘀 𝗱𝗶𝘀𝗰𝘂𝘀𝘀!   Have you worked in both environments? What did you learn about your progression? Drop your thoughts in the comments 👇

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Cliché post - wrapping up a successful 2024 at Reviva with candidate testimonials and a recap. Fortunate enough to be promoted to senior and was awarded MVP and Top Consultant, putting 18 senior hires into new and existing clients across the RegTech market. Next year, I’ll focus on commercial roles in TPRM, Supply Chain Risk/Compliance, and GRC software markets. #RegTech #Sales #GTM #TPRM #GRC #SupplyChain #Risk

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Graduates, are you securing SDR interviews but struggling to land a great role? Here are 3 reasons why your interview technique isn’t working and what you can do to fix it ✅ 1️⃣You’re not being authentic! One of the best ways to stand out from other inexperienced candidates is to show off your personality & energy💥 Avoid reading from a script and let the interviewer get to know you as a person whilst showing off your skill set for the role 💪 2️⃣Failing to successfully link your experience and skill set back to the role at hand. Always try to bring everything back to why you’re now sat interviewing for SDR position 💫 3️⃣Not asking the right questions. You want to make the interviewer feel inspired by the questions you ask! So instead of focusing on culture and office hours, think commercially 🤯 Find out what you would need to know in order to be successful in the role 🚀 Any more advice for budding SDRs, I’d love to hear it in the comments! make the interviewer feel inspired by the questions you ask! So instead of focusing on culture and office hours, think commercially 🤯 Find out what you would need to know in order to be successful in the role 🚀

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The #1 way to motivate SDRs... (And it costs nothing) Prove you g͟e͟n͟u͟i͟n͟e͟l͟y͟ care about them. It’s pretty damn easy: - Prioritise your 1:1s - Sunshine great work - Say ''thanks'' every week - Give them honest feedback, nicely - Appreciate their effort even if they failed - Message MORE when they are struggling Most SDRs just want to 'feel' like you care. It's not difficult. Do you agree? ♻️ Share this to show sales leaders the way. ---- 📌 The SDR Leader Bootcamp closes Friday for enrollment.

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"I hope no-one from Cognism watches this..." 😅 The truth is, the SDR role isn’t dead - it’s evolved. Forget the days of hammering phones and spamming inboxes. The best SDRs today bring real value by ✅ knowing your business, ✅ understanding your pain points, ✅ delivering relevant content that keeps them front of mind. Even if it’s not the right time to buy, ✅ they know they’ll be top of your list when it is. In this clip, Global Sales Director (and £5-25M ARR ICP/GTM wiz) Paul Wingfield and I talk abut why we firmly believe SDRing is far from dead, and how companies like Cognism are nailing the modern SDR in to ICP game. 💬 What's your take on where SDRs win, or lose today? #sdr #cognism #sales #gtm #icp #MakingRevenueTick #podcast by Tick Talent

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"What's the most in demand profile companies are hiring in sales?" Here you go: - 2:1 degree or higher - Started career as an SDR now in a closing position - Hit/exceeded most of your targets (its a myth you need to have smashed every quarter/year) - Genuinely loves new business *and is good at it - Sold insights/data/intelligence/research/SaaS (into any market) - Happy to work in London 3 days a week - Been promoted in this/last role If this is you, I'd love to speak with you about roles at several companies! Basic salaries from £50k-£65k, OTEs up to £130k Here's a snapshot of companies I'm hiring this skillset for right now: ✨Intelligence company into banking/hedge funds, on track to be a unicorn in less than 5 years ✨Leader in economic insights into financial markets & property. Possibly the best socials in London! ✨Insights and data companies in private sector markets. Privately owned, 4.6/10 glassdoor reviews! ✨Virtual reality startup, making waves in several sectors. ✨Global economic development agency - operating across Europe, Middle East, USA and Asia. Get in touch today to arrange a call 📩

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How do you know if you sound the same as the 1000’s of candidates applying for SDR roles? If you want to work in sales because you… - Want progression? - Want to earn money? - Work well to targets? - Enjoy speaking to people? Yeah. You’re saying the same things as everyone else. It’s the reasons behind these statements that are personal to you. It’s these personal reasons that help other people understand you and how you might fit into their team or company or culture. Be candid. Be honest. You’ll get much further than saying the same bits as everyone else. #sdrhiring #salesinterviewtips #sdrinterview #yourwhy

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💡TOP TIP TUESDAY💡 Considering here at Amberes we currently have 28 live SDR positions, I thought I'd share a few tips for individuals looking to kick-start their Sales career. Here are some tips to help you stand out in the competitive job market: 📝Polish Your Profile: First impressions matter! Ensure there are no spelling mistakes on your LinkedIn profile or CV. A flawless profile reflects attention to detail, a crucial trait for any sales role. 🤝Transferable Experience: Highlight experiences that showcase your transferable skills for sales. Whether it's customer service, leadership roles in student organisations, or even retail experience, emphasize how these roles have honed your communication and persuasion skills. 🥇Show Your Competitive Edge: Employers love candidates who thrive on competition. Don't overlook your hobbies and extracurricular activities that demonstrate your competitive spirit. Whether you're a sports enthusiast, a chess player, or a trivia night champion, these experiences showcase your drive to win – a quality valued in sales. 🏆Demonstrate Achievement: Showcase your track record of success. Whether it's exceeding sales targets in a part-time job or achieving academic excellence, highlight instances where you've gone above and beyond. Employers want to see evidence of your ability to deliver results. 😁Let Your Personality Shine: Beyond your professional achievements, let recruiters get to know the person behind the CV. Share a bit about yourself – your passions, interests, and what motivates you. A personable profile helps recruiters connect with you on a deeper level. #Sales #SDR #CareerAdvice #RecentGraduates

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