Edd Ferdinales

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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The fee structure most agencies use with clients is pretty standard industry-wide (X% of the candidate's salary for perm roles). Some agencies use alternative fee structures since it works better for both parties and creates more alignment - e.g. ongoing monthly retainers, embedded recruiters/RPO, flat rates, etc. Some markets have unique factors that make a non-standard fee structure more mutually beneficial for both the agency/client. Pricing structure and strategy is something that most agencies don't really dig into since it's easier to go with the status quo since it's what clients expect and are used to. I'm curious - if you've used alternative fee structures, how do you like it? Has it worked out better for everyone long term?

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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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GROWING PAINS EPISODE 4 IS LIVE!!!! 🤩💪🏾🎬 This month’s episode is with Bruno Broughton - Head of Business Development @ Synthesia. Here’s what we cover in this ep: - The evolution of the SDR role  - Why Bruno moved into management  - What it was like being ZoomInfo’s 1st UK sales hire  - The challenges he faced scaling the team at such a rapid rate and how he maintained high performance  - How AI is disrupting SDR teams  - Tips for SDRs looking to become AEs - And so much more! In this clip, Bruno talks about how he’s used team sports environments to influence his leadership style. Brilliant episode for leaders looking for ways to drive better results from their SDR teams and for individual contributors with aspirations to move into management. I loved filming this episode with Bruno. I can see why he’s done so well leading SDR teams. He has a calm but firm approach to management which is perfect for young salespeople. Follow the link in the comments for the full version! - - - 🎥 Growing Pains is the FIRST and ONLY video series where software sales leaders are interviewed in a fitness setting. 👍🏾 Please like, comment and subscribe.

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Just Back from the National Landlord Investment Show at Old Billingsgate! Spent a whirlwind day at the National Landlord Investment Show at Old Billingsgate! It was a fantastic opportunity to connect with fellow landlords, property experts, and businesses from all corners of the investment world. Key Takeaways: The morning panel discussion on the impact of the recent General Election on the private rented sector was particularly insightful. Hearing from Ian collins( Broadcaster & Journalist )David Smith (Economics Editor, The Sunday Times) Carly Jermyn of Woodstock Legal Services & Maxine Fothergill PPARLA MD Amax Estates, Past President ARLA PropertyMark was a real treat, and it sparked some interesting conversations with other attendees. The "Landlord Mastermind" competition was a fun way to learn property knowledge. The exhibition hall was buzzing with a wide range of businesses offering services and products for landlords. I picked up some valuable tips on everything from property management software to the latest compliance regulations. Overall, a productive and inspiring day! If you're a landlord or considering getting into property investment, I highly recommend attending the next National Landlord Investment Show. It's a fantastic platform to learn, network, and stay ahead of the curve in this ever-changing market. Did you attend the show today? What were your highlights? Share your thoughts in the comments below! #LandlordInvestmentShow #OldBillingsgate #PropertyInvestment

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If you’re lucky enough to go in to business with your partner, beware! All jokes aside, it can work very well. Luckily we both get on very well together in our business. We both have strengths and weaknesses that compliment each other, so what Sam doesn’t like doing, luckily Charlotte does and vice versa. People always ask us how lucky we are that we work so well together. It’s just like marriage we guess, it’s all about compromise… Failing that, you can always fire them 😂 #propertycouple #property #realestate #propertysourcing

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In Q2 of this year in the UK the average Perm Consultant made 4 placements and the average Temp Consultant made 6 placements. (UK) When we looked at the consultants at the Top 5 agencies on Recruiter Insider for Candidate Experience, we discovered that: 🚀 the average Perm Consultant there made 5 placements 🚀 the average Temp Consultant made 10 placements. In Q2 alone, the agencies with the highest candidate experience scores made 1 extra Perm placement per consultant and an 4 extra temp placements per consultant. Highlighting as always the impact candidate experience has on your placement numbers. The data doesn’t lie, an improved candidate experience means more placements. But if you are not measuring this you can improve it either. So if you want to make more placements get in touch with me. The data doesn’t lie!

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A question that gets asked ALL THE TIME... 'What's your 5 year plan?' 🤔 ... and quite frankly, sometimes we just don't know our options. So if you're an SDR thinking about the bigger picture then you might find our next SDRs of London of London event interesting... This Wednesday (17th April) we'll be hosting an intimate in person (Wiser Elite HQ) panel session exploring different options and avenues on offer in SaaS. We'll be joined by Nick Chitty, Senior AE at CommVersion, Leonie De Graag, Senior Solutions Engineer at Reachdesk, Ellie Clayson, SDR Manager at Abacum and Adam Kosky, Senior CSM at Panaseer to talk through the many different parts of the sales funnel you can venture into 🤩 We'll be unpacking their career journeys, the different roles, challenges & opening it up to the floor for advice on how to develop into different areas of the sales function. For you: 🔵 Free to attend 🔵 Plenty of 🍕 and 🍻 🔵 Networking 🔵 Great opportunity to speak with senior sales reps and hear their stellar advice Would love to see some new and familiar faces there ☺️ Link to sign up in the comments! #SDREvent #CareerDevelopment #Progression #5YearPlan

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Excellent result for both client and candidate 🤝 I've known this Client for a while and thought it would be a great opportunity to introduce (there wasn't actually a vacancy) but like I have always said...a good business will always connect with great Candidates. 3 weeks later, the Client decided that the Candidate was too good not to have in their business and a role was made for the Candidate - A placement was made!🎉 I think its always important to remember, that a quality Recruiter is most importantly, a connector. If you are looking for a pro-active Recruiter, who doesn't just rely on the current roles they have - but are always looking to connect people to people - Candidate to Client...I really would ❤️to help. 💌[email protected] ☎️07854 088048 #estateagencyjobs #seniorroles #portfoliomanagers #lettings #propertymanagement #westmidlands #recruitingnow #raynerpesonnel

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Do you need to have SDR experience to be a successful SDR? In my opinion, no. If hiring managers are just looking for existing SDR’s then a lot of talent is being missed. Call centre jobs, door-to-door sales…recruitment 😅 There are many roles out there that build resilience, grit and get people used to being told no… or worse, which is vital. Don’t get me wrong, hiring someone with SDR experience would be ideal and make them very likely to succeed. But, you might be hiring someone who wants to progress quicker than you like. If they’ve been an SDR for a year already, will they want to start from scratch and do another 12 months? They may be a bit more expensive and might even need as much training as someone with no SDR experience if they’re used to doing things a different way! There’s a lot of talent out there, don’t fish from a small pool 🎣 #recruitment #sdr #creativenatives

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'Can we talk about the economic state of UK staffing right now?' This UK recruitment downturn looks set to last 📉 "Net income fee is down YoY 14% Robert Walters, 15% Hays and 16.7% Page Group. Forecasts have been declining all year. Share prices have been heading broadly south since the post-Covid-19 hiring bulge." If costs stays the same, profit drops. Which could mean big redundancies in the market. You need a lower cost of carry whilst driving revenue. 💷 Instead of periods of large hiring and firing companies should seek to improve efficiency. Companies should look at strategies to improve data 📊 Better data can improve search results, which can reduce time to hire and job advertising spend. It can improve marketing and new business efforts as well as ability to leverage third parties and AI to drive more revenue. Finally, it's important for effective reporting and analytics. Which can lead to improved decision making and scalable growth. To improve data you need the right CRM, user adoption strategy and validation processes. You need it to be tailored to your service offerings and verticals. You need it to reinforce your proven processes that make your business successful. How are you improving your data?

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How to LOWER your success in applications: Giving multiple agents authorisation to send your CV to the same firms👎🏽💩👎🏽 Imagine the annoyance the firms feel when they've wasted minutes in their busy day to open and receive 3 separate outreaches from 3 separate agents on your behalf, and have to spend even more time to respond to each to say "we have received these details via another agent". Aside from an annoyance, it then creates a dispute between agents as to who will get the recruitment fee, which the firm in question will also be tied to the dispute, and sometimes it can go to court! This is why I always say it reflects poorly on the candidate to do this, and not the agent (who have all also spent times out of their day to discuss the role and firm, write up an overview of your experience, and reach out to the client). For your own sake, keep track of who is sending you where, and don't waste people's times!😊🩷🫵🏽 Happy Thursday everyone!💥❓🙈💣 #legalcareer #lawfirms #duplications #careermoves #legal500 #chambers

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How do we WORK⁉️🤔 New Clients often ask us what’s the process when we help you find your PERFECT👌 new recruit 😉 YOU.. ✔️Tell us all the detail about the 💼position, skills set required, experience preferred ✔️Person spec, who’s going go to be the nicest fit in your office 🏢 Who’s 👨👩 in your existing team? WE.. ✔️ Shortlist Candidates from our database 💻 ✔️ Advertise the vacancy on various platforms ✔️ Promote on LinkedIn 🔗 Facebook & instagram ✔️ Head hunt out of companies that we don’t supply staff too ✔️ Arrange 1st & 2nd interviews *Teams & on site ✔️ Book trial days ✔️ Take offers & liaise with Candidates 💰 ✔️ Negotiate offers ensuring everyone’s happy 😆 ✔️ Help Candidates hand in notices & manage counter offers ✍️ ✔️ Check in on start date 📅 Need any help? Let’s 💬 077733 10085. Mike Hale, 07779 659095. #estateagent #estateagencyrecruitment #propertymanagement #lettings #propertyjobs #realestate #notts #derby #leics #propertyaccounts

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With over 1 BILLION MEMBERS on LinkedIn, it's more important than ever that your audience know who you are... Use the template below to introduce yourself & what you do! 🙌 🚀 Current Role: Head of Recruitment 🚀 Company: White & Co Real Estate LLC 🚀 Years of Experience: 7 years property experience, 4 years Real Estate Recruitment, 1 year with White&Co 🚀 My USP: I'm the number one most influential personality within HR in the UAE & in the top 1% Dubai Real Estate Recruiters according to the LinkedIn Social Selling Index. I pride myself on honesty and transparency, ensuring this is the right fit on both sides before placing a candidate. I will never sell anyone a dream but rather ensure you are in a strong position to make an informed decision regarding the next stages of your career. 🚀 What I did before: Property Investment 🚀 My first job: Cleaning sunbeds aged 13 for £2.50 an hour 🚀 Skills & Qualifications: RERA certified and licensed broker, CIPD certified in HR Fundamentals, qualified in Social Media Marketing. 🚀 What I love most about my job: Seeing people change their lives both personally and professionally. I enjoy being part of the whole journey from interview to offer to relocation to being on board and closing first deals, being promoted, achieving PBs... I'm with you every step of the way! 🚀 One thing I wish I knew sooner: Moving out of your hometown is the best thing you will ever do for your growth. 🚀 How I can help you: I can provide a transparent overview of the Dubai Real Estate market and provide you with the tools required to make an informed decision about the move. I am also on hand to answer any questions you have, provide any facts/figures/statistics you may require and guide you through the whole relocation process. Template in the comments and don't forget to tag me so I can hear your story!

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🚨BREAKING NEWS🚨 This is for you if you work in sales or customer success in tech. It's time to find out if your basic salary and package is inline with market rate in 2024. Our Sales & Customer Success Salary Guide 2024 is available now! We’ve crunched the numbers and analysed 1,112 sales function hires and leavers, across the software and technology industry.. And it’s available to download COMPLETELY FREE! 🎉 - Discover and benchmark salary ranges for over 30 roles (from entry to C-Suite level). - Learn which sales role has grown by over 15% YOY. - Find out how long people typically stay in roles and potential internal career routes. Comment 'interested' below and I’ll send it directly to you! 👇 P.S Know someone in Sales or Customer Success who would benefit from seeing the guide? Share this message with them! 🙌

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Musing of a recruiter 🤔 - I've been back a few days, and have been catching up with candidates, client partners, industry friends, internal talent acquisition teams and getting a feel for the technology hiring landscape... The good stuff: 🥳 Good candidates from a few weeks ago have secured new roles ☎️ We've had a flurry of existing client partners looking to hire people 🤝 We've partnered with new clients who have plans to grow their teams 🚀 Hiring sentiment feels warmer and discussions of growth are happening 🙌 According to our government, Australia 🇦🇺 will need 650,000 tech people by 2030! All positive things 🙏, and it feels like we're heading in the right direction 🤞 Most of our open roles are on LinkedIn, for my free market insights 📞 #australianjobs #techjobs #recruitment

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The 2025 LHH UK Salary Guide including market trends and analysis is now live! We’re bringing you all the data you need to stay ahead of the game. From startups to skyscrapers, check out salary trends across company sizes and make your next hire a breeze. Ready to see where your business stands? Download now for the full breakdown and start planning smarter, today. #finance #accounting #humanresources #legal #marketing #communications #supplychain #procurement #sales

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The best sales managers are the ones who don’t tell you what you’re doing wrong, but tell you what it is you could be doing better. Negative mindsets kill motivation. -- 𝑳𝒐𝒐𝒌𝒊𝒏𝒈 𝒇𝒐𝒓 𝒂 𝒄𝒂𝒓𝒆𝒆𝒓 𝒎𝒐𝒗𝒆 𝒊𝒏 𝑺𝒂𝒍𝒆𝒔? - Check out Timberseed’s latest opportunities 🎯 - Send your CV to [email protected] 📨 - Get in contact with our consultants 💬 -- #sales #AE #salesmotivation

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