Joe Porter

Revenue blindness is a condition that a 2/3 people in sales suffer from. When undiagnosed it can lead to... - Constant Peaks and Valleys - Scaling Suck - a 'Just do more' mindset - Hives - Dispair and Misery What is revenue blindess? When all that is looked at in terms of success is the revenue number. If you hit = Things must be good. If you miss = The team/individual/leader suck It's actually far more dangerous on the 'hit' side, and I see it all the time. A rep is hitting their number, but tearing down the culture, but it's allowed because of... Revenue blindess A team of 10 hits the number, but off the back of the manager or or 1 top rep, so the decision is made to scale to 30 even tho they have nothing proven in place... Revenue blindess It works the other way too. A team is hitting their marks, hitting the activity, working the deals, using strong messaging, and yet miss the number, because the number was unhittable. The number doesn't get changed, the people do. Revenue blindess. A rep IS crushing their number, but because of that they don't get the recognition, attention and support they want/need because well.. they are hitting the number Revenue blindess I talk about this with my leaders all the time, we can't fall into revenue blindness. We have to stay below the number to drive results. Behaviors. Issue Diagnosis/Inspection. Process. Skills. You - This is where BIPSY comes in. We have seen some amazing results over the last 6 months. We're talking some 2-3x type results. BUT We stay obsessed over what's causing them, not just the end result. This is the key. Revenue blindness is curable. If you know someone that suffers from revenue blindness ... Send them to the Sales Leadership Accelerator - it will take time.. but we can save them. https://lnkd.in/ejPDhZw4

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An SDR cold-called me... SDR: ''Is that Chris?'' Me: ''Yep, who's calling?'' SDR: ''It's James, here at XYZ we help companies like yours automate payroll, is this something you'd like to discuss more?'' Me: ''I don't have any employees for payroll but I'm happy to spend 5 mins with you now to help you improve your cold call opener, open to it?'' SDR: ''Erm...okay''. Me: ''So, here's 3 things you can try today... 1. Don't say ''is this Chris', if you don't know who you're calling they won't trust you. 2. Give me more about you in your intro. E.g. It's Chris, I'm an AE at XYZ. A touch more context = more trust. 3. Don't pitch straight up. Switch to a clear reason for the call. E.g. Calling as I know CEOs like you find [insert thing] time-consuming. Would love to chat more, got a minute now, or is later in the week better? - We practiced twice - They were immediately better, - I sent them my free cold call training - We parted ways If you're interested, here's the training: https://lnkd.in/e94K8936 Everything is a learning opportunity. Just gotta be open to it. PS. Follow me Chris Ritson for more cold call and SDR training content like this.

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An SDR cold-called me... SDR: ''Is that Chris?'' Me: ''Yep, who's calling?'' SDR: ''It's James, here at XYZ we help companies like yours automate payroll, is this something you'd like to discuss more?'' Me: ''I don't have any employees for payroll but I'm happy to spend 5 mins with you now to help you improve your cold call opener, open to it?'' SDR: ''Erm...okay''. Me: ''So, here's 3 things you can try today... 1. Don't say ''is this Chris', if you don't know who you're calling they won't trust you. 2. Give me more about you in your intro. E.g. It's Chris, I'm an AE at XYZ. A touch more context = more trust. 3. Don't pitch straight up. Switch to a clear reason for the call. E.g. Calling as I know CEOs like you find [insert thing] time-consuming. Would love to chat more, got a minute now, or is later in the week better? We practiced twice, they were immediately better and we parted ways. Everything is a learning opportunity. Just gotta be open to it. PS. Outbound Systems [my new course] is 50% off until Friday. Click here to learn more: https://lnkd.in/e8YfMAyd

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An SDR cold-called me... SDR: ''Is that Chris?'' Me: ''Yep, who's calling?'' SDR: ''It's James, here at XYZ we help companies like yours automate payroll, is this something you'd like to discuss more?'' Me: ''I don't have any employees for payroll but I'm happy to spend 5 mins with you now to help you improve your cold call opener, open to it?'' SDR: ''Erm...okay''. Me: ''So, here's 3 things you can try today... 1. Don't say ''is this Chris', if you don't know who you're calling they won't trust you. 2. Give me more about you in your intro. E.g. It's Chris, I'm an AE at XYZ. A touch more context = more trust. 3. Don't pitch straight up. Switch to a clear reason for the call. E.g. Calling as I know CEOs like you find [insert thing] time-consuming. Would love to chat more, got a minute now, or is later in the week better? We practiced twice, they were immediately better and we parted ways. Everything is a learning opportunity. Just gotta be open to it. PS. If improving your calls is a priority, join 850+ who got my free training here: https://lnkd.in/e94K8936

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Here's the stark facts in sales today. - 31% of reps are making quota - Nearly half (44%) of deals slip - Sales cycles are double digits longer, win rates are double digits down - Inbound leads are down - Salesforce recognised the need to increase pipeline coverage to by 50% (from x2 to x3) Most of those we speak to recognise all these challenges. But they are stuck. "Do more with less" is the message. They have cut teams and fought for those remaining. Their organisations are stuck with blind hope and knives sharpening. The only solution they know is to fire and replace. Because the real problems aren't acknowledged. The market has changed and it's harder. But are teams are not more skilled. The same teams, that could achieve in the old world are failing in this one. And the last message anyone wants, is we need to spend some money to solve that. "That's your job isn't it?" cries the leadership to time-starved managers and leaders. Anyone want to guess what's going to happen to sales manager average tenure (already at an all-time low of 18 months)????

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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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CS teams pay for themselves: Lower support costs + higher retention + expansion revenue + referrals > team costs. It's preventive medicine. Let me break down the typical ROI calculation for a CS team: Costs: Average CS Manager salary UK: £50,000-£75,000 CS tools/software:£8,000-£25,000 annually Training and enablement: £5,000-£8,000 annually Per CS team member total cost: ~£100,000/year Returns: Churn prevention: If each CS manager handles 50 accounts Average contract value: £30,000 Preventing just 4 churns = £120,000 saved Expansion revenue: Typically 15-30% of book of business On £1.5M book = £225,000-£450,000 potential Reduced support costs: 20-40% through proactive management Referral value: 2-3 referrals per happy customer Marketing value: feedback captured that drives business or service improvements and use cases that entice new sales

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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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Win rates 7X when 5 or more contacts are engaged in the opportunity vs 1. Here are 3 ways we’re engaging more contacts in every opportunity: ✅ Incentivising SDRs to bring in extra contacts into the meeting.   Spoken about this one a lot but we pay SDRs for every extra contact they bring into the opportunity. SDRs spend time with their AE mapping out the opportunity post-discovery and aligning on key stakeholders to bring in. ✅ Running weekly call afternoons with our AE team Every Thursday our AEs join our SDRs in their call block to compete for who can bring in the most net new conversations. This has been a fantastic way to get our sellers to pause in their week and focus on driving multithreading activities as well as giving SDRs some healthy competition ✅Utilising new tools such as trumpet 🎺 Recently Cognism has started using trumpet. It has been an absolute game-changer. It allows us to email gate ‘pods’ to collect viewer data helping identify new individuals in the decision process, engage directly with those new stakeholders in live chat, and auto-enrich new pod viewers into our CRM. If you haven’t seen trumpet 🎺 already link in the comments below 👇

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Are you looking to hire SaaS AE's? We have what you need! (USA) - Finding good AE's is a minefield 💣 - Not to mention a massive drain on time ⏳ So let's save you a boatload of time and reduce your risk of hiring the wrong AE Here are 10 experienced highly successful AE's being EXCLUSIVELY REPRESENTED by Hire With Jarvis. 1. Laura: 6 years in SaaS sales, specializing in #HealthTech for Mid-Market & Enterprise segments. 4 years with her current company, consistently exceeding quota by 130% annually. Twice awarded the President's Club accolade. 2. Michael: 8 years SaaS experience focusing on #FinTech solutions for Enterprise clients. Currently 6 years at his present firm, achieving top AE status for the past 5 years with quarterly achievements often surpassing 140% of goals. 3. Sophie: 3 years in SaaS sales, rapidly advancing from SMB to Mid-Market in #EdTech. Currently top-performing AE at her company for 2 consecutive years, reaching 160% of quota last year. 4. Derek: 9 years SaaS sales expertise, primarily in #Cybersecurity for large enterprises. 7 years spent at his current company, leading as a top AE annually and a member of the President’s Club four times. 5. Hannah: 4 years in SaaS sales, with a focus on #RetailTech for SMBs to Mid-Market. At her present company for 3 years, she’s been a top performer each year, achieving 145% of quota last fiscal year. 6. Raj: 10 years in SaaS sales, with deep expertise in #CloudSolutions across various markets. Maintaining a record of 120% quota fulfillment annually, he’s been with his current employer for 5 years and is a four-time President’s Club winner. 7. Isabella: 5 years dedicated to SaaS sales in the #HRTech space, servicing both Mid-Market and Enterprise clients. Top performer at her current company for the past 4 years, and a notable 150% over quota last year. 8. Chris: 7 years in SaaS sales, specializing in #DataAnalytics for Mid-Market companies. With his current firm for 6 years, he has topped sales charts each year and joined the President’s Club twice. 9. Anita: 4 years in SaaS sales, focusing on #MarketingAutomation tools for Enterprises. In her current role for 3 years, she has consistently exceeded her annual targets by at least 130% and was the top AE last year. 10. Tom: 6 years in SaaS sales with a focus on #EnterpriseResourcePlanning (ERP) for large corporations. Employed at his current company for 4 years, he's consistently been a top performer, achieving 140% of quota annually and securing a spot in the President's Club x 3. 👉 If you want to interview them ping me a message or drop a comment. Again all 10 are currently employed and exclusively working with us so you will not have access to these heavy-hitting A Players anywhere else! #Hiring #SaaS #AE #AccountExecutive #APlayers

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How to hire an SDR part #1 Expectations THE biggest issue we have with companies when it comes to their SDR hiring plans, is expectations. "Moon on a stick" comes to mind If you want to speed up your hiring and improve your teams performance and retention it's about having aligned expectations from the start. The best companies we work with, nail this consistently. > Want some SDR experience? don't expect people to make a sideways or backwards move on compensation. Promises of more money down the line or a faster pathway to promotion lead to a culture issue in the medium term. > Entry level is entry level. Paying entry level wages? adjust your interview, onboarding and retention process accordingly. The onus is on you to make this a success, not on people with limited knowledge of the space. > Transparency - if you're a boiler room, be a boiler room! Candidates respond well to knowing what they're getting in to and every pot has a lid. Your hiring process and SDR team fail when you bait and switch. Need help with your sales hiring? we're live across ATL, TX, CA, NY, MA, right now and have upcoming fully remote roles across the US and Europe. #salesrecruitment #sdrhiring #sdrjobs #sdrs #saleshiring

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Many SaaS companies underestimate the power of a strong Sales Development Rep team (SDR). Yet, I've seen how skilled SDRs dramatically improve lead qualification and conversion rates. Here's why: Focused Prospecting: SDRs laser-target ideal customers, saving senior sales reps time. Personalised Outreach: They build initial rapport, warming leads for deeper engagement. Pipeline Management: SDRs ensure smooth handoffs, increasing sales efficiency. Any sales leaders agree or have a different experience? I'd love to hear your insights. #SaaSgrowth #SalesTeams #HiringAdvice #SaaSJobs

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Nearly every salesperson who's prospecting is making this mistake right now Assuming that sending a 15-step cadence over two weeks will land them a meeting Whilst it might be ✅ Value-driven ✅ Multi-channel ✅ Hyper-personalised There are only 52 weeks in a year And less than 5% of buyers are in the market at one time So the likelihood of you catching them in those 2 weeks is pretty small The solution? Ditch the breakup emails and add nurture steps to your sequence instead Short + educational emails every 4-6 weeks So you're top of mind when they are in the market

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Most sales managers waste their 1:1s. They focus on things like - Current activity metrics - How key deals are going - Current quota attainment - What else is in the pipeline As a result they turn their 1:1s into forecast meetings. Don't be that manager. Give your sales reps some room. - How are they doing? Mentally, emotionally? - Are they on track with their personal & career goals? - What are challenges this week where you can support? - In what areas do they need coaching to get to the next level? The point of 1:1s is to develop talent. Not to talk about day to day business. Repost ♻️ if you think 1:1s shouldn't be forecast meetings. What does your ideal 1:1 meeting look like?👇🏼 PS: Join 70+ members who receive weekly live coaching: https://lnkd.in/gTbPiShP

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I seem to be working a lot of SDR roles lately. 😍 Is it a sign that businesses see the value of a strong SDR function again? A common trend I have seen with sales teams over the last year or so is businesses removing the SDR/BDR function. So why is it coming back to build a team of SDRs? The truth is the role is changing, businesses are not necessarily looking for someone who is stepping into sales but seem to be leaning towards people who are already experienced in the space. So what are some of the things that make a prime SDR candidate in today's market? ⁉ 🤔 Curiosity - These people are genuinely interested in finding out more, they want to know the ifs, hows and buts of any potential prospect. 💪 Resilience - Just like that one friend in a nightclub when we were growing up they think with every no, you are closer to a yes. 📊 Appreciation of data - They understand metrics are not just important but necessary to improve their craft. 📖 Like a sponge - They absorb everything that is thrown at them, learning, refining and continuously improving. 📲 Multichannel approach - This is not a telesales role anymore, it is focused on different ways to reach people like LinkedIn, email and video. What else would you add to the list? #SDR #SalesDevelopment #SalesRecruitment

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Whenever we are asked by clients to source SDR candidates with a bit of experience, we always get this reply from SDRs... "Do you have an AE role I could be considered for instead?" The answer is always no. Right now, the market has an over supply of available AEs. The quality varies quite a bit. And employers are looking to check off all their hiring requirements for this position. They are looking for AEs who are a perfect fit on paper, not an SDR with potential. It's an employer's market. These perfect AE fits can be hard to find but they're out there. That's why companies work with us. Anyway, as an SDR with no AE experience, you're in a tough spot. You have two realistic options. 1) Stay with your current company, continue to kill it, and hope an AE role opens up internally that you can get promoted into. Alternatively, there might be a non AE opening or SDR Manager position that you can seek out at your company that is a promotion form your SDR role. You should have a decent understanding if this is a realistic path. 2) Take another SDR job at a rocket ship or a company with a clear path for an AE promotion. There aren't a ton of these but they exist. If you do well, there's a decent chance you'll see a promotion at the rocket ship and we work with companies that do stick to the "hit your goals and get a promotion" promise. The silver lining here is that a lot of the currently frustrated SDRs were able to get a foothold in the tech sales world before the ZIRP gate came crashing down. You do not want to be someone trying to break into tech sales now as an SDR. It's the same situation SDRs are facing trying to get an AE roles, but for an SDR role.

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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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