Mattia Trande

If you are a Sales Executive applying to vacancies, there is NO excuse for your resume NOT to include the following: ✔Annual Quota ✔Performance Against Quota ✔New Business Wins vs. Renewals ✔Average Sales Cycle ✔Average Deal Size ✔Description of the Solution You Are Selling ✔Sector/Industry You Are Selling Into It baffles me to keep seeing resumes pour into my inbox without mentioning the above...🤦‍♂️ The market is competitive right now, so do yourself a favor before you apply: ask yourself, "What steps have I taken to make my resume and experience stand out?" How can recruiters know what you have accomplished if it’s not on your resume?

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How do you keep your SDR's and give them the chance to move into being an AE? If I could state the number 1 reason for good SDR's leaving their current company, it's that they can't get the opportunity to progress into being an AE. Now the reasons range from being miss-sold/even outright lied to regarding the path to being an AE, to the company not needing more AE's and of course a whole number of other reasons. The fact is though, companies lose good talent they've spent time developing because they've not managed this well, and it's not about speed and promoting ahead of time, it's about expectation setting and developing talent. In this final clip from my recent interview with Reuben Howard, we discussed how SDR's and companies can help to improve this situation. A huge thank you to Reuben, he was so generous with his time, his thoughts on SaaS sales are super interesting, and he really knows what he's talking about when it comes to performance. I'm curious, what else can SDR's and Companies be doing to ensure they don't leave? #saassdr #saassales #saucedpresents #techsales

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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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“What’s their rate?” 😤 Short answer -€650 per day. Detailed response…. Where is the job? What does in entail? What else is provided? Value of the job? Responsibilities? Is it an all in rate? Where is the project up to? How many people under their remit? Rotations on offer? Etc etc etc. Hiring manager - If you cannot answer the above at the beginning but still expect a figure, please don’t expect their not to be changes to the rate towards the end. Short term pain at the beginning, long term gain towards the end OR the opposite should you choose that route! #construction #rates

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I often get asked by aspiring SDRs why I left tech sales to join recruitment. (Particularly if they’re trying to move in the other direction) I did this with my co-founder because we both loved sales. But we never set out to be salespeople. Which we think is pretty mental. Because it’s a great career. A career where anyone can break into and succeed. Where you can earn big money and be trusted to organise your day. Where you can put effort into improving yourself and you’ll see the results in your career and personal life. So it made sense to try and help more people into those positions. #salesstory #whysales #saleshiring

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🛠 The Ups and Downs of Plant Engineering Recruitment 🛠 A topic of conversation in the office this morning was that we as recruiters always get asked 'why are we in recruitment' people on the outside hear the horror stories but never the positives. We thought the below outlined exactly why we do what we do. 🚧 The Ups: 🔧 Connecting great talent with big companies – there’s nothing better than helping someone get their dream job and seeing them succeed in a growing field. 🔧 Building strong relationships with clients and candidates over the years, becoming a trusted partner in their careers. 🔧 Watching the industry grow with new technology, knowing we are helping place the right people in roles that move things forward. 🔧 Lets all be completely honest the money! The money you can earn in recruitment with a great company with a great commission structure like RSD Recruitment really can change your life. The Downs: ⚙️ The uncertainty – sometimes what looks like a perfect match doesn’t work out in real life. ⚙️ Balancing what clients want and what candidates need can be difficult, especially in such a specialised field. ⚙️ Dealing with a lack of skilled workers and the changing market can feel like a big challenge. But through it all, our passion for engineering, making a difference and earning keeps us going! 💪🏼 We’re proud to be part of an industry that keeps the world moving, one job at a time. 🌍 #RecruitmentJourney #PlantEngineering #EngineeringCareers #RecruitmentChallenges #IndustryLeaders #EngineeringOpportunities

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SDR: "Can I try incorporating LinkedIn content into my daily routine?" Manager: "No need - we prioritise our outbound calls. I'll be checking your dial count." SDR: "But I'm seeing other SDR's get results from LinkedIn content" Manager: "Just focus on the dials. I'll be monitoring your activity throughout the day to ensure you're on track." Oof. This is a major red flag 🚩🚩🚩 This: Stifles creativity Prevents SDRs from exploring different strategies. Limits them from suggesting ideas People like to be contacted in many different ways. P.S. You're more likely to have a good call if someone knows you already from LI.

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Are you on the job hunt at the moment? And are you looking to break into a B2B sales role? Are you looking at the most competitive space - tech sales? But you’re not getting a lot of calls from recruiters or hiring managers... Or you’re not hearing back from sending your CV off to countless applications… Sound familiar? I see candidates in this position everyday. And I think you have a choice. There are 3 tiers of jobhunters: Top tier candidates - they’re accountable and proactive in finding feedback to help them improve. They don’t stay looking for a job for too long, they get hired. Middle tier candidates - they wait for the feedback to come to them. Over a period of time they slowly improve and get hired. Other candidates - they do the same thing for each application, everyday, rarely thinking how they can improve. They either stay in this purgatory, or eventually give up and settle for their current role or whatever they can get. The tier you’re in depends on you. Everyone can be in the top tier if you want to take accountability. Ask for that feedback. Review what you’re doing each day (CV, applications). Be your best critic and ask others to be as well. #salesjob #jobhunt #saleshiring #interviewtips

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Whats going on? After last week's poll I think this has confirmed what we're hearing in the market. What are the take aways? ✅ Unfortunately lots of scientists and engineers are looking for work ✅ Companies are having to screen 3x as many people, taking out more time from their day to day jobs ✅ The competition for a position is high ✅ Us recruiters are having to work twice as hard to find work ✅ If a company is secure, they're looking after their current staff and not risking growth If you're wanting more market insights, salary benchmarking, how to navigate a tricky search, or anything Cambrige Recruitment related. Ping me a message.

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Recruiters – using a pause statement is super valuable when cold calling. Because whenever you receive an objection, your brain momentarily slows down. As it analyses the “threat” and how to best respond. Which is why it’s important to give yourself a second to think (and for your brain to catch up.) And why it’s so useful to use a pause statement to buy yourself some time. As well as letting the prospect know you’re listening to them (helping defuse what has the potential to become an adversial situation.) Something as simple as “I understand” works a treat. Although the exact wording isn’t too important. As long as it sounds natural to you and gives your brain time to catch up.

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5 years ago I hired 2 SDRs 🧑‍🤝‍🧑 SDR 1 - uni grad, well spoken, private school educated. SDR 2 - ex-builder, strong accent, barely passed exams. --- SDR 1 - fitted in straight away and made lots of friends. SDR 2 - got bullied by other reps for their accent and lack of education. --- SDR 1 - got off to a great start, hit ramp quota early. SDR 2 - bad start, missed ramp quota, got probation extended but effort was faultless. --- SDR 1 - took foot off the gas, became inconsistent, missed quota. SDR 2 - ignored everyone and carried on working hard, started hitting quota 5 months in. --- I promoted SDR 2 after 15 months. SDR 1 never quite made it to AE. If you want to be a successful leader - judge someone by the size of their heart not their resume ❤️ 3 free resources for SDR Leaders here on hiring, coaching & developing SDRs: https://lnkd.in/eAwDPS8F https://lnkd.in/eQAt7dYn https://lnkd.in/eeu4SKRP ♻️ Repost if you enjoyed this. PS. Buzzing for the next SDR Leader Bootcamp. Thankyou for the support on this, my friends 👯

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Manager: "It’s 11am, but I noticed you haven't made any calls yet today?” SDR: "I was researching our prospects to personalise my approach" Manager: "Not necessary. Just stick to the script and make your calls." SDR: "But I know that personalisation really improves the outcome of those calls." Manager: "More calls equal more sales." SDR: "What about the quality of those calls though…?" Manager: "Quality doesn't matter if you're not hitting your call KPI." 😬 😬 😬 PRIME example of micromanagement and over-labouring KPIs… Which leads to: 1. Decreased motivation 2. Higher turnover 3. Overall reduced sales performance Let’s stop micro-managing and thinking that KPIs for things like daily dials are the be-all and end-all, please? 🙃 P.S. It’s not about the hours. It’s about the outcomes, right?

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🛠️ Engineering Hiring Managers: With the recent UK budget cuts and planned tax increases for small businesses, hiring and retaining top engineering talent may feel more challenging than ever. But with the right approach, it’s still possible to attract high-quality candidates while managing tighter budgets. Here are a few strategies to consider: Prioritise Critical Hires 📈 Focus on roles that directly drive value—those that improve efficiency, reduce costs, or contribute to essential growth areas. A clear hiring priority list can help you make strategic decisions without stretching resources too thin. Promote Your Company Culture and Career Growth 🌱 In times of financial constraint, engineers value a strong workplace culture, career development, and the chance to work on meaningful projects. Emphasize these aspects to make your roles more appealing without having to rely solely on high salaries. Leverage Contract and Project-Based Talent 📝 Bringing on skilled engineers for short-term projects or on a contract basis can help manage costs while still addressing immediate needs. This flexible approach allows you to scale your team according to current demands. Build a Talent Pipeline Early 🤝 Stay connected with passive candidates and build relationships now, even if you’re not actively hiring. When the time is right, you’ll have a network of engaged candidates who already know your company’s strengths and mission. Use a Specialised Recruitment Partner 🎯 Working with a recruitment partner who understands the engineering and manufacturing sectors can help you find candidates who bring the right skills and fit your budget. This can save you time ⏱️ , reduce hiring costs, and ensure a better match. Budget constraints can be tough, but with a strategic, flexible approach, you can continue to build a strong engineering team—even in a challenging market 💪 #EngineeringRecruitment #HiringStrategy #UKBudget #TalentAcquisition #ManufacturingExcellence #EngineeringLeadership #CostEffectiveHiring

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How many recruiters actually know how a draw system really works? 🤔 I certainly didn’t before I got into rec-to-rec! I used to think that if I got paid 400k yen a month (1.2 million in a quarter) and billed 10 million in that quarter, I’d just deduct my 1.2 million wage from the 10 million and get my percentage split. So, if my commission rate was 40%, I thought it would be (10 million - 1.2 million) × 40% = 3.52 million in comms. Simple, right? WRONG! 🚫 The reality is that your wage is deducted from your allocated commission. So, it actually works like this: 40% of 10 million = 4 million, minus your 1.2 million wage, leaving you with 2.8 million in comms. It’s always good to know how these systems work before joining any company! Drop me a message if you're interested in hearing more about commission schemes at different companies or want to hear about new opportunities. 📥 #rec2rec #knowyournumbers #tokyorecruitnent #recruitment #tokyojobs #rec2rectokyo #japan #tokyolife #recruiter #recruitertokyo

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In recruitment, standing out from the competition is the goal. But what does it take to create a compelling sales pitch that resonates with clients and candidates?  The secret lies in fine-tuning your sales pitch, building deep connections, and staying consistent with your approach.  In this guide, we break down the strategy in detail. Swipe through to learn about: ✅ Identifying and refining your ideal client. ✅ Uncovering your key selling points. ✅ Building emotional connections. ✅ Knowing when to pitch. And feel free to download a copy to your computer for future reference. Out of interest, how are you refining your sales pitch to make it stand out? Feel free to share in the comments. 💡 P.S. If you're keen to dive deeper into these strategies or need further clarification, you're welcome to message me here on LinkedIn or book a call here: https://lnkd.in/eq6SCeTU #SalesPitch #Recruitment #Staffing

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In recruitment, standing out from the competition is the goal. But what does it take to create a compelling sales pitch that resonates with clients and candidates?  The secret lies in fine-tuning your sales pitch, building deep connections, and staying consistent with your approach.  In this guide, we break down the strategy in detail. Swipe through to learn about: ✅ Identifying and refining your ideal client. ✅ Uncovering your key selling points. ✅ Building emotional connections. ✅ Knowing when to pitch. And feel free to download a copy to your computer for future reference. Out of interest, how are you refining your sales pitch to make it stand out? Feel free to share in the comments. 💡 P.S. If you're keen to dive deeper into these strategies or need further clarification, you're welcome to message me here on LinkedIn or book a call here: https://lnkd.in/eq6SCeTU #SalesPitch #Recruitment #Staffing

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The point of your CV is to move you to the next stage of the interview process. And the best way to do this is to have a CV that is RELEVANT If you’re looking to break into tech sales then make your sales achievements clear and visible. Use metrics to prove it. Talk about your successes and the impact you had. It’s much more useful than the A you got in Chemistry. Or a group project you took the lead on at uni. #jobsearch #CVadvice #salescareer

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Download the Engineers Insight App to keep up to date with all Wynne Consulting's latest Automation/Software Snr Sales & Management vacancies 👍 🚀

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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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