Adam Berkowitz

SELL A MUST HAVE - FEDERALLY MANDATED PRODUCT! AE & SDR REMOTE I am open to talking to ANYONE with a #saas sales background who has the BEST number$$ and wants to be apart of a #gtm team (less than 5 sellers) Ideal candidate has sold #saas #insurance and worked at an earlier stage startup #seedstage #healthcare #healthaccesability 29M+funding as seed stage, they are very exec and tech tool lean. They hire from within (your boss was the first sales hire, taking the co $100k to $5m, and the head of marketing, was a founder at a company in a VERY similar space) Seed stage start ups take work! Helping to refine & increase average deal size, build predictable revenue. Fight for funding. build a book, reduce customer churn total forecasted headcount in the next 60 days 4 headcount: Account Executives (w/csm and am work) no renewal quota 2 headcount: Sales Development Representatives 1 to 1 AE to SDR ratio Deal size: $25k-$60k Sales Cycle: 2 weeks - 1 month Tools: HubSpot Apollo.io Orum verticals: #homehealth #nonprofits  MUST be willing to be getting your #insurancelicense this solution is a MUST have product, solves real problems based on #federalmandate with this direct to primary care, mental health saas tool, requires high volume #physical exams they can be done here AE salary $75k base - $150k OTE $85k base- $170k OTE $95k base- $190k OTE monthly quota = your salary (for example closing $75k/month) SDR: $55-$60k base - $120k OTE (75-$125/attended + 3% of closed won) Quota: 25-30 qualified, attended meetings offering $200++ attended w/ hr & c suite SDR growth: head of sdr AE growth: head of csm/am/enablement/rev ops Decision makers: HR C suite, CEO/SVP ops 75-100 dials per day AEs work closely with small CSM team to help onboard, keep clients to their success measurements, and reduce churn (no expansion, retention quota) they really appreciate reps with top of funnel and post sale exp hired in 2-3 interviews (after meeting me!) 1) meet with your boss, VP of sales - 30 min via zoom 2) FOUNDER or meet with the head of marketing/head of engineering, who has built sales programs internally/ been at earlier stage orgs (series b) or potentially panel - 45 3) exercise: cold calling with your direct boss (first call) for #sdrs and #discovery call #accountexecutives- 30 very phone heavy, leaders like to solve problems via email with colors, emojis and visuals - they have sequences that work, after you set meetings at scale, you can start bringing ideas to be creative since this solution is sold to #hr teams and companies 20-500 employees, they are open to someone coming from #hr solution like #adp or any earlier stage startup TONS OF TRAINING!!! SaaS company + insurance brokerage that that helps cos stay in compliance with a federal mandate startup experience is NOT req and this is a great chance to grow your skill set and be apart of a "no brainer" solution training done by Nick Cegelski 30 Minutes to President's Club

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Be honest with why you need experience for your SDR/BDR role? You could be saving yourself huge amounts of money for the same results by going with an entry level hire. Legit reasons for needing experience - Complex sell with a tough buyer profile (CISO, CTO, CRO etc) - You don't have an outbound process or manager who can train. Non legit reasons - You're too lazy to train - You think hiring with experience improves your retention (it's the opposite) Analyse your SDR culture, could you be going with no experience?? #sdrjobs #sdrteam #salesjobs

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SALES, SALES, SALES - Let's meet & work together for the rest of your sales career - Account Executive Opening$ 💘 Revenue Tool - SaaS Series B $125- $150k base $1m- $1.2m quota $7k- $500k deal size selling into #saas #sales #gtm teams actual inbound $$ growing their sales team from 5-12 SDR support (one on one for now) for #startup rep$ only 💘 Direct to Healthcare Tool - SaaS Series B $900k quota Some SDR support ideal candidate has worked with #insurance and has #saas background 💘 Manufacturing ERP Account Executive & Implementation Consulting org $95-$110k base. $200k++ OTE $200k+ deal size Must MUST MUST have sold #erp to manufacturing companies this is NOT a platform, or a RESELLER, this is a CONSULTING ORG that sources, refines fit and works with the customer throughout a very long up to 2 year implementation process - you will be the #csm #am NO COLD CALLING OR SALES EMAILS you will work DIRECT with JUST the founder open to seeing #sdrs who have sold #erp to manufacturers who want to get out of software, and into consulting - SDR Opening$$ 💘 Direct to Healthcare Tool - SaaS Series B 10+ qualified attended meeting a month selling into #hr mostly within #nonprofits and #homehealthcare $55-$65k base, up to $200+ per qualified, attended meeting do not contact me if you aren't going to take my coaching seriously :) cold call me 10x in a row text me send me a blind invite do what you got to do <3 #sales #salesrecruiter #gtmsales #founderledsales #saleshiring #salesjobs

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Looking to bring on a Sales Rep?! Take a look at the below reps FlanStaff is representing! SaaS Sales Leader - Virginia/Remote ICP: Mid Market looking to grow into Enterprise - “SMB is a walk in the park” Industry: SaaS President’s Club: 7x - Always ranked #2 or #1 on team each quarter OTE: 200K+ Selling Style: Challenger Average Deal Size: $50-$150K Sales Lifecycle: Normal 2-6 months - comfortable with up to 12 months Director, Business Development - Austin, TX/Remote ICP: Enterprise Industry: SaaS - eCommerce - Digital Experience  President’s Club: 5x President's Club Winner OTE: 170+ Team Builder: Grew BDR teams from 3 to 30. Managed 10 direct reports  Leadership Style: Servant Leadership Sales Account Executive - Remote Only ICP: Selling into large companies and residential currently.  Industry: Looking to break into SaaS President’s Club: 2x - Always top ranked company wide each quarter OTE: $150K Average Deal Size: $1K with a $2m goal!  New Logo or Upsells: Both; booked own meetings and hunted new logos while nurturing existing customers Sales GTM Strategy - Remote ICP: SMB/Mid-Market Industry: EdTech - Cyber  OTE: $120K+ Product Background: Familiar with Cyber and Product Management  Partnership Champion: Spearheaded strategic grant proposals valued at $1-5 million each AE Director - Connecticut/Remote ICP: Done everything from Enterprise to SMB  Industry: SaaS - Goodness Solutions OTE: 200K+ Average Deal Size: $50-60K+ Team Builder: Familiar with recruiting, training and coaching high performance teams  New Logo or Upsells: Main focus Net New Logos Account Executive - DFW, TX/Remote ICP: Mid Market to Enterprise Industry: SaaS - API OTE: $200-$250K+ Selling Style: Challenger and MEDDIC Team Leader: Managed teams as large as 30 in the past  New Logo or Upsells: Loves to Upsell, has hunted new logos for years AVP Enterprise Sales - KS/Remote  ICP: Mid Market to Enterprise Industry: SaaS - InfoSec Base: $300K+ President’s Club: Makes it every year!  Team Builder: Recruited and Managed 25 BDRs. Was a producer while leading  New Logo or Upsells: New Logo Hunter Regional Sales Director - Raleigh/Remote - Staffing Professional ICP: Both Enterprise and SMB - ran himself mid market   Industry: SaaS (Comes from a Staffing Background) President’s Club: top 15% producers 8 straight years  OTE: +$250-300K Selling Style: MEDDIC Managed Team: 25 sales team - roughly 35 recruiters under him - $75m 300+ active clients Vice President of Enterprise Sales - Bay Area/Remote ICP: Enterprise Accounts - 90% - - 10% SMB healthcare and insurance  Industry: SaaS President’s Club: 10+ Years OTE: $400-450K open flexible  Selling Style: MEDDIC last 7 years - trained in Force Management Command of the Message  Leadership style: Transformational Coach  Highest Total Direct Reports: 50 under his umbrella #SalesRecruitment #SaaSCareers #TopSalesTalent #SalesLeadership #TechSales #SalesJobs #CareerOpportunities #HiringSalesReps #B2BSales #SalesExcellence

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The Unicorn Seller Dilemma! Only 5-10% of candidates interviewed for SaaS sales roles meet the "unicorn seller" criteria—those who align perfectly with your sales motion and target market. These candidates bring industry expertise, technical knowledge, and a proven track record but are highly competitive to secure. Need help finding your unicorn seller? Let’s strategize on how to attract and retain top-tier talent.

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#hiring for a Group Sales Manager (IC) Benefits ✅ Great opportunity to join as enterprise seller #2. ✅ Quota attainment = $100k Comms, uncapped. ✅ Great brand backing and an untapped market. ✅ Mostly remote with some hybrid/flexible work. Your skills & experience ✅ Individual contributor in enterprise sales. ✅ Experience in marketing/ martech/ loyalty. ✅ Talk to and sell to senior marketers all day. ✅ Selling martech is in your wheelhouse. ✅ Collab with tech teams on bespoke solutions. ✅ Understand API integrations & App builds. ✅ Understand the partnerships side of things. Your key responsibilities  ✅ Biz dev for Aus top loyalty/benefits program. ✅ Responsible for exceeding sales targets. ✅ Responsible for achieving sales KPIs. ✅ Sales activity in line with KPI expectations. ✅ Manage CRM updates for calls, meetings, etc. ✅ Generate/manage new/existing relationships. ✅ Timely and accurate reporting of your pipeline. ✅ Attend weekly WIPs with your manager. 💸 $120k-$130k plus Super + $100k Comms, uncapped. You know what to do! --JB #hiring #jobinterviews #careers #partnerships #sales

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I'm Hiring a Director of Client Success. Do you know marketing and are you hands-on helping clients? $120K-150K Base ($180K-$220K OTE) | Fully Remote 🌍 Our client is an industry leader in business coaching for health professionals and is looking for a Director of Client Success to help drive transformational growth for their clients. This is a fully remote role with a strong emphasis on hyper-growth and client retention. You must have a knack for client relationship management, digital marketing, and coaching services. 🔑 About the Company: Our client's founder is a New York Times bestselling author who's built health businesses in the 7-figure league. They're on a mission to help health & fitness professionals build smarter online businesses that are more profitable at the same time. 📊 What You'll Do: As the Director of Client Success, your primary mission will be to ensure that clients experience significant, fast-track success and that they’re positioned to renew or upgrade their coaching programs. Your role will involve leading and mentoring a team of Client Success Managers, overseeing client engagement, and improving the customer journey. You’ll be responsible for: Ensuring that 80%+ of clients are consistently progressing through the program. Leading the Client Success team, including hiring, training, and mentoring new Success Coaches and other coaching staff. Maintaining client satisfaction and profitability by keeping churn under 5% and increasing customer lifetime value. Engaging with the client community, responding to their questions, and encouraging engagement in the group calls and online platforms. 🚀 Key Goals & Metrics: Churn rate: Keep client churn under 5%. Engagement: Ensure 80%+ of clients are engaged and progressing. Renewal/Ascension: Ensure 70% of clients renew or ascend to the next-level mastermind. 🌟 What We’re Looking For: 4-7+ years of experience in client success, account management, or a similar role within the coaching services industry. Strong leadership skills with a background in team management, ideally in a fast-paced, high-growth environment. Experience in digital marketing, including managing or coaching on funnels, webinars, and lead generation strategies. Deep knowledge of behavioral psychology and NLP to help clients achieve their highest potential. Familiarity with coaching methodologies from thought leaders like Tony Robbins or Brendon Burchard. A “people person” who knows how to inspire, coach, and get the best out of both team members and clients. 💥 Ready to Make an Impact? Send your resume to [email protected] to apply. Be part of a mission-driven company making waves in the health & fitness industry. #ClientSuccess #DirectorOfClientSuccess #Coach #Coaching #RemoteJobs #Leadership #DigitalMarketing

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REMOTE ACCOUNT EXECUTIVES & SR #SDR OPENING$$$$ 🎯 Company & Product 🎯 - Direct to Primary Care + Mental Health Care & Insurance Brokerage- SaaS solution - Affordable Care Act Compliant (PART A & B) - $20M+ in funding from #ycombinator (series b) - REVENUE: company did $10M arr in 2024, aiming for double = growth - TENURED AND GREAT AT WHAT THEY DO SDR team that will set 20+ qualified meetings for you (they get a % of closed won so they will make sure the meetings are serious) - Average deal size $30k-60k - Sales cycle - 1 month - Small team (work with established and newer reps) - 25% of the audits for this federal mandate are #homehealth care orgs and the founders family owned several (personal experience) so you will sell into that industry + non profits but eventually the ICP will GROW as there are tons of industries this space can help 🎯 Role$: 🎯 Account Executive - $75-$95k base, 50/50 split #adp #paycom #paychex #paylocity #paycor ideal rep has sold #benefits but open to a high volume smb seller from #yelp because of the transactional nature of sales cycle - STRONG sdr support (girls with 4+ years experience) and get a % of closed won so they aim to really qualify & help you close Sales Development Representative - $65k base, $120k OTE UNCAPPED - $75- $150 attended, accepted + % of deals closed 🎯 Territory: 🎯 - 1-2 state territory, small growth within company so they don't want you competing against your own team - REMOTE but ideal reps live in central/mt or live in or have worked #eastcoast hours 🎯 ICP: 🎯 - Selling into #homehealth #facilities & #nonprofits but eventually ICP will grow (intentionally) 🎯 Leadership & Training: 🎯 - SELLING POINTS: really are the leaders here, who are player/coaches and build their own pipeline - no middle managers, work directly with the VP of sales who took the company from $500k to$1M arr in his first 6 months and still drives his own quota so he can really diagnose your pipe and help you make more $ - Your VP of sales (STILL RUNS HIS QUOTA!) so he can really diagnose your pipe so you can WIN more- was this companies founding AE but has 9+ years at ADP + small HCM saas orgs - Your VP of sales is a COACH and will give you TONS of chances to fix any mistakes and try again (not expecting immediate perfection not even in discovery interview) - TONS of training (by 30 minutes to presidents club) & leaders who really COACH and are HAPPY to sit on your calls (no middle managers all leaders who drive pipe) - Marketing VP built out the SDR program - so marketing & sales work together (case studies, product marketing, messaging) and EVERYONE thinks the way a sales person does (including the founder) - Chance for growth 4 real - Our reps KILLING IT here $$ (image in comm from our SDR who is doing very well on emails, calls & events to drive meetings that give ROI) get on my schedule! <3 #sales #gtmsaassales

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If you are on the hunt for a new sales role. Here's a little pointer that may just help. When updating your resume, don't just focus on sales figures. Include some or all of the following points: ✅ Conversion rates ✅ Average deal size ✅ Revenue closed ✅ Sales cycle length These aspects provide a really good comprehensive view of your sales metrics And when you showcase them Potential sales leaders get a more thorough understanding of your capabilities. What else would you add? #SalesRole #TopTips #SalesMetrics

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This is AWESOME!!!!! Hey Janko! Check out our GSD / ROI. Feel free to share this. With your help, we have literally changed our entire business over the last three years! 3 AE’s and 1 Sales Director total comp paid - salary plus commissions over the last 3 years = $2.2M. Total sales in that same 3 year period = $15.6M ARR. You suggested that we set quotas at about 5.5x of OTE and we are actually much higher than that! We are at 7.1x sales to comp! What is even better is that our average contract length is 3 years and we pay commissions up front. So the ROI is really much higher than that. In our previous 6 years we did a total of just under $6M total. We are now cash flow positive and have not taken on any outside funding. It’s time to expand. Please send me a meeting link so we can set up a game plan! #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

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2.8k SFCC stores do $1m+/yr. 1.4k do $5m+/yr 1k do $10m+/yr 704 do $50m+/yr 281 do $100m+/yr There are huge brands on Salesforce Commerce Cloud. Definitely a higher concentration of public brands than on Shopify. But the Shopify market is so much larger in the $1m - $100m segment. It’s still the greatest opportunity in eCom. #Shopify

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Let's see if we can right a wrong. Just had an unfortunate mishap for a final stage NYC SDR candidate. Without going into details, she was on the wrong end of some later stage hiring issues. SO Free of charge, who needs an in person/hybrid NYC SDR or a Remote hire. She's incredibly well qualified. Excellent hire. Chance to action your pledge to up gender representation in your sales team. I'm doing it for free on this one. No charge. When things like this happen to a job seeker, it's important to not normalise it. Let's get someone hired, quickly. How can you help? #sdr #sdrjobs #nyc #hiringnow

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Starting out with BD... How many calls should you make in the week? ZERO. Here's how to make a better start... 💫MONDAY: WHO (AM) Map target companies: Get specific! West Coast, SaaS vendors with 100-1000 employees isn’t a niche (PM) Identify target contacts: Create a list of people, not companies - 3 people per firm. If you can’t find three people to sell to in every business leave it. 💫 TUESDAY: HOW (AM) Map your process Emails, calls, voicemails, video’s, voice notes, texts. Schedule when and how you’ll reach out. Then set up the system. (PM) Set an objective: Watch playbacks of your colleagues meetings. Decide what works. Focus on booking quality meetings and why. 💫 WEDNESDAY: WHAT (AM) Create your content: A 7 step email sequence takes me hours to write and I know what I’m doing. A rookie will take a day easily. (PM) Map your cold call script: Yes, script. If it's your first time flying a plane, at least read the instructions. 💫THURSDAY: WHY (AM) Create awesome questions for meetings. Map how you'll get a client from their problem to your solution. (PM) List out the likely objections Practice handling them over and over and over. Aim for muscle memory. 💫 FRIDAY: WHEN (AM) Practice Practice on a colleague. Practice on your own. Practice. Practice. Practice. (PM) Review the plan THATS IT. YOUR ACTION PLAN FOR WEEK ONE. 99% of recruiters don't have a sales process. They struggle to win high-maintenance, low-paying clients with hard to fill roles. Join the 1% Check out the featured resources in my profile. —————— The video shows the Resonant OS. A playbook consisting of 12 Chapters on everything you need to consistently and confidently win new business. Starting with your sales Culture.

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Recruiting sales talent isn't going down a check list that Dave in rev ops gave you to screen candidates. If you're an internal recruiter and you want to become better and more credible with your sales leaders try these things: 1.) Read up on sales methodology (Challenger, Meddic, Spin)- You'll be able to go much deeper with candidates. How do they prepare? How do they find mobilizers and engage them in a process? The deeper down the rabbit hole you go, the better and more credible you'll be. 2.) Listen to sales podcasts- No, not the jagaloon from the Wolf Of Wall Street or the Crant Gardones of the world, there are tons of really good podcasts that are hosted by sellers in the market that you are likely recruiting from! You'll understand how top sellers think. What motivates them? How to get their attention? You'll have all the ammo you need to apply to your recruiting efforts. 3.) Sit with the current sales team- How are you going to be able to sell the company you represent if you are absolutely lost in the sauce and can't speak to the successes and big things that the current sales team is doing? Sit in on QBRS. Go to lunch with them when they're in town. You'll figure out so many things about the dynamics of the team that you'll be able to figure out right away if a candidate would fit in.

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Want to discover how NYC's #salarytransparency laws are shaping the future of recruitment? Dive into this Monster Hiring blog post to explore the benefits for both employers and candidates. Plus, #Monster explains how these laws can help attract top talent and enhance your company’s reputation.

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Headhunting seasoned reps who have competitively sold against you (a direct competitor) can be challenging, BUT... There are some exceptions to this. 1. Personal Brand: Has the rep attached their identity to their current company / product line, or are they know as "the guy / gal" who serves {insert industry niche here}? Trust is built and customers will consider the rep's advice on future sales. 2.) Territory Presence: If the rep is known by all in a certain territory as the {insert current company / product line} guy / gal... then placing them in an adjacent territory is beneficial. Still getting the technical expert you want, just with a different book of business. 3.) Aftermarket Reps: These reps are selling to the same set of customers. Technical product knowledge is already there, they're just missing the opportunity to engage clients in a longer sales cycle. (ie. capital sales cycles) Technical learning time is reduced; all that's left is learning to work a longer sales process. 4.) Full Relocation: This is a play on point 2, but some competitor reps are willing to relocate to new parts of the country. Learning a new city / town is the only change here, but... They have the technical industry knowledge and understanding of what to expect when building an effective sales pipeline. What else would you add here? #competitiveselling #sales #industrial

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Transparency is important when handling objections in selling professional services How did you get my number? We use a database- ZoomInfo, Apollo, Lusha How does your process work? Explain your process. Ask a follow up question. What would the rate/cost be? Typically we see Senior XYZ Engineers billing at $100/hr or $16,000/month on a fixed fee contract. Obviously that can change based on skillset and experience level. Let's get into the specifics of what you're looking for & I can provide a more accurate idea for your. If you don't know the answer to a question- it's okay to say you have to get back to them on that (Just make sure you actually follow up with the answer). Definitely don't make something up, you're dealing with intelligent people- they know BS when they hear it. Not answering direct questions is a good way to seem untrustworthy. Especially dealing at the Director to C-Level your contact may only have 5-10min to speak about this problem and doesn't want to spend that trying to read subtext from a salesperson's answers. It sounds like common sense because it is. But when everybody is peddling some kind of quick new trick, it's good to have reminders that sticking to basics and building trust is the best way to build sustainable relationships. #Transparency #SalesLeadership #Staffing #ProfessionalServices

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