Aaron Wallace

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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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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What sets the most successful sales reps apart? 💡 One key difference is BOOKS! Here are a few recommendations... ➡️ "The Challenger Sale" by Matthew Dixon & Brent Adamson - Teach, tailor, and take control of customer conversations. ➡️ "SPIN Selling" by Neil Rackham - Master the art of asking the right questions. ➡️ "Sell with a Story" by Paul Smith - Harness storytelling to connect with clients. ➡️ "Fanatical Prospecting" by Jeb Blount - Fill your pipeline and avoid sales slumps. ➡️ "To Sell is Human" by Daniel H. Pink - Understand the psychology behind selling. Have you read some of these? 📖 What books have impacted your success? #SalesTips #ProfessionalDevelopment

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Outsourcing SDRs? Don’t fall for: - A promise of X amount of meetings/month - X amount of dials and emails they promise to send out - Their email + call messaging skill Outsourcing has a bad stigma because there are so many companies looking to get quick money from clients with weak results. What to look for instead: - A team who understands they need to test messaging and help you make pivots to your ICP - Shares their sequence strategy - Shares their email and call messaging - Shares the tech they use - What they do to avoid ending up in a spam inbox and hurting your domain health - Builds your target/ICP lead list with you - Sends weekly reports on progress - Gives you access to their SDRs so they feel like they’re part of your internal team This is when outsourcing is worth it ⬆️ #outsourcing #sales

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HIRING NOW: ENTERPRISE & COMMERCIAL AE - SaaS - Automation - $ALES & MARKETING account signals and insights SaaS tool 💸 Commercial Account Executive: $125k base 50/50 split - $1m quota 💸 Enterprise Account Executive: $150k base 50/50 split- $1.2m quota Actual inbound leads - $20k - $500k deal sizes - 6 months sales cycle You keep account in your book of business for upsells while CSMs are responsible for renewal #seriesbstartup, working under one of our longer term #vpofsales who JUST started - you must have experience - at an earlier stage org of less than 200 employees - selling a complex solution - ideal experience selling into #gtm #salesleaders or desire to Selling into other SaaS orgs! work with clients like GitLab Notion MongoDB and MORE - providing insights on how their #gtm can do more with less, and make more $$ In a world of tech, where everything is connected it is more possible than ever before to build connections between your current clients, and your ideal prospects This solution combines Sales, Marketing, Community and Operations and uses AI to enrich, score and analyze intent - $ignals are one of the most important aspects of monitoring what is working, and the best way to target, support and optimize every account. An ideal rep understands sales strategies including #productledgrowth and #productledsales MUST BE HUNGRY, LOVE BUILDING PROCESSES and have experience working in a startup get on my schedule! 206 747 9724 #accountexecutive #commercialaccountexecutive #enterpriseaccountexecutive #gtmsaas #gtmsales #salesjobs #salescareers #bestfootforward #softwaresales #saassales #salesdevelopment

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Hiring SDRs? Before you do: - Hire an SDR Manager - Hire SDRs in pairs (2 minimum) - Pick the right tech stack (Outreach, etc.) - Have a 2-3 week intensive onboarding plan and long term training plan - Set a ramp quota target 🎯 Don’t assume 1 SDR = X amount of meetings There’s a testing phase☝🏼 - Hire an entrepreneurial spirit for your first few SDRs - Establish realistic KPIs and metrics. Expect KPIs to change especially based on how you’ve set up your tech stack What are some of the mistakes you’ve seen companies make when hiring SDRs? 🔎 Need help? DMs are open ✅ #SDR

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Hiring for Sales? Ask This Crucial Culture Question! When interviewing sales candidates, it's easy to focus on skills, experience, and metrics. But don’t overlook the importance of culture fit, which can make or break a sales team. One question I always recommend asking is: “What core values should all strong sales organizations possess?” This question reveals a lot: -How well the candidate understands the importance of culture in driving success. -Whether their values align with your organization's. -Their perspective on what truly makes a sales team thrive. A great sales team isn’t just about closing deals—it's about shared values that guide every interaction and decision. What core values do you believe are essential for a strong sales organization? Talentfoot Executive Search and Staffing #SalesHiring #CompanyCulture #SalesLeadership #InterviewTips

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Looking for hunters?: Ask "Do You Generate Your Own Leads and Opportunities?" - Simple yet effective As a hiring manager, it's crucial to dig deep during interviews to find the right candidate who can drive results independently(Not all AEs do prospecting-some rely only on SDRs and Marketing). One powerful question to ask prospective candidates is: "Do you generate your own leads and opportunities?" Why Ask This Question? Independence: Candidates who generate their own leads demonstrate initiative and independence. They're proactive in seeking out new business and opportunities, which is essential for success in many roles. Resourcefulness: This question helps gauge a candidate's resourcefulness and creativity in finding new leads. Those who actively seek out opportunities often bring fresh perspectives and innovative approaches to the table. Results-Oriented: Sales reps who generate their own leads tend to be highly results-oriented. They understand the importance of driving business growth and are motivated to achieve and exceed targets. Key Insights to Look For: Past Experience: Look for candidates who can provide CONCRETE EXAMPLES of how they've generated leads in previous roles. Ask about specific strategies they've used and the outcomes they've achieved. Initiative: Assess whether candidates take initiative in identifying and pursuing opportunities. Do they proactively research potential clients or markets? Are they comfortable reaching out to prospects cold? Adaptability: In today's business environment, adaptability is key. Look for candidates who can adapt their lead generation strategies to changing market conditions and emerging trends. By asking candidates whether they generate their own leads and opportunities, you can gain valuable insights into their initiative, resourcefulness, and results-driven mindset. These qualities are essential for driving success in roles that require proactive business development. #HiringTips #BusinessDevelopment #InterviewQuestions #salesrecruitment Talentfoot Executive Search and Staffing

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When companies give you a “unique” title so recruiters don’t reach out to you ❌For example “trucking relationship specialist” ✅ Instead of sales development representative 🎯 Here’s your reminder to put the position title that best aligns with your skill set in parentheses 🎯 Example: Made up title they give you (sales development representative) + don’t forget to list your activities, metrics and accomplishments under each position #linkedin #linkedinprofile #sales

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Too many SDRs overcomplicate cold calls Your job isn’t to close the deal it’s to sell the meeting Understand their pain tease the solution and get them curious enough to say “yes” to a follow-up Focus on that and you’ll book more meetings

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📣 Calling aspiring BDR's and SDR's ❗ Are you looking to enter the world of SaaS sales? We're interested in talking with individuals demonstrating these particular traits: - Competitive – Do you love winning or hate losing more? - Curious - Are you fascinated by how software impacts business? - Disciplined – Do you follow structured approaches to achieve goals? - Resilient – How do you handle setbacks in your life and career? - Driven – What fuels your motivation? - Emotional Intelligence – How do you manage conflict? - Empathetic - Can you understand others' perspectives? - Collaboration - Do you prioritize teamwork for success? If you possess these qualities, our partners are eager to connect with you! 🚀 #Sales #SaaS #BusinessDevelopment #SDR #BDR #CareerOpportunity

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3 ways you can help your SDRs right now: 1. Give them time back on their calendar ⏰ Less time in unnecessary meetings, the more time they can give to their role. Tell them they can leave a meeting early if it’s not relevant to them! 2. Show them how to time block. Give them an example time block schedule so they can better manage their time 🗓️ 9-10am calls 10-11am emails Etc. 3. Take the load of admin work off their plate 📋 There’s always going to be manual processes and admin work involved. However, the faster you can help them source a contact or lead list, the faster they can reach out What else can you take off their plate? 🍽️ #SDR

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Tech Sales Market is starting to get pretty competitive again Reps are picking up momentum, gaining pipeline, and closing deals headed into H2 Very difficult to get someone to move if what you're offering is not incredibly compelling It's not just about Salary and OTE though I biggest deciding factor for any sales rep that I work with right now? Platform to perform What are you doing, offering, and providing that is going to enable them to be incredibly successful in the job, and even start to think about earning high-ends of commission brackets? Lead Generation Technology Support Marketing Activities Top Tier Deal Support and Leadership Advisory List goes on. At the end of the day... half the money any sales person expects to make in a new job is inherently speculative. They want to know point blank, if they put the hard work in and do their job the right way, what is in place to make sure that work pays off and lowers their level of risk?

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SDRs don't ask much of their leader. Most just want someone who: - Cares for their wellbeing - Tries to understand them - Recognizes their good work - Respects and listens to them - Invests in them with coaching - Is honest and direct with them - Picks them up when they're down None of this is the sales part of SDR leadership. It's the people (and most important) part. Get it right and they will respect you. Work hard and grow under you. And be far more engaged. Which is what you want (and need). Because happy people → happy pipeline. So be intentional about developing your people leadership skills. It's by far the biggest impact area you can develop. - - - P.S. Want help engaging your SDR team? We cover this and more in The SDR Leader Bootcamp. Next cohort starting June 3 – 13 seats left. Sign up below. https://lnkd.in/etdUeNP3

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relationships take work, recruiting performing top rep$ is no different if you are busy sales leader doing it all - revenue, strategy and recruiting - regardless of what your exec peers are saying, recruiting is not a part time job ❌ high, intentional activity always wins ✅ do you REALLY have the time to focus on the input necessary? proactive recruiting > reactive recruiting #sales #salesrecruiting #passivetalent

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Sales is a game, here are my 2024 rules: Quota - 960K Accounts - 300 Active Customers - 20 Active New Logos Opportunities - 18 𝐆𝐨𝐚𝐥? Inv time where there’s the highest revenue impact, in the shortest amount of time. 𝐏𝐫𝐨𝐛𝐥𝐞𝐦? You have 300+ accounts. You don't know where to start. You have to find high-intent (and large) accounts + high-intent prospects. 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧(𝐬)? 1. Tier accounts with precision. Categorize my 1,000 accounts into Marquee, Tier 1, Tier 2, and Tier 3. This is determined by Size of Prize + ICP (Ideal Customer Profile), aka how great of a fit they look like for our solution. 2. Identify intent with technology. UserGems 💎 (previous champions that joined my accounts) close at a 30% higher rate. I start there. I also look for other signals: Web activity, content downloads, sales hiring, new CRO/VP Sales, and previous opportunities. 3. Maximize revenue-generating activities. Spend 80% of your time in these 2 buckets: -Generating pipeline -Advancing pipeline Color code your schedule revenue-generating vs. not... learned that from Salman Mohiuddin this week. Everyone can play the game differently and see success That's the best part about it Happy friday all ✌️

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The best SDRs have a short-term memory… 👉 You face lots of rejection as an SDR. More than any other role. - Tough cold calls. - Unsubscribe emails. - Demo no-shows. Constant rejection sucks. But, we can fix that. Adopt a short-term memory. - View it as a learning moment rather than a rejection. - Expect only 10% of your accounts are going to buy. - Understand that rejection is a normal. - Celebrate small wins. - Have a call buddy. You don’t want: - One bad call effect the day. - One bad day to affect your week. - One bad week to affect a quarter. - One bad quarter to affect a year. So… Keep improving your skillset. Become resilient. Win in the long term. ➡️ What do you do to get over rejection fast? Subscribe to my newsletter - Sales Synergy - 👉 Link in bio.

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SDR’s if you do this one thing, you won’t have to work weekends. You can learn all the outbounding strategies you want. But it all doesn’t matter if you don’t have a system in place. Block out times to: 1. Cold call 2. Prospect 3. Respond to emails 4. Do Linkedin Outreach Build your calendar around these 4 things daily. And you’ll notice how much more focused you’ll be. And how much more time you’ll have. You’ll have full insight as to where your time is being spent. And exactly how much time you’re spending on each task. Having systems was the biggest game changer when I was an SDR. And still is for me as an AM and when I was an AE. Do you have systems in place?

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The average SDR is making $85,000 The average SMB AE is making $130,000 a year. The average MM AE is making $165,000 a year. If you crush it as an SDR, are at a company that actually promotes top talent, and continue to perform as an AE you can literally double your income in just a few years. How cool is that? I teamed up with RepVue and put together a few resources with some more details on salaries based on roles... check it out. SDR salaries & a list of high paying SDR Roles: https://lnkd.in/gqfUbnqR SMB AE salaries & a list of high paying SMB Roles: https://lnkd.in/gcpnQ_Xt Mid-Market AE salaries & a list of high paying MM Roles: https://lnkd.in/gPd-RHCb Ent AE salaries & a list of high paying Ent Roles: https://lnkd.in/gibqD9Gv

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