Dumas Maugile jr

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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SDR Dashboards - what do you want to see? Gimme your top 3 stats/charts/reports you like to see on YOUR dashboard for pipeline gen. There's the obvious activity levels and SQL/SAL volumes but what else do you like to see.....

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#1 skill I’ve seen consistent across sales reps Is their ability to stay organized. It doesn’t mean unorganized reps can’t be successful, I know plenty that are. But a rep that can consistently execute a process will win a lot more often. This goes for: - Prospecting - Deals in early stages & follow up - Deal alignment with multiple stakeholders - Multi-threading - etc. Sadly, most deals are lost due to poor organization and follow up. My suggestion, take the thinking out of it as much as you can. Check out Boomerang who's solving this problem: https://lnkd.in/gmRveMqa

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SDR role is changing and so should their comp. See how the world class companies are compensating their reps and creating a winning and fair culture. We realized we couldn't do it alone. School of SDR partnered with Visdum to bring these insights, tips and so many insights for companies and SDRs. Join me Sameer Sinha & Maryada Bawa for a Linkedin live today. We spent the last 8 months collecting these insights and we are releasing them for the world in 6 hours. Manashi Dutta Aditya Singh Rajput Link to join in the comments #sales #sdr

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One of the biggest tips for getting great results from your SDR is to KNOW your numbers. Track your team's numbers including: ➡️ Pick-up rate ➡️ Call Volume ➡️ Appointments Set ➡️ Time texting (for clients who opt into receiving texts) ➡️ Time spent in a ready state Do this from day 1. The clients we have who are numbers-oriented from the start always hit KPIs faster. Plus, the numbers help you: 💰 Ensure you are getting a good ROI 🔧 Allows you to troubleshoot. For example, if pick-up rate is low, your number may be showing up as spam or you have a bad list, etc. If texting time is taking too long, you may need to do more training on the bulk texting feature, etc. 📈 Gives your SDR clarity on the goal they need to achieve daily. As my accountant, Heather, always says, "The math needs to math." So know your numbers, track them religiously from day 1, and troubleshoot until your team is fully ramped up.

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Hey sales people, your job is a lot harder than most. The biggest reason is because you create change. Most people hate change. They hate change right up until they understand how it can benefit them. That’s where you come in. Having the ability to effectively explain your company’s benefits is one of the keys to being successful in sales. It starts with mastering the product or service that you sell. Have you mastered it? Have a great weekend! #sales #value #career

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Pretty much every objection could be avoided if you switch from making statements to asking questions. Statement: “We help agencies generate clients.” “I’m not interested. We have clients.” Questions: “Do you get new business through referrals, outbound or is it a combo of both?” “Referrals.” "Not sure if this is the case for you but many of the agency owners I speak with say that relying on referrals for new business is unpredictable. How have you been dealing with that?” Buyers have the answers. Sellers have the questions.

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There are two ways to apply for an SDR job: 1: Follow the rules. Send a resume and cover letter to lots of employers. Get lost in the sea of sameness. 2 Break the rules. Prospect for a job. Create a list of companies you want to work for. Use Hunter to find the email addresses of VPs of Sales or Directors of Business Development. Show them you can do the job. Send this email: “John, I can help you book more meetings with Benefits Directors. To show that I can do the work, I built out an outreach plan. The plan covers who I’d reach out to, cold emails, cold calling, personalized LinkedIn videos, and direct mail. I’ve also included an intro video that should provide more context. It’s in the doc as well. Either way, I hope it’s helpful.” The sea of sameness or stand out. You have a choice.

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Why is 60-70% of SDRs missing quota? It's because their leadership is failing them. I had the pleasure of interviewing Sara Storm on the SDR Hire Podcast - a tenured SDR and Revenue leader with multiple successful teams behind her, countless lectures and trainings delivered. Sara has a very unique, no BS approach to sales and SDR leadership. In this episode she shared: • What's the current state of the SDR/BDR role • Why sales leaders are failing their sales teams AND their customers • How can SDRs take ownership of their careers?! • Should you even be in an SDR role? • How she used to close 7/10 cold calls she'd make Here's the full episode: https://lnkd.in/eCANhKGu Sara thank you for sharing your expertise and holding sales leaders everywhere accountable! Hope you all enjoy and subscribe! #sdr #bdr #salesdevelopment #techsales #career

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If you’re an SDR/BDR there’s a good chance you are about to see massive changes with your role. Here’s why: The title has always been transactional and supplemental in the sales process - both things that the buying market doesn’t give a sh*t about. And no leader wants to admit that 👆🏻 The reason it has survived so long is because it does the dirty work for the salespeople that aren’t willing to prospect or don’t like prospecting. And no salesperson wants to admit that 👆🏻 It’s a role that’s been tormented by leadership Looked down upon as “little” or “unimportant” And in general, has become a whirlwind of doing the same damn thing and expecting a different result… Not to mention my favorite thing Watching SDRs get hired and 30 days later they are being fired because their “results are lacking” LOL… It’s comical. It’s why we need a Rebellion. If you’re an SDR/BDR you should consider becoming a Rebel and doing it different like your colleagues in our programs. More results, more passion, more purpose, more desire, better outcomes. Creating your own job security not just at the org you represent, but because you can now go replicate those results anywhere else. Our free Rebel Slack community is always open. #ChangeTheGame #BDR #SDR

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Have you ever wanted to learn about a new piece of tech but didn't because you were afraid of getting stuck in the never-ending SDR > AE > Discovery sales process? You're in luck! Pavilion's Demo Day will give attendees the opportunity to get quick, no-pressure 10-minute demos of the most popular new products for Executives. Come join us TODAY at 12pm ET. Here's the lineup: Exclaimer: Redefine email signatures with Exclaimer: Maximize brand impact and ROI through personalized 1:1 communication. Myko AI: Use conversational AI to explore and analyze your Salesforce data. RevSure AI: Unlike traditional attribution solutions, RevSure brings together full funnel intelligence & attribution with predictive intelligence and prescriptive recommendations to 3x pipeline. Dock: Dock makes it easy to set up digital sales rooms, onboarding plans, client portals and project hubs. RevAmp: RevAmp helps Go-to-Market teams make faster and better decisions with automated, end-to-end monitoring and analysis across the entire customer journey. Docket Inc: Docket is your virtual sales engineer that learns from tribal knowledge from across your company and equips all your go-to-market teams with critical answers at every stage of a complex deal. Register here: https://lnkd.in/gi3utYQF

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Stuff you think you learn as a SDR: → How to set meetings → How to cold call → How to email blast a ton of people Stuff you're actually learning as a SDR: → How to identify buying signals without talking to prospects → How to tailor a pitch in real time based on these signals → How to run A/B tests on email campaigns → How to creatively source peoples personal contact information → How to track down anyone in an organization and get them on the phone or get in front of them → How to track the most mundane tasks every single day and understand what levers to pull to hone your craft → How to list build at scale with no budget → How to leverage AI to engage prospects at scale → How to work cross-functionally to build campaigns to engage top accounts and so much more. All skills I use to this day. The SDR role is no joke. Do it right, it'll transform your career.

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Sales + Confidence = Momentum Confident salespeople: 1. Build trust with customers. 2. Stay in control of the conversation. 3. Enhance the effectiveness of a pitch. Be confident. Build momentum.

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Is this how your sales managers support your reps? Is this how your rev ops relate to your sales team? When data or sales enablement helps nail a deal? If not, there's an opportunity to improve. https://lnkd.in/e3fhGEak #RevOps #RevenueOperations #MarketingOps #SalesOps #SalesManagement #SalesCoach #RolePlay #SalesEnablement #SalesEnablementContent

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Why do outsourced SDR agencies fail? One of the biggest reasons is something completely out of their control: hiring one before you're truly ready. You aren't ready to hire an agency until you have a real, proven sales process and product-market fit. Think of it this way: If an in-house SDR couldn’t succeed on your sales team, don’t expect better results from an outsourced one. Often, companies try to outsource not only sales development but also the process of finding product-market fit to an agency. This fails 99% of the time, and when it does, the same cycle emerges: The agency gets blamed for poor results and fired. Another agency gets hired. The process repeats itself. What have you seen? #sales #sdr

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So you're about to hire an SDR Manager. Don't get stuck in the doom cycle of hiring/firing SDR Managers. Here's what you can give them to help them succeed. Clear Scope of Role Most leaders tell the new SDR Manager that they 'own the whole org.' The problem here is that most of those SDR Managers have never led a company, not to mention a whole org themselves. Whether their new team is 3 reps or 30, that frontline manager needs a clear scope of their role so they aren't asked to do incrementally more and more outside of a frontline manager role that will pull away their time and effort from pipeline generation. Frontline managers should focus exclusively on the following: - Hiring - Upskilling - Reporting That means those managers should be doing the following: - Leading team calls to go over updates to the sales process and product roadmap - Leading team call blocks for reps to dial together - Ongoing coaching of rep performance - Identifying low performers, finding out why they are under performing, and helping them understand what they can do to change it around - Identifying high performers and highlighting what they do to excel for other reps to learn from - Reporting performance of the team to their goals for leadership to review - Requesting new tooling and processes to optimize pipeline generation What that manager should NOT be doing: - Defining ICP - Evaluating AE performance - Expanding the personas being reached out to - Creating new sequences without the input of leadership and marketing - Building reports - Independent tool evaluations - Tracking meetings booked each day - Requesting the team do admin/cleanup If you hire a SDR Manager and you want to drive substantially more revenue, but they can only focus on one thing, have them focus on upskilling the team. That means making calls themselves, giving actionable feedback based on data, highlighting best practices, and letting reps know when they are trending downward. A focused manager can make a massive impact on the performance of the team. A scattered manager can easily accomplish nothing. Which do you need in your org? What is your SDR Manager working on? Is it focused?

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You're failing your first sales hires. It's just not working. The transfer of knowledge from a founder to the first sales rep is brutal. A few things to consider: 1. Reps don’t sell the way a founder does. Do you have a path to success with the motion you run? 2. Which do you hire first? SDR or AE? More often than not, founders are looking for generalists. The strong up and comer SDR or newly promoted AE is a safer bet but will you’ll have a skill set gap on closing. Consider which gap you can fill more for them, lead generation or closing skills 3. Document as much of the sales motion as you can before they get there. Period. 4. These first hires are now your full time job. Don’t forget that. Cutting em loose and checking in every so often won’t work. 5. If you haven’t run the entire sales motion yourself at least 10-15 times, don’t expect anyone else to. What did I miss? Anyone considering this hire, always happy to talk it through

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Most sales reps trigger sales resistance. It’s not their fault, but it's their problem. Top 1% salespeople know how to get their prospects to lower their guard. Here’s how to get ANY prospect to open up and go below the surface Scenario: Prospect tells you the problem or emotional pain they are feeling. You: "How long has that been going for?" Follow-up with: "Ok so you’ve been having this problem for the last 18 months. Has that…has that had an impact on you/your business?" They’ll probably say yes in some way. Then, ask this: "Well, in what way though?" When you get to this point, you want to ask NEPQ probing questions. Here are a few: -"Oh what you mean by that?" -"Can you tell me more about that?" -"Can you tell me more about that?" -"What does that means for you when that happens?" -"Can you unwrap that for me?" -"Can you unpack that for me?" When you ask probing questions like these, two things happen: 1. You show your prospect you’re concerned about their problems 2. The prospect will tell themselves how those problems are affecting them This makes closing the sale way easier because they feel so much “Internal tension” from where they are to where they want to be, that they feel massive urgency to want to CHANGE.

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