Feargall Kenny

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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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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Flexible hiring criteria leads to a successful sales team Hiring salespeople can be a challenge, but flexibility and being open to different backgrounds can lead to success. Live Tomorrow at 12pm EST - EP#43, RLU Podcast with Jason Bonds, CRO @ Verosint Jason has had a super impressive career, and during this episode he really does speak openly and honestly about what it takes to grow and succeed when building an organisation. #podcast #linkedin #sales #leadership #revenue #recruitment

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We're diving deeper into the world of HubSpot and uncovering some fantastic opportunities for staffing firms to harness the platform's full potential. 10 Ways Marketers in Staffing Should Use HubSpot Today: 1. Integrate Breeze AI: Employ Breeze Copilot for cutting-edge content creation and sales forecasting. 2. Consolidate Your Tech Stack: Bring together your marketing, CRM, and customer data within HubSpot for streamlined operations. 3. Leverage Marketing Analytics: Utilize the advanced Marketing Analytics Suite for deeper insights and smarter lead scoring. 4. Personalize Customer Engagements: Deploy HubSpot’s AI tools to tailor interactions based on individual behavior and needs. 5. Remix Content Creatively: Use the Content Remix tool to transform existing blog posts and videos into new formats for social media. 6. Enhance Your Data Strategy: Ensure your data is pristine and well-integrated to fully leverage AI capabilities. 7. Execute Targeted Campaigns: Use HubSpot’s Content Hub to deliver precise, tailored content to specific audience segments. 8. Unify Teams with HubSpot CRM: Enhance collaboration across marketing, sales, and service teams with the seamless integration of HubSpot CRM. 9. Explore New Features like App Cards: Utilize innovative tools such as App Cards for better app integration and enhanced customer experiences. 10. Optimize Inbound Strategies with AI: Refine your inbound marketing strategies using AI for more effective, customer-centric content. These strategies not only emphasize the importance of AI and personalization but also highlight the need for streamlined operations to stay competitive in today's dynamic market. Interested in maximizing HubSpot's capabilities for your staffing firm? Connect with us to transform how you attract, engage, and delight your customers. #StaffingSolutions, #HubSpot, #DigitalMarketing, #TechInStaffing, #MarketingAutomation, #CRM, #InboundMarketing, #ContentMarketing, #DataDrivenMarketing

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EP#30 of Revenue Leaders Uncovered with Anthony Alexander, CRO @ Livewire Watch via Link: https://lnkd.in/ezThvB8r Summary of conversation: Anthony Alexander, the CRO at Livewire, highlights the importance of making sales fun and competitive within the team to keep everyone engaged and motivated. He believes that everyone is a gamer in some way, whether they realize it or not, and emphasizes the ability to find the gaming audience wherever they are. Cultural fit and team players are prioritized at Livewire when it comes to hiring. Anthony emphasizes finding individuals with the right mentality and drive, rather than simply looking for those with extensive experience or connections. The company has a rigorous process of vetting candidates, including assessing their commitment and tenure at previous companies. Transparent communication and authenticity are highly valued at Livewire. Both Anthony and myself emphasize the importance of being honest and authentic with clients and being transparent with each other. We believe that these qualities contribute to better relationships, both internally and externally. Focus, mentality, and teamwork are key factors for success at Livewire. Anthony believes in creating a training mentality and emphasizes the lion mindset. He also highlights the significance of having a team-oriented approach and empowering team members. I echoed the importance of focus and mentions the power of being transparent and authentic in building relationships. #podcast #ep#30 #revenue #leadership #sales

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Hot GenAI Start Up! Scaling across North America We have signed an exclusive deal to scale the GTM function across North America for this leading GenAI SaaS start up. Our client boasts one of the largest Series A rounds of 2024 and has already won significant contracts with companies they have no right to close at their stage. This one ticks the boxes when it comes to product, people and market opportunity. Looking for 1st line leaders and AE's who have learned the MEDDPICC / Force Mgt playbook from respected industry leaders. Salaries are above market average to attract the best with potential life changing options. You know what to do...

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If you’re in PE BD, this episode is a must-listen. Bill delivers a masterclass on how PE firms should partner with operators / CEOs to shape an effective M&A strategy. He also dives deep into the right way for deal sourcing pros to approach and connect with founders. Huge thanks to Bill Nunan for his time and insights! Dan Herr remind me, how much are we charging people for all of this content?

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Leaders: it can feel like everybody has their own priority and their own metrics... Do you relate? 😕 We asked Rashida Goryawala, a Lead RevOps Strategist at RevPartners, how to ensure your entire C-Suite is on the same page ahead of 2025 planning. Her answer? You **have** to start with alignment on shared values and principles. That way, if things get out of hand, you can go back and remind people where you started. At RevPartners, we stand out in the HubSpot ecosystem because of the RevOps principles that we bring to your team to help you scale and drive growth. 🚀

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There's one thing worse than having no ICP (Ideal Customer Profile) in your GTM strategy: → Letting bad-fit prospects into your customer base. Why? They come with long-term support & product headaches. They'll request features that you don't have. They'll require support as the product doesn’t fit their needs. And of course, they'll churn. The traditional method of building an ICP—manual research, analysis, testing, and refining—takes a long time to identify the unsuitability (after you've already lost a lot of resources). So, how can you identify your ICP quickly and accurately instead of a spray-and-pray approach? ↳ Integrate AI into your GTM strategy. With its strength in data processing, AI will help you gather, process, and analyze vast amounts of data in real-time, allowing for more accurate and actionable insights. It can even identify patterns and trends in data that would be nearly impossible for humans to detect. However, an ICP determined by AI isn't perfect. It lacks the nuanced understanding of your business and buyer intentions that your team possesses, so you'll still need to refine and segment the ICP profiles AI provides. Stage 2 Capital partner Mandy Cole outlines the essential frameworks around optimal ICP best practices (illustrated in the image below). The framework accommodates both firmographic and intent attributes. Here's the color code translation: 𝐆𝐫𝐞𝐞𝐧: Your ideal customer profile. Focus on them. SDRs and email marketers should target them when building outbound lists, and product leaders should also prioritize these customers in development decisions. 𝐑𝐞𝐝: Bad fit Avoid them at this stage; they bring potential headaches later, especially in product support. 𝐘𝐞𝐥𝐥𝐨𝐰: Conditional potential Only engage with "yellow" column prospects if they come inbound. This group may not be a perfect fit but can be considered if they show high buying intent. Don't pursue them through outbound efforts or make them a focus in product strategy. Check out Mandy's video to know more about the concept and ICP definition details: https://lnkd.in/gQa9jaxf P.S. Need help hiring GTM talent for Data, AI/ML, Compute, and Cloud Infra? DM me. We've assisted successful early-stage startups (backed by Zoom, Norwest, and Two Sigma Ventures) in finding A+ hires. #GTMstrategy #GTMteam #recruitment #sales #strategy

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Have you marked your calendar yet? OSSA will be here before you know it! 🗓️ Don't miss Co-CEO David Searns' presentation on "10x Sales Acceleration - Using Marketing to Reimagine Your Staffing Sales Process." Not attending OSSA but want to boost your sales? Let's chat. Send us a message: https://nsl.ink/dJKZ #OSSAConference #HaleyMarketing #ConferenceCountdown

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🔍Finding the *right* tools to unlock success in sales isn't just about information—it's how you use it to save time and create meaningful engagement. ❓ Our focus? ❓ “Why does Model Match continue to go so deep down the data/intelligence rabbit hole?” 💡 Because we’re always thinking about how the data builds stories that transform data into *actionable intelligence* — moving you from potential to profitability. 💼✨ Because it's not just about filling the top of your funnel—it's about creating meaningful engagement, action, and value every step of the way. Let's make data work harder for you. Brent Emler Thomas Seelbinder Drew Waterhouse Kirk Waldfogel Mike Paquette https://lnkd.in/eyi3vujV #DataToRevenue #ModelMatchMagic #UnlockSuccess #VideoCatalyst

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Tracking Live Jobs: MPC vs. "Saw You Posted a Job" Here’s how I approach outreach for live job signals: MPC (Most Placeable Candidate): ✅ Focused messaging for senior roles like Enterprise AE, VP, or C-Suite ✅ Targeting niche sectors such as Insurtech and Fintech ❌ I won’t be messaging for SDR to BDM/AM roles ❌ I won’t be targeting broader industries like Tech/IT or SaaS "Saw You Posted a Job": ✅ Tailoring messaging for SDR to BDM/AE roles ✅ Targeting job specs that are vertical-agnostic ❌ I won’t overlook relevant referrals, especially from competitors ❌ I wouldn’t reach out to HR or Talent Acquisition; I’ll connect directly with the Hiring Manager Why does this matter? It ensures your message: → Reaches the right audience → Stands out in a crowded inbox → Increases your chances of a response With this approach, you can: → Maximize your efficiency → Build stronger relationships → Place candidates faster What am I missing? How do you approach live job outreach? –––––––––––––––––––––––––– I’m Noemie, Co-Founder at Namko Recruitment 🤗 After too many DMs about "game-changing AI tools" and "lead gen solutions" that fell flat, I’m taking matters into my own hands! Building in public—automating and optimizing my agency using cutting-edge tech and AI. Follow along for more insights! 🔔💡

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When internal GTM recruiting isn't producing the talent you need: 1. Have them shadow top reps and sales leadership as if they are part of the sales org. If you have generalist recruiters or a tech recruiter covering GTM, understanding the culture and lingo of saas folks will help them not only build credibility with candidates in the market, they'll be able to determine how they might fit in the culture. 2. Read sales books like Challenger, Meddic etc. Depending on the philosophy of the org, you'll be able to go deeper and truly understand if candidates are a good fit. Screening candidates at top of the funnel is much more than going down a kpi and quota sheet that Jake in Rev ops gives you. The more you actually learn about sales, the better candidates you produce. 3. Battle cards. Find Lindsay in sales enablement in ask her for a battle card so you can learn the competitive landscape of your industry and players. Candidates will actually be impressed if you can answer questions like: "so what's the difference between you guys and ACME.ai" 4. Have SDRs and AEs look at your messaging. They're the audience you targeting when reaching out prospects use that to your advantage.

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Calling all B2B sales professionals. With our friends at Aircall, we need your help with our State of Sales Coaching survey 2024. 3-5 minutes of your time could win you amazing prizes - the latest AirPods, Sonos speaker, Nespresso machine, and of course MySalesCoach scholarships. Sales coaching is widely considered the most critical function of a frontline sales leader. Previous studies demonstrate that it significantly boosts win rates and quota attainment. However, many sales organisations find it challenging to establish and execute an effective sales coaching culture and strategy. Our survey seeks to identify the key trends, best practices, and impacts of sales coaching in 2024. You'll be first to get the study published in October packed with insight, data and trends. Leaders and Individual Contributors should complete the survey - with scholarship places up for grabs for each. Your voice really matters, complete today for a chance of these amazing prizes and to be first with the report. Link here to complete - https://lnkd.in/eKRcTPXV

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How to hire top-tier sales reps in just 5 minutes I've recorded a quick walkthrough video showing the exact steps to find and hire a talented sales rep in under 5 minutes. Our platform allows you to: ➡️ Browse vetted profiles: ➡️ Create targeted job posts ➡️ Filter candidates by sales metrics ➡️ Watch intro videos, and send interview requests ➡️ Pay a flat fee per job post, not a percentage of hires. Check it out below if you don't believe me. - PS, Impressed? Click on the link under my name to get your first hiring process started.

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I used to think your success depended on who you know. I was wrong. Your success should depend on tapping into your authentic strengths to reach your highest potential. This is why we built GrowthQ’s AI-Career Navigation Platform… Connect your authentic strengths and aspirations to the opportunities and resources looking for you #ASKGigi today to start matching to the right opportunities for your ideal career path. 🙌🏿

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Let’s talk about something I’ve noticed in the recruiting world that sparks a lot of debate. More and more SaaS sales leaders are transitioning into recruitment, and honestly, it’s raising the bar for what great recruitment looks like. But at the same time, I think there’s a strong case for why specialized SaaS headhunters still bring a unique advantage. Here’s my perspective: When a sales leader steps into recruitment, they bring incredible insights from their own experiences. They know what it takes to succeed in sales because they’ve lived it. That’s a huge advantage, and it’s definitely forcing traditional recruiters to step up their game. But here’s the thing—most of the time, their experience is based on one - three environment, playbook, and one network. A SaaS headhunter, on the other hand, is constantly exposed to new companies, different cultures, and evolving challenges. We don’t just rely on one set of experiences—we adapt to every hiring environment we work with. Our networks are built for the long game, not just the first few months of stepping into recruitment. Another thing I’ve noticed is that former sales leaders often rely heavily on their existing network. And while that network is undoubtedly impressive, it can get stale quickly in a fast-moving industry like SaaS. The best talent is always on the move, and if you’re not actively refreshing and building connections, you’ll fall behind. Don’t get me wrong—sales leaders entering recruitment is a good thing for the industry. They bring a fresh perspective and high standards, and that’s making everyone better. But recruitment isn’t just about knowing great talent; it’s about finding it, evaluating it, and matching it to the right environment. For me, the magic of SaaS headhunting lies in the ability to adapt, constantly evolve, and bring fresh networks and proven processes to the table. It’s not just about what’s worked for me in the past—it’s about what’s going to work for you and your unique hiring needs.

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The Demand for Technical Sellers! Sales professionals with technical expertise earn up to 20% more than generalists, reflecting their value in articulating complex SaaS solutions. These "technical sellers" are critical for engaging decision-makers and closing deals in industries like WMS, TMS, and demand planning. Looking for technical sellers who can drive results? Let’s talk about how I can help you find these high-impact candidates.

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