Gianna Scorsone

A bad sales comp plan will kill your sales team productivity. A good sales comp plan motivates your team to hustle through the end of each month. As we scaled the Levelset sales team to 60+ front-line sales reps, we learned a TON about how to build great comp plans. Here are my principles for good sales compensation: 1. Salespeople don’t do sales and other things well. Let the salespeople sell, don’t saddle them with additional responsibility. For example: Sales and Customer Success are separate functions. 2. The compensation structure should be so simple that you can do the math on the back of a napkin. 3. No commission-only roles. Sales reps should get base salary + variable compensation. 4. At least 40% of sales reps On-Target Earnings should be in the form of variable compensation. 5. No “draw on commission” for ramping reps. New reps should have some mix of guaranteed variable compensation during their ramp period. 6. Sales reps should be paid “straight-line” up to 100% of quota. There should be compensation accelerators above 100%. There will be no compensation hurdles or decelerators for producing below 100%. 7. Annual quota for Account Executives should be 5x On-Target Earnings. For example: $500k annual quota, $100k OTE. This keeps your cost of sales to between 20 - 25% of gross revenue. ‍ 8. Did I mention accelerators? You need to include accelerators for over-performance. This isn’t a comprehensive list of principles. But if you follow these principles, your comp plan will motivate the team to hit their number. Read the full list of principles here: https://lnkd.in/gmwXkRE9

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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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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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💡 Want more revenue? Focus on product, product marketing, and sales enablement. In today's cautious market, simply adding or swapping out sellers won’t guarantee more revenue. However, when your product is a “Must Have,” your value proposition is crystal clear, and your sales team is armed with the right tools and support, you can thrive—even in tough times. This is where you truly stand out. I see too many companies fixated on their sales teams alone. But more sellers, regardless of their hustle and training, won’t make a material difference if your product, materials, and tools aren’t rock solid. Investing in product, product marketing and sales enablement not only improves your near-term odds but also ensures long-term success. Agree? #RevenueGrowth #ProductMarketing #SalesEnablement #MarketStrategy

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Product Market fit is tough. We were 7 years early with Fractional. Originally, we went all in with our marketplace and fractional offering and realized about 6 months in that nobody cared. The problem? We were early, we were really early- the market was not primed, and we had a lot of education to do. Heck, I still spend a lot of my time “educating” folks on the difference between FTE and Fractional, use cases for each, and when one may be better than the other. The solution? We pivoted (luckily). We abandoned the thought of a virtual marketplace and started doing full-time placement in addition to fractional work- this has been our core offering(s) for the last 7 years. The craziest part? 7 years after the launch of The Free Agent , the fractional space is finally primed and a virtual marketplace DOES make sense. So, I am super pumped to be relaunching (shortly) this service offering, aimed at growth companies in need of “air-support.” And, for the next few months we will manage any and all fractional listings and candidate flow at no cost (DM me if this is of interest). Cheers to the next 7 years!

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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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🐸 Paraform x ContactOut Unlike in sales, in recruiting, personal emails matter a lot more than corporate emails - most outreach happens there. We're also aware that some independent/freelance recruiters, especially those who are just starting out, don't have the budget to pay for expensive sourcing tools. Now, using our chrome extension, you can get candidate's personal emails, powered by ContactOut (we hear from our recruiters it's the best in the industry!) and reach out to candidates. Want to give it a try and start making placements on Paraform? Learn more here: https://lnkd.in/gMRXGncp

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Top H1 takeaway from QBR's about our Rev Org: "We're an ecosystem, not a hierarchy." (h/t Alexandra B.) We collaborate, everyone's voice matters, and we strive to put people in roles they love so they can be madly successful. Hearing this statement was validation that what we are building in the Revenue Org at LibraryPass is unique, and scalable, and contagious. And we have roles coming soon! So if you're interested in being part of an ecosystem, let's chat. Here's to an even better H2!

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your ideal candidate seeing your open post and ignoring it because they don't just apply to any job looking for a walk, talking billarboard for your brand ⁉ like the sales cycle, the recruiting cadence requires ✅ time ✅ energy ✅ value ✅ effort ✅ relationships if you don't have time it takes to build credibility with your ideal #salesreps that are going and building someone else revenue - let's do a discovery call #salesrecruiter #salesrecruiting #gtmsoftwaresales #servicesales #itsdestinyrecruiting #passivesalestalent #softwaresales #gtmrecruiter

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Hate talking to sales? Now you don’t have to. Starting this week on Arc, you can now skip the sales calls when hiring for most freelance developer roles. Just sign up, post your job, and start reviewing candidates instantly—no hoops, no delays. Here’s how: 1. Post your job – List the role, skills, and details. 2. See candidates – Access profiles. Invite to interviews. 3. Hire fast – Connect with vetted freelancers right away. We’re excited to make freelance hiring faster and easier than ever. Let us know your thoughts or feedback below! Ready to try it out yourself? Visit arc.dev today.

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there’s never been a more challenging time to lead sales development in b2b. never have there been more emails sent each day. never have there been more calls churned out by autodialers. and yet, never have fewer teams hit their quotas. the outbound funeral by Sam Nelson is back, and we’re in a room packed with hundreds of sales development leaders. the chances of success in this role are shrinking, but we’re here to learn how to survive - and thrive.

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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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Your Founding AE Will Make or Break Your Business—Ignoring Their Product-Market Fit Feedback? That’s a Fast Track to Failure Hiring a founding AE isn’t just about “filling a role”—it’s a high-stakes decision that can make or break your company. Think of them as your lifeline to the market. They’re not just selling; they’re the ones gathering real-time feedback on your Product-Market Fit (PMF), and ignoring their insights is like throwing away a roadmap to success. Here’s why their feedback isn’t optional—it’s critical: - They Know the Brutal Truth About Your Product - They’ll Define Success, Whether You Like It or Not - Scaling Without Their Insights? Good Luck - Competitive Intelligence You Can’t Afford to Ignore - Their Wins Validate Your Business Model The Harsh Truth: Ignoring Your Founding AE Is Self-Sabotage Your founding AE isn’t “just” a salesperson; they’re your closest connection to the market. Ignoring their insights on PMF is actively sabotaging your potential. Let their feedback guide you—it could be the difference between sustainable growth and an expensive lesson in what not to do.

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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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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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How should startups structure compensation for their first GTM hires? I recently discussed GTM hiring with Taylor Wells, and we touched on an aspect that many founders overlook: 𝐂𝐨𝐦𝐩𝐞𝐧𝐬𝐚𝐭𝐢𝐨𝐧 𝐢𝐧𝐜𝐞𝐧𝐭𝐢𝐯𝐞𝐬 𝐟𝐨𝐫 *early* 𝐆𝐓𝐌 𝐭𝐚𝐥𝐞𝐧𝐭. Many startups default to the 50-50 salary & commission split for frontline sellers. This is the norm for established companies, viewing it as the market standard. BUT… Established companies face fewer risks and have robust frameworks in place and GTM maturity. And so, sellers get paid to meet a number. Period. Your early-stage startup might be in a different league. GTM roles, including sales and marketing in very early stages, Need to do more than just drive revenue. They define and refine the sales process, They close the product/customer feedback loop, They help you find PMF/GTMF, creating invaluable institutional knowledge that shapes the company's operational blueprint. (or you can say, they help you figure out the best way to do their job). Therefore, their compensation should reflect this expansive impact. a16z has this concept of the *renaissance rep* A rep that is responsible for many things outside of just revenue growth. I’ve written about early hires at Hubspot spending up to 40% of their time doing customer interviews. These are very important initiatives for your org. And incentives should align. If you're in a position to make these decisions, consider a customized compensation structure, like a 70-30 or 60-40 split favoring salary. OR build in soft targets/objectives that help an early hire hit their OTE. ‘Show me the incentives, and I’ll show you the outcome’ Make sure to prioritize these early activities that will help lay the foundation of your GTM program. 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 Insight Partners, Sequoia Capital, Andreessen Horowitz, Index Ventures, GV, Accel, and more) in finding A+ hires.

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hey RevOps - if you're a high-velocity SMB shop selling a large number of small deals, how should you grant quota credit to AEs? 🤔 Signature date? Payment date? Contract effective date? Like most things in RevOps, simple questions like this do not have simple answers. This question was posted in the RevOps Co-op Slack group recently and the community provided some 🔥 feedback like: 📍 Signature date seems to be the most popular choice, but always with a big caveat 📍 That caveat relates to the amount of churn or turnover when it comes to signed deals that don't pay - if the AEs are closing crumby customers that don't pay, then you want to use payment date instead 📍 If you have deals that get signed far in advance of the contract effective date / subscription start date, this adds additional risk to revenue - so may want to consider using the contract effective date instead 📍 Some folks do a mix; for example, 50% at signature, and 50% at payment (or some other metric, like 6 months after deal signature) 📍 In all cases, you want to make sure the structure is set up to drive the behavior you want to encourage without a huge delay between the work done and incentive provided Anything else you'd add to this list? #revops #revenueoperations #salesops #salesoperations #compensation #incentivemanagement

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5 AE roles posted THIS WEEK (and how I found them): 1. Jacki Lancaster is hiring THREE remote in territory AE's for Second Nature (and Jacki is the best!) 2. Danielle Porat is hiring a Sr AE to be Hybrid in NY for eko 3. Michael Ogletree is hiring a remote Sr. AE for OpenText 4. Lauren Fox is hiring an AE in Nashville for NetSuite 5. Tom Bujalski is hiring TWO remote AE's in the Central region for Apollo GraphQL There are a ton more as well! Here's what you do: Search "Hiring Account Executive" in your feed > Filter to "Posts" and "Past 24 Hours" That's it. Scroll and find what you want and interact with the post. Most of these posts have under 5 comments. So you'll stand out! Tip: This works with pretty much any role you could want, so fill in the blank after the word "Hiring" with whatever you're seeking. If you need to adjust beyond "Past 24 hours" you can, and you'll still find some really good, new opportunities. What role would be helpful for me to search next?

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one thing about GREAT sales people - they don't waste their time 𝟭️⃣ ✨ 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗽𝗲𝗲𝗿𝘀 𝗮𝗻𝗱 𝗶𝘁 𝘄𝗲𝗻𝘁 𝘀𝗼𝘂𝘁𝗵? ❌ top reps may genuinely never consider working there, EVER 😰  • let alone apply to an opening, or engage with an internal recruiter  2️⃣ ✨ 𝘆𝗼𝘂𝗿 𝗰𝗼 𝗿𝗲𝗰𝗲𝗻𝘁𝗹𝘆 𝘄𝗲𝗻𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗹𝗮𝘆𝗼𝗳𝗳𝘀 𝗯𝘂𝘁 𝗮𝗿𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗮𝗻 𝗮𝗱? ❌  top reps may never give you a chance to explain the "why" 😰 3️⃣ ✨ your company not investing in product marketing? ❌ top reps rarely consider environments without an "obvious" product marketing fit 😰  4️⃣ ✨ 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘀𝗲𝗲𝗸𝗶𝗻𝗴 𝗼𝘂𝘁 𝗿𝗲𝗽𝘀 𝗮𝘁 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗹𝗶𝘁𝘁𝗹𝗲 𝗹𝘂𝗰𝗸 ❌ top reps are EXTRA mindful of how they make a move & what bridges they may burn by doing so - especially a direct competitor 😰  • the chances of them replying to an internal outbound are low ⬇  • the chances of them applying is lowest ⬇  • the chances they will engage with a "neutral" option are highest - once they know a company is serious & have been given the good, the bad and the opp of impact💞 *nothing says "we are actually hiring" more than making the investment to acquire passive reps via a niche channel that can focus on RELATIONSHIPS  𝗮 𝗻𝗶𝗰𝗵𝗲 𝘁𝗵𝗶𝗿𝗱 𝗽𝗮𝗿𝘁𝘆 𝘃𝗲𝗻𝗱𝗼𝗿 𝗰𝗮𝗻 𝗿𝗲𝗮𝗹𝗹𝘆: 🎯 sell details about a product & positioning a GA recruiter just can’t ✅ 🎯 influence and overcome biases around a product or culture that someone selling ONE company just can’t ✅ 🎯 by being COMPANY agnostic, we are able to build GENUINE relationships with sellers - proactively vs reactively ✅ 🎯 challenging them in the right places, but asking they put themselves in a position to be pleasantly surprised + ✅ 🎯 providing them details that are impossible to articulate on a job posting or even a 30 min intro call ✅ • no one wants to be sold to, especially a top seller with options  • our job is to build passive pipeline by bringing brands more diversity & overcoming any biases ideal reps may have  • we have reps your internal efforts won’t get you access to. period. 𝗙𝗥𝗘𝗘 𝘁𝗼:  🆓 review & digest cadences & outbound messages our reps wrote 4 you (to determine if these are key problems they are excited to even solve)  🆓 read & review resumes & success measurements/conversions  🆓 Interview & get to know our reps  𝗬𝗼𝘂 𝗢𝗡𝗟𝗬 𝗺𝗮𝗸𝗲 𝗮𝗻 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝗼𝘂𝗿 𝗿𝗲𝗽 𝗶𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗮𝗻𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲 𝘆𝗼𝘂 𝗰𝗮𝗻 𝘀𝗼𝘂𝗿𝗰𝗲 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 as TRUE headhunters we lead with our deliverables (passive, top performing sellers) who utilize us to "sniff out" what companies are worth meeting with #sales #salesrecruiting #salesrecruiter #salesheadhunter #executiverecruiting #gtmsoftwaresales #servicesales #itsdestinyrecruiting

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