James Parker

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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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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Build a Strong Talent Pipeline with Staffington! Struggling to create a sustainable talent pipeline?  Follow these 4 key tips to attract, engage, and retain top talent: 1️⃣ Define Candidates: Know exactly what you need. 2️⃣ Engage Early: Build meaningful relationships from the start. 3️⃣ Leverage Referrals: Tap into your team's network for trusted candidates. 4️⃣ Stay Connected: Keep potential hires engaged and interested. At Staffington, we empower businesses to create efficient and long-lasting recruitment strategies. Let us help you transform your hiring process! 💼 👉 Learn more at www.staffington.net #TalentPipeline #HiringTips #Staffington #SmartRecruitment

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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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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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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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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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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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Most AE's aren't cut out for leadership. Now, more than ever, I am seeing leaders move back into IC roles after they were thrust into leadership roles with no enablement during the GAAC era. Go figure... It wasn't until a more challenging market where everyone started waking up and understanding that your ability as an IC is only a fraction of what is required to succeed as a revenue leader. I get it, in a sales career, you are told that the only way to progress is to become a leader. But here's the thing, the fancy title actually comes with a vastly different skillset requirement and new levels of pressure. - It's no longer about you - It's always about the team - It's your fault if you miss quota - The team gets all the credit when you overachieve - You now report to C level, founder or board = DEMANDING - You'll probably earn less than the top performing IC's Oh, and if you do get your company to the next revenue milestone, the board may have different ideas for who the new leader should be for the next stage of growth... The title is nice, sure, but know that constant development as an IC may be your best way forward. And that is great, too! Let's stop glorifying leadership as the best way to progress your career as an IC. What do you think?!

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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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Tired of losing hard-earned deals? Solve for Revenue Leak. In Clari’s 2024 Revenue Leak Report, RevOps leaders said leak happens at every stage of the funnel. - Creating: Poor and slow upsell pipeline tracking - Converting: Unsure where pipeline is dropping off - Closing: Slipped deals Don’t let Revenue Leak drag down another quarter – or another year. Download the Revenue Leak Report for more: https://lnkd.in/g9gnGrdz  

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Struggling to find time to connect with top talent? Traditional scheduling creates roadblocks in your hiring process, slowing down your ability to find and secure the best candidates. Introducing moCal, the smart time scheduling app that empowers you to close hires faster! moCal streamlines the interview scheduling process, freeing up your team's time to focus on what matters most - building relationships with high-potential candidates. Here's how moCal can take your hiring process to the next level: Increase initial screens by 100%: Automate interview scheduling and eliminate email back-and-forth, allowing you to connect with more qualified candidates. Reduce time-to-hire: moCal gets the right people in front of you faster, speeding up the entire recruitment cycle. Land your ideal candidates: Create a positive candidate experience by offering a seamless and efficient scheduling process. Stop wasting time on scheduling and start closing deals! Claim your FREE 30-day trial today at https://lnkd.in/dFp8BE_6 and see the difference! - - - #moCal #RecruitingAutomation #TalentAcquisition #HiringEfficiency #HRTech #CandidateExperience #IncreaseInitialScreens #CloseHiresFaster #FreeTrial #RecruitmentSoftware #smartscheduler

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Make AEs your first sales hires, not SDRs. I’m often asked what the 1st sales team should look like. Do you hire founding SDRs or founding AEs? I recently asked Ben Miller what he thinks. Here is what he shared: You should hire x2 AEs as your founding sales team. You need people who can do everything. And you need AEs who can build their own pipeline. Hiring the 2 at once ensures you still have momentum if 1 doesn’t work out. But you need to hire the right kind of AE. You need to find the balance between someone that can execute very complex sales processes and deliver revenue, with someone that has the flexibility and dynamism you need in a startup environment. So if you are looking to transition from founder-led sales make sure you nail that 1st AE hire!

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When hiring SDRs, Alleyoop is looking for people who have more than just experience. If you can show me your work ethic, positivity, and a passion for sales, you’ll be the frontrunner for the role. Here are some tips to help you standout 🙂 → Before applying, contact current reps to see what they like.  → Watch the many videos our leadership team has on LinkedIn on our team at Alleyoop → Have a few questions ready to go, some things you are genuinely curious about  → Connect with myself and leadership on LinkedIn Courage, determination, and focus are what make an SDR great. Show us these things, and you’ll stand out from the crowd! Reach out to me if you’re interested in learning more about our team! #sdrcareers

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Feeling overwhelmed by a slow, clunky hiring process? Struggling to find the perfect fit for your open roles? You're not alone. In today's competitive market, traditional recruiting methods just don't cut it. Here's how a data-driven recruiting strategy can transform your hiring: Identify hidden talent pools: Uncover the best candidates, even if they haven't applied directly. Streamline your process: Eliminate bottlenecks and get hires on board faster. Make smarter decisions: Data-backed insights help you choose the right person for the job, every time. #recruiting #talent #hr #futureofwork #HRTips

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Sales reps today are overwhelmed — large books of business leave little time for prospecting, making it tough to drive growth. But with ZoomInfo Copilot, five minutes is all you need to check in with existing accounts, start an expansion conversation, and engage with a new, likely-to-buy prospect. Watch our own Jake Lehman demo ZoomInfo Copilot’s prioritized accounts, signals, and buying groups features. Coupled with the AI emailer, Jake crafts high-quality personalized outreach to three companies in the time it takes to make a cup of coffee. #ZoomInfoCopilot

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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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🎯 Data-driven recruitment isn’t just about numbers. It’s about transforming how you find, attract, and hire top talent, making your process faster, more efficient, and more inclusive. Our latest blog by Zachary Amos, "How to Build a Data-Driven Recruiting Culture", is here to guide you through: 🔍 Critical Metrics: Learn which numbers really matter, from cost-per-hire to diversity metrics. ⚙️ Framework Creation: Step-by-step tips to establish a scalable data-driven recruitment process. 💼 Cultural Shift: Strategies to transition your team and overcome common roadblocks. 🛠️ Technology Insights: The tools you need to make data work for you. 👉 Ready to transform your hiring strategy? Read the full article: https://lnkd.in/e4Kbi_cW #recruitment #data #analytics #hr #hiring

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