Jared Balzer

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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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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Leading a sales organization isn’t just about hitting quotas—it’s about developing reps with strong business acumen who truly understand the businesses they’re selling to. Too often sales reps aren't learning the basics of business. Here’s what I emphasize: Financial Literacy – Great sales reps know how to connect solutions to ROI, showing customers the measurable value of their investment. Market Awareness – Staying informed on industry trends allows reps to position solutions as relevant and forward-thinking. Customer Focus – The best salespeople prioritize the customer’s goals, ensuring every solution drives meaningful impact for their business. A great sales rep doesn’t just sell a product—they help their champion or contact grow and succeed within their organization. By delivering meaningful solutions, they build trust, create advocates, and make a lasting impact.

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😇 New CSM: I say yes to every request from my accounts because that is what it means to be a good CSM. 🙃 Intermediate CSM: I will diplomatically avoid saying no by framing negatives as positives to help my customer sentiment. 😎 Experienced CSM: I get invited to calls by other CSMs just to tell clients ‘No’ to their faces. Your clients can handle a ‘no’. What they don’t like is a ‘no, and here is why I won’t do anything about it.’ Or ‘no, and I am not willing to explore other solutions with you’. You have to be willing to say no to some things to get to the things that are worth doing. As your colleagues in sales are fond of saying, no isn’t the end of a conversation, it’s the start of one. Which CSM are you?

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Multi-threading... A skill that's fast becoming the most critical in a sales reps arsenal. Why? 🤔 The market is tough at the moment. 🤔 Buyers are more budget conscious. 🤔 CFOs are asking teams to reduce spend and cut back on investment. 🤔 Prospects that once had buying power and sign off capability now have to get approval from C-Suite. It sounds like an uphill battle 🏃‍♂️‍➡️⛰️ but the truth is, multi-threading is not as daunting as you might think. ⭐️ Here's some tips that have worked well for me in the last 6 months ⭐️ 🗺 Map out your accounts. Org charts are critical for multi-threading. You need to understand who your prospects are, who they report to, and who holds decision making power. Tip - LinkedIn SalesNav let's you build drag and drop org charts! 🗣️ Check with your your champion. Confirm your org chart is correct. Ask them what the process is for bringing on a new vendor. If they don't know, 🆘 they are not a true champion. 📧 Share content early. Begin introducing yourself to key stakeholders quickly. Tip - Connect on LinkedIn with a short and sweet connection request, something like "Wanted to put a face to a name following some great conversations I've been having with (champion name) re (challenge). I'll send over some content via email shortly. I look forward to hearing your thoughts." 🎺 Make sure your content is personalised, engaging, and stands out. TOP TIP - Using a tool like trumpet 🎺 (digital sales room) is a sure fire way to encourage stakeholder engagement. Upload clear and concise value props, how you can solve their businesses challenges, client case studies and more. Ask these contacts to bookmark the page as you will regular update it with content as the deal progresses. And, track their engagement, so you can meet them in the moment. So far, my prospects have been LOVING it! 📞 Pick up the phone. Once you've connected on LinkedIn and sent content, call prospects to ensure that they have seen it. Ask what questions they have and tell them about next steps. By doing the above, when it comes to negotiation these stakeholders will be informed and aware of the entire process to date, and you and your product will be top of mind 🧠 Tenured AE's in my network (I know there are a lot of you), what do you do to successfully multi-thread? P.S. You can guess what I'll be doing in the office today :😉 #multithreading #sales #digitalsalesrooms #dsr #aestrategies

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Many sales organizations spend days or weeks on account prioritization and territory planning exercises. There's got to be a better way... If you're heading to Gartner CSO next week, don't miss Ami Arad's presentation on May 21 at 2:05pm! He'll contrast the traditional ways sellers prioritize their accounts and the new way made possible through buyer intent and predictive models. Get the details here: https://okt.to/GhFXdQ

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Inbound representatives convert existing demand into revenue. Outbound representatives create new demand. Inbound reps are tasked with disqualifying leads. Outbound reps focus on qualifying leads. There’s a significant difference between these roles: The approach to the job, The skills required, The mindset needed. Recruiting Account Executives from product based companies like Salesforce, Hubspot. Most of these hires, around 90%, were used to inbound and cross-selling approaches. For outbound Account Executive positions in a scaling company, this wasn’t ideal 🤦🏼‍♂️. I wouldn’t recommend it 😅.

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To all SDRs or anyone entering B2B sales, read this post to avoid falling into common traps. 1. The most successful AEs I have met were the best SDRs. 2. SDRs who didn’t excel in the role and are now AEs are still struggling to generate their own pipeline. 3. AEs who skipped the SDR role, often due to an MBA or strong interview skills, fear switching jobs and roles without inbound leads. They’ve never faced the grind of building a pipeline from scratch, filled with rejections. 4. AEs who have never been an SDR majorly rely on their SDRs or Inbound leads from marketing to help them build pipeline and if any Quarter they don't get inbound or enough meetings from SDRs they sh** in their pants. 5. When these AEs become managers, they often question their team—"Where are the numbers?" or "Why isn’t there a pipeline?"—instead of guiding them on building it. Lacking experience in pipeline generation, they fail to lead by example and eventually lose the respect of their team. Learn the art and science of being an SDR and excel at this job at any cost, you will never have to look back or depend on anyone for pipeline EVER. Prospecting and Generating Pipelines is fundamental to Sales whether you are an SDR, AE, Sr Manager, or VP if you don't know how to do OUTBOUND you will continuously live a sales life of fear and anxiety. So SDRs ask yourselves do you want to be such AE and Managers in the future who depend on others to determine their performance and faith or would you like to own your job? #sales #prospecting #outbound #pipeline #sdr #ae #b2b #saas

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AE & SDR GIG - JULY START - LET'S MEET IN JUNE!! SELL A MUST HAVE - FEDERALLY MANDATED PRODUCT! AE & SDR REMOTE I am open to talking to ANYONE with a #saas sales background who has the BEST number$$ and wants to be apart of a #gtm team (less than 5 sellers) #seedstage #healthcare #healthaccesability 7M+funding as seed stage, they are very exec and tech tool lean. They hire from within (your boss was the first sales hire, taking the co $100k to $5m, and the head of marketing, was a founder at a company in a VERY similar space) Seed stage start ups take work! Helping to refine & increase average deal size, build predictable revenue. Fight for funding. build a book, reduce customer churn total forecasted headcount in the next 60 days 4 headcount: Account Executives (w/csm and am work) no renewal quota 2 headcount: Sales Development Representatives 1 to 1 AE to SDR ratio Deal size: $25k-$30k Sales Cycle: 2 weeks - 1 month Tools: HubSpot Apollo.io Orum verticals: #homehealth #nonprofits willing to interview people with #hr #healthcare or even people selling into small biz at #yelp you can sell into: 💲 ANY industry 20-500 employees - no territory, segments or verticals 💲 TPAS 💲 HCM companies 💲 Brokers this solution is a MUST have product, solves real problems based on #federalmandate with this direct to primary care, mental health saas tool, requires high volume #physical exams they can be done here AE salary $75k base - $150k OTE $85k base- $170k OTE $95k base- $190k OTE monthly quota = your salary (for example closing $75k/month) SDR: $55-$60k base Quota: 25-30 qualified, attended meetings offering $200++ attended w/ hr & c suite SDR growth: head of sdr AE growth: head of csm/am/enablement/rev ops Decision makers: HR managers, CEO/SVP ops 75-100 dials per day AEs work closely with small CSM team to help onboard, keep clients to their success measurements, and reduce churn (no expansion, retention quota) they really appreciate reps with top of funnel and post sale exp hired in 3-4 interviews (after meeting me!) 1) meet with your boss, VP of sales - 30 min via zoom 2) meet with the head of marketing/head of engineering, who has built sales programs internally/ been at earlier stage orgs (series b) or potentially panel - 45 3) exercise: cold calling with your direct boss (first call) for #sdrs and #discovery call #accountexecutives- 30 very phone heavy, leaders like to solve problems via email with colors, emojis and visuals - they have sequences that work, after you set meetings at scale, you can start bringing ideas to be creative since this solution is sold to #hr teams and companies 20-500 employees, they are open to someone coming from #hr solution like #adp or any earlier stage startup startup experience is NOT req and this is a great chance to grow your skill set and be apart of a "no brainer" solution and company INTERVIWING ASAP! call me beep me if you wanna reach me

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SELL A MUST HAVE - FEDERALLY MANDATED PRODUCT! AE & SDR REMOTE I am open to talking to ANYONE with a #saas sales background who has the BEST number$$ and wants to be apart of a #gtm team (less than 5 sellers) Ideal candidate has sold #saas #insurance and worked at an earlier stage startup #seedstage #healthcare #healthaccesability 29M+funding as seed stage, they are very exec and tech tool lean. They hire from within (your boss was the first sales hire, taking the co $100k to $5m, and the head of marketing, was a founder at a company in a VERY similar space) Seed stage start ups take work! Helping to refine & increase average deal size, build predictable revenue. Fight for funding. build a book, reduce customer churn total forecasted headcount in the next 60 days 4 headcount: Account Executives (w/csm and am work) no renewal quota 2 headcount: Sales Development Representatives 1 to 1 AE to SDR ratio Deal size: $25k-$60k Sales Cycle: 2 weeks - 1 month Tools: HubSpot Apollo.io Orum verticals: #homehealth #nonprofits  MUST be willing to be getting your #insurancelicense this solution is a MUST have product, solves real problems based on #federalmandate with this direct to primary care, mental health saas tool, requires high volume #physical exams they can be done here AE salary $75k base - $150k OTE $85k base- $170k OTE $95k base- $190k OTE monthly quota = your salary (for example closing $75k/month) SDR: $55-$60k base - $120k OTE (75-$125/attended + 3% of closed won) Quota: 25-30 qualified, attended meetings offering $200++ attended w/ hr & c suite SDR growth: head of sdr AE growth: head of csm/am/enablement/rev ops Decision makers: HR C suite, CEO/SVP ops 75-100 dials per day AEs work closely with small CSM team to help onboard, keep clients to their success measurements, and reduce churn (no expansion, retention quota) they really appreciate reps with top of funnel and post sale exp hired in 2-3 interviews (after meeting me!) 1) meet with your boss, VP of sales - 30 min via zoom 2) FOUNDER or meet with the head of marketing/head of engineering, who has built sales programs internally/ been at earlier stage orgs (series b) or potentially panel - 45 3) exercise: cold calling with your direct boss (first call) for #sdrs and #discovery call #accountexecutives- 30 very phone heavy, leaders like to solve problems via email with colors, emojis and visuals - they have sequences that work, after you set meetings at scale, you can start bringing ideas to be creative since this solution is sold to #hr teams and companies 20-500 employees, they are open to someone coming from #hr solution like #adp or any earlier stage startup TONS OF TRAINING!!! SaaS company + insurance brokerage that that helps cos stay in compliance with a federal mandate startup experience is NOT req and this is a great chance to grow your skill set and be apart of a "no brainer" solution training done by Nick Cegelski 30 Minutes to President's Club

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💬 Sales Pros: Is This the Best Closing Line? "Is there anything you'd like to ask before we move ahead and get started with payment?" #Sales #ClosingDeals #SalesTips Share your thoughts below! 👇

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Fighting about Renewal processes isn't adding any value to the ongoing CSM conversation. I get it. CSMs need to be more commercial CSMs have to own their book of business CSMs need to manage the renewal cycle CSMs need to go after the expansion CSMs ... What I struggle with is: We sometimes seem to care more about how to justify why something exists along the internal processes we run vs. looking at why something exists in the first place. As a result, the role of Customer Success has been watered down. It became a self justification of why QBR, why relationship, why x$ book of business, why z# of headcount, why CS needs to own this now. But why is Customer Success here? In recurring revenue businesses, the transaction with a customer doesn't end at the time of the sale. The traditional funnel is dead 💀 Revenue is only recurring if we deliver impact - recurringly. The traditional funnel expanded further into a bowtie, which mirrors the acquisition side onto retention. Long life the funnel 😇 And while Marketing needed to extend their own domain deeper into the Customer Journey from awareness to expansion, Customer Success owns most of the magic, helping customers achieving recurring impact. So what is impact? Well, that's for you to define. What does good look like (WGLL) for your customers? What do they expect and what are the outcomes they are holding you accountable for? That is what Customer Success is driving along the Customer Journey. As a CS team I then ask myself and build playbooks around: → How do I achieve frictionless onboarding & activation to first WOW? → What topic education & change management is needed at the customer? → What internal alignment do I need to create which elevates the customer experience, but goes unnoticed by the customer (they don't care about our processes) → What product enablement is crucial for the customer? → How does the customer ecosystem (e.g. partners) look like and how does it influence value delivery? → How are outcomes achieved, how do they happen recurringly and how are those experienced by the customer? ... and how can I deliver against that. Renewals, expansions, referrals all happen as a natural result of that. What questions are you asking yourself ? #CSM #saas #revenue and picture credit to Jennifer Peters 😎

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Interviewing for a BDR role? Check out these tips from a BDR Leader at Salesforce. We are #nowhiring BDRs in ATL, CHI and SF. Shoot your shot below 🏀

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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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Is this high performing AE ready to be a manager? This is a judgement call (an important one) sales leaders have to make fairly frequently. Some questions I’ve found helpful to think through when doing so: ➡ How have they handled challenging setbacks? A leader is always ‘on the stage’ and sets the tone for their team. What have we seen to give us confidence they will effectively lead, show up for, and inspire a team when the going gets tough? ➡ Have they shown they care about the development of others? Have they proactively identified opportunities to support the skills and career development of their peers (i.e., other AEs) and XF colleagues (e.g., BDRs and CS counterparts)? ➡ How are they perceived by cross functional partners? Lone wolf, true team seller, somewhere in between? Have they shown they are likely to invest in building the XF relationships required to help their future team be successful. ➡ Do they have solid operational rigor? e.g., good pipeline hygiene, detailed MEDDPICC notes, track record of forecast accuracy etc. Can we trust they can accurately forecast a larger piece of business? Will they run a tight ship and lead their team with the right level of organization and operational excellence? ➡ How effectively will they coach? Can they articulate what has made them a successful seller and teach/coach it to others? This is one area where reps with a strong grounding and passion for specific methodologies e.g., MEDDPICC, Command of the Message can set themselves apart from other candidates. ➡ Have they demonstrated a capacity for systems thinking? To what extent do they consider the impact their suggestions, ideas, decisions, will have on broader business,  including other parts of the sales org, other internal teams, and customers? ➡ How have they helped support and drive change? In what instances have they supported leadership’s efforts to drive specific initiatives and/or behavioral change with the field e.g., the roll out of a new sales or qualification methodology etc. i.e., have we seen signs they are adaptable, open to change, and capable of leading a team through it. #salesleadership #hiring #leadership #talent #career

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While we often focus on what sales prospects say, their nonverbal cues - accounting for up to 90% of communication - offer crucial insights. Learn how understanding body language can boost your sales success: https://hubs.li/Q02MZXJ40 #SalesTraining #SalesSuccess #SellingSkills

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Love these tips from Daphne to stop CSM’s being reactive and start being proactive

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Here is my SDR Manager Playbook that I use to make sure every SDR hits quota: If your an SDR Manager, save this post. 1. Call Reviews -Track competitor mentions, pricing, and feature discussions. Analyze what turns calls into wins or losses. -Spot trends in objections and competitor mentions. Identify features prospects care about most. Refine messaging based on what resonates. -Talk ratios, focus on a 40/60 talk-to-listen ratio. Reduce long monologues and prioritize active listening. Build rapport with thoughtful pauses. 2. Pipeline Review: - Review deals at team, individual, and pipeline levels. Spot risks with AI-generated deal health insights. -Adjust follow-up strategies to keep deals moving forward. 3. Coaching: -Tailored plans for individual reps based on performance data. Campaign-level insights to improve objection handling. -Continuous improvement through actionable feedback. 4. Objections Handling: -Analyze what works in handling objections. Standardize responses that turn resistance into progress. Share best practices across the team. For my tech stack, reviewing call insights, deal trends and coaching insights, I'm using MeetRecord. Before using them I was spending most of my day breaking down these insights and was still missing key pieces since I couldn't listen to every call or review every deal in the pipeline in depth.. For outreach, I use Apollo and LinkedIn. This playbook helps my team book more meetings, stay consistent, and have a process that we know is based on data, not just what we think might be working.

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Imagine you have 30 minutes to make your "pitch" to a senior executive... How should you be thinking about the meeting? What should you prepare? Where should you sit? A highly relevant article for the sellers in my network...

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