Jennifer Holman

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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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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Outsourcing SDRs? Don’t fall for: - A promise of X amount of meetings/month - X amount of dials and emails they promise to send out - Their email + call messaging skill Outsourcing has a bad stigma because there are so many companies looking to get quick money from clients with weak results. What to look for instead: - A team who understands they need to test messaging and help you make pivots to your ICP - Shares their sequence strategy - Shares their email and call messaging - Shares the tech they use - What they do to avoid ending up in a spam inbox and hurting your domain health - Builds your target/ICP lead list with you - Sends weekly reports on progress - Gives you access to their SDRs so they feel like they’re part of your internal team This is when outsourcing is worth it ⬆️ #outsourcing #sales

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These are gold for handling common objections in sales. Every “no” can be a step closer to understanding and helping your prospect better. Check out these clever responses and share your favorite objection in the comments! 👇 #SalesTips #ObjectionHandling #Prospecting #SalesStrategy #SalesSkills #B2BSales #SalesTraining #LeadGeneration #CustomerSuccess #BusinessGrowth #Networking #SalesCommunity

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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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Prospect says I'm not interested Average SDR response: "Why?" 👎 "I haven't shown you anything yet for you to not be interested" 👎 Top SDR response: "Sounds like you've tried something like this before?" ✅ PAUSE "Understood. I know I called out of the blue. Usually when I hear someone isn't interested it's because they've tried this before and it didn't work" ✅ PAUSE Your prospect will correct you☝ So why is saying "why" bad? Your prospect will get defensive. It comes off as too aggressive and you haven't necessarily earned the right to ask why. You sound like you're about to fight the prospect... Seek to understand by being understanding - not by being aggressive and annoyed 🧘‍♂️ #coldcalling #SDR #sales

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The Power of a Great Sales Manager 🌟 Throughout my journey, I’ve seen firsthand how transformative a great sales manager can be. They are so much more than team leaders—they are mentors, strategists, and motivators who truly shape the success of their teams. 🚀 I’ve been fortunate to witness some incredible sales managers in action, and it’s inspiring to see how much of a difference they can make—not just for the numbers but for the people they lead. 💼✨ To all the sales managers out there who lead with passion, empathy, and resilience—you’re making a bigger impact than you know. 👏 #LeadershipInAction #SalesManagement #Inspiration #TeamSuccess #Gratitude

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When they say “unsubscribe” but their scheduling link is in the email signature 👀 Being in sales is asking yourself “does this cross a line or am I being scrappy?” 😛 A LOT #sales #pipeline #outbound #prospecting

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😧 The average turnover rate of sales reps is a whopping 35%. The cost of replacing an employee ranges from half to 2x their salary. But the cost of sales rep turnover isn’t just about numbers — it’s deeply personal. Every unanswered email or unreturned call feels like rejection, and over time, it can take a psychological toll. The grind of constant rejection can chip away at confidence and motivation, making it harder to approach each new prospect with enthusiasm. Then there's the sheer volume of tedious manual work. Hours spent on account research, data entry, and drafting personalized outreach is overwhelming. It leaves little time for strategic selling or meaningful conversations with prospects. The result? A sense of constant busyness without tangible progress, leading to frustration and fatigue — AKA burnout. Burnout tanks team morale, kills productivity, and chips away at an organization’s bottom line. And more than that, the impact it has on sales reps’ mental health and sense of wellbeing is unquantifiable. We see the causes of burnout and the stakes, but what about solutions? Check out this blog to learn how to keep and invest in your sales talent: https://okt.to/u1bkDZ

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Is your team not hitting quota? Hiring more sellers won't fix it. You need the data on why, And a solution in place. Maybe you can't figure out the right hires -You need to test for - Will, Beliefs, and Skill Maybe people don't know what to do -You then need to create the right onboarding process Maybe folks are struggling with how to do it -You then need to figure out exactly where and focus there Maybe, just maybe, you have the wrong quota -Have you done the backward quota math to see if quota = your systems? Fact is: Tossing more people into bad systems doesn't work Sales = systems. Not just something you can "throw headcount at." Remember, a single bad hire pays for the investment in ALL systems A bad hire costs that much. Use data to figure out the real problem. Fix the problem. /end rant David out ✌️ 🚨 PS - If you want killer cheat sheets on quota math, process audit, or questions for better hiring, drop a note in chat and I'll send them to you. 👋 If you liked this, give me a follow ♻️ Repost if this landed with you.

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SDR managers that lead with pressure, will produce SDRs that sell with pressure. There is no better way to turn off prospects than with sales pressure. -----‐ SDR mangers that lead with empathy, will produce SDRs that sell with empathy. There is no better way to open up conversations with prospects than with empathy. SDR Managers, let your SDRs try new things, even if they fail. Let them detatch from outcomes and focus on process. Process>Outcomes= Better outcomes Thank you Aaron Kaplan and the GlideGrowth team for the great chat on the last Pod!

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When companies give you a “unique” title so recruiters don’t reach out to you ❌For example “trucking relationship specialist” ✅ Instead of sales development representative 🎯 Here’s your reminder to put the position title that best aligns with your skill set in parentheses 🎯 Example: Made up title they give you (sales development representative) + don’t forget to list your activities, metrics and accomplishments under each position #linkedin #linkedinprofile #sales

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Big disconnect right now between frontline sellers and Exec teams I posted yesterday about a few things that have come up recently with a few leaders that have reached out to me. From that post, I got a slew of front line sellers reach out to me and tell me they feel like their companies just dont understand what its like being on the frontline. This is a fundamental breakdown of communication between the frontline, middle and senior leadership teams. The good news though, this can be fixed pretty quickly. The responsibility sits with Director and VP level leaders. Understanding and communicating about the real challenges the sellers are facing on the frontline is essential. Taking that feedback and championing it with senior leadership cross functional is an essential role function of the Director and VP. Too often, the Director or VP are too focused on trying to execute what the business expects that they do not take the time and effort necessary to solve these challenges. If you struggle with this, you are not alone. Help is out there and coaching is available for those of you that want it. Its our responsibility to ensure our frontline folks are heard and supported! Lets all do better.

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CSM's, 5 Signs Your Company’s a Dumpster Fire—and It’s Time to Leave 🔥 1️⃣ Churn is Out of Control Every town hall’s starting to feel like a therapy session. Leadership talks “vision”. While you’re stuck managing unhappy customers and broken promises. Ask yourself: Is this where I’m meant to be? 2️⃣ The Slack Talks Are All Negative. Quarterly layoffs, top CSM's leaving. The vibe is “who’s next?”, it’s clear—the clock’s ticking. How long will you wait to make your move? 3️⃣ Career Growth? Radio Silence. You’ve hit your KPI, grown accounts, kept customers around. But every time you ask about growth, it’s “let’s talk next quarter.” Question is: How many quarters are you willing to wait? 4️⃣ Disconnected Leadership They preach “innovation” from afar but haven’t spoken to a customer in years. You’re in the trenches, fighting fires while they stand miles away. Are they even seeing the real picture? 5️⃣ The Product’s Losing Ground You’ve flagged issues, done the damage control, apologized to customers. But nothing changes. If they won’t listen now, will they ever? The right CSM role is out there—one where your growth and impact actually matter. Don’t settle for a company that isn’t moving forward and doesn't give a flying flower about you 🌻 👉 DM me "Interview" to grab early bird pricing for my interview masterclass.

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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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9 things Sales Leaders should stop doing in 2024 1. Being solely tactical 2. Dodging use of math 3. Befriending your reps 4. Opposing RevOps hires 5. Resisting remote working 6. Communicating infrequently 7. Avoiding tough conversations 8. Focusing only on team morale 9. Being penny-wise & pound foolish What else should we add to this list?

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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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🔄 The Rollercoaster of Closing Deals in US Staffing! Ever had one of those weeks where closing a deal feels like trying to solve a Rubik’s cube blindfolded? Yep, that was me recently in the wild world of US staffing. Here’s the saga: 1. **Candidate Found**: Perfect match. Skills? Check. Experience? Check. Enthusiasm? Double check. 2. **Client Call**: They loved the candidate! 🎉 3. **Background Check**: Passed with flying colors. 4. **Offer Extended**: All good to go, right? Wrong. Cue the plot twist: - **Counter offer**: Candidate’s current employer swoops in with an irresistible counter offer. - **Negotiation Dance**: Back and forth, countless phone calls, and more coffee than a human should consume. - **Unexpected Hurdle**: Client’s budget suddenly tightens. 🤦 Just when I thought it was all slipping away, persistence (and maybe a bit of charm) won the day. Re-negotiated terms, re-pitched the role, and finally...DEAL CLOSED! 🎉 Moral of the story? In US staffing, perseverance is key. Every twist and turn teaches something valuable. Here’s to more challenges and even sweeter victories ahead! #RecruitmentStruggles #PersistencePaysOff

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