Jessica L. Benjamin

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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Why RPO Hasn’t Worked for Your Staffing Agency in the Past ✅ 𝗥𝗶𝗴𝗶𝗱 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 – Standardized approaches don’t adapt to your agency’s unique needs, leading to a poor fit. ✅ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 – Limited communication leaves you in the dark, making it hard to trust the process. ✅ 𝗠𝗶𝘀𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀 – When RPO providers don’t complement your team’s efforts, it can feel like they’re working against you. ✅ 𝗜𝗻𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 – Quick fixes often mean inconsistent candidate quality, which frustrates clients and hurts your reputation. ✅ 𝗡𝗼 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗩𝗮𝗹𝘂𝗲 – Short-term support without long-term strategy doesn’t drive sustainable growth for your agency. If you’ve been disappointed by RPO before, it might be time to explore a partnership that truly understands your needs. #RPO #StaffingChallenges #TalentAcquisition #RecruitmentPainPoints

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Why do some companies prefer recruitment process outsourcing (RPO) over in-house recruitment? Here are some compelling reasons: ❗An RPO provider acts as a scaleable solution for companies struggling with in-house hiring ❗Hiring an RPO provider can be a more cost-effective means to meet hiring objectives ❗RPO providers can better support companies with a dedicated team of experienced recruiters Want to learn how our RPO experts can make a difference in finding the right talents for you? Contact us today! 👍 #RPO #Outsourcing #Recruitment #Employment #Singapore #RKRecruitment

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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 Recruitment Deja-Vu? Meet Your New RPO Partner. #EaseMyRecruit Is your current recruitment strategy stuck on repeat? Do you feel you are seeing the same tired resumes and getting the same disappointing results? 📈 There's a better way. We're an RPO partner who gets it. We understand the frustration of feeling like you're spinning your wheels. That's why we take a different approach, one that prioritizes quality over quantity and delivers the results you deserve. Let's connect! Email us at [email protected] Follow us @ EaseMyRecruit Partners Visit us @ www.EaseMyRecruit.com #RecruitmentRevolution #QualityTalent #BuildingTheDreamTeam #RPO #Sourcing #FullCycleRecruiter #OffshoreRecruiters #Recruitment #TalentAcquisition #HR #RecruitmentProcessOutsourcing #RPOServices #JobSearch #HumanResources #Recruiting #Employment #CareerOpportunities #JobHunt #QualityCandidates #ElevateYourTeam #Hiring #TalentAcquisition #Staffing #QualityOverQuantity #InnovationInRecruitment #NewApproach #BreakTheCycle #ElevateYourTeam

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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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The holiday season rush is just around the corner—is your team ready?  Instead of scrambling to fill seasonal roles last minute, why not build a talent pipeline in advance? Proactively sourcing and engaging candidates now gives your business an edge, helping you meet hiring demands without the holiday stress. From reducing time-to-hire to creating a positive candidate experience, a talent pipeline is a smart investment in both agility and quality. Ready to boost your holiday hiring strategy? Check out our latest blog to learn why preparing a talent pipeline now will set your team up for success!  https://lnkd.in/eSBP49tC #TalentPipeline #HolidayHiring #SeasonalHiring #RecruitingStrategy #StaffingSolutions #SearchWizardsLife

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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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Recruiter enablement is one of the hottest topics of 2024. 🔥 If you're in Talent Acquisition or RPO, a sample Recruiter Enablement Manager job description could be the solution you’re searching for. View our template here so you can understand what's involved and shape your thinking: https://lnkd.in/exPgfwtW #RecruiterEnablement #TalentAcquisition #RecruitmentProcess

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Tech Sales Market is starting to get pretty competitive again Reps are picking up momentum, gaining pipeline, and closing deals headed into H2 Very difficult to get someone to move if what you're offering is not incredibly compelling It's not just about Salary and OTE though I biggest deciding factor for any sales rep that I work with right now? Platform to perform What are you doing, offering, and providing that is going to enable them to be incredibly successful in the job, and even start to think about earning high-ends of commission brackets? Lead Generation Technology Support Marketing Activities Top Tier Deal Support and Leadership Advisory List goes on. At the end of the day... half the money any sales person expects to make in a new job is inherently speculative. They want to know point blank, if they put the hard work in and do their job the right way, what is in place to make sure that work pays off and lowers their level of risk?

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Hueman RPO's Zach Coffey and Mike Gillespie recently spoke to the RPOA about how organizations can enhance hiring consistency and culture with recruitment process outsourcing (RPO). Here's a quick preview of their #TalentLeaderCouncil contribution. 🌟 Q: How would you define hiring consistency? Gillespie: Hiring consistently brings the right talent to an organization. Recruiters need to identify the ideal candidate for the organization and replicate the hiring process to match the organization's needs and culture. It's about finding the right methodology to consistently bring in quality talent. 🌟 What are some systematic causes of inconsistent hiring? Coffey: TA leaders balance recruiter management, processes, tech, marketing, and reporting based on business needs. Deprioritizing these elements can lead to inconsistent hiring results. Gillespie: TA leaders often feel pressure from competing priorities, leading to a focus on quantity over quality in hiring. Hiring consistency gains the organization's long-term success. 🌟What is the role of RPO in improving hiring consistency? Coffey: Recruitment Process Outsourcing (RPO) involves outsourcing a part (or all) of the talent acquisition function to an external partner. Our RPO service focuses on hiring great people, implementing a world-class process, using the right technologies, dedicated digital recruitment marketing, and meaningful data and reporting. 🌟What's the value of RPO? Coffey: Working with an RPO ensures consistent and people-focused hiring, reducing premium labor and overtime spending. This leads to a better candidate and hiring manager experience, resulting in happier employees and improved retention. Employers gain consistent results and informed decision-making through RPO partnerships. Gillespie: Recruiters focus on understanding candidate personas and hiring manager needs, going beyond job descriptions to identify essential soft skills. This personalized approach leads to in-depth candidate conversations and allows HR to focus on other business needs. 🌟How does RPO benefit organizations that downsize their talent acquisition function? RPO providers assist clients in adjusting their recruiting capacity as required. Amid recent downsizing, the future seems uncertain, but when things stabilize, growth is expected to be rapid. Partnering with an RPO provider allows organizations to increase their hiring capacity without expanding internal teams. To read the complete interview, click the image below. 👇 The Talent Leader Council is a blog series by RPOA featuring insights from talent acquisition leaders on industry trends. It supports RPOA's mission of creating thought leadership and educating the marketplace about recruitment process outsourcing and positions RPOA as the PLACE TO GO FOR RPO™ #rpo #recruitmentprocessoutsourcing #talentacquisition #ta #recruitmentprocess #outsourcingpartners https://hubs.li/Q02Rgd010

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Enhancing Hiring Consistency with RPO: A Must-Read In a recent conversation with the #RPOA, Hueman RPO's Zach Coffey and @Mike Gillespie discussed how Recruitment Process Outsourcing (RPO) can improve hiring consistency and build a stronger workplace culture. They shared insights on how RPO streamlines processes, leverages technology, and ensures quality talent acquisition. At StaffWorthy , we share this perspective and are committed to helping organizations achieve hiring consistency through tailored RPO solutions. By partnering with an RPO provider, businesses can improve recruitment efficiency, reduce costs, and enhance the overall hiring experience. Interested in learning more? Connect with us: https://lnkd.in/gVMje_Tk #RPO #HiringConsistency #Staffworthy #TalentAcquisition

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Indeed Hiring Lab just unveiled The 2025 US Jobs & Hiring Trends Report! This comprehensive report reveals the key trends that shaped the labor market in 2024 and provides a forecast for 2025. Current economic indicators suggest continued labor market resilience in the New Year, with some careful navigation. As for November 2024, job postings were 10% above pre-pandemic levels, and wage growth leveled off at a healthy pace – indicating robust competition for workers next year. Moreover, widespread use of GenAI promises to boost productivity if becomes more widespread. Stay ahead of the curve with these insights and explore the full report. #Indeed #HiringTrends #LaborMarket #Economy2025 #FutureOfWork #HiringLab https://lnkd.in/geDvzns6

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Indeed Hiring Lab just unveiled The 2025 US Jobs & Hiring Trends Report! This comprehensive report reveals the key trends that shaped the labor market in 2024 and provides a forecast for 2025. Current economic indicators suggest continued labor market resilience in the New Year, with some careful navigation. As for November 2024, job postings were 10% above pre-pandemic levels, and wage growth leveled off at a healthy pace – indicating robust competition for workers next year. Moreover, widespread use of GenAI promises to boost productivity if becomes more widespread. Stay ahead of the curve with these insights and explore the full report. https://lnkd.in/gvSUt9EF #HiringTrends #LaborMarket #Economy2025 #FutureOfWork #HiringLab

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What does being "metrics-oriented" truly mean? Quick story. I've been on a mission to figure out the magic set of metric benchmarks that I can compare all sales leaders against when interviewing. So, last week I asked a GTM OP about the metrics benchmarks he used across the portfolio and told him my intention of using them for interviewing. His response was that knowing metric benchmarks is looking at it all wrong. Those will vary business to business. A more impactful way to approach the interview he said is to understand how an executive made measurable improvements across the metrics that MATTER. Which are ARR, bookings, pipeline created, and win-rate. I love this approach because it now becomes very clear if 1. the sales leader actually improves their front-line sellers' performance and 2. if they know their numbers. So, back to my question at the start. If you're a sales leader wanting to become more "metrics-oriented", start here with your teams. And thank you to the person who helped shift my perspective on this. #metrics #gtm

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💰 50% more salary in their first year That's the average salary improvement our candidates see after we place them into tech sales roles: SDRs, BDRs, Sales Managers (full cylce) and AEs. For career changers starting as BDRs / SDRs, thats usually from 30-40k something to 55-60k something in their first year. And it only goes uphill from there. Definitely not the ONLY argument to get into tech sales. But a very convincing one. What comes on top: ✅ far better growth opportunities ✅ supportive, recognition based and feedback based company cultures ✅ more flexible working times / models If you know someone who you think should switch careers / jobs, refer them our way or tag below.

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What’s the number 1 thing Sales Leaders Look for in candidates? From my conversations – it isn’t the typical “resilent, hard working” comments Its curiosity. Curiosity shines when you ask questions about stuff you don’t know internally or externally to clients. Going above and beyond to ask that 1 more question to clients/candidates or colleagues.

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