Joshua Ramsey

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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Onboarding SDRs is critical to whether or not they succeed in the role. The 2024 State of Sales Development report shows that revenue orgs spend $6-7,000 per rep annually on tech. That does not include what you pay to recruit them, their salary, or other ancillary costs. When you calculate what this represents compared to how long they stay in the role (less than 24 months on average), you better have an incredible onboarding plan to optimize their cost-effectiveness. That's why we built out a guide for how to use automation to do just that. Check the link in the comments.

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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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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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The cost of Applying the Peter Principle to your SDR team. The Predictive Index #bestpractices #salesdevelopment #management #sales #leadgen #humanresources #hr #HRdirector #CEO #CFO #KPIs #predictiveindex #leadership #accountexecutive #salesteam #highperformance

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when a first time #vpofsales realizes that revenue needs to keep coming in even though you work full time trying to fill open #salesheadcout recruiting to source & secure IDEAL talent is more than a full time job ⏲ 🎯 if you would prefer to talk to TOP passive reps vs whoever happens to catch your ad & dm - it FREE to review our referrals 🎯 ➡ all of our candidates write you a #cadence to your #idealbuyer too so you know before you take any precious pipeline time that they know how to solve your problems ⬅ 🆓 you only make the investment when you know our candidate is better than ANYONE else 💹 focus on revenue and nurturing relationships with the best of em 💰 #sales #saassales #softwaresales #gtm #firstimevicepresidentofsales

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Are your sales comp models driving the right behaviors—or just draining your budget? CROs and Sales VPs face a tricky balancing act: incentivizing reps effectively while ensuring that compensation aligns with business goals. This is where a fractional RevOps partner can swoop in and design an effective sales rep commission and compensation model. A well-designed compensation model should: 1️⃣ Align with business objectives. Whether your focus is new customer acquisition or account growth, structure your incentives to drive those outcomes.  2️⃣ Keep it simple and transparent. Complex plans only confuse reps. Clear, straightforward models build trust and motivation.  3️⃣ Leverage data for capacity planning. Set achievable targets based on in-depth analysis to maximize performance.  4️⃣ Incorporate multiple metrics, not just revenue. Bring in KPIs like CAC, pipeline velocity, etc.  5️⃣ Be reviewed regularly. Comp models should adapt as your business evolves. There’s a lot more to it, so check out the blog (link in comments). And if you’re looking to scale comp strategies without the full-time commitment, let us know. 🛠️

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Jeff White at RevenueWell knows change sucks. But, confidence can overcome that pain. How do you instill confidence as an enablement leader? 1) Your enablement can't just be about the product, it needs to include core sales competencies. 2) Make enablement everyones job. When everyone is invested in sharing knowledge and best practices, the whole organization wins. Lead with enablement as part of your culture. 3) Educate reps on the broader application of the skills they're learning to get buy-in. Beyond their role today, how can they apply this to their professional development and future opportunities? What doors does it open for them? Check out Jeff's full story below 🐙 💕 #IAmEnablement #SalesEnablement #BeyondEnablement

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WANT TO EASILY SEE WHERE YOUR REPS' DEALS STAND? Scratchpad makes it easy for reps to update Salesforce and even easier for managers to get visibility into open pipeline. Learn more or try it out for free at the 🔗 👇 #Sales #Revenue #GTM

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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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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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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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4+ OPENING$$ 💸 Commercial AE - #accountexecutive $125k base 50/50 split - $1m quota 💸 Enterprise AE $150k base 50/50 split- $1.2m quota Average Deals- $20k - $500k deal sizes - 6 months sales cycle You keep account in your book of business for upsells while CSMs do renewal - goal is to get them onboarded, and expand immediately #seriesbstartup, working under one of our longer term #vpofsales who JUST started - you must have experience - at an earlier stage org - selling a complex solution - ideal experience selling into #gtm #salesleaders or deep desire to - #salesledgrowth expert - you will have #sdr support (ideally 1/1) but do not depend on this for now $ignals are one of the most important aspects of monitoring what is working, and the best way to target, support and optimize every account. they use: Outreach Apollo.io Hubspot Clay #accountexecutive #enterpriseaccountexecutive #commercialaccountexecutive #gtmsales #gtmaccountexecutive

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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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💡 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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🚀 Tech Sales Professionals & Developers: It’s Time to Ditch the Resume! Are you tired of outdated hiring practices that don't showcase your real skills? At DNA* Inc., we believe your experience is more than just a list of job titles. 🔥 What if landing your next opportunity didn’t rely on a resume? We’ve built a platform that lets you: - Highlight your projects and sales wins, not just bullet points. - Showcase your skills and expertise with real results, not fluff. - Connect with companies looking for your talent, not your resume. 🌐 Developers & Tech Sales Pros: Whether you're coding solutions or closing deals, DNA* allows you to stand out in a way that speaks to your true value. 💡 Why wait? Get noticed for what you can do—create your profile today and be part of the future of hiring. 👉 Sign up now at app.donotapply.io #TechSales #Developers #NoResume #doNotApply #FutureOfHiring #TechTalent

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