Mari Arosemena

SDRs can be taught to be AEs SDRs can be taught to be CSMs [shoutout to Eric Partaker for the post inspo] Also... SDRs can be taught to be Managers SDRs can be taught to be Marketeers SDRs can be taught to do almost any role Fact: It's better to hire someone who is 60% ready with the right behaviours. Than 100% ready with the wrong ones. SDRs deserve a chance. Do you agree? PS. Share ♻️ with others in your network. And follow Chris Ritson for more sales content like this.

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The best "cheat codes" every AE should know: 1. 1:1s with your boss. Approach them strategically. Proactively share format and content. Biggest deals you need support on. Challenges you need help with. Forecast for the month, quarter, etc. Wins. 2. Perception. Performance is your fire. How you're perceived internally (aka your brand) is the water or gas that gets dumped on your fire. Attitude, how you show up, handle change, communicate, matters. Hold yourself to a high bar. Two levels above where you're currently at. 3. Document everything. Take the time to write down your own sales playbook. Every strategy, process and template you have. Store it on your personal computer. The value of this over time is immeasurable. I can't state this enough. 4. Problems are a good thing. Anytime there's a problem that's an opportunity to solve it, improve it, and add value. Some of the biggest opportunities I've gotten in my career came because I dove head first into problems and helped move the business forward. Startups always have problems. Don't be the negative person. 5. Time management. Block Monday mornings every week. Don't go to meetings if they're not worth your time. Most things can be solved async. Make meetings 15 to 20 mins. Sometimes you need a whole week of no meetings to catch up, get organized and do deep work. Don't feel bad for saying no to people. They'll understand. 6. External coaching. Up level by listening to podcasts, taking courses and building an external network. Don't rely on your company for everything. Even if they're doing a great job get the perspectives and strategies of other people for a significant edge. What would you add to this list? - Mike G 👉 Join 5,000+ sellers getting my (free) sales newsletter here: https://lnkd.in/gwQVvVBK

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SDRs- your impact deserves recognition ($100k+ a year kind of recognition). You are the driving force of your sales org. Your contributions should be matched by growth and rewards. Top-performing SDRs earn over $100k/yr and if your current role isn’t reflecting your value, there are companies out there that will. Here are a list of companies hiring right NOW: https://lnkd.in/ePzJnBf8 Know your worth and keep the big picture in mind. It's easy to get caught up in the day-to-day, but remember- your earning potential is significant.

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Dear Sales Leaders, Your incentive programs suck. Amazon Gift cards, AirPods, or Yeti Coolers mean nothing. They aren't inspiring the behaviors you're envisioning: - Consistently exceeding outbound KPIs  - Consistently hitting stretch goals for C/W revenue Cheap gifts for business critical outcomes always fall flat. Whether they're handed out at President's Club or a weekly all hands. I've learned this the hard way over-and-over. After 20 years in tech sales as an IC, manager, director, and now VP. I've seen that you can't expect your reps to climb a mountain. Then reward their blood, sweat, and tears with the bare minimum. There's a better way. The highest performing revenue orgs know this. So they honor exceptional effort + achievement differently. Here’s what I mean. In 2010, I was the #1 global sales rep for Forrester Research (NYSE: FORR). At President's Club in Aruba. Guess what my Global Sales VP recognized my performance with... A coconut monkey holding a phone. That he probably bought at the airport for $5. My other corporate trophies for outstanding contributions to "the business"? Long gone. I've kept the coconut monkey though. Because it’s a hilarious reminder. Of how most leaders think about their sales incentive programs. The saddest part is. I know I'm not alone. There are thousands of top performing sales reps who say the same thing. They've secured millions of dollars of new revenue for their orgs. And have laughable trinkets for their herculean efforts. Why am I not hearing different stories? Why aren't top global reps showing me prized possessions? Like a custom engraved Omega or Cartier watch. My points is. It’s time for sales leaders and their execs assigning them the budget to step up. Reward high achievers with more thought and creativity. You’ll be shocked how much this impacts individual behavior. And sends the right kind of message across your entire sales function. Drop a comment on the BEST piece of recognition you’ve earned. 

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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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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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If I were an AE looking for a great manager, here are the questions I’d ask in the interview process to assess how well they coach, retain, and promote their people: 1) How do you identify skill gaps? How do you coach those gaps? How do you track progress? 2) How many reps have left your team in the last 12 months? Why did they leave? 3) Who do you think will earn the next promotion on your team? What do they have to do first? If your potential manager provides strong answers for all three, do all you can to land a spot on their team. If they are two for three, you’d likely be in good hands. If they are one for three, or worse, I’d think twice before joining their team. And I definitely wouldn’t join their team until I checked their company health here: https://lnkd.in/gdUWpA_w What questions did I miss?

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Linkedin posts need to be more like this. If you're selling, read below!

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🚀 The Power of Speed in Pipeline Creation 🚀 As an SDR Manager, one of my key focuses is helping my team build a fast-moving pipeline that has real potential to close within the quarter. Here’s why this matters: 1️⃣ Accelerated Results: When SDRs create momentum with high-quality leads that move quickly through the pipeline, it drives meaningful results in a shorter timeframe. This momentum keeps the team energized and the business on track to hit goals. 2️⃣ Quarterly Impact: A healthy pipeline that progresses at pace can directly impact quarterly revenue targets. It’s not just about generating leads but ensuring those leads have the readiness and fit to convert, keeping the whole sales org focused and agile. 3️⃣ Stronger SDR-AE Collaboration: Fast-moving opportunities require tight collaboration between SDRs and AEs. It encourages feedback loops and sharper alignment, making each handoff smoother and increasing the likelihood of success. By focusing on creating a pipeline that moves, SDRs can not only help meet short-term targets but also build skills in identifying urgency and potential—a win for everyone. #SalesDevelopment #PipelineGrowth #SalesLeadership #SDR

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SDRs - A great boss can actually change your life 🙏🏾 4 things leaders shouldn't want to hear from their SDRs: 1. ''Sorry -- I missed lunch so I'm eating it now on the call'' 2. ''Can I take some last-minute leave for a family emergency?'' 3. ''Sorry I'm late, I was at the doctor's this morning'' 4. ''Can I work from home today, I'm not feeling good'' Why? Because SDRs aren't 5 years old. They're fully grown adults. They don't need to give you a play-by-play every 2 minutes. SDRs deserve to be trusted more... If we all did that, the SDR world would be a much better place. Do you agree? PS. ♻️ Every SDR should see this. Reshare to your network. Follow me, Chris Ritson for more on SDR Leadership. If you’re serious about being a better SDR leader, consider my bootcamp that starts 28th October. DM for deets.

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A few hot outbound prospecting takes on this crisp and cool Thursday from a full-cycle AE: 1. I do not really use sequences/cadences anymore for my outbound, I use manual emails and follow up tasks.. It doesn't take me more than 3-4 touches to get a response. Cadence/sequence simply keeps me organized and so things don't slip through the cracks. 2. I also think the idea of needing "12-14" touches to get a response is absurd. This is a lie you were sold on and forced you to do "outreach at scale with automation" *if your messaging was relevant and problem focused, it wouldn't take you that many touches to get a response* 3. I also think most people use sequences/cadences as a crutch and end up forgetting to complete their later stage tasks any way 4. Automation in sequences/cadences rarely works anymore 5. And lastly, you can get a response on the first few touches if you: a.) Understand prospects do not care about your featues but do care if you can help them solve a problem b.) Understand prospects only care about personalization if it's relevant in context to the problem you can help them solve (aka a trigger) c.) Understand and empathize with how much spam your prospects get and be thoughtful in how you reach out to them d.) Stop listening to everyone else's advice and A/B test to find what works for you. (like me using manual emails and not sequences :) ) That's all. Thank you. 🔥

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Top 5 key metrics I recommend CROs use for inside sales professionals: 1. Speed of response 2. Efficiency of progression through the process 3. Number of calls per day 4. Number of positive outcomes 5. Demo sets As a CRO leader, these are five metrics that I live by. 

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SDR Leaders: “I statements” are killing your reps! Are your SDRs inadvertently making conversations about themselves? It's time to shift the focus. 🚫 "I think it would be a good idea for you to speak with one of my AEs..." 🚫 "I would love to show you our platform..." These "I" statements put your company and SDR first. They scream, "This is how I get paid!" Let's flip the script. The Golden Rule of SDR Conversations: -It's never about the SDR. -It's never about your company. -It's always about the prospect and their pain points. Action Steps for SDR Leaders: -Stomp out "I" statements during role-plays -Train SDRs to disconnect from the outcome (h/t Josh Braun ) -Emphasize: Not every prospect is a fit, and that's OK Remember, there are plenty of fish in the sea. Coach your SDRs to focus on understanding the prospect's needs first. If there's no fit, move on gracefully. By making this shift, your SDRs will build better relationships, have more meaningful conversations, and ultimately, drive better results. But I could be wrong 😑

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If your sales team isn't adding value in conversations, emails, or meetings with prospective customers, they are not sellers. They are order-takers. The sooner your sales leaders realize this, the faster you can address the underlying issues and develop stronger business acumen and sales skills.

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SDRs don't work for AEs.... In fact, AEs should work for SDRs. If you're in a position to have an SDR helping you crack meetings you need to point them in the right direction with the right messaging and use cases. SDRs aren't your assistants. They're the tip of the spear. Cole Praver 🙌 #sales

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Friday sales reminder: Elite sellers don't circle back, follow up, and check in. Here's an easy gut check. "Does this email add value to the prospect? If yes: ↳ Send it If no: ↳ Make some edits first Add value prior to any ask you have. Make it clear there’s a 0% chance it was automated. The email was meant only for them. 𝐖𝐡𝐞𝐫𝐞 𝐭𝐨 𝐟𝐢𝐧𝐝 𝐯𝐚𝐥𝐮𝐞: ↳ Review your last conversation. Reference a specific question or something of interest and share more material on it. ↳ Go to their website and blog - what is on their homepage? What are recent blog articles about? ↳ LinkedIn for their company + ind. profile - what is recent or new? ↳ Google "company name" and hit News. If you have nothing valuable to add to the convo, 𝐝𝐨𝐧'𝐭 𝐡𝐢𝐭 𝐬𝐞𝐧𝐝 You're either breaking through the noise or adding to it Happy Friday ;) 🦙 P.S. Join 12,000+ sellers choosing to level up on the (free) weekly newsletter: https://lnkd.in/gjeVd_U8

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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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one thing about GREAT sales people - they don't waste their time 𝟭️⃣ ✨ 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗽𝗲𝗲𝗿𝘀 𝗮𝗻𝗱 𝗶𝘁 𝘄𝗲𝗻𝘁 𝘀𝗼𝘂𝘁𝗵? ❌ top reps may genuinely never consider working there, EVER 😰  • let alone apply to an opening, or engage with an internal recruiter  2️⃣ ✨ 𝘆𝗼𝘂𝗿 𝗰𝗼 𝗿𝗲𝗰𝗲𝗻𝘁𝗹𝘆 𝘄𝗲𝗻𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗹𝗮𝘆𝗼𝗳𝗳𝘀 𝗯𝘂𝘁 𝗮𝗿𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗮𝗻 𝗮𝗱? ❌  top reps may never give you a chance to explain the "why" 😰 3️⃣ ✨ your company not investing in product marketing? ❌ top reps rarely consider environments without an "obvious" product marketing fit 😰  4️⃣ ✨ 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘀𝗲𝗲𝗸𝗶𝗻𝗴 𝗼𝘂𝘁 𝗿𝗲𝗽𝘀 𝗮𝘁 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗹𝗶𝘁𝘁𝗹𝗲 𝗹𝘂𝗰𝗸 ❌ top reps are EXTRA mindful of how they make a move & what bridges they may burn by doing so - especially a direct competitor 😰  • the chances of them replying to an internal outbound are low ⬇  • the chances of them applying is lowest ⬇  • the chances they will engage with a "neutral" option are highest - once they know a company is serious & have been given the good, the bad and the opp of impact💞 *nothing says "we are actually hiring" more than making the investment to acquire passive reps via a niche channel that can focus on RELATIONSHIPS  𝗮 𝗻𝗶𝗰𝗵𝗲 𝘁𝗵𝗶𝗿𝗱 𝗽𝗮𝗿𝘁𝘆 𝘃𝗲𝗻𝗱𝗼𝗿 𝗰𝗮𝗻 𝗿𝗲𝗮𝗹𝗹𝘆: 🎯 sell details about a product & positioning a GA recruiter just can’t ✅ 🎯 influence and overcome biases around a product or culture that someone selling ONE company just can’t ✅ 🎯 by being COMPANY agnostic, we are able to build GENUINE relationships with sellers - proactively vs reactively ✅ 🎯 challenging them in the right places, but asking they put themselves in a position to be pleasantly surprised + ✅ 🎯 providing them details that are impossible to articulate on a job posting or even a 30 min intro call ✅ • no one wants to be sold to, especially a top seller with options  • our job is to build passive pipeline by bringing brands more diversity & overcoming any biases ideal reps may have  • we have reps your internal efforts won’t get you access to. period. 𝗙𝗥𝗘𝗘 𝘁𝗼:  🆓 review & digest cadences & outbound messages our reps wrote 4 you (to determine if these are key problems they are excited to even solve)  🆓 read & review resumes & success measurements/conversions  🆓 Interview & get to know our reps  𝗬𝗼𝘂 𝗢𝗡𝗟𝗬 𝗺𝗮𝗸𝗲 𝗮𝗻 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝗼𝘂𝗿 𝗿𝗲𝗽 𝗶𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗮𝗻𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲 𝘆𝗼𝘂 𝗰𝗮𝗻 𝘀𝗼𝘂𝗿𝗰𝗲 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 as TRUE headhunters we lead with our deliverables (passive, top performing sellers) who utilize us to "sniff out" what companies are worth meeting with #sales #salesrecruiting #salesrecruiter #salesheadhunter #executiverecruiting #gtmsoftwaresales #servicesales #itsdestinyrecruiting

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