Matt Rocha

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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Imagine yourself as an SDR or BDR... You've made countless calls today. Your ears are ringing with: 💬 "Not interested." 💬 "We're happy with our current solution." 💬 "Call back next quarter." Rejection after rejection. Your motivation is dwindling. You're thinking 🤔, "I could really use some inspiration right now." That's exactly why we built inspiration into Dextego! 🚀 Our AI-powered sales coach doesn't just provide scripts and techniques. It's designed to: ✅ Boost your morale with timely motivational messages ✅ Share success stories from top performers in your field ✅ Offer personalized pep talks based on your performance data ✅ Provide actionable tips to turn rejections into opportunities Remember, every 'no' is one step closer to a 'yes'. With Dextego's AI Coach, you'll have a constant source of inspiration and guidance right at your fingertips. Don't let rejections define your day. Augusto doesn’t !! How do you stay motivated in the face of rejection? Share your strategies below! 👇 #sdrconvos #bdrrappos #aedevelopment

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35-50% of b2b buyers choose the vendor that is fastest to respond. But, most vendors are still forcing buyers to: Fill out a form Wait for a response  Talk to an SDR So, It can take buyers weeks to: See a product demo Learn about pricing Talk to subject matter experts If buyers choose the vendor that is fastest to respond… Why are we still forcing buyers to jump through so many hoops? *(Source: InsideSales.com)

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SALES, SALES, SALES - Let's meet & work together for the rest of your sales career - Account Executive Opening$ 💘 Revenue Tool - SaaS Series B $125- $150k base $1m- $1.2m quota $7k- $500k deal size selling into #saas #sales #gtm teams actual inbound $$ growing their sales team from 5-12 SDR support (one on one for now) for #startup rep$ only 💘 Direct to Healthcare Tool - SaaS Series B $900k quota Some SDR support ideal candidate has worked with #insurance and has #saas background 💘 Manufacturing ERP Account Executive & Implementation Consulting org $95-$110k base. $200k++ OTE $200k+ deal size Must MUST MUST have sold #erp to manufacturing companies this is NOT a platform, or a RESELLER, this is a CONSULTING ORG that sources, refines fit and works with the customer throughout a very long up to 2 year implementation process - you will be the #csm #am NO COLD CALLING OR SALES EMAILS you will work DIRECT with JUST the founder open to seeing #sdrs who have sold #erp to manufacturers who want to get out of software, and into consulting - SDR Opening$$ 💘 Direct to Healthcare Tool - SaaS Series B 10+ qualified attended meeting a month selling into #hr mostly within #nonprofits and #homehealthcare $55-$65k base, up to $200+ per qualified, attended meeting do not contact me if you aren't going to take my coaching seriously :) cold call me 10x in a row text me send me a blind invite do what you got to do <3 #sales #salesrecruiter #gtmsales #founderledsales #saleshiring #salesjobs

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Stop overcomplicating outbound. Let me give you a simple, 3-step framework for outbound prospecting. Step 1: Get a list of your buyers with verified phone numbers. Step 2: Call that list and talk to your buyers. Step 3: Repeat step 2. Pfew... that was hard.

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As an SDR you have one Job... Job Description = Find out if someone has a problem that your product/service solves. FULL STOP! Yes there are many variances of this and ways about doing it. However, the crux of my point is that you are not there to... SELL or controversially... there to just BOOK MEETINGS. ❌ You are there to BOOK MEETINGS with people that HAVE A PROBLEM!! Shift your mentality from... Do you want a meeting?? ➡️ Do you have a problem?? Find the problem, find the meeting 📈 #SDR #Coldcalling #salesdevelopment #confidence #Sales #Prospecting

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"Should we outsource SDRs?" No, with rare exceptions. There's a reason why customer churn is high at most of the outsourced SDR shops. Outbound isn't as easy as paying $3-5k / month for a part-time SDR. And then expecting to see high-quality opportunities in 30-60 days. I've NEVER worked with a client that was happy with their SDR agency. - Poor show rates to meetings - Terrible expectation setting with handoff - Low-quality meetings with non-decision makers - Few, if any, closed/won deals But to be fair—it isn't always the SDR agency's fault. Many of their clients expect them to be miracle workers. An outbound-led sales motion is very different from an inbound-led sales motion. If your AEs are used to meeting with inbound leads, they must be taught how to close outbound leads. Prospects will likely not be problem-aware, there isn't a budget in place, and they probably won't have brand awareness. Do not hire an SDR agency if: ⛔️ You've never done outbound before as an org. ⛔️ You sell enterprise ⛔️ You're breaking into new industries ⛔️ You haven't figured out your messaging or value drivers ⛔️ Your AEs aren't self-sourcing and doing their own outbound No outsider will ever understand your customers as well as you do. And it's only a bandaid to build a sales culture that doesn't understand how to excel at outbound. It might make sense to work with an agency if: ✅ You know outbound works, but need help scaling it ✅ You've mastered messaging and value drivers ✅ Your AEs know how to close outbound deals ~~~ Agree or disagree? #sales

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Unlock Success as an SDR Avoid these pitfalls: 1. Mindlessly dialing 200+ calls daily 2. Spamming with 1000s of emails 3. Juggling over 100 accounts 4. Treating accounts as disposable 5. Pointing fingers at Marketing 6. Complaining about AEs Opt for excellence: 1. Make 25-30 targeted calls daily 2. Send max 15-20 personalized emails 3. Focus on <50 accounts 4. Nurture accounts until 3 rejections 5. Provide Marketing with regular insights 6. Collaborate on action plans with AEs Quality over quantity wins every time. Let's crush it together! 💪 #SalesSuccess

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Stop over complicating your sales process. Suspects Exit Criteria - Your ICP Prospects Exit Criteria - Those who engage. Qualifying Exit Criteria - Confirm ICP, understand their use case, and they accept 2nd meeting. They have told you who the skeptics are Discovery Exit Criteria - Understand Economic Impact of their use case(s) and they are willing to bring others into the conversation Selection Exit Criteria - You are speaking with a real decision maker. You have been short-listed. Know competitors, Start to understand approval process and players. Commercials discussion Negotiation Exit Criteria - Confirm commercials and redlines begin. Cannot move to closing unless all redlines and commercials are confirmed. Closing Exit Criteria - No more commercial conversations, Send contract for signature, know when you will get signed contract back

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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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AI SDR companies have a real churn problem. (Including us!) Reason is obvious, most of these solutions cost more than they generate in new sales. Your offer needs to pay for itself in the first 6 months of your customer using it. If this isn’t true for your startup, stop what you are doing and solve this first. There are four ways that any startup product delivers value. You can help your customers: Make more money Save more money Move faster Reduce risk All great startup products do at least one of these really well. The best one is the first one - if you can demonstrate that your product makes more money than it costs, you are building something special. It takes work to measure this, even if your customers are happily using your platform. At Gepeto, we call this phase “house money”. It means that we have paid for ourselves with the sales we generated for our partner. We are constantly challenging ourselves on how we can make this payback period happen faster. For B2B software, a payback period of 6 months is good. 3 months is great. 1 month is world-class. Is this something you measure with your solution? What is your payback period? Curious how you prioritize this metric!

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We see 300 candidates before hiring a sales rep... And you all know the kind of reps we've had at Apex Revenue and TitanX (formerly Phone Ready Leads®) 2800-3500 dials per month per rep 650-800 connects per month per rep (thanks TitanX (formerly Phone Ready Leads®) 130-180 activated leads per month per rep 30-55 meetings per month per rep on phone only Here is our hiring process simplified: - Apply (this is either through a job ad or through a linkedin post) - Must cold call the hiring manager after that - We reject every single candidate NO MATTER how good they are. Why? I want to see how they handle rejection. If they fold like a lawn chair. Bye. If they push back or don't take 'no' as an answer we move them on. - Trial by fire day (session 1) -- Script and message handed to them. Role Play with hiring manager. Role Play with another rep on the team. Get coaching. See how they apply it. - Trial by fire day (session 2) -- Hit the phones with actual prospects. Load them up in FrontSpin, feed them scored data through TitanX (formerly Phone Ready Leads®) so they can be in a conversation within 2 minutes, use the script, see how it goes. Ask them how they feel, ask them what they didn't like, take some coaching... wash, rinse, repeat. Are they taking coaching? Are they getting better? - Culture call -- they meet with the other reps on the team to see if they fit. The candidate could rush everything but if the team rejects them, we reject them. They know what is required by their peers. - Offer call When we were running Apex, 1 single SDR was doing the output of 8-10 reps. The entire time we ran Apex we had 1 (yes, only 1) rep quit and he quit in his first week. Now, nearly every single one of the reps that we had at Apex before we pushed all of our eggs in the titanX basket are AEs, Revops leaders, #1 performers, or running their own company. Why won't most companies do this? They won't make someone cold call them They won't reject every candidate no matter what They won't role play They won't force someone to make cold calls in the bullpen in front of you They don't trust their other reps to vet the candidate... trust your team. They know what it takes.

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Looking to bring on a Sales Rep?! Take a look at the below reps FlanStaff is representing! SaaS Sales Leader - Virginia/Remote ICP: Mid Market looking to grow into Enterprise - “SMB is a walk in the park” Industry: SaaS President’s Club: 7x - Always ranked #2 or #1 on team each quarter OTE: 200K+ Selling Style: Challenger Average Deal Size: $50-$150K Sales Lifecycle: Normal 2-6 months - comfortable with up to 12 months Director, Business Development - Austin, TX/Remote ICP: Enterprise Industry: SaaS - eCommerce - Digital Experience  President’s Club: 5x President's Club Winner OTE: 170+ Team Builder: Grew BDR teams from 3 to 30. Managed 10 direct reports  Leadership Style: Servant Leadership Sales Account Executive - Remote Only ICP: Selling into large companies and residential currently.  Industry: Looking to break into SaaS President’s Club: 2x - Always top ranked company wide each quarter OTE: $150K Average Deal Size: $1K with a $2m goal!  New Logo or Upsells: Both; booked own meetings and hunted new logos while nurturing existing customers Sales GTM Strategy - Remote ICP: SMB/Mid-Market Industry: EdTech - Cyber  OTE: $120K+ Product Background: Familiar with Cyber and Product Management  Partnership Champion: Spearheaded strategic grant proposals valued at $1-5 million each AE Director - Connecticut/Remote ICP: Done everything from Enterprise to SMB  Industry: SaaS - Goodness Solutions OTE: 200K+ Average Deal Size: $50-60K+ Team Builder: Familiar with recruiting, training and coaching high performance teams  New Logo or Upsells: Main focus Net New Logos Account Executive - DFW, TX/Remote ICP: Mid Market to Enterprise Industry: SaaS - API OTE: $200-$250K+ Selling Style: Challenger and MEDDIC Team Leader: Managed teams as large as 30 in the past  New Logo or Upsells: Loves to Upsell, has hunted new logos for years AVP Enterprise Sales - KS/Remote  ICP: Mid Market to Enterprise Industry: SaaS - InfoSec Base: $300K+ President’s Club: Makes it every year!  Team Builder: Recruited and Managed 25 BDRs. Was a producer while leading  New Logo or Upsells: New Logo Hunter Regional Sales Director - Raleigh/Remote - Staffing Professional ICP: Both Enterprise and SMB - ran himself mid market   Industry: SaaS (Comes from a Staffing Background) President’s Club: top 15% producers 8 straight years  OTE: +$250-300K Selling Style: MEDDIC Managed Team: 25 sales team - roughly 35 recruiters under him - $75m 300+ active clients Vice President of Enterprise Sales - Bay Area/Remote ICP: Enterprise Accounts - 90% - - 10% SMB healthcare and insurance  Industry: SaaS President’s Club: 10+ Years OTE: $400-450K open flexible  Selling Style: MEDDIC last 7 years - trained in Force Management Command of the Message  Leadership style: Transformational Coach  Highest Total Direct Reports: 50 under his umbrella #SalesRecruitment #SaaSCareers #TopSalesTalent #SalesLeadership #TechSales #SalesJobs #CareerOpportunities #HiringSalesReps #B2BSales #SalesExcellence

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$8.1M in pipeline for a Series A healthtech co. in 6wks Here's how we did it with 1 BDR and systems. The client said they were struggling with leads What they were actually struggling with: • Competitors could easily put their name on messaging. • They were automating outreach like everyone else. • They were struggling with inconsistent positioning. • They glossed over their GTM motion. We took a different approach: • Human intelligence over automation. • Revenue operations fundamentals. • Revenue marketing strategy. • Scaled down tech stack. • Precise segmentation. The problem? • They treated all "providers" the same. • Generic messaging missed crucial nuances. • Engagement and conversion rates sucked. Our approach: • Redefined the "provider" category. • Segment by specialty and sub-specialty. • Develop tailored messaging for each group. • Taught social selling basics. • Cut off mass automation. We dug deep: • Sifted through industry benchmarks. • Gathered data on practice-specific KPIs. • Built business cases for each sub-specialty. • Addressed operational and financial outcomes. Our secret weapons? Perplexity and Telescope • Used these for persona-specific research. • Empathy maps + customer journey for EVERY persona. • Built out persona specific account approaches. • Opened the whole buying committee. • Uploaded directly to CRM for BDR reference. We systemized everything: • Lean tech stack focused on revenue ops. • Integrated call transcripts and outreach data. • Analyzed and refined strategies in real-time. Copywriting got a makeover: • Crafted messages based on empathy maps. • Uploaded scripts and FAQs to JustCall. • Enabled real-time conversation adaptation.    The tech stack was slim: • Lavender 💜  for optimized email crafting. • Close CRM and JustCall integration for consistency. • Clay insights available at every touchpoint. The results? • $8.1M in pipeline. • Higher engagement rates. • Increased conversions. Our edge? • Healthcare expertise. • Precise segmentation and messaging. • Systemized, quality-over-volume approach. Tools that made it happen: • HUMANS (not robots) leading campaigns. • Perplexity for up-to-date healthcare trends. • Telescope for refined prospect lists. • The Org to unlock buying committees • MillionVerifier for email validation • Clay for persona enrichment • CloseCRM as our central data hub. • JustCall for personalized cold calls • Lavender for crispy copywriting. The takeaway? • Generic approaches don't cut it. • Tailored strategies drive real results. • Human touch + smart tech = winning combo. Want to unlock revenue today? Then you need to work with experts. Shoot me a connection and a DM if you want to see the flow.

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Discovery calls can sometimes feel like an interrogation - you grill the customer for info and they tell you about themselves and their business. But it shouldn't be that way. Discovery is a conversation - a collaboration. You need to involve your client and build a sense of shared ownership, which is key for a strong foundation of trust and long-term relationships. Here are essential practices that can transform your discovery calls into a tool for closing deals: 1️⃣ Ask the right questions. Demonstrate your expertise by asking insightful questions that encourage thoughtful answers. This approach deepens your understanding and solidifies your position as a trusted advisor. 2️⃣ Align your questions with the buyer's role. Customize your questions to reflect the buyer's current role and industry knowledge. This alignment helps in avoiding frustrations and enhances engagement. Once you identify a prospect's job title, understand their Critical Business Issues (CBIs) by repeatedly asking "Why?" until you uncover the core challenges. 3️⃣ Listen actively. Effective discovery involves deep listening—aim to understand not just the words but the underlying needs and emotions conveyed by your buyers. Steer clear of close-ended questions and utilize expansion questions to explore your client’s pain points more deeply. 4️⃣ Continuously re-validate information. As priorities and situations change, updating the information you gather regularly is vital. Employ tools like a Situation Slide to record each situation accurately, keeping your approach relevant and informed. 5️⃣ View discovery as a process. Understand that discovery is not a one-time event. It's crucial to continually adapt your approach based on the buyer's evolving needs and circumstances. Implementing these practices can significantly enhance your discovery process, leading to more successful outcomes. Gain a deeper understanding of the customer's situation and uncover hidden needs and opportunities. If you're looking to elevate these skills further, Great Demo! offers specialized training and support to refine your techniques and maximize the effectiveness of every sales opportunity. Send me a message!

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SDR vs High Performing SDR 3 key differences that will get you promoted 👇 High Performing = Stays consistent & disciplined SDR = Process changes everyday High Performing = Extremely coachable SDR = Tries to do it all alone High Performing = Taking ownership of targets & weekly meetings with AE SDR = Let's AE run meetings & check in on target What are the other key differences that are important? #sales #sdr #bdr #ae

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