Michael Schnitker

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

262

36 Comments

GTM pros looking for a pre-IPO SaaS firm   Remember:   Funding doesn't = good culture Pre-IPO doesn't = smashing your quota Hiring lots doesn't = endless opportunity Equity doesn't = retirement plan   Some vendors look great on paper but internally it's a car crash. Don't avoid these type of firms - They can be life changing. But do your research first. Don't be blindsided into taking a crap job. #techsales #gotomarket #saasrecruitment

74

5 Comments

Unpopular opinion - SDRs shouldn’t even have a license for your data provider tool. Why? It’s a complete time suck each day if they are searching for companies and validating their own prospect contact info. I’m talking a potential outbound quota of 5 bumped to 10 each month if they have a team pulling this data for them. This is the biggest lesson I’ve learned these past few months.

242

61 Comments

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

18

4 Comments

It’s not that #revops isn’t necessary. It’s that the people hiring for it seem to be the exact people who are going to have a layoff in 12 months. The pattern seems to be 1) raise some cash, hire a shit ton of revenue resources to scale 2) ‘oh shit, what a mess, let’s hire someone to help us make sense of it’ 3) ‘ohhhhh the mess meant we didn’t know what we were doing. Let’s start by laying off the ‘cost center’. The sales people get to stick around no matter how big the shitshow because a) they can be a ‘revenue center’ b) the last round was raised to hire sales people, not ops people. You can’t go back to the board and say ‘I laid off the people I raised the round to hire’ These layoffs are starting to get ridiculous given the caliber of talent I’m seeing laid off. I think this talent needs to start seeking out a different title. Same impact, different framing. Probably growth marketing? #endOfRant #comingAtYouFromRandomBarcelonaSidestreet

92

20 Comments

2021 Unicorn CRO: - Hire more reps, hire more SDRs, hire more everything - I have a Partnerships Manager but I have no idea what they do - Hit the number at any cost - I have no idea how to calculate CAC - Why should my comp plan include a margin component? - If we hit the number, we hit the number - It’s about me and my special talents as an inspiring leader - Let’s get into every market and every customer type - We’re going to conquer the world! - Their advice to the CEO: “Take the money at the highest valuable possible. What could go wrong?” 2024 Donkey CRO: - We’ll route our leads to a small number of very talented sellers - Partnerships and ecosystems are fundamental to our GTM motion - We have to hit the number at the right cost - I actually corrected the CFO’s model because I found a flaw in it - I should be paid the same way every other exec should be paid - Revenue generation is a team sport - Let’s stick to our knitting and 3x down on our core market, there’s still lots of customers left to sell - Their advice to the CEO: “Let’s get profitable and avoid having to raise any more money ever” Efficient profitable growth is the only path forward in today’s economy. Remember: Date a unicorn but marry a donkey!

656

69 Comments

An AE on my team has a 37% win rate 😳 Here's how he does it: It all starts with his discovery call. 𝗪𝗵𝗮𝘁 𝗵𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗱𝗼: 1. Be late 2. Interrogate 3. Hold back pricing 4. Not show the platform 5. Show up without research 6. Ask a lot of open ended questions 7. Leave it up to prospect for next steps 𝟵 𝘁𝗵𝗶𝗻𝗴𝘀 𝗵𝗲 𝗱𝗼𝗲𝘀 𝗶𝗻𝘀𝘁𝗲𝗮𝗱: 1. Shares pricing on the first call. Simply a range and the levers that can influence it. So the prospect knows exactly what to expect when it comes to pricing. 2. Asks bucket questions that demonstrate subject matter expertise such as: "Typically CXOs I speak to have the following priorities... [insert priorities] is that the same for you or is something more important at the moment?" 3. Recommends next steps. Is detailed, specific and shares the value: "Hey Jill, looks like we're in a great position to help with X, based on that do you mind if I make a recommendation for next steps here?" 4. Actively listens and leans in when he hears something important. Doesn't follow a strict discovery process: "Hey Jill, it really stood out to me when you said X, can you tell me more about that?" 5. Summarizes what he hears. So the prospect feels heard. "Hey Jill, thank you so much for sharing. Here's what I'm hearing so far... [insert summary] did I get everything correct? 6. Shows the platform on the first call. A teaser demo. Uses this to build interest for setting the next step he recommends. "Hey Jill, we have a little time here. Let me show you exactly how we'd solve your priority of X". 7. Schedules the next call live. Doesn't leave it to the customer or to figure it out over email: "Hey Jill - That's great. Do you have your calendar open?" 8. Discovery is all about the buyer's priorities and challenges. He doesn't run through a laundry list of questions. So his conversations always feel "buyer focused" and not a one sided sales experience. 9. Matches the buyer's urgency. Some founders want to go super fast. He aligns with that and gets them going on the platform at lightening speed when it makes sense to. 𝗞𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Don't make the discovery call all about you and what you need to know. Think deeply about how to provide a great experience for your buyers, and at the same time, differentiate yourself from competitors. Instead of following a rigid checklist like BANT or MEDDIC that are one sided and leave prospects feeling frustrated. And watch your close/won rates soar. - Mike G 👉 Join 9,000+ sellers getting my (free) sales newsletter here: https://lnkd.in/gwQVvVBK

865

91 Comments

Great post, Michael H.I I couldn’t agree more with this list—success as an AE is all about nailing the fundamentals. #7 (Never stop prospecting) and #10 (Use the phone) resonate with me the most...Creating your own opportunities and strengthening relationships through direct communication are game-changers for consistent success. What about you? Which one stands out most, or would you add something to the list? Let’s hear it! 🚀 #GrowthMindset #Sales #SuccesMetrics

17

2 Comments

And just like that, the $930K DocuSign was complete. 2 days before year end.. But I was scared shitless that I was going to lose the deal. It was a 10 month sales cycle, but for 2 months, I heard nothing. No email response. No phone response. Left me there high 'n' dry. However, I know they were still interested. How? They were poking around the digital sales room I created for them. Here's what I created: → I created a custom page for their company → Added assets of our differentiators vs. competitors → Added a link to our infosec page to streamline the security process → Added blogs, articles, and content after each call that was relevant to their pain and questions → Added use cases from similar companies → Added the business case/doc from our calls for them to refer back to → I TRACKED EVERY LITTLE ACTION & LEVERAGED IT FOR NURTURE Here are the best ones on the market: https://lnkd.in/dKfukcPC

286

32 Comments

There's been a lot of chatter on LinkedIn over recent weeks and there seem to be two very specific camps that are forming. Camp 1 believes that outbound sales is dying, that SDRs are becoming dinosaurs and soon will be extinct. Camp 2 acknowledges that Camp 1 exists if a team doesn't adapt to the new selling strategies and business buying habits in today's economy. Buyers want to do the vast majority of their own research and limit the contact with the sales team. That's OK! There is a way to still navigate those sales opportunities without alienating potential buyers. In today's sales economy, it's crucial to recognize the evolving dynamics. Sure, modern buyers prefer self-guided research, minimizing direct interactions with sales teams. However, this doesn't render outbound sales obsolete. Instead, it necessitates a shift in approach. Successful sales teams understand the importance of adapting to changing buying habits. They leverage technology and data analytics to tailor outreach, offering value-driven interactions that align with the buyer's journey. Rather than inundating prospects with unsolicited pitches, they focus on building meaningful relationships through personalized engagement. In essence, the role of SDRs isn't disappearing; it's evolving. They remain essential in driving revenue growth, albeit through refined strategies that prioritize buyer empowerment and relationship-building. Which camp are you in? #B2BSales #OutboundSales #SalesDevelopment

9

2 Comments

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

626

57 Comments

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.....

1

5 Comments

I am looking to add AGGRESSIVE SDRS to my candidate pipeline 😋 call me 5x in a row 😋 leave me a voicemail that gets my attention immediately 😋 text me, send me voice notes (love pics of pitbulls) 😋 hit me up on multiple channels 😋 send me a cal invite with an agenda 😋 make sure you have your email, phone & linkedin in your signatures 😋 peep my featured content & multi socials & use it against me 😋 send me your fav 30 Minutes to President's Club epsode & your key take aways 😋 use the post in the comments below to builds relevancy 😋 GET NOTICED chances are I have multiple idea$ for you and ill use how your prospect TO ME as examples of how you work to the sales execs & founders I work with #sales #salesjobs #salescareer #followup #intentional #foundingsdr #longtermrelationship #sdr #salesdevelopmentrep #remotesdr #bdr

33

10 Comments

I mentioned before: 75% of SDR candidates can be flagged as a bad fit with just two questions. 1. Company Knowledge – 50% fail here (see previous post). 2. Process Explanation – Another 25% gone (see previous post). Now, the third question digs even deeper: "Explain why you left your last three roles." For SDRs, job-hopping isn’t unusual, but there are typically two reasons for it: They’re superstars who hit the ceiling. Or... they never hit quotas. Most candidates will claim it’s the first. But when I see a pattern of one-year stints, here’s what’s often happening: – First 3 months: Onboarding excuses for no results. – Next 3 months: Slight improvement, but still no quotas met. Managers hold out hope, not wanting to start over. – Next 3 months: Poor results are written off as seasonal, and the manager keeps hoping. – 9-12 months: Everyone finally realizes it’s a mismatch; the SDR either quits or gets fired. So, when I see back-to-back one-year tenures, it’s usually a sign they weren’t hitting quotas. On the flip side, an SDR with 2+ years at a company? That’s often a strong performer. This third question takes a little more digging, but after hundreds of SDR interviews across 20+ countries, we’ve built a network of unicorns—SDRs who maxed out at their last company and are ready for a new challenge. DM me if you’re looking for an SDR who’s reached their peak and is ready to hit the ground running for you.

5

2 Comments

"I feel used for free consulting." I'm hearing this more and more from senior candidates interviewing with startups. It's typically a 'build' hire, they're interviewing with a company looking to uplevel their sales org, or CS org, or Security org, etc. The hiring company will request a presentation of their plan for success. Candidates will invest time in creating something, leveraging their years of experience and knowledge, and after presenting, will hear that the company decided to go in a different direction, or not invest in this hire. I can see why candidates perceive that companies are more interested in stealing ideas than hiring. Of course, the candidate who got hired (if one did!) does not typically feel this way, so that's nuanced. I absolutely see why companies incorporate this into their interview process, but I think etiquette is very important: 1. Never screen or voice record the presentation. I think asking for permission is cheeky enough, doing it without consent is unacceptable 2. I understand why you may want the slide deck or notes but only ask for them if you have positive intent 3. If you want more context, or evidence, or notes, be transparent about where your head is at with the hire - Someone may not want to share more if they're not in the running!

28

Most SDRs have no interest in being top performers. They want to work strictly 9-5, leave early on Fridays, phone some days in, etc. Keep in mind people enter the SDR role with the intent to succeed. They want to: →Become AEs →Go to Manager →Find a new career path So how do they end up faltering in the role? It’s leadership's fault. (Hint: You’re not paying attention to what they want.) Most orgs don’t give SDRs a reason to do more than hit quota. They think SDR performance is primarily driven by: ❌KPIs  ❌Money  ❌Activity blocks But remember what SDRs want the most. A career path. They want to: ✅Become great closers ✅Lead people ✅Find better work life balance The SDR role is a means to an end. So when there is no light at the end of the tunnel, money and KPIs don’t matter. Ask your SDRs on day one what they want out of the role. Align the right incentives to the behavior, then: Promote top performers FAST. Everyone will notice.

67

3 Comments

One thing I hate about LinkedIn is "trends" and people just chatting absolute 💩 to get engagement. The latest is "Outbound is dead/dying". The latest version of "cold calling is dead". Yes, SDRs aren't hitting their numbers, yes SDR hiring growth is down. You think no company is going to ever make a cold call again or send a cold email? Get real. If someone posts that absolute garbage, unfollow them. It'll never die. Either: you / your company sucks at it or it's evolving. I hope for your sake, it's the latter. #hottake

50

33 Comments

How my clients secured 5 x CSM roles worth $563,000 in May (without networking): In May, 5 people secured remote CSM roles with me (Associate CSM to enterprise CSM). This isn’t your typical #CSM GURU posted how “A” secured a $420,000 OTE CSM job after transitioning from selling lemonade on the sidewalk. (do you guys really fall for that?) No. This isn’t the “anyone can transition into customer success” No. I’m not here to tell you this was a walk in the park. No. I am not afraid to show salary and dates. No. I don’t want no scrubs (or networkers) 👇 Let’s break down these clients success one-by-one: Diane got 2 offers in 24 days, 110K base (5 Year CSM) John got 80K base CSM role (2 Year CSM) Brian got 97K OTE CSM role (Sales to CSM) Chris got an 105K base CSM role (3 Year CSM) Laura got a 180K OTE CSM role (5 year CSM) All these clients used my FIRE framework to stop their never ending unemployment struggle. Oh these are also ALL remote jobs 🎉 This is what we do to get them back to a stable life: 1. A 10 year Tech recruiter re-writes their resume, cover letter, and linkedin (not outsourcing your resume to a writing company, yup they do that 😘)     2. Used auto-apply tools to save you time and energy     3. Job boards that are updated every 6 hours to wake up with jobs ready to apply to     4. 1:1 sessions with myself and the recruiter to understand their talk tracks, walk through their stories     5. Re-ignite their low confidence to get back to sky-high     6. Negotiate their salary to ensure they get what they deserve Don’t you worry, don’t you worry child. Noah has the proof for you ✌️ So, If you’re a CSM who: -Wants to increase their interview confidence -Wasted months of time on networking -Sick of seeing your savings dwindle -Think the Guru’s are fake (they are) -Tired from the mundane applying -Not living the life you want -Want your confidence back -Want to work with a CSM -Work with a recruiter -Finally take action 𝗧𝗵𝗲𝗻 𝘀𝘁𝗼𝗽 𝘀𝗶𝘁𝘁𝗶𝗻𝗴 𝗮𝗿𝗼𝘂𝗻𝗱 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲 𝗮 𝗺𝗼𝘃𝗲. DM me the word “JUNE” and i’ll send you the details 4/5 spots taken for June (then you have to wait till July) Remember, If you could land your dream CSM job alone, you would've already.

53

16 Comments

Discovery call transcript: “Our problem is poor cold call talk tracks.” “What metric are you using to measure that?” “Meetings booked.” “What is your connect to meeting booked rate?” “18%.” “What percentage of meetings are held?” “90%.” “And your dial-to-connect rate?” “2%.” “It sounds like you need more connects.” I'm surprised by how often prospects are absolutely certain the problem is X, when in reality once you start peeling the onion it's Y. How does that compare to your experience?

32

11 Comments