Nick Morrone

What a year & quarter the GTM team has had here at Hirewell! Below are some highlights. If you are looking for your next Sales or Marketing gig, you know where to find me. If your company needs help hiring on the sales or marketing front, you also know where to find me ☺️👏 Here's to Q4!

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One question I get every time: "What makes Covert Recruiting stand out from the rest?"  Let me break it down. There are nearly 500 recruiting companies in Chicago alone,  but here's why we’re different—and, dare I say, better. Your business has unique needs, and that’s why we offer a wide range of services. We’re not a one-size-fits-all operation like some of the big guys.  Whether you need direct hires, long-term project support, or something in between, we’ve got you covered. As a founder, I understand that you're great at what you do, but hiring might not be your strong suit. That’s where Covert Recruiting comes in. Just like I’m NOT a web dev but managed to get a dece website up, you don’t have to be a hiring expert—that’s our job. We’ve spent years working with professionals in digital marketing, accounting, finance, product development, nonprofits, and healthcare—pretty much every field you can think of. If you need help with your hiring, give me a call, and let’s get the right people in place to help your business thrive. [email protected] #jontent

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𝗛𝗼𝘄 𝘁𝗼 𝗦𝘂𝗰𝗰𝗲𝗲𝗱 𝗶𝗻 𝗦𝗮𝗹𝗲𝘀 𝗪𝗶𝘁𝗵 𝗮 𝗣𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗣𝗿𝗼𝗳𝗶𝗹𝗲 ⚡ LinkedIn is a powerful sales tool, but standing out in the glut of connection requests and profile searches can be challenging. You're not the only one. This is where countless salespeople struggle. But if you don't solve it, you might never be able to unlock the full power of the professional social network. Fortunately, not all is lost. These 6 strategies can help you craft a powerful LinkedIn profile on your way to sales success: 1️⃣ Choose a profile picture and banner image that create a great first impression. The more professional and aligned with your brand, the better. 2️⃣ Craft a compelling headline that communicates exactly what you do in as few words as possible. 3️⃣ Write a strong summary that highlights your career accomplishments and USP. Focus on keywords your audience might be looking for. 4️⃣ List your work experience, focusing on the experience that's most relevant to your audience. List specific examples where you can. 5️⃣ Pay attention to your skills section. This is where you can showcase skills that matter to your target audience and align with your goals. 6️⃣ Engage your network. Instead of treating your profile like a resume, participate in groups, comment on posts, share relevant content, and leverage the full capacity of this social network. That's how you can stand out in even the most crowded environment. Follow these steps, and you'll be shocked how many more connection requests and audience engagements you get. Over to you. What strategies do you use to engage with your LinkedIn network? Which of them have been especially successful for you? #sales #success #strategy #linkedin #engagement #connection

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Starting out with BD... How many calls should you make in the week? ZERO. Here's how to make a better start... 💫MONDAY: WHO (AM) Map target companies: Get specific! West Coast, SaaS vendors with 100-1000 employees isn’t a niche (PM) Identify target contacts: Create a list of people, not companies - 3 people per firm. If you can’t find three people to sell to in every business leave it. 💫 TUESDAY: HOW (AM) Map your process Emails, calls, voicemails, video’s, voice notes, texts. Schedule when and how you’ll reach out. Then set up the system. (PM) Set an objective: Watch playbacks of your colleagues meetings. Decide what works. Focus on booking quality meetings and why. 💫 WEDNESDAY: WHAT (AM) Create your content: A 7 step email sequence takes me hours to write and I know what I’m doing. A rookie will take a day easily. (PM) Map your cold call script: Yes, script. If it's your first time flying a plane, at least read the instructions. 💫THURSDAY: WHY (AM) Create awesome questions for meetings. Map how you'll get a client from their problem to your solution. (PM) List out the likely objections Practice handling them over and over and over. Aim for muscle memory. 💫 FRIDAY: WHEN (AM) Practice Practice on a colleague. Practice on your own. Practice. Practice. Practice. (PM) Review the plan THATS IT. YOUR ACTION PLAN FOR WEEK ONE. 99% of recruiters don't have a sales process. They struggle to win high-maintenance, low-paying clients with hard to fill roles. Join the 1% Check out the featured resources in my profile. —————— The video shows the Resonant OS. A playbook consisting of 12 Chapters on everything you need to consistently and confidently win new business. Starting with your sales Culture.

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𝐖𝐡𝐲 𝐂𝐨𝐥𝐝 𝐂𝐚𝐥𝐥𝐢𝐧𝐠 𝐨𝐧 𝐅𝐫𝐢𝐝𝐚𝐲𝐬 𝐢𝐬 𝐚 𝐒𝐞𝐜𝐫𝐞𝐭 𝐒𝐚𝐥𝐞𝐬 𝐇𝐚𝐜𝐤 𝐘𝐨𝐮’𝐫𝐞 𝐏𝐫𝐨𝐛𝐚𝐛𝐥𝐲 𝐌𝐢𝐬𝐬𝐢𝐧𝐠 💭 🤔 𝐋𝐢𝐠𝐡𝐭𝐞𝐫 𝐰𝐨𝐫𝐤𝐥𝐨𝐚𝐝 = 𝐦𝐨𝐫𝐞 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲. They’ve tackled the week, so they’re more open to chat. 📲 😊 People are in 𝐅𝐫𝐢𝐝𝐚𝐲 𝐦𝐨𝐨𝐝 — relaxed, dreaming of the weekend. 🤩 …Perfect time to slip in a quick call. ☎️ 𝐋𝐞𝐬𝐬 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧 While others are coasting, you’re making moves! 🏄‍♂️ Prospects use Fridays to plan next week. 🗺️ Your call could 𝒔𝒑𝒂𝒓𝒌 exactly what they need (hint: it’s your product). End-of-week reflection has them pondering: "What did I accomplish?" "What’s for lunch?" 𝑬𝒏𝒕𝒆𝒓 𝒚𝒐𝒖𝒓 𝒑𝒊𝒕𝒄𝒉. 💥 Don’t skip Fridays—it’s the perfect time to strike before happy hour. 🍻 Now Go Sell Something 🤠 #SalesTips #B2BSales #ColdCalling #FridayWin #prospecting #sales #salesadvice #AE #SellTheHardWay #Call #InsideSales #SDR #AI #TechSales #saas #saassales #happyfriday

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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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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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Recruiting sales talent isn't going down a check list that Dave in rev ops gave you to screen candidates. If you're an internal recruiter and you want to become better and more credible with your sales leaders try these things: 1.) Read up on sales methodology (Challenger, Meddic, Spin)- You'll be able to go much deeper with candidates. How do they prepare? How do they find mobilizers and engage them in a process? The deeper down the rabbit hole you go, the better and more credible you'll be. 2.) Listen to sales podcasts- No, not the jagaloon from the Wolf Of Wall Street or the Crant Gardones of the world, there are tons of really good podcasts that are hosted by sellers in the market that you are likely recruiting from! You'll understand how top sellers think. What motivates them? How to get their attention? You'll have all the ammo you need to apply to your recruiting efforts. 3.) Sit with the current sales team- How are you going to be able to sell the company you represent if you are absolutely lost in the sauce and can't speak to the successes and big things that the current sales team is doing? Sit in on QBRS. Go to lunch with them when they're in town. You'll figure out so many things about the dynamics of the team that you'll be able to figure out right away if a candidate would fit in.

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Are you showcasing why your company is the best place for top talent to thrive? Top sales talent is evaluating you just as much as you’re evaluating them. Too often, companies approach hiring like it’s a one-sided evaluation, expecting candidates to jump through hoops to prove they’re the right fit. Hiring Managers: It’s a Two-Way Street! Competition is fierce: The best candidates have options. They aren’t just looking for any job. They’re assessing culture, growth potential, leadership, and alignment with their career goals. First impressions count: An overly rigid or drawn-out interview process sends a message. If you’re not demonstrating respect, clarity, and enthusiasm, they’ll move on. Engagement matters: The candidate experience during interviews is a preview of what it’s like to work with you. Recruiting isn’t just about finding someone who fits your needs. It’s about creating a partnership where both sides feel valued and invested. Winning talent means proving why your team is worth their commitment. Talentfoot Executive Search and Staffing #HiringTips #SalesRecruiting #TalentAcquisition #CandidateExperience

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Get ready! It's coming this Thursday at 12 MST!! If you are hiring sales talent, this is a MUST SEE! My friend and one of the best sales coaches in the business Kyle Vamvouris has invited me to hold a training session in his weekly live class. I will be presenting The interview blueprint to only hire A+ talent Here is what you will learn: ✅ How to properly prepare for an interview. ✅ A four-step interview process to weed out everyone except A+ candidates. ✅ How to make a successful offer. It's not as simple as many people think. ✅ Much, MUCH more! If you would like to attend, you can just use the link below. https://lnkd.in/gGR3QcXq

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Hiring sales reps doesn’t need to be difficult We’ve created a platform that allows anyone to hire vetted sales professionals in as little as 10 minutes for less than $500 on average Go to tryclosify.com to get started today 🤝🏽

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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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She's moving into leadership. Even though it will come with a pay cut. I spoke with a top account executive recently who wanted to get into leadership... But she was struggling with the prospect that she would most likely make less total compensation the first year or two. For many top sales professionals... the move from an individual contributor into leadership is a tough transition. Because they're making great commissions. And that first year or two probably means slightly less money. So why do it? → For some, they realize they prefer to forgo leadership to retain their ability to control their income based on their own personal efforts → For others, leadership is a calling... its own reward even if the $$$ payoff is less in the short term → And for some... it's a necessary step to their ultimate career destination and pursuit of the C-suite. What do you think? Have you ever taken a pay cut to step into a leadership role? 

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If you are on the hunt for a new sales role. Here's a little pointer that may just help. When updating your resume, don't just focus on sales figures. Include some or all of the following points: ✅ Conversion rates ✅ Average deal size ✅ Revenue closed ✅ Sales cycle length These aspects provide a really good comprehensive view of your sales metrics And when you showcase them Potential sales leaders get a more thorough understanding of your capabilities. What else would you add? #SalesRole #TopTips #SalesMetrics

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How not to get an SDR job. Part #5 Miss a scheduled call time and then call back repeatedly at a later time (of your own choosing) to try and have the call again. Instant "no" from 99% of leaders we work with. Including me. Missing a call isn't great but it happens, even by myself. How you act to correct it, is what separates a future SDR. #sdrrole #sdrhiring #saleshiring #salesrecruitment

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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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Did you learn from the last time? We just partnered with a company that is hiring a technical regional sales person in Q2 of next year. We're having the discussions NOW around who they're looking for, strategy, ideas, etc. Because their last hire took a few months longer than expected. They are smart, learned from the last time and are putting the pieces and game plan in place now which includes us supporting them. This is the opposite of what most companies do. They worry about it when the time comes OR try to figure things out when the role has been posted and vacant for months. And they continue to do this for every new opening. Never thinking ahead, never getting ahead. Everything to do with hiring is reactive. When you're proactive you can map out the market, build the right strategy, make adjustments, and create candidate pipelines months in advance. Sometimes hiring leaders greatly underestimate how long it will take to find the right fit. Especially in niche markets with smaller candidate pools. Companies needing December or January hires haven't even started planning yet. They'll be calling in March wondering why they can't find anyone. Pro tip: If you feel like it's "too early" to start planning for your next hire, that's probably the right time to do it.

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🌟 Trending Topic Tuesday: The Workforce Debt Dilemma 🌟 With 73% of U.S. workers facing debt, financial stress is reshaping the workforce. Over half are exploring side hustles to stay afloat, while rising financial pressures and job security concerns weigh heavy. Integrity Staffing tackles these challenges with an associate-first approach: ✅ Day-one full-time benefits ✅ PayActiv for early pay & emergency support ✅ Uber Rides to Work via PayActiv ✅ Onsite coaching for engagement & support These programs improve lives, boost productivity, and reduce turnover. 💡 Investing in your workforce isn’t just right—it’s smart business! Let’s chat about how we can support your team. #TrendingTopicTuesday #AssociateFirst #WorkforceSolutions #FutureOfWork

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