Nikki Ellis

Most AE's aren't cut out for leadership. Now, more than ever, I am seeing leaders move back into IC roles after they were thrust into leadership roles with no enablement during the GAAC era. Go figure... It wasn't until a more challenging market where everyone started waking up and understanding that your ability as an IC is only a fraction of what is required to succeed as a revenue leader. I get it, in a sales career, you are told that the only way to progress is to become a leader. But here's the thing, the fancy title actually comes with a vastly different skillset requirement and new levels of pressure. - It's no longer about you - It's always about the team - It's your fault if you miss quota - The team gets all the credit when you overachieve - You now report to C level, founder or board = DEMANDING - You'll probably earn less than the top performing IC's Oh, and if you do get your company to the next revenue milestone, the board may have different ideas for who the new leader should be for the next stage of growth... The title is nice, sure, but know that constant development as an IC may be your best way forward. And that is great, too! Let's stop glorifying leadership as the best way to progress your career as an IC. What do you think?!

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Most AE's shouldn't progress into leadership. Now, more than ever, I am seeing leaders move back into IC roles after they were thrust into leadership roles with no enablement during the GAAC era. Go figure... It wasn't until a more challenging market where everyone started waking up and understanding that your ability as an IC is only a fraction of what is required to succeed as a revenue leader. I get it, in a sales career, you are told that the only way to progress is to become a leader. But here's the thing, the fancy title actually comes with a vastly different skillset requirement and new levels of pressure. - It's no longer about you - It's always about the team - It's your fault if you miss quota - The team gets all the credit when you overachieve - You now report to C level, founder or board = DEMANDING - You'll probably earn less than the top performing IC's Oh, and if you do get your company to the next revenue milestone, the board may have different ideas for who the new leader should be for the next stage of growth... The title is nice, sure, but know that constant development as an IC may be your best way forward. Leadership roles in SaaS scale up world isn't for the feint hearted. Let's stop glorifying leadership as the best way to progress your career as an IC. Agree?

15

6 Comments

I nearly had a mental breakdown. It was at my first Sales job in 2008. Over a 3 week span, not only did I not close a single deal - much worse - I didn’t receive a single order from a client. For some perspective, during that exact time, my peers were on a roll. Bringing in 10 - 20 orders and closing just as many each week. They were high fiving. Laughing. Joking. Hugging. Talking about going out for drinks to celebrate. They had every reason to celebrate. They were making money hand over fist! And then there was me. A giant goose egg by my name on the Sales board. Nothing to show for the seemingly endless, fruitless calls I was making. I felt AWFUL. Like a complete and total failure. I couldn’t do anything right. I actually went so far as to convince myself that I’d never get another order again. This is not hyperbole - I actually felt that was a possibility! My brain was scrambled. Anxiety spiked. I was white knuckling the phone. I anticipated rejection before it even happened. Reflecting, I’m certain of three things: 1) My clients sensed my desperation 2) I wasn’t being a team player to my colleagues 3) I was feeling bad for myself and making things worse by telling myself I wasn’t going to succeed I remember this painful memory so vividly it actually makes my heart palpitate as I craft this. Perhaps you can even feel or sense how deflating this experience was for me. Finally… Someone called me back. I did my best to contain my composure. In that moment it was the only thing that mattered. And thankfully I didn’t smother it. I successfully managed to receive what I was given. I was choked up. I felt like crying because I was so broken. My body had been in knots for weeks. It craved a release. The funny thing is I don’t even remember if I filled that order. I like to think I did. But it’s entirely possible I didn’t. This isn’t a story about redemption or the power of perseverance or anything like that, although I did have tremendous success at that organization. This is really just an experience I had that left an indelible mark on me. It taught me that Sales is really damn difficult. Not always. But sometimes. And when it’s tough, it can be really difficult to pull yourself up on your own every day. But that’s what you have to do. Otherwise, you may as well just give in and give up. Maybe this is an anticlimactic ending to you. I don’t know. All I know is that to me, this was and is a very real memory. Yes, it's a painful one. But it’s also an experience I can use as a reference if and when it happens again. #vulnerability #sales #realtalk

14

4 Comments

Let’s talk interviews – they’re the heart of hiring, right? But as companies grow, going from one-on-one chats to a bigger hiring game? It’s tough! Early on, founders dig into interviews, making sure each new face fits the team vibe. But as teams expand, keeping things fair, squashing bias, and making candidates feel great? It gets tricky. That’s where JobTwine jumps in – an #AI-powered buddy here to shake up how you hire. With JobTwine, interviews run smoother, bias gets kicked to the curb, and your hires? They’re top-notch. Check out our video to see JobTwine in action! Calling all #founders and #HR pros who want to level up their hiring game – let’s chat! #Interviews #Hiring #AI #JobTwine #EasyPeasyHiring

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Stop settling for bad CS jobs—ask these questions! Just because they say it’s CS doesn’t mean it is. Last week, I interviewed a CSM currently at a startup that does everything wrong when it comes to CS. Everything, we talk about here on LI every day until we're sick of it 🤢 This CSM was desperate for a way out, but afraid to quit because of the shaky job market. 😬 Sound familiar? My skin crawls knowing that in 2024, companies like this still exist. But here’s the harsh reality: they do. Some companies out there are posting CS roles that are support positions disguised as something they’re not. They talk a big game, act like they’ve got a "well-oiled" CS department, but behind the scenes? 🚨 It's a chaotic mess.🚨 𝗧𝗼 𝗮𝗹𝗹 𝘁𝗵𝗲 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝗻𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝘀𝗽𝗮𝗰𝗲: ✋🏽 𝗦𝘁𝗼𝗽 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝗱𝘂𝗽𝗲𝗱! You deserve better. You deserve to work for a company that respects CS and sets you up for success, not failure. Here’s the good news: not every company is like that. ✅ There are CEOs and leaders who “get” Customer Success. 🙌🏽 To you, I say: THANK YOU! Your efforts are what’s driving this industry forward. You understand that CS isn’t just a “nice-to-have,” it’s a business growth engine. ❌ To those that don't? Well, you’re not just hurting your company; you’re damaging your brand and reputation. But let's get back to YOU, the job seeker. You don’t have to fall into this trap again. 👇🏽 Here are some questions you can ask during your next interview to suss out if a company knows their stuff: How many accounts does a CSM handle? • Who does the CS team report to? • How do you invest in the growth of your CS team? • How does CS, Product, and Engineering collaborate? • How does your company define the role of Customer Success? • What happens when a customer isn’t a good fit for your product? • What indicator do you look at to see that your CS team is performing? • Give an example of how a CSM helped shape or influence company strategy? • Describe a time when CS had to push back on Sales for overpromising to a customer? • What’s your customer churn rate, and what’s being done to improve it? • How are customer feedback and issues escalated and resolved? • Walk me through your CS process from onboarding to retention? • What tools are in place to support the CS team’s work? • What is the average tenure of a CS team member? • How do you measure the success of your CSMs? Ask these, and you'll quickly know if you're walking into a well-structured CS department or a dumpster fire. 🚒🔥 👉🏽 What’s the worst CS experience you’ve ever had at a company? What other questions can you ask to test the CS maturity level? Drop it in the comments! #customersuccess #saas #startups #careercoaching  #CS #CSM #SuccessHacks #customersuccessmanager #lessonsfromanewvp  

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11 Comments

Most of you won’t know till it’s too late The year is wrapping up and companies are going to continue to do layoffs Every org I’ve worked for in the Saas space has now done a round or more of layoffs ultimately affecting people I’m close with Each person saying they’re going to take some time before looking again They got a decent severance and they’re going to use it to rest and recover My one piece of advice to anyone thinking the same thing DON’T WAIT Listen up… Applications and resumes don’t mean shit anymore There are AI platforms people have develop to apply at mass, clogging the application well Which results in screening apps making it nearly impossible to move from a blind application to the intro call Timeline…get ready for the long haul Average time it takes for people to land there next role, 4-5 months With a single interview process taking an average 2-3 months to complete And that’s if they don’t decide to push it, which, rid the season Show up and show off Competition is crazier than ever and if you’re not willing to go the extra mile, bet your ass someone else will If you aren’t networking like a sales person at a SaaS convention, here’s your sign 💢 80% of my interviews came from referrals or intros from connections I’ve made on here 💢 19% came from previous customers or prospects that I built rapport with 💢 1% came from applications I submitted directly…and I applied like it was going out of style No one has ever said “I wish I didn’t connect with so many people” Build now and thank yourself later #hiring

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28 Comments

People that care about UX and productivity for sales people: SDR Managers (god bless you wonderful folks). I do find that most direct managers in Sales aren't polling their employees--especially AE's to find out what's not working, what they are putting up with and not complaining about. There are tons of tools that sales folks are buying on their own dime like Scratchpad, Superhuman, etc. We all care about "giving developers the right tools to stay in flow".. but your revenue team? Sure, leaders need our forecasting tools and enablement systems (maybe)--but ask your team "what sucks about this CRM layout, how does thing work on your mobile device, what things are getting in your way, how much time do you spend clicking around poorly designed tooling interfaces---and what would move the needle for you". As an AE-centric leader, i'm working to put things in place that sure--make folks more productive--but that they don't hate using. What say you? whats sucks in your world? what tools do you buy on your own to deal with your day? or even how should the world work for a day-to-day SDR/AE/Account Manager, etc

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6 Comments

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

10

2 Comments

They didn’t think I would be a fit at Dropbox. Many people on the hiring committee at Dropbox were hesitant about me, my abilities, and my fit at the company. If it were up to them I wouldn’t have gotten the offer to join. I would learn this a few years after joining Dropbox. That my hiring manager at the time was a “no” on hiring me. There were others who were also skeptical. Maybe I was too much of a big company guy coming from Google. Perhaps I didn’t have the slick polish of other candidates they were looking for. Regardless of what it was, my offer to join Dropbox barely happened. And I only got the job because Dropbox’s first sales hire, Cailen DSa, went to bat for me and insisted I had what it took. From what I heard there was some intense debating but one of the cofounders, Arash, ultimately took a bet on Cailen’s passion and zeal for my candidacy. Fast forward in my four years at Dropbox I had closed their first major F500 logos, helped open the New York office, and mentored countless sellers who were looking for enterprise sales guidance. The Dropbox network is also supporting my business today in a big way. Many founders I work with have come through connections I’ve made selling Dropbox to enterprise organizations (Thank you ex-Dropbox VC friends!). Morals of the story? ✔ Throughout your career, there may be more doubters than supporters. Many will not see your strengths and cannot connect the dots of what you’ll accomplish. Don’t let that discourage you from taking a leap. ✔️Keep your close friends close. Regardless of the situation or state that you’re in, there are some who will stay by you and support you through thick and thin. Be grateful to the few who have and will forever remain your cheerleaders. ✔️Take bets on people who don’t “fit the mold”. I love underdogs and outsiders. They understand the grit needed to succeed and rarely have had things given to them. Look for and surround yourself with individuals who have the hunger to succeed, despite being in rooms where doubt and skepticism are pervasive. What's your story of a path that went almost untaken but that has changed your life forever? #dropbox #enterprisesales #lucky #grateful

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74 Comments

Stop conducting top down interviews when hiring your next AE. Use these 4 principles when hiring: Too many businesses do the following in a very competitive market: - Only have senior stakeholders run interviews - Don't allow space for the candidate to ask questions - Give generic/minimal feedback - Have the process take 6+ weeks Here are the 4 core principles you should adopt when hiring your next AE after overseeing 500+ GTM hires at Nobel: 1. Include peers/SDR's & AE's in the process ↪This will give your team ownership and a stronger sense of unity ↪This will give the candidate more real insights & build trust 2. Create an ''Ask Me Anything'' round ↪ This will give the candidate more relevant info for them ↪ This will create a more personal interview experience 3. Give personal and extensive feedback ↪This will give candidates a positive experience ↪This will increase the chances of getting referrals 4. Conduct full process within 3 weeks ↪This will ensure you get an edge over other companies ↪This will communicate that you are a company of lean decision makers In this highly competitive DACH candidate market, where candidates have multiple ongoing processes and offers, a fool proof process is vital. What else can you do to ensure you are able to sign top GTM talent? Let's discuss in the comments!

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From a Buddhist perspective, this statement highlights the profound influence of relationships on our well-being. Our interactions with others, including our managers, shape our mind and heart. A good boss fosters a supportive, compassionate environment, reducing stress and promoting mental peace—much like the Buddha taught about harmonious relationships. However, true peace comes from within. While external factors, like a kind manager, can uplift us, our ultimate mental health depends on our ability to cultivate mindfulness, detachment, and equanimity. We should seek balance both internally and externally. #Mindfulness #CompassionateLeadership #InnerPeace #WorkplaceWellbeing

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I have 3 RevOps interviews today and more next week, this is how I get prepped as a hiring manager: 1️⃣ Create an interview guide. The critical thing is to add up the time for each question. In a 30-minute interview: — Intro ~3 minutes — Each question takes ~3 minutes at least. Don't ask too many. — Leave time for the candidate to go deeper in at least one of them. 2️⃣ Review their resume, LinkedIn profile, and any other material they submitted (cover letter or video). Find areas you want to dig deeper. — Do they have specific expertise or projects you want to cover? — Are there any areas that look a little off (reminder: no one is perfect)? 3️⃣ Get everything ready: Zoom, notes, and recruiting system. 4️⃣ Leave time for the candidate to ask questions. I usually leave at least 5 or 7 minutes for it. 5️⃣ Block time after the interview in case it runs a little long, but also to do my write-up. Hiring is time-consuming, but also the most important thing you can do for your company. Don't skip steps here.

23

8 Comments

We reject 9 out of 10 of the applicants at Tech Sales Mentors. Why? Tech Sales seems great from the outside. - High pay. - Flexible hours. - WFH options. But it is not for the faint of heart. I've been in this game a long time, and I've seen countless people come and go. The ones who make it, the ones that we work with and become Account Executives at Tier 1 companies earning $200,000+? They all have one thing in common: grit. I've seen people with all the talent in the world flame out because they either: 1: Couldn't handle the pressure. 2: Couldn’t put their ego aside and learn from the experience. Want some tips on building that resilience and grit? • Expect adversity. Know that rejection and obstacles are part of the job. Mentally prepare for them. This is a sales role. • Depersonalize the ‘no’. A rejection isn't a judgment on your worth as a person. It's one decision by one prospect. • Celebrate the wins. Savor the successes, big and small. Use them as fuel to keep going. • Never stop improving. Seek out coaching and feedback. Always be sharpening your skills and evolving your approach. (This is the big one that separates the SDRs that flame out and the Account Executives making $200k+) Bottom line - if you want to make it in tech sales, you need that unrelenting drive to succeed, no matter what. You need to be ready to face rejection, pick yourself up, and keep charging forward. If you have what it takes, please reach out and schedule a free call to see if we can get you a job in tech sales.

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1 Comment

Reps who are interviewing / looking for a new company: The first week of a new quarter is a great time to do some Linkedin research on a company... 1. Did anyone post about their success last quarter? (Are things going well?) 2. Did they highlight some top reps / give public praise & awards? (Do they celebrate their people?) 3. If they did post, what did the comments say? (Are people surprised? Are people outside this company rooting for them?) Just another (fun) data point to consider when making your decision of where to apply.

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Cold sales outreach people! If you're going to offer someone credit in exchange for a call, at least do enough research to check whether your target can use said credit. 🤦 🤦 🤦 Just been offered credits on DoorDash (which isn't available in my city, country, or even continent) in exchange for a meeting. Also with 0 context of what the meeting is about. Just "we want to show you over a virtual lunch how we can help your team" -.- #cold #outreach #salestactics #facepalm

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4 Comments

In 2024, I’m still seeing CS teams being laid off or cut entirely… which I think is complete BS. Do the layoffs offer short term financial relief? Yeah maybe… but at what cost? If you’re cutting CS, you’re losing the REAL customer relationships built over months or years, you’re putting recurring revenue at risk, and worst of all… you make the vendor/customer relationship robotic. It's a decision that overlooks the fact that customer success is an investment in the company's future. I don’t know when this tidal wave actually started, but I truly think it’s heading in the wrong direction. The best leaders and orgs that are killing it right now, they're the ones pumping more and more $$$ into Customer Success. Why? It's because there are 1000s of tools out there right now. SO what makes yours so special? These orgs realize it's about looking beyond the immediate numbers and recognizing the value of loyalty and customer lifetime value. CS teams are not a luxury but a necessity for sustainable growth. In challenging times, it's tempting to cut costs in areas that seem non-essential. However, I think customer success is essential. It's the foundation upon which companies can build lasting success and resilience in the face of market shifts. Am I being a lunatic about this or do others in CS agree?

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Yes! Being able to prove business value is just as important as being able to drive engagement. The first step is always to align with your company's business goals, and then build programming from there.

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1 Comment

Stepping into a new RevOps role as one of the first hires for this position can feel a lot like showing up to a party where nobody knows what’s going on. ‘Hello? What do I do? What?? Anybody??’🤷‍♂️ But here’s the silver lining: this is your moment to shine, to carve out the role and make it truly your own. Here’s how you can take charge and turn what seems like a chaotic beginning into a golden opportunity: 🗺️Map the Terrain: Start with understanding the current processes, tools, and team dynamics. It’s like putting together a puzzle without the picture—challenging but definitely doable and rewarding. 📄Document Everything: Since nothing is documented, become the scribe of your own adventure. Not only will this help you get a grip on things, but it’ll also be invaluable for the next person who joins after you. 📊Set Clear Goals: Define what success looks like for your role. Without a well-defined role, you have the freedom to outline objectives that align with the company’s vision and your professional growth. 🌉Build Bridges: Establish strong relationships with sales, marketing, and customer success teams. Understanding their challenges and goals will help you identify how RevOps can best support and enhance their efforts. 🚀Introduce Best Practices: With a blank slate, you have the opportunity to implement processes and practices that you know are effective. Think automation, CRM hygiene, data integrity checks, and so on. 🏆Celebrate Small Wins: Each improvement, no matter how minor it seems, is a step toward defining and solidifying your role. Recognize and share these achievements to build momentum and visibility. 🔁Seek Feedback and Iterate: Constantly seek feedback from stakeholders and be ready to adapt your approach. The role of RevOps is ever-evolving, and staying flexible will allow you to refine your impact over time. Starting as the first RevOps hire in a landscape without documentation or a clear definition of your role might seem daunting at first. But remember, you’re in a unique position to shape the future of RevOps within your company. Grab the reins, and let the adventure begin! #Revops #RevOpsJourney #TakingCharge #DefiningRoles

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🎯 Standing Out by Being Yourself 💡 Last week, our COO at Frootify asked an important question on Slack: What is the company’s mission? 🌟 Many of my colleagues responded with lengthy paragraphs and complex language. But I stayed true to myself—concise and thoughtful. My answer was simple, and guess what? It was correct! To my surprise, I won a wireless JBL speaker! 🎉✨ This win wasn’t just luck; it was a reminder of the power of attentiveness and vigilance. During our first board meeting, the CEO shared the company’s mission. I took a moment to jot it down in my journal. Who would’ve thought that simple act would pay off later? 📝 This experience taught me that: ✅ Being true to yourself makes a difference. ✅ Listening and staying observant can open unexpected doors. ✅ It’s not about how much you say, but the value in what you say. Today, I received my prize, and it’s a moment of pride and gratitude. Thank you, #Frootify, Adenike Badejoko for the recognition and for creating a culture that celebrates attentiveness and excellence. 📌 Always be yourself. Pay attention. Stand out. #Frootify #PersonalGrowth #ProfessionalJourney #Gratitude #WinningMoments

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3 Comments