Reed McInerny

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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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

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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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When companies give you a “unique” title so recruiters don’t reach out to you ❌For example “trucking relationship specialist” ✅ Instead of sales development representative 🎯 Here’s your reminder to put the position title that best aligns with your skill set in parentheses 🎯 Example: Made up title they give you (sales development representative) + don’t forget to list your activities, metrics and accomplishments under each position #linkedin #linkedinprofile #sales

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Sales Interview Pro Tip: Hot take... I never read cover letters. Ever... Since you applied or sent me your resume, I just assume you have great reasons for wanting a job (probably the same reasons I, along with everyone else, want a job) I'd suggest spending the time you'd take to write a cover letter and spend it elsewhere. Like... - Clearly formatting your resume and LinkedIn profile - Sending quality outreach to recruiters/hiring managers at companies you want to work at - Practicing interview questions and answers I also prefer LinkedIn to looking at resumes (but I'll save that post for another day) Hope everyone's week is off to a great start! #salesinterviewprotip

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Sales Interview Pro Tip: When interviewing, have examples prepared that will relate as close as possible to the role you are interviewing for... - Who will you be selling to in this new role? Have examples prepared of how you've worked closely with that stake holder (C-suite, VP's, Director, etc.) and helped them solve a problem - The types of challenges you're familiar with (what does this new product/service you'll be selling do for clients? Are you familiar with it? How does your experience relate?) - Is the role you're interviewing for working with long, consultative sales cycles? (If so, stay away from transactional selling examples and go with a challenging, complex example) Anyone have something specific they do when preparing for an interview? #salesinterviewprotip

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🔍 Navigating the Security Clearance Process: A Recruiter’s Expertise 🔍 Recruiting for positions that require security clearances is no easy task—it’s a complex process that demands precision, patience, and expertise. Over the years, I’ve guided both candidates and employers through the nuanced steps involved, ensuring that each hire meets the necessary security and compliance requirements. Here’s how: • Understanding the Clearance Levels: Whether it’s Confidential, Secret, or Top Secret, each level has its own set of requirements and timelines. I help both candidates and employers navigate these distinctions, setting expectations and streamlining the process. • Compliance Is Key: Working within government regulations and clearance protocols requires strict attention to detail. I ensure that every candidate not only meets skill requirements but also adheres to the stringent vetting process mandated by federal standards. • Supporting Candidates: For professionals seeking roles that require clearances, the process can feel overwhelming. I provide candidates with clear guidance on what to expect, from the initial application to navigating security interviews and potential wait times. • Helping Employers Secure the Right Talent: For companies, hiring the right cleared talent is mission-critical. I leverage my extensive network to find candidates who not only hold the appropriate clearances but also align with your company’s culture and needs. Hiring for sensitive roles isn’t just about filling vacancies—it’s about finding trusted, cleared professionals who can make an immediate impact. With the right approach, the clearance process becomes a bridge, not a barrier, to building strong teams. 🚀 #ClearanceJobs #SecurityClearance #Recruiting #Compliance #TalentAcquisition #GovernmentJobs

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🔍 Navigating the Security Clearance Process: A Recruiter’s Expertise 🔍 Recruiting for positions that require security clearances is no easy task—it’s a complex process that demands precision, patience, and expertise. Over the years, I’ve guided both candidates and employers through the nuanced steps involved, ensuring that each hire meets the necessary security and compliance requirements. Here’s how: • Understanding the Clearance Levels: Whether it’s Confidential, Secret, or Top Secret, each level has its own set of requirements and timelines. I help both candidates and employers navigate these distinctions, setting expectations and streamlining the process. • Compliance Is Key: Working within government regulations and clearance protocols requires strict attention to detail. I ensure that every candidate not only meets skill requirements but also adheres to the stringent vetting process mandated by federal standards. • Supporting Candidates: For professionals seeking roles that require clearances, the process can feel overwhelming. I provide candidates with clear guidance on what to expect, from the initial application to navigating security interviews and potential wait times. • Helping Employers Secure the Right Talent: For companies, hiring the right cleared talent is mission-critical. I leverage my extensive network to find candidates who not only hold the appropriate clearances but also align with your company’s culture and needs. Hiring for sensitive roles isn’t just about filling vacancies—it’s about finding trusted, cleared professionals who can make an immediate impact. With the right approach, the clearance process becomes a bridge, not a barrier, to building strong teams. 🚀 #ClearanceJobs #SecurityClearance #Recruiting #Compliance #TalentAcquisition #GovernmentJobs

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Looking for hunters?: Ask "Do You Generate Your Own Leads and Opportunities?" - Simple yet effective As a hiring manager, it's crucial to dig deep during interviews to find the right candidate who can drive results independently(Not all AEs do prospecting-some rely only on SDRs and Marketing). One powerful question to ask prospective candidates is: "Do you generate your own leads and opportunities?" Why Ask This Question? Independence: Candidates who generate their own leads demonstrate initiative and independence. They're proactive in seeking out new business and opportunities, which is essential for success in many roles. Resourcefulness: This question helps gauge a candidate's resourcefulness and creativity in finding new leads. Those who actively seek out opportunities often bring fresh perspectives and innovative approaches to the table. Results-Oriented: Sales reps who generate their own leads tend to be highly results-oriented. They understand the importance of driving business growth and are motivated to achieve and exceed targets. Key Insights to Look For: Past Experience: Look for candidates who can provide CONCRETE EXAMPLES of how they've generated leads in previous roles. Ask about specific strategies they've used and the outcomes they've achieved. Initiative: Assess whether candidates take initiative in identifying and pursuing opportunities. Do they proactively research potential clients or markets? Are they comfortable reaching out to prospects cold? Adaptability: In today's business environment, adaptability is key. Look for candidates who can adapt their lead generation strategies to changing market conditions and emerging trends. By asking candidates whether they generate their own leads and opportunities, you can gain valuable insights into their initiative, resourcefulness, and results-driven mindset. These qualities are essential for driving success in roles that require proactive business development. #HiringTips #BusinessDevelopment #InterviewQuestions #salesrecruitment Talentfoot Executive Search and Staffing

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When they say “unsubscribe” but their scheduling link is in the email signature 👀 Being in sales is asking yourself “does this cross a line or am I being scrappy?” 😛 A LOT #sales #pipeline #outbound #prospecting

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WANT TO ATTRACT TOP SALES TALENT: As a sales recruiter who specializes in finding gainfully employed sales talent, I've noticed three key factors that motivate reps to consider new opportunities: **Higher Compensation**: While more money is an attractive incentive, it's interesting to note that it's the top priority only about a **third of the time**. **Growth Opportunities for Management**: Many sales professionals are eager to step into leadership roles where they can mentor others and drive team success. **Strategic Growth Opportunities**: Reps often seek roles that involve larger deal sizes or longer sales cycles, allowing them to leverage their skills in more complex and rewarding sales processes. Understanding these motivators helps me connect talented sales reps with opportunities that truly align with their career aspirations. What are the key factors you consider when evaluating a new job opportunity? Talentfoot Executive Search and Staffing #SalesRecruiting #CareerGrowth #SalesTalent #JobOpportunities #SalesCareers

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Sales interview pro tip: Don't be passive aggressive or nasty to recruiters who reach out to you. Even if their message doesn't land for whatever reason... You never know when you may need that recruiter relationship in the future. If you're frustrated at a recruiter for messaging you something you think is irrelevant to you, follow these ground-breaking steps... 1.) Take a breath 2.) Hit the decline button on the InMail 3.) Move on with life If you take the time to write out a passive aggressive, nasty message, it's pretty telling. Don't burn bridges. There's no benefit to it. For more ground-breaking insights, like and follow along. #salesinterviewprotip

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Hiring for Sales? Ask This Crucial Culture Question! When interviewing sales candidates, it's easy to focus on skills, experience, and metrics. But don’t overlook the importance of culture fit, which can make or break a sales team. One question I always recommend asking is: “What core values should all strong sales organizations possess?” This question reveals a lot: -How well the candidate understands the importance of culture in driving success. -Whether their values align with your organization's. -Their perspective on what truly makes a sales team thrive. A great sales team isn’t just about closing deals—it's about shared values that guide every interaction and decision. What core values do you believe are essential for a strong sales organization? Talentfoot Executive Search and Staffing #SalesHiring #CompanyCulture #SalesLeadership #InterviewTips

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Hiring full sales cycle reps? (prospect to close) Are you looking to hire full sales cycle reps who can truly drive growth and success in your organization? Here's a crucial question to ask during your next interview: "When in your career have you built a territory from nothing?" This question helps you identify candidates who have the proven ability to: 🔹 Strategically develop new markets 🔹 Build relationships from the ground up 🔹 Demonstrate resilience and creativity in overcoming challenges DETAILED DATA IS KEY: When answering, strong candidates should include specific data such as: 📊 Revenue growth achieved 📊 Number of new accounts opened 📊 Time taken to reach key milestones 📊 Strategies implemented to overcome obstacles 📊 Metrics showing the retention and expansion of those accounts Finding reps with this experience and data can make all the difference in achieving your sales targets and expanding your reach. #Sales #SalesManagement #HiringTips #FullCycleSales #SalesStrategy #SalesSuccess #Recruitment #SalesHiring Talentfoot Executive Search and Staffing

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Onboarding new sales hires isn’t just about filling out paperwork and showing them the break room. A solid onboarding process is all about setting your team up for long-term success, right from day one. When you invest in good onboarding, you’re building confidence, cutting down ramp-up time, and giving your new hires a roadmap to hit their goals faster. A few essentials you should always focus on... 1️⃣ Skip the training fluff and get them the knowledge they need to start making an impact. 2️⃣ Pair them with a sales mentor who’s been in the trenches and can show them the ropes. 3️⃣ Make them feel like part of the team from day one. A connected salesperson is an engaged salesperson. Onboarding is your chance to set the tone, build trust, and get your sales team geared up for success. Don't make it harder than it needs to be. #SalesOnboarding #SalesSuccess #BuildYourTeam #OnboardingTips #LongTermSuccess

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What a week I’ve had I’m building an amazing talent pool of top VPs of Sales, Account Executives, and SDRs. These are some of the best in SaaS, and I’ve got a few spots open for candidates interested in new opportunities. If you’re looking to make your next career move or just want to chat about what’s out there, drop me a note. #SalesLeaders #SaaSSales #SalesJobs #TechTalent #CareerMoves

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JULY START: 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

9

JULY START: 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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