Zach Sanford

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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The #1 problem with today’s selling environment: Reps are spending too much time on admin tasks & working out of siloed systems. Instead, they should be: - Focusing on direct-selling activities  - Engaging with high-ROI customers - Executing high-probability tasks that can help them close deals faster Enter Clari’s Revenue Execution. A new solution providing sales reps with full funnel AI-driven execution tools including: - Top of funnel prospecting and engagement - Opportunity management and account inspection - Conversational intelligence and AI coaching - Buyer collaboration and mutual action plans The goal? To create, convert, and close more deals all in one consolidated platform. See it in action here: https://bit.ly/3RZaeRX 

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Are you reaching out talent via email outreach? How to protect your email domain. Let me break down a critical strategy for talent acquisition professionals. The Email Sourcing Trap Most recruiters make a fatal mistake when emailing candidates. They don't understand the domain reputation risk. The Hard Truth About Email Tools Talent sourcing platforms promise golden candidate lists. But here's the reality: - Not all collected emails are accurate - Invalid emails can destroy your domain reputation - Bounced emails = Spam folder death Email Bounce Breakdown Two types of email bounces exist: 1. Hard Bounce: Email is completely invalid 2. Soft Bounce: Mailbox is full 🚨 Pro Tip: Hard bounces are reputation killers. My Proven Playbook Tactical Email Management - Keep bounce rate under 0.3% - Send max 50 emails daily (including follow-ups) - Use quality verification tools Recommended Tech Stack 1. Email Discovery: Clay 2. Email Validation: Debounce/Million Verifier 3. Email Sending: Instantly/Smartlead Domain Protection Strategies - Use multiple inbox domains - Implement text automation carefully - Monitor and clean spam flags aggressively Want Expert Guidance? Need a deep dive into email outreach strategies? I'm your guy. Let's optimize your talent acquisition approach. Interested in leveling up? Drop a comment. 👇 #recruitment #emailoutreach #talentacquisition

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A mock conversation to help position yourself as a performance consultant during your next request for enablement: THE TIP: Go broad before getting specific. Requesters typically start with a specific problem. —— SME: “Reps aren’t asking the right questions during discovery to surface business impact. We need training!” *Pause* *Get broad first* YOU: “Sounds like they’re at risk for not hitting quota.” SME: “Well, some are on track. But many aren’t.” YOU: “Hitting quota typically depends on the amount of deals booked and the average deal size. Are both a problem?” SME: “No, we actually have a consistent deal size. It’s the number of deals they aren’t closing because they aren’t asking the right questions early on!” YOU: “I see. Number of deals booked requires deals to be created and then converted through the sales cycle. Are they struggling with those?” SME: “Creating opportunities isn’t a problem - they’ve actually been able to surpass our meeting metrics. The problem is converting because they aren’t doing proper discovery!!!” YOU: “Meeting metrics?” SME: “Yes. They need 3 prospect meetings a week. We’ve averaged four, so it’s the discovery skills they lack to actually convert into qualified opportunities.” YOU: “Who do they book these meetings with?” SME: “Good question. We do want them to get high in the org, but most are with lower level personas…probably because they’re easier to book a meeting with.” YOU: “You mentioned reps weren’t surfacing business impact. Can lower level personas provide business impact data?” SME: “Hmm…I suppose not.“ YOU: “If they had the right personas on the call, could they uncover the right business impact data?” SME: “Well…I suppose they could. The information we want them to gather is well documented, along with sample questions to ask.” YOU: “Do they know who the right personas are and are they properly prioritizing them?” SME: “I’m not sure. We do prioritization at the account level during territory planning, not at the contact level.” YOU: “Do you think that might help?” SME: “I do. An easy lift as well.” YOU: “And those meeting KPIs - any chance we can include persona-level requirements?” SME: “Great idea. The amount might drop, but the quality could be improved.” YOU: “Another easy lift. Should we give it a try and measure how it impacts conversion rates before adding any formal training?” SME: “Good idea. The reps have been asking for less training lately anyways.” —- You’re looking for leverage; you can only find it if you dig. #sales #salesenablement

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A CSM interview process This being with a large market research company I'm interested in 1. Call with the recruiter (30 mins) 2. Zoom w/ the direct hiring manager 3. Meet w/ a cross-functional leader of the business 4. Panel interview (3 people) to present a case study During step 2, the hiring manager said, "You know, scratch step 3, you'll just meet with the panel to present. We want to move quickly" Have you ever heard more impactful words during an interview? Move fast, because top talent is doing the same 💕

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What's better than nailing a sales demo? Closing the deal! 🙌 My teammates at Calendly compiled their top tips on how to keep momentum high after an amazing demo. I personally loved their advice on how keep prospects engaged and beat the clock with timely & personalized responses! 👇

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What's better than nailing a sales demo? Closing the deal! 🙌 My teammates at Calendly compiled their top tips on how to keep momentum high after an amazing demo. I personally loved their advice on how keep prospects engaged and beat the clock with timely & personalized responses! 👇

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Job Boards are Staffing Agencies' #2 expense, but why incur unnecessary spend when your Bullhorn ATS can do it all? Textkernel and CandidateIQ work together to make Bullhorn your recruiters' first-stop destination to find verified, top-quality Candidates. ID new & existing Candidates directly from Bullhorn based on most-recent / verified Skills & criteria, and utilize AI to automatically match best-fit Candidates to individual jobs. Access top talent faster than the competition and experience cost reductions for FREE, by testing the solution with your Bullhorn data! #Textkernel #Bullhorn #CandidateIQ #RecruitmentTech #CandidateEngagement #HRTech #StrategicRecruiting #RecruitmentAutomation #CandidateEngagement #TalentAcquisition #ProductivityBoost #RecruitmentTech #DataDrivenHiring #StrategicRecruiting #TalentAcquisition #DataDrivenHiring 

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😧 The average turnover rate of sales reps is a whopping 35%. The cost of replacing an employee ranges from half to 2x their salary. But the cost of sales rep turnover isn’t just about numbers — it’s deeply personal. Every unanswered email or unreturned call feels like rejection, and over time, it can take a psychological toll. The grind of constant rejection can chip away at confidence and motivation, making it harder to approach each new prospect with enthusiasm. Then there's the sheer volume of tedious manual work. Hours spent on account research, data entry, and drafting personalized outreach is overwhelming. It leaves little time for strategic selling or meaningful conversations with prospects. The result? A sense of constant busyness without tangible progress, leading to frustration and fatigue — AKA burnout. Burnout tanks team morale, kills productivity, and chips away at an organization’s bottom line. And more than that, the impact it has on sales reps’ mental health and sense of wellbeing is unquantifiable. We see the causes of burnout and the stakes, but what about solutions? Check out this blog to learn how to keep and invest in your sales talent: https://okt.to/0hySn2

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This one’s for my sales friends: Sometimes figuring out what your buyers *really* want feels like solving an endless riddle. Can you relate? ✋ But here’s what a lot of sales pros miss: it’s all about your ability to step into the buyer’s shoes. In the latest episode of Calendly's Meeting Momentum series, Morgan J. Ingram and Kevin "KD" Dorsey get into this question and how to meet buyers where they are. One insight that stuck with me: the ‘single decision maker’ is a myth—success means connecting with the whole team. If you’re in sales, trust me — this is worth your time. Watch it now: https://lnkd.in/gHXAqXGG

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We’re hiring for a new AE and my direct report here at Offsite. During the most chaotic month we have had in a while. So many people are trying to plan last minute offsites (Someone just asked about December 4th, 2024 EEEK). We’re booking quickly through Q1 and all hands are on deck. I am thankful and grateful that Jared has helped me tremendously, while I am closing one of my biggest deals. At Offsite, we have a team of people who don’t think that a task is beneath them - we all pitch in here. As CEO, Jared has highly strategic priorities, which one can argue can be hiring, but in this phase of the business he’s helped me out a ton by: → Screening resumes for the best candidates. → Initiating first round interviews.  → Being the one man show in TA. I couldn’t be more grateful. With his help I am able to dive into a candidate pool that has been vetted and approved by the CEO. While it may make the hiring process more complex, it means that we are hiring top quality talent here at Offsite. Teamwork really does make the dream work here at Offsite. Feeling #grateful this week? Give thanks to someone in the comments who has helped you out this week!

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This is solid advice for CSM’s who feel “awkward” around selling. I recommended a new product to a customer this week and they stopped me mid sentence and asked, “Why are you recommending this to us?” (Before I had a chance to get there) I told them how the product fit for their end users, how it would save them time and money and shared an ROI calculation. They were appreciative that I understood their business enough to bring them new products that can save them time and money and improve their end user experience. Win/win. CSM’s should never shy away from commercial responsibility because I think we make some of the best “selling” decisions for our customers.

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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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→ Your client facing employees need Calendly/TidyCal on their email signature line. ↳ Save hours in emails going back and forth for scheduling. ↳ Provides the link to the Zoom/Teams. ↳ Automagically done 😎 I say this after looking at 7 emails between two organizations trying to schedule with me, they dont have TidyCal, but I get all the back and forth 🥲 #SaveYourEmployees from these emails.

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How John overcame the insanely competitive CSM job market (and got a remote role) John was an experienced CSM from Miami, handled a huge portfolio of clients, and loved customers. BUT He was laid off in July 2023 (like countless others) -Struggling to get any interviews himself -Sick of networking not working -Seeing his savings running low -Tired of manually applying He reached out in December 2023. So we got a sky full of lighters and began the FIRE framework 🔥 We: 1. Had a recruiter of 9+ years write a resume, cover letter, and LinkedIn optimization (no ChatGPT, no Upwork, no “career coaches”) 2. Collaborated on final interviews (Uber, AirbnB, Salesforce) 3. Fixed his talk tracks and revenue focused stories 4. Ensured his mindset was back in a good state 5. Used my job boards (updated every 6 hours) 6. Checked in weekly on slack 7. Stopped networking 8. Applied in volume He made it to the final rounds, which is awesome. But we were getting beat every time. This is the brutality of job hunting. But he kept at it (most people give up but not John) 7 months of effort. That’s thousands of hours into: -Applications -Rejections -QBR slides -Company research But he got it. -A CSM job -Fully remote to let him travel again -Peace of mind to be back in the work-force I asked him “what kept you going" and "what was your why" He said 2 things “Talking to you and understanding that it’s a numbers game” “Applying like my life depended on it” This grind for John is done now. But it's very real. And anyone who’s job hunting knows it sucks (I’ve done it twice). So: If you are a CSM who wants help getting through your job hunt and you: Need to land interviews Willing to be coached by others Want to get your confidence back Unable to get that final offer in hand Open to investing in yourself to achieve your goals Think that networking is a waste of time and had 0 results Then DM me the word “goals” and I'll send you the details. I’ll personally work with you 1:1 to get you that CSM job you need Only working with 5 people in June (No networkers allowed)

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🔄 The Rollercoaster of Closing Deals in US Staffing! Ever had one of those weeks where closing a deal feels like trying to solve a Rubik’s cube blindfolded? Yep, that was me recently in the wild world of US staffing. Here’s the saga: 1. **Candidate Found**: Perfect match. Skills? Check. Experience? Check. Enthusiasm? Double check. 2. **Client Call**: They loved the candidate! 🎉 3. **Background Check**: Passed with flying colors. 4. **Offer Extended**: All good to go, right? Wrong. Cue the plot twist: - **Counter offer**: Candidate’s current employer swoops in with an irresistible counter offer. - **Negotiation Dance**: Back and forth, countless phone calls, and more coffee than a human should consume. - **Unexpected Hurdle**: Client’s budget suddenly tightens. 🤦 Just when I thought it was all slipping away, persistence (and maybe a bit of charm) won the day. Re-negotiated terms, re-pitched the role, and finally...DEAL CLOSED! 🎉 Moral of the story? In US staffing, perseverance is key. Every twist and turn teaches something valuable. Here’s to more challenges and even sweeter victories ahead! #RecruitmentStruggles #PersistencePaysOff

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 🚀 Crush candidate engagement, even at scale! Keeping candidates engaged and happy can be a challenge, especially when you're managing hundreds—or even thousands—of applications per role. But it *is* possible, and we’re here to show you how. Join us for a webinar where we’ll cover: ✅ Strategies to maintain stellar candidate experiences at scale. ✅ A live demo of Greenhouse’s **new scheduling features**—designed to simplify the interview journey for your team *and* your candidates. 🗓 Date: November 19th ⏰ Time: 1:00 PM EST  📍 Register here: https://lnkd.in/eVbrDmux Let’s turn volume into opportunity and make every candidate feel like a VIP! #CandidateExperience #Hiring #Greenhouse #RecruitmentInnovation

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The Summer Struggle of SDRs: A Comedy in Three Acts ☀️ Ah, summer. For most, it's a time for beaches, BBQs, and bliss. For SDRs? It's a time for voicemail greetings and OOO auto-replies. 😅 Act 1: The Call Attempt You: "Hi, this is [Your Name] from [Company]!" Prospect’s Voicemail: "Hi, I'm sipping mojitos in Maui, leave a message!" Act 2: The Email Campaign You: Crafts perfect email Auto-Reply: "I'm out of the office enjoying my summer. Will respond when my tan fades." Act 3: The LinkedIn Outreach You: Sends connection request Prospect: Posts beach selfie instead Having survived those sunny months, I can say: hang in there, SDRs! Keep dialing, keep smiling, and don't forget the sunscreen. September is just around the corner. 🌞 #SDRLife #NeverAgain #SummerStruggles #SalesComedy #SalesManager

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