Joe Strelow’s Post

"Cold calling is dead!" No, it’s not. In fact, it's still alive and kicking in the world of modern sales. I’ll give you three arguments to back this up: 📞Despite all the digital tools, nothing beats a genuine human conversation. 📞Real-time conversations provide instant insights and responses. 📞With the right research and preparation, cold calls can be highly personalised and effective. It’s all about tailoring your strategy to a market environment you’re working in. What’s your take on this? Share your thoughts below! -- 𝑳𝒐𝒐𝒌𝒊𝒏𝒈 𝒇𝒐𝒓 𝒂 𝒄𝒂𝒓𝒆𝒆𝒓 𝒎𝒐𝒗𝒆 𝒊𝒏 𝑺𝒂𝒍𝒆𝒔? - Check out Timberseed’s latest opportunities 🎯 - Send your CV to [email protected] 📨 - Get in contact with our consultants 💬 -- #saassales #saas #sales

6 skills that every SDR in your team should possess 👇🏽 🗣️ 𝐏𝐫𝐨𝐬𝐩𝐞𝐜𝐭𝐢𝐧𝐠 𝐒𝐤𝐢𝐥𝐥𝐬: SDRs should master sales language, recognising buying signals, using persuasive words, and timing questions effectively. 👂🏽 𝐓𝐡𝐞 𝐀𝐫𝐭 𝐨𝐟 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠: SDRs must actively listen, seeking clarification when needed, and asking probing questions to understand the buyer's mindset. 💡 𝐏𝐫𝐨𝐝𝐮𝐜𝐭 𝐊𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞: Sales reps need in-depth knowledge of product features, benefits, and weaknesses (and for their competitors) to create compelling pitches that align with customer needs. 👨🏽💻 𝐖𝐞𝐛𝐢𝐧𝐚𝐫𝐬: Timely webinars, featuring relevant topics and quality speakers, serve as effective lead generation tools, building brand awareness. ⌚𝐓𝐢𝐦𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: The ability to optimise time, aided by CRM software and other tech, enhancing sales productivity, yielding significant ROI. 🫱🏽🫲🏽 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐒𝐤𝐢𝐥𝐥𝐬: SDRs should excel in building rapport, initiating conversations via phone and email, and effectively conveying how their solution addresses business challenges, reducing objections. TalentTech has a network of exceptional SDRs looking for their next opportunity. Reach out today to grow your sales team 👇🏽 📞 07970 011773 📩 [email protected] #SDRskills #SalesRecruitment #Recruiter #TTRecruitment

Want to get into sales but no experience? An SDR but want to be an AE...but no AE experience? A MM AE, but want to be ENT...but no ENT experience? I have a method that has been successful for both me and several colleagues I helped. It's important to first understand (and truly believe...passionately so) that experience is not a goal. It's not an "ends". There are "means" and there are "ends". Experience is a means, not an ends. (it's not the ONLY means)...and most hiring managers forget that. The true goal is they want someone who can perform the duty of the role - successfully. That's it. Nothing else. Can you generate the revenue we want you to or can't you? Experience is the primary way people go about trying to define if you can or if you can't. Here's the beauty of sales (and most careers) "experience" can be very unreliable indicators of success. Interviews as well. EVERY SINGLE SALES MANAGER has hired someone with all the right paper experience, nailed the interviews, checked all the boxes...but didn't work out. I mean it's about as universal a truth as you can get. THIS IS YOUR ADVANTAGE. Here's the thing, they try to solve that problem through the same hiring process nearly every time. That's where you come in. The sales manager has a problem. Follow my model, and you can have a solution. So much so...they will hire you. (I've personally done this three times) Their problem is it's difficult through traditional hiring process to find the person who will succeed. What's your solution? SHOW THEM instead of telling them. How better to show someone you have what it takes to do the job, than to show them every step of the way? The job of an AE is to identify a problem, make the pain acute enough that the person wants to solve it, and then convince them that you have the best answer. (sound familiar? yes...this applies to the process of hiring as well) Cold call them. Get their cell phone. Get their email. (I do it through setting up calls with other hired AE's). Show them how you can find the decision maker. Show how you can do targeted and consistent cold calling. Leave them compelling voicemail. Send them personalized and valuable cold emails and LinkedIn messages...basically show them exactly how you will perform the job..in your pursuit of the job. Once you get them on the phone...show them how you can nail a cold call and book a meeting. Once you have the meeting..show them how you can perform amazing discovery. Once you get the multi person interview...show them how you can crush presentations and demonstrations. Ask for next steps. Ask for their concerns. Handle their objections. CLOSE THE SALE! (yes, ask point blank...are you ready to hire me?) Don't take the first offer. Show them your negotiation skills. It's one of the more impressive, unique, and persuasive things a hiring manager will ever encounter in the hiring process. And yes, it does work. I'm proof.

5 Things NOT to Do When Hiring Outside Salespeople Bringing in outside sales talent can be game-changing—if you do it right. But there are a few common mistakes that can turn this new hire into a wasted opportunity. Here’s what NOT to do (and what to do instead): 1️⃣Spend Weeks and Weeks on Training ↳ Skip extensive training.  ↳Give them a day with the basics, then let them prove they can connect with prospects on their own. 2️⃣Not Giving Them a Plan  ↳ New hires need a roadmap.  ↳ Equip them with a prospect list and a playbook that’s proven to work. 3️⃣Using a Google Spreadsheet to Track Sales Opportunities ↳ Ditch Google Sheets.  ↳ Use a CRM like CallProof to automate tracking and plan efficient sales routes. 4️⃣Assigning High-Value Opportunities to Unproven Salespeople ↳ Valuable accounts deserve your top performers, not untested hires. 5️⃣Letting Salespeople Use Their Own Phones to Prospect ↳ Protect your client relationships.  ↳ Use a business phone or a CRM with dedicated business numbers that stay with you. ⚠️Final Word: ↳ Hiring outside salespeople?  ↳ Give them tools, structure, and accountability.  ↳ Set them up to succeed, and your investment will pay off. 💡Agree that hiring right is crucial for success? Let’s discuss in the comments! #SalesHiringTips #OutsideSales #SalesManagement #SalesSuccess #BusinessGrowth #SalesTraining #SalesStrategy #CRM #CallProof #SalesLeaders #HiringBestPractices #LeadGeneration #B2BSales #CallProof #CallProofCRM

The average sales rep spends 208 hours per year or 4 hours per week on cold calls. If the cold calling method produces an average success rate of 4.8% and the calls are 30 mins in duration, a salesperson should be able to complete 8 new business calls per week (this isn't many when broken down) or produce an effective 10 new business deals/contracts per year. If you hire an inside sales team member and expect them to produce 35 calls per day, the success rate should be roughly 8 new clients per week! If they're not meeting these numbers, a re-evaluation of the KPIs needs to be had. Cold calling can be effectively run if the team is equipped with proper training, tools, tech, a non-distruptive environment...we know this. There are 4 strategies used to measure effective cold calling: 1. Service level provided - what they're offering + effectiveness of their deliverance 2. First call resolution techniques - initial pitch coupled with addressing the individual's immediate/future needs 3. Average handling time - time management and knowing when to shut the door or schedule another time slot for continued discussion 4. Customer satisfaction - understanding what the needs are and whether or not your company has the capacity to meet them Cold calling as a standalone position is hard and while 63% of sales people admit that cold calling is their least favourite part of the job, a staggering 57% of C-Suite and VP buyers PREFER to be contacted by phone. *** if over 50% of your decision makers want to be called...getting comfortable with cold calling HAS to be part of your tool kit .... and as I've said many times...the BEST salespeople, are the ones who aren't afraid to hear the word "no"! *** Get comfortable with being uncomfortable and your sales success rates should improve! #salesjobs #coldcalling #expectations #sales #hiring #recruiting #jfktalent Credits: insidesales.com; smith.ai; raingroup; zoominfo

Candidate situation -Done lead generation. -Smashed it got promoted to a closing role very quickly. -Less than 2 years into their Sales Career, didn't get coaching and mentoring for the 360 sales position. -Got reallocated to Operations, then got let go. Screen call positives. -Superb communicator no mincing of words spoke very clearly no waffle. -Came across Humble, E.G. he said "SDRing or Lead Gen is something I would do again to prove my value but I'm more motivated for a closing role where I can build long relationships with customers" so appreciates the importance of either area of a business. -Definitely a natural prior to me asking anything said look I know my CV isn't great because of the shorter stint in sales, but here's why I want a career in that industry and then proceeded to list out points backed up with research. Accountability and presented arguments to get a career opportunity in a professional manner backed with stats. Us commercial folk love numbers! Screen call negatives. -Not much sales experience. -Due to shorter tenure can't demonstrate results over a longer period of time. Way more +'s than -'s, I then called the client explained the situation. Client adjusted their IV process to include hiring managers from both teams. I then jumped on a google meet call to give the Candidate pointers and tips to cover in the interview based on their CV and what the client is looking for. Candidate feels appreciated because I recognised their situation and listened. Cupid but for the workplace. I do this because of my own experiences dealing with Recruiters and Companies alike, it's a more time consuming process for recruitment but I think the investment is worth it. If you think this approach will improve your brand when trying to get the best people in your business, please get in touch with me. I'd love to help! #recruitment #talentacquisition #candidateexperience #norfolkandsuffolkbusiness

When I talk about "account research being available on cold calls," and "The downstream effects of proper CRM hygiene," this is the kind of information I'm talking about. For instance this healthcare company I was prospecting into, I'd had a conversation with one contact, not a DM, but he was able to tell me a bit about their network infrastructure, what TEM they were using, and what carriers they were using. Other info I try to put in notes: • indicators from 10ks that that we might be able to help them • Job openings • New location openings. If a stranger calls you, what's going to make you more likely to listen to them? For me it's definitely personalized information that shows they did their homework. When you do your homework, people 𝘩𝘢𝘷𝘦 to listen. "What else does this person know?" "They have a viewpoint that can only be obtained through subject matter mastery and research. They must actually care and have insight into my problems" In enterprise sales you have to get open minded to talking to non-DMs to build a POV on each account. This ain't SMB, no one is "ready to buy". Because that's not how enterprises work. Even if they come inbound there's 7-10 people and multiple departments involved in a purchase. This is about influencing entire groups of people, not finding the check signer. #sales #outbound #sdr  

$23+M in pipeline and $4+M in sales I’ve built outbound prospecting workflows in my two previous roles, (In life science capital equipment and manufacturing services) That generated those numbers above. And, for the right organization, these experiences can help jumpstart their outbound sales strategy. So if you’re: 1) A company that sells products/services in the life sciences or physical sciences AND 2) Are struggling with outbound prospecting or lead generation in general (LinkedIn is a fantastic lead generation tool that I can also help with 😉) I’m here to help you out. Let's chat to see how best we can work together - https://lnkd.in/g_pgjTNN (I’m be doing this sales consulting in addition to my time at Science 2 Sales - your career coaching content and advice ain’t going anywhere!) #salesstrategy #outboundprospecting #scientificsales #lifesciencesales

Day 5/21: Building a winning sales team... 🔍 When Hiring, 6 Key Characteristics you must look for... In the fast-paced world like SaaS Sales, hiring the right talent is more than just matching skills and experience on a resume. It's about identifying individuals who bring a dynamic mix of qualities that contribute to both their success and the success of your team. Here are six key characteristics to look for: IQ (Intelligence Quotient): This goes beyond academic achievements. Look for candidates who show analytical thinking, problem-solving skills, and the ability to understand complex concepts quickly. EQ (Emotional Intelligence): Equally important as IQ, EQ involves self-awareness, empathy, and the ability to navigate interpersonal relationships judiciously and empathetically. See how they handle a socially awkward situation! Drive: You want team members who are self-motivated and ambitious, individuals who demonstrate a strong desire to achieve and go above and beyond. Look at face and body language as they are talking. Coachability: The best candidates are those open to feedback and learning. They adapt and grow, constantly refining their skills and approaches. Ask them to share their understanding of something, offer an alternative perspective and see how they respond! Inquisition: Curiosity is a sign of a lifelong learner. Candidates who ask insightful questions often bring fresh perspectives and a proactive approach to problem-solving. Not just pre-canned questions, conversational questions Energy: A certain level of enthusiasm and vigor is contagious. High-energy individuals can boost team morale and drive. Do you feel energised or sapped in their company? When interviewing, delve into these areas. Ask questions that uncover these traits and look for examples in their past experiences. Remember, skills can be taught, but these intrinsic qualities are often what make someone a standout addition to your team. Are you a top performing SaaS sales professional looking for your next exciting career move?Are you a start-up/scale-up SaaS vendor looking for top talent? Book a consultation!

𝐓𝐡𝐞 𝐧𝐮𝐦𝐛𝐞𝐫 𝟏 𝐫𝐞𝐚𝐬𝐨𝐧 𝐬𝐚𝐥𝐞𝐬 𝐡𝐢𝐫𝐞𝐬 𝐝𝐨𝐧'𝐭 𝐰𝐨𝐫𝐤 𝐨𝐮𝐭 𝐢𝐬... A growing amount of sales people are over it when it comes to generate their own leads. Since 2013, I've been involved in over 300 sales hires and the single biggest mistake I see hiring managers make is assuming sales people will generate their own leads and build pipeline. Interestingly, this is the case across all levels from SMB to Enterprise level sales candidates. Too often we assume because a candidates' title has been Business Development Manager or Account Executive that they were responsible for their own lead generation. It's important to remember.... Many sales people find this type of activity tedious and are of the mindset that this type of activity is for juniors or SDR's | BDR's. 𝐇𝐨𝐰 𝐭𝐨 𝐚𝐬𝐬𝐞𝐬𝐬 𝐚 𝐬𝐚𝐥𝐞𝐬 𝐩𝐞𝐫𝐬𝐨𝐧𝐬 𝐋𝐞𝐚𝐝 𝐆𝐞𝐧 𝐒𝐤𝐢𝐥𝐥𝐬 𝐚𝐧𝐝 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 There are 4 questions to ask: 𝐖𝐡𝐢𝐭𝐞𝐬𝐩𝐚𝐜𝐞 𝐑𝐞𝐯𝐞𝐧𝐮𝐞: What percentage of their achieved revenue was from new business in existing accounts? 𝐋𝐞𝐚𝐝 𝐒𝐨𝐮𝐫𝐜𝐞: How much revenue came from leads provided by company, managers, marketing or SDR / BDRs? 𝐃𝐚𝐭𝐚𝐛𝐚𝐬𝐞 𝐂𝐨𝐧𝐝𝐢𝐭𝐢𝐨𝐧: How established was the client/prospect database when they started? 𝐋𝐞𝐚𝐝 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧: What is their day-to-day approach and activity levels to generating new leads? so.... 𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐰𝐨𝐫𝐤𝐬? It reveals if a sales person has the skill, experience and mindset to bring on new business to truly deliver revenue growth. 𝐏𝐫𝐨 𝐓𝐢𝐩: When pitching the role, highlight the lead gen challenges. If the candidate backs off, they might not be the right fit. Hope this helps! What's the biggest reason you see why sales hires fail? #sales #techsales #hiring