Logan Tucker 💼’s Post

Transitioning Teachers, have you thought about sales? SLED Tech, Ed Tech, etc. No? Aight hear me out As a teacher, you've presented in front of kids who don't want to be there and, at least in my experience, had absolutely no qualms about letting you know they don't want to be there in no uncertain terms. Imagine presenting your product or solution to someone who WANTS to listen. Sales managers are incentivized to support your growth and success, while disruptive parents and unsupportive administration can make teaching a nightmare. Find you a good company like brightwheel and these same managers are going to be some of your favorite people ever Yes, sales can be tough, with cold calling and harsh rejections. But if you can teach, you can do sales. Don't let fear hold you back from exploring a new career path. #TransitioningTeachers

"I'm really coachable" says every candidate we speak with. An attribute that most entry-level roles want in candidates. An attribute that ALL SDR/BDR roles require. BUT You can't just say that you’re coachable. Everybody says this. To make yourself stand out. You need to demonstrate it. Can you tell a story about: -A previous sporting achievement. -Academic challenges that you've overcome. -Reflect on more personal/life experiences you can share. Don’t just talk about a vanilla experience from work. Bring your coachability to life. If you’re coachable... Then you’ll be learning and improving in all aspects of your life. #sales #salescareers #hiring #coachable P.S. Have you ever hired someone who wasn't coachable?

🛑 Breaking into Tech Sales: Can It Really Be Done? Everyone wants to break into their dream tech role, work from home, and live their best life! A lot of us already went through the bootcamps, taken certifications, spent hours and hours on Google and LinkedIn searching for anything that would help us land that dream job, but with no substantial change. Some of us even have the hard skill of selling. Face it, tech is hard to break into. It’s very competitive. There are people who after 3 years are still looking for a job! It’s tiring receiving denial letters and getting ghosted by companies or even worse, never hearing back from them at all in the first place. There are also people who break into tech in a matter of months. It’s really confusing I know... Makes you wonder why things are this way. Maybe you’re asking yourself what you’re not doing right or what more you can do. The answer is simple. Get a mentor. Yes, you can do everything on your own and keep struggling but it’s much easier when you can be advised by someone with the experience, know-how, and ability to help you reach your goals. Every athlete has a coach. Every business person has financial advisor. When it comes to your professional life, who points you in the right direction? Allen Hughes III has helped me tremendously from reconstructing my LinkedIn page, helped me revise my resume, offered his years of valuable advice on the mindset of hiring managers, and so much more. Mentorship is something I believe in. Make sure that you seek mentorship and FastTrack Your Success... #techsales #sales #saas #mentorship #training #success #sdr #bdr #salesdevelopmentrepresentative #businesdevelopmentrepresentative

One of the exciting things of having former leadership experience building out a BDR org and scaling an AE Org is being able to blend and identify the key skills across both functions to develop and promote strong reps upward while collaborating with peer leaders. Often times, when coaching aspiring AEs I get asked what am I looking for when hiring; My answer remains the same and something I'm consistent with holding my reps too if they are to join my team; Here are the 2 key things I look for when hiring an AE: 💥Drive and Resilience Being goal oriented is key in sales, so inhibiting unwavering determination to achieve sales goals and the ability to bounce back from setbacks is important. This is where Drive & resilience come into effect. Your Drive manifests in a proactive approach from prospecting, building relationships, and consistently striving to exceed targets. Resilience is evident in your ability to handle rejection, learn and adapt from failures while maintaining a positive attitude. 💥Curiosity This is two fold for me; I look for curiosity internally and externally when identifying strong talent. By internally im referring to self awareness and ability embrace and understand failure as an opportunity for Learning. Do you push yourself outside your comfort zone? Are you able to speak your mind and engage in challenging conversations? Are you comfortable asking for clarification if you don’t understand or need help.. Early on as an AE, Imposter syndrome or the fear of failing will be inevitable so it is important to understand how you channel these fears and the resourcefulness you have to solve for and learn. From an external lens, this ties back to harnessing a growth mindset - Are you seeking out feedback and implementing when possible? What resources are your leverage to upskill yourself and stay on top of industry trends? This will be critical in sales since the pace is fast and the environment is always changing. For my fellow Sales Leaders, what are key skills or traits you look for when hiring if you have to choose just 2? 🔍 Over the next few weeks I'll be sharing tips and actionable takeaways that you can do as an aspiring AE whether you are just starting to prepare for that next step or currently in the interview process - Follow along and let me know what you want to hear! #careerprogression #salesleadership #saas #martech #development #enablement

Being coachable. An attribute that most entry-level roles want in candidates. An attribute that ALL SDR/BDR roles require. BUT You can't just say that you’re coachable. Everybody says this. To make yourself stand out. You need to demonstrate it. Can you tell a story about: -A previous sporting achievement. -Academic challenges that you've overcome. -Reflect on more personal/life experiences you can share. Don’t just talk about a vanilla experience from work. Bring your coachability to life. If you’re coachable... Then you’ll be learning and improving in all aspects of your life. #sales #salescareers #hiring #coachable P.S. Are you coachable? P.P.S. Have you hired someone who wasn't coachable?

Hey Everyone! I have some pretty exciting news. 👀 I’m thrilled to announce the launch of my coaching program, designed to help people from all backgrounds break into tech sales. As an SDR Manager, I’ve had the privilege of guiding many talented individuals with unique skills into successful careers in tech sales. Now, I’m here to empower even more people to make this career shift! Tech sales is more than just a job—it’s a field where you can leverage your skills, achieve financial growth, and build a career with unlimited potential. My approach combines industry insights, skill-building, and personalized support to help you confidently take the first steps into tech. If you or someone you know is ready to transition into tech and take control of their career path, tag them here or connect with me to learn more. 📢 Feel free to reshare this post so we can spread the word and help more people discover new opportunities in tech. #TechSales #CareerChange #SalesDevelopment #NextStepToTech #BreakingIntoTech

I was scrolling through LinkedIn and noticed a trend around the current job market in tech sales. Many of the people that are looking for work are being told they are a good fit but not a “perfect fit”. This prompts the question, why would anyone want a “perfect fit” employee for a sales role? To me, this indicates they have already been in the field doing things the same way your team/company current operates. That doesn’t drive improving culture, it doesn’t drive innovation and it doesn’t drive a healthy discussion around “why stick to the status quo”. As I sat down and stack ranked my previous hires. I noticed a trend…. My BEST hires weren’t a “perfect fit”. In fact, often times, they weren’t a fit at all on paper, but they had the core traits to become great and they appreciated the opportunities they had at their disposal. They challenged the status quo because they hadn’t been in the industry or role so long that they stopped questioning “why”. If you want to find the next rockstar that elevates your team, stop hiring exclusively the perfect fit, challenge yourself to be catalyst for change and innovation by taking a chance on those that have the potential but maybe don’t have the traditional background or experience. I know it’s blown me away how big of a difference it has made in my business and teams I have had the pleasure of building and leading. Hire the person, not the paper.

Hey Travis, I am PERFECT for the role! Awesome, what do you feel makes you perfect? I am a great salesperson. I have 10 years in sales. I typically hit my quotas. That’s great! Curious, after reading the JD and looking at their website, why SPECIFICALLY are you the PERFECT fit? I hustle and I can close deals!! Put me in, coach! OK, let’s try this - they have the following as MUST HAVES, meaning that they will only interview someone who has these six things. Can you describe in detail why you are the perfect fit based on these? No, he couldn’t. Not at all. I feel bad as I know he needs a job and has been out of work for a while but let’s be real, these are basic 101 questions. This is why my clients hire me to help them not only find top 5% sales talent but to find that talent that will thrive on their team. Just 10 minutes after this conversation I opened up an email and it was a video from an AE who had really done her research. She sent a video telling me why she was great, a screenshot of the CRM dashboard proving it and put comments next to the MUST HAVES. FYI, she was hired! That is all….. #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

Well Travis, you did it. You found us someone who you knew we needed and who we didn’t think we needed! This client was a great communicator. It made building the perfect candidate profile much easier than normal. Fortunately, I asked a question that I always ask: “What if I find the perfect fit but they don’t check all of the boxes?” I explained that sometimes while I am searching, I come across someone who doesn’t look like a fit on paper but ends up being the best fit after I talk with them. This is because I really know what my clients need in a sales professional. In this case, they had a list of 5 MUST HAVES and 5 NICE TO HAVES which means the perfect candidate would have 8-10 of these. The candidate I talked with was not part of this search, I actually talked with him for another client but after talking with him, I knew he would be perfect for this client and not the original one. FYI, he only has 6 of the 10 MUST/NICE TO HAVES. In the last 18 months, he has been promoted two times and is averaging about 140% to quota. Just imagine what would have happened if they hadn’t agreed to talk with him. Know exactly who you want but be flexible enough to talk with someone who might even be better. #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

I was talking to my dear friend (and marketing mastermind) Taylor Moss (Strickland) this week and she said something that really struck me. "Tether yourself to something tangible" The context of the conversation wasn't around sales or even our full time careers, but I think it directly ties to sales and sales hiring. Often dials, meetings, and closed/won KPIs are mistaken as the most important tangibles in sales, but those tangible KPIs are contextual, short term, and easy. Sales people that only use these KPIs as their measurement of success will likely have a fairly stagnant career. The meaningful, long-lasting, impactful tangibles that will help you get promoted (and hired), lead teams, be invited to important conversations include but are not limited to: building something, improving something, or removing something. Those are the tangibles sales leaders and founders should be searching for when growing their teams. They are the ones that will point to a dedicated, creative, problem-solving builder that will push the team forward instead of staying put and hitting *dial* like a robot. #SalesHiring #BuilderMindset #Sales