Marcell Terjeki’s Post

🚀 Building a world-class sales team isn't just about hiring; it's about creating a culture of success! 🌟 Key strategies: 1. Hire for attitude, train for skill. 2. Incentivize with more than money - think growth opportunities! 📈 3. Regular training keeps your team sharp and in the know. Remember, a heart-centered approach to selling creates genuine connections and that's the real secret sauce to a stellar sales team. 💖 Want to dive deeper? 🤿 Share your top sales team challenge below or hit us up at mywebsite.com to Craft Your Next Level Business Vision! 💼 #SalesTeamSuccess #BusinessGrowth #HeartCenteredSelling Work with Your Mentor, Scale Your Profits and Finally Grow.

To start - I'll admit to personally being guilty of this terrible habit 😅 ... As the legend, 🐶 Jacco van der Kooij (founder of Winning by Design) puts it: 'Sales leaders + execs put FAR too much focus on new business rather than building / expanding from their existing base' There are SO MANY positive externalities from creating raving fans (namely creating lowest cost leads ever, eg the UserGems 💎 playbook) So why do we always default in investing 10x in new biz vs our client base? **Onboarding, Retention, Expansion Jacco says: because it's the way sales has been done since the beginning of... sales! Every month, every quarter, every year, starts at ZERO. Recurring revenue isn't a major consideration when you're staring at a big goal and a giant $0 on your dashboard. So from Day 1 you're starting from the bottom, and do it over The kicker... we structure everything to focus on net new business acquisition to drive revenue: 1. The 1st business model was built with a focus on net new business 2. Comp plans are structured with a focus on new business 3. Quota is structured with a focus on new business 4. The way we hire 5. The way we write job descriptions 6. The way we train managers, VPs, everyone. This structure is built from decades of selling this way - it's deeply ingrained in our culture we don't even notice. So how do we make the change to grow more efficiently?? Build a raving fan client base who super-charges our revenue engine??? Killer convo with Jacco Van Der Kooij on my latest epi of 10/10 GTM Check the full conversation below 👇

For some reason, a bigger flex these days is how much funds you raised and how many people you hired... The real flex for me is how much revenue growth you can achieve with a small, but hyper efficient sales team (often being bootstrapped) 🥾 I've seen revenue leaders making decisions based like this: → One Account executive generates 200k ARR → Our growth target this year is 4m ARR → Let's hire 20 new account executives! 💡 Well, in the real world, overcrowding your sales team with 20 new members can lead to: → Much slower ramp up period per sales rep (a bigger crowd is harder to teach) → Spending time and energy arguing over territory (is there enough prospects?) → Underachieving on targets, which will make salespeople unhappy and eventually quit (why should i compete with my own team?) Instead, why not invest in the small team of 5 - invest in developing skills and utilising technology to multiply their outreach efforts? This way you'll get 5 superstars delivering 800k ARR - every one of them motivated and ready to crush it every single day 🎯 Which approach would you use, and why? Let me know in the comments below 👇

How I scaled from $2 million to over $20 million I was tasked with scaling a sales organization very rapidly. Here are the 3 things I did to accomplish this in 4 years: 1. Documenting the processes You want to draft every playbook - who we are as a company, why we are here, ICP buyer profiles, draft outreach, emails. You want to document everything you need to hire and train a sales team. 2. Hire people who are flexible You want to hire really driven and talented people. But if you are a startup, you need them to be flexible. They need to be okay with constant pivots. 3. Continual improvement This can look different depending on your team. It might be improving your playbooks, hiring even better talent, or developing your leadership skills. The goal is to never settle. Should I go into more detail about a specific area?

After managing multiple 30-member sales teams... Here are two of the biggest lessons I learned:

Ever notice that it only takes 1 bad sales hire to send your sales team into a tailspin? I’ve seen it happen. One crappy salesperson can drag down productivity, sour the culture, and drain the energy of even your top performers. The cost is massive. On the flip side, one exceptional sales hire can change everything. They raise the bar, inspire their peers, and create unstoppable momentum. The impact is immeasurable. So, what’s the lesson? 👉 I've learned to be patient and intentional in my salesperson hiring process. ⛔ Don’t rush to fill a seat. I’ve learned that it’s far better to wait for the right fit than to settle for someone who isn’t. 🔥 But when you realize you’ve made a mistake, act quickly. Don’t let a poor fit linger and fester. Hiring is one of the most critical decisions we make as sales leaders. The difference between a lousy hire and a great one is the difference between mediocrity and excellence.

Starting out as a leader of a high-growth organisation, I was really apprehensive about hiring. Here's some of the best advice I've pooled and can give from my own experience: 1. Be clear on your candidate personas 2. Look at your middle most performer and aim to hire above them 3. Keep your interview process consistent and test for the same traits 4. Follow your gut when it tells you something is off 5. Manage expectations clearly, even with dream candidates - it will end badly down the road otherwise 6. DEI is not tickbox exercise, it's the secret sauce to high performing teams 7. Ensure incoming reps don't jut fit in but they add to your culture 8. You aren't just hiring for your team, you're hiring for the Enterprise Sales Director of 5 years time - look and test for high ceiling candidates 9. Hire ahead of schedule and have an 'always on' candidate prospecting motion 10. Hiring poorly will cost you 6+ months pipeline, give it the time and respect it needs The difference between world-class SDR Leaders and mediocre leaders is they understand their role. 🔎 Talent Identification 📈 Talent Development 🚀 Talent Graduation & Acceleration Pipeline generation is the by-product... ------ Hey, I'm Andy - Founder of RevRocket. We support businesses, leaders and reps build sustainable pipeline generation systems.

"Everything you're telling me, we can do ourselves," a CEO told me. My snarky reply, "Oh, you thought I was the guy with the never-thought-of-before ideas?" I'm not that guy, but I am the guy to tell you, "To know something and not do it, is like not knowing it at all." He knows he needs to upgrade his sales team, but not actively recruiting better talent or coaching his current reps. He knows he needs more inbound leads but has zero content campaigns running. He knows he needs to close public dealer groups but has zero in the pipeline. He knows he needs a robust partner program but has zero resellers. This CEO is following the worst possible strategy, Knowing everything and doing nothing. My job isn't to tell CEOs about the gap, My job is to close it.

We had to turn this client away: I had a call with an early-stage company who was having trouble hiring sales reps that would produce and stick... The COO (who's confidential name for this post will be Bob), Was also in charge of the sales team. He wore a lot of hats. After chatting with Bob, he told me that he hasn't had much luck hiring good sales people... In fact, almost every person he hired over the last 2 years has been let go. 6 people in total. The reason? -- Bob said, "Performance." So, I asked him... "What does their onboarding training look like?" "Do they have 30 to 180-day performance benchmarks they need to hit?" "Who keeps them accountable with ongoing training & monthly reviews?" Bob: "We'll, that's the thing... I'm soo busy running the business that I kind of rely on them to figure it out." *HARD STOP* I said, "Bob... you don't have a people problem... you have a management and systems problem." His resistance to hire a manager? - He didn't want to eat into too much of his hiring budget for the year... Don't be like Bob. Hiring great sales leaders will scale your company. And yes, they're pricey... And 100% worth it! #salesleadership #recruiting #sales

3 VPs of Sales didn't work out at a startup When you dig into why Everyone you speak with will have their own opinion Anyone in the company is biased based on their viewpoints and experiences You want to know those But it is not the full story Until you have someone who can be unbiased and knowledgeable about what good looks like The problem won't be fully understood A sales audit will assess - People - Process - Systems - Enablement - Performance - Strategy - Hiring and recruiting It is where to start before hiring and firing people Make decisions with confidence and experience