Nick Cegelski’s Post

We hired over 100 front-line sales people during my career as CRO. Here are the 5 skills that we hired for, and one bonus skill that's hard to teach: 1. Enthusiasm A little energy and enthusiasm goes a long way in sales 2. Grit Can they withstand pain and suffering? Are they a victim or do they take ownership of their outcomes? 3. Ambition Be honest. None of these reps are going to retire at your company. You will have them for 2-5 years if it goes well. You want the candidates that are using your company as a platform to go achieve great things. Get them onboard and be grateful that you have them for however long you can keep them. You can’t want people to be more successful than they want it themselves. 4. Curiosity Do they read? Are they inquisitive? Do they pursue their interests outside of work? It’s hard to teach curiosity. The most curious reps will ramp faster because they naturally want to learn. 5. Agency Can they figure it out? Resourcefulness is a strong indicator that an individual will be successful in sales. BONUS SKILL Can they talk on the phone? Are they good at conversation, or are they awkard? What about on a demo? Can they hold space in a video demo? Are they confident? You can teach this skill if you have enough time, but usually you need the salesperson to be good as fast as possible. If they don't have the phone or video presence, don't hire them for sales. That's it for my list, what criteria do you hire for? Read the full post here, How to hire your next sales rep: https://lnkd.in/gK_79ijQ

The most crucial criterion while hiring your first two sales reps is: would you buy from them? In the early days, leads are invaluable, your brand isn’t established, and your processes are still evolving. Initially, this is the right criterion. Not later, as you've grown: Later on, as your company grows, you'll need a variety of reps to cater to diverse customers, making this less relevant. But in the beginning, it matters significantly. Forget about the perfect LinkedIn profile. You do need 18-24 months of relevant sales experience at a similar price point. Lacking this is risky because those 18-24 months provide training that you can’t replicate internally. A practical way to assess candidates is through role-playing. Act as the rep and ask, "How can I help you improve your business with [our product]?" See how good they are at the other side. See if you believe. Or play the prospect. You can also switch roles and play the prospect. What’s critical isn’t their exact answers, but whether you believe in them. If you’d buy from them. If you’re convinced, and they have some relevant experience, it’s likely to work out. Even if their LinkedIn profile is impressive, they know all the buzzwords, and have the right qualifications, but if you’re unsure they can sell your product right now… it’s probably best to keep looking.

More sales people are investing in their personal brands. Is ‘marketing’ yourself a distraction from your sales job? The majority of sales reps are lurking in the shadows 👀 🦇 Those brave enough to use LinkedIn to 'engage' with buyers… Can become exceptional at: - Starting Conversations (get buyers talking) - Relationship Building (long term approach) - Staying Relevant (convert insights into meetings) Any sales rep that can hit quota & market themselves… Should be a ‘North Star’ hire, IMO. The ability to market yourself is an advantage… *Not a distraction.

Top sales leaders don't hire salespeople. But wait, isn't that their job? Let's rethink what makes a stellar sales team. Forget the smooth talkers and cold-call kings. Your next sales superstar might be... a former teacher? Here's why: 🔎 Ex-journalists ask the right questions and uncover hidden needs 🧠 Former psychologists read people and build deep connections ⚽ Retired athletes bring discipline and thrive under pressure The best sales pros don't come pre-packaged. They're built, not bought. Look for raw ingredients: empathy, grit, curiosity. The rest? You can teach. Your job isn't to find sales pros. It's to spot potential and mold it. Think of your sales org as a farm team, not an all-star lineup. Remember, in a world of AI and automation, uniquely human skills win deals. So, who's the most "unsalesy" person you've hired lately? Your quota (and your customers) might be in for a pleasant surprise.

Attention Starting TODAY, I’m kicking off a 90-day sales training retainer for a powerhouse client in the tech space. This is your golden opportunity to transform your sales team into a high-performing machine! Imagine having a sales force that’s unstoppable, closing deals left and right, and driving your revenue through the roof. That’s what I deliver. But here’s the kicker: **I’m fully booked till December 30, 2024.** Yes, you read that right. However, I’ve got a few rare openings left, and they’re going to go fast! Do you want your sales team trained by the best? Or know someone who does? Don’t miss out. Send me a DM NOW or email me at hey@paulfoh.com. These slots won’t last long. Act fast. Transform your sales. Dominate your market. DM or email: hey@paulfoh.com

Every professional should consider a sales career in saas. Here's why: It puts you on the fast track to earning $100k. Other than producing a $100k+ income, there are tons of other positives that come with the career, such as: - Rapid career progression - Incredible benefits - Elite sales leaders - Paternity leave - Subsidized healthcare premiums - Shares and equity - Unlimited commissions  - Job demand is through the roof - Career path diversity Within a year, you could be making more money. Driving growth and selling products that solve problems. Building your own brand. While gaining skills that apply to all facets of life. If you’re at a crossroads with your career and you're a hard worker, are good at talking with people, and have the ability to be coached. You might want to consider tech sales. It's not the only option, but who knows? It might just change your life forever.

In November Justin King and Kendra Berner joined Nooks as Head of SMB Sales and Enterprise Sales Manager. These two leaders bring impressive experience, energy, and excellence. And they made me think again about how sales and marketing can team up effectively. One of the most important ways sales and marketing can communicate and collaborate is around “know thy customer”: 🏗️ What is the ideal customer: Are there specific attributes that ideal customers share? Employee count? Industry? 🏆 Who is the champion: Your user isn’t always your buyer or your champion. Identifying the roles that marketing needs to message to is vital. 📕 What are the stories that resonate: Identifying the messages that these champions are moved by comes from testing and from relationship building with prospects and customers. 🎯 Where do they get their information: are prospects meeting at certain events? Are there communities that matter? Getting the inside scoop on where to target your messaging keeps you from shouting into the void. ♻️ Shadow the full buyer journey: don’t stop with evaluating your customer’s experience pre-funnel and post-sale. See how you can help support the sales process to make your company the best to do business with (that’s a big Nooks value) Welcome aboard Justin and Kendra - I’m looking forward to partnering with you both! P.S. Nooks is hiring top sales talent—if you’re ready for your next opportunity, now is a great time to apply! 🚨Current Open Roles on the Sales Team🚨 - Enterprise AE - Mid Market AE - Enterprise SDR - Senior SDR - Sales Development Manager Link to apply in the comments 🔗 If you know someone who'd CRUSH here too, please tag them!

Another big problem with the full-cycle sales vs. role specialization conversation...career paths for account executives. High-performing salespeople want to: 1) Work bigger deals or territories which = more money 2) Work their way into management 3) Build the skillset to start their own business, or acquire one and run it. We all agree that when sellers have downtime they should prospect. We all get that. But... In a world where folks want to remove SDRs and just have full-cycle salespeople, here's the conversation... Hey Alex. You've had a great career. Tons of prior success, which is why we hired you here. You've done a great job over the last two years in our company. BUT...because Mark over in Marketing sucks at hiring SDRs, enablement can't train them, and no one wants to manage them...and whoever is managing them has no formal management training and a sad excuse for a management skillset...we're going to get rid of the SDR team and make you full-cycle...so... INSTEAD OF WORKING TOWARD YOUR CAREER PATH OUTLINED ABOVE... WE EXPECT YOU TO SPEND 50% OF YOUR DAY COLD CALLING. Here that sound? It's ***Alex's resume being updated*** So then all the people who are middle/low performers stay and you end up with the JV squad doing two jobs when they weren't even performing at one. Solid decision, fellas.

Hiring for Success: What to Look for in New Sales Reps Building a successful sales team starts with hiring the right people. Here are my top tips for finding the best sales reps: Two Years of Experience: Focus on hiring reps with a minimum of two years of B2B experience. New hires without experience require too much training and can slow down your growth. Demonstrated Success: Look for candidates who have tangible results like shorter deal cycles, new business acquisition, and significant deal flow management. Relevant Questions: A good sales rep will ask about your pipeline, lead generation, and expected earnings. This shows they’re serious about their potential income and understanding your business model. Always ensure your company has a stable flow of new appointments and a closing rate of at least 30% before bringing on new hires. This preparation sets the stage for their success.