Ryan Flannelly’s Post

🚨 Attention companies on the hunt for top sales talent! 🚨 Are you in need of motivated and hungry SDRs who are ready to crush their targets? How about top-performing B2B SaaS AEs who have been driving revenue like it’s their day job (well, it is their day job… but you get the point)? At ZRG, we’ve got a roster of rockstars who are eager to take your sales team to the next level. These are professionals who know how to get results, and we’re here to help you find the perfect match. Let’s team up and make hiring a little less stressful (and a lot more successful). If you're ready to bring on some serious talent, let's chat! 💼🚀 #SalesHiring #SDRs #B2BSales #TopTalent #Recruiting #TechSales

SaaS Sales Jobs requiring 5+ years of SaaS experience is a mistake You need problem experts, not SaaS experts You need people who build rapport and deeply understand your customer You need active listeners who ask great questions You need people your customers trust You need grit and coachability Remember, you can teach anyone to demo a product or explain the benefits of a feature, but the ability to be inquisitive, listen, position, and move a deal step by step based on new information and relationships built, now that's much harder to teach. If you are actively hiring for an entry or mid-level role, reconsider that 3-5+ years SaaS Sales requirement as some of the best sellers I have worked with or met have less SaaS sales experience. Look at their Sales experience holistically, how they won deals, how they moved the pipeline forward, and how they grew in a business. #sales #hiring

KPIs are the compass for sales success. Without them, you're not just setting the rep up for failure, but you're also missing out on critical growth insights for your business.

very insightful, Joyce Zhang Gray, thanks! Sharing it for the benefit of our sartup community (all of it outside the US) 2 questions please: 1) In your exp., does this work -> Hire a qualified SDR in US and the Sales Manager sits in Europe - and it leads to a sale? 2) what is a base salary range that the startup should budget for to hire a qualified SDR in US?

You are an underperformer. Strong quota attainment is hugely important in GTM recruiting. Every interview I have with a sales rep I qualify it. It's one of the biggest barometers of someone's ability. But is it? Sales Rep 1: Averaged 100 -150% last 4 years Sales Rep 2: Averaged 60 -100% last 4 years We are all hiring rep number 1 right? Here's what you don't see: Sales Rep 1: AE at a Major Enterprise Software Vendor Manages an industry they dominate in Prospects know them before they call Territory is 50% existing customers An SDR does all their outbound Gets constant inbound leads Sales Rep 2: AE in a 'first on ground' role for a SaaS startup Firm has no brand awareness in the region Cold territory with zero customers No SDR team. 100% outbound Zero marketing budget No inbound leads This isn't a post to call out those in established firms. Both of these reps are high-performers. But it's a good reminder that numbers only tell half the story. Make sure you dig deeper before discounting someone. Give people a chance. #technologysales #saasrecruitment #gotomarket

Hiring a sales rep for your business? If you can’t tell me these 8 things, you’re setting them up for failure: 1: What is your ideal client profile (ICP)? 2: What represents a bad fit client? 3: What is your unique selling proposition? 4: What is the problem you solve for clients? 5: What is the onboarding plan for the first 30 days? 6: What KPIs need to be hit to ensure success? 7: What does a week in the life of their role look like? 8: When / how will you know whether this hire is a win or loss? Hiring sales reps to solve business problems is a mistake. It sets them up for failure. Sets you up for frustration. And ends up wasting time you already don’t have. Build a proper process and playbook. Then execute. 🏝 Join my email list for weekly tips where I drop weekly strategies and insider information to productize, market, and sell your expertise here: https://lnkd.in/e7AbCGxt

Breaking into tech sales isn’t just starting a new job—it’s stepping into one of the fastest-growing, most rewarding career paths out there. 💼💥 Why tech sales? 🚀 - High Demand: Companies are always looking for sales professionals who can drive revenue. - Unlimited Growth: Start as an SDR and work your way up to six-figure roles. - Transferable Skills: Sales skills open doors in every industry. - Impact: You’re not just selling—you’re helping businesses grow and succeed. At Stingray Sales, we’re here to give you the tools, training, and confidence to stand out in this competitive space. Whether it’s booking meetings, crushing quotas, or landing your first role, we’ll help you every step of the way. Are you ready to launch your tech sales career? Let’s make it happen. 💪 #TechSales #BreakIntoSales #CareerSuccess

I led Outreach's sales team to $200M+. I get asked how we got the first rep hires right. I get asked how we continued good hiring. Here are the 3 phases we went though: 1. Hired people I know → first 4 AEs were all people I knew or knew of. All 4 stayed 4+ years. One left for a "can't so no" job (we've since teamed up again!). One is still one of the top AEs at Outreach. 2 retired. Advice - never take a gamble on your first sales hires. They must be known quantities to reduce risk. Getting your first 10 sales hires 50% right means you did it wrong and your company is struggling. 2. Hired people remote at scale → huge mistake I made. I hired people when I wasn't ready to support and enable them. We hired enablement too late for the way we were hiring so we blew through great reps who didn't stick. Advice - know how you want to build your sales org and make sure your infrastructure will support it. A mismatch will kill momentum. 3. Hired people in office at HQ → we went on a tear of Hall of Fame hires once we limited our hiring to Seattle area people who wanted an in-office culture. We got referrals, SDR promotions, and amazing people who moved to be a part of what we were doing. Advice - once you tap into a strong hiring well, drill deep and stay there. Your first hires in any department are so important. Bad sales hires, though, RUIN good work more than any of them.

Looking to expand your sales team? I've got 3 killer recs for you! 👇 This week, I found out that the incredible sales team I worked with at my previous company was let go due to the company's decision to shut down its US sales operations. These are some of the most driven, personable, and talented sales reps I've had the privilege of working with, and I’m thrilled to introduce you to them: Josh Clancy (left) - An incredible enterprise AE who consistently goes above and beyond. From driving an hour to personally deliver homemade cookies to a prospect to providing clear, experience-driven feedback to leadership, Josh is always willing to do what needs to be done to make the deal happen. Plus, he’s just a wonderful human being! David Neys (not pictured) - As the Head of Business Development, David built the first structured US BDR team and achieved phenomenal results quickly. He's a true marketing champion whose ability to align his outreach strategies with marketing approaches made him the best partner I could’ve asked for. Jonathan Patterson (center) - A rising star BDR with a background in education, Jon hit the ground running and never looked back. He’s a relentless learner who continuously refines his approach and is always keeps pushing for that next demo. His dedication and determination are unmatched, and I can't wait to see what his career looks like a year from now. 🚀 These three are ready to make a big impact on their next team. If you’re hiring, don’t miss out on the opportunity to connect with them. Trust me, they’re the real deal. #lookingforwork #hiring #sales #dreamteam

Here are the top 5 sales jobs for recent college grads/ A lot of y'all are obsessed with med tech or financial sales. But there are some seriously underrated tech sales roles you can land right out of college. If I were starting over and wanted to: a/ Hit six figures in the next two years b/ Make $250K+ a year in the next five years c/ Work fully remote for the rest of my career These are the roles I’d apply to: 1/ Sales Development Rep (SDR) Top software companies hire SDRs and pay $70K-$110K right out of the gate. Promotion to Account Executive (AE) is common within 1-2 years, and AEs make six figures. 2/ Business Development Rep (BDR) BDR is often used interchangeably with SDR. Sometimes, you’ll work more inbound leads. Career track: AE or BDR/SDR Manager. Salaries hit $150K-$200K fast. 3/ Marketing Development Rep (MDR) Basically the same as SDR/BDR, just a different title. 4/ Inside Sales Rep (ISR) Same idea, different name. 5/ Account Manager Less common, but some companies still use this role. It’s how I started at Dell. From there, I went from $60K to an AE role making $220K a year in just three years. If you’re young and looking for a high-paying, remote-friendly career, tech sales is where you want to be. Feeling lost? Don’t know what to do? I got you. Follow me, and I’ll show you step by step how to do what I did.