Varsha Bharath’s Post

Why it is much easier to hire an experienced Sales Professional with Business Consultant skills ? With a strong management perspective—someone who understands the full scope of operations within a business and isn’t limited by narrow expertise. The advantages are clear: they’re immediately available, come equipped with their own car, laptop, and phone, and bring valuable experience to the table. Moreover, if we connect and your business sees a good fit, transitioning to a full-time employee (FTE) is always an option. Would you like to grab a cup of coffee and discuss your needs in more detail? Let’s explore how we can work together to drive your business forward. Advantages of Hiring a Sales Consultant: Flexibility: Consultants can be engaged on a temporary or project-based basis, offering a tailored solution to your immediate needs without long-term commitment. Cost-Effective: No overhead costs such as employee benefits, taxes, or training—consultants bring their own tools and expertise. Expertise on Demand: Immediate access to high-level sales and management expertise, without the time investment of hiring and onboarding. Fresh Perspective: Consultants provide an objective viewpoint, helping to identify opportunities for growth or areas needing improvement that internal teams may overlook. Scalable Resources: Ability to scale up or down quickly based on changing business needs, providing more agility in your operations.

We are Hiring Sr. BDM- North America.   Profile: We are looking for an ambitious and energetic Business Development Manager to help us expand our clientele. You will be at the front of the company and will have the dedication to create and apply an effective sales strategy. Your goal will be to drive sustainable financial growth through boosting sales and forging strong relationships with clients. • Proven record of accomplishment in Sales, with demonstrated skills in sales pipeline progression, forecasting, and management, using CRM systems as well as excellent communication and presentation skills  • Someone who understands the finer nuances of the US geography. Must possess the capacity to comprehend the strategic issues of selling products and services in different locations • Ability to develop and manage a team across lead generation/cold calling & market research teams • A high level of energy, drive, enthusiasm, initiative, commitment, is required to enable you to work in a fast-moving and challenging environment  • Demonstrable overachievement of revenue goals • Strong sales skills including business justification, negotiation, and closing. • Must be from a Software Product Sales background. Preferably experienced in selling compliance products to SMB and large clients in an inside sales. Job Description: 1. To connect with qualified leads from SDRs, BDE and AEs. 2. To establish trust and comfort with the prospect. 3. To understand the requirement of a prospect and to frame that requirement into specifics. 4. To work with BA and Pre-sales Team to document the requirement and break it into modules and features. 5. To work with the tech team to gather solution approach and estimation. 6. To consult the prospect on the solution approach. 7. To work on contract documents and initiate projects. 8. Develop a growth strategy focused both on new business generation and customer satisfaction 9. Conduct research to identify new markets and customer needs 10. Promote the company’s products/services addressing or predicting clients’ objectives Desired Candidate Profile 1. Should have a keen interest in IT products and services. 2. Should understand the IT industry and current trends and practices. 3. Should be a thought leader to provide informed and useful suggestions to prospects. 4. Should be able to comprehend a vague requirement and frame it into a quantified requirement. 5. Should have very good negotiation skills to negotiate not only on price but also on ideas, suggestions, and rebuttals. 6. Should have excellent communication skills. 7. Should have the good general knowledge to connect with prospects and establish connections. 8. Should be highly driven by targets. 9. Should be willing to learn and revise the process to consistently improve on result. 10. Should be a team player and Manager. [email protected]

We are Hiring Sr. BDM- North America.   Profile: We are looking for an ambitious and energetic Business Development Manager to help us expand our clientele. You will be at the front of the company and will have the dedication to create and apply an effective sales strategy. Your goal will be to drive sustainable financial growth through boosting sales and forging strong relationships with clients. • Proven record of accomplishment in Sales, with demonstrated skills in sales pipeline progression, forecasting, and management, using CRM systems as well as excellent communication and presentation skills  • Someone who understands the finer nuances of the US geography. Must possess the capacity to comprehend the strategic issues of selling products and services in different locations • Ability to develop and manage a team across lead generation/cold calling & market research teams • A high level of energy, drive, enthusiasm, initiative, commitment, is required to enable you to work in a fast-moving and challenging environment  • Demonstrable overachievement of revenue goals • Strong sales skills including business justification, negotiation, and closing. • Must be from a Software Product Sales background. Preferably experienced in selling compliance products to SMB and large clients in an inside sales. Job Description: 1. To connect with qualified leads from SDRs, BDE and AEs. 2. To establish trust and comfort with the prospect. 3. To understand the requirement of a prospect and to frame that requirement into specifics. 4. To work with BA and Pre-sales Team to document the requirement and break it into modules and features. 5. To work with the tech team to gather solution approach and estimation. 6. To consult the prospect on the solution approach. 7. To work on contract documents and initiate projects. 8. Develop a growth strategy focused both on new business generation and customer satisfaction 9. Conduct research to identify new markets and customer needs 10. Promote the company’s products/services addressing or predicting clients’ objectives Desired Candidate Profile 1. Should have a keen interest in IT products and services. 2. Should understand the IT industry and current trends and practices. 3. Should be a thought leader to provide informed and useful suggestions to prospects. 4. Should be able to comprehend a vague requirement and frame it into a quantified requirement. 5. Should have very good negotiation skills to negotiate not only on price but also on ideas, suggestions, and rebuttals. 6. Should have excellent communication skills. 7. Should have the good general knowledge to connect with prospects and establish connections. 8. Should be highly driven by targets. 9. Should be willing to learn and revise the process to consistently improve on result. 10. Should be a team player and Manager. [email protected] Location-Kolkata

Here is the super secret sauce of sales recruiting . . . the method I used to place over 300 top sales candidates in 7 years. . . I do not: - ask the client what they're looking for in the candidate. - make sure the JD is perfect, I dont even need it. - post the JD on every job board out there. - interview countless people for each opening. - speak to candidates for 10 minutes. - allow the interview process to drag out for 6 weeks and 5-6 different steps. - hope that candidate starts and lasts the 60 day guarantee period. What I do: - ask the client what outcomes they want achieved by the candidate. - ask the client how fast they want those outcomes achieved. - tell the client what those outcomes will cost them in compensation. - isolate the exact people that will most likely achieve those outcomes. - contact those passive candidates directly with sales like outreach. - speak with candidates for 30-45 minutes getting to know them. - ask them if a move right now is the best move for them? - ask them for resume, performance docs and awards received. - submit the best fit candidates based on the outcomes desired. - fast and smooth interview process, no more than 3 steps. - candidate's time and work schedule respected. - offer in less than 2 weeks. - 6 month guarantee to client. - desired outcome achieved for client. - candidate happy with decision, client happy with decision. ______________________________//

HIRING is not equivalent to SALES. Lately, I have participated in numerous conversations where recruiters use terms like "convincing the candidate to accept our terms" or "highlighting perks that don't even exist." This rhetoric has muddled the true essence of recruiting. Hiring is not a sales job. It is a strategic role aimed at identifying and acquiring the right talent for your organization. The focus should be on finding individuals who genuinely fit the job role, rather than attempting to shoehorn candidates into positions that may not be suitable for them. There is no need to sell the position to the candidate. If you are confident in the brand and the opportunities your company offers, there is no reason to oversell. A well-informed candidate, who has done their research, will already understand the value of your organization. If they have not taken the time to learn about the company, they likely are not the right fit. We must change the misconception that hiring is akin to sales. It is not telemarketing. Every conversation with a potential hire should stem from the perspective that you are seeking talent that fits the job description and has the potential to excel in the role. With this in mind, we are seeking a Talent Acquisition Lead at Artha Group. If you align with this primary rule of hiring, I encourage you to apply. However, if you believe your role is to sell the company to candidates, then this position may not be suitable for you. Please refrain from applying. https://lnkd.in/d2nk-N_b

*𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐚𝐥𝐞𝐬 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐧𝐝 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐫𝐞𝐥𝐢𝐞𝐬 𝐨𝐧...?* Recruitment is akin to sales, where candidates are customers and the job offer serves as the product. Effective recruiters adopt sales techniques such as active listening, relationship-building, and persuasive communication to engage with candidates and "sell" them on the opportunity. They focus not only on the job itself but also on the company culture, growth prospects, and overall value proposition. Success in recruitment relies on showcasing the value of the offer, addressing candidates' concerns, and ultimately persuading them to choose the opportunity. By treating recruitment as a sales process, organizations can attract top talent and build a strong team that aligns with their goals and culture. Moreover, just like in sales, timing is crucial in recruitment. A recruiter must strike when the iron is hot, meaning they need to approach candidates when they are most receptive to new opportunities. For instance, reaching out to passive candidates who have recently completed a major project or achieved a milestone in their career can increase the chances of success. Additionally, similar to how sales professionals maintain a pipeline of leads, recruiters maintain a talent pipeline. They continuously engage with potential candidates, even if there are no immediate openings. This ensures that when a position becomes available, they have a pool of qualified candidates ready to consider the opportunity. Furthermore, objections handling is a key aspect of both sales and recruitment. Just as salespeople address objections from customers, recruiters must address concerns raised by candidates. This could involve clarifying job responsibilities, addressing doubts about company culture, or negotiating compensation packages. Lastly, like in sales, referrals play a significant role in recruitment. Happy employees are often the best advocates for their companies and can refer qualified candidates from their network. Recruiters can leverage these referrals to tap into passive talent and streamline the hiring process.

𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐚𝐥𝐞𝐬 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐧𝐝 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐫𝐞𝐥𝐢𝐞𝐬 𝐨𝐧...? Recruitment is akin to sales, where candidates are customers and the job offer serves as the product. Effective recruiters adopt sales techniques such as active listening, relationship-building, and persuasive communication to engage with candidates and "sell" them on the opportunity. They focus not only on the job itself but also on the company culture, growth prospects, and overall value proposition. Success in recruitment relies on showcasing the value of the offer, addressing candidates' concerns, and ultimately persuading them to choose the opportunity. By treating recruitment as a sales process, organizations can attract top talent and build a strong team that aligns with their goals and culture. Moreover, just like in sales, timing is crucial in recruitment. A recruiter must strike when the iron is hot, meaning they need to approach candidates when they are most receptive to new opportunities. For instance, reaching out to passive candidates who have recently completed a major project or achieved a milestone in their career can increase the chances of success. Additionally, similar to how sales professionals maintain a pipeline of leads, recruiters maintain a talent pipeline. They continuously engage with potential candidates, even if there are no immediate openings. This ensures that when a position becomes available, they have a pool of qualified candidates ready to consider the opportunity. Furthermore, objections handling is a key aspect of both sales and recruitment. Just as salespeople address objections from customers, recruiters must address concerns raised by candidates. This could involve clarifying job responsibilities, addressing doubts about company culture, or negotiating compensation packages. Lastly, like in sales, referrals play a significant role in recruitment. Happy employees are often the best advocates for their companies and can refer qualified candidates from their network. Recruiters can leverage these referrals to tap into passive talent and streamline the hiring process.

Hiring sales talent is a challenge. Attracting the right candidates for your specific sales role is next to impossible, if you have not defined what the new hire must do well. I am not referring to a list of responsibilities and accountabilities. What skills do they need? 👉 Must they hunt for all new business or are you giving them accounts? 👉 Do they need to reach the C-Suite, not procurement? 👉 Is your offering premium, and the rep must sell value not price? This is just one of the secrets we share in our Sales Hiring Secrets program. If you are hiring salespeople the same way you hire everyone else in the company, it is unlikely you will hire top sales talent. Sales Hiring Secrets will give you the tools to integrate a simple new approach to hiring sales talent who will preform in the sales role you need to fill. You will learn all the secrets, and get the scripts and templates to attract, screen, interview, hire and retain top salespeople. It is a game changer. Get the info here: https://bit.ly/3wOPWUa