When hiring for Sales at an early stage SaaS startup, you need to look for the sales reps/leaders who have already been through the wringer. That’s the only way to know if they’ll survive the wringer you’re about to put them through. You don’t have enablement in place. They can’t lean on brand recognition. They’re going to be cold calling into a market that has never seen your logo. Someone from Big Tech supported by a killer marketing engine, full tech stack, and bustling SDR team will be down for the count in their first quarter at a Series A or B org.
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I'm looking to hire several SaaS sales rockstars to join Uptics and convert leads to closed WON. Comment or tag below. Some details: Uptics is a startup changing the sales tech space. Historically we've been a self serve platform, but moved to a sales led motion. We've seen an 80%+ increase MoM since this move in just a few weeks (without a sales team). As we shift from founder led sales you will be in the trenches with me on a daily basis working mostly inbound leads with an outbound motion to book additional demos with leads who don't self book. You'd host demos, proposals, and close sales. I'm looking specifically for up and coming rockstars with a little experience selling software between $5,000-$10,000+. I don't have all the answers, so I'm looking for people who have "done it before", even just a little bit. Once it's dialed in we'll scale it to the moon. So it's ground floor (not for everyone). If you're interested comment below and then DM me who your favorite NFL team is. If it's the Vikings and you meet the qualifications above you're hired. 😉 #sales #hiring
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Uptics is IMO the best Email forward sequencer in the market not enough people have heard of. It has the most intuitive sequence build interface I've used (vs Outreach,SalesLoft,Engage, Apollo). A-B-C and snippet testing, trigger ANY event/action in a sequence, included real time NeverBounce, automatic email account warming, so much more for a very reasonable cost. It's the tool I use whenever a client asks me to run a responsible email campaign. I also tell them that they need to also bring in Patrick Spielmann to help build the sequences because I'm no expert at that but he is. It's awesome to see Uptics growing and hiring Account Executives. I totally recommend anyone who wants to make a difference at a sales engagement tool that has real promise to reach out to Patrick (I've talked to him, he seems like a great guy to work for).
I'm looking to hire several SaaS sales rockstars to join Uptics and convert leads to closed WON. Comment or tag below. Some details: Uptics is a startup changing the sales tech space. Historically we've been a self serve platform, but moved to a sales led motion. We've seen an 80%+ increase MoM since this move in just a few weeks (without a sales team). As we shift from founder led sales you will be in the trenches with me on a daily basis working mostly inbound leads with an outbound motion to book additional demos with leads who don't self book. You'd host demos, proposals, and close sales. I'm looking specifically for up and coming rockstars with a little experience selling software between $5,000-$10,000+. I don't have all the answers, so I'm looking for people who have "done it before", even just a little bit. Once it's dialed in we'll scale it to the moon. So it's ground floor (not for everyone). If you're interested comment below and then DM me who your favorite NFL team is. If it's the Vikings and you meet the qualifications above you're hired. 😉 #sales #hiring
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For a seed stage-series A biz, hiring an SDR is a big decision. There is a right and wrong time to do it. Here are a few thoughts based on things I've learned placing SDRs at companies over the last year (full post linked in comments). Hiring an SDR without a proven sales process is like buying a $2,000 amplifier before you know how to play guitar. You need to be able to consistently produce results before it's worth the investment. 🔹 Some Key Boxes to Check: Closed/ Won Deals from Outbound: This validates your understanding of the ideal customer profile (ICP) and the pain points you solve. Repeatable Process: You should know how to find prospect information, what channel to use to contact them, and what messaging to use. It shouldn't be a guessing game. There should be recordings and screenshots of what's worked that you can use to train your rep. Real Metric Expectations: Set realistic, data-driven KPIs based on real results (i.e the work you have done). Unrealistic quotas can demoralize reps. Path to a Closing Role: Top SDRs will want to know their career path. Whether the next step is a full-cycle rep or an account executive, provide clarity on the requirements for advancement. #Sales #SDR #BusinessGrowth #SalesDevelopment #OutboundSales #SalesStrategy
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Hiring an SDR without sales experience? Here's my take: It depends. First hire? No. More than 3 SDRs? - 1 front-line manager - With onboarding and training programs - The existing team consistently meets their quotas In these cases, yes, it makes sense. Why? Early-stage businesses lack: - An outbound process working - SDR management skills - An onboarding process - A training program - Defined your ICP - Buyer personas Expecting a newcomer with no outbound sales experience to just jump in and handle everything. And without any guidance from an SDR manager ... It's just not realistic. Often, we see these folks struggle for 6 months, and then, sadly, leadership let them go. But honestly, the problem isn't really with them not being able to do the job. It's more about us jumping the gun and hiring them without having the right support, and environment in place. As first hires, we should be focusing on bringing in people with experience, those who can shape and build up the SDR function. With outbound experience, they're going to get up to speed much faster and start delivering business results sooner. 3 months ago, I decided to go for candidates with a solid track record, even though there weren't that many to choose from. These folks have been absolute game-changers, despite being pretty unhappy in their previous gigs. Now that we've laid down the right groundwork, we're in a good spot to start considering people without sales experience. PS: No, we're not hiring at the moment. 👀
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If you're a founder just starting to build a sales team, avoid the "closer trap." Large SaaS companies can afford to have specialized "assembly-line" sales roles like SDRs and BDRs. They generate leads and set up appointments for their closers. But you? You need a full-cycle rep who will do it all: → Find new leads → Nurture the relationship → Schedule Discovery meetings → Lead consistently successful Discoveries → Present winning proposals → Oversee the projects → Get you paid. Hiring someone who can only close deals won't cut it. The last thing you want is to hire a rep to expand your customer base who isn't equipped to live up to that expectation. It wouldn't be fair to either of you. #SystematicSelling
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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
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I selectively advise a few early-stage founders. Today, one is hiring a founding AE + experienced SDR. Before you move forward, let me be clear: 𝐓𝐡𝐞𝐫𝐞 𝐢𝐬 𝐧𝐨 𝐬𝐞𝐥𝐥𝐢𝐧𝐠 𝐡𝐚𝐫𝐝𝐞𝐫 𝐭𝐡𝐚𝐧 𝐞𝐚𝐫𝐥𝐲 𝐬𝐭𝐚𝐠𝐞 𝐬𝐞𝐥𝐥𝐢𝐧𝐠. But if you want to build an outstanding sales organization from scratch and accelerate your career... Covey is the kind of company you want to work for. (And I will be there to help you get it right) The problem they solve is simple: Instead of screening 2000 resumes by hand or sequencing 100 random candidates -- let AI surface the top 1% of candidates for you. 𝐑𝐨𝐥𝐞 #𝟏: 𝐅𝐨𝐮𝐧𝐝𝐢𝐧𝐠 𝐀𝐜𝐜𝐨𝐮𝐧𝐭 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 We're looking top notch discovery skills, a fill-your-own-funnel mindset, and the ability to run a sales process while wearing multiple hats (no deal quarterbacks). If you have: - 2+ years of closing experience - At a blue chip growth stage SaaS company - Closing commercial + MM deals You may consider this role: https://lnkd.in/gbnMEc-7 𝐑𝐨𝐥𝐞 #𝟐: 𝐒𝐞𝐧𝐢𝐨𝐫 𝐒𝐚𝐥𝐞𝐬 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐑𝐞𝐩𝐫𝐞𝐬𝐞𝐧𝐭𝐚𝐭𝐢𝐯𝐞 Building pipeline in the early stage is not a spray and pray game. It's a game of constant iteration to find message-market fit (and frankly, that's way more fun). If you have: - 6+ months of SDR experience - Ideally: At a blue chip growth stage SaaS company You may consider this role: https://lnkd.in/gBUe7unp *** I rarely post job opportunities. But if you've ever considered taking your shot at the 0-to-1 sales motion. Vijay and Max are two of the baddest operators I've met. Here's your shot :) #hiring
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Founders with <$5M in revenue and cannot transition out of founder led sales make 3 mistakes 1. Try to hire someone else to find product market fit No sales rep will work as hard as you will to find pmf Founders have the best chance to feel it and adapt as necessary Hiring someone to do this role well should have “co-founder” in the title 2. Hiring a VP of sales early The sales motion is going to change multiple times and the founder will be able to make the changes the fastest Finding a VP of Sales that will do all you want at a price you can/are willing to afford is pretty rare This hire is often times a signal the founder wants out of sales and/or very frustrated with their own performance 3. Hiring a sales rep and expecting them to figure out the sales playbook Low pay and blank canvas' are a bad combo for startup individual sales reps Founders know their market, industry, product, and overall vision the best Hard enough to sell at a startup with the founder Even harder if nothing has been defined or proven yet and you are supposed to just figure it out Transition out of founder led sales with guidance and documentation Record pitches, calls, and stories Document the process, marketing materials, and how tos Share common questions and ways to respond Build and execute an onboarding plan Transitioning out of founder led sales? DM me
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More good news: I'm hiring! Outbound SDR, not afraid of the phones. Fully remote. OTE is competitive. More important, goal is achievable. Avg. attainment for ramped reps last month was 101%. One rep hit 150%, another hit 110%. We've promoted a handful of SDRs forward in the org. Culture is bumping. Coaching is regular. Professional development (beyond this role) is a frequent topic. The role is hard. Don't get me wrong. But your team, product-market fit, and potential for growth are top-tier. If you have prior SDR experience, you know what to do. ***If you don't do the job to get the job, you won't get an interview*** "Jack that's so mean and unfair" - no it's not, lol. If you've been an SDR, you know exactly what you need to do to be an X in a sea of O's. Being average won't cut it. Don't be average. If you don't have prior SDR experience, no worries, linked below is a guide I wrote on how to land an SDR role with no experience, take it and run with it, I believe in you! Talk soon. #sales #saas #outbound #sdr #prospecting #hiring
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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?
Hiring a Sales Development Representative (SDR) could be the key to success 🌟 if you want to expand your business into the US market and drive profits. Check out our latest carousel post to discover why hiring an SDR can drive profits in the US market and how to do it effectively. 💼💰 💼 Hiring an SDR is a strategic investment for companies looking to tap into the lucrative US market. Consider hiring an SDR and watch your profits soar! 📈 Book a demo to know more - https://lnkd.in/gHDHHw39 #USMarketExpansion #SDRHiring #BusinessGrowth #SalesStrategy
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