Chris French

This is the progression from average to elite when it comes to resumes and interviewing 👇 Average Sales Reps: No numbers or awards on their resume. They just explain their responsibilities Good Sales Reps: Numbers and awards on their resume. They are clearly successful, but when it comes to interview time that can't explain why. Great Sales Reps: Numbers and awards on their resume, and can clearly articulate why they have been successful. ELITE Sales Reps: Numbers, awards, can articulate why they are successful and can teach other people how to also be successful in their job. There are some other factors of course, but at the end of the day this is the real stuff. Can you explain why you are good? A great rep can transform a territory. A great rep who can teach can transform a region and sometimes an entire company. So while you're out there dominating - pay attention and take note of why and how things went well. Someone is going to ask you to explain your process. If you can't answer, that might be a problem. #SalesTips #Interviewing #MedicalSales #MedicalDevice

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HIRING NOW: ENTERPRISE & COMMERCIAL AE - SaaS - Automation - $ALES & MARKETING account signals and insights SaaS tool 💸 Commercial Account Executive: $125k base 50/50 split - $1m quota 💸 Enterprise Account Executive: $150k base 50/50 split- $1.2m quota Actual inbound leads - $20k - $500k deal sizes - 6 months sales cycle You keep account in your book of business for upsells while CSMs are responsible for renewal #seriesbstartup, working under one of our longer term #vpofsales who JUST started - you must have experience - at an earlier stage org of less than 200 employees - selling a complex solution - ideal experience selling into #gtm #salesleaders or desire to Selling into other SaaS orgs! work with clients like GitLab Notion MongoDB and MORE - providing insights on how their #gtm can do more with less, and make more $$ In a world of tech, where everything is connected it is more possible than ever before to build connections between your current clients, and your ideal prospects This solution combines Sales, Marketing, Community and Operations and uses AI to enrich, score and analyze intent - $ignals are one of the most important aspects of monitoring what is working, and the best way to target, support and optimize every account. An ideal rep understands sales strategies including #productledgrowth and #productledsales MUST BE HUNGRY, LOVE BUILDING PROCESSES and have experience working in a startup get on my schedule! 206 747 9724 #accountexecutive #commercialaccountexecutive #enterpriseaccountexecutive #gtmsaas #gtmsales #salesjobs #salescareers #bestfootforward #softwaresales #saassales #salesdevelopment

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Companies asking for 3-5 years of experience for SDRs, let us explain If the candidate who fits the above criteria and still doing the SDR role, chances are they are not as good as you hoped them to be. If they are good, chances are you can't afford them. Let's talk money. Let's assume they started at 6 lacs fixed 5 years ago, at a mere 20% average increase YOY, they are at 15 lacs Fixed. If they are looking for 30% raise now, that's 20 lacs fixed. Are you ready for it? If not, can you get rid of arbitrary experience on your Job Descriptions. Issued in public interest again by School of SDR Link to download India's only SDR Benchmarking report in the comments #sales #sdr

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The harsh reality of a career/industry change is you'll likely take a pay cut. When I applied to Salesforce 7 years ago I applied for a BDR role. I was told I had more experience than most candidates but I lacked B2b. I would have taken the job if it was offered even with the 25% pay cut. The opportunity would have propelled my sales career to new heights. Career changes can be hard and you may believe you're overqualified for it but the right move can accelerate your career way beyond what you imagined. #recruiterinahoodie #sales #careermoves #jobsearch #hiring #techsales #techrecruiting

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SALES, SALES, SALES - Let's meet & work together for the rest of your sales career - Account Executive Opening$ 💘 Revenue Tool - SaaS Series B $125- $150k base $1m- $1.2m quota $7k- $500k deal size selling into #saas #sales #gtm teams actual inbound $$ growing their sales team from 5-12 SDR support (one on one for now) for #startup rep$ only 💘 Direct to Healthcare Tool - SaaS Series B $900k quota Some SDR support ideal candidate has worked with #insurance and has #saas background 💘 Manufacturing ERP Account Executive & Implementation Consulting org $95-$110k base. $200k++ OTE $200k+ deal size Must MUST MUST have sold #erp to manufacturing companies this is NOT a platform, or a RESELLER, this is a CONSULTING ORG that sources, refines fit and works with the customer throughout a very long up to 2 year implementation process - you will be the #csm #am NO COLD CALLING OR SALES EMAILS you will work DIRECT with JUST the founder open to seeing #sdrs who have sold #erp to manufacturers who want to get out of software, and into consulting - SDR Opening$$ 💘 Direct to Healthcare Tool - SaaS Series B 10+ qualified attended meeting a month selling into #hr mostly within #nonprofits and #homehealthcare $55-$65k base, up to $200+ per qualified, attended meeting do not contact me if you aren't going to take my coaching seriously :) cold call me 10x in a row text me send me a blind invite do what you got to do <3 #sales #salesrecruiter #gtmsales #founderledsales #saleshiring #salesjobs

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Focusing on the weakest link can really boost your sales performance.

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AE & SDR GIG - JULY START - LET'S MEET IN JUNE!! SELL A MUST HAVE - FEDERALLY MANDATED PRODUCT! AE & SDR REMOTE I am open to talking to ANYONE with a #saas sales background who has the BEST number$$ and wants to be apart of a #gtm team (less than 5 sellers) #seedstage #healthcare #healthaccesability 7M+funding as seed stage, they are very exec and tech tool lean. They hire from within (your boss was the first sales hire, taking the co $100k to $5m, and the head of marketing, was a founder at a company in a VERY similar space) Seed stage start ups take work! Helping to refine & increase average deal size, build predictable revenue. Fight for funding. build a book, reduce customer churn total forecasted headcount in the next 60 days 4 headcount: Account Executives (w/csm and am work) no renewal quota 2 headcount: Sales Development Representatives 1 to 1 AE to SDR ratio Deal size: $25k-$30k Sales Cycle: 2 weeks - 1 month Tools: HubSpot Apollo.io Orum verticals: #homehealth #nonprofits willing to interview people with #hr #healthcare or even people selling into small biz at #yelp you can sell into: 💲 ANY industry 20-500 employees - no territory, segments or verticals 💲 TPAS 💲 HCM companies 💲 Brokers this solution is a MUST have product, solves real problems based on #federalmandate with this direct to primary care, mental health saas tool, requires high volume #physical exams they can be done here AE salary $75k base - $150k OTE $85k base- $170k OTE $95k base- $190k OTE monthly quota = your salary (for example closing $75k/month) SDR: $55-$60k base Quota: 25-30 qualified, attended meetings offering $200++ attended w/ hr & c suite SDR growth: head of sdr AE growth: head of csm/am/enablement/rev ops Decision makers: HR managers, CEO/SVP ops 75-100 dials per day AEs work closely with small CSM team to help onboard, keep clients to their success measurements, and reduce churn (no expansion, retention quota) they really appreciate reps with top of funnel and post sale exp hired in 3-4 interviews (after meeting me!) 1) meet with your boss, VP of sales - 30 min via zoom 2) meet with the head of marketing/head of engineering, who has built sales programs internally/ been at earlier stage orgs (series b) or potentially panel - 45 3) exercise: cold calling with your direct boss (first call) for #sdrs and #discovery call #accountexecutives- 30 very phone heavy, leaders like to solve problems via email with colors, emojis and visuals - they have sequences that work, after you set meetings at scale, you can start bringing ideas to be creative since this solution is sold to #hr teams and companies 20-500 employees, they are open to someone coming from #hr solution like #adp or any earlier stage startup startup experience is NOT req and this is a great chance to grow your skill set and be apart of a "no brainer" solution and company INTERVIWING ASAP! call me beep me if you wanna reach me

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Junior AEs: Take your time. SMB reps want to move to Enterprise ASAP. The benefits are obvious: Higher base Fewer deals to hit quota More support from SE & SDR Handful of customers rather than 100+ Close deals that your CEO will know about It's a no-brainer right? Sort of, but moving too soon can damage your career. Here's how it plays out: Top-performing SMB AE has never missed quota On $100k base but earns over $300k every year Gets offered an Enterprise gig. Doubles salary Put into a stone-cold patch with no support Works their arse off for 12-18 months Earns half what they earned before Decides to leave Rinse & repeat Your CV with solid tenure now has 3 short jumps on it. Now you are labelled a “job hopper”. Before you think I'm anti-Enterprise - it can be amazing. But a few more years in SMB is not holding back your career. The grass isn’t always greener. Take your time. #saasrecruitment #techsales #gotomarket

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Notes from a Recruiter, Day 7: Prospect like a Salesperson 🤔 Applications aren't enough... I've found that the most successful candidates treat their job search as if they were in sales. When a salesperson is prospecting, would they reach out to just one person in the company? Or would they start from the top down with the decision maker and then reach out to multiple stakeholders to find their champion? Interviewing is no different! After all, hiring managers decide who the company brings in for that role. Wouldn't it make sense to reach out to them first? Utilize LinkedIn to conduct thorough research and identify the hiring manager and their team. If you don't receive a response from the hiring manager, don't be discouraged! Instead, adapt your strategy and reach out to other team members. They can offer valuable insights into the company's dynamics and the team's expectations for the new hire. If they think you're a good fit for the role based on your background, they can be your champion and advocate for you. Standing out as a candidate is all about being proactive with your outreach and application process. If you know anyone searching for a job, please send this to them or repost it to your network! 🙌 Follow me for weekly tips on how to improve your job search! #interviewtips #notesfromarecruiter #standout #applications #jobprospecting

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Goldmine of information for sales managers and hiring decision makers in the comments of this post. Great question and post Katie Mullen!

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Be honest with why you need experience for your SDR/BDR role? You could be saving yourself huge amounts of money for the same results by going with an entry level hire. Legit reasons for needing experience - Complex sell with a tough buyer profile (CISO, CTO, CRO etc) - You don't have an outbound process or manager who can train. Non legit reasons - You're too lazy to train - You think hiring with experience improves your retention (it's the opposite) Analyse your SDR culture, could you be going with no experience?? #sdrjobs #sdrteam #salesjobs

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SDRs don't work for AEs.... In fact, AEs should work for SDRs. If you're in a position to have an SDR helping you crack meetings you need to point them in the right direction with the right messaging and use cases. SDRs aren't your assistants. They're the tip of the spear. Cole Praver 🙌 #sales

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🚨 Recruiting Tech Spotlight ➡ BrightHire!!! I wanted to shoutout one of my fave tech partnerships on our recruiting team - BrightHire. We've been using their platform for awhile now and can truly attest to the impact it's made on our org (and how much easier it's made MY life 😅 ) Here are a few things it's helped me out with: ⭐ Sharing RPS recordings with new hires or ramping a new recruiter on a role ⭐ Sharing recordings with stakeholders who we need buy in for INSTEAD of adding another interview step to the process (major 🔑 ) ⭐ Driving alignment across the interviewing team at kick-off and throughout process There are SO many more ways to leverage this tool for optimizing efficiency, and as recruiters we all know there just aren't enough hours in the day 🤓 🙃 DM me if you are thinking about adding BH to your tech stack so I can tell you how much I love them 💖

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Hearing a lot of noise about the SDR of the future. A hybrid SDR/content creator/sales ops guru/systems wizard 🧙‍♂️ An expert level Clay admin who can navigate all the top AI salestech 💻   One XDR who replicates the output of 10 SDRs.   If this is true The question for GTM hiring is   Where are all the talented AEs of the future going to come from?

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People out there can't imagine the happiness of SDR/BDR, when they book a call with SQL Why? Because they end up loving the process How ? - Market research makes them feel like detectives finding clues. - Prospecting becomes interesting ( Dream "n" die to book a call ) - Cold out reach ( Use Infinity Gauntlet to hook them on the call/email ) - Getting ready for a discovery/ Intro call feels like preparing for a big game. - Negotiation turns into a chess game finding a way to draw (win-win) - Deal won ( Congratulations, won the WAR - Hefty rewards ) Did I miss something ? Let me know what you feel about your sales process/ cycle. Zac Thompson ( War reference without lord commander would be disgrace) P. S - Deal lost ( Assemble for the war again ) #sales #sdr #bdr #salescycle

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If I wanted an SDR job, I wouldn’t: -Ask strangers for introductions. -Send cover letters and resumes. I would send a cold email: “Hi Tom, I know you’re not currently hiring SDRs, but I think I can help ACME book more meetings with Directors of HR. To show that I can add value, I built a cold email sequence and a cold call talk track. I’ve also included a video here that provides you with my thought process. Either way, I hope you find it useful.” The lesson? Show you can do the work.

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SDR leaders.. I have some folks in my network looking for jobs and they could use your advice ( look👇 to see how your comment could help someone find a job). Becoming an SDR is extremely difficult. Especially if you don't know how to interview. After I got hired as an SDR, I asked my manager what he was looking for in the interview. He told me he judged potential SDRs on 3 things: - Accountability: he asked me about a time I failed, and how I dealt with it and learned from it. Did I blame others? Or take responsibility? - Work Ethic: he asked me about the hardest job I had ever worked. Vetted this out through chatting through resume as well. - Coachability: I had to leave a mock voicemail on the interview itself. He gave me feedback and asked me to implement. The quality of the VM mattered little... what mattered was that I listened to his feedback. Sales leaders, what do you look for in an interivew?

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