Ray Roberts II

#ARIZONA! #SDRS who want to CLOSE! 1 day in office out of #scottsdale IT Consulting Account Executive $45- $55k base + commissions our established & growing #privateequity owned #franchise #msp client is looking for their second sales hire under their new #coo with #Itconsulting & #sales background you will report to the COO & Founder of this location ideal candidate lives near #south #scottsdale -sell into ANY industry - #manufacturers #majordistributors #financial #construction #hvac #education #localgovernment #transportation #healthsystems being key industries for them -TOOLS: they use monday.com, auto test (ticketing) foot works (quoting) and are open to hearing your thoughts on what tool to use (idr recommends Apollo.io) - they meet Monday morning, and Thursday afternoons via zoom, ideal candidate can work #westcoast hours - founder and coo both live in az - hires in 2 interviews - COO will ask - what is your experience selling technology, how do you do your prospecting - will ask for a short presentation so they can see "how you would present and close" hires in less than 90 min of interviewing (me, founder, coo) - deal size range from $5k MRR (company with NO IT company, that this company is essentially replacing with their INTERNAL consultants) $20k MRR for companies that have internal IT but are looking for augmentation, monitoring, have multiple locations etc. OR up to $60k MRR for example one of their #healthcare clients looking to go from perm equipment to cloud - the company has been attending some local networking events, to build connections with buyers, the coo is VERY open to someone who can attend events on their behalf, or build online relationships/ network online (coo has been working remote for most of his career but sees the value in some of this networking) - this turns into a FULL cycle position, where you may own/manage this relationship for life, or in some rare cases work with the coo (his established relationships) they have one AM now, who worked with the coo for years. and does account management, customer care and procurement - this coo has lists in Excel (will eventually get a crm) and you will have the ability to call and email - they do not do any sequencing but VERY open to someone who has the ability to bring value, land meeting and close via sequenced emails. They are open to hearing YOUR ideas on what KPIS work (IDR told them 25-50 new, 50-75 dials minimum + other KPIS but are open to letting you do whatever works) - sells a variety of services, via channel relationships like #internet #databackup and wanting to get into more #cybersecurity #solutions - we have a relationship w/ this new account, via our advisor, who has worked with the COO for over 10 years and says he is a "great guy" :) we agree based on our time with him - commissions are UNCAPPED and OTE is an estimate, since they are #profitmargin heavy and #averagedealsize is inconsistent this is an estimate CALL ME

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It's unfortunate that some companies adopt such practices. They often adhere to clichés like "sales is a numbers game," which overlook the importance of skills, particularly soft skills like empathy. One, can't simply demonstrate empathy, discourse and dexterity on a simulated call; genuine interactions are far more nuanced than that. Skilled salespeople know it's about building genuine connections. Cultivating genuine connections and relationships is indeed the lifeblood of any successful sales pipeline. It's about quality over quantity, nurturing leads will keep you and your pipeline robust and close rate abundant.

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Are you looking to hire a Director of Product who is a B2B pro for SaaS companies?! Let's set you up with a time to speak with this candidate! 💠 FlanStaff - Director of Product - Texas/Remote 💠 Headhunter Notes - This candidate is a Product Pro! She has led product teams as large as 35 people. She has worked for large companies as well as small to mid sized companies. She is an expert when it comes to B2B and is super comfortable speaking with clients and has run products from Zero to One several times.  She is located out of McKinney, TX and is comfortable with a hybrid or remote opportunity. Resume Notes: 💠 Proven Leadership in Product Management: Successfully directed product vision and strategy across multiple companies, leading high-performing teams to deliver transformative solutions and drive revenue growth. 💠 Expertise in AI and Cutting-edge Technologies: Implemented advanced technologies, including AI Sentiment Analysis and generative AI, to enhance customer interactions and operational efficiency, improving response times and service quality. 💠 Successful Product Lifecycle Management: Managed end-to-end product lifecycle processes, from market research and discovery to competitive intelligence and go-to-market strategies, ensuring successful product launches and market penetration. 💠 Strong Strategic Planning and Execution: Developed and executed comprehensive product strategies, integrating new acquisitions, and aligning cross-functional teams to achieve business objectives and enhance user experience. 💠 Award-winning Product Innovation: Recognized with multiple awards for outstanding contributions in product management, including generating significant revenue through innovative product introductions and successful market strategies. #ProductManagement #Hiring #DirectorOfProduct #SaaS #TechJobs #B2B #RemoteWork #ProductLeadership #Innovation #AI #hiring #Imhiring #Product

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We're hiring SDRs! It's been exciting to hear from different applicants, and I've had some great conversations. A few things stand out to me about the best of them so far: 1) They have a reason for applying to Demandbase. Wanting to get into tech sales is not a bad reason—it's how I got here—but why at Demandbase? There are a lot of great reasons that are more than "I found you on LinkedIn." 2) They approach us creatively and thoughtfully. It's probably inviting a flood of messages, but it's useful to stand out. Either on LinkedIn, email, or even in your application. I'm a busy guy but I can talk a bit too. Catch my interest more than flatly pressuring me to set up an interview. Curiosity is contagious. 3) Be prepared to sell. SDRing is a performance-based outbound sales role. We're going to onboard, teach, coach, and enable you like crazy. But you're not on autopilot to OTE. You're gonna work. If you've sold before—awesome. Tell me more. If you haven't, show me you're ready for it. I love when applicants make a splash. I get hyped when I see their potential. So here's the invitation: Help me get hyped about you. AND go fill out the application.

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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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Job search tech stack 👀 Sales is one of the few professions you get to showcase your skillset during the hiring process. When I was hiring for both AE's and SDR's... I would get literally over 500 applicants per role❗ Therefore - the job application process is becoming similar to outbound where breaking through the noise is critical. Here is the tech stack I used while applying for roles that got me an interview at 35% of the orgs I applied to; Streak - Email tracking for opens/clicks. They have a free plan that plugs right into gmail. Made it exponentially easier to notice who was engaged with my messages and where to double down. Prospect (tryprospect.com) - Been a big fan of them for a while... But there is no better place to get email/cell phone data. They have a free plan that I took advantage of. HubSpot - I didn't spray and prey on applications. I strategically picked 25 orgs and prospected into them to get the interview. I found this incredibly helpful for setting follow up tasks I could track + multi-thread within the org. LinkedIn - A given... But there is no better place to engage with hiring managers. Google Sheets - Let me track my open, reply, meeting, and offer rate in one place. Ideally I could have done this in hubspot... But I wanted a free tech stack all around. This did the trick. Simple. Effective. Free. Happy hunting for all the job seekers out there! 💯 P.S. I'll share the messaging strategy next that got me; - 86% open rate - 41% reply rate - 35% meeting rate - 50% offer rate #newjobpending

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An SDR cold-called me... SDR: ''Is that Chris?'' Me: ''Yep, who's calling?'' SDR: ''It's James, here at XYZ we help companies like yours automate payroll, is this something you'd like to discuss more?'' Me: ''I don't have any employees for payroll but I'm happy to spend 5 mins with you now to help you improve your cold call opener, open to it?'' SDR: ''Erm...okay''. Me: ''So, here's 3 things you can try today... 1. Don't say ''is this Chris', if you don't know who you're calling they won't trust you. 2. Give me more about you in your intro. E.g. It's Chris, I'm an AE at XYZ. A touch more context = more trust. 3. Don't pitch straight up. Switch to a clear reason for the call. E.g. Calling as I know CEOs like you find [insert thing] time-consuming. Would love to chat more, got a minute now, or is later in the week better? We practiced twice, they were immediately better and we parted ways. Everything is a learning opportunity. Just gotta be open to it. PS. Outbound Systems [my new course] is 50% off until Friday. Click here to learn more: https://lnkd.in/e8YfMAyd

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Mark's post got you worried? North Texas deal flow might be down, but that doesn't have to mean your fundraising is doomed. Here's the reality: Same tactics, less results: Sticking with your old investor pool won't cut it in this market. Scarcity is a killer: Investors are cautious, but that means high-quality deals will shine even brighter. So, how do you stand out? ➡️ Expand your strike zone: Don't limit yourself to "perfect" deals. Explore unique opportunities with potential. ➡️Get creative: Find new ways to attract investors. ➡️Sharpen your pitch: Highlight your company's strengths and address potential concerns head-on. The easy deals are gone, but the BEST deals are waiting for those who adapt. Are you ready to double down and dominate? Let's chat about strategies to attract more investors and crush your fundraising goals! #fundraising #entrepreneurship #startup #northtexas #investing #dealflow

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I’ve hired well over a hundred AEs and sales leaders. Here are 3 things I’m looking for on your resume that give me confidence to hire you: 1) Trajectory Is there evidence of career progression? Promotions or moving to better companies* are both indicators of a successful seller. 2) Stats Specificity matters. If I don’t see details about your performance, I assume you didn’t think it was worth sharing. Comparative is also helpful. If 87% of quota was the highest attainment out of 30 reps, that’s more impressive than a seller that hit 100% but was middle of the pack. 3) Story Careers aren’t linear. No one is always having success. Not all companies you join were a good decision. Where things went wrong, share what you learned and how you moved forward. What’d I miss? *I intentionally leave “better companies” as subjective. For some roles, going from a less technical product to a more technical product could be better. For others, going from a tiny startup to a more structured company could be better. For another, the reverse could be true.

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Account Executives that are looking at notes during a discovery call are a huge red flag and it comes off as inauthentic. 1. Love/know your prospects better than that. 2. Know your discovery questions better. 3. Always be ready to call an audible.

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The average SDR is making $85,000 The average SMB AE is making $130,000 a year. The average MM AE is making $165,000 a year. If you crush it as an SDR, are at a company that actually promotes top talent, and continue to perform as an AE you can literally double your income in just a few years. How cool is that? I teamed up with RepVue and put together a few resources with some more details on salaries based on roles... check it out. SDR salaries & a list of high paying SDR Roles: https://lnkd.in/gqfUbnqR SMB AE salaries & a list of high paying SMB Roles: https://lnkd.in/gcpnQ_Xt Mid-Market AE salaries & a list of high paying MM Roles: https://lnkd.in/gPd-RHCb Ent AE salaries & a list of high paying Ent Roles: https://lnkd.in/gibqD9Gv

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Can we stop calling SDR agencies, sales because they aren’t. -There are exceptions to this rule. Il mention them later But for the most part the majority of them, come from one industry vertical where they have been extremely successful at selling the meeting at all cost. On the surface this looks great, you get booked calls in your calendar cheaper, faster, and easier you can do this internally. Match made in heaven right? But let’s take a look under the hood. These very experts, by their own admission, have never been exposed to the following elements of what traditionally is classified as sales. Raising this very question on a Dale Dupree post yesterday. “Its an important point you raise Dale Dupree.. I find similarly, when those that come from Sales Led Growth / Set meetings at all cost, internally or at agency... Commenting on what happens in commercial aspects of the deal ; → Cataloguing the market → Contract Size minus operating cost and margin → How to build an RFP/Tender/Formal Bid → Live Quoting Days + Live Quoting days to multi vendors  → Commercial Credit - Requirements - Operating time, Scores  → Legal - Process - Pro forma - Clauses  → Communication Plans - Land and expand - Contract Penetration Sure, it gets a reaction in the LinkedIn Ecochamber...By MORE of those that have never done or seen those aspects, and often those posts go viral. But it’s only highlighting to the minority that have been in those aspects for decades, some of these larger accounts actually know no commercial aspects whatsoever.  CT Falk, George Coudounaris and a few others and I, plan to change that.” Monthly advance for deals that will churn and fall over, this is currently hidden in your money ramp flywheel. But not for much longer, what happens when the money flywheel runs out? You then need to better understand commercially viable business right? Are you going to get that from an agency that has never done it, and never seen it? I was pretty good at AFL - Australian Football League but I don’t pretend I can play National Rugby League cos the ball is the same shape… Now, as stated THERE are exceptions, SHOUTOUT, to the sales as service agencies who do actively ask and engage to learn parts they dont know. But this is also why you need a commercial plan, that ties your marketing, new business, and actual sales pre and post sale together. We can help you create this commercial plan, and set your business up for end-to-end service delivery. Here's how we do this: + we audit your team, job functions, channels, buying experience + we hone in on the gaps, and provide you with the right commercial plan to move forward The result? You're set up for end-to-end service delivery Bringing your sales, marketing and customer success in complete alignment. ↓ A modern Go-To-Market strategy that allows a business to grow and keeps customers happy. Backwards to go forwards. #ClosedCircuitSelling #Marketing #Sales #Revenue

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Recruiting sales talent isn't going down a check list that Dave in rev ops gave you to screen candidates. If you're an internal recruiter and you want to become better and more credible with your sales leaders try these things: 1.) Read up on sales methodology (Challenger, Meddic, Spin)- You'll be able to go much deeper with candidates. How do they prepare? How do they find mobilizers and engage them in a process? The deeper down the rabbit hole you go, the better and more credible you'll be. 2.) Listen to sales podcasts- No, not the jagaloon from the Wolf Of Wall Street or the Crant Gardones of the world, there are tons of really good podcasts that are hosted by sellers in the market that you are likely recruiting from! You'll understand how top sellers think. What motivates them? How to get their attention? You'll have all the ammo you need to apply to your recruiting efforts. 3.) Sit with the current sales team- How are you going to be able to sell the company you represent if you are absolutely lost in the sauce and can't speak to the successes and big things that the current sales team is doing? Sit in on QBRS. Go to lunch with them when they're in town. You'll figure out so many things about the dynamics of the team that you'll be able to figure out right away if a candidate would fit in.

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The secret sauce for landing a CSM job (which most people ignore) 🧠 Grit and Tenacity Most people get it wrong — they want to network until their eyes bleed — they want to take a CSM certification — they want to complain on LinkedIn Listen: We ALL know it's tough out there We ALL know it's an employer's market We ALL know there are a ton of qualified candidates I asked my successful clients (74 of them), what helped them achieve their goal. They said... A powerful WHY 👇 My client who had to get a job in 4 weeks or would be homeless. He did it. He had a why. The newly married sales guy who's never been a CSM, took him 4 months. He did it. He had a why. The PhD with 20 publications forcing her way to be a CSM, took her 10 months. She did it. She had a why. Ask yourself; when you're down. What is my why? That's where you need to go when things get bad, dark, and discouraging Because you will need that light to hold onto. Write it down, and commit. What's kept you going in your job hunt; would love to hear it!

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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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Got prospected hella this week Most sellers only had one touch point, and all but 2 reps used ONE channel only - so few stand out Personally I call, text, email & reference touch points in a dm 💥🤪 What about you!? Btw the interview starts the moment you hit me up I focus on #salesrecruiting for a reason - sell 2 me, so I can show my clients the value you bring 💸📞💻🏋️‍♀️🤳💥 #sales #outbound #prospecting #value #gettingnoticed #sdr #bdr #accountexeuctive #salesjobs #saas

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The AE and SDR relationship is so important success. A bad relationship can lead to lost ARR and, even worse, a low payday. A good relationship usually equals a lot of $$$$ A few things that can develop a successful relationship: 1. Overcommunication: No traction with an account? Let them know. Learned something new about an account? Let them know. A prospect isn’t interested? Let them know. Phones aren’t phoning today? Let them know. 2. Ask questions: Use them as a resource. Messed up on a call? Ask them for feedback. Don’t understand something about your product? Ask them about it. 3. Coach up: The key to collaboration is working together. Be honest when your AE says something you don’t agree with. Come to your 1:1s with account strategies and work together on them. Sales is a team sport, so work well together. LinkedIn Fam - What are some best practices for working with your SDR/AE pair?

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