Ugochukwu Okolo

JULY START: 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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JULY START: 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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5 Comments

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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How John overcame the insanely competitive CSM job market (and got a remote role) John was an experienced CSM from Miami, handled a huge portfolio of clients, and loved customers. BUT He was laid off in July 2023 (like countless others) -Struggling to get any interviews himself -Sick of networking not working -Seeing his savings running low -Tired of manually applying He reached out in December 2023. So we got a sky full of lighters and began the FIRE framework 🔥 We: 1. Had a recruiter of 9+ years write a resume, cover letter, and LinkedIn optimization (no ChatGPT, no Upwork, no “career coaches”) 2. Collaborated on final interviews (Uber, AirbnB, Salesforce) 3. Fixed his talk tracks and revenue focused stories 4. Ensured his mindset was back in a good state 5. Used my job boards (updated every 6 hours) 6. Checked in weekly on slack 7. Stopped networking 8. Applied in volume He made it to the final rounds, which is awesome. But we were getting beat every time. This is the brutality of job hunting. But he kept at it (most people give up but not John) 7 months of effort. That’s thousands of hours into: -Applications -Rejections -QBR slides -Company research But he got it. -A CSM job -Fully remote to let him travel again -Peace of mind to be back in the work-force I asked him “what kept you going" and "what was your why" He said 2 things “Talking to you and understanding that it’s a numbers game” “Applying like my life depended on it” This grind for John is done now. But it's very real. And anyone who’s job hunting knows it sucks (I’ve done it twice). So: If you are a CSM who wants help getting through your job hunt and you: Need to land interviews Willing to be coached by others Want to get your confidence back Unable to get that final offer in hand Open to investing in yourself to achieve your goals Think that networking is a waste of time and had 0 results Then DM me the word “goals” and I'll send you the details. I’ll personally work with you 1:1 to get you that CSM job you need Only working with 5 people in June (No networkers allowed)

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It's been a while since I released a hiring list... 🇺🇸 edition 🇺🇸: Here are 23 USA-based REMOTE SDR job postings (verified that the roles are up as of Wed May 8). The market's been rough and demoralizing, to say the least and remote SDRing has changed my life so just trying to share opportunities! Here are the 23: 1. TLDR - reach out to Saramarie Shine and Brandon Jeffs (we are hiring!!!!!! / I'm hiring!!) 2. Houzz - reach out to Margo Cash 3. Zuub - reach out to Zareh Shabani 4. RisingWave - reach out to Yingjun Wu 5. Heystack - reach out to Navin Sharma 6. Monograph - reach out to Fallon Roche 7. Ormi Labs - reach out to Victor Fei 8. Second Nature - reach out to Thad Tarkington 9. Blue Onion - reach out to Lyndsey Bunting 10. GrowthPlug - reach out to Jennifer C. 11. Cribl - reach out to Madison Singer 12. Amity - reach out to Taylor Robichaud 13. Zearch - reach out to Jake Painton 14. Clerkie - reach out to George Smith 15. Vendition 16. Deepgram - reach out to Scott Stephenson 17. Personetics - reach out to Aviad Preger 18. Fullstory - reach out to Shay Kelly 19. Jotform - reach out to Alexis Russell 20. rater8 - reach out to Tara Tate 21. Redwood - reach out to Whitlee Azero 22. Net Health - reach out to Justin E. (Justin seems like an amazing boss to work for, I've helped 2 people get into Net Health!!) 23. TriNet - reach out to Taylor Varnes As always... Persistent and creative outreach stands out! Let's get after it 🏋️‍♀️ People are getting jobs out here!!! #hiring

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There’s something special about not just getting our Sales Dev team together but the whole GTM org in person once a quarter at Lattice. A pipeline opportunity created or a closed won hits different when you actually get to smash the gong (pun intended 😉) So why am I even more stoked on the future at Lattice after this week? ✨Sarah Franklin shared her vision for our product and how to bring it to market. When I see features that I KNOW will make my life easier as a people leader, I can only imagine how amp’d our buyers will be! ✨PMM laid out some stunning new positioning and I am giddy about writing new talk tracks for our calls (thank you Ross Gordon and others for the fuel!!) ✨We got a preview of our quarterly product release that’s dropping next week. 20+ new features!! It’s so much fun to sell for a company that is innovating. Thank you Kerry Wheeler and Amaury Sablon for kicking off the fun. ✨Gabrielle “GB” Blackwell ran her first BDR training for our team. The best advice I’ve gotten is hire leaders that are better than you #ironsharpensiron. Her outbound sales skills are out of this 🌎 and I can’t wait to see where she will take the entire sales team with her insights #gtmstrategy #salesdevelopment #hrtech

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SDR/Sales management is HARD! Does this sound familiar? You're halfway through the month, your team is pacing off target, they're demotivated and quota seems unachievable. So the question is, how do you keep your team motivated? 1 way is to set mini goals for the month: 1️⃣ Break down the number of meetings you need per week to hit quota 2️⃣ Work out how many meetings per rep is this per week 3️⃣ Work out the most efficient channels where these meetings can come from. 3️⃣ Make it a team effort - Update your team with these goals on a daily basis to show progress Sometimes when we look at Mount Everest, it's already over before we start. If we can show our team how to get to base camp before we get to the top, the 2nd or 3rd stop looks a hell of a lot more achievable than going straight to the top. Start setting mini goals for your team! #SDRmanagement #businessdevelopment #salesmanagement #SDR #motivation

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I used to dread Mondays as a CSM. The reason why is because: On Mondays there is so much to catch up on: my email inbox is loaded, my to do list is full, my slack messages our full, and my calendar is full off meetings. In the past a lot of that catch up work ended up getting in the way of important items on my Agenda like prepping for a customer calls, working on current opportunities/moving them through the pipeline, and doing outbound work in order to find opportunities. I know this sounds unconventional but something that has helped me overcome this is by starting work 1 hour earlier than I normally would during the week in order to have focused dedicated time to catch up on emails, slacks, and other to do lists. Taking this 1 extra hour has allowed me to more productive on Mondays because I end up having the time and bandwidth to focus on high priority tasks because all the catch up work has already been accomplished. Go try this simple method next Monday and it will make your Mondays much more productive!

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Let’s get into it….. A candidate I had initially set to start in January had to decline due to some personal matters. Three months later, the candidate reached out to inquire about the opportunity. I connected with the Market Leader and received the green light to move forward 🎉 After the candidate and I played phone tag 😂 I was able to deliver the exciting news to him. I’m not sure who was more excited, my candidate or I. It’s so rewarding to see my candidates win! #recruiterguru #recruiter #blackinhr #letschat #linkedin #tiktok

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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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I've never met anyone who became successful by complaining. . . . Email deliverability and open rates are rough right now. It's bad, I get it. So, a couple of things we can do here: 1). Complain about it and keep sending out emails that don't get opened, hoping something changes. OR 2). Figure it the f*ck out. I choose the latter. Instead: - Start your prospects in a general sequence. - Look for opens and engagement - Move those who engaged to an "opened my email" cadence. - Hyper-personalize to those in said cadence. Never, ever, ever, eeeeeever hyper-personalize and spend time on a prospect who might not open your email. Send "scout" emails relevant to a company or industry first. Then, move people to a more personalized approach once they're willing to dance with you. Oh, and when you email only people you know will open (because they did), your open rate will go up. See how this works? Don't get cheated. Happy Selling! #sales #digitalmarketing #salestips

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How I helped Chris go from applying to hundreds of CSM jobs, getting only 1 interview, to landing a job $7k over asking in just 4 weeks: My client Chris was the textbook, good human, family man, CSM. But he: -Was spinning his wheels for months -Applied to hundreds of jobs -Only secured 1 interview -Was running out of $ -Nearly out of time So we grabbed our lighters and started my F.I.R.E Framework 🔥🚒 1. We rewrote his resume, cover letter, and linkedIn (by a Tech recruiter) 2. Practiced his story telling skills to captivate his CSM skills and ability to drive revenue and reduce churn 3. Used my job boards that update every 6 hours to ensure he was getting the freshest jobs on the market 4. Got his confidence back into the green by talking him through his accomplishments as a CSM. And then he had to put in the work. To be clear, not the NETWORK busy work; the actual hard, time sucking, rejection filled WORK. It only took 4 weeks for his efforts to pay off Yes, 28 days later. He got: -Benefits day 1 -1 CSM job offer -$7K above his asking range And most importantly: A very happy wife + 3 kids I LIVE FOR THESE types of experiences. Because they are real, raw, and human. I’m the best CSM coach in the game (I’m also the only one who actually is a CSM) P.S If you are: Ready to invest $ in yourself to get the career you want Not hearing back from any companies Changing you resume every week Tired of not landing interviews Think networking is dumb Got scammed by a #Guru Then DM me the word “Chris” and i’ll send you the details. 3/5 spots are gone, which means there’s only 2 left. And I'm increasing the price June 1. Take action ASAP or…..continue to be struggle networking 

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SDR managers should aim to build a team of leaders. Not followers. And it all starts with trust. One of the first things I told my team as a newly promoted SDR Manager was “I trust you.” Whether they were tenured or new, I trusted them to: - Experiment with different demand gen strategies - Share ideas and learn from others - Lead team training sessions - Execute on their plans - Ask for help Trust your reps and they’ll start to believe in themselves more. With that confidence, they’ll drive demand gen efforts and lead their territories to success. #sdr #bdr #trust

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You can't get to where you want to go--- Goal + Revenue Attainment, for instance--- By staying exactly where you are now. Paralysis through analysis is real. And is negatively impacting business outcomes. Good thing you can affordably--- With transparent pricing + no per seat licensing fees--- Gain the competitive advantage--- In an ethical, fully-permissioned + future-proof data-driven way that benefits your entire GTM Team. #intentive #buyerlevel #intentdata

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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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Brian went from an unemployed sales guy to a remote CSM in 4 months (Here’s How) Brian was a seasoned salesman. But he wanted a change: -Tired of cold calling -Running demos hourly -Living full of stress on the weekends -Sick of needing to hit quota every quarter He reached out to me I told him things weren’t going to be easy He needed to transition his entire story There was huge odds stacked against him But he was ready. So we turned on the lighters to begin the FIRE Framework: 1. We translated his sales background into customer facing actions and revenue focused responsibilities 2. Spoke through his stories to where he was talking about his career to recruiters perfectly 3. Worked through QBR and panel presentations to be confident during the interview process. 4. Learn what a CSM role looks like; and the necessary responsibilites to translate from sales to. 5.Strategized how to approach his job hunt strategy with his unique background. The work was real from Brian -600 applications -24 interviews -10 assignments -3 final interviews But he landed that CSM Job -Remote -87K OTE -100% Medical Benefits -401K Matching (Retirement) He took action We worked together And now he’s living his best CSM remote life The one he promised himself he was going to get. Grateful to be able to help people hit their career goals. P.S If you are: -Looking for a customer success job -Open to investing in yourself -Want private 1:1 access -Tired of being rejected -Not getting the offer -No direction Dm me the word “Brian” and i’ll send you the details 4 of 5 spots taken Price goes up June 1

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As a lot of us are in the final month of the quarter, here's what your reps do and don't hear from you as their manager... ❌ "Just get it closed" ✅ "What can I do to help you close this?" ❌ "Keep chasing them" ✅ "What do you think could be stalling this? How can we solve that" ❌ "Don't let this push into next Q" ✅ "How can we prevent this pushing into next Q?" ❌ "Throw them a discount and get it signed" ✅ "What do we think the blockers are? Let's discuss what we can do to address those directly" ❌ "We'll miss target if you don't close this" ✅ "You'd be the team hero if this comes in. What can we all do to help?" In my personal experience, I've heard all of those ❌ comments, and not a single one of them has ever motivated me to get the deal done. In fact, it's probably demotivated me. I'm also fortunate enough to work with ✅ Managers, who actually seek to understand, encourage me to think outside the box, and offer suggestions that actually help. If you really wanna help your team finish the Q strong, be more ✅✅✅

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NOW INTERVIEWING: IT Consulting Account Executive $80k base/ $120k OTE REMOTE - HIRING ASAP our established and growing #privateequity owned #franchise #msp client is looking for their second sales hire under their new #coo who has a deep #Itconsulting and #sales background you will report to the COO & Founder of this location #remote ideal candidate lives near #south #scottsdale -national territory -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 #arizona - 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 is 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 beep me

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