Henry Clayton’s Post

3 things reps can do to spend more time drinking no-stress iced coffees and less time crying over quota 👇 1) Track when your past champion changes jobs and reach out with a congrats message and personalized gift. Nurture them with helpful resources and remind them why they love your company. 2) Keep tabs on when past users move to new companies in your ICP. Reach out after they start their new jobs with a congrats + gift, and nurture the relationship to get a foot in the door (even if they aren't a decision maker). 3) Look for new hires at ICP accounts and reach out while they've still got budget and big ideas to implement (try to do this within the first 3 months when they're most likely to convert) How do you take your iced coffee?

"...just because new hires are more likely to talk to a salesperson doesn’t mean they’ll talk to you." Woof. That is real. Yes, we have seen the stats of folks responding when new in role, but how do we make that conversation meaningful to the next step? Appreciate how this article provides some ways on how to effectively connect with that new decision maker. Check it! #saleseffectiveness #sales #salesnavigator #accountmanager #businessdevelopment #decisionmaker https://lnkd.in/ehAvGrqm

#salesfam Lots of yall are looking for work. Remember the #1 most valuable thing that you can build is evidence ( not brand, brand might help you get a job in the short term but you wont keep it long if you haven't built evidence and if you pull the brand card too many times and don't build evidence you will wake up and have 8 jobs in 3 years and have no brand or evidence.) Here are 2 ways that I would use evidence to make securing my next role much easier than standing in the application line. 1. Makes finding a new role a lot easier when you can point to your results with screenshots of CRM, screenshots of attainment reports, screen shots of your w2. Here is what my outreach would sound like to the VP Sales or CRO or CEO - "Hi Cindy noticed you looking for a couple professional sellers to grow the value of the company. Im reaching out to book an intro call. If we are a fit for each other, I commit to calling on all of your competitors best customers like im reaching out to you now..attached are screenshots and documentation of my results doing just that for my previous employer. Happy to discuss why im no longer there as well." Congrats you just filled your calendar with meetings with CEO's next week. Second Way 2. You ran great sales processes and closed great customers right? Call em and get intro's. I keep in touch with many of the customers I closed. I make it a habit to text them or call them periodically. You sold them. You literally closed the interview process. You showed them. They bought. Lots of low hanging fruit here. Sounds like this in a text " Hey Sydney, Carl here...im moving on from XYZ company. Happy to explain the situation if you have time to catch up this week. Think yall could use a sales pro like me on the team? Congrats, you just filled your calendar with warm intro's next week. Yall if you have neither of these...you have work to do. You may have to stand in the application line. Fight to break into companies and acquire skills and experiences where you can build evidence and your life and career trajectory will change. #sales #jobsearch #marketing #saas

"You just need to hire a sales guy to grow"... this was a statement I heard from a trusted business advisor to an SMB owner. He did, here's what happened ↓ The first "sales guy" was an employee referral that sold for a partner company. He started and left within 3 months. I asked why and the response was "we didn't support him very well". I come to find out there was no onboarding plan, no documented sales process and really no training. They hired him and went about their business hoping he would "catch on". Months of looking, months of wasted salary and no plan to set their new teammate up for success. They went almost 2 years without hiring another because their industry was "too specialized" for anyone to learn it. Then they tried again and hired a guy they "liked" that was again a personal referral within the industry. No onboarding plan, no Sales Playbook, no direction provided. This new salesperson was different, he had ideas and spent the next 7 months disrupting the organization, causing internal strife and challenging the way they did business. He eventually left but it was a major disruption, wasted time, money and frustration! Again, instead of investing a few hours creating a scheduled, well thought out Onboarding plan they let him "figure it out". In this case, he figured out that his way was better than the companies because the company didn't have a way! Before you invest in a salesperson, please do these 3 things at a minimum: 1. Determine your Ideal Candidate Profile so you hire the person with the experience and attributes you are seeking 2. Put together a very detailed 30 day onboarding plan that includes product, policy and procedure training along with shadowing and customer introductions. When complete, discuss what else they need to succeed and develop a plan to accomplish these things over the next 9 months and include technical and sales training needs. 3. Invest the time and resources to develop a Sales Playbook. This Playbook will outline things like Ideal Client Profiles, Buyer Persona's, Prospecting Strategies, CRM processes, Value Proposition, Competitive Positioning, Discovery Questions, Sales Stages, Handling Objections, Outreach Messaging and more. ** If you need a little help, I have free resources and checklists that I am happy to share. If you need these things done for you, I can take care of that and ensure you have the tools needed to maximize your sales investment! #salesplaybook #salesenablement #onboarding

We've helped 24 clients, arranged 75 appointments, with a 𝟵𝟲% 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗿𝗮𝘁𝗲. How? Let me walk you through it: (𝘚𝘵𝘦𝘱-𝘣𝘺-𝘴𝘵𝘦𝘱) 𝗦𝘁𝗲𝗽 𝟭: We dive deep into your company → Learn about it inside out. 𝗦𝘁𝗲𝗽 𝟮: We create custom surveys & fun workshops to nail down exactly what you need. 𝗦𝘁𝗲𝗽 𝟯: Smart ads + aggressive outreach = We get on everyone's radar. 𝗦𝘁𝗲𝗽 𝟰: We handpick the top 5% of talent. So you get the cream of the crop. 𝗦𝘁𝗲𝗽 𝟱: We seamlessly blend these stars in + Make sure they're content with retention strategies – all included. — — — — — — — — — — — — — — — — — — — — — — — 𝘛𝘩𝘪𝘴 𝘪𝘴 𝘰𝘶𝘳 𝘶𝘭𝘵𝘪𝘮𝘢𝘵𝘦 '𝙃𝙞𝙧𝙞𝙣𝙜-𝘼𝙡𝙡-𝘿𝙤𝙣𝙚-𝙁𝙤𝙧-𝙔𝙤𝙪 𝙋𝙖𝙘𝙠𝙖𝙜𝙚.' My success rate has gone up by 97% using this exact strategy. Hiring isn’t boring if you nail how to do it right. Steal my winning formula to find the best talent out and about. 𝘖𝘳 𝘣𝘦𝘵𝘵𝘦𝘳 𝘺𝘦𝘵, Just slide into my DMs with 'Talent' → Level up your sales team the right way. 𝙍𝙚𝙖𝙙𝙮 𝙛𝙤𝙧 𝙖 𝙝𝙞𝙧𝙞𝙣𝙜 𝙢𝙖𝙠𝙚𝙤𝙫𝙚𝙧 𝙞𝙣 𝙟𝙪𝙨𝙩 21 𝙙𝙖𝙮𝙨? P.S. What was your first job? How old were you when you first got hired?

🔧 Tools to Retain the Best SDRs (Sales Development Representatives) 🔧 The three most common reasons representatives leave are: 1️⃣ Lack of professional growth opportunities. 2️⃣ Lack of incentives, recognition or appreciation. 3️⃣ Lack of work-life balance. Don't wait for an exit interview to find out what matters most to your people. Instead, start conducting "stay interviews" with your team and ask questions like: What can I do better as your manager? Do you feel valued by the company? What can the company do better? The result? Your team will feel appreciated and more motivated to do their best work. Plus, you'll gain valuable insights to retain your top talents. Recommended Tools: ContactOut , Slack , Pipedrive , HubSpot Sales Hub, LinkedIn Sales Solutions Navigator. 🤝 Connect with me for more tips and strategies on how to retain and motivate your sales team. 1. Training and development. 2. Healthy and diverse culture. 3. Competitive salaries and benefits. 4. Balanced environment. 5. Regular communication. 📧 Email: gabofurlong@ausbdm.com 📞 Mobile: 555408 0650" Connect with me on LinkedIn!

It's not just about the sale, it's about impact. When you introduce a product, are you merely selling or truly enriching someone's daily tasks? During my time at ContactOut, I've had countless conversations. One that stands out? A leading recruiter expressing how our platform didn’t just add to their toolkit, but genuinely revolutionized their workflow. It wasn’t about dazzling features. It was the harmony between our product and their needs, making their role not just efficient but enjoyable. That’s the crux. As sales professionals, diving deeper into understanding the user experience isn't a luxury; it's a mandate. How has your product transformed a user’s day? #sales #linkedin #userexperience #recruitment

"I see you're hiring, tell me...would onboarding your reps faster help them book meetings sooner?" 🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨🤨 This is a common line we see in sales emails, and it goes back to one of the principals we teach: Read that aloud and ask yourself if you would say that to a buyer you met at a conference. If you did say that, the person would likely question your intellect and react in a, "Of course it would, what's your point?" or more nicely if they're not me. 🙃 Nothing in sales needs to be hooky or gimmicky - using lines like this to pattern interrupt or "get the buyer to just say yes to anything!" are unnecessary. We're better than lines like this. Here's an alt: "In speaking with SVPs of sales often, their frustration is a typical four month ramp time for new hires. Given that you have 16 open roles, I'm certain that reducing ramp time is top of mind (<---you can be certain about this, it's a thing everyone wants) and here is one specific, tangible thing we do to do exactly that, that you may not have yet considered. Even if you are doing this, here's one way we get around the typical results others see and improve meeting-conversion time..." Shorter isn't better. The higher you go, the less time an exec has to give you 30 minutes of their time. If you and 20 others are sending short emails with salesy hooks every day, you'll blend in with the noise. What execs DO have time for is to read a slightly longer, more thoughtful, specific and Show Me You Know Me #SMYKM email that: Specifically identifies a challenge they likely have Specifically identifies/teaches them something about how you're different Specifically thinks about their forthcoming objection and gets around it ...and proves to them that time with you will be well spent. Want to learn more on the house? Hit #SMYKM and get all our free content. Want to REALLY dive in? $145 for nearly 60 mini sessions and master classes in our #samshorts that will flip lights on all the opps you have to crush your numbers - https://lnkd.in/e_i-Bb2B #samsales

I'm curious. And I want to hear from the AE's out there in B2B SaaS. Not their managers, directors, VP's, or CRO's trying to sell their company. I love you too, but not for this post 😁 . What are the absolute BEST SaaS companies to be selling for right now? Not based on RepVue rank. Not based on Glassdoor reviews. Those tires can all be pumped very easily with a little nudge from leadership. I want to hear from the AE's at those special companies. How many of you are in the zone right now? That place where it's not a question of if you're going to beat your number, but by how much? And your teammates are killing it too. And 60-70%+ of the team are on track to beat their number? I know some very talented AE's looking for their next gigs and want to point them in the best direction. So they can go work for the top quartile of sales orgs out there. So who are you? Please let us know in the comments below!! We've been looking for you!

🌟 As hiring managers, you understand the pulse of business. Tom Brady’s words resonate deeply: “To be successful at anything, the truth is you don’t have to be special. You have to be what most people aren’t: consistent, determined, and willing to work for it.” Here’s why this matters when account managers reach out: 1.) Tailored Relationships: Consistent outreach shows commitment. Account managers who persistently engage build tailored relationships, understanding your unique needs. 2.) Value Beyond Transactions: Cold calls aren’t just about closing deals. They’re about understanding your challenges, offering solutions, and building trust over time. 3.) Human Touch: In a digital age, personal connections matter. Account managers who continuously reach out seek face-to-face interactions, bridging the gap between screens. 💡 Takeaway: When an account manager knocks on your virtual door, recognize the dedication behind it. They’re not just selling; they’re building partnerships. 💪 #astoncarter #lehighvalley #accountingandfinance