Rohan Punamia’s Post

Do this before you're writing your sequence and you'll be able to personalize on scale: Make a list of all sales triggers and intent signals. It's basically the answer to- "What's something that your prospect or their company is doing online which indicates they might be interested in your services." It's the reason WHY you're reaching out. The observation of the symptom. It could be... -relevant hiring -change in job -relevant job posting -recently funded -decrease/increase in headcount growth Once you've identified these intent signals for your service/product. Create separate lists for each of them. And use the same messaging for all prospects in a list. #emailsninja out. P.S. If you don't know HOW to identify sales triggers...And then HOW to use them to build a list... Maybe you need to reach out to someone who does?

How does timing affect your cold emails reply rate? Many variables go into play when determining cold email response rate. And sure timing is one of the many factors. It’s proven that Tuesday, Wed, and Thursdays are days people reply the most to cold emails While Mon, Friday, and weekends are the days most people respond the least to cold emails. But the best timing that never disappoints are sales triggers! Here are a few examples; Open position or hiring triggers. ↳ it’s a sign they may need new tools and training for the new hires Funding announcements. ↳ Often implies aggressive growth targets and investment in people and new tech. There are many triggers like new tech adoption, events, and many more.   You just have to dig deep and find out which one sounds relevant to the problem you solve. P.S. What else would you add about sales triggers? #coldemail #sales #prospecting

I just saw this JD for a BDR role! Yes, a BDR role! This is insane. In the office 6 days a week. 1 year of sales + 5 years of marketing experience. All for 40k + commission... It's tough because if someone is really looking for a BDR role they have to sift through all of this garbage. That's why I'm a big fan of treating jobseeking like an outbound role. It's certainly more work, but if you do it right you can be far more picky and get offers at better companies. - Use Repvue to identify the companies they wanted to work for and apply. - Then use LinkedIn to find hiring managers and get their info using a database (use your sales skills!). - Create a brag book with PitchFolio for each company. Share sample cold emails and mock cold calls. Build one generic Pitchfolio, then copy it and tweak the introduction for each company. - Reach out directly to hiring managers. Get more offers at better companies. Of course this won't work 100% of the time, but all you need is that one yes.

Finding the right candidate for your SDR role is only 20% of the challenge. Here's 2 things you can do to improve successful SDR hires: 1️⃣ Have a strong training syllabus to equip your rep with the skills to succeed: • This must go much deeper than product knowledge and beyond the 4 week onboarding process; Scripting, role plays, copy writing, email safety limits, tools and time management etc. 2️⃣ If you haven't built a strong training syllabus or can't afford the risk of rep failure, you can hire a candidate with prior SDR experience: • The challenge here, is that rep will likely want a fast-track to AE, so tenure in the SDR role will be short. This may not fit the strategic growth plan. It's a real challenge. 👉 However, there is a 3rd option available 👈 🔥 Hire a risk-free SDR with a recruitment service that: 1. Splits the recruitment fee into monthly payments. 2. Stops charging you if the rep leaves. 3. Provides ongoing training and mentorship on outbound selling. 4. People say is "too good to be true" - Like Pointers recruitment offer. ------------------------------------- At Pointer, we do exactly that. Our success is your success.🏆 Follow, Connect or DM

🤔 Counterpoint: 📹 When I was applying for SDR jobs I sent a Vidyard, made an Apollo.io account, got free credits and cold called or emailed hiring managers and recruiters. The job I got now, I got by reaching out to a recruiter, and sending her a Vidyard. 📧 I had a 3 step email cadence. I was serious about getting a job as an SDR. 🔍 No one "told" me to do these things. I did some research and it seemed like this was the best way to cut through the noise based on what people were saying got their attention from other applicants they'd hired. 💬 I messaged people on Linkedin and asked them how 𝘵𝘩𝘦𝘺 got their SDR role. 🎓 I'm not some marketing genius or sales wizard, I didn't even graduate high school. I dropped out of college twice. I've been a fuck up my entire life. So I know that it doesn't take some college grad tenured sales rep to do this stuff. 🧠 I'm not even that smart, I'm just highly motivated. I have "prey drive". 📊 And you know what, I am usually near the top of the leaderboard. So anecdotally, based on my own experience, the people who do these things will perform well. 😢 And the people sitting around crying about it being "unfair," to ask applicants to go the extra mile: I agree! ⚖️ It is totally unfair! 📑 It's totally unfair to expect an SDR manager to sift through 900 resumes and make a hire based on an interview process that doesn't reflect the reality of the SDR role. 🌍 Life isn't fair! There's no welfare in sales! 🚫 Most of the people crying about this will talk about "implicit bias," being triggered by things like sending a video. Totally get that. Racial bias, gender bias, age, etc all comes into play there. I get it. 🤝 But if we're going to be great sales reps, we're going to have to get past that in the sales process. The implicit bias doesn't stop once you sign an employment letter LOL. 👥 People will be implicitly biased against you for a huge number of things in the thousands of sales cycles that you'll be running once you actually get hired. Where you went to school, what your hair looks like, blah blah blah. 💼 Part of sales is being able to form a human connection despite our differences. It's not about hoping people like us. 🚫 Hope is not a strategy. 📌 Also if you want an SDR job check my featured posts, I have a post about how I did it. #sales #sdr #salesdevelopment

There's one cold outreach hack you need to get in front of hiring managers. And into their inbox. Do it today. As a sales recruiter, I get 100s of DMs saying: “I’m looking for an SDR job.” Without much else. The chances of a hiring manager responding to a DM (like that ^) is low unless you give them a reason to. I adapted an outreach formula called XYZR, which I adapted of Google’s XYZ resume format. Add it to your messaging to drastically increase your chances of being seen by the hiring manager. The formula follows: I accomplished [X] in my career, as measured by [Y], by doing [Z] and it relates to [hiring manager’s company] due to [R]. For example, if you’re a Recruiter trying to break into SaaS sales you could send the following email/message to hiring managers: 🦘 "During my time at (company) I made President’s Club for four years in a row [X]. I achieved this by landing roughly 40 perm deals a year amounting to $1.6m [Y]. This was due to my top notch skills in cold outreach and pipeline building [Z]. I believe you should hire me for the (title) role because (add short personalized anecdote about relation between your experience and company) [R]." 🦘 If you're looking for anymore help to get into SaaS sales, feel free to hit me up. I'm always looking for candidates for sales role. #salesrecruiting #hiring #salestraining

In 2019 I had no idea what prospecting, ghost notes, follow-ups, or multithreading was BUT doing those things is how I landed my first (and second) tech sales job.      Here's how it went... I found a job posting for an SDR role at Zendesk BUT I had 0 sales experience. I didn't even know what an SDR was! Instead of just applying online and getting denied immediately, I went on LinkedIn and found the hiring manager.  I noticed the hiring manager was connected to a close family friend, so I wrote a "ghost note" for my family friend to send & warm intro me. The following week, I secured my first-ever post-college job interview. Before that interview, I did more research. I met with 2 current employees, read news articles, watched a recorded demo, signed up for webinars, etc. After the interview, I sent a thank you/follow-up email. I highlighted key takeaways and tied them back to how I would complement each point. But sadly the hiring manager went silent for a couple of weeks. I was respectfully persistent and continued to reach out to other people at the company. A few weeks later, I was hired. I didn't know it at the time but I was demonstrating my prospecting skills during the hiring process. Whether you're looking to break into tech or want a change, I'd start by going on Repvue and finding companies that are actively hiring bc sleuthing through career pages on company websites (like I did) is a headache & a waste of time. Then get to work doing research, finding connections, and demonstrating your sales skills during the hiring process. Job postings: https://lnkd.in/eNHRvmwP

𝐖𝐚𝐧𝐭 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐢𝐧 𝐭𝐞𝐜𝐡 𝐬𝐚𝐥𝐞𝐬? 🤔 After helping 20+ people into this career path over the years I have enough material to release a definitive guide for breaking in: 1. 𝐃𝐫𝐞𝐬𝐬 𝐭𝐡𝐞 𝐩𝐚𝐫𝐭. To be considered for an entry-level role (SDR, BDR, MDR, etc.) you need a resume that justifies someone taking an interview with you. Dropping a link to some sample resume formats in the comments. Make sure to highlight any customer-facing experience you have, no matter how small. Bonus points if you've overachieved against formal sales quotas! 2. 𝐅𝐢𝐧𝐝 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬. Job boards like ZipRecruiter, Indeed, and Glassdoor are all great for finding companies with open SDR roles. I'd personally recommend using RepVue as their offering is tailored specifically to salespeople and provides deep insights re: company culture + sales attainment. 3. 𝐆𝐞𝐭 𝐢𝐧 𝐟𝐫𝐨𝐧𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐩𝐞𝐨𝐩𝐥𝐞. You're applying for a sales job and this is your chance to sell yourself! If a job is posted on a company's website, in a lot of cases you're already too late. Instead reach out to SDR/BDR managers on LinkedIn or via email directly. Sample outreach I wrote for my Uber driver last week: ***** Hi ___, Reaching out re: your open SDR roles. I'm an extremely driven first-generation immigrant with the work ethic + drive to succeed, and experience in customer-facing roles. My resume is attached for consideration if you get a moment. ***** I've gone as far as mailing Crumbl Cookies to companies I wanted to work for. Go the extra mile to stand out! 4. 𝐏𝐫𝐞𝐩𝐚𝐫𝐞, 𝐩𝐫𝐞𝐩𝐚𝐫𝐞, 𝐩𝐫𝐞𝐩𝐚𝐫𝐞! When you land a first interview with a company, come more prepared than any other candidate they're speaking with. At minimum you should know: What the company sells Who its customers are How the company brings its products to market Who's interviewing you What they most likely care about How you would pitch their company Bonus points if you can send a tailored 30-60-90 day plan for the role after your first meeting. That really stands out. Bonus points if you find out their sales tech stack (ZoomInfo, Outreach, etc.) and learn to use these tools in advance. Over-preparing mitigates the risk of a manager having objections about your inexperience. 5. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐩𝐫𝐨𝐜𝐞𝐬𝐬. Every company has a different hiring process for their entry-level sales roles. Use any time left in your first interview to understand how best to prepare for the following rounds. How many steps? Who will I speak to? How can I best prepare? These are all necessary questions for you to succeed deeper in interview processes. 6. 𝐃𝐨𝐧'𝐭 𝐠𝐞𝐭 𝐝𝐢𝐬𝐜𝐨𝐮𝐫𝐚𝐠𝐞𝐝! Sales is a numbers game. Don't send in 12 applications and bow out, instead outreach 100 hiring managers across companies you want to work for. It's practice! Hope this helps. 🌞 #sales #sdr #technology #marketing #tech

3x the quality of your cold calls with a RevOps list builder ⬇ I'm a firm believer in SDRs. SDRs are great at cold calling. But are not great at data enrichment. This is a technical skill set. SDRs sourcing leads, identifying relevancy, finding mobile numbers and adding to sequences is an inefficient use of their time. Instead, a RevOps list builder can do this at scale and still better than most SDRs would do manually. Heres how: Let's say you're selling a sales training programme to CROs. Your RevOps list builder scrapes 1000 CROs, each accompanied by relevant data points, such as: ▶ Growth in sales department headcount over past year ▶ Open hires for new sales roles ▶ Names of the most recent starters Now your cold call script can look like this: "Hey prospect, saw on LinkedIn your sales team has grown 22% in the last year and you're still hiring for 2 new AEs. As you scale, how confident are you that new starters like Jack and Jill are still getting the training they need to deliver?" These leads are fed to the SDRs on a weekly basis. The SDR spends 0 time inefficiently researching. Every lead in their cold call tasks has relevant context attached for higher quality conversations. #salestech ------------------------------------------------ Follow for more ⬇ + hit the 🔔 Felix Frank ⚙️

Ever wonder why you applied for a bunch of roles and never heard back? Spray and pray doesn’t work when trying to find a job. You might be qualified for at least one of those roles at your top target company but you’re screwing it up by applying for a bunch of different positions at the same company. Recruiters are immediately discounting you because of this. They assume you're not doing research. They assume you're not serious about their org. They assume you didn't read the job description. They assume this is how you'll treat prospecting. They assume you'll just spray and pray in your outreach efforts. So no, you're not gonna win by ‘casting a wider net’... Try this instead. Understand the company. Understand the different roles. Know where your skills and experience would be valued most. Apply for that role (limit it to one or two attempts). If you’re an SDR, look for SMB account exec roles or senior SDR roles. If you’re an AE closing $15k deals, look for an AE role with $30k deal sizes. If you’ve got team lead experience, parlay it into a manager role. Sure it’s easy to spray and pray.  Just don’t expect any results. 90 actively hiring SDR roles: https://bit.ly/4c3UTrS 82 AE roles requiring 2 or less years of experience: https://bit.ly/43nBsqd 147 AE roles for those with 5 to 10 years experience: https://bit.ly/3PcLuEC 15 customer success roles: https://bit.ly/3uQUsR7 44 Sales Engineer / Solution Consultant roles: https://bit.ly/3V8wNWT 52 Account Manager roles: https://bit.ly/3Pyw9yv