Julie Hollenbeck

The best talent leaders strike a balance between being “people people” and goal-oriented systems thinkers: --> They view hiring as an engine that should be repeatable, predictable and scalable --> They care about data -> “what you can’t measure you can’t manage” --> They demand clear TA success metrics from the C-suite --> They translate their goals into clear, measurable KPIs for the TA org --> They build rapport, influence and respect w/ peer leaders of other depts --> They operate with conviction and clarity --> They do whatever it takes to close the best talent (help close, call in favors from the CEO, whatever. it. takes.) Strong TA leaders are both empaths *and* great business minds who can execute on the strategic goals of the CEO in a systematic fashion.

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One of the reasons the annual Betts Compensation Guide is so popular is because the salary data is directly sourced from our actual placements. And now… we’re launching a live tool with that same data that anyone will be able to use! Read below to learn more and sign up for beta access!

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My Tips with TA debut 🤩 LinkedIn is a public extension of your resume, you want to make sure it's up to date and representative of you and your expertise. Listen below for some quick tips to ensure you're putting your best foot forward. I'll be creating another piece of content in Q3 and already have the suggestion box open 👀

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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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Really interesting perspective on how a GTM systems team can drive business success.

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STAFFING MYTH BUSTED: there is no magic candidate pool! 🫢 (Nope, not even the one that 3rd rep of the week promised. 🫣) We are all sourcing from the same population impacted by: 👉🏼economic factors 👉🏼generational trends 👉🏼surplus availability of jobs Each agency navigates this differently. Look again if you notice they: 🔍 throw “bodies” at you to see what sticks ❌causes high turnover, mistrust and everyone ends up burnt out 🔍have high turnover internally ❌employees burn out quickly here, and won’t be organized and ready to handle your needs when it’s crunch time Consider them if you notice they: 🔍take the time to ask the right questions + set honest expectations ✅ they’re likely to send the right employees and deliver on their turnaround commitments 🔍have industry veterans with tenure working internally ✅ when people are taken care of and given proper resources/encouragement, they stick around and incorporate their knowledge + experience into YOUR experience 🔑 If you are ready to upgrade your staffing experience, it would be my honor to discuss a gameplan that will knock your 2024 out of the park. Let’s chat - contact info below ⬇️

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Two things you can do to boost your odds for success when interviewing for a Sales position. Talk to as many people as you can at the company. Not just the Account Executives. Speak to the SDR's. The people on the Marketing team. The people on the Rev Ops team. Talk to people on the Customer Success team. Talk to former employees who had these positions as well. Talk to people who work at competitors who have these positions. Of course look at RepVue. The more people you speak with the better sense of the company culture you will have. The Sales Leader is going to have a big impact on your career. Spend extra time speaking with these people. How long have they been in that position. What is their track record. What is their GTM plan. What training and learning programs do they have in place. What percentage of AE's made quota the last few years. How has the turnover been the last few years. What Sales Methodology do they use. Again the more knowledge you have about how the Sales team works and what they are looking to accomplish the better position you will be in to see if their goals align with yours. I like to say an informed candidate is a good candidate. No guarantees however I like your chances for success if you are well informed before you decide to join the company.

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Every manager, director, and C-Suite executive at Alleyoop was an SDR at some point & we looked for that on purpose! To lead our team of SDRs, we want people who understand what SDRs are doing from first-hand experience. We believe that being an SDR prepares a strong career path for you. It can set you up to become a closer, sales manager, marketing manager, or go into operations. The SDR role is a great starting point! It can help you understand how a company's revenue engine works. Starting, learning, and growing as an SDR is one of the most rewarding career paths 🙂 Reach out to me if you are interested in starting your career in sales! #sdrcareerpath #salesleadership

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When internal GTM recruiting isn't producing the talent you need: 1. Have them shadow top reps and sales leadership as if they are part of the sales org. If you have generalist recruiters or a tech recruiter covering GTM, understanding the culture and lingo of saas folks will help them not only build credibility with candidates in the market, they'll be able to determine how they might fit in the culture. 2. Read sales books like Challenger, Meddic etc. Depending on the philosophy of the org, you'll be able to go deeper and truly understand if candidates are a good fit. Screening candidates at top of the funnel is much more than going down a kpi and quota sheet that Jake in Rev ops gives you. The more you actually learn about sales, the better candidates you produce. 3. Battle cards. Find Lindsay in sales enablement in ask her for a battle card so you can learn the competitive landscape of your industry and players. Candidates will actually be impressed if you can answer questions like: "so what's the difference between you guys and ACME.ai" 4. Have SDRs and AEs look at your messaging. They're the audience you targeting when reaching out prospects use that to your advantage.

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Ever wondered how recruiting transformed from carrier pigeons to modern marvels? Companies like candidate.fyi, Draup, Eightfold, Gem, Bullhorn, and Clinch have significantly revolutionized the hiring process. These tech wonders complement different aspects of the hiring strategy, thinking past the ATS, automating the hiring process, attracting and nurturing talent, and delighting candidates every step of the way. #RecruitingEvolution #TalentAcquisition #ModernRecruiting #AIRecruitment

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As someone who speaks with GTM and Sales folks each day, I am surprised (and not in a good way) at how many don't have a detailed breakdown of their billing history on their resume! If you're on the job hunt, make sure to include the following MINIMUM details: ✔What was your annual quota ✔What was your attainment ✔What % of your number is new business vs renewals ✔What is your average deal size ✔What are your 3 biggest deals ✔What is the average length of the sales cycle And if you dont know these, then in itself would be a huge red flag to hiring managers. So, before you apply, word of advice, KNOW YOUR NUMBERS!

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Hi everyone! I recently reviewed the April 2024 JOLTS report, and it has some fascinating insights into the current job market trends. Whether you're an employer, job seeker, or just curious about economic conditions, this report has something for you. 📊 Key Highlights: ~Increase in Job Openings: Job openings have surged by 8%, particularly in healthcare and technology sectors, indicating a growing demand for skilled professionals. ~Hiring Rates: Despite the increase in job openings, hiring rates have remained stable, suggesting a competitive job market where employers are selective. ~Separation Rates: There was a slight rise in voluntary separations, up by 3%, reflecting greater employee confidence in exploring new opportunities. What do you think about these trends? Are you seeing similar patterns in your industry? I'd love to hear your thoughts and feedback! #JobMarket #HiringTrends #EconomicInsights #WorkforceDevelopment #JOLTSReport #TalentAcquisition #CareerGrowth

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Shelby Blitz does a nice job of laying out the many speed bumps to hiring in 2024, most notably that “50% of talent leaders are still not being involved in workforce planning” As hiring momentum accelerates, let's bridge this gap, give your talent leaders a chance for early inputs and watch how the integrations and implementation of systems/processes push your hiring program to new heights.

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How to get hired in customer success in a tough job market 😰 I had the most authentic and raw conversation with Jared Orr who is a CSM at vCom Solutions. Much like many of us in tech, Jared has recently go through a company wide reduction in force or in other words he was laid off because his role was made redundant. He, like many of us have had to deal with a job loss in the last year and had to go through the toughest job market in decades. His perseverance and grit got him into a new role and in this month’s episode I chat to him about how he made it through his job search. 🎙️We discuss how he navigated the job market and provide practical advice for those in similar situations. He, like many of us in tech, has faced not one but two layoffs in the last year. But rather than feeling shameful or running and hiding away, Jared embraced the situation he found himself in and leaned into it. During his layoff he even started his own copywriting business which ultimately helped him land his next role. Some of the questions I ask Jared in our conversation: ❓How did you keep your sanity in this very tough job market? ❓What’s your secret sauce when preparing for interview? ❓Looking back at your job hunting experience what is the one thing you wish you did differently or sooner? When listening to this episode you will learn the following tips: ✔️ Perseverance and adaptability in job hunting ✔️ The power of networking and personal branding ✔️ Continuous learning and earning a new skill is a key factor in landing your next role 🎧 Have a listen to the full podcast (link in the comments!)⤵️ ✍️ Would love to hear your thoughts. ♻️ Reshare if this helped you. 📨 Check out my newsletter if you want this content monthly. #customersuccess #podcast #saas

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🐸 Paraform x ContactOut Unlike in sales, in recruiting, personal emails matter a lot more than corporate emails - most outreach happens there. We're also aware that some independent/freelance recruiters, especially those who are just starting out, don't have the budget to pay for expensive sourcing tools. Now, using our chrome extension, you can get candidate's personal emails, powered by ContactOut (we hear from our recruiters it's the best in the industry!) and reach out to candidates. Want to give it a try and start making placements on Paraform? Learn more here: https://lnkd.in/gMRXGncp

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Steve is dialed in on this topic, and I wanted to share a recent substack post in which I dive into how Quality of Hire metrics and criteria should be developed. You can read the post where I outline the inputs I feel are needed here: https://lnkd.in/gAbbv4b2

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There are 2 kinds of employees in a start up: 1️⃣ *ones that thrive in the chaos of hypergrowth* — scalers 🚀 - great at executing in a changing environment - don’t get overwhelmed by a ton of volume - know how to leverage resources across the company to get to their core objectives 2️⃣ *others that help you get to hypergrowth* — early builders 💪 - help you identify what to prioritize and what to ignore - can work with minimal resources and direction - fiercely optimistic in the face of adversity Make sure you know which one you are hiring! 🔑 Moral of the story: when recruiting, focus on the person and their core attributes vs the company they happen to have been part of ❤️ Find your 💎s in the rough! #hiring #employees #startup #hypergrowth #recruiting

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