Matthew Latif

I joined Boostly (YC S22) in February 2023 🙌 At that time we had…... 👇 👉 3 SDRs 👉 1 AE 👉 Longer than ideal customer enrollment to go live cycle 👉 An ok average deal size 👉 Some multi location accounts 👉 1 - 2 enrollments a day 👉 Maybe a couple customers going live per week 👉 A starter SDR + AE playbook/slidedeck with inconsistent training 👉 No inbound marketing function 👉 Decent new monthly revenue relative to size of our team  👉 Overall little consistency in our month to month outputs  👉 A baseline culture with some values Fast forward 15 months and oh boy have we turned up the heat.... 🔥 🚀 9 SDRs 🚀 1 additional AE  🚀 Shortened enrollment to go live cycle by 10 days 🚀 3.5x enrollments per day 🚀 2x average deal size 🚀 Many many more multi location accounts 🚀 Multiple customers going live any given day of the week 🚀 A fully functioning playbook/slidedeck + consistent training for teams  🚀 Fully functioning inbound marketing motion with 1 inbound SDR  🚀 3.5x new monthly revenue output 🚀 So much more consistency 🚀 Values clearly outlined and lived by an awesome team! We’ve experienced so much positive movement and have a strong team that’s willing to learn and put in the work! 💪 On this note, with growth comes the opportunity to have new Booster’s move up or come aboard for the first time! I am super stoked to announce Kevin Courtright has joined Boostly as our newest Manager of SDRs 👏 Let's crush! I’ve said it before and I will say it again, the best is yet to come! 🏆 Make sure to check out Boostly for roles and positions available in the coming weeks 😎

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Story Time- So I drove by this business on my day off that was just minutes from my house. In this business prospecting never ends regardless of the day/time. I jot down the company name, give them a call and send an email. I get an email response back the following Monday, we set up an meeting. I wanted to meet in person because it was literally 3 min down the road from my house. I meet with the office manager and she was wonderful and then the CFO hops on a call with us because he couldn't make it in. Within the 1st 30 seconds he says, " Ryan, so let me just start off by saying that for one time charges we can't spend anymore then $4500 bucks and $1k per month.." I am in shock thinking there is no way he just gave me all that info. We quickly find out that he thought I was with Spectrum and they were just trying to finish closing a deal that was ongoing and already discussed. Now....I understood that this cost that Spectrum was about to charge was likely due to where there Central office was located and there probably isn't much they can do as far as adjusting their quote. I could have came in and slightly undercut them and called it a day and won the contract. But....that's jus tnot me. After he acknowledged the major blunder he just made, I assured him that I was going to due the right thing and get them the best rate I could. We discussed their needs a bit more, and I did just that. We were able to save them 100% of the construction cost that they were about to commit to and I got them down to the 8 hundreds for their monthly cost. Timing was crucial but I can't stress the importance of shopping around. There is no way to know if you are getting a good deal until you do. Sometimes the cost are substantially higher due to many factors at play. I'm here to build long lasting relationships and a reputation as someone who isn't out just chasing the highest dollar. Happy to put in more work for more deals knowing I did right by my partners then to milk one for what it's worth. If you are in the process of opening a new location and just want to get a secondary estimate for comparative purposes or interested in re-evaluating your existing agreements against your current provider, please reach out. Happy to help and always welcome new friendships even if we don't end up with a handshake!

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Layoffs suck! But with QSR (Quick Service Restaurants) sales down, many are losing their jobs. What if there was another way to reduce costs? Redirecting attention to equipment failure may be a good alternative. At an average cost of $273 per service call x 7 calls a month per store x 12 months per year x 10,000 stores = $229,320,000 annually for a large retailer! This doesn't account for: -$ loss of sales -$ customer loyalty -$ employee morale -$ increased turnover -$ recruiting -$ onboarding Do you know the #1 way to keep equipment up and running? It’s actually quite simple. Preventative Maintenance Just like changing the oil in your car. We all know what happens when we don’t. So why not put more emphasis on training our teams to do the same? - Run the cleaning cycle - Change the filter - Clean the lines Not only does equipment break less it also last longer! At 20k an espresso machine & 12k a rapid cook oven The savings really add up. Throw in some basic trouble shooting - if (this happens) - then (then try this) Before throwing up red flag 🚩 And you now have: - A happier, more supported & empowered team! - More time to connect with customers - Higher profit margins Win Win Win! Reach out if you want to see how we make this a reality. PS. To all those who were recently laid off… Hearts out to you. May you find even more joy and abundance in your next career. Please let me know if I can be of any assistance.

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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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🤔 How does AVAAMO Agent Assist Work? Check out the below 👇🏼 for a value add comparison of a typical call flow vs. call flow leveraging Avaamo Agent Assist #avaamoagentassist #generativeAI #contactcenter #callcenter #avaamo

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New SDR and CLOSER Roles open! OFFER #1 SDRs And Closers for an Outdoor Living Company Setters have a $40k base pay Closers are commission only. Top is $13-15k/m Currently a team of 20is reps. Some reps have been there 2 years Sales manager has been there since about the beginning (strong culture) Company doing $1m/m and 4 years in business Sales style is Gap/Question Based Looking for someone who is a bit more authoritative (not relationship based selling) Industry experience is NOT required OFFER #2 2 SDRs for a Business Growth Offer 2 Setters and 3 closers on the team currently $1500 base + variable commission KPIs: 100 dials, 25+ emails, 25+ texts (Warm) Sales style = Oren Klaff, SPIN Selling, GAP Selling, Challenger Sale, @bowtiedsalesguy . 4 MORE OFFERS STILL ACCEPTING APPLICATIONS! . OFFER #3 Setter for a Business Mergers & Acquisition Offer Currently 4 setters on the team. $5-6k/m in commission (expecting this to go up as they are increasing lead flow but that is current) Sales style - Oren Klaff, @bowtiedsalesguy, SPIN Selling, The Challenger Sale, GAP Commission: $1500 base pay plus variable commission on $15k and $42k price points Daily Target KPI's: Setters - 100 dials, 25 texts, 25 emails, 15 DM's OFFER #4 Closer for a Real Estate Coaching offer Company pacing $3m/y 10 person sales team 8 inbounds a day all warm Set 25% of your own SQLs/month 60% showed call rate (excludes admin cancels, self cancels) 25-35% showed closing rate Jeremy Miner/NEPQ sales style I’ve worked with the owner in the past - solid guy! OFFER #5 Part Time Closer role for a Solar Marketing offer 89% prospect self booking rate and 0% refund rate to date! $10k/m advertising budget brining in about 25 calls a week. All warm leads. Expect to engage with leads after they book as needed. Sales style - Objection Box Ideally looking for someone who has experience in solar and is in their 20s. Commission: 15% plus optional base after trial Currently 2 setters and one of the owners is taking calls. You would be their first closer which is why this is part time. Would like to see enough space for at least a few calls a day. Hot times for calls are 10-2pm PST. OFFER #6 PART TIME Closing Role Available - FB Ad + Lead Gen Offer 15% commission on a $4k offer plus 3 months of rev share Warm leads. Expect to engage with leads after they book as needed. Closing at 20-30% Biggest sales influences - Minor + Objection Box Currently 2 setter on the team. Founder is currently taking calls. You would be their first closer so its part time so you can work another offer. Would like to see enough space for at least a few calls a day and would like to get someone to 7-10 calls a day. Hot times for calls are 9AM-1PM and 5-8PM EST If you are interested here is the link with all of the company information you need as well as the application to apply. If you have already applied just shoot me a DM. https://lnkd.in/eCJCBzQ3

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Interested in hearing if these sort of numbers add up for your teams. In my experience less is more when it comes to cold calling, in theory yes this is a numbers game and the more you call the more chance you have of booking your appointment, however don't mistake this for dialling everything and anything with your script in hand and hoping for results. Having a targeted approach to who you want to speak with and showing someone you understand their role/company/product/industry will result in more meetings/proposals and therefore deals. Share your thoughts below.

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🚨🚨 Remote Opening: DemandHub: SMB Account Executive🚨🚨 Get your resume ready and click the link to apply today. DemandHub: SMB Account Executive https://ift.tt/zGhIXfV If you need a hand in getting prepared, I offer #resume services and #interview prep support. Click the link to book a slot on my Calendly before it fills up! https://ift.tt/OyKfWjb If you know someone who would fit the role, let's get THEM #hired. Tag them in the comments and share the post to your connections! *Note: I am not hiring or sourcing for this role. If you are interested in applying, please do so through the link in the post.

I hate this.. so much. So, I have a friend who has a 330k OTE as an Enterprise rep ↓ One of the best reps I know. He called me and said “3 reps out of 50 hit quota. They’re planning to hire 30 more reps in the next 12 months” This company raised 3 large rounds in 14 months. Hundreds of millions. Of course they're putting a dumb amount of pressure on reps to hit unattainable quotas or else their investors won't be happy. High OTEs can be blinding. They can screw with your head, especially when your results don't speak for your talent. I’ve had friends in dark places mentally because it’s near impossible for them to hit their quota. Hell, I’ve been in this position before. Want to know what companies are good to work for? Want to know which companies have attainable quotas? Want to know which companies have a good product? Want to know which companies are best to sell for? I've made a list for you here: https://lnkd.in/dGN4_unN If you find any that catches your eye, reach out to me. I'll see if I know anyone there or a way to get you in.

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"Our prospects get hammered with a qualification call from an SDR. Then they complain about getting asked the same questions again by the AE." ☝️ I'm still hearing this from sales leaders. In 2024! Here’s my issue with SDRs running a separate qualification call: It’s a TERRIBLE customer experience. Here’s what you’re doing to the buyer: 1) I take a cold call and agree to meet 2) I take a 15-20 min. call and get hammered with qualifying questions 3) I take a 30-45 min. call with an AE and don’t see the product 4) I take a second call where I actually get to see the product And you’re wondering why execs won’t take meetings with your reps? This nonsense has got to stop. There’s something fundamentally wrong in your outbound approach if the only meetings your AEs will take from SDRs are the ones that have been BANT-qualified first. 🚫 Budget Selling to prospects who already have a budget is table stakes. Any decent sales professional can land those deals. True sales professionals help prospects FIND budget, especially in today’s economy. You show them a perspective on their problem that is so big and impactful that they cannot ignore it. ✅ Authority This one I get. There should be some guidelines around sales conversations vs. research conversations. Talking to an end-user to gain insights is research. A great activity for an SDR/BDR to do. But that’s not a sales conversation. 🚫 Need Let me get this right… SDR cold calls the prospect. There’s interest. In a few minutes, or on a separate 15-minute qualification call, you’re supposed to figure out if there’s an urgent need. How can you possibly do enough discovery in that time to know this? You’re lucky if you find a prospect with an urgent need. Great sales professionals help prospects find/prioritize problems. And you need proper discovery to do that. 🚫 Timing Again, this assumes the prospect knows exactly what they need and has already thought about the timeline to implement. ~~~ So what am I suggesting? Unless your sales team is so busy that you're turning down business, your AEs should take calls with ANY prospect who meets your ICP requirements. It doesn’t matter if they’re ready to pull the trigger right now or not. Who knows, you may not even be talking to the right person. Start the relationship and SELL. Nurture if the timing isn't right. #sales

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Summer...That glorious time of year when everyone seems to disappear on vacation. For sales reps, it's like trying to catch a fish in a desert. ☀️🏖️ You've sent 500 emails, but all you get back are out of office replies: - "I'm hiking in the mountains, be back in 2 weeks." - "Enjoying a tropical getaway, back in August." - "Currently floating in the middle of a lake, unreachable until further notice." Meanwhile, you're sitting at your desk, dialing number after number, with the sound of crickets in the background. 🦗📞 Your pipeline is drying up faster than a popsicle in the sun, and all you can do is dream of the day when everyone returns, refreshed and ready to talk business. So here's to all the sales warriors out there, battling the summer slump with a smile (and maybe a margarita or two). Hang in there, and remember: every out of office reply is just a sign that the best time to close those deals is just around the corner. 🌅💪 #SalesLife #SummerStruggles #OutOfOffice #SalesHumor #StayStrong

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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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Years ago I managed a loyalty program for ~7MM Comcast customers (pay your monthly bill, accrue points toward merchandise). One of the most frequest questions our call center received: "Did my increase in cable rates pay for this loyalty program?" Harsh but fair. Call center stats are one of many "voice of the customer" tools to learn if you're doing the right thing. But whether your organization operates a front-facing response team, scattered at-home customer service reps, or chat/AI integrated throughout this chain, you will never avoid this fact: Customers can be loyal but unhappy. Make your customers so delighted they refer to your solution or service as "you can have it when you pry it from my cold, dead fingers." https://lnkd.in/gYjSSdC3

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In the world of sales, timing is everything. 🕑 ZoomInfo Copilot alerts you when a top account is surging on buying signals, breaking news, or visiting your website — allowing you to act on time-sensitive opportunities quickly. Make sure you never miss a beat with ZoomInfo Copilot: bit.ly/3Xa67pA #ZoomInfoCopilot

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Sales Managers: Don't expect your AEs to cold call if you don't know how to. This kills me. Every week, I meet with leaders asking their reps to make cold calls. But they straight-up suck at cold calling. No prospect would ever take a meeting with them. THIS DOESN'T WORK. This is a culture of hypocrisy. Asking reps to do what you're unwilling or able to do yourself. If your team is struggling to build pipeline right now, get back to the basics. → Do our managers know how to outbound? → Do our managers know what good outbound looks and sounds like? → Do our managers do outbound with their reps? → Do our managers set weekly outbound goals with their reps? → Do our managers reverse-engineer the sales math behind every rep's sales goal? → Do our managers provide weekly outbound coaching to their reps? → Do you, the senior leader, talk to your managers about outbound? → Do you, the senior leader, talk about outbound in your all-hands calls? → Do you, the senior leader, give public shouts to reps doing well at outbound? This isn't rocket science. Don't expect your team to do what your front-line leaders cannot. It's time to get back to the basics. Get in the pit. And show your reps how it's done. And if you can't, you need to learn how. And quick. #sales

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🔄 The Rollercoaster of Closing Deals in US Staffing! Ever had one of those weeks where closing a deal feels like trying to solve a Rubik’s cube blindfolded? Yep, that was me recently in the wild world of US staffing. Here’s the saga: 1. **Candidate Found**: Perfect match. Skills? Check. Experience? Check. Enthusiasm? Double check. 2. **Client Call**: They loved the candidate! 🎉 3. **Background Check**: Passed with flying colors. 4. **Offer Extended**: All good to go, right? Wrong. Cue the plot twist: - **Counter offer**: Candidate’s current employer swoops in with an irresistible counter offer. - **Negotiation Dance**: Back and forth, countless phone calls, and more coffee than a human should consume. - **Unexpected Hurdle**: Client’s budget suddenly tightens. 🤦 Just when I thought it was all slipping away, persistence (and maybe a bit of charm) won the day. Re-negotiated terms, re-pitched the role, and finally...DEAL CLOSED! 🎉 Moral of the story? In US staffing, perseverance is key. Every twist and turn teaches something valuable. Here’s to more challenges and even sweeter victories ahead! #RecruitmentStruggles #PersistencePaysOff

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SDR leadership is all about priorities. I had mine all wrong when I first started. I was obsessed with processes. (that’s what made me a great SDR) And I was obsessed with numbers. (that’s what we’re comped on after all) It took struggle to realize I needed to reprioritize. I needed to put my people first: - Engaging and motivating them - Coaching and developing them - Listening and responding to them - Recognizing and celebrating them - Building trust and respect with them Yes process is important. But without skilled and engaged people, a great process won’t matter. Yes numbers are important. But with skilled and engaged people, they will take care of themselves. Prioritize your people, y’all.

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New SDR leader? 14 pieces of advice: 1. Your team will be skeptical of you at first and resistant to change. Don’t take it personally, just persevere. 2. You don’t know everything (in fact, you know very little). Acknowledge your gaps, don’t try winging it. 3. You can’t do everything, nor should you. Find ways to delegate and get comfortable with saying no. 4. Failure is inevitable and necessary. Own up to your mistakes and learn from them. 5. You’re going to feel imposter syndrome most days. Embrace it, it’s totally normal. 6. Don’t assume your SDRs know how to do something. A lot of the time they don’t. 7. Your job as a coach isn’t to give your people the answers. It’s to help them find the answers themselves. 8. This is an endless game of adapting and innovating. Slow down and you’ll quickly get found out. 9. Your sales leader probably knows little more than you about building SDR teams. You must take ownership. 10. If you don’t build a support network you’ll feel alone on an island. This isn’t the time or place for lone wolves. 11. Just because XYZ worked for you as an SDR doesn’t mean it will for your SDRs. 12. You're responsible for people before numbers. Put them first. 13. You’ll get pressure from stakeholders in all directions, all the time. Accept and embrace it or it will eat you up. 14. Your development as a leader is as important as your team's development as SDRs. Don't neglect it. - - - P.S. Want to uplevel you SDR leadership skills? Join The SDR Leader Bootcamp. Next cohort starts June 3. Link in comments.

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