Melissa Bair

SALES, SALES, SALES - Let's meet & work together for the rest of your sales career - Account Executive Opening$ 💘 Revenue Tool - SaaS Series B $125- $150k base $1m- $1.2m quota $7k- $500k deal size selling into #saas #sales #gtm teams actual inbound $$ growing their sales team from 5-12 SDR support (one on one for now) for #startup rep$ only 💘 Direct to Healthcare Tool - SaaS Series B $900k quota Some SDR support ideal candidate has worked with #insurance and has #saas background 💘 Manufacturing ERP Account Executive & Implementation Consulting org $95-$110k base. $200k++ OTE $200k+ deal size Must MUST MUST have sold #erp to manufacturing companies this is NOT a platform, or a RESELLER, this is a CONSULTING ORG that sources, refines fit and works with the customer throughout a very long up to 2 year implementation process - you will be the #csm #am NO COLD CALLING OR SALES EMAILS you will work DIRECT with JUST the founder open to seeing #sdrs who have sold #erp to manufacturers who want to get out of software, and into consulting - SDR Opening$$ 💘 Direct to Healthcare Tool - SaaS Series B 10+ qualified attended meeting a month selling into #hr mostly within #nonprofits and #homehealthcare $55-$65k base, up to $200+ per qualified, attended meeting do not contact me if you aren't going to take my coaching seriously :) cold call me 10x in a row text me send me a blind invite do what you got to do <3 #sales #salesrecruiter #gtmsales #founderledsales #saleshiring #salesjobs

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HIRING NOW: ENTERPRISE & COMMERCIAL AE - SaaS - Automation - $ALES & MARKETING account signals and insights SaaS tool 💸 Commercial Account Executive: $125k base 50/50 split - $1m quota 💸 Enterprise Account Executive: $150k base 50/50 split- $1.2m quota Actual inbound leads - $20k - $500k deal sizes - 6 months sales cycle You keep account in your book of business for upsells while CSMs are responsible for renewal #seriesbstartup, working under one of our longer term #vpofsales who JUST started - you must have experience - at an earlier stage org of less than 200 employees - selling a complex solution - ideal experience selling into #gtm #salesleaders or desire to Selling into other SaaS orgs! work with clients like GitLab Notion MongoDB and MORE - providing insights on how their #gtm can do more with less, and make more $$ In a world of tech, where everything is connected it is more possible than ever before to build connections between your current clients, and your ideal prospects This solution combines Sales, Marketing, Community and Operations and uses AI to enrich, score and analyze intent - $ignals are one of the most important aspects of monitoring what is working, and the best way to target, support and optimize every account. An ideal rep understands sales strategies including #productledgrowth and #productledsales MUST BE HUNGRY, LOVE BUILDING PROCESSES and have experience working in a startup get on my schedule! 206 747 9724 #accountexecutive #commercialaccountexecutive #enterpriseaccountexecutive #gtmsaas #gtmsales #salesjobs #salescareers #bestfootforward #softwaresales #saassales #salesdevelopment

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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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When hiring SDRs, Alleyoop is looking for people who have more than just experience. If you can show me your work ethic, positivity, and a passion for sales, you’ll be the frontrunner for the role. Here are some tips to help you standout 🙂 → Before applying, contact current reps to see what they like.  → Watch the many videos our leadership team has on LinkedIn on our team at Alleyoop → Have a few questions ready to go, some things you are genuinely curious about  → Connect with myself and leadership on LinkedIn Courage, determination, and focus are what make an SDR great. Show us these things, and you’ll stand out from the crowd! Reach out to me if you’re interested in learning more about our team! #sdrcareers

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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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it should not take 9+ weeks to hire a mid market AE. especially if you have a pipeline of obvious industry WINNER$, within weeks of headcount opening. based on how frequent this happens rn, I am starting to think most companies DONT want top performers they want whoever is available, whenever they decide it is time to hire. in order to attract top talent, you need a recruiting life cycle that matches the same strategy, you expect reps to have in their #salescycle refined interview questions & interview benchmarks, and a STANDARD process of who they need to influence & what your expectations for each call are. GTM loves to add "just another interview" "just to see" problem with this, is there is no POINT - often when I ask, what is the game of this additional call, who are they talking to, what is this person wanting to hear from them, what stories should they prepare for - I hear a lot of "I feel, I have seen, I think" from sales leaders - lots of biases. it seems like they want above average performers, who dont bring TOO many ideas, or challenge TOO much 😅 that is why usually my women candidates, end up having at LEAST 1-2 more interviews than their male counterparts, even in enterprise orgs. I wish I was kidding. the additional undisclosed steps are usually added, when someone challenges a bit on their process, most leaders chalk it up to "culture fit" aka we want another set of eyes on this to see if we "like them" every week vps of sales miss out on my top performing QUEEN$ - which is crazy because most leaders who write me are VERY motivated to hire more women within their #maledominated #salesorgs every one wants a challenger, until they are challenging on the WHY behind a companies long, inconsistent #recruiting process by doing these longer, drawn out processes, companies most likely only get access to WHO is available, not the IDEAL rep$ now I get it, there is a fine balance between not hiring TOO quickly, and needing the data in your pipeline to feel confident that this person is IT this is a HUGE reason why leaders, especially busy leaders in #earlierstage startups outsource their niche recruiting efforts, to agencies like mine - to keep people "warm", engaged, excited, communicated with, if & when there is pause in the recruiting life cycle + help loop in leaders on where their ideal candidates stand, and what could prevent the deal from closing it is becoming pretty obvious, there is no strategy to hiring sometimes unless that strategy is to shake through a pipeline of gifted performers, to see what tier 3 rep is available by the time you HAVE to make a decision time kills all deals, especially for top performers with options if you want to pay for top talent, and your product fit is FIRE, maybe a longer process will give what it needs to give - if your strategy is to "exhaust, repeat, refill" you are doing something wrong <3 #intentionalhiring #recruitingprocess #gtm #saleshiring

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📣 Calling aspiring BDR's and SDR's ❗ Are you looking to enter the world of SaaS sales? We're interested in talking with individuals demonstrating these particular traits: - Competitive – Do you love winning or hate losing more? - Curious - Are you fascinated by how software impacts business? - Disciplined – Do you follow structured approaches to achieve goals? - Resilient – How do you handle setbacks in your life and career? - Driven – What fuels your motivation? - Emotional Intelligence – How do you manage conflict? - Empathetic - Can you understand others' perspectives? - Collaboration - Do you prioritize teamwork for success? If you possess these qualities, our partners are eager to connect with you! 🚀 #Sales #SaaS #BusinessDevelopment #SDR #BDR #CareerOpportunity

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This is AWESOME!!!!! Hey Janko! Check out our GSD / ROI. Feel free to share this. With your help, we have literally changed our entire business over the last three years! 3 AE’s and 1 Sales Director total comp paid - salary plus commissions over the last 3 years = $2.2M. Total sales in that same 3 year period = $15.6M ARR. You suggested that we set quotas at about 5.5x of OTE and we are actually much higher than that! We are at 7.1x sales to comp! What is even better is that our average contract length is 3 years and we pay commissions up front. So the ROI is really much higher than that. In our previous 6 years we did a total of just under $6M total. We are now cash flow positive and have not taken on any outside funding. It’s time to expand. Please send me a meeting link so we can set up a game plan! #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

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𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧𝐢𝐧𝐠 𝐭𝐨 𝐚 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐒𝐚𝐥𝐞𝐬 𝐂𝐚𝐫𝐞𝐞𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥𝐥𝐲 🚀 Thinking about making the leap into a commission-based sales career? It’s a move that can be incredibly rewarding, offering flexibility and the potential for high earnings. Here's how to ensure a smooth and successful transition: 1. Understand Your Compensation: Transitioning to commission-based work means your earnings are directly tied to your performance. Top performers in commission sales often out-earn their salaried counterparts by 30% or more. 2. Develop a Strong Sales Mindset: Success in commission sales is largely about mindset. Embrace resilience, persistence, and a positive outlook—traits that are common among the most successful sales professionals. 3. Build Your Product Knowledge: In-depth knowledge of the products or services you're selling boosts confidence and credibility. Sales reps with strong product knowledge can increase their sales by up to 20%. 4. Master the Art of Prospecting: Learn to identify and target potential clients effectively. Prospecting skills are essential, as they can increase your conversion rates significantly. 5. Leverage Training and Tools: Utilize available training resources and tools. Companies with robust training programs see 15% greater productivity in their sales teams. 6. Cultivate a Robust Network: Building a network can provide a steady flow of referrals and insider knowledge, crucial for sustained success in commission-based roles. Are you considering a transition to commission-based sales, or have you recently made the switch? Share your experiences, challenges, or questions in the comments below. ------------------------------------ I offer expert consulting and recruitment services designed to place you in your ideal sales position. Contact me directly. #SalesCareer #CommissionSales #CareerTransition #SalesTips #ProfessionalGrowth

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SDRs don't work for AEs.... In fact, AEs should work for SDRs. If you're in a position to have an SDR helping you crack meetings you need to point them in the right direction with the right messaging and use cases. SDRs aren't your assistants. They're the tip of the spear. Cole Praver 🙌 #sales

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🗣️Pipeline Development is one of the biggest revenue growth challenges for most companies today 🙂‍↕️ Though only a minority include pipeline generation as part of the sales incentive compensation plan. Every AE can relate … when you’re sitting in the bench because you have little pipe, it’s absolutely miserable … Usually when you’re working on a ton of deals at once, it’s so hard to make and stick to the time to prospect… As a AE, I would have loved pipe gen to be part of my comp plan… Hear me out … keeping your reps motivated is EVERYTHING … so why not motivate them even more by rewarding quality pipeline build…. It’s not rocket science 🧬 You then have reps that are not only motivated to close deals… But also super motivated to build their own pipeline too … How would that work at your business?

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We know RevOps is one of the hottest roles out there. 👩‍🚒 But what does RevOps do? And where does RevOps meet sales? Find out in the latest episode of The Modigie Interviews with the incredible Drew Noel! 🎙️ Drew is a powerhouse in go-to-market and revenue operations, with over 20 years of experience under his belt. Plus, did you know he's also a semi-pro bicyclist? 🚴‍♂️ Talk about balancing it all! Drew dives into optimizing ROI, aligning sales and marketing teams, and leveraging data for business growth. Whether you're a sales leader, marketing professional, or just passionate about revenue operations, you won't want to miss this conversation. It was so good - it took us two takes (cleaning lady walking in, in this hot snippet). Link. In. Comments. 🔗 #Podcast #RevenueOperations #Sales #Marketing #GTM #Leadership #data

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Why is 60-70% of SDRs missing quota? It's because their leadership is failing them. I had the pleasure of interviewing Sara Storm on the SDR Hire Podcast - a tenured SDR and Revenue leader with multiple successful teams behind her, countless lectures and trainings delivered. Sara has a very unique, no BS approach to sales and SDR leadership. In this episode she shared: • What's the current state of the SDR/BDR role • Why sales leaders are failing their sales teams AND their customers • How can SDRs take ownership of their careers?! • Should you even be in an SDR role? • How she used to close 7/10 cold calls she'd make Here's the full episode: https://lnkd.in/eCANhKGu Sara thank you for sharing your expertise and holding sales leaders everywhere accountable! Hope you all enjoy and subscribe! #sdr #bdr #salesdevelopment #techsales #career

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Over the next few weeks, I'll be sharing insights from my conversation with Rob Jeppsen. We cover ground on the DNA of an Elite Sales Leader. Today's topic covers the importance of emotional leverage for PE-backed sales leaders. If you're a CRO/VP Sales looking to build your DNA to better thrive in a PE-backed environment, give this is listen. Link to the full podcast in the comments!

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Interviewing for a BDR role? Check out these tips from a BDR Leader at Salesforce. We are #nowhiring BDRs in ATL, CHI and SF. Shoot your shot below 🏀

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🚀 New Episode with Mike Hamberg 🎙 A big topic that I am seeing on Linkedin is how A. I will impact the craft of effective "outbound sales". Mike who has led high-performing outbound SDR teams for TripActions/Navan and most recently AWIN shares his viewpoint on this topic. We cover a lot of ground during this discussion focusing on how Mike sees topics like: 👉 Personality traits he looks for when hiring the best candidates 👉 Why outbound is an important tool in a company's revenue plans 👉 How he created ICP and works with the business to build TAM 👉 How companies must adapt to stay ahead in the AI-driven landscape of sales. 👉 Is AI a fad or is it here to stay? Join us as we explore these topics and much much more! I personally love Mike's ebb and flood example which is captured in this snippet! Watch the full video for insights that could redefine your approach to technology and sales via the links in the comments 👇 #TechTrends #AIDisruption #SalesStrategy #thorntongregory #outboundsales Rachael Thornton Thornton Gregory

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The average SDR is making $85,000 The average SMB AE is making $130,000 a year. The average MM AE is making $165,000 a year. If you crush it as an SDR, are at a company that actually promotes top talent, and continue to perform as an AE you can literally double your income in just a few years. How cool is that? I teamed up with RepVue and put together a few resources with some more details on salaries based on roles... check it out. SDR salaries & a list of high paying SDR Roles: https://lnkd.in/gqfUbnqR SMB AE salaries & a list of high paying SMB Roles: https://lnkd.in/gcpnQ_Xt Mid-Market AE salaries & a list of high paying MM Roles: https://lnkd.in/gPd-RHCb Ent AE salaries & a list of high paying Ent Roles: https://lnkd.in/gibqD9Gv

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