Phil Davis

This one is for all the SDRs in my network hungry for their next step -> Account Executive 📈 take a look at our newest hire Daavid Christa, you might find some useful tips in his short guide 🤝 From the perspective of a recruiter - I definitely approve 💯

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TRANSPARENCY IS KEY IN THE HIRING PROCESS. Share your team's quota attainment in the interview process and relay the comp plan accordingly. Even if your team's results aren't where you want them to be, showing your potential next sales hire how they can hit their quota, its implications on OTE & examples of how others in the team have performed against it will show a level of transparency most companies just aren't showing right now.

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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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🎙️‘We don’t have budget to pay an agency to help us hire SDRs’🎙️ But how important should SDR hiring be to your business? 💛Here is a message from an Account Executive who’s company recently hired a number of new BDRs through Venatrix💛 Here are 4 reasons why you should invest in your SDR hiring strategy to ensure you’re getting the best talent: 🎤They are going to be on the front line of your business, reaching out to prospects & representing you. If you want your prospects to have a great / creative / exciting first impression of your business, doesn’t that start with an SDR? 🏆Succession planning - this SDR could end up being your next top performing Account Executive. 🩵AE retention - having a strong SDR team working alongside your AE team is going to make the AE team perform more successfully 🚀The potential for increased sales. If your SDRs are prospecting effectively, your AE’s can spend time closing deals = higher conversion rates & revenue growth Hiring SDRs? Drop me a message to find out how we can help!

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A staggering 71% of job seekers have exited a recruitment experience because it was too lengthy, too complicated, or involved too many steps. It's time to streamline your approach and keep top talent engaged! Visit veriswift.com to learn how you can seamlessly integrate background checks into your hiring process. 📝 #backgroundcheck #backgroundscreening #quickbackgroundchecks

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It's been a while since I released a hiring list... 🇺🇸 edition 🇺🇸: Here are 23 USA-based REMOTE SDR job postings (verified that the roles are up as of Wed May 8). The market's been rough and demoralizing, to say the least and remote SDRing has changed my life so just trying to share opportunities! Here are the 23: 1. TLDR - reach out to Saramarie Shine and Brandon Jeffs (we are hiring!!!!!! / I'm hiring!!) 2. Houzz - reach out to Margo Cash 3. Zuub - reach out to Zareh Shabani 4. RisingWave - reach out to Yingjun Wu 5. Heystack - reach out to Navin Sharma 6. Monograph - reach out to Fallon Roche 7. Ormi Labs - reach out to Victor Fei 8. Second Nature - reach out to Thad Tarkington 9. Blue Onion - reach out to Lyndsey Bunting 10. GrowthPlug - reach out to Jennifer C. 11. Cribl - reach out to Madison Singer 12. Amity - reach out to Taylor Robichaud 13. Zearch - reach out to Jake Painton 14. Clerkie - reach out to George Smith 15. Vendition 16. Deepgram - reach out to Scott Stephenson 17. Personetics - reach out to Aviad Preger 18. Fullstory - reach out to Shay Kelly 19. Jotform - reach out to Alexis Russell 20. rater8 - reach out to Tara Tate 21. Redwood - reach out to Whitlee Azero 22. Net Health - reach out to Justin E. (Justin seems like an amazing boss to work for, I've helped 2 people get into Net Health!!) 23. TriNet - reach out to Taylor Varnes As always... Persistent and creative outreach stands out! Let's get after it 🏋️‍♀️ People are getting jobs out here!!! #hiring

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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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Payfederate integrates WageScape to elevate compensation management and provide accurate, real-time data on wage rates in the US. This integration combines the premier source of job-posting data with our comprehensive, AI-driven compensation management platform, empowering organizations to build trust with employees and candidates through transparent compensation decision-making. Read more from the blog. #Blog #CompensationManagement #PayTransparency #AI #Data #WageScape #Payfederate Boyd Davis Barkat Ali Cary Sparrow

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Do you want to break into an SDR/BDR role? Think about why. 99.9% of candidates we speak with struggle with this. Think about: -What keeps you going when times get tough? -What impact can a career in sales have on you? -What do you want to be doing in the next 3-5 years? -Do you have transferable skills (give me real-life examples)? It’s not: -I like talking to people -My family and friends said I have the gift of the gab -I want to help organisations improve their performance Spend 30-60 minutes answering this question. To figure out why YOU want to. It will help you stand out compared to thousands of other job hunters. #sales #salescareers #hiring #sdr #bdr P.S. If you can turn your answer into a story - even better!

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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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SDR/BDR leaders: CELEBRATE YOUR TEAM!!! Being an SDR/BDR is often the most thankless and least rewarding job in sales. You make hundreds of calls and personalized emails per week and most go ignored. That's sometimes tough to shake. And it's rare that companies celebrate the SDR when a deal they sourced closes...so you do it! Celebrate them on slack, in team meetings..even here on Linkedin. Some ideas for ways to celebrate them.... -send them coffee (it's $10, you can swing it, they make you money every day!) -call them out on an all hands and help them build their brand (after all, you are their champion and the one mentoring them for their next role) -do early out goals for Fridays (ex: anyone who books 3 outbound meetings can leave 2 hours early, or anyone that makes 75 dials per day can sleep in 30 mins or leave 30 mins early) -take them out for lunch if you're in office -send them company swag -write them a recommendation on Linkedin it doesn't have to be anything huge, or even cost anything, but just knowing someone sees you, and sees the work you are doing and is actively helping you build your brand is HUGE when you are in entry level roles. Praise in public, coach in private. Knowing your leader is your biggest fan is really important in today's uncertain times. And when your SDRs know you're a fan, they will show up and show out for you!!!

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JULY START: 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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JULY START: 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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Sales hires are crucial to get right... The main concerns for TA and hiring managers usually are: -->Time to hire -->Time to ramp -->Ramp success At Sofi Recruitment, we focus on all three because we used to work in GTM and understand what it takes to succeed. It's not just about filling the role; the 'what happens next' is just as important. A bad hire in sales could cost you thousands in direct costs and even more in missed opportunities. We support our clients by having a true understanding of the market, knowing who to recruit and what skills are transferable. We work in partnership with you to support you with your "ideal" profile, salary benchmarking, and commission structures. Currently working with some top talent looking for their next role, from SDRs to Sales VPs. If you need support finding your next sales professional or want to minimise the risk of a bad hire, get in touch! #salesrecruitment #talent #sales

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"We only hire AEs who consistently overachieve." This has always been the gold standard in SaaS recruiting. But is it realistic in 2024? Right now, under 40% of sales reps are hitting quota. If we keep to these standards there'll be no one left to hire😂 This is why It's important to be aware of this when recruiting. Of course, consistent underperformance is a red flag. But many top performers have just been unlucky Bad patch Manager left Made redundant Territory changed Too many reps hired Poor product market fit Now I'm not saying you need to lower the bar. But before you discount someone, first understand why. Your next best hire could be right there in front of you. PS. Data from RepVue 👍 #techsales #saasrecruitment #gotomarket

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Staffing Industry Analysts (SIA) and global provider of staffing software Bullhorn bring you the SIA | Bullhorn Staffing Indicator for the week ended April 27. 🔹 Year-to-date, the median Y/Y growth rate is -14% for Commercial staffing, -11% for Professional staffing. By comparison, last year’s median Y/Y growth rate was -11% for Commercial staffing and -6% for Professional staffing. This suggests that market conditions for staffing businesses have deteriorated during the first quarter of 2024. 🔹 The year-over-year decline in the Indicator is directionally in line with the decline in temporary help employment as reported in the Bureau of Labor Statistics’ monthly Employment Situation reports. 🔹 With most economists projecting solid growth in the US economy this year (real GDP growth of 2% or higher), we are keeping our eyes open for signs of an eventual uptick in demand for temporary staffing. Read today’s full briefing and utilize our interactive tools >> https://lnkd.in/gwr3madB #staffing #jobs #employment #research

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SDRs & BDRs, this one is for you. Laura Shillibier recently placed an Enterprise SDR who booked 23 meetings in just 2.5 weeks. We’re looking for 2 more. Don't miss out. The role: Enterprise SDR x2 -Pure hunters with a strong track record -NYC-based (Office 2-3 days a week) Highlights: -Combining Cyber and Fintech with unbeatable product-market fit -5x ARR through numerous Fortune 500 partnerships -Backed by 3 tier 1 VCs This is the next big thing. We're also hiring 3 Sales Directors (NYC-based) for this vendor with founding stock. Every seller is currently over-target, I'm only just scratching the surface here. If you're ready to be part of this journey, you know what to do. #Cybersecurity #Fintech #Hiring #TechtonicTakeover

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3 actions that lead to success as an AE 1. Learn to build your own pipeline 2. Know how to work with Marketing 3. Leverage your SDR resource properly Step 1 = Control the controllable. Your prospecting ability determines your success. More pipeline = more shots at your goal. Step 2 = Build a relationship with Marketing. Match their campaigns to your account list. Use their budget to get more pipeline. Step 3 = The average SDR works 45 hours a week. That's 45 hours to get YOU pipeline. Meet weekly. Speak daily. Win more.

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