Shaun Hervey’s Post

Last month I interviewed 20+ candidates for a mid-market AE role at Champify. I was BLOWN AWAY by the up and coming sales talent on the market. Here are 4 things that set the under 30 crowd apart: 1. The challenging software sales market the last ~2 years has led this group to fully embrace the difficulty of sales. These folks understand that it’s part of the career they chose. It forced them to sharpen their skills and learn to win in a tough market. 2. The level of preparation and critical thinking I saw for final interviews was on par (or better) than 99% of enterprise reps I have interviewed in the past with 2-3x the experience. 3. They are taking advantage of the courses, content, and training material that is available on the internet. They regularly take pclub.io classes, listen to every 30 Minutes to President's Club podcast, and read recent sales books to improve ("The Jolt Effect" came up 5 times). 4. They know how to run the interview cycle – multi-threading, building advocates on the interview panel, adding value to our company during the process, etc. I have no idea where they learned how to do this but it’s night and day compared to my experience hiring dozens of reps 3-4 years ago. TAKEAWAY: Know what was most refreshing? I didn't hear "I sold at Zoom during COVID and was 150% over quota." There was none of that bullsh*t. The last two years were hard. And these folks were thriving. There’s a lot of negativity about how sales is dead. How sellers are over reliant on tech and afraid to pick up the phone. Those naysayers couldn't be more wrong. I’m bullish on the future of our industry. The young talent is super innovative. They're going to level up the entire profession. It's game on.

𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐧𝐞𝐞𝐝 𝟓𝟎-𝟐𝟎𝟎 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐭𝐨 𝐦𝐚𝐤𝐞 𝐚 𝐭𝐞𝐜𝐡 𝐬𝐚𝐥𝐞𝐬 𝐡𝐢𝐫𝐞. 𝐓𝐡𝐚𝐭 𝐦𝐞𝐚𝐧𝐬 𝐲𝐨𝐮 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐛𝐞 𝐰𝐢𝐭𝐡𝐢𝐧 𝐭𝐡𝐞 𝐭𝐨𝐩 𝟎.𝟓-𝟐% 𝐭𝐨 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐠𝐞𝐭 𝐭𝐡𝐞 𝐣𝐨𝐛 There is a lot of buzz going on about how to really break into tech sales 😶🌫️ "You should write personalized applications to the hiring managers." "Send video applications" "Seek for a referral" Well .... although these things might help to stick out, it sure as hell does not automatically get you an interview or the job. That is why Saif Quraishi & me talke about "𝐇𝐨𝐰 𝐭𝐨 𝐛𝐫𝐞𝐚𝐤 𝐢𝐧𝐭𝐨 𝐭𝐞𝐜𝐡 𝐬𝐚𝐥𝐞𝐬" in the newest episode of the GTM Mastery podcast. We basically talked about anything you need to get a tech sales job: 🎯 Crafting an application that sticks out ⬆️ Passing the recruiter screen 🤯 Impressing the hiring manager 💰Negotiating salary So if you are seeking for a tech sales jobs it is a must for you! (Link below) 👇

In the 2023 LinkedIn staffing sales debate, recruitment podcasters emphasize the basics while tech companies champion automation. 🥱 While AI and technology are essential, the necessity and art of a great cold call will never die. Debate settled. But, do you have a sales culture? A pack of wolves hunting collectively, sharing network connections, aiming for major accounts, and celebrating the team over the individual? From the significant wins I’ve supported in the staffing sector, they weren't only due to cold calls, my AMAZING personality & looks (though they defo helped), my humility, or tech stacks. The catalyst? The team sharing leads, connections, and a shared belief in a collective goal – that's the secret sauce. Interestingly, many top leads and network connections that led to major wins originated from non-sales or non-recruiting teams. Where many companies falter, in my opinion, is in establishing a scalable sales culture. Culture creates consistency, consistency beats intensity. #people #culture #idealteamplayer

Spotting Sales Talent: It's All in the Questions Hiring for sales is a nuanced art, especially when you're looking to build a team that not only meets targets but fits seamlessly into your company culture. The key? It lies in the questions you ask during the interview process. Consider starting with something as fundamental as "What do you know about our company?" You'd be surprised how many candidates come unprepared. A lack of basic research is a tell-tale sign they might not have the initiative to drum up new business. Next, delve into their sales methodology. Experienced sales professionals have a tried-and-tested process, from prospecting right through to sealing the deal. If they can't articulate this, how can you expect them to navigate the complexities of selling your product or service? For scale-ups and high-growth companies, there's little room for hand-holding. You need self-sufficient go-getters, individuals who take the lead without needing constant oversight. And if you're leaning towards a candidate after the initial interview, a second meeting can be telling. Here's where a challenge comes in handy: present them with a revenue goal and ask for a business plan. This separates those who understand the mechanics of sales execution from those who just have the gift of the gab. At the end of the day, you're looking for proven performers, people who can turn plans into profit. The right questions can reveal a lot, but it's their ability to deliver that will ultimately make the difference. Looking to source the best sales candidates for your company? Drop me a line. #SalesHiring #SaaS #SalesProcess #BusinessGrowth #salesmentor

It seems like every founder I know is hiring for salespeople right now. But hiring is hard if you want the best talent. Here are my 3 simple rules for sales hiring: 1. Be clear about the characteristics you want in a rep. This is what I hire for: Enthusiasm Grit (are they a victim or do they take ownership of their outcomes?) Ambition Curiosity Agency 2. Always run a mock demo with the candidate. Give them a 1-page prep summary with the “answers to the test”. It’s a litmus test. Most candidates don’t even read this before the demo, seriously. 3. Always call references, but not for what you think. Call references when you have already decided to hire the candidate. Ask the references for advice on how to get the most out of the candidate. Listen closely for red flags, there usually are some that could break your confidence in the candidate. And finally, always source from your network if you can. Avoid recruiters for front-line sales roles. If you are scaling your company from $1MM to $10MM, I can help you do it faster. I’m running a webinar tomorrow at 2p ET, come join us: https://lu.ma/5al9il2q

How to source, and hire top SDR candidates: Here are my 3 takeaways from my conversation with Chris Ritson on how to build a High-Performing SDR Team (Part 2) on the SDR Game podcast: 1. Take Full Ownership of Hiring SDR leaders should manage the hiring process themselves, not just rely on talent acquisition teams. Be deeply involved in defining roles, interviewing, and decision-making. Regularly communicate with your recruitment team to keep candidate profiles and efforts aligned. 2. Use Strategic Sourcing Use both inbound and outbound strategies to gather a diverse and qualified candidate pool. Combine HR-optimized job postings with personal outreach to potential candidates from similar industries. Also, encourage referrals and network to connect with potential hires proactively. 3. Maintain a Strong Talent Pipeline Treat recruitment as an ongoing process, similar to a sales pipeline. Regularly interact with potential candidates, keep them informed about your company, and maintain a "hot list" of top prospects. Work closely with recruitment agencies to ensure they understand your needs and can attract high-quality candidates. --- Support and watch the episode: 1) Like this post! 2) Watch here: https://lnkd.in/dXnQPH_8

Finding the right sales hire is about identifying the spark that goes beyond the resume. It’s about discovering the person who sees each challenge as an opportunity and each ‘no’ as a step closer to ‘yes’. They aren’t driven by the ticking clock or the hovering eyes. They’re motivated by a personal mission to win. Why do they want to win? That’s what you need to understand. The right answer will lead you to a sales professional who thrives on their own ambition. These pros don’t just hit targets—they shatter them! That’s the kind of talent B2B companies need in 2024 and beyond. What’s your take on this? Drop them below. ———————————————————————— This post is inspired by the insightful conversation between Rachel Shi and Srikrishna Swaminathan on the latest episode of #RoadtoRevenue. Tune in to hear more >> https://lnkd.in/dNPAhnix #SalesExcellence #B2BSales

Are you hiring salespeople the same way you hire everyone else in your company? This is the #1 mistake that business owners and senior sales leaders make when hiring sales reps. This Free Challenge will give you everything you need to know to hire your next sales rockstar. You will receive the mindset shift needed, the tools and templates required to engage, attract, hire and retain top sales talent. Day 1 - Why Salespeople Are Different - The 6 Reasons Day 2 - The Job Posting Framework - Attract the Salesperson You Desire Day 3- Your Sales Superstar - Screening and Predictive tools Day 4 - The Structured Interview - Avoiding Bias. Day 5- Onboarding Success - Getting the New Hire Ready for Fast Ramp Up Want to create live streams like this? This is simply the most versatile & powerful platform on the market. Check out StreamYard: https://lnkd.in/dR8x-WaC

Do you have different hiring processes for different roles, or do you use a standardized process for every candidate? For sales, it's crucial to have a unique hiring process that aligns with the demands of the role. Good salespeople want a challenge. During the hiring process is no different. Salespeople need to have specific skills and characteristics, such as strong communication, resilience, and adaptability, which may not be as critical for other positions within your organization. With Metahire, you'll have access to a one-of-a-kind sales hiring process that includes targeted pre-hire sales assessments, behavioral interviews, and role-specific evaluations to help you find top-performing sales candidates. Don't settle for a generic hiring process — choose Metahire for customized and effective sales hiring. https://lnkd.in/gStg7kHa