Joseph Executive Search Ltd’s Post

It takes 3–6 months to hire an enterprise sales rep or sales manager. On average, it takes six months for a sales person to be fully ramped up and to start bringing in revenue. Revenue Executives need to be thinking about 2024 and bring in new team members this quarter. At CFW Careers, we partner with sales leadership and internal talent teams to help them build commercial teams so they can focus on their revenue goals. Message us if you want to learn more about how we can partner with your team. Cynnie King Rachel Fagnant-Fassler Diany Levy #salesleaders #revenue #hiring #talent #saleshiring #salesteams

Backwards to go forwards. Business development use to be the seasoned stars that go promoted from CS, after dazzling on the phones for 1-2 years and working accounts with onsell, upsell, opportunity spot. Seasoned veterans that could see end to end service delivery. That could encompass everything - negotiate legal, credit - and run the communication plan handover. I’ve been banging on about this since that paper in 2017. The predictible revenue split outs, only made it measurable to “pay out” on meetings set, taken, app rate. But all commercially viable actions went out the window. 👏 #ManderovicMethods #ClosedCircuitSelling #Marketing #Revenue #Deals

Outside Sales Leaders - hiring reps that are talented relationship builders without having tried and true processes in place is a miss. My conversation yesterday: Strong SVP of Sales for a manufacturing company. Has taken the company in 6 years from $25m in revenue to north of $50m in revenue. What makes him a strong SVP of Sales leading an outside sales team? “Relationships alone do not drive revenue. At least not in a repeatable, scalable and predictable way.” He inherited a team of strong relationship builders. The culture shift and subsequent rise in revenue took place when he implemented processes to be followed. “I had inherited a team that faithfully completed ½ the battle every day. They showed up, they were present. And they knew the products at an exceptionally deep level.” “Our rapid growth began when they started following processes. Documented processes. Documenting provided insights. Insights equipped us with the intel to make smarter decisions and identify growth and net new business much more rapidly.” The reps, they make more money now. They’re happy. Hiring talented relationship builders without having tried and true processes in place is a miss. #outsidesales #fieldsales

Tough truth for folks in sales leadership positions... The market has reset. I speak to colleagues looking for their next CRO or VP Sales role and want to go early-stage again. Unfortunately, it's not what it once was. Comp is lower and the equity upside is far riskier. And mainly, there are just far fewer breakout companies than in the ZIRP run-up. If you live in a geo outside of NYC or SF, your funnel to find a great opportunity is even narrower. If optimizing for money, it might be best to take an Ent/Strat/Majors sales position at a great company in the Security, Infra, AI, and Cloud spaces. The sun will shine again, but it's tough sledding for now.

The sales world is smaller than you'd think, especially when it comes to hiring. But BSK is here to show you who to hire. #sales #salesdevelopment #salesenablement #salesleader #revenuemanager #revenuemanagement #ceo

We work with companies who are hiring their 1st Sales Leader. Often these are stretch hires. Here are five things I wish I had known as a first-time VP Sales: 1. Joining at the right stage matters; I would have asked "why now" more insistently. Asking the right questions, including gaining access to all the metrics, will help here. 2. Being excellent with data - the role is much more than just "selling." Being able to dissect data to help make decisions is key. 3. Hiring is much harder than expected. Knowing when to hire, who to hire, and spending time interviewing while trying to hit a number is tough. 4. Assess FVP fit (Founder/VP fit). It's not a 9-5 job; you need to ensure the right fit here. Invest time outside of the interview process to ensure values and ways of working align. 5. Build the sales playbook early; documenting this really helps in understanding where the gaps are and building trust with the Founder and VC. #vpsales

𝐖𝐡𝐞𝐧'𝐬 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐡𝐢𝐫𝐞 𝐲𝐨𝐮𝐫 𝐟𝐢𝐫𝐬𝐭 𝐫𝐞𝐯𝐞𝐧𝐮𝐞 𝐥𝐞𝐚𝐝𝐞𝐫? After having hired the most senior commercial person to head up the sales/GTM function for multiple (pre)seed start-ups, I know the how tricky it can be to navigate through all the moving pieces. Here are the top things I always dig into to with founders in my first call ⭐ - Have they crystallised their ICP? If so, is there large enough TAM? - How are they currently selling (GTM motion) and what is customer feedback? - What is the cost to acquire a customer? - Annual revenue goals and estimate of deal cycle length - Tech. stack and team development The reality is either loads of GTM leaders fail to properly assess the risk at hand OR Early-stage founders fail to paint an accurate picture of the situation The silver lining is in the middle Where founders show awareness and sensibility in their expectations but prove out the model so that they can do their due diligence. Anything you might add to the list?

𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗦𝗮𝗹𝗲𝘀 𝗟𝗲𝗮𝗱𝗲𝗿𝘀! Hiring the right talent is crucial for driving sales success. In this series, we'll explore key strategies and best practices to help you navigate the hiring process effectively. Stay tuned for valuable insights on identifying top sales talent and building a high-performing team. #SalesLeaders #HiringTips #GregCoyneSandler #SandlerTraining #SalesTraining

Thinking about hiring hybrid sales reps for your team? Here are four key reasons to consider this approach. Dive into the details below! 📈 #salesgrowth #hybridsales #salesreps #peaksalesrecruiting

Founders - Bring on 2 sales reps before hiring a sales leader. I often hear founders say they want a sales leader because they are not good at sales. A sales leader may be better at sales, but it doesn’t make them the right fit for the earliest stage. Nobody is better to take in market feedback in the earliest stages than the founder. You can make immediate decisions that significantly impact the direction of the company. Additionally, nobody will be more helpful at closing early deals than the founder. You bring a viewpoint to a customer challenge that nobody else has. Once those reps are hitting quota, and you feel confident you have product market fit? Thrown gas on the fire and bring on your first sales leader.