Archive for category: Hiring

Senior Account Executive Salary Guide

Senior account executives are experienced professionals working directly with customers. They handle accounts on behalf of the business they represent. So they meet sales targets for the company while meeting the customer’s needs.

Senior account executives excel in customer service, meeting sales targets, and developing a winning sales process. They know how to focus on the most important accounts, managing their own time. But, like other professions, they also need solid written and verbal communication skills.

To learn more about the expectations of being a senior account executive, the impact of education on salary, and how much that varies between regions.

How Long Does It Take To Become a Senior Account Executive?

Including education, it can take up to 10 years to become a senior account executive. This includes the four years needed to get a Bachelor’s Degree and the six years required to get senior-level experience.

Ignoring the need for education, senior executives are expected to have (at least) five years of experience. Some companies might shaft this expectation by a year in either direction.

Not all pathways to becoming a senior account executive follow the same route. For example, talented account executives who adeptly meet sales goals and have exceptional customer service skills might claim the “senior” part of their title sooner.

Here are some skills senior account executives should focus on:

• Leadership
• Written communication
• Oral communication
• Negotiation
• Customer relationship management (CRM)
• Sales and sales strategy

Beyond account management and sales process skills, account executives also benefit from educational backgrounds.

The Impact of Education and Certifications on Senior Account Executive Salaries

Senior account executives usually have a Bachelor’s Degree in Business or a related field. But, like most professions, it isn’t solely occupied by degree holders. Others might have certifications, while some work on the merits of their experience.

Employers rely on educational background to determine salary. For example, the average associate’s degree holder makes in the mid $40 thousand while bachelor’s degree holders earn an average of $60 thousand. As a senior account executive, education might be the difference between someone who makes $60 and $80 thousand.

Certifications, however, are situational and don’t hold the same weight as an education.

Still, those who earn certification can bolster their knowledge while increasing their value.

For example, the National Association of Sales Professionals (NASP) has a Certified Professional Sales Person Course for nearly $700. Maintaining this certification can show a continued passion for pursuing industry knowledge.

How Much Does a Senior Account Executive Make?

In the United States, senior account executives can expect to make just over $100 thousand on average annually. But this can range from $50 thousand to about $150 thousand. Industry professionals can expect this range to vary based on education, experience, and related skills.

Senior account executives don’t just limit themselves to a base salary. Some make bonuses, profit sharing, and commission rates. Here’s a breakdown:

• Bonuses typically are an average of $25 thousand (can be as low as $0 and as high as $55 thousand)
• Profit sharing averages at $18.5 thousand (can be as low as $0 and as high as $40)
• Commission rates for senior account executives average at $40 thousand (usually between $10 and $80 thousand per year)

Not all senior account executives are built similarly, so the industry varies widely. Each company might share differing opinions on motivation or pay. This is why some companies offer profit sharing while others rely on flat salaries.

Account executives can help boost their pay by making themselves valuable. Before hiring, they can do this with experience and education. After hiring, they can display their expertise through results.

Senior Account Executive Salaries in Different Regions of the United States

According to our article on tech sales job salaries, the region with the highest pay for senior account executives is the San Francisco Bay Area. Senior executives (with six to seven years of experience) can earn a base salary of $92 thousand.

Using the same data, the region with the lowest-pad account executives is a tie between Austin, TX, and Boston, MA. The base salary in both locations is about $76 thousand, losing about $15 thousand yearly.

Here’s a look at a few more regions:

• Atlanta, GA – $80 thousand per year
• Chicago, IL – $88 thousand per year
• Denver, CO – $89 thousand per year
• Los Angeles, CA – $89 thousand per year
• New York, NY – $89 thousand per year
• San Diego, CA – $82 thousand per year
• Seattle, WA – $84 thousand per year
• Other locations – $79 thousand per year

All figures focus on base pay, meaning they don’t account for profit sharing, commission, and other bonuses. It’s also important to account for cost of living factors, which change depending on location.

Salaries might also normalize between these locations as the trend of remote hiring continues. So, places typically paying their account executives low begin to catch up with other cities.

Benefits of Using a Recruiting Agency to Find Your Next Account Executive

Now that you know more about salaries, you are better equipped to post your listing on a job board. But before you do that, consider a recruiting agency instead.

Recruiting agencies have these distinct advantages:

• Agencies are staffed by experienced individuals trained to find the right fit for your organization.
• You can save time and money by not wasting time with many hires that don’t meet your needs.
• Once you get through the hiring process, you can interview applicants who are actually interested in contributing to your business.
• Recruiting agencies are built to quickly fill in crucial slots with employees who hit the ground running, keeping your organization moving forward.
• Recruiting agencies can keep your listing confidential (for example, in the case where current staff members are not performing)

Senior executive positions require incredibly skilled individuals to fill the gap. Therefore, a recruiting agency is built to fill those positions with an experienced list of individuals.

Recruiting agencies can be your list makers when hiring a new senior account executive. This way, you can get a list of qualified applicants saving yourself some time.

Ready to get started? Start browsing open account executive jobs now, or connect with candidates with account executive experience who are actively looking for a new job!

Finding the Right Fit

As a business leader, you know hiring the right account executive is crucial to the success of your business. However, finding the right candidates in your search can take a lot of time and resources and, if not done correctly, can be costly.

Partnering with a recruitment agency to fill this critical role will help you avoid costly and time-consuming mistakes and ensure you hire the right person for the job. Here’s how recruiting agencies find account executives.

Understanding the Difference Between Executive Search and Staffing for Junior-Level Positions

One mistake many businesses make in their account executive search is utilizing the same recruitment process they use for junior-level roles. Unfortunately, this can lead to many underqualified candidates applying for the position, slowing your recruitment process.

Seniority Level of Account Executives vs. Junior-Level Roles

One of the most significant differences in an account executive search is the position’s level of seniority. Account executive positions are often highly specialized, senior-level positions that require the person who fills the role to have a proven track record of leadership combined with the ability to execute long-term goals and business operations. As a result, finding these candidates takes a much more focused approach than finding applicants for junior-level roles.

Active vs. Passive Candidates

When searching for a junior-level role, typical recruitment efforts generally only include active candidates, those actively seeking a job. While limiting your scope to only those actively seeking a job may work well for junior-level roles, recruiting a senior-level account executive means attracting passive candidates, those currently employed at other companies who would be a perfect fit on your leadership team.

Geographical Scope of the Search

Another key difference in searching for an account executive is the geographical reach of the right candidate. While junior-level roles may be adequately filled with local candidates, searching for an account executive should go beyond your local market. The geographical scope for an account executive should be national and international to find the right person for the job.

Understanding the Needs of Your Company: How to Define Your Account Executive Hiring Requirements

The first step in hiring an account executive is defining the role’s requirements and determining the specific skill set you seek in a candidate. An account executive typically helps your business grow existing accounts, generate new accounts, eliminate competition, and use data to drive decision-making. Here are some essential skills and requirements for senior account executives:

Leadership and Management Skills

Because account executives are often in charge of a team of entry-level, junior-level, and mid-level positions, your account executive must be a highly skilled leader and manager.

Analytical Mindset

Part of the role of an account executive is to set and track measurable goals for their team and their company. Therefore, account executives need to be able to read and interpret data and generate reports on their team’s progress toward those goals.

Project Management Experience

Overseeing a project from start to finish is complex and needs someone with interpersonal skills to get the job done. Adaptability, empathy, focus, and resourcefulness are just a few. In addition, these interpersonal skills help them communicate effectively with stakeholders, management, and the various team members involved in the project.

Proven Track Record of Success

Account executives need to have a track record of reaching goals and successfully executing projects throughout their careers.

How to Stand Out as an Account Executive: The Role of Transferable Skills

You need to highlight your transferable skills to stand out as an account executive. One of the best ways to do this is by managing up: being the most effective employee you can be and creating value for your boss and your company. Managing up helps you stand out from management and set yourself up for future success as an account executive.

Two Keys to Manage Up

1. Develop influential internal allies who will advocate for you.
2. Develop a compelling narrative surrounding your job performance.

Here’s how you do it:

1. Send your manager a narrative pipeline update. Your update should include the week’s goals vs. actual sales, best and worst-case scenarios, the upcoming week’s priorities, and potential threats to meeting your goals.
2. Communicating bad news. Do it often and early. Contrary to what you might think, managers need to know when something isn’t going according to plan to decide what to do if required. 
3. Prioritize 1:1 requests. After the routine items are taken care of, it’s time to talk with your manager about new project ideas you have, requests for different resources, and other account strategies. Make sure you track your progress toward these goals in a shared document.
4. Be proactive by anticipating and meeting your manager’s needs. This takes knowing your manager’s needs and delivering on them ahead of time.
5. Think cross-functionally. You can help several other departments with their goals as an account executive. This is how senior-level account executives operate and how you should, too. Help out the marketing team, product team, sales team, and others. It will go a long way toward your career success.
6. Ask for feedback. Many managers are open to giving direct feedback, so ask questions with specific information in mind that allow them to be straightforward.
7. Consistency. Be consistent with your managing up steps so your manager knows they can expect it from you.

How Much Do Account Executives Make?

Several factors determine an account executive’s salary, including the geographic location of their job, the size of the company they work for, the company’s job sector, and the account executive’s experience and education. Part of an account executive’s salary may be commission-based, and they could be eligible for bonuses depending on performance and revenue generated. These positions often also include benefits such as medical and dental, paid time off, and stock and retirement options.

The top earners live in states such as California, Nevada, Massachusetts, Texas, Virginia, and Washington.

In the United States, an account executive can expect to make a base salary of $68,715 annually, with the low-end being $34,938 and $135,145 on the high end/ of that average. 

The Importance of Partnering with a Recruiting Agency:

Whether you are a company looking to fill an account executive position or a job seeker looking for an account executive role, partnering with a recruiting agency gives you an advantage. Recruiting agencies are staffing experts with one goal: finding the right candidates for a company’s position.

Partnering with a recruiting agency has several advantages over traditional recruitment:

1. Access to top-quality talent and jobs
2. Insider information on the role and candidates
3. Assistance with the offer and negotiation process
4. Helping candidates and companies prepare for interviews

At Rainmakers, we go beyond resumes and LinkedIn profiles to find the best account executive candidates. As a result, you can be confident knowing we match candidates to the role, helping companies hire the best person. 

Our sales recruiters can help you find talent that matches your account executive role. Contact us today to get started!

Recruit With Confidence

To fill sales positions successfully in 2023, hiring managers and recruiters must stay on top of the most recent trends and insights in the job market. Even before COVID-19, the work landscape has changed, and what was once considered standard is no longer the case. In addition, many employees have different priorities and expectations regarding work.

To attract the best candidates for your open sales positions, knowing what current research has revealed is essential. You can also benefit greatly from the assistance of a top sales recruitment agency at your side. 

Here is some of what you need to know about hiring today.

1) The Job Market Favors Candidates

The first thing to be aware of is that most employers and recruiters have noted that the current job market is heavily candidate-driven. This means job candidates tend to be more in demand and can afford to be choosy when selecting whom they work for. Only about 30% of potential candidates are actively seeking work. The rest are already employed and reportedly not looking to move. This means you’ll have to make your offers attractive to entice them to work for you. 

2) Mobile Devices Drive Most Recruitment

Most applicants look for work using their mobile devices when actively searching for job searching. Nearly half of them do this every day. To let potential employees know about your open sales positions, having those positions listed on venues with easy mobile access is essential. Similarly, many active job searchers also use mobile devices to submit applications. Businesses would do well to see how they can make their hiring process mobile-friendly.

Also, you can leverage social media to help fill open sales positions. Over 80% of companies today use social media for recruiting. According to LinkedIn, over half of all active job searchers look for new jobs on social media such as Twitter, LinkedIn, and Instagram.

Therefore, companies must take advantage of the power of social media and the reach of mobile technology to find qualified candidates.

3) The Millennials Are Here (and Have Been)

According to Forbes, Millennials will comprise three-quarters of the workforce by 2025. However, 25% of those would reasonably be seen as job hoppers. To retain talented employees, no matter the generation, it’s essential to understand their needs and what they expect from employers. When hiring managers and sales recruitment agencies take the time to learn what motivates and appeals to employees, they’ll have an easier time retaining them and saving themselves the cost of finding new hires. 

4) Work Location Matters

COVID-19 gave many employees a taste of what alternative work environments can be like. As a result, a majority would like to see remote and hybrid work options continue. Glassdoor reports that 86% of employees today would select more remote work options, even if it’s just part of the time. 

Fortunately, many companies have discovered that remote and hybrid work does not negatively affect productivity or profitability. On the contrary, in general, it’s positively impacted the workforce, even if it’s nontraditional and still unfamiliar with many traditionally-run companies. 

The vast majority of remote workers reported higher productivity and greater job satisfaction. This statistic is getting through to many hiring managers who agree that remote and hybrid work will likely be an ongoing trend, and they need to be prepared to support this when hiring new staff. Upwork even goes so far as to predict that nearly a quarter of the workforce will be working remotely within the next few years. 

5) Workplace Culture Matters a Lot

Considering a company’s culture and values is now a top concern for many job candidates. Unfortunately, many employees are too ready to leave companies that don’t align with their values. LinkedIn reports that 70% of US employees would not put up with a poor workplace culture and that it would be a major reason why they’d change jobs. 

If you highlight your company’s beliefs and culture in your job description, on social media, and on your website, you’ll be more likely to draw in prospects who fit your company’s culture. This is especially true if you promote and follow through with a positive, inclusive work culture that fosters a sense of trust and sincere acknowledgment of hard work.

6) Diversity Is Key

Job seekers increasingly expect businesses to be more inclusive and diverse in all areas. Employers should use varied hiring techniques to attract job applicants since there are many advantages to diversity and inclusivity. Forbes reports that businesses with more diverse executive teams would likely experience above-average profits. 

Diverse companies also tend to outperform their less diverse peers and experience greater innovation and creativity, leading to better decision-making and a more positive work environment. In addition, according to the Harvard Business Review, companies with greater diversity in race, gender, and sexuality are 70% more likely to appeal to a broader market demographic. 

This is not lost on job seekers. Most report that a diverse workforce is a significant factor when evaluating a company’s job offer.

7) Have a Great Onboarding Process

Finally, once you’ve found the perfect candidate for your open sales position, having an effective onboarding process is crucial—so much so that it can improve new hire retention by over 80% and boost productivity by over 70%. 

Building solid relationships with candidates is important for more than just the hiring procedure; it also affects how they view the business as a whole. From the very first day in a new position, an effective onboarding process aids in retaining and engaging staff. 

A lack of training may leave new employees ill-prepared for their jobs, lowering productivity, satisfaction, and retention. Therefore, the emphasis should be on practical onboarding training and solid communication to increase staff retention and get them motivated and productive.

Rainmakers: Your Top-Tier Sales Recruiting Agency

A company’s level of success is closely correlated with the level of skill its salespeople possess. To assist in guiding your business toward greater growth and profitability, think about speaking with an established sales recruiting firm like Rainmakers.

If you need help finding top sales talent for your company, quickly create a free profile with Rainmakers and start connecting with candidates!

From Job Description to Onboarding: Mastering the Sales Team Hiring Process

A successful hire can significantly impact your company’s growth and profitability. Unfortunately, many companies can take over a month to locate, interview, and hire new sales staff because of the pressure to find quality hires. 

The problem is that the time it takes to bring in new sales staff can hinder your sales team’s ability to do their job effectively and result in lost potential revenue for the business. And a flawed hiring process will cost you time and resources.

This is why it’s critical to streamline your hiring procedure to make it more effective and efficient.

Here are some essential things to remember when building a better hiring process.

Know What You Want

Hiring new salespeople involves a significant financial investment. With this in mind, you should first create a detailed and precise job description.

Your ideal description should include particulars about the job profile and the skills necessary for the position. In addition, include related keywords so that your job posting will appear in the relevant searches.

When crafting your job description, consult with the relevant department heads in formulating an appropriate description. Concentrate on the characteristics and qualities you seek in the prospective employee and your performance expectations.

Qualified candidates actively searching for a new sales position will be more likely to apply if the job description is detailed and easy to understand. However, if you don’t take the time to do it right at the beginning, you could wind up spending a significant amount of time vetting a pool of poorly-matched applicants.

Check that the job description includes what expectations and relevant skills you desire for the role.

Optimize Your Screening Process

Designing a complex round-by-round interview process only sometimes results in the best hiring. Instead, it can bury you in extra work while, at the same time, wearing the candidate out. However, if you plan your hiring process carefully, you can complete more work in less time and swiftly fill your open positions with successful salespeople. 

Phone screening is often an effective tool for determining if an applicant satisfies your fundamental requirements. You can use this screening to confirm the details listed on the resume, tell them about the position, learn about their expectations regarding compensation, and fill in any information gaps that may have come up. It’s also a great opportunity to “sell” the candidate on the opportunity and get them excited enough to continue the process. 

Moving forward, schedule the one-on-one interviews. Try to schedule up to three in one day. Write out your questions ahead of time and have all your notes prepared in advance. This gives the interviewee a good impression of the company and allows her to be more prepared. You can even share these questions with the applicants so they are better prepared. 

Following this, you can move on to a skills test and schedule an interview with executive-level decision-makers, if applicable.

Make Things Easier for Everyone

Leverage technology that makes organizing meetings, sending reminders, and scheduling candidate interviews simple. You can do this with any number of applicant tracking systems available commercially. Make the data shareable with other hiring team members, so everyone is on the same page.

Consider whether the platform (online or otherwise) the applicant is using to apply for the position is user-friendly and simple to use. Ask yourself if the details you request are necessary for a good interview. Make most of your questions that may not be answered by looking at their resume.

You can also make it easier for the applicant to find the posted sales position, to begin with. Choose a few well-known and related job sites to publish the advertisement on, use social media, and take advantage of professional forums like LinkedIn.

Evaluating the Candidate

Confirm prior employment experience and perform background checks when needed. Verbal and numerical reasoning tests can be helpful, as can tests on logical reasoning. It’s best to ensure that professionals conduct these for the most accurate results. 

Tests and background checks aside, consider the value a candidate will bring to the company and the technical qualifications needed for the position when hiring. Consider the candidate’s attitude and mindset to find a sales team member that will serve your company the best.

Specific Steps Companies Can Take to Streamline Hiring

You can simplify hiring and build a positive candidate experience by streamlining your process and respecting everyone’s time. Here are the specific steps to take:

1. Recruitment – Go to where the candidates are. Check LinkedIn and social media, or use the talents of a professional sales recruitment agency.
2. Screening – Choose the applicants you wish to spend time interviewing. Not every applicant who performs well during the screening process will be hireable.
3. Interviews – The goal of the interview is to learn more about the applicant and decide if they are a good fit. The typical difficulties at this stage include first-impression bias, poor communication, failure to prepare targeted questions, and ineffective use of technology.
4. Hiring – According to research, the time it takes to make a job offer after an interview is more than a month, which can, unfortunately, lower acceptance rates by 16%. Look to reduce the time it takes to hire new sales staff to stay competitive.
5. Onboarding – Onboarding gives new employees their first authentic taste of a typical day at your company. Successful onboarding boosts worker satisfaction, engagement, and retention.

Finding Top Talent with Rainmakers

The process of hiring top-tier salespeople should be a manageable burden. But, at the same time, successful hiring will greatly impact your business’s culture and success. 

This is where you should consider the help of a professional sales recruitment firm for your hiring needs. An experienced sales recruiting agency such as Rainmakers can help guide your company to further growth and profit by finding and matching the very best sales candidates with your company. 

Ready to start building your dream sales team? Create a free account with Rainmakers and start browsing candidates!

Avoiding Hiring Mistakes: What to Look for in Sales Candidates

What should you look for when recruiting sales professionals? What qualities should they possess? How can you tell if a potential hire will succeed or if they are just good at doing interviews?

There are several time-tested traits you should keep an eye open for. By selecting sales reps with these qualities, your business will be more profitable and more likely to succeed. Consider reviewing these traits among your current sales staff to see who might need some coaching. 

Consider the following candidate traits and skills:

They Understand the Importance of Following Up

Effective follow-up is one of the abilities that separates the all-stars from mediocre sellers. 

Deals are closed through follow-up, so if a candidate understands this as early as the hiring process, you can be more assured that they will be effective at following up with clients and sales. 

As essential as conducting follow-ups is, how they do so is also an important indicator of success. Avoid candidates who give off a strong sense of desperation and argumentativeness. 

A Thick Skin

A strong sales close consists of three components: asking early, asking frequently, and accepting the answer “No.” Unfortunately, some salespeople become agitated when a customer rejects them—some end a call with an abrupt hang-up or by taking on a hostile tone.

A good salesperson understands that they may need to move more quickly or that the customer has legitimate reasons for hesitation. They know how to get past a “no” and how to ask, “What’s the process we need to go through to get you ready to buy?”

Or, an insightful salesperson knows when it’s time to move on and not let it threaten their ego or sense of self-worth. In any of the above cases, the best salespeople also know when not to burn any bridges with poor responses to rejection.

They’re Proactive and Ambitious

Top performers are inspired by an intense drive to succeed. As a result, they react favorably to competition, which you can leverage using friendly sales contests, and take great satisfaction in closing deals. 

While some individuals may find the sales process tiring, a top-notch sales representative will feel invigorated by the challenge and always be on the lookout for the next big sale. 

Accepts Feedback Well

This can be tricky. Everyone says they’re open to feedback—and some will actively seek constructive criticism—but many push back or ignore feedback. Unfortunately, this means problems with performance or teamwork may end up continuing. 

What’s worse is that it can be challenging to identify those who are serious about accepting and taking advantage of feedback. If possible, look for instances where the candidate can demonstrate integrating feedback into improving performance. 

Solid Communication

An effective salesperson needs excellent communication skills. They need to talk a good game, have empathy, be good listeners, and have solid writing skills—particularly when composing emails. 

When communicating with prospective hires, listen to how they speak. For example, are there many pauses, mumbled words, or confusing phrases used? Likewise, are their email communications clear and free of typos or poor grammar?

All of this counts. Your salesperson is a representative of your company, and the first impression many customers have with your company is through your representatives’ phone calls and emails. 

A Positive Attitude

Much of a salesperson’s time is spent interacting with several different types of people—not just prospects but coworkers, management, customer support, and others. They must therefore exude a positive attitude that uplifts anyone with whom they come into contact.

In addition, the candidate should be open to new experiences, accepting of others, and genuinely interested in developing relationships. This can be tricky to determine during an interview, but try to understand the candidate’s energy level at work.

What Are Some of the Biggest Red Flags To Look Out For?

There are a few negative traits you may want to watch when conducting interviews. In addition, certain warning signs can inform you what candidates will likely not be a good fit for your company. 

1. They lack professionalism – This should be pretty easy to spot. A professional candidate speaks well, dresses well, and conducts themselves like they are trying to make a good impression.
2. They are risk-averse – Candidates who take a long time to come to a decision—particularly a big decision—may have similar problems going after big-ticket customers. You want a salesperson who is willing to take some risks.
3. They seem to have little self-awareness – Asking candidates about their biggest strengths or weakness are valid interview questions. However, candidates who take too long to come up with an answer or a weak response may have some blind spots when it comes to how well they can perform or suffer from a lack of honesty about themselves.
4. They don’t have a growth mindset – Ask the candidate when was the last time they learned a new skill or did something to improve their performance. Salespeople who don’t look for ways to change or advance themselves do not do well in long-term sales positions.
5. They confuse confidence with arrogance – Be mindful of whether a potential sales hire seems too confident. It can be subtle, but some people turn confidence into a sense of arrogance, making them more challenging to coach. They can also be less receptive to feedback.

Common Mistakes Made During the Recruitment Process

You need a solid hiring procedure with checks and balances in place if you want to recruit well. Here are some common mistakes to avoid. 

• Writing unclear job descriptions – A job description should tell the prospective salesperson what the job is like, what you’re looking for, and what qualities and experience are desired.
• Running a disorganized interview – It’s essential to prepare for each interview. Have your list of questions ready. Ensure the person you’re meeting with matches up with the resume in front of you. Be prepared to answer the most likely questions the candidate will have.
• Hiring based solely on a resume – A resume is just a summary of where the candidate worked and what they did there. While a resume might list the skills and attributes you’re looking for, that’s no guarantee that the job candidate actually possesses them. Take time to ask detailed questions and learn about the person behind the resume. 
• Poor time management – If you have several interviews scheduled that day, ensure you’re leaving enough time in each interview to get to know the candidate and let them get to know you and your company. Avoid situations where there is not enough time to ask all the important questions.
• Taking too long to make a decision – The best sales candidates are only on the market for a short amount of time. Additionally, every day that sales position is unfilled, the company is losing out on significant potential revenue. Make sure you set up a process, stick to it, and move quickly when you have a candidate that checks all the boxes. 

Sales Recruiting with Rainmakers

How well a firm thrives depends on how skilled the salespeople are. To build your business, consider talking with an expert tech sales recruiting firm like Rainmakers. To learn more about how we can assist, create an account!