Surviving the Application Process

The first problem when beginning the application process is the seemingly endless routine of submitting applications and not getting any response. We’ve heard stories of people sending out hundreds of resumes with almost zero responses. This is a real issue, but fortunately for job hunters everywhere, we have the solution.


Just like in the sales process, there are tons of people in the industry who are trying the same basic methods to make sales. This mirrors the same mistake people make during the application process. Just sending out generic resumes will blend you in with all the other people fighting for the same position. You need to either make your application pop or find a different way to reach your potential employer.


Why Aren’t I Getting Interviews?


The first step in the process of upgrading your application process is narrowing down the companies you want to work for. Everybody wants to work for the largest most well-known companies. They have the luxury of handpicking only the very best talent available to them. If you are still relatively new to the industry, then your best bet is to target companies closer to your range. This doesn’t mean the big companies are out of reach forever. Keep the dream job in mind and use it as motivation throughout your career.


Just like a focused salesperson, scan the field for targets that you know you can best serve. No matter what your skill level, there is a company out there that needs you. Beginners sometimes feel as though they have nothing to contribute to a company that needs a sales rock star. What they don’t realize is that sometimes a company just needs a motivated individual with a positive attitude who’s willing to learn.

Building Your List

The best place to start when picking companies to apply to is to first find overlap. Maybe they work with a type of product you already sell or they are the type of industry you want to sell to. Find similar deal sizes, similar sales cycle times, similar decision makers that you pitch to, similar departments that you are already familiar with.


Once you pick 5 to 10 companies that fit your skills and requirements, then the real work begins. Treat this process as a sales process. You want to make a connection with a high touch approach. The best way to make a low touch approach is to simply email them a bland resume. High touch approaches can be done through a variety of creative ways.


Before you make any attempt to reach out to a potential employer make sure all of your online profiles are updated and clean. Making a good impression on someone may lead to them doing a bit of research on you. Having problems with your online presence may lead to a potential lead to go cold instantly.


Making the contract requires you to be creative and not overly aggressive. Sometimes overzealous sales, people do things like wait outside the office every day or try and trap the CEO in an elevator to make their pitch. In rare cases, these outlandish acts can work, but the chances of having the police called on you are high.


Better ways to make the connection is finding out where the company usually networks. Do they attend any weekly, monthly, yearly events? Do they target a particular community that you can become a part of? Are they active on social media?

25 TECH COMPANIES HIRING SALESPEOPLE LIKE CRAZY IN 2019

The economy is the strongest it’s been in years and companies know it. 2019 is a great year for getting that next great job in tech sales and that’s exactly what we will help you achieve.

One way to make sure you get the best possible job is to first be aware of what’s out there. We put together this list of all the great opportunities available in 2019. Be aware, all numbers are estimates and are not 100% set in stone.

Here are some abbreviations used:

  • SDR – Sales Development Representative
  • ADR – Account Development Representative
  • BDR – Business Development Representative
  • ISR – Inside Sales Rep
  • SMB AE – Small business Account Executive
  • MM AE – Mid-market Account Executive
  • EAE – Enterprise AE
  • MNG – Management

 

1. Zoom Video Communications

Glassdoor Review

Location: San Francisco, NYC, Dallas, Chicago, Irvine etc.

Types of jobs: SDR, BDR, SMB AE, MM AE, E AE, Mng

Compensation: Variety

Overall ranking: #1

Company rating: 4.5

What it does: Cloud-based video conferencing technology

2. Procore Technologies

Glassdoor

Location: New York City, New York

Types of jobs: SDR, BDR, SMB AE, MM AE, E AE, Mng

Compensation: $49,000 – $125,000

Overall ranking: #2

Company rating: 4.5

What it does: Cloud-based video conferencing technology

29. World Wide Technology

Overall ranking: #99

Company rating: 4.2

What it does: Technology consulting

What employees say: “Bar none, THE BEST place I have ever worked.” — World Wide Technology Senior Consultant (Denver, Colorado)

28. Expedia Group

Overall ranking: #92

Company rating: 4.2

What it does: Travel technology

What employees say: “Expedia is the best place to work. I have been here for 11 months and enjoying every single day. The culture is upbeat, leadership is transparent, clear on direction, very well organized process oriented company. Awesome work life balance.” — Expedia Software Engineering Manager (Chicago, Illinois)

27. HP Inc.

Overall ranking: #87

Company rating: 4.2

What it does: Maker of laptops, PC desktops, printers, and more.

What employees say: “HP’s global footprint makes it unique in allowing you to have a BIG impact. Senior leaders are quality execs who’ve proven their mettle. Lots of opportunity to contribute given the size of the businesses.” — Anonymous HP Employee

26. NetApp

Overall ranking: #82

Company rating: 4.2

What it does: Data storage solutions

What employees say: “Great team chemistry. Interesting work. This company cares about its employees a lot and there are numerous events at work and outside work which show this.” — NetApp HPC Solutions Architect (Sunnyvale, California)

25. Apple

Overall ranking: #71

Company rating: 4.3

What it does: Computer hardware and software, and more.

What employees say: “The company is AMAZING. There are limitless advancement opportunities. You work with some very cool people and the leadership cares about your development. You may get coaching but you never get battered or belittled.” — Apple At Home Advisor (Lakewood, Colorado)

24. Cisco Systems

Overall ranking: #69

Company rating: 4.3

What it does: IT, networking, and cybersecurity solutions

What employees say: “Military Friendly Culture empowers and gives transitioning veterans the opportunity to learn develop self to full potential. As a Military Retiree I feel there could not have been a better company to transition to than Cisco and the leadership team is very understanding and appreciative of what we bring to the table.” — Cisco Program Manager (Austin, Texas)

23. Paycom

Overall ranking: #62

Company rating: 4.3

What it does: Payroll and HR software

What employees say: “This is honestly the best job I think I’ll ever have. The benefits are amazing and the pay is more than I ever thought I could get. BE WARNED this job is hard. Never in my life have I had so much stress. That’s the reason why it pays so well. Be prepared to be stressed every day and have heavy daily work loads and have new procedures constantly thrown at you from management. But guess what it’s your job so you either adapt or you don’t make it.” — Paycom Specialist (Oklahoma City, Oklahoma)

22. AppDynamics

Overall ranking: #58

Company rating: 4.3

What it does: App performance analytics

What employees say: “Great encouraging and supportive leadership. Promotional opportunities every quarter. Family atmosphere, where everyone has a genuine interest in you as an individual and employee.” — AppDynamics Business Development Representative (Dallas, Texas)

21. VMware

Overall ranking: #51

Company rating: 4.3

What it does: Cloud infrastructure and digital workspace technology

What employees say: “Lots of smart and talented coworkers who are happy to share information you will learn a lot in a short amount of time but are expected to contribute. Slackers need not apply. If you’re a slacker you won’t survive the high stress and fast pace.” — VMware Technical Support (Broomfield, Colorado)

20. Kronos Incorporated

Overall ranking: #44

Company rating: 4.3

What it does: HR, payroll, recruiting, and timekeeping software

What employees say: “The culture is positive. Employees are hard working and care. Leadership cares for employees and their experience. The company also cares for their customers.” —Anonymous Kronos Employee (Denver, Colorado)

19. Cengage

Overall ranking: #41

Company rating: 4.3

What it does: Education technology and online textbooks

What employees say: “The leadership of the company has been jaw-droppingly motivated, visionary, and transparent. They have turned a company haunted by downturns in the market into a trendsetter that is adapting profitably. Along the way they have been committed to employee growth and job satisfaction. I am thrilled with what we are doing for learning.” — Senior Cengage Systems Analyst (Rapid City, South Dakota)

18. TaskUs

Overall ranking: #40

Company rating: 4.3

What it does: Outsourced customer support

What employees say: “Taskus puts their people first, they understand that their people are the ones who make their company! I have gone through many interviews with other companies and Taskus is the first one who truly shows it!” — TaskUs Digital Content Moderator (San Antonio, Texas)

17. Intuit

Overall ranking: #38

Company rating: 4.3

What it does: Business and financial software

What employees say: “Incredible company that has market dominance, yet also has so much room to grow. Management constantly preaches disruption, and its reflected in our priorities and work.” — Intuit Data Scientist

16. NVIDIA

Overall ranking: #36

Company rating: 4.3

What it does: Creates interactive graphics for gaming and professional markets, like healthcare

What employees say: “I’ll be up front and say that it has always been my dream to work here. With that in mind, I came in telling myself to look at this place as objectively as possible to not cloud my judgement. After working here for over a year, I must say, the hype is real.” — Senior Nvidia Systems Engineer (Santa Clara, California)

15. Microsoft

Overall ranking: #34

Company rating: 4.4

What it does: Creates computer software, consumer electronics, personal computers, and more.

What employees say: “Respect for the individual, constant stressing of core cultural values of letting everyone be heard, etc. Decent work/life balance, though it’s hugely dependent on the individual to enforce. Individuals are encouraged to engage with managers at any level (for example with your manager’s manager’s manager…). There’s a general high-level of passion for the products we make.” — Senior Microsoft Electrical Engineer (Redmond, Washington)

14. Compass

Overall ranking: #32

Company rating: 4.4

What it does: Real estate agency and platform for buying, selling, and renting a home.

What employees say: “Having recently joined Compass, all I can say about the company, its mission, and the people in it is… ‘simply amazing.’ Compass is a unicorn. It is that rare company that combines passion, focus, execution, vision, and has a heart and a soul.” — Anonymous Compass Employee (San Francisco, California)

13. Adobe

Overall ranking: #30

Company rating: 4.4

What it does: Software development company best known for its design and photo-editing solutions.

What employees say: “Relentless commitment to customer success. This is the core of most day to day decisions and the North Star for all activity. This makes it a place to be proud to work. Incredible products. Amazing benefits and culture that draws incredibly talented individuals.” — Adobe Learning Specialist (San Jose, California)

12. SAP

Overall ranking: #27

Company rating: 4.4

What it does: Develops enterprise software to help manage business operations and customer relations.

What employees say: “We have yoga and meditation classes, mindfulness workshops. Many invited guests from technology industries to provides you with information.
Leadership women work shops, global coaching, mentoring programs and flexible work environment.
 It is truly a top notch company that will give back to their employees.”— SAP Manager(Montreal, Québec)

11. Fast Enterprises

Overall ranking: #26

Company rating: 4.4

What it does: Software development for government agencies

What employees say: “Fast, even at the 1000+ size it is, still cares deeply about each and every employee. Their benefits, even the way they help people move, the way they bring individuals AND their spouses/families into the culture, it super impressive and I love that about Fast.” — Fast Enterprises Implementation Consultant(Boston, Massachusetts)

10. Paylocity

Overall ranking: #20

Company rating: 4.4

What it does: Payroll and HR software

What employees say: “Great company culture. People that really believe in what we do, and investment in technology to push the envelope.” — Paylocity Account Executive (Tampa, Florida)

9. Ultimate Software

Overall ranking: #18

Company rating: 4.4

What it does: HR software, including payroll, benefits, and timekeeping products.

What employees say: “Amazing company. It’s the only payroll / HCM organization that truly cares about the customer – and while it’s not easy – the organization has maintained an amazing culture all in an effort to provide the best support to the customer. I love that.” — Anonymous Ultimate Software Employee

8. DocuSign

Overall ranking: #17

Company rating: 4.4

What it does: Electronic signature technology

What employees say: “We’re on a good path with no signs of slowing down and a lot of untapped market potential. This is great news. Because the company is growing fast, there’s a lot of opportunity to grow your career and step up into new roles.” — DocuSign Enterprise Corporate Sales (San Francisco, California)

7. HubSpot

Overall ranking: #16

Company rating: 4.4

What it does: Sales and marketing software

What employees say: “I’ve been at HubSpot now for almost 4 years and there’s nowhere else I’ve even thought about working in that time. Why? HubSpot is a great place to work. I feel like I’m valued. I have a lot of autonomy in how and when and where I work. I feel strongly about the mission of the company.” — Anonymous HubSpot Employee (Cambridge, Massachusetts)

6. Salesforce

Overall ranking: #11

Company rating: 4.4

What it does: Customer-relationship management software

What employees say: “Supportive and inclusive environment, clear and reasonable expectations, challenging environment, awesome corporate mission, lots of room and support for professional growth.” — Salesforce Solutions Engineer (Cincinnati, Ohio)

How To Prepare For The Onsite Interview

How To Prepare For The Onsite Interview

The onsite interview can be an intimidating stage of the hiring process. After all the work you’ve put in, you’re finally getting a shot to prove yourself. The following tips will help you answer questions and stand out from your competition.

Research the entire organization.

There are a lot of tools available that will help you do in-depth research on the company you are interviewing for. Tools like Vault, CareerSearch or The Riley Guide will provide a macro-level analysis of the organization and the industry as a whole.

It may seem simple but, visit the organization’s website. Make sure you understand exactly what they are offering. You can determine a lot about a company culture by looking at their website carefully. For example, make sure to check out their mission statement. Are they advocating from a moral cause? Are they trying to be the best in the industry? How can you help them achieve there mission?

Assess their products, services and client base. The key word here is “assess.” Don’t just get an understanding of what their product is, but understand its faults and strengths. When discussing the product offer suggestions about what, in your opinion, could be done better. Be cautious here, they probably know more about their product than you do, you don’t want to come off as naive by making a suggestion they have written off 6 months ago.

Get an idea of where the company has been and where it’s going. Reading relevant articles concerning the companies stability and future growth will provide you with great opportunities to show your understanding of the companies destiny.

Have some questions prepared? A company expects you to be curious about the position. They want you to show interest by asking good questions they themselves might not have answered in the interview.

Presentation

First impressions are the most important. If you walk into your interview sloppy and unprepared, they will have no choice but to consider you sloppy and unprepared. At a bare minimum make sure that you’re wearing clean business casual attire that fits you well.

The default for any interview is conservative business attire, such as a neutral-colored suit and professional shoes. Some companies suggest “business casual.” Your best bet in this situation is always to err formal. It’s always best to appear a little too formal rather than a little too informal.

Iron your clothes before attending the interview. This falls into the category of presenting yourself as a clean and efficient person. A crisp ironed suit will not only look good, but it will speak volumes about your character.

Your presentation also depends on how prepared you are, here are a few things you should have ready during the interview:

  • Extra copies of your resume on quality paper
  • A notepad or professional binder and pen
  • A list of references
  • The information you might need to complete an application
  • A portfolio with samples of your work, if relevant

Closing The Interview

Ending the interview can be tricky. The last impression is sometimes the 2nd most memorable thing about your interview. To impress at the end of the interview make sure you have some in-depth questions about the company or your position/responsibilities. Questions that show that you have done your homework and are genuinely curious.

This is a good time to confront any issues you may be facing. No job is perfect, so making sure any negative aspects of the position are fully discussed and made clear. Once that’s done be sure to remind them of your skills and your passion for the position. Ask about the necessary next steps and if they need any more information from you.

End politely. A bit of wit and a smile can go a long way at the end of the interview.

Follow up

Always say thank you after the interview. You can do this through e-mail or even send an actual note. Make sure you show them you are grateful for their time. Even if you know you won’t be working there for whatever reason, it’s important to show that you are diligent in your process. The hiring process is stressful for everybody involved, it’s nice to get some positive feedback even for the employer.

Additionally, it may even prompt the employer to give you some helpful feedback. Sometimes we can have an interview and the interview never lets us know what went right and what went wrong. Getting as much information as you can is very important, this is another reason why the follow up is necessary.

Conclusion

The habits you develop during the interview process will carry over to your habits in sales. Being prepared, knowledgeable, and respectful will pave the way to success for you everything you do. These skills are more than just basic interview do’s and don’ts. They are skills that represent who you are as a professional.

Negotiating Your Sales Job Offer

Negotiating Your Sales Job Offer

You did it. You received an offer. All of your hard work has paid off, and now all you have to do is accept and reap the benefits…

Not really. The question you should be asking yourself here is, “Is this a good offer?” Instead of jumping for joy and accepting your new position, take time to read all the details of the offer and weigh the pros and cons. Like we discussed in the last article, there’s no such thing as a perfect job. There will be weaknesses in your offer, it’s your job to find them and see if you can improve the circumstances through negotiation.

If it’s lower than you expected, never turn it down on the spot.

Don’t be too hard-nosed when it comes to negotiation. Sometimes ambitious job seekers draw a line and refuse to go lower than what they desire. This could be a good thing and a bad thing. In order to draw this line, make sure you understand the value you’re providing to the company.

Do you really want the job? Are you ready to commit to a high standard of professionalism? Are you confident you will be successful in the position? How much money do you actually need? You must answer all these questions to best know what you should be paid. The market isn’t often wrong. Your value usually translates pretty clearly to a company depending on commitment and revenue potential.

Be realistic about your position in your career. This will help you see clearly when going over the terms of the offer.

Tell them you’d like some time to think about it.

If you’re having a hard time coming to a decision, ask for more time. A corporation that is pressuring you to make a decision quickly is usually a bad sign. This decision is important, you may need some extra time to make sure you’re coming to the right conclusion.

Use this move sparingly. Nobody is going to wait forever for you to make a decision. Sometimes you may not know what the right number is for your salary, or whether this company is really the right one for you. But this is the nature of the business. Nobody ever has complete certainty no matter how many excel spreadsheets they used to help them make a decision.

What will make you great in your career in sales is learning how to trust intuition. Always do your due diligence, but sometimes you just have to wing it.

Prepare a counter offer and explain why you feel you deserve it.

Let’s say you decide to accept the position but you know you are worth more than they are offering. Now is the time for negotiation.

The salary they offer you initially doesn’t have to be the final number. When you have the opportunity to negotiate the deal, make sure you emphasize your ability to make money for the company. Project your anticipated long term sales show how much of a good investment you will be. Provide as much evidence as you can to prove how valuable you will be to the company. If you make a good case, it will be hard for your employer to turn you down.

You don’t need to act tough in the negotiation, simply show with facts and reason why you deserve x amount of dollars a year. If they won’t budge, you can always pursue your other opportunities.

Always mention if you have any other opportunities in play to create urgency and healthy competition.

There’s an art to tactfully mentioning that you have other opportunities available. It would be best to make that clear in the initial interview before the offer is made.

Nervously saying, “I have another opportunity that will pay me double!” will show desperation and reduce your bargaining power. Let’s say you received an opportunity after the offer was made. In that case, you can be honest. Simply tell them something better has popped up since the offer and you are considering accepting. Don’t use it as a tool to insult them, just be as honest as you can about the situation.

The increased sense of urgency may cause them to sweeten the pot to secure your position. If this happens, and you decide to accept, do it gracefully. The last thing you want to do after accepting an offer is to give the feeling of “I win” to your employer, it will color your relationship negatively from that point on.

Always show enthusiasm and appreciation for an offer, even if it’s lower than expected.

You never want to insult the person offering you a deal. Even if the negotiation didn’t go as planned, you showed charisma and a desire to pursue what you want. The worst thing you can do at this moment is to show disdain.

The salary you accept when you take the job isn’t permanent. If you truly got less than you wanted, use that as fuel to work even harder. Earn that next rase and make it come sooner rather than later. Prove to them that you are going to make it rain for the company. There will be no doubt that you deserve a bigger salary if you can consistently perform well.

Conclusion

At this point, you know everything you need to know about the hiring process. Again, the habits you develop here will translate into how you perform in sales. Challenge yourself to be the best you can possibly be. If you can achieve this, there is no limit to what you can achieve. Good Luck!

Finding the Best Recruiting Agency

The goal of any recruiting agency is to help companies develop an organized revenue generating sales team. Many agencies seek to achieve this goal but few know how to actually get there. When working with an ad agency you must do some research into their practices to see if they hit these basic ideas:

  1. Hiring the appropriate employee
  2. Identifying Sales Talent
  3. Focus on Diversity

Most important of all is hiring the right employee. The right employee doesn’t necessarily mean the best, the sharpest, or the most ambitious. Hiring for a position is a case by case process. The first red flag when dealing with a hiring agency is distinguishing between hiring just anybody with interest vs hiring the right person for the right position.

Hiring the Appropriate Employee

A hiring agency must be aware of the importance of Account Executives. Every company needs at least one and usually should be the first sales hire.

They will be ‘full cycle’ AE’s in that they will handle the business relationship from beginning to finish.

There are many career paths for an AE, but in this case, they will essentially be an SDR, AE, and AM simultaneously.

  • Hiring only one AE removes competition from the sales process and disables you from seeing any sort of ‘average’ in terms of performance levels.
  • Before hiring SDR’s to book meetings for your AE’s, you need to make sure you have AE’s that can close deals.

Something that makes Rainmakers.co different from agencies is their understanding of the mindset of hiring the right salespeople. Particularly for hiring for startups and other companies with little brand recognition, there needs to be a hungry entrepreneurial spirit in the individual. Most agencies are just looking for polished and refined salespeople, but this isn’t always the right approach.

Agencies need to focus on people who close deals and nothing else. It doesn’t matter what the history or experience of the AM is, if they can close deals they are hireable.

There should be a focus on improving the SDR team’s output or improve marketing efforts before hiring more AE’s. A lot of agencies just funnel AE’s into a company and then they have to divide the opportunities so much that no AE meets their quota. This is bad for moral and financially inefficient.

AE conversion rates must be clear so the company knows exactly when to hire and when not to.

By the way, hiring for SDRs is a different ballgame. Great SDRs will certainly have adjacent skills to AEs, but they are not necessarily one in the same. Make sure the agency you’re hiring has an idea of the differences here. Without this kind of fundamental understanding, the recruiting agency is just a spot filler and not a company grower.

 

 

Identifying Sales Talent

Sales talent is unique and not necessarily easy to spot. For engineers and musicians, we can always see their talent in their final product. Salespeople have to be effective communicators, socially strategic, technical, hardworking and patient.

Any decent sales agency knows how to identify the following traits:

Intelligence

Agencies that focus on straight-A students from Ivy League schools are often missing the point of what makes a good salesperson. The best way to judge someone’s intelligence is through conversation and not reviewing their resume.

To really test the depths of a person’s mind, mega-investor Peter Thiel used to ask this question.

“What is an opinion you have the most other people disagree with?”

An intelligent person will be able to give a thoughtful response because intelligent people think outside of the box.

Ability to Grow:

Commonly referred to as being ‘Coachable’ but this doesn’t always work if the company has no idea how to properly implement sales. The hiring agency needs to identify people who are looking to grow and can benefit from their own mistakes. One of the most important traits is being humble and curious.

Motivated:

Hiring agencies need to find people who are hungry are ready to work. People like this are hard to come by but this is what separates a good agency from a bad one. They need to show you that the type of salespeople they are looking for are the ones that are truly out to grow, learn, and close deals.

Focus on Diversity

We think diversity is perhaps the most important component for having a successful sales team. This has nothing to do with any kind of political agenda or hiring quota. Having gender, cultural, and experience based diversity will grant a company-wide base of human knowledge to draw from. It’s even more important for internal culture, however, as teams that lack diversity often form cliques, and the development of cliques at a startup is highly counterproductive.

We think you should try your best to hire for the following kinds of diversity when building your early sales team:

Gender diversity:

Study after study has concluded that sales teams with a sizable portion of women almost always outperform their male-dominated counterparts. For various reasons (perhaps being more empathetic generally), women are typically 5% more likely to close a deal then male salespeople.

Cultural diversity:

Having a mixture of cultural backgrounds at a company is vital to having a strong company culture. The more backgrounds there are, the more perspectives and ideas permeate the company. The more cultures you have represented within your company the wider the audience you can appeal to. This helps your sales team generate more leads and ultimately close more deals.

Experience diversity:

As we mentioned earlier it is important for early sales hires to be aggressive and hungry. This often times means hiring salespeople with less experience than usual who can ‘grow with’ the company so to speak. However, when a company starts selling large contracts to Fortune 500 companies, it most likely will need to hire more experienced sales reps who have done something similar. That being said, with a mixture (for example one experienced rep and two less experienced) the experienced rep can coach the newer ones, while the newer ones keep the experienced rep hungry and on her toes.

Conclusion

If the agencies you are looking at can’t articulate these fundamental ideas, run away. Here at Rainmakers.co we pride ourselves at hiring the perfect person for each particular sales job. Our focus isn’t on a hire’s GPA or long-term sales experience. Not because we are counterculture, but simply because that’s not what works. Are you hungry and ready to grow? Then we’re the agency for you.

Know What The Sales Manager is Thinking in Your Next Interview

 

If you are looking to get a new job in sales, then you need to master the interview. The first impression you make on your potential employer will make all the difference, so it helps to get into the head of your sales manager or hiring manager. Here are the various things they’ll be focused on, so you can prepare your interview and increase your chances of landing your ideal position. 

Can I Trust You?

People want to do business with those they know, like, and trust. This includes who they hire. If your sales manager doesn’t feel they can trust you, then they won’t want you out in the field with real customers.

Don’t hold anything back in your interview. Be honest with them. If you have a troubled past, or certain weaknesses, think of how to present them to the manager while making them seem like they are faults that you can easily overcome. This is better than letting them find something bad out after the fact.

Are You Motivated?

Sales is not easy. If it were, everyone under the sun would be doing it. However, with the right motivation, you can succeed by getting more customers in the door and sales ringing at the register.

This is one of the first things on a sales manager’s mind, too. They want to be sure that you aren’t just talking the talk, but that you are deeply motivated to walk the walk. So ask your sales manager what kind of exciting goals they have and communicate that you are excited to achieve them for the company.

Do You Keep Yourself Organized?

One of the marks of a great salesperson is the ability to keep themselves organized. When you are cluttered, you can’t focus as much. You spend more time finding papers and getting into the zone than with customers. This is a recipe for disaster.

Any sales manager will want to see that you present yourself well, keep yourself in line, and maintain a clean work area. You can communicate this by the way you dress, talk, and act during the interview. Ideally, they will simply pick up on it thanks to the way you carry yourself.

What Kind of Experience Do You Have?

No matter how great of a candidate you are, the more experience you have the better. Sales managers love it when someone who has sold before walks into their door. It means they don’t have to teach you the basics of sales. Instead, they can train you on their specific way of doing things.

Think creatively about your experience in sales. You might not think you have a lot of experience, but in reality you could have more than you think. Anything that involves talking to customers and helping them solve their problems could be characterized as selling, so don’t leave anything off your resume that sounds relevant.

What’s Your Attitude Like?

A great attitude is one of the best things you can have in like. Your sales interviewer is thinking about your attitude the entire time they are with you. They are picking up on signs, small and large, that you are either a positive or a negative person.

Don’t make the mistake of talking about inappropriate things or having a poor attitude in the interview. Read some positive books or blogs before coming into the meeting. It will put you in the right frame of mind and let you radiate a positive attitude.

When it comes to sales today, it is more competitive than ever. You need to have the right strategies if you are going to work for a company you love. Sales managers want to produce more sales for their companies by hiring people who understand what is most important to them. So prepare your interview by reviewing the items above to show them you are on the same page.

 

-Guest Post by Craig Middleton-

Craig has worked as a Business Consultant, Real Estate Agent, and HR businesses for most of his professional career. He graduated at UC Berkeley with a bachelor’s degree in Marketing.

sales resume tips and best practices

24 Sales Resume Tips to Stand Out From the Clutter in 2018

Resumes still matter. While a LinkedIn profile is very important, some organizations (especially enterprise companies) will want to see a resume in order for you to apply. In this guide, we’ll provide 23 actionable sales resume tips so you can land the sales job you’ve always dreamed about.

The resume is continually evolving and what seemed standard and beneficial just a few years ago can become a disadvantage in the current recruiting environment. With employers receiving an average of 50 to 75 resumes per role they post, making your resume stand out can sometimes seem like a moonshot. Making matters worse, your resume generally has less than 10 seconds to make a positive impression and avoid being flushed down the drain.

Under these dismal conditions, what should a smart sales professional on the lookout for a dream job do?

First, don’t panic. If there’s a science to selling, there’s an art to writing resumes. All you have to do is learn it. Fortunately, career sites, professional coaches, and hiring managers have been sharing their insight on how best to make your resume shine.

Here are 23 sales resume hacks that will compel recruiters to take your application to next level.

1) Go for high impact.

Ideally, resumes should pack a punch. But that is hardly the case in real life. In fact, recruiting managers regularly receive hundreds of generic resumes that look and sound similar, echoing the same cliches, and even sharing the same grammatical errors. Not surprisingly, weak resumes just become fodder for the recycling bin at the end of every recruiting period.

Remember: The three goals of sending a resume are…

1) to signal an Intention.

2) to convey Information.

3) to make an Impact.

So create one that is unique, memorable, personalized for each employer, and clear about the value and benefits you offer. You can’t sell yourself by being generic or timid.

2) Leave a strongly positive impression.

Making an impact is good, but standing out for the wrong reasons is definitely bad. A resume that seeks to differentiate itself through artificial methods (i.e., larger/smaller paper size, loud colors, too much images, arrogant/disrespectful language, radically different content formats, etc.) will likely get the resume owner into a blacklist.

Do this instead: you can still be creative and impactful while adopting best practices, maintaining high standards, and conforming to effective formats. There are many ways to leave a positive impression: crisp language, elegant and readable formatting, relevant but rare sales skills, remarkable sales accomplishments, highly sought after certifications, awards and accolades.

 3) Customize your message for every employer.

Your resume may be about you but it is also very much about the recruiter. Avoid sending a one-size-fits-all resume, especially to employers you really admire and want very much to join.

As a rule of thumb, always think about the specific recruiter or employer you are aiming for when authoring or structuring your resume. Consider one or more of the following —

  1. Mention the specific employer in the Current Career Objective section (if you intend to have one.)
  2. Respond directly to the employer’s job post or ad by highlighting your skills, certifications, training, or qualifications using the style, ordering, or language used by the recruiter.
  3. Research about the services and products of the employer and make the case for how you can sell such offerings.
  4. Showcase the value and benefits the employer gets if they were to hire you.

4) Make it sweet and short.

Your resume is the elevator pitch you use in the job market. Go ahead: Be impactful and make an impression but do both as fast as you can. Go for a single-page resume whenever possible and avoid exceeding two pages. Unless specifically requested by the recruiter, never send multi-page resumes.

5) Always have a summary section.

Provide a quick way for the recruiter to assess your credentials and potential value using a summary section near the beginning of your resume. If you are not using an Objective section, then positioning your career or profile summary just after your Contact Information section is best.

In the summary, showcase unique experiences and accomplishments. Mention the demonstrable benefits the employer can expect to get when they hire you. The summary section should be articulated using elegant and crisp language and should clearly articulate your value proposition.

6) Watch your language.

Avoid trite, formal, legalistic, or jargon-ridden text. Think about recruiters forced to skim through dozens of resumes that sound like a lease agreement or a private policy statement every single day.

Instead, go for a smart and casual business tone using crisp and simple but elegant language. Use power words (contextual terms that resonate with specific types of employers) but refrain from cliches and stale expressions.

Oh, and if you happen to get that interview, watch your body language too!

7) Be readable.

Every aspect of your resume — formatting, sectioning, print quality, fonts, language, etc. — should be optimized for readability. Think of your resume as an app or a website and recruiters as users. User experience (UX) must be optimal for recruiters to even consider reading key sections of your resume. If your resume is haphazardly formatted or uses confusing language, recruiters will be more irritated than impressed.

8) Think strategically.

Depending on your situation, you can use a historical, functional, hybrid, or other types of resumes. For example, consider complementing a standard curriculum vitae with a video resume if you are trying to land a job with a media or advertising company. Use a functional resume if you are entering the workplace fresh from college and you have very little employment history to speak of. Always adopt what is best for your particular situation.

9) Answer common questions recruiter/employer

Anticipate the questions employers ask when looking for top talent. Using your resume, provide quick answers to the most pressing questions they might ask. Here are some you should consider:

  1. What are your most important achievements when it comes to sales?
  2. Have you won any award or accolade?
  3. How did your previous employers benefit from your performance?
  4. What is your average win rate for all the employers and products you worked with (Do not answer if your performance is less than sterling.)
  5. What’s the estimated value in real dollars of the deals you have successfully closed for each employer?
  6. Which sales skills or techniques have you mastered? Show proof.
  7. How do you handle challenging leads or situations.

10) Formatting matters.

Adopt a stylish format but don’t get too creative that recruiters begin to focus more on visuals and optics instead of your core message. Consider the aesthetics of your resume but not to the point that you de-prioritize brevity, readability, or conciseness. Use prominent section headings to help recruiters easily find what they are looking for. Deploy bullet points instead of long paragraphs whenever applicable.

11) Organize your profile into clearly defined sections.

The main sections of a standard resume are —

  1. Contact Information
  2. Profile Summary
  3. Relevant Certifications, Licenses, or Awards
  4. Work Experience (typically arranged in reverse chronological order)
  5. Education

Depending on the situation, your strategy, or the availability of information or support, you can include one or more of the following optional elements:

  1. Personal Brand Tagline (this can be a personal quote or a catchy description that highlights your credentials, favorite technique, or mantra/philosophy as a professional)
  2. Current Career Objective
  3. Achievements (Bulleted items. Use if f there are too many to include in the short summary)
  4. Personal Info (Use only if somewhat relevant to the role or company you are focusing on. If so, you can mention volunteer work, hobbies you are passionate about, or non-work related achievements that enhance your character. Avoid mentioning sensitive issues such as politics and religion).
  5. Character References

12) Provide complete and clean contact information.

Make it easy and convenient for recruiters or employers to get back to you when they need clarifications or when they want to go ahead with a job interview. Give clear, complete, and correct email addresses, phone numbers, and home address. Provide the links to your LinkedIn profile, portfolio site, blog, or other personal/professional websites.

However, do not use or mention email addresses, blogs, or other identifiers that do not help your personal brand. Email addresses such as loverboy1299@gmail.com or blog sites such as Bad Girl’s Revenge hardly exude competence or professionalism.

13) Achievements vs. Responsibilities

Always favor accomplishment over responsibility. Describing your skills, tasks, and functions is ok, but telling a story about how you use those skills or performed those tasks to achieve organizational goals is a lot better. So instead of merely saying that you performed sales ops functions as an analyst, you can say that you created a data-driven strategy that helped sellers improve their win rate by 10%.

14) Don’t include the Stone Age in your Work Experience section.

If you have been in the job market for awhile and have worked for quite a number of employers, focus on your career milestones in the last ten years or so. Recruiters are more interested in your current and more recent employment history than they are about your stint as a part-time librarian when you were in high school. For the same reason, arrange your employment history in reverse chronological order. Use brief descriptions and cite noteworthy achievements whenever applicable.

15) Even an A+ won’t compensate for poor sales metrics.

Highlight your academic achievements if you are new to the workplace. Mention relevant papers or projects you’ve made, as well as honors you have earned as a student. If you’ve been around though, prioritize work experience and accomplishments over education. That means positioning employment history above education in your resume.

16) Certified, trained, and ready to roll.

Recruiters seek candidates who have undergone verifiable training programs or have earned relevant field certifications. Position the Training and Certification section if the role you are applying for strongly requires such qualifications. Some of the most coveted certifications in sales include the Certified Professional Sales Person (CPSP), Certified Sales Executive (CSE), and Cornell University’s Executive Leadership Certification.

17) Get personal if it helps your brand.

You can opt to add a Personal Information section in your resume if space permits and if mentioning something beyond your sales career enhances your professional brand. For example, volunteer work for a worthy (non-divisive) cause certainly helps create a picture of social responsibility and commitment to a community. A hobby such as scale modeling may explain how you have developed discipline and a keen attention to detail. On the other hand, your sports life may explain your highly competitive nature.

18) Sales is a numbers game.

Quotas, win rates, and revenue are all expressed as numbers. Your sales performance is measured in metrics. That is why a salesperson’s resume without the right numbers will never make the cut. Whenever possible, quantify your achievements to help recruiters assess your potential.

19) Get visual.

If you can fit them in your resume, visual aids such as graphs and charts can add style and clarity to your message. Some resumes look exactly like infographics. However, you should only add visuals if it matches your message and is relevant to the particular employer you are currently engaging.

20) Inaccuracy will destroy you.

The work history, achievements, figures, dates, and other information in your resume should always be accurate. At worst, inadvertent errors will erode your chances of getting selected, specially if you have comparable rivals for the position who have submitted error-free resumes. On the other hand, intentional inaccuracies (i.e., lies) — when caught — can send your name into a database of blacklisted jobseekers. More importantly, you wouldn’t want to be branded as “dishonest” in an industry that already attracts its hefty share of suspicion.

21) ABC means “always be consistent.”

Structurally and content-wise, your resume should demonstrate a high degree of consistency. That means section headings and line spacings should be rendered the same way throughout the document and that entire resume conforms to a recognizable and visually appealing format.

Content-wise, the resume should have a uniform tone and language when articulating your value proposition or when describing your achievements. Furthermore, all information you include in the resume must agree with all the information about you that can be accessed publicly (such as your profile on LinkedIn and other social media sites). Most profile inconsistencies are likely to be minor but a few might erode your authenticity as a sales professional.

22) Review, update, and polish.

Unless you’re close to retiring, resumes are always works in progress that require constant review, updating, and polishing.

Proofread your resume for structural, grammatical, or factual errors. Allow your friends or a professional editor to help you polish your resume. Remember, incorrect grammar and spelling impacts how recruiters view your professionalism, discipline, and attention to detail. Use relevant, crisp, and smart language to show the depth of your understanding and demonstrate your potential as a sales leader.

23) Go beyond a resume or a LinkedIn profile.

Resumes have traditionally been the primary ticket for navigating the job market. You send a resume to signal that you’re interested in and applying for a job at a particular employer.

There are now many other channels for reaching businesses looking for talent. These include LinkedIn, online portfolio sites, and referral systems. There are even tools that allow you to create infographic and video resumes. These forms are becoming more popular. Lastly, don’t overlook specialist services that provide profile pages for field/sector-specific professionals. Salespeople for example, can create compelling online profiles on Rainmakers.

24) Make your brand worth selling.

You are a brand as much as a seller. If you can sell esoteric products and services few people care about, then you should be able to sell yourself.

As an integral element of your personal sales and marketing kit, your resume plays a crucial role in getting you through the screening door and into the position you are aiming for.

You’re good at selling so practice what you do best: research like crazy about the customer (employer), customize your pitch to establish a strong connection, articulate your value proposition (the benefits the employer gets by hiring you), and clinch the deal.

sales recruiter vs job search pros and cons

Sales Recruiter vs Traditional Job Search: Pros, Cons, and Everything In-Between

Should I use a sales recruiter to advance my career? Or is it better to search for a sales job the traditional way? In this article we’ll be diving into the pros and cons of each.

Whether you are an employer or a job seeker, success at finding top-notch sales talent for your business or at nabbing the dream job that leads to your ideal career path in sales depends on the particular recruitment method you choose.

Employers can run a careers page on their company website, post urgent vacancies on job boards, participate in job fairs, give shoutouts over social media, or partner with specialist recruiters and search consultants.

Job seekers on the other hand, can explore the same platforms businesses use to find talent. They can join local career events or engage employers on social networks. They can also check out a company’s careers page, probe popular job boards, seek the help of specialist recruiters in their industry.

Each of these methods have their merits and drawbacks. But given the daunting challenges both employers and job seekers face in the highly competitive world of sales, identifying the best recruitment method right at the onset for your unique situation can be a game changer.

To help you out, here’s a rundown of the advantages and disadvantages of common traditional job search methods as well as those associated with specialist sales recruiters and search consultants.

Using Sales Recruiters: Pros & Cons

While specialist recruiters and talent search consultants have been offering job-matching services for years, not many employers and jobseekers are aware of the unique and tremendous value they provide. This is unfortunate considering the shrinking ratio of ideal matches to the number of completed onboarding engagements as the talent market becomes more competitive and complicated.

Job recruiting agencies specialize in bridging the goals and needs of an organization with those of highly skilled professionals. Often, businesses consult these agencies only when they need to fill high level positions or when they need to keep their search off the radar.

Pros

  1. Industry-wide connections. Specialist job recruiters virtually know all business leaders in their industry who are relevant to talent recruitment. In particular, sales recruiters know which specific enterprises (and their associated decision-makers) have an urgent need for fresh sales talent. They also know which sales leader or which sales organization have ample leg room (wait, a new series B funding?) to hire exceptional sellers even when the actual need in terms of headcount has yet to materialize. They are even aware of open jobs that stay under the radar. These HR veterans know exactly who to call up and how to engage these people with the aim of creating recruitment opportunities and completing a hiring cycle.
  2. Domain knowledge. Tech recruiters know the fundamental aspects regarding the human component of technology development just as sales recruiters know which skills are in high demand among sales teams; and how people can proactively fit into the selling process. They know account-based, social, solution-based, and other methods of selling; and which type of selling credentials or experience matches each framework. Specialist job recruiters under retainer arrangement with top brands know the corporate culture and preferred worker personas of the companies they serve. This insider knowledge enables sales recruiters to orchestrate the best and longest lasting people-job matches in the industry.
  3. Time-saving. Because sales recruiters operate with surgical precision, both employers and job seekers who use their services save considerable amount of time compared to casting very wide nets using traditional ways of job search. Sales recruiters unburden employers from the task of creating a shortlist of good candidates. They also help job seekers avoid doing multiple interviews for each company they apply to by simulating the filtering effect of the interview process for them.
  4. Trust. Top sales recruiters know the terrain and the dynamics of what they are doing such that they consistently deliver acceptable outcomes. This reliability builds trust, especially among hiring managers who are often beset with hundreds of diverse resumes that require long, tedious hours of diligent review just to sift a few good candidates from hordes of unqualified applicants. Job seekers handled by leading sales recruiters get extra mileage on their application, as a result of employer trust.
  5. Passion/driven to perform. Aside from being experts, specialist job recruiters are passionate about their role and are driven to perform because outcomes dictate their profitability. Like sales professionals, for example, sales recruiters need to “close winning deals” between a company and a sales applicant. The more such deals they close, the better their revenue and reputation get. That means you can expect job recruiters to share the responsibility of job-hunting for you.
  6. Cost-effective (for job seekers). Some sales recruiters do not charge fees from job seekers up front. That means sales professionals can seek help from multiple job recruiters without paying anything until they successfully land a job. However, payback happens upon any successful onboarding. Some recruiters — especially those focusing on the C-suite — which provide premium services do require payment at the onset. Nearly all job recruiters charge participating employers for their specialist services, either via a retainer, contingency, or other types of arrangement.
  7. Good hand in the negotiation table. Job recruiters have excellent negotiation skills, developed from years of balancing employer, job seeker, and sales recruiter priorities (they make money by playing off the relative values being exchanged by jobseekers and employers). These negotiation skills sometimes result to better compensation packages for jobs seekers but not always.
  8. Game-changing career advice. Some specialist job recruiters provide crucial career advice for free. Because they need to close acceptable deals with employers, they need to prime all talents under their care for every hiring challenge ahead. As domain experts, they know which skills, certifications, or credentials a job seeker needs to successfully land a particular sales role. They even advise applicants on how they should behave and answer questions during interviews.

Cons

  1. Incurs costs. While the cost of engaging specialist sales recruiters differs across companies and sectors, their services always come at a price. Both employers and recruiters contribute to job recruiter revenue, with employers — especially those that retain third-party recruiters and talent scouts — generally accounting for the larger share. However, there might be arrangements where potential salaries of new hires get undercut to partially subsidize business costs.
  2. Mismatching. While job recruiters are expected to know the career landscape and the businesses that make up their industry, a few desperate recruiters may tag a job seeker for an opening that poorly fits the applicant’s skills just to force a deal into conclusion. This unfortunate behavior results to disappointment on both the employer and the job seeker.
  3. Underselling. To make a hire more palatable to employers, job recruiters sometimes agree to less than optimal employment packages relative to a candidate’s credentials. While these recruiters know an applicant’s true worth, the lower pay grade or sterner benefits makes it easier to close the hiring loop and move on to the next applicant. .
  4. Difficulty in identifying trustworthy recruiters. The specialist job recruitment and talent search industry has grown over the years, with many new players adopting lower operational and ethical standards. This makes it more likely to engage misguided agencies — especially those operating within a contingency arrangement — who might forego high standards (re: perfect talent-job matching, cost assessments, etc.) just to close a recruitment deal.

Tips for Dealing With Sales Recruiters:

Deal only with reliable job recruiters. Check their reviews on Google and Glassdoor, and always check references.

Don’t neglect traditional job search methods — especially those that take place on interactive social channels — even when you do decide to work with a specialist recruiter.

Traditional Job Search: Pros & Cons

This category covers how to get a sales job by using online job boards, career websites, professional networks/trade portals, job fairs, and print-based/publisher-driven classified ads.

We’ve written about ways you can hack the job search process before, so check that out as well!

Pros

  1. Ubiquity. Millions of jobseekers/career professionals and thousands of companies/ employers use job boards, and most have accounts on networking sites like Facebook and LinkedIn.
  2. Familiarity. Extensive usage and broad exposure make online job boards, print media advertising, and social/professional networks highly familiar to both employer and jobseeker. Posting a job ad over these traditional channels will almost certainly be noticed by active job seekers who can, in turn, easily send applications, create online worker profiles, or upload resumes.
  3. Searchability. Most job boards and web-based networks provide advanced targeted search functionalities, allowing both employer and job applicants to streamline their search based on location, industry, compensation preferences, experience, and other factors.
  4. Ready access and ease of use. Nearly all companies and professionals who have an internet connection can easily access, use, and optimize job boards and social networks for the purpose of seeking employment or hiring talent. Over the years, both parties have become quite familiar with the interfaces and inner workings of these online talent marketplaces.
  5. Fast turnaround. Posting job ads, resumes, and applications takes very little time. Depending on the job requirements and the availability of native messaging functionalities, getting responses tend to be reasonably fast.
  6. Multiple portals, publishers, and channels to choose from. While professional networks like LinkedIn are relatively uncommon, there are literally hundreds — maybe even thousands — of job boards to choose from. Aside from the Big Three (Indeed.com, CareerBuilder.com, Monster.com), other notable players include Glassdoor, SimplyHired, USAJobs, CraigsList, Dice.com, and Robert Half. There are also regional and industry-specific talent marketplaces like Behance (for digital creatives) and StackOverflow (for software programmers).
  7. Low cost. Professionals who are job hunting can use social networks and job boards for free. On the other hand, employers have to shell out some amount to post job ads over most of these channels. Meanwhile, big-name brands with high employer ratings can expect steady traffic on their own career web pages, which they can leverage for free.
  8. Flexible posting terms. Job boards offer highly customizable post parameters and arrangements for employers when it comes to ad copy, duration, and targeting.
  9. Linkable. Online ad posts and worker profiles can be hyperlinked to company websites or online portfolios so that searchers can get more details about an employer (corporate culture, brand, etc.) or a job applicant (work samples, recommendations, etc.).
  10. Interactive/network-building. Online job boards and social networks are highly interactive, with a few having their own native messaging capability. Even when interactions don’t immediately result to onboarding, applicant-employer engagements help grow a job seeker’s professional network or a company’s talent pool.

Cons

  1. Multiple channels to engage. Given the runaway number of job boards and social networking sites, both employer and job applicant need to maintain presence and update their accounts on multiple platforms. Doing so requires additional time, effort, and focus.
  2. Intense competition. Because professionals and companies go to job boards and professional networking sites by default, competition for top-notch talent and highly desirable employers intensifies.
  3. Prolonged processing time. Employers often need to review dozens to hundreds of applications for each position. This makes the process of short listing ideal candidates quite time-consuming even as sending applications can be lighting-fast.
  4. Posting costs can pile up for hard-to-fill positions. Jobs with a long or a highly demanding list of requirements may attract many unqualified applicants but few candidates who have the necessary skills to competently assume the role. The relative rarity of qualified candidates may compel employers to keep their posts active on job boards for longer periods.
  5. Generic applications to job posts. Job seekers who explore multiple job boards may send the same generic application and resume across different platforms. This behavior results to less-than-ideal applicant-job matches because job seekers give inadequate focus on the unique needs of each employer.
  6. Possibility of good candidates not making targeted search results. Many job seekers optimize their profiles and resumes for a job board’s native search engine, primarily by using keywords. Depending on the search parameters activated, this may result to some good candidates slipping through an employer’s hiring funnel.
how to get a sales management job

8 Things You Need To Do Before Applying For A Sales Leadership Position

Sales leadership positions are held by the elite. The men and women who earn a sales management job in tech startups or enterprises are the people who bring massive revenue and inspire huge results with their teams.

They have the strategy, experience, and methods to bring what the business needs to the table for their employer, their prospects, and their current customers, as well.

If you want one of these hot-seat roles, it’s not going to be an easy interview. You need to treat the process like a sale itself.

Here’s 8 things you need to do in order to land a successful sales management job:

  1. Know your ideal position.
  2. Find a niche.
  3. Understand how to identify key stakeholders.
  4. Make sure your job search is targeted.
  5. Be an advocate for your potential employer.
  6. Treat your interview like the sales process.
  7. Know how you’ll add value in the first 90 days.
  8. Get to know the people you’ll be working with.

1) Know Your Ideal Position

Within sales, there are many different departments that require leadership. For example, business development teams need different leadership and management compared to sales enablement or field sales reps.

If you happen to specialize in one or two of these departments, you need to look at larger companies to join.

Think about it. The VP Sales or CSO at a bootstrapped tech startup is going to have everything on his shoulders – the training, process creation and development, hiring, coaching and stack development.

But the VP of Business Development at an enterprise organization will have more narrow, specific focuses. This may suit your skillset better, as well as your previous work experience.

Consider if you prefer a department-based leadership role or being the head-honcho of the whole sales organization.

Finally, think about what type of work you most like to do. If you love to help people, being the business development leader will allow you to coach the SDR or BDR team. They’re learning, are thirsty for knowledge, and want to improve so they get promoted. This is a good fit for you.

Put together a list what you like doing and the corresponding positions that match your interests.

2) Find a Niche

You may already be working with a company that works with clients in the industry you are passionate about. You may be selling something you really care about. But, if this is not your current situation, it is extremely important to find it ASAP. Sales leadership roles are reserved for the elite, and sales leaders are expected to deliver elite results. There is enormous pressure in these roles. You do not want to question your choice of industry or employer after a few months in a new job.

It’s also important to remember that enterprise companies have numerous verticals they sell into. For example, you may think that joining the Salesforce sales leadership team means you would sell to X type of company, but not every rep and team faces the same niche. There will be room for movement when you consider this.

3) Understand How To Identify Key Stakeholders

Identify accounts – not employers – but continue your search by identifying which businesses are ready to bring you in.

Newly funded, growing, or even those businesses currently hiring are all viable accounts for you to review. Make a list of 10 at a time and research them extensively.

Think of the phrase “Go for the No” in sales. Research the companies in your chosen niche and industries until you find the red flag that indicates you wouldn’t want to work there.

Build a comprehensive list of target accounts for which you would want to work.

4) Make Sure Your Job Search Is Targeted

Listen to leading sales podcasts and you’ll hear the top performing sales reps tell the story of how they joined their company. Often, they have sold themselves an interview with their chosen account exactly how they would prospect into that same account.

This shows inventiveness, gives the business a taste of what you can do and what their team would be able to do under your tenure.

Map out the account, identifying the senior leadership team members. Find out who is on the sales team, look at their site, find their upcoming webinars, blog posts, join their email newsletter. Do everything to gather intelligence on the business so you can perform the best outreach your leadership has received at the company.

Don’t just drop in your resume and apply for a job via their site, or email the hiring manager. You can do that, but to have the best chance to land a great job and proving you are the right fit, do things the right way.

5) Be An Advocate For Your Potential Employer

One way to gain visibility and recognition is to socially surround the leadership team and the sales team. This will give you one-to-one recognition when you share the leadership team’s content. When they come to interview you or see you are showing interest, you already have the familiarity with the team.

It’s a great way to upgrade the standard conversation you have when you first walk into an interview. Instead of the small talk about your journey into the office or the weather, you get the “Oh, you shared my webinar last week, right? Thanks for doing that, we had a ton of sign ups!”.

Don’t just do that for the people on the team, do it for the business pages too. The marketing team will notice, and the network you already have might benefit from sharing of useful content from the potential employer (a win-win for both you and the network that benefits from the content).

Finally, imagine if you got the job and gained an inbound lead prior to your first day. Wouldn’t that be impressive?

6) Treat Your Interview Like The Sales Process

If you understand what the business needs or who it wants to hire, you can rest assured they want to bring change to the sales organization. Treat the interview like a pitch for a large business.

Prepare. Prepare. And prepare some more. Present exactly what you want to do and how you’ll do it. Remove the feeling and use of the word “If” from the thinking of the interviewers as much as possible.

Of course, you won’t have 100% of the information and understanding of the business during the interview, but be as close to 99.9% as you can and leave your future colleagues certain of exactly what you would do on Day 1 and beyond.

Allow for questions, come prepared with questions, and generally bring a solution to the table that makes good business sense. If you notice the sales team is young and you love to help coach, explain exactly that and lay out how you propose to help the young team learn and go on a journey to become better and winning reps.

Don’t come to an interview for a prestigious position and ask a couple of questions, answer theirs and leave like you’d been interviewed for a mid-management job. Leadership positions require leader-like preparation and strategy.

7) Know How You’ll Add Value In Your First 90 Days

Plan exactly what will happen with your arrival at the company. What tools will you want to use or look at, and why. What new processes might you want to explore, what new tactics do you have in your playbook that you would want to test? Share this during your interview process when you are at the more serious stages of the interview, not as soon as you sit down.

It’s important to stress with that you need to think hypothetically, but make your plan as realistic as possible. You don’t know the budget, nor what tools the company already uses. Explain that you want to give an idea of exactly what happens in your mind when you picture the first 60 days, 6 months, whatever time period is most comfortable for you.

This helps the leadership team work out what direction you’ll take. It’s not a land the job and assess and move; you’re showing you come prepared with a plan.

8) Get To Know The People You’ll Be Working With

This process has an element of scale where you’re not going to engage in 1200 conversations with potential colleagues when you’re at the early stages of formulating your top company list.

The benefit of this is to build relationships within the team and to show your real intention to join the team for reasons other than the salary. The one thing to be careful of is to not go too far with talking about where you are with the interview process and equally too far on the specifics of the work the people are doing.

25 Tech Sales Companies Absolutely Hiring Like Crazy In 2019

Are you looking for your next sales job? We’re here to help. We’ve searched through various sources to find the best 25 tech sales companies that are hiring like crazy for various sales roles.

We hope you enjoy this list as much as we enjoyed making it. Also please note that some things (such as salaries listed) are estimates and should be nearly accurate but not 100%.

Here are some abbreviations used:

  • SDR – Sales Development Representative
  • ADR – Account Development Representative
  • BDR – Business Development Representative
  • ISR – Inside Sales Rep
  • SMB AE – Small business Account Executive
  • MM AE – Mid-market Account Executive
  • EAE – Enterprise AE
  • MNG – Management

1) Salesforce

Image result for salesforce logo

    • Location: San Francisco, NYC, Dallas, Chicago, Irvine etc.
    • Types of jobs: SDR, BDR, SMB AE, MM AE, E AE, Mng
    • Compensation: Variety
    • Glassdoor: 4.3 with 3k+ reviews

2) Oracle

Image result for oracle logo

    • Location: Redwood City, NYC, Austin, etc
    • Types of jobs: Various AE roles, most of which require at least 3 years of experience. Enterprise sales roles typically require 7 years experience.
    • Compensation: The average sales rep earns $110,000, top 20%er’s earn approximately $250,000, and the best sales reps earn around $500,000. Read about it here.
    • Glassdoor: 3.4 with 17k+ reviews

3) Mulesoft

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    • Location: San Francisco, NYC, London, Sydney etc
    • Types of Jobs: ADR (their version of SDR), E AE
    • Compensation: ADR base salary is between 50k-70k and the AE’s have an estimated base of 90k-140k.
    • Glassdoor: 4.2 with 200+ reviews

4) Cisco Meraki

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    • Location: San Francisco
    • Types of Jobs: ADR, ISR, SMB AE, MM AE
    • Compensation: Base salaries range from below 50k for sales development jobs to above 70k for AE roles
    • Glassdoor: 3.8 with 193 reviews

5) Tibco

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    • Location: San Francisco, Boston, NYC, Austin, Denver etc
    • Types of jobs: BDR, ISR, E AE
    • Compensation: Base salaries range from below 50k for sales development jobs to above 100k for Account Executive jobs. Tibco is rumored to have even higher paid top sales people than Oracle. If you’re looking to make a bunch of money, this could be the place to go.
    • Glassdoor: 3.4 with 900+ reviews

6) Flexport

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  • Location: San Francisco, Los Angeles, Atlanta, Amsterdam, Hamburg etc
  • Types of Jobs: SDR, AE, Mng
  • Compensation: SDR bases range from 50-70k, AE bases range from 70-110k
  • Glassdoor: 4.2 with 50+ reviews

7) Sumo Logic

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  • Location: Redwood City, Denver, London etc
  • Types of Jobs: SDR, AE, E AE
  • Compensation: SDR average is $64,000 and AE average is $140,000 (total compensation)
  • Glassdoor: 3.6 with 179 reviews

8) Amplitude Analytics

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  • Location: San Francisco, Amsterdam
  • Types of Jobs: SDR, AE, E AE, Sales engineer
  • Compensation: SDR base is around $50,000 and AE bases are between 85k and 110k
  • Glassdoor: 5 with 37 reviews

9) Thankx

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  • Location: Denver, San Francisco
  • Types of Jobs: SDR, AE, Sales Director
  • Compensation: SDR base is around $50,000 and AE bases are around 70k
  • Glassdoor: 4.8 with 53 reviews

10) Invite Manager

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  • Location: NYC, Chicago, Dublin
  • Types of Jobs: BDR, CM, E AE
  • Compensation: SDR base is around $40,000 and AE base is around $90,000
  • Glassdoor: 4.8 with 37 reviews

11) Braze

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  • Location: SF, NYC
  • Types of Jobs: Enterprise AE, Mng
  • Compensation: Bases for AE’s are in the mid $100,000’s
  • Glassdoor: 4.4 with 24 reviews

12) ClearCompany

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  • Location: Fort Collins, Boulder
  • Types of Jobs: ADR, AE, E AE
  • Compensation: ADR’s have bases of $50,000 and AE’s have bases of approximately $100,000.
  • Glassdoor: 4.7 with 32 reviews

13) Skillz

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  • Location: San Francisco
  • Types of Jobs: SDR, AE, E AE
  • Compensation: SDR’s base salary is approximately $60,000, AE $90,000
  • Glassdoor: 3.8 with 63 reviews

14) Apptus

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  • Location: San Mateo, Los Angeles, Chicago, Boston
  • Types of Jobs: BDR, E AE, Strategic AE
  • Compensation: Average AE compensation is 95k
  • Glassdoor: 3.5 with 350+ reviews

15) Nginx

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  • Location: San Francisco, Dallas, Dublin etc
  • Types of Jobs: SDR, AE, E AE
  • Compensation: Average AE base is 72k
  • Glassdoor: 4.2 with under 10 reviews

16) Dealpath

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  • Location: San Francisco
  • Types of Jobs: AE, E AE, Sales Ops Manager
  • Compensation: AE base is between 80-120k
  • Glassdoor: 4 stars with under 10 reviews

17) Airtable

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  • Location: San Francisco
  • Types of Jobs: SDR, AE, CSM
  • Compensation:
  • Glassdoor: Not enough data

18) Iterable

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  • Location: San Francisco
  • Types of Jobs: SDR Manager, AE
  • Compensation: AE base is between 60-80k
  • Glassdoor: 4.9 of 17 reviews

19) Lever

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  • Location: San Francisco
  • Types of Jobs: AE, E AE, MM Sales Director
  • Compensation: AE base is between 60-110k (depending on the seniority of role)
  • Glassdoor: 4.7 with 59 reviews

20) Talkdesk

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  • Location: San Francisco
  • Types of Jobs: SDR, SMB AE, MM AE, Mng
  • Compensation: Average AE base is 78k
  • Glassdoor: 3.4 with 143 reviews

21) Zendesk

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  • Location: San Francisco, Dublin
  • Types of Jobs: SDR, AE, Sales Director, SDR Manager
  • Compensation: Average AE base is 66k
  • Glassdoor: 4.4 with 329 reviews

22) Slack

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  • Location: San Francisco, NYC, Dublin, Tokyo
  • Types of Jobs: AE, E AE, Sales Engineer
  • Compensation: Average Enterprise AE base is 120k
  • Glassdoor: 4.8 with 106 reviews

23) Lyft

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  • Location: San Francisco, Dallas, NYC
  • Types of Jobs: BDR, Senior Field AE
  • Compensation: Average Senior AE base is 109,000k
  • Glassdoor: 3.8 with 222 reviews

24) Prosperworks

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  • Location: San Francisco
  • Types of Jobs: SDR, AE
  • Compensation: Average AE base is 66k
  • Glassdoor: 4.4 with 38 reviews

25) Lattice Engines

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  • Location: San Mateo
  • Types of Jobs: SDR, AE, Field Sales Director
  • Compensation: Average AE base is between 100-120k
  • Glassdoor: 3.7 of 72 reviews