For sales leaders at B2B SaaS companies, recruiting top talent isn’t just an ongoing challenge, it’s one of the most important parts of their role. Continuously hiring, managing, and retaining the right team can be incredibly difficult and time consuming — if you don’t have the right tools and processes in place to make it scalable, that is.
While there are many ways to increase the probability of making great sales hires, one of the most effective practices is to place greater emphasis and focus on the interviewing process. Doing so helps you to more effectively identify candidates who align with your company and the role you are hiring for, avoid costly mis-hires, and create a more predictable, repeatable system for hiring success.
Greatist founder Derek Flanzraich talks about the content philosophy that’s helping his health and wellness media startup achieve incredible growth, and what B2B marketers can learn from B2C brands like Red Bull and GoPro.
When Derek Flanzraich graduated from Harvard in 2010, he wasn’t exactly sure what he wanted to be. Out of college, Flanzraich took a job with Clicker Media (which was subsequently acquired by CBS), but the self-proclaimed lifelong builder says he couldn’t resist the entrepreneurial bug. So, in 2011 Flanzraich decided to follow his passion for health and brand building by founding Greatist, an Internet media startup designed to deliver high-quality fitness, health, and happiness content.
Over the next few weeks, I will be writing about the process of structuring and executing a CRM data analysis that can help expansion-stage startups uncover invaluable insights based on their history of interactions with their customers.
As I have written in my previous introductory post, CRM data stores contain extremely rich, multi-faceted, and interconnected datasets that are invaluable sources of information on a company’s markets, customers, and sales and marketing operations. These latent treasure troves of data just need to be teased out with the appropriate analyses, but it is extremely important that these analyses be set up as correctly and as optimally as possible from the start.
Interns can be a welcome and productive addition to your team. Just how productive? To a large extent, that’s up to you.
Read the other posts in the “How to Build a Startup Internship” series
Once you have hired a class of interns you may think your work is done, right? Wrong. Interns must be properly onboarded in order to be effective. The ultimate goal is to have your interns working on real projects that full-time employees would generally take on. Adding value to your team and lessening the work load on team members. They will be given meaningful work and have expectations around the speed and quality in which the work is completed.
We’re highlighting some of the best and brightest marketers in one of the country’s hottest tech hubs — and sharing their favorite growth hacking secrets.
In our quest to identify the top B2B marketing talent across the country, we’ve already featured two cities — Boston and Austin — that easily qualify as two of the hottest up-and-coming tech scenes in the country. The city we’ll feature in this post, however, has been a bona fide technology hub for more than a decade.
Want to lure away top employees from bigger companies? Be prepared to address these three things to coax them over and make sure they really have what it takes to make the leap.
Recruiting from larger companies for smaller organization can be a tricky task and needs to be approached with the appropriate consideration. Many people have made this transition without any hiccups, but there are also some candidates who are far better suited to life on a cruise ship than buckling down and riding the waves in a raft.
In this episode of the Strictly Sales podcast, sales executive and educator Jeff Hoffman shares his tips for pushing through a cold call regardless of whether your prospect says they’re “all set.”
It’s the kiss of death on a cold call. Salespeople hear it all the time, “We’re all set.” So what do you do when you hear those three words?
No need to fumble awkwardly. In this episode of Strictly Sales, Jeff Hoffman explains how to turn that phrase into a “reverse close” that will leave even the most stubborn customers interested.
Finding the perfect sales hire is a lot of work. Learn how John Kaplan of Force Management recommends streamlining the process by building success profiles.
When it comes to sales hiring, many mangers may be basing their decisions too closely on how candidates have succeeded elsewhere, when they should be focusing on identifying strong indicators of success on their own teams.