Josh Gillow’s Post

Founders need to act like a sales leader until ready to hire one. This helps drive accountability and urgency. It can be too easy to let things slip into next month. As a bonus it helps know what skillsets to look for when the time is right. There is lots to do when it comes to building a repeatable sales team and loads that only a seasoned sales leader will be able to implement. But one of the quick wins are knowing your data and the metrics you need to track daily/weekly/monthly. I’ve advised lots of founders that a good first step to acting like a sales leader is setting up the right internal sales cadence to help stay on track. Running: - Daily sales stand ups - Weekly 121’s - Weekly pipeline reviews - End of month reviews - Quarterly kick offs All these help move the needle every day and start and start to build the basis of a sales function. What would your advice be to a founder who needs act like a sales leader?

HIRES LONDON 📢 📢 As we steam ahead into 2024, we have clear & precise hiring plans to bolster our Sales floor in London. Starting with; Sales Managers & Directors 2024 we have a real desire to expand with experienced consultants but before that we are seeking top experienced management & director level profiles. If you are an experienced Sales Manager or Director & have asked yourself some of the below questions already in 2024, then it's time for us to talk; - How can I get more clarity on my next step? - Where is my company going? What is the vision? - Why am I not surrounded by peers that challenge me? - What can I really achieve in my working career? - Am I in the right environment? - How do I propel my career to levels I never imagined? - What do I need to change to make 2024 the best yet? Our message is clear & will not change.. Be part of the 1%! 2024 is looking very exciting, don't waste your time. Contact me so we can discuss further.

As the financial year nears its end for many SaaS businesses, Sales leaders feel mounting pressure to hit revenue targets. Their focus narrows on helping their team close crucial deals - > More forecast calls, > Multi-threading with prospects to drive urgency in opportunities > Continually pushing to generate revenue. But with this laser focus on immediate numbers, a key aspect overlooks… Hiring. This risks entering next quarter understaffed. Without enough pipeline talent, teams fall behind in hiring the salespeople key to next year's success. The key is balance. Keep driving year-end deals. But also start sourcing talent, mapping next year's team, scheduling hiring meetings and interviews. This dual approach means entering the new fiscal year with head starts in both revenue generation and team composition.

Whoaaa what's with all the chatter on LinkedIn about whether or not the SDR function is dying? I've seen instances of it working very well and going south. And I don't agree when others say that it's definitely dying or even here to stay. I think the main thing here is really just accountability. AEs and/or managers shouldn't put all the blame on SDRs if their pipeline is running dry. And if you're planning to hire SDRs just because your AEs are struggling to carve out time to prospect, maybe it's time to find out what the cause of that struggle is. Are they're all over the place doing things outside of their scope such as customer support and operations? Do they have a clear idea of who they're selling to and what are they selling? These questions sound basic but you'll be surprised by the answers if you really spend time speaking to the AEs (and not leadership).

I've spoken to some fantastic salespeople this week, here are my top two👇🏻 If you are looking for a great HRTech Enterprise AE or an Enterprise AE with bags of Cloud Storage experience keep reading! 👓 HR Tech AE: - 4 years of selling HRTech including well-being products - Selling to enterprise companies with up to 5,000 employees  - Sold to CEOs, HR directors/managers and well-being directors - Average deal size of £80-£100k - FY21 - £1.2m quota - 141% - FY22 £925k quota - 102%  - FY23 £900k quota - 95% - 360 sales, prospecting his deals Cloud Storage AE: - 9 years of selling into the cloud storage space - Selling to enterprise companies with over 10,000 employees - Sold to CEOs, CIOs, CTOs - Average deal size of £150k-£250k - FY20 £715k quota - 145% - FY21 £930k quota - 138% (Presidents club 🏆) - FY22 £450k quota - 140% - FY23 £250k closed in 6 months - FY24 £900k closed so far (121% of target) Sound like a good fit for your team? Drop me a message! 📩

Hiring your first Sales leader in the US. Moving from founder led sales to scaling a sales team is harder than most founders think. We have seen a revolving door of GTM leaders, mostly due to the process of identifying the right candidates for the role. We have placed multiple VP Sales/CROs in the last few months. A few tips for Founders/VCs: 💭 Mentality: They need to have the right energy, mindset & passion for the start-up world. There is no marketing, inbound - nothing... They need to be in it to win. ✅ Experience: Either someone from your competitor or with a similar ICP & sales cycle (Customer Base - I.e selling to CISOs with ASP $100K), with early stage experience (somewhere in their career) & demonstrated success. It is critical they know & have experienced what their getting into before... it's not easy. ▶ Process: $0-$10M is messy. Scrappy. You need a VP sales who can build in this environment. Start implementing processes MEDDPIC etc. Attracting the early customers, setting Territory or Account plans for reps. 💬 Hiring: Finding A-players is tough - It's even harder with the wrong leader. You need a VP sales who can hire effectively, through their network & use of recruiters. ⬆️ Still Customer Facing! You need a VP Sales who has been actively selling recently. A CRO who can build a sales team & manage is needed at a certain point, but not your first hire. You need this person to be a seller, coach, builder, evangelist - everything! This is the most important hire for any vendor in the early phases. & it all starts from the start of the recruitment process. Hub-scale #VPSales #GTM #expansion #cybersecurity

Most people assume that the only things good sales people look for in their next role is PAY. That may have been true 5-10 years ago. But the best sales people I’ve ever worked with are smart. They think two steps ahead. What good is a high-paying, high-performing SR AE role if it only lasts 9 months? If you don’t promote reps, don’t invest in coaching and enablement, and you churn out reps faster than they can hire them, you're not going to get the best sales people. Period. The best sales reps have an instinct for sniffing out roles with opportunities for advancement, a team culture with best practice sharing, plenty of resources to build pipeline & expertise, WFH flexibility, etc. And of course PAY. 🤑 Priotize these things and you’ll be miles ahead of every other sales org.

Hiring your first SDRs or AEs? Hire in pairs. Here's why... 1/ Competition: When two people start together, the natural competition pushes both to excel. This allows both reps to feed off each other and improve their efforts. 2/ Collaboration: Sales is as much about collaboration as it is about individual achievement. Pairs learn from each other and share strategies, which will enable your sales process to improve much faster. 3/ Risk Mitigation: The unfortunate reality is not every hire pans out. By hiring in pairs, you safeguard your team's progress and momentum, ensuring one setback doesn't derail your operations. Building a sales team is a big investment. By hiring in pairs, you're not just filling seats, you're strategically positioning your team for success.

I WILL hire 7 BDRs in the next 4 weeks and I need your help to do it 🫵 Send this to the best outbounders you know so they can align their talent with the best Sales organization on the planet. Like, comment, share to reach as many salespeople as possible. If you want to... - work at a top 5% company on RepVue - actually hit your quota - have real growth opportunity - be surrounded by winners - and work for the number one product in its category And you are... - hungry, humble, smart - motivated - track record of excellence - willing to go the extra mile - a problem solver & creative ...then apply. right now. The number 7 may be high but the standards are too. MaintainX is not for everyone. Many will apply, few will succeed. I want winners. Plain as that. I can't wait for April 1st when I look back at this post and know that you all helped me pull it off. If you want a seat at this table, go apply and then DM me "Unicorn". LFG 😤 #Sales #Hiring #MarchMadness

3 Key Strategies to Quicker Hiring With a Bench of Sales Talent