By

mrodman
Your budget may be restricted to just a few Q4 hires, perhaps limited to top-grading and not team expansion. You therefore want to make sure you get it right. BLESSING: there is more available sales talent now than in previous quarters. BURDEN?: Your sales and planning responsibilities limit your time and you are challenged to...
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I received this article: “Job-hopping is Rampant” from VentureFizz‘s Weekly Digest, written by Allison Levitsky, a Protocol Reporter. It discusses hiring managers’ increased tolerance for candidate job hopping. Changing Tolerance for Job Hoppers I personally still seek candidates with a two+ year average per employer for enterprise scale Sales, Sales Engineering, and CSM professionals because...
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Xtra Effort periodically shares our clients’ hiring requirements across the USA in the form a spreadsheet. It will inform you as to what is hot from an enterprise technology and hiring demand perspective, particularly within Xtra Effort’s client market: high growth information technology product or service companies. The majority of our clients range in revenue from $5m to...
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We all receive a lot of ideas and content, only a minority of which grabs us as super insightful AND actionable. Mark Birch’s recent Enterprise Sales Forum release meets the criteria. I am personally most impacted by Mark’s informing us of the distinction between sales “Explorers” versus “Settlers” versus “Prospectors”, and each role’s importance depending...
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Have you discovered that Sales, Sales Engineers, and CSM associates who remain with their employer for 2+ years achieve the following benefits for themselves and their employers: · The employee’s relationships with their company peers (intra and inter department) are solid, resulting in more efficient communications, trust, and deal velocity? · The employee tends to...
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You may soon begin to reflect on changes to your team’s composition since March and create your Q3 and Q4 plans to retain or attract (new) team members. The below observations are from Xtra Effort conversations with USA based Sales, Sales Engineering, and Customer Success personnel from the technology segment. These Covid era observations reveal...
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Xtra Effort has learned from sales candidates working for companies acquired by much larger companies that they often become “Sales Overlays”.   They are originally employed by a technology company with 25 to 500 employees, typically with responsibility for a specific territory or set of targeted accounts. They have to perform a lot of heavy...
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You invest in recruiters, advertising, Linkedin, Indeed, and a talent acquisition team. You discover the elusive and sought after ‘A’ player, capture her interest, but then lose her to your competitor. What happened? Perhaps a hiring manager’s charisma and his initial rapport with your candidate is not enough in today’s market? Instead, treat the Interview...
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Below is direct feedback from Sales and PS employees about why they left or chose to remain with their employers. We also include a few comments from hiring managers. The topic is obviously important because Sales and PS employee retention has a direct impact on revenue and customer satisfaction. The information may be insightful. We...
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Enterprise technology ‘A’ players (Sales, SE, PS, or CS) … are they helping or hurting you? As an executive of a high growth enterprise technology or services company, you may constantly feel pressure to identify and hire the elusive ‘A’ player. The biggest challenges with hiring the ‘A’ player: Lack of agreement of what your...
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