By

mrodman
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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The importance of stating a clear and positive motivation for change when interviewing Xtra Effort recently had a few different clients reject qualified candidates because the candidates did not include any enthusiasm for the employer. The client hiring manager or internal recruiter would ask the candidate, “What is motivating you to want to speak to...
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We all know candidates need to send thank you notes after every interview. Thank you notes reinforce your interest, differentiates you from competitive candidates, shows professionalism, gives the employer a favorable glimpse as to how you operate, and provides a vehicle to drive home why you are a fit. Of course, you don’t HAVE TO...
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Companies that hire professionals with CUSTOMER FACING responsibilities often look for candidates with warm, positive, energetic, and welcoming personalities. The first phone interview is a crucial gate for the candidate to pass before being further considered. This can be punishing for the more introverted, shy, or technical candidate because their sincerity, value, and integrity may...
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I recently attended a Boston Enterprise Sales MeetUp. The topic was “Make Your Sales Team Rockstars!- Continuous Sales Development”. One of the guest panelists was Mary Rogul, VP of Enterprise Sales at Boston- based Mautic. She was previously with HubSpot and was a key sales player in their early stage growth. Mary made a comment...
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