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Why do you message me on LI about this awesome opportunity that I'll be a great fit for - but then REFUSE to tell me the name of the company??????? :)
Several reasons... often, there is NO opportunity. They find a top performer that is interested in having a conversation and then market that top performer to companies that may be interested. And they do the same to companies... find a company that may be interested in talking to a top performer and then go find one. Hard work and pays well.
Why do all sales recruiters use the same lines and buzzwords (hyper growth, value driver, ) jk love recruiters cause they get me jobs.
How often do sales people leave money on the table when negotiating comp plan? Best way to avoid that?
Why did you join The War Room? (not snarky, fully curious about your desired outcomes/perceived value)
I want to contribute and help others in their journey. I have been tied to sales teams for several years. I know what most managers look for, I know what a lot of tech companies are paying reps, etc. Not here to advertise my own jobs I am hiring for or anything. Just here to listen and contribute best I can.
Do recruiters spend any time vetting the candidate to ensure they are #1 still at the company they are reaching out to and #2 aligning the job offer with their current position?
I get a lot of recruiters hitting me up to be a BDR again and I understand I don't have years as an AE, but why would I ever want to go backwards deliberately. As for #1, I get recruiter mail reaching out to colleagues that have not been with my company for quite some time, and spending 3 seconds to read their LI would enlighten them of this fact.
I get a lot of recruiters hitting me up to be a BDR again and I understand I don't have years as an AE, but why would I ever want to go backwards deliberately. As for #1, I get recruiter mail reaching out to colleagues that have not been with my company for quite some time, and spending 3 seconds to read their LI would enlighten them of this fact.
There are recruiters that will do a search on LinkedIn Recruiter, "select all" then do a blind InMail. There are others (like me) that specifically vets out someone's experience and will tailor messages to show that I actually looked at their profile. "How's everything going at X company? I have a friend who works there in marketing!" something like that. The blind InMails drive me nuts.
I'm an agency recruiter and was mostly in tech until the last 3 months when every single client of mine introduced me to their sales team. I cannot believe the amount of sales roles open now.
Sooo. I too have become a sales recruiter. Given your company, what specifically is the biggest hurdle you have in finding candidates?
Also, what's your process? I have one company that'll do 2 intvw's and done. Another that does 6...
Sooo. I too have become a sales recruiter. Given your company, what specifically is the biggest hurdle you have in finding candidates?
Also, what's your process? I have one company that'll do 2 intvw's and done. Another that does 6...
Which technology SaaS companies are really worth selling for in the Enterprise space right now? Whats the best way to lay out a resume for a sales role?
Hard to answer question one--I am in the cybersecurity space but would love to hear what others think.
As far as your resume goes, include your achievements. "FY'20: 186% Quota attainment or 14 net new logos for FY21". Always include numbers. Don't make it lengthy--most sales reps should have a 1-2 pager. Don't be too wordy with a bunch of paragraphs. Aside from the resume, network with recruiters and sales managers at companies you want to work for.
As far as your resume goes, include your achievements. "FY'20: 186% Quota attainment or 14 net new logos for FY21". Always include numbers. Don't make it lengthy--most sales reps should have a 1-2 pager. Don't be too wordy with a bunch of paragraphs. Aside from the resume, network with recruiters and sales managers at companies you want to work for.
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Why would a recruiter ghost you after a great first interview and telling you that you’ve made it to the next round of the interview process with the hiring manager?
Could be various reasons:
1. They thought you were a good fit but when passed to the manager, they said no. And now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
2. You were back channeled which came back with back feedback and now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
3. They ended up hiring someone internal and now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
4. They are holding on that opening and moving the headcount to another region and now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
There are probably more but these came to my mind first.
1. They thought you were a good fit but when passed to the manager, they said no. And now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
2. You were back channeled which came back with back feedback and now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
3. They ended up hiring someone internal and now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
4. They are holding on that opening and moving the headcount to another region and now the recruiter is too much of a jerk to not let you know that you were no longer being considered.
There are probably more but these came to my mind first.
Another one: Is there any GOOD way to seek out a good recruiter (like it seems you are!)? I’ve cold messaged so many, some respond but then it fizzles out. I have even sent notes directly to corporate recruiters for specific companies.
What works for you when being reached out to?
I would say the personalization helps. It shows that you aren't just finding random people and doing the copy and paste thing. I will respond if they say something specifically about the company I work for, people they know here or if they reference a previous company on my profile and make a connection.
Read through all the comments here, you mentioned you recruit in APAC
I'm from India, and want to start my corporate career in sales. (As in take my first job). What I am getting here is pushy sales, which I don't want to do.
What could be the suitable companies to look for and which skill-sets do they look for? (Can I get a role internationally?)
I'm from India, and want to start my corporate career in sales. (As in take my first job). What I am getting here is pushy sales, which I don't want to do.
What could be the suitable companies to look for and which skill-sets do they look for? (Can I get a role internationally?)
Why is discussing salary and benefits so gawd damn taboo... It's like pulling teeth to get a straight answer. Or they'll post a higher salary but then when you get the offer they'll low ball you to hell saying well the rest is from commission. No bish! Salary is salary and commission is commission. Correct your postings.
Generally curious to know about your cadence when reaching out/following up with those who either:
A): haven't opened any sort of InMail/emails
B): those that have opened and looked at your messages
C): those who say "now's not the right time, keep me in mind for future opportunities"
A): haven't opened any sort of InMail/emails
B): those that have opened and looked at your messages
C): those who say "now's not the right time, keep me in mind for future opportunities"
A: I have a sequence of 3 reach outs that I will do over the course of a month or so. They are all different templates and the last one is basically, "seems like now might not be the right time...". If I get nothing after that, I leave it be. However, if our system can get me an email address, I might go that route in case people don't check InMail's
B: In our LinkedIn recruiter account, we cannot see if you opened a message or not
C: I will thank them for taking the time to respond to my message, ask for referrals, and say that I might reach out again in a few months to see if anything has changed. I will then add a reminder in the system to follow up 2-3 months from then.
B: In our LinkedIn recruiter account, we cannot see if you opened a message or not
C: I will thank them for taking the time to respond to my message, ask for referrals, and say that I might reach out again in a few months to see if anything has changed. I will then add a reminder in the system to follow up 2-3 months from then.
Do you just look for titles on Linkedin that match the role you have available or do you actually do some research on people you reach out to? Genuinely curious.
When I do a search on LinkedIn, I use a ton of titles (Account Executive, Account Manager, Sales rep, AE, Regional Sales Manager, etc). I also filter by keywords expecially if I want someone in my space (cybersecurity). If my net is too big, then I will filter by competitor companies as well.
Can you help me find a better role that I can still kill it and make a ton of money, but also be happy?
What's recruiting like? Do you find yourself taking work home with you often?
Also, how often do you hire previous BDRs/SDRs for different roles? I feel like a lot of recruiters think I want to be an SDR forever.
Also, how often do you hire previous BDRs/SDRs for different roles? I feel like a lot of recruiters think I want to be an SDR forever.
Recruiting can be a grind and a thankless job but I truly love what I do. I am in a global role now so I feel like I am online constantly--whether that be answering emails on my phone and whatnot.
The BDR/SDR question is tough. And its not the recruiter--its the managers expectations of what they want and we go out and seek it. TBH, I HATE recruiting for BDR/SDRs because its extremely hard to source candidates that want to move to a new company just to do the same role. Every now and then, we will pay a higher OTE so that's a selling point but it's tough. I don't think you want to be an SDR forever however, some companies are better with career advancement so ya, you may be an SDR now at your current company but what's the likelihood of you moving to the field? What if I were to sell you on an SDR role with a well thought out career growth track to the field?
The BDR/SDR question is tough. And its not the recruiter--its the managers expectations of what they want and we go out and seek it. TBH, I HATE recruiting for BDR/SDRs because its extremely hard to source candidates that want to move to a new company just to do the same role. Every now and then, we will pay a higher OTE so that's a selling point but it's tough. I don't think you want to be an SDR forever however, some companies are better with career advancement so ya, you may be an SDR now at your current company but what's the likelihood of you moving to the field? What if I were to sell you on an SDR role with a well thought out career growth track to the field?
Have you ever turned down the opportunity to recruit for a specific role because their compensation structure was unfair? Do you always have clarity on the compensation structure before hunting for candidates?
How often does a verbal offer not turn into a written offer? Why does it sometimes take so long between the verbal and written offer?
It’s pretty rare to not be turned into a written offer. I will say that sometimes the “verbal offer” is really the numbers that the recruiter and manager and looking to go get approved so there’s a chance someone in the approval chain could reject.
it takes so long because of the above. People are just slow to approve.
it takes so long because of the above. People are just slow to approve.
Why do half lead with OTE and others make you ask? For those that lead, do you want me to tell you its 50% of what I am making now? or just leave you on read?
