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SalesRecruiter
I am a Sales Recruiter: Ask me Anything (nothing will offend me...I think)
46
Why did you tell my grandma she'd make a great "cultural fit" at the machine learning start-up you're sourcing for?
Diversity & Inclusion duhhh
gold
hahahahaha AMAZING ANSWER
Is that your major?
Hahaha
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??????? :)
This annoys me as well. Qualifying it there could be a good fit happens on both sides of the table.
Several reasons... often, there is NO opportunity.Ā They find a top performer that is interested in having a conversation and then market that top performer to companies that may be interested.Ā 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.Ā Hard work and pays well.
This is what agency recruiters do (I work internally for one company so don't do that). They do that so that you don't go off and apply on your own. If you do that, then the system won't show you went through an agency and they lose out on a payment worth 20% of your first year base salary.
How often do sales people leave money on the table when negotiating comp plan? Best way to avoid that?
It happens but itās also hard to prove whatās too. Some reps have negotiated like a 10k sign on to cover a deal left on the table or something. No way to check it though.Ā
best way to avoid is to negotiate or just stay where youāre at.
best way to avoid is to negotiate or just stay where youāre at.
Why do all sales recruiters use the same lines and buzzwords (hyper growth, value driver, ) jk love recruiters cause they get me jobs.Ā
I don't love most recruiters. Why do most use all of the same lines and buzzwords? Easy...laziness.Ā
Do you work on the agency side or are your corporate?Ā
Corporate
Nice, itās great to not have to worry about the agency side of things. Thanks for indulgingĀ
And I hate every time I have to work with agency recruiters haha
Yeahā¦ Iāve dabbled in the agency life. Luckily, I had a very niche group of candidates that most of America want. I honestly hated working with recruiters though. Mainly the way they managed the process and werenāt transparent one bit.
Definitely a two way street haha
Human capital is tough. Hence, I had to leave that life.
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.
Awesome. Your insight and sharing is helpful. Thank you.Ā
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?Ā
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.Ā
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.Ā
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.
The recruiting world needs more of you.Ā
Just need to humanize it more. I might arguably say the same for sales.Ā
What's the base and OTE?
of...?
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.Ā
Sooo. I too have become a sales recruiter. Given your company, what specifically is the biggest hurdle you have in finding candidates?Ā
Also, what's your process? I have one company that'll do 2 intvw's and done. Another that does 6...Ā
Sooo. I too have become a sales recruiter. Given your company, what specifically is the biggest hurdle you have in finding candidates?Ā
Also, what's your process? I have one company that'll do 2 intvw's and done. Another that does 6...Ā
There is a war for talent. More and more companies are hiring again so the biggest hurdle is competing with other offers. Our process is interviews with 4-5 people with 5 people absolute max.
Whatās the biggest lie you told a candidate?Ā
Not to sound cliche but it really is a rocket shipĀ
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.
How would you recommend networking specifically?Ā
Are you/your colleagues receptive to āHey, I wanted to learn more about XYZ company, open to a virtual coffee?ā
Are you/your colleagues receptive to āHey, I wanted to learn more about XYZ company, open to a virtual coffee?ā
If you send me a Starbucks giftcard lol
Are you sure nothing will offend you? Everyone is offended these days so I do not believe you hahaĀ
Try me.
How often do people leave money or equity on the table?
Itās not a shocker to meā¦happens often.Ā
How do you view comparable experience internationally vs domestic pro or con or indifferent
There is not much difference. We have a pretty standard interview process across all regions
Is recruiting in other countries like idk in South America a common thing?
I recruit in AMER, APAC, and EMEA so ya I would say its common
Awesome, when you do recruit outside of the US what are some of the things you're looking for?
For sales, the soft skills don't vary. I will just then focus on where they have relationships with companies, channel partners, etc
Why would a recruiter ghost you after a great first interview and telling you that youāve 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 internalĀ 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 regionĀ 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 internalĀ 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 regionĀ 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!)? Iāve 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.Ā
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?)
Are you saying you currently live in India now and want to stay in India?
hey! @SalesRecruiter
I live in India and am open to opportunity anywhere. With your experience in APAC, I am curious what are the specific skills that would help me have a good professional start.
I live in India and am open to opportunity anywhere. With your experience in APAC, I am curious what are the specific skills that would help me have a good professional start.
Can you describe what it feels like to be completely unbound by a need for personal integrity?Ā
Very though provoking question. So much, that it is taking me 10 days to even write a response. I would say it feels pretty liberating tho.
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.Ā
I am not sure. I am always very open about it. We don't post them to the description but I am open on the first call. I do initiate and ask what expectations are. If they ask me back what the range is, I will give it.
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.
Ahh makes sense, thanks for sharing the cadency across these buckets!
You are welcome!
Why should I work with you vs applying direct?
I am on the corporate side, not an agency recruiter so you would have to work with me either way lol.Ā
Gotcha. Curious to get your take on 3rd party recruiters. Why should/shouldn't we work with them?
MOST 3rd party recruiters don't do shit. They will chuck a bunch of resumes over and hope one sticks in then a few weeks later find out they were hired. They don't manage the interview process, comp negotiations, etc. I just don't respect it. A lot of them will oversell the role to the candidate too just to get them across the line. Just a bad taste in my mouth.
Just have to be careful. Most just care about a payout so they aren't always trying to get you the best opportunity
As someone who sells Agency recruitment services I think there is a bit of a stereotype here. One that could prove true in some cases but it definitely depends who you are working with. You can weed out good and bad agency recruiters by their willingness to communicate with you and how much they seem to know about the company/position you are being recruited for. Thereās lots of benefits to working with Agency as well, for myself I have really direct relationships with the hiring managers that are transparent and collaborative and itās more efficient and effective Ā than going to their own companiesā HR which is why they work with me. My goal is solely to fill their need, where corporate HR generally has many tasks/red tape and process in place that can be a hinderance. This may not apply to you @salesrecruiter as it sounds like you are careful and considerate but the stereotype can also go both ways!Ā
3rd party recruiters are known for being liars. They just want to make a quick buck and don't give a shit about you or the company
I mean..eloquently put but the same could be said about any sales person no? I make my success by maintaining great relationships with my clients and candidates alike, which means transparancy on both fronts. It's a valuable service and it doesn't need to be lied about - yeah we make money off of it, that's the whole point of any sales role.
Can you help me find a better role that I can still kill it and make a ton of money, but also be happy?
Hard to say without finding out what makes you unhappy in your current and previous roles? If you are killing it and making a ton of money, shouldn't you be happy? Kind of kidding and kind of a serious question.
I wouldn't say I am unhappy, but unfulfilled. Making a ton of money isn't the only important factor in my career. Trying to check all the boxes not just 1.Ā Also, when you believe in what you sell, are passionate, and put in the work, success and money follow.Ā
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.Ā
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?Ā
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?Ā
I'd suggest getting promoted where you are, first. Then move on. Diagonal moves are tougher than horizontal ones.Ā
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?Ā
I am on the corporate side so I don't really get to turn down recruiting on a role since it's my job. I always have clarity on comp structure (especially since I recruit for 1 company). In sales, most companies I have worked at have a standardized range all across the US without much deviation.
Why should i use a recruiter? Is there a catch?
Agency recruiter or corporate recruiter? Corporate recruiter- no catch. Agency recruiter - all they want is 20% of your first year base salary.
Came to also bust the myth on Agency recruitment, there are a ton of different recruitment compensation structures at agencies - I have a different set up for each client, and in most cases for a permanent role the fee isnāt taken from your salary but added on top of your salary, youāre the one who signs the employment contract for your annual salary, if the fee is 20% you wouldnāt sign for 1 year at $120,000 but only receive 100k and get $120k the next year - our fee would be to the employer not coming out of your salary - make sense? It's an investment into hiring the right person who will hopefully last long term.
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?
Itās pretty rare to not be turned into a written offer. I will say that sometimes the āverbal offerā is really the numbers that the recruiter and manager and looking to go get approved so thereās a chance someone in the approval chain could reject.Ā
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?Ā
I always ask what expectations are at the end. If they come back and ask for a range then Iāll give them the range first. I think itās just best to know what the market is at for OTE so you know how to position yourself.Ā
In The Nordic region in Europe, what would you offer an enterprise sales exec in base salary in your industry?Ā
If living in Sweden: SEK 1,200,000
Wow thatās a lot and this is just in base salary? What about comms?Ā
another 1.2 so OTE would be SEK 2.4M easily...atleast for a high-growth tech company. I am not familiar with other industries.
My niche is in SLED/Fed/Mil. I've been out of tech for several years now, but wanting to get back in for better growth opportunities.Ā Last year I didn't have a lot of luck, so fear of rejection has put the hunt on hold.Ā
What does the path forward look like? Taking a step back (I'm a Director) to AE or Channel to brush up? Or as far back to BDR/SDR? Or are online courses the way to get back in? I have fomo about not being in tech and that I will become obsolete over time....But also worry about the recent rounds of layoffs.Ā
What does the path forward look like? Taking a step back (I'm a Director) to AE or Channel to brush up? Or as far back to BDR/SDR? Or are online courses the way to get back in? I have fomo about not being in tech and that I will become obsolete over time....But also worry about the recent rounds of layoffs.Ā
Can you please look at the post I just did with the subject (below) and comment?
How TF can companies and recruiters do this? Is there anything I can do?
How TF can companies and recruiters do this? Is there anything I can do?
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Can a sales person be over compensated
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