Needing Advice - currently job Hunting after getting let go when my lifetime attainment was 89%

What's up, team!


Hard to say my first post in this special forum is seeking advice... but I know this is the place to find people willing to share tons of perspective so please stick with me!


I recently got let go from my AE role at a Series F funded organization (for context). Lifetime quota attainment was ~90%. I hit 110% in Q4 to end last year. Then two-thirds of the way through Q1 my manager put me on a PIP...? The PIP wasn't performance-related and everything my manager stated in the "PIP" was very subjective. My manager gave me 25 days to get off the PIP. I had to hit my full quota which was interesting because when speaking with other reps, leaders do not PIP individuals unless they hit below 60% 2 Q's in a row which never happened in my tenure.


I worked with a few close mentors (outside of the organization), two being 10-15+ SaaS sales leaders and the other a tenured HR director for a SaaS org., to help me understand what was happening. All of them said my manager was pushing me out of the company.... it was more than clear. I worked my ass off to stay and ended up hitting 86%. I closed an $80k ARR at the final hour of Q1. Let go not even 12 hours later...


So now while interviewing I'm having a hard time moving along in interviews. I have two short stints on my resume. One due to me switching orgs because of a COVID-19 situation last year then getting let go in my 11th month at my most recent role.


The hesitations I've received so far is

  • We don't think you've been successful at your previous roles (I told them at the beginning I have references at every org to speak to my success)
  • You don't have enough technical sales experience (what does enough mean? You either have the experience or you don't)
  • You don't have enough Mid-Market experience (I was in a Mid-Market role for 1 1/2 years with 3 1/2 years as an AE... their job posting says 3+ years of SaaS closing experience. Anyone else confused?)


If anyone has advice, guidance, maybe a similar story to share... that'd be awesome. Definitely frustrated and confused, but being patient. Thanks, y'all! Appreciate it.

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🤝 Interviewing/Offer
8
funcoupons
WR Officer
6
👑
What reasons were given for having you on the PIP? It definitely doesn't sound like it had to do with your ability to perform. It definitely sounds like they wanted you out for some other reason. 

Don't take this as an insult, but after reading the hesitations you're being given, I have to wonder if it's your personality/attitude that's rubbing people the wrong way. Interviewers won't come out and say that and will often give a canned excuse about experience/skills because it's awkward as hell to tell someone they seem too weird/like an asshole. 
KermitdaFrog
Opinionated
0
Account Executive
@funcoupons definitely not taking this as an insult. That's really interesting you mention that. I've always been known as an individual in each organization I've been at to have such a positive mindset, always willing to help others succeed, and great energy. I've never had issues with other people or anyone in my career. I've kept many close connections at every organization I've been at too. So I am not sure if I am with that. (not trying to defend myself, but giving you context)

The PIP said (shortened version) - poor communication skills with internal stakeholders, lack of attention to detail,  and lack of sales acumen.


Thoughts? 

I will also mention my last two job stints have been 9 and 11 months. Although everyone that has given the above reasons all said my story makes sense.
SalesPharaoh
Big Shot
0
Senior Account Executive
Did you try to reach out to your connections and talk about this? Maybe some can helo you with a job or give you insight on how you can be perceived?
KermitdaFrog
Opinionated
0
Account Executive
Hi @SalesPharaoh - thanks for hopping in the conversation. I should do that. I appreciate the advice.

Do you have any insight to the above situation?
SalesPharaoh
Big Shot
0
Senior Account Executive
I think Funcoupons said everything that needs to be said, actually I never would have looked at the attitude angle so I learned something new. Well said @funcoupons sorry @KermitdaFrog i got nothing else to contribute here except well get ready for a serious conversation with your contacts.
SlinginSoftware
Politicker
1
Account Executive
A little late to the party, but lack of attention to detail and poor internal communication are reasons that I've seen reps performing ABOVE quota let go...Do I think this is right? No... This is a coaching issue in my opinion.

Now, I'm in no way defending their actions, but when things are slipping due to lack of details and poor communication, this can bubble to upper management very quickly and makes your manager look bad. If your manager was getting heat over something that you weren't doing, it may have lead to an early exit.

It's been a while since this was posted, so hoping that the interviews are going better!
SalesPharaoh
Big Shot
0
Senior Account Executive
Better late than never
whathaveyousoldtomorrow
Opinionated
3
sales
I also have short stints. 

When I tell someone about my experience, I walk through my resume as a story, interjecting the reasons for leaving - with a very positive spin. 

Try telling your story to a close friend and get pointers on what to add/omit. Good luck out there!
KermitdaFrog
Opinionated
1
Account Executive
Hi! Thank you for chiming in. That's a great idea. I appreciate you taking the time to respond!
Salespreuner
Big Shot
1
Regional Sales Director
This. Helps. I did the same when I had a 4 month stint at a big global firm. 
avocadobegood
Valued Contributor
3
MM Account Executive
@KermitdaFrog hola. no offense intended here but at first pass of reading that my guess would be that a) you either got pushed out of a shitty company or b) that it's your personality rubbing people the wrong way and you are not self aware about it.

this is coming from someone who's been told in two different interview processes that he came across as a complete douche (got hired at both, had great success at the first and doing just fine 6 months in to the 2nd).

my point in bringing that up is that you need to get better answers from mentors around that and what might be causing it, because if what you're saying about your lifetime attainment is true - then closing business is not your issue. i was fired once for attitude too and i can't say that i've really changed anything but the awareness of it (happened before the being told that in interview processes) has clearly changed something in how i'm trying to interact with ppl once on the job.

so - advice would be, seek honest and potentially hurtful answers about how you come across from someone or someones you trust, and keep at it with the recruiters while trying to spin those stories in a positive light. 
Kosta_Konfucius
Politicker
0
Sales Rep
One question I have is, what part of the interview process are you getting rejected? I always feel like where you get rejected tells you what you need to work on. 



Is it during the initial screening? 
They are looking to make sure you pass the minimum requirements. If you have the experience and get rejected by the recruiter, I am assuming there is some "red flag" you are bringing up. Could be comp you are asking is to high or what you are looking for in a role? My guess is explaining why you are looking since you are mentioning you were let go. My advice is to  reach out to someone who you worked with that was let go and ask how they explained it when interviewing. Bring up where your rank was at the end of the fy/quarter and talk about how it was a learning experience.

Initial Manager Interview:

Could be your day to day is different from theirs or talking about past accomplishments. Hitting 110% in q4 could be a huge story of success, especially growth. Talk about the skills found during that time allowing you hit be over 100%.


Role Play interview?
Simple fix is to do more research on the client. They all have success stories on their site so write down the common pain points and how x product helps. Ask questions to find the pain points then show the client success story. Even share screens with the pdf or site that shows the success story

Since the response from recruiters seemed to be very canned, I would follow up with them asking for advice in the interviewing process not feedback. Advice makes them feel good and more willing to help, when feedback can have a negative connation to it and they wont want to hurt your feelings.  
CuriousFox
WR Officer
0
🦊
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