I'll keep this simple: how tf do i do this?
19mcnjoe
Staffing Sales
8
wait.... are you in marketing?!?!
.
You must be new here... Savages aren't going to do all of the work for you.
We expect details, and preferably a summary/breakdown of what you've and what you're thinking.
We expect details, and preferably a summary/breakdown of what you've and what you're thinking.
downvoted - how rude
People suck
Are you a sales rep looking to sell for a staffing company
Or trying to staff a sales team, if its this, then you need to give more context on the company and what your are trying to build
Or trying to staff a sales team, if its this, then you need to give more context on the company and what your are trying to build
You're going to need to elaborate concisely because it's kinda vague what you're asking.
I'm going to assuming you work for a staffing agency and selling the service. NOT looking to fill a sales team with people.
Spent a couple years in staffing. Personally, I found a lot of success with startups. I had a daily email telling me who had received rounds of funding.
I'd check out the company website and if it hit our ICP, I'd see what jobs they had posted. Id find the ones that we had strong candidates for and I'd cold outreach to C-levels, HR, hiring managers, and team leads with the candidates qualifications with redacted info.
I had a wildly high response rate. I booked 9 or 10 meetings in my first week on the job.
My thought process was that they have no brand recognition, so no one knows who they are, meaning no one's applying to roles. They also just got a bunch of money and probably looking to grow the teams.
Spent a couple years in staffing. Personally, I found a lot of success with startups. I had a daily email telling me who had received rounds of funding.
I'd check out the company website and if it hit our ICP, I'd see what jobs they had posted. Id find the ones that we had strong candidates for and I'd cold outreach to C-levels, HR, hiring managers, and team leads with the candidates qualifications with redacted info.
I had a wildly high response rate. I booked 9 or 10 meetings in my first week on the job.
My thought process was that they have no brand recognition, so no one knows who they are, meaning no one's applying to roles. They also just got a bunch of money and probably looking to grow the teams.
I have also done staffing sales and took a similar approach.
Usually there will be tenured reps covering the big accounts. The real juice is finding companies that are flexible and want to move fast.
Depending on if you also do the recruiting function or not, being very aware of cultural fit of the folks you find for the job req is going to help improve customer satisfaction and placement rate.
Best money I ever made in staffing was working with SMB / Startup on temp-to-perm or direct perm roles.
Our fee at the time was 25% of Y1 salary for Perm placements. And I got 1/2 of the fee. Tech startups bringing in folks at 150 - 250K was MONAYYYYY for the period of time I was in the racket.
Usually there will be tenured reps covering the big accounts. The real juice is finding companies that are flexible and want to move fast.
Depending on if you also do the recruiting function or not, being very aware of cultural fit of the folks you find for the job req is going to help improve customer satisfaction and placement rate.
Best money I ever made in staffing was working with SMB / Startup on temp-to-perm or direct perm roles.
Our fee at the time was 25% of Y1 salary for Perm placements. And I got 1/2 of the fee. Tech startups bringing in folks at 150 - 250K was MONAYYYYY for the period of time I was in the racket.
Hellur?
This was awesome.
Wow. You want an instruction manual?
Details please
Give us the deetz
Find out what each applicants pain points are, and show them what they could become.
do WHAT exactly?
16 comments