Coffeesforclosers profile picture
Coffeesforclosers profile picture

Coffeesforclosers

Director Sales and Market Development

Notable Contributor
Celebrated Contributor
Politicker
+9

Top Talent

The employment market is HOT HOT HOT, im getting pinged all the time but so are my employees, which is fine. My problem is my company is having crazy attrition and dont see the trend and refuse to spend more to get quality candidates.


The market and landscape has changed, how do i get my company to change? The price of goods yesterday is not tomorrows price, you would think this would be common knowledge. Any Help would be appreciated if any savage here has navigated these turbulent political waters.


Its takes money to make money company, Let's GOOOOO.

👥 Hiring
13

19 comments

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CuriousFox
WR Officer
8
🦊
Present the findings with clear numbers, facts, figures, pictures, etc to present your case. If they still refuse to change at least you will know you did everything you could. Then get poached.
Coffeesforclosers
Notable Contributor
1
Director Sales and Market Development
Im locked in on a retention plan so im super expensive, but if i cant hire then youre right im fucked anyways. I am having the conversations and hope the tides turn my way. thanks for the input as always, youre a killer! 
CuriousFox
WR Officer
2
🦊
I'm excited to see ya back 🥂
Coffeesforclosers
Notable Contributor
1
Director Sales and Market Development
Working on it, sorry for the hiatus!! Game on! 
UrAssIsSaaS
Arsonist
4
SaaS Eater
I feel your pain here, I just went through this issue on the hiring side and it was tough. I just documented every offer we sent out, what it was for, who we lost to, and how much the competitor offer was for. We were consistently losing by 25-40k in base and I looked like an asshole extending these offers. We were just being used as leverage against other offers, and as a byproduct were missing our plan by 25-50% because we couldn't cover the TAM.

After enough of this, higher ups realized that our great benefits don't outweigh base pay and increased our comp bands by 20k. I haven't lost a candidate since. They made the investment and we are now pacing to hit and exceed our revenue goals for the second half of the year. 
Coffeesforclosers
Notable Contributor
1
Director Sales and Market Development
Oh my! Fuck yeah, this is awesome. Thanks for that, I'm gonna keep pushing. Positive response since my leadership meeting an hour ago, I brought it up (cause I'm not scared to stir the pot) and every manager jumped in. We may have some support in this. Thanks again! 
UrAssIsSaaS
Arsonist
1
SaaS Eater
Ya it wasnt easy to get it done but in this market you need to be average at MINIMUM or your just wasting your time. 

Good luck and keep us posted! 
Coffeesforclosers
Notable Contributor
0
Director Sales and Market Development
No doubt. 
goose
Politicker
3
Sales Executive
How much more quota will you deliver if you spend more money on salary? That’s the only question your bosses want answered. Is it 10%? Take a hike. Is it 50%? Now we can talk. Is it double? 100% more quota? Go get the more expensive talent.
Coffeesforclosers
Notable Contributor
2
Director Sales and Market Development
Damn it, so much truth to this. 
DrunkenArt
Politicker
2
Sales Representative
Research, research, research. Gather as much info as you can from credible resources. Take every advantage of 1:1's and always leave a paper trail. If this is discussed in person, make sure to send a follow up email summarizing what you spoke about. 
Coffeesforclosers
Notable Contributor
0
Director Sales and Market Development
Solid advice. Thanks 
someoneinsales
Tycoon
1
Director of Sales
Bring in as much data as possible. Figure out why you are losing people (money, perks, overworked, market fit, career growth etc). Find out what your competitors are doing. Figure out where people are going. 

People leave companies because they feel like they have either hit their ceiling and cant grow in their career, product sucks, leadership sucks, or money sucks. 

figure out which one (or all) of these are the problems and share data points with your leadership team to back it. 

If you do this and they dont want to change, might be time for you to GTFO too. 
Coffeesforclosers
Notable Contributor
0
Director Sales and Market Development
Agreed on all counts. We finally got a few reps promoted so now the current cast sees the proverbial light at the end of the tunnel. But i cant backfill in this time with the $ being offered right now. 
someoneinsales
Tycoon
0
Director of Sales
It is crazy the type of money being thrown around!
BmajoR
Arsonist
1
Account Executive
Used data with my boss to make a presentation and it resulted in nice base raise and shift in our comp plan for the better. Like other's have said, data is key. 
Coffeesforclosers
Notable Contributor
0
Director Sales and Market Development
Agreed. Need to collect more, cant exactly showcase the bravado warriors to them as anonymous posting. May have to go the linkedin. 
BmajoR
Arsonist
2
Account Executive
Use local data from Glassdoor or Repvue for companies of the same vertical and ideally in your area so you can do apples to apples. 


Blackwargreymon
Politicker
1
MDR
How much more quota will you deliver if you spend more money on salary? That’s the only question your bosses want answered.

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