Eric Evans’ Post

Highly recommend

Relay is hiring right now for AE's, BDR Managers and more! If you're looking to: 🌍 Build a world-class sales team, 💁🏻♀️Work with exceptional leaders like Nichole Porter and Ray Owais, 📈 Have an impact on SMB's and their finances, Then slide into my DM's. Also, I know there's a lot of 💩 in the world of tech sales - so I will try be as transparent as possible as to why I picked Relay and help you figure out if it's the right move for you. (JD links in the comments)

I'm doing it! We're building out a micro office in Austin. The first iteration of the office will be to build out a Sales Development team that can accelerate our pipeline and revenue growth. Along with this, we're hiring for 2 very important positions: 1. COO / Operations Manager: this person will help us build out our office here and take our culture / people development to the next level. 2. SDR Manager: responsible for hiring a local SDR (aka. phone sales) team, setting the culture, leading the team, etc. Both of these positions will play a huge role in accelerating our revenue growth. They're also MASSIVE opportunities for the right person who's the best of the best in operations or running a sales team. Fast growing company, leadership positions, big upside, great benefits, high growth environment, etc. We're building what will become one of the biggest companies and employers in Austin. Know anyone who might be a fit for either of these positions? Tag them below! P.S. there's a $3,000 bounty if we hire someone you send our way...so it's definitely worth taking 30 seconds to think on this and tag someone. 😜 P.P.S. any friends with businesses that want to let us use some of your extra office space for the first 2-3 months as we test out this concept?

Does anybody knows any strategy/method to land a SAAS Sales role with a US Based company when you're not based in the US? Almost Every company is saying we're flexible but when it comes to hiring for sales roles, they're only hiring Remote(US) and when it comes to the social media platforms there is no filter that you can use to find roles with the US Companies when you're not based in the US.

When discussing hiring with Founders and Sales Leaders many seem to wrestle with which would be the better hire! 1. Someone who has been there and done it before. 2. Someone who has not done it, but has potential and everything to prove. The reality is neither of the above are wrong, both could be highly successful hires! What you need to do is understand your environment and which person stands the best chance of being successful with you. Understand what you need this person to achieve and what they will need from you and the business to achieve this, this will help you work out who you need, not who you want! HAPPY HIRING

What to consider when hiring your first sales rep in a nascent region?⁉ Whether you are growing from the UK into North America, or Singapore into EMEA, your first sales hire is pivotal to your success. This person will be influential in building a revenue-generating engine for your organisation, acting as a catalyst for the continued growth of your start-up. Working with founders of climate technology start-ups, we are often mandated to support this growth journey. Whether it is a GM to strategically grow the region, a founding Account Executive to hunt and close deals, or a tenured SDR to build a pipeline for the founders, each hire has one thing in common… a gritty “roll-up your sleeves” mentality, willing to go the extra mile to build a repeatable and scalable sales motion. If you are a climate tech founder looking to grow into a new region, make sure to couple domain/ICP exposure, quota attainment, and a gritty personality for that first hire. A-Players only! Climate Technology founders, reach out if you are growing internationally! ♻🌳

"Cold calling is a waste of time; our new sales hires won't do it." I got a TON of hate for this ^ BACKROUND Last week, I announced we are hiring BDRs. I mentioned they won't need to cold call because I believe it's a waste of time. This sparked a lot of controversy here. So, let’s put it to the test... I'm hiring 3 new sales reps for my team. My phone number is all over the internet (Apollo, zoom info...etc). It's also on my profile page. Crazy, I know. If you can somehow get my attention (anywhere you can find me, LinkedIn message, cold-call, text, email..etc). I'll hire the best one. In three months, I'll post the results here on how they did. My phone will be on all day for cold pitches - I'll record the best few. Let's see if cold calling still works...

Just got off a call with Trent from Deel, and I'm reminded why human-centric sales still matter in an AI-driven world. 📞 Trent and the team at Deel have crafted a sales process that's not just efficient but also quite personal. When you sign up, you're not just another lead — you're a person they want to meet over a call. I love sales when it's done well. It's not about pushing a product; it's about understanding needs and offering solutions. In today's tech-saturated society, the value of a human being on the other end of the line can't be overstated. So, if you're looking for remote hiring solutions, give the folks at Deel a look. I'm currently checking out their platform for our own team. Reach out to Trent Cray you'll be in good hands. -- Note: This isn't a sponsored post. Just giving credit where it's due!

SaaS companies find it difficult to hire Sales professionals in Germany. Why? - Companies fail to empathise with the German culture - They don't have a data centre in Germany - They don't have translated marketing collateral - German sellers are more conservative - They don't have localized leadership/thought out remote leadership - Hiring processes lack detail & transparency - Becoming a salesperson after getting a degree/masters is stigmatized - There's a huge skill shortage/supply & demand issue To my German network, what else would you add?

Let's talk VP of Sales: When and who should you hire? At the latest, you should hire a head of sales around $1.5M-$2M+ ARR. At this stage, a VP of Sales can: ✅ Build a scalable sales process ✅ Hire 5-7 more reps to accelerate ✅ Onboard and manage the growing team Must-have's for this leader: ✅ Proven sales leader in the past at a startup with the same buyer ✅ 7+ yrs end-to-end experience as an AE themself ✅ Ability to forecast/hit numbers ✅ Proven abillity to onboard, grow, and manage a team of AEs ✅ Has built, iterated, and scaled sales processes on their own ✅ Works extremely well cross-functionally with marketing and product Anything else you'd add to this list? Drop em below 👇