Eric Gilpin’s Post

SKOs aren’t just fun. They’re an opportunity for revenue teams to unite. To work & learn together. The outcome should make stronger revenue organizations that can accelerate. I was lucky to lead Yuno’s SKO. After some days with the team; they’re building the strongest Enterprise revenue org in global payments. They also happen to be hiring for top enterprise talent 👀 The lessons learned are too long for this post, but if you’re looking for Enterprise Sales oppportunities; don’t sleep on this one!

Sales enablement is a critical part of the revenue generation supply chain. We need top talent.

👋 We're hiring! We know applying for a new role can be a daunting process, so we've put together a blog series to help alleviate some of those fears. Check out this blog to get to know more about ID5's culture and one of our hiring managers. 🤝Get to know Caitlin Borgman > https://ow.ly/lcOT50RSqo2

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)

Hiring another engineer?  You're betting on a faster product launch or an increase in your ACV . Hiring your first Account Executive?  You're betting that your processes and product are solid enough for someone else to take over . Whatever the investment, define the bet and measure the results

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?

"I saw...", "I noticed...", "My name is..." - cold email words that scream "SPAM!" Don’t trigger prospects' Mental Spam Filters with a poor choice of words. Do this instead: Think what an average rep would do and do the opposite. Get straight to the point: • Matt - as you're hiring 2 BDRs... • Yurii - your CEO Matt mentioned that... • Arthur - with a multi-national team in 3 countries… • Margaret - in Woodpecker’s annual report expansion to DACH... Subject line + first line of an email = the most important real estate. Approach it strategically. What are your cold email openers? PS. Want to write Cold Emails that start WARM conversations? DM me “COLD” and let's see if we're fit to work together ($). First come, first served.

Highly recommend

Are you the next addition to our Growth team at Upright? 📈 😃 Selling impact data is not really about pushing or convincing anyone about this or that solution. It is about providing a new, science-based perspective for how investors and industry leaders can think about impact. We experience every day how net impact opens the minds of investors and corporate leaders - they see their various impacts in relation to eachother and use our data to create real positive change.

At A&B compassion isn't just a virtue; it's the cornerstone of our culture. We prioritize empathy and understanding, recognizing that every individual brings a unique perspective and set of experiences to the table. Loyalty isn't simply a commitment to the company; it's a commitment to each other. We foster an environment where trust is earned and reciprocated, where colleagues become confidants and collaborators become companions on the journey toward shared success. In our quest for growth, we believe that personal development is as vital as professional advancement. It's a daily pursuit fueled by curiosity and a genuine desire to evolve, both individually and collectively. Ownership isn't just a buzzword; it's a way of life. We empower every member of our team to take ownership of their roles, to embrace challenges as opportunities, and to seize moments of impact with confidence and conviction. And when it comes to leadership, we're not content to simply lead from the sidelines. Our leaders are hands-on, sleeves-rolled-up visionaries who lead by example, who mentor with compassion, and who understand that the best way to inspire greatness is to embody it themselves. In every interaction, in every decision, and in every endeavor, our culture shines through. This is the essence of who we are. This is A&B. COME WORK FOR THE BEST! 💖