🏄‍♂️ Scott Leese’s Post

To my LinkedIn Network 🥰 I think by now you all know how much I enjoy helping others. Not being a resource for someone is not in my nature. 🤍 However - time is valuable! Ever since I joined Deel I have had an overwhelming (in a good way) amount of interest from people I know and do not know. Soooo many texts and LI messages. I simply try my best to get to them all. Words of advice if you are looking to get a job at Deel. - Go above and beyond with your research and prep before reaching out to someone to connect you. I mean this in the nicest way possible, sending a note saying "How do you like Deel? Do you think I would be a good fit?" - when I have never worked or interacted with you, isn't screaming "let me vouch for this person". We receive hundreds / thousands of applicants. Pro tips: Listen to podcasts with our leaders (check out 20VC) and then craft a video stating why your experience, drive, tenacity, and love for what we do makes you want to work here! Include why we should consider you and what big impact and energy you are going to bring to the company. 🎙️ Follow leaders like Mike Gallardo who share what has been blowing him away in the interview process 🤯 Even better - ATTEND THIS EVENT BELOW!!!! Jan 18th: 6pm EST - Mike Gallardo, Delaney White, Chelsea Taylor-Seiferth, and Chris Lee will be hosting an awesome virtual event. What a great way to do your research, interact with leadership right off the bat, feel out the culture, and see if it's the best fit for you. If I wanted a job at Deel - this is a must attend event. I am always here to help - just want to provide some advice in hopes it helps with your career search and breaking into Deel! I promise I see your messages. Keep it up 😍 Cheers

Hiring for sales? Hire 2 more people than you think you require. Hiring for success? Hire for 6 months months from today, and hire 1 more person than you think you need. Hiring for marketing? Evaluate if you really need another person. Think what can happen if you let the best of the existing lot have more ownership & autonomy.

Hiring your first sales rep? Read this! Most founders think hiring a sales rep is just about filling a position. It's not that simple. Your first sales hires need clear KPIs to succeed. Define closing rates Track appointment setting Monitor attendance Provide management support Setting the right KPIs is crucial. Ready to hire smart?

Founders and sales leaders: What exact key company metrics would you want displayed on your dashboard upon login? Sales pipelines, lead analysis, cost of sales, or new market expansion insights, team management, hiring... what do you need?

Thought of The Day (06/19): Four People I would hire for a SaaS or Technology Enterprise Account Executive Role before hiring someone already in a similar position from an existing SaaS or technology company: 1) The dude at McDonalds that asks, “You want fries with that?” (They at least know how to ask and make the most of inbound leads) 2) Girl Scout Cookie Stand Kids (They come at you hard and know how use a few seconds to get you interested) 3) An Amish Person (They don’t have LinkedIn) 4) BDR/SDR Reps for existing SaaS & Technology companies with 6 or more months experience. (They are being underutilized and have the hard part already down) #saas #sales #hiring

I just heard some wisdom from sales expert Alex Harmozi. He said when you're hiring for a team, ask yourself if the person raises the bar for the team. It makes sense because if you don't think they do, you're probably just hiring them because you feel you have to hire someone. If that's the case, it might not be the right person, and could be a drag on the team. Something to think about the next time you're hiring! #business #teambuilding #hiring

When you're hiring top sales talent, relying solely on instinct can be as treacherous as navigating through a fog without a compass. Read more 👉 https://lttr.ai/AK96G #salesrecruiting #sales #hiring #BuildingStrongTeams

We've been on an Account Executive hiring spree lately. And honestly, it's about time. I was doing founder-led sales for too long, and there was too much pipeline we couldn't service well. Having 4 AEs who have time + mental bandwidth to sell (and know how to do it better than me) has been a huge unlock. So, I thought I'd highlight what I look for when hiring Account Executives: 1) A tactical understanding of how to run a sales process end-to-end (e.g., someone who isn't afraid to run their own demos). 2) Ability to do great discovery and to deeply understand customer use cases and pain points. 4) A really nice to have: past experience selling to our target personas. What would you add to this list? Drop it in the comments.

I've got a bit of time on my hands... One thing I'd like to do is give a little something back to the SaaS sales community. Last week I spent some time with two former coworkers who are looking for a new opportunity. We had some fun digging into a few areas: 👋 How to stick out from other applications 👏 Nailing that role play presentation 🧐 Ways to research a company to show you did your homework 🤝 How to "outbound" into a company of interest ☘ Can the Celtics complete the job We all know this market is rough (and has been for some time). After hiring 25+ AE's over the last few years it's clear....there's so much talent that just needs to find the right fit. And, maybe a sounding board from time to time. Happy to be that board! If you or any friends are "on the bench" or looking, I'm happy to chat. My rates are $0.00/hr. Just drop me a message! See ya out there 😎 #sales #saleshiring #careers

Hiring a Head of Sales too EARLY 🌅 Yesterday we spoke to a founder and here was the conversation: 𝗙𝗼𝘂𝗻𝗱𝗲𝗿: "We made the same mistake as many founders over the last 12 months" 𝗥𝗲𝘃𝗲𝗻𝘂𝗲 𝗥𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲𝗱: "What mistake was that?" 𝗙𝗼𝘂𝗻𝗱𝗲𝗿: "Hiring a full-time Head of Sales too early" 𝗥𝗲𝘃𝗲𝗻𝘂𝗲 𝗥𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲𝗱: "Why did you hire full-time?" 𝗙𝗼𝘂𝗻𝗱𝗲𝗿: "We feel into the trap of listening to people that are building GTM from an old playbook" 𝗥𝗲𝘃𝗲𝗻𝘂𝗲 𝗥𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲𝗱: "What do you think that cost the business?" 𝗙𝗼𝘂𝗻𝗱𝗲𝗿: "12 months and 25% of our runway" The Revenue and GTM landscapes are changing so quickly!  If you get advice from "advisors" and "leaders" - Ask yourself this question: 👉 When was the last time they built a successful GTM strategy? Founders, if you can relate - take a step back of the holidays and assess what you are trying to accomplish!