Chelsea McKay’s Post

"You need 2-3 years of experience for this role". F*ck that. If you've worked in tech for 1-2 years then you have enough experience to pivot to any GTM role. SDR→RevOps role? (Yes) AE→Marketing role? (Yes) CSM→Product Mgmt (Yes) How do I know these pivots are doable? I've done some of them myself. The biggest problem in tech right now is companies looking for that unicorn candidate that has... The perfect title. The perfect resume. The perfect experience. But those don't exist. We need to hire more risk-takers. Not the same cookie-cutter backgrounds. ___ If you enjoyed this: -Follow me Giovanni Torres -Share this post with others ♻️

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 hired someone who sold tea. ☕ I hired someone who sold Red Bull. I hired someone who was a teacher. I hired someone from customer service. I hired someone who worked in a factory. I hired someone who worked as a builder. I hired someone who had never had a job. I hired someone from investment banking. They all had 7 things in common; → Empathy → Curiosity → Resilience → Work ethic → The will to win → Extreme Ownership → Emotional Intelligence I don't care what you're job is right now. A career in sales is waiting for you. 📌 Hiring SDRs? Get my SDR Hiring Playbook here: https://lnkd.in/eQWAw6NC --- ✍️ What traits make successful SDRs? ♻️ Reshare if this post hit home.

Looking for your next role in B2B SaaS? We're looking for a few new OpsLevelers to add to the team—any of these open roles sound exciting? 🌟 Customer Success Architect 🌟 Head of Customer Success 🌟 Solutions Architect 🌟 Senior Product Marketing Manager 🌟 Account Executive 🌟 Sales Development Representative 🌟 Technical Product Manager 👇 Check out the full details through the link to our job board in the comments #hiring #saas #startupgrowth

I recently saw a job description for a Sr. Manager RevOps role. These were the primary responsibility bullets (and yes... there were 2-3 sub-bullets under each). --Revenue strategy --Pricing strategy --Sales operations --Marketing operations --Go to market metrics --Data analysis and insight --GTM tech stack strategy --Budget management --Go to market team alignment --Commission management Salary OTE... $150k. I'm sorry... what?! I've had several of these convos with recruiters where this is the responsibility, they don't want to hire a team just a single person, and want to pay them slightly more than the base salary of an Enterprise AE without commission. I fundamentally believe in RevOps and the power it can unleash to help businesses scale. It better be worth more than this. But if you expect one person to 1) possess the talent to do all those things (even some half-baked), 2) let them design and deploy a strategy to make it happen, and 3) not go insane doing it alone and expect to pay them less than 1 enterprise rep while making them facilitate commission payments to every rep... you're delusional, or just love hiring someone who's going to burnout quickly. If you're serious about scaling your revenue... you've got to be serious about paying the people who will make it all happen what they're worth... and ... cough... it's more than one single rep. Has anyone else been experiencing this on the job market? #revops #gtmstrategy

I want to be clear I’m not quitting my job or leaving tech anytime soon to buy a business Here are 3 reasons why: 1/ Building something really cool - our customers love the product and I enjoy the ride of building sales teams from the early stages. 2/ Great money - there are still not many other avenues where you can make over six figures outside of tech sales. 3/ Great opportunities aren’t forced - last year I was trying to build a company by force and not out of genuine interest. I’m stoked about the future of building/buying a business, but also rooted in the moment of building our team. I do want to be clear that my next move after here will be buying/ building a business. PS - here’s our second office PSS - we’re still hiring another SDR in Utah

Now hiring! We all dream of landing that unicorn salesperson - the one who can sell ice to penguins – right? But I like to keep it transparent here, and this is something that has been a challenge for me in the past with Partytrick. Here's the truth: attracting top sales talent before you have equity or a finished product requires a different strategy. 👍Passion over pedigree: Look for salespeople who believe in your mission and vision, not just a flashy resume. 👍Equity upside for hustle: Offer commission structures with long-term incentives, so they share the risk and reward. 👍Focus on the "why" not the "what": Craft a compelling narrative about the problem you solve and the impact you'll have. 👍Get scrappy together: Involve potential salespeople in the development process. Their early feedback can be invaluable for shaping a product that resonates with the market. 👍Pre-sell your pre-sale: Target beta testers or early adopters who can provide valuable customer insights and act as initial sales champions themselves. Finding a pre-launch salesperson is about building a champion, not hiring a closer. I believe you need someone who can evangelize your vision and build relationships, even without a final product in hand. So I'm ditching the unicorn hunt and focusing on building a passionate team that believes in the journey, not just the destination. If this sounds like you, please send a cover letter and resume to [email protected]! (Expertise in HubSpot is a requirement.) #hiring #staffing #salesperson #unicorn

Hiring… Sadly I’m not yet (keep your eyes peeled) but after speaking with my network a common theme keeps emerging. SaaS companies are not hiring people who haven’t got a background in tech. From personal experience, I have not hired anyone over the past couple of years that had a direct SaaS background. I actually didn’t have a tech or SDR background myself. Simon Sinek said it best, “don’t hire for skills, hire for attitude. You can always teach skills” And I couldn’t agree more. I know so many people who have come into an SDR, ADR role who didn’t have any experience in SaaS but are absolutely smashing quotas. So next time you’re hiring, ask yourself this, “who am I missing out on because I want a ready made lead gen machine to walk through my door?” Is it time to ditch searching for the perfect candidate who has a Bachelor’s degree in business with 3 years experience in Sales Development? 🤔 Or, shall we turn our attention to personal experiences, grit, determination and desire to succeed? 🤷🏻♂️ Pop your thoughts in the comments. #Hiring #SalesDevelopment #SDRjobs #Opportunuties #SaaS #Sales #Recruitment

🚨Looking for SDR/BDR position? 📢 We're hiring! 🚀ServiceChannel is the #1 Facilities, Management Software. 💪🏼Walmart, Home Depot, Best Buy, Walgreens, and 600 more are our customers. We're not in one location claiming the logo. We are fully implemented across all their locations. 👀Does our product work? 🤑Walgreens saved over $20M> last year because of us. That's numbers from their finance team. 🔥Meeting quota is lower than I've seen anywhere else. 🤫Also, some how SDR's get credit for inbounds. Make sure to shout out marketing when you get that commission check. Lol 👍🏼I'm not the hiring manager, please don't prospect me. Feel free to put me down as a referral. If you get chosen for an interview, reach out and I'll coach you through the process. 👇🏼Tag anyone looking in the comments 👇🏼Link to apply in the comments *Update - Apparently the link is saying we're no longer hiring. We are still hiring and are working to get that link fixed asap! #saas #hiringandpromotions

Hey there! 👋 I noticed this LinkedIn post about hiring in SF and saw it as a great example of what not to do. While I understand that the position and job description are in the comments (Why ?🤔), it's important to consider showcasing your company culture as well. Candidates often look for a sense of belonging and alignment with the company's values and mission. Including information about your company culture can help attract candidates who not only have the necessary skills but also share your passion and vision. It gives them a better understanding of what it would be like to work with you and can increase the likelihood of finding candidates who will thrive in your organization. If you look at the comments, several male C-level employees of Brex commented. Where are the female voices? This alienates women from applying and reducing a culture of inclusivity. Asking female employees to share their experiences on the post helps grow the organization. Most important - you do not want reverse the work of what your HR department has accomplished. Just a friendly suggestion of what to consider when posting on public forum to enhance your post and make it more enticing to potential candidates. Best of luck with your hiring process! 🌟