Roles in Customer Success are booming, and they are arguably becoming just as important as Sales in terms of generating revenue. With the right team in place, they will help you retain your customers, increase your revenue, and reduce churn during challenging times.
A-players are the revenue generators of sales teams – the shining stars who are responsible for the bulk of revenue. To benefit from having A-players in the team, you need to be able to know what they are, how to identify them, and ultimately, how to hire them.
Recruiting and hiring top-performing salespeople is crucial for the success of any SaaS start-up. Here's why you should always be open to hiring, rather than hire as cycles.
The market is shifting, and with it, hiring practices. What once was overwhelmingly in favour of candidates is now switching back to employers calling the shots.
Whether you’re actively or passively looking, things will look a little different when you get to the interview process...
Most leaders at successful SaaS scale-ups already ‘get’ the value of working with recruitment partners to build their teams of A players.
However, for tech founders who are just starting out on their scale-up journey, it can seem daunting to be spending their newly acquired funding on a service that could be perceived as unsubstantial.
A sales interview should be treated no differently than the way any sales exec would a new business meeting. Turn up on time, look good, and want to win. It sounds like a given, right?
You’ve applied for a role advertised on the corporate website that fits your skills and experience. You get a slick response to say thank you for your interest and that your application is being considered.
So far, so good, but then weeks or months go by until you receive a generic email to say that it is with regret that you’ve been unsuccessful on this occasion.
In today’s marketplace attracting the ‘right’ candidate to your growing organisation will be vital for your success; yet making that happen consistently is one of the biggest challenges in the current marketplace.
In recruiter speak many recruitment agencies (rather than specific search consultancies) will talk to you about the challenge of finding the right passive candidate for your software sales role. In other words, the highly skilled software sales pro that remains hidden; only coming out to play for the right opportunity in the right organisation.
Looking specifically at Sales management, the question should be: how do you get the best performance out of your salespeople?
Some good managers have a blanket approach and work methodically from spreadsheets, but the great managers also understand the strengths and weaknesses of each person in their team.
When experiencing major growth, it can be easy to lose track of strategy and make rash decisions when dealing with your start-ups evolution. Having the right go to market (GtM) team under your belt can often mean the difference between success and failure. Sometimes, though, the real difficulty is in how and when you should hire, and as obvious as it sounds, who to hire?
Over the years we’ve become accustomed to AI and the solutions that it provides, both at home and in the workplace. But what would our working life be like if AI didn't exist?
Most of the time you’ll just want to cut to the chase – who is the company, what is the salary, can you send a job spec?
I am happy to be proven wrong, but I doubt any of those messages actually lead with: “Hey, want to work for XYZ?”
But why is that? You may assume that there’s any number of practical reasons for this…
Are you a high flying SaaS Sales Executive? Whether you are climbing into an F-18 or looking to level up your career search, then you need to identify the best wingman to help your career take off.
With the current recruitment market likely to pivot to an employer-driven environment, meaning greater competition for fewer roles, the demand for extra specialist support is rising.
Here are 10 ways to know if a sales recruiter is adding value to your job search.
Recruiting a diverse workforce should be a strategic business decision. Within a start-up or scaleup environment, the focus is on being disruptive, and quite often that translates to a progressive company culture, with teams who value inclusivity and equality.
In reality, black employees are not appropriately represented in tech or sales roles either due to lack of awareness, access to opportunity, and ‘old fashioned’ unconscious bias.
After almost 2 years in and out of lockdowns, you’d be forgiven for needing a reminder on just HOW you impress during in-person interviews. So here are proven ways to prepare and execute the perfect interview to secure your next role at a high growth SaaS pre-IPO.
Teem wins! We are honoured to be named 2021’s Recruitment Company of the Year Under £2m Turnover at the APSCo #AwardsforExcellence!
At an awards dinner in London, the judges announced that they were impressed by our “excellent retention and development of staff plans, coupled with a robust balance sheet”.
In July 2020, in response to the Black Lives Matter movement, we launched our Diversity in Tech Sales initiative in partnership with Blacks on Wall Street (BOWS = a non-profit organization whose mission is to close the professional opportunity gap by providing underrepresented youth the resources to achieve promising careers). Instead of simply making a corporate statement, we wanted to influence long term change within the industry we know and love – Enterprise Software.
Post-pandemic, SaaS scale-ups are receiving more funding than ever, which is leading to aggressive growth targets… in the same way that customer churn harms the bottom line, employee churn costs companies time and money.
On a daily basis we work with the best SaaS salespeople across the world, so we decided to spend some time collating the reasons why they would consider leaving their current roles, and here’s what we found… It’s not always about the cash!
Organizations are increasingly focusing on their employees' happiness because research shows that happy employees have a huge advantage over unhappy ones – they are more productive, flexible, resilient, creative, make happier customers and collaborate better with their colleagues. On average, organizations with happier employees are 9% more profitable than organizations with unhappy employees.
Sales competitiveness is a definite; ‘must have’ criteria quoted to me by most sales managers in the tech sales industry and rightly so. Sales and selling in a SaaS context gets complex, and a tenacious and competitive mindset is vital in order to thrive. Yet many sales managers make the assumption that a younger sales exec will deliver more; well hang on to your hats folks as I sense I am going to challenge your thinking in the next few minutes.
There is plenty of speculation as to why Google was so keen to pay $1bn above valuation, but after working with the team for over 3 years, here is our take on why they made such an attractive prospect.
We’re excited to announce that Teem have recently joined the Association of Professional Staffing Companies (APSCo), one of the UK’s leading professional recruitment industry bodies
At Teem, we have one of the highest CV to interview ratios in the recruitment sector. Here is what we know the majority of our clients are looking for on your CV.
The Association of Professional Staffing Companies (APSCo) has highlighted the potential skills impact of a no deal Brexit and stressed the need for an immigration policy that allows the country to attract much needed international resources as businesses celebrate global talent acquisition day.
Since the result of the Brexit vote, pre-IPO software companies looking to scale in Europe have been cautious about putting all their eggs in the UK basket.