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...
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.
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.
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…
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”.
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.
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.
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.