Scale With Strive

Author: Adam Richardson

  • The importance of Emotional Intelligence in SaaS Sales

    The importance of Emotional Intelligence in SaaS Sales

    Recently, on our Scale with Strive Podcast, we spoke with Alexandre Pierrin-Neron, who is the RVP of South EMEA for Lacework. 

    During the podcast, we focused on Emotional Intelligence and the importance of certain traits when hiring for your GTM SaaS team, with some of the key takeaways being:

    💡 Turning underperforming reps into star players.

    💡 The different types of Emotional Intelligence and how they present themselves in Sales Reps and Leaders.

    💡 Alex’s thoughts around the importance of ‘Learn, Earn and have Fun’.

    We encourage you to listen to the Podcast in full to get the most value, but in our blog today we explore three of the top Emotional Intelligence traits discussed and why Alex believes these are important.

     

     Let’s Dive In!

     

    Self-Awareness & Confidence

     As Socrates said:

     “To know thyself is the beginning of wisdom”

     

    Alex discussed that the differences between self-awareness and arrogance can sometimes be a fine line:

     “I don’t want to mix up knowing yourself and being confident, with being arrogant – and for me the difference between them is respect. I like to be respected, but to be respected I need to respect others.”

     

    Alex’s Views on why Self-Awareness and Confidence are important traits:

    • If you don’t have any self-confidence, you will never push yourself out of the box – you will naturally lean into what you know / what is easy, as you won’t be confident enough to try something new or risk failure.
    •  By being self-aware / knowing yourself, you know your foundation – if you want to build a high skyscraper, you can only do it if you have solid foundation. That’s the same thing with your career and with yourself – if you don’t have solid foundations, how come you can become the person you want to be.
    • If you’re confident enough, then that’s the moment you can say no to someone – whether that is a customer, colleague or manager. But you can explain why you are saying no and maintain respect.

     “I would say self-confidence is something that is key to me – and again, don’t mix it up with arrogance. I don’t think I’m arrogant, I’m open to everything. But I know who I am, the good and the bad and I will never compromise with the fact that I know who I am. If there is someone that is telling me something that I disagree with, I will say it.”

     

     Self-Management

     Alex’s Views on why Self-Management is an important trait:

    • It is important to manage and regulate your emotions, but also to be empathetic:

     “You need to be emotional, but with a limit, and the limit again for me is respect. I can be emotional, but I will always try to be respectful with people in the environment I am in, because sometimes I don’t know the people. I don’t know how they kind of react. I don’t know their past. I don’t know their story. I don’t know a lot of things.”

    • Ensure your empathy doesn’t cross the line and be perceived as weakness. Perhaps empathy can be best summed up as having an ‘iron fist in a velvet glove’ – i.e., the ability to come down hard when you need to, but also having the soft touch when needed.

     

     Social Awareness

     Alex’s Views on why Social Awareness is an important trait:

     “By default, I’m a curious person. When you’re curious you want to want to understand everything. I want to understand who they are – because if you understand who they are, then you can understand their strengths, their weaknesses, what will drive them, how you can can guide them to a direction.”

    •  As a leader you need to guide your people. You need to explain to them the why when you ask them to do something and then and then you can they can agree or disagree. Typically, this is even more important with salespeople, because if you think about your stereotypical salesperson in terms of their personality traits, they typically like to be in control of situations, so when you take away that control without allowing them to understand and be bought into it, it can create a lot of resistance.
    • Social awareness can eliminate the ‘lone wolf’ A Player – a successful rep will use their ecosystem to their benefit.

     

     _______________________________________________________________________________ 

     Want to know more? 💡

     🎥 Watch the episode on YouTube 

     🎙️  Listen on Spotify 

     🎙️  Listen on Apple Podcasts  

     Connect with Alex

     Connect with Adam

     Learn more about Strive

     

  • From Job Posting to Closing the Deal: Nailing the Tech Sales Recruitment Process

    From Job Posting to Closing the Deal: Nailing the Tech Sales Recruitment Process

    Are you struggling to find the right candidates for your tech sales team?

    Don’t worry, you’re not alone.

    The tech sales recruitment process can be challenging, but with the right strategies in place, you can attract top talent and close the deal. In this blog, we will take you through the entire journey, from crafting an attention-grabbing job posting to successfully hiring the perfect candidate.

     

    The Importance of a well-defined job advert

    A well-defined job advert is the foundation of a successful tech sales recruitment process. It serves as the first point of contact between your company and potential candidates, so it’s crucial to make a strong impression.

    To create an attention-grabbing job posting, start by clearly defining the role and responsibilities. Be specific about the required skills and qualifications to attract candidates who are the right fit for the position.

    Next, highlight the unique selling points of your company. What sets you apart from other employers? This could be your company culture, growth opportunities, or the exciting projects your team is working on. By showcasing these factors, you’ll attract candidates who are not only interested in the role but also in your company.

    Lastly, don’t forget to include information about the compensation package and benefits. Candidates want to know what they can expect in terms of salary, bonuses, and other perks. Being transparent about these details will help you attract candidates who are genuinely interested in the opportunity.

     

    Crafting a compelling Employer Brand for tech sales roles

    In today’s competitive job market, having a strong Employer Brand is crucial for attracting top tech sales talent. Your employer brand is the reputation your company has among potential candidates, and it plays a significant role in their decision-making process.

    To craft a compelling employer brand, start by clearly defining your company’s mission, values, and culture.

    Next, communicate your employer brand effectively through your company’s website, social media channels, and other online platforms. Share stories and testimonials from your current sales team to give candidates a glimpse into what it’s like working for your company. Highlight any awards or recognitions your company has received that demonstrate your commitment to employee satisfaction and success.

     

    Strategies for sourcing and attracting tech sales Candidates

    Sourcing and attracting tech sales candidates requires a multi-faceted approach.

    Start by utilising relevant online job boards and professional networking platforms to reach a wide pool of potential candidates. Be sure to optimise your job postings with relevant keywords to increase visibility.

    Additionally, consider leveraging your existing network by asking for referrals from colleagues, industry professionals, and even your current sales team. Referrals often yield high-quality candidates who are already familiar with your industry and company culture.

    Don’t underestimate the power of social media in attracting tech sales candidates. Use platforms like LinkedIn to showcase your company’s thought leadership and engage with potential candidates. Share industry insights, success stories, and relevant content to position your company as a desirable employer.

     

    The role of technology in streamlining the recruitment process

    Technology has revolutionized the recruitment process, making it faster and more efficient. There are numerous tools and software available that can help streamline your tech sales recruitment process.

    Applicant tracking systems (ATS) can help you manage applications, track candidate progress, and automate certain aspects of the process.

    Video interviewing platforms allow you to conduct virtual interviews, saving time and resources. These platforms also make it easier to collaborate with hiring managers and other stakeholders during the interview process.

    Data analytics tools can provide valuable insights into your recruitment efforts. By analysing data on candidate sourcing, application rates, and time-to-hire, you can identify areas for improvement and make data-driven decisions.

     

    Evaluating and assessing tech sales candidates

    Evaluating and assessing tech sales candidates requires a thorough understanding of the skills and qualities required for success in the role.

    Start by reviewing CVs and cover letters to identify candidates who meet the minimum qualifications. Look for relevant experience, industry knowledge, and achievements that demonstrate sales acumen.

    Next, consider conducting pre-employment assessments or skills tests to assess candidates’ technical knowledge and sales abilities. These assessments can provide valuable insights into a candidate’s problem-solving skills, communication style, and ability to handle objections.

    During the interview process, ask behavioural-based questions to gauge candidates’ past experiences and how they handle specific sales situations. Look for candidates who can provide concrete examples of their successes and demonstrate their ability to build relationships and close deals.

     

    Conducting effective tech sales interviews

    Conducting effective tech sales interviews is key to identifying the right candidate for your team. Start by preparing a structured interview guide that includes a mix of behavioural-based questions, role-playing scenarios, and situational inquiries. This will ensure consistency and allow for a fair comparison of candidates.

    During the interview, assess candidates’ communication and presentation skills, as these are crucial for success in tech sales roles. Look for candidates who can articulate complex technical concepts in a clear and concise manner and adapt their communication style to different audiences.

    Don’t forget to evaluate cultural fit during the interview process. Tech sales teams often work closely with other departments, so it’s important to find candidates who can collaborate effectively and contribute to a positive team dynamic.

     

    Negotiating job offers and closing the deal

    Once you’ve identified the perfect candidate, it’s time to negotiate the job offer and close the deal. Start by conducting market research to ensure your compensation package is competitive. Consider factors such as base salary, commission structure, bonuses, and benefits.

    During the negotiation process, be open to discussing candidates’ expectations and finding a mutually beneficial agreement. Remember, the goal is to attract and retain top talent, so be prepared to make concessions if necessary.

    Once the offer is accepted, make sure to communicate with the candidate promptly and provide any necessary paperwork or onboarding information. Keep the momentum going by maintaining regular contact with the candidate until their start date to ensure a smooth transition.

     

     

    Don’t let recruitment challenges hold back your growth. Invest in a tech sales recruitment agency and accelerate your path to success.

    Reach out to a member of the team here, or see more about how we can support your growth here.

     

  • Lessons from a CEO

    Lessons from a CEO

    Recently, on our Scale with Strive Podcast, we spoke with Philippe Humeau, Co-Founder and CEO at Series A Cyber Security company, CrowdSec.

    During the podcast, we gained so many useful tips for anyone looking to expand and grow their Company – including:

    💡 Lessons learned from global expansion.

    💡 Educating the market.

    💡 The when, how and who of C-Suite hiring. 

    We explore these, and more, below – but of course encourage you to listen to the Podcast in full to get the most value!

    Let’s Dive In!

     

    Lessons Learned from Global Expansion: The EMEA Market

    • France can be bureaucratic / full of red tape when compared to other EMEA countries, especially Germany and the UK.
    • The UK is a good ground for starting to commercialise your product. UK are more as risk takers – more willing to try, check and test compared to other countries. Also, the regulation framework around contracts is looser than in most European countries.
    • This can therefore allow a company to be faster at iterating and improving on what is working based on this feedback from early adopters.

     

    Lessons Learned from Global Expansion: The US Market

    • ‘Mother of all markets’ for most industries, but especially the Cyber Security industry. If you land a big contract in the US, it can open up worldwide, giving you chance to develop the company brand, logo etc.
    • Working in the US will help ‘teach you business”.

    “The US is efficient like no other country in the world regarding business, we all know that.

    But the truth is you have a 20-minute rendezvous with a high-profile account…. in 20 minutes you should deliver your value, your core value, what you really are bringing to the company. And they will instantly assess whether they need you or not.

    Its efficiency pushed at its maximum. So, this is a testing ground for you like no other.”

    • Before you even tackle the US market, be prepared – with your pitch, your deck, your messaging.
    • Don’t go heavy on slides – typically they will want to understand the value rather than how you do it. What do you bring to the table?
    • In the Cyber Security market, any large Fortune 500 company gets roughly 3,000 meeting request per year and of these will only book in around 200 POCs. So how are you going to stand out to be the 1 in 10 – 15 that gets through?
    • However, the US is a very rewarding market, people are fast paced and know how to take risk and find an opportunity. Trying a new product in the market is not scary for them.

    “The US is a key maker because if you make it there, you can make it anywhere like the song says….”

     

    States in the US to target, by Sector:

    You really need to study the US before taking a decision about where to physically land and hire staff.  

    Some Key States:

    • Silicon Valley – still the place to be. IT and general SaaS.
    • Maryland and Boston – Cyber Security.
    • New York – Financial Sector
    • Boston – R&D

     

    Educating the Market:

    “The game is a Simon Says game.

    You have Gartner, Forrester and all the other communication agencies are saying, “OK Simon, say you have to buy this today.” And everyone buys this.

    And Simon didn’t say what you don’t have to buy or what else is on the market…..

    And the problem for us is, if you have a blue ocean strategy, so you bring something here at the market with a new go to market, a new product, a new angle, the biggest problem you would have on the short term is to educate the landscape that you do exit and you solve the problem right.”

     

    • You need to make people understand something obvious – educate to show that this is an angle that needs to be explored.
    • Evangelize the market as well as obviously selling.

     

    “My point of view about this is marketing, marketing, marketing, communication and marketing.

    Why?

    Because if you do advertisements… you will spend a lot of money and you have to fuel the machine constantly.

    If you do communication, say content marketing, it takes more time before it’s really efficient and pays off. But this is a long-lasting effect. It will last for years.”

     

    • This approach will cause a hockey style motion, where at first you invest in this at loss until you start building momentum – as opposed to advertisements, which can be paying off right away, but will constantly need fuelling.

     

    The when, how and who of C-Suite hiring:

    “We co-founded with a CTO and COO and I would say like it’s a good way of co-founding.

    You have a CEO, COO, CMO or CSO, but at least try to fit two of the 5 C-Suites as soon as you can with the Founders and be sure about them.

    And then you need to complete the line up with two more profiles here.”

     

    • As a Founder / CEO, the aim should be to look to replace yourself.
    • It’s extremely important that you delegate, and you accept that your role as a CEO is to take the strategic vision and strategic overview to take forward the right decision – because you will be the only one that would be held accountable for that.
    • As soon as you can, expand your line up so that people that are better than you at every field in the game are actually handling the teams, leaving you freer on the strategy. This is how you scale.

     

    _______________________________________________________________________________

    Want to know more? 💡

    🎥 Watch the episode on YouTube

    🎧 Listen on Spotify

    🎧  Listen on Apple Podcasts

    🚀 Connect with Philippe

    🚀 Connect with Adam

    ❔ Learn more about Strive

  • Navigating the Cyber Security Job Market: Choosing the Right Recruitment Agency for Your Career

    Navigating the Cyber Security Job Market: Choosing the Right Recruitment Agency for Your Career

    Are you navigating the rapidly growing cyber security job market and feeling overwhelmed?

    As technology advances, the demand for cyber security professionals continues to rise. But with so many recruitment agencies out there, how do you choose the right one to progress your career?

    In this blog, we will guide you through the process of finding the perfect recruitment agency for your cyber security career.

    Whether you are an experienced professional looking for new opportunities or just starting out in this field, you need a reliable agency that understands the intricacies of the cyber security industry.

    Let’s Dive In!

    The importance of choosing the right recruitment agency for your cyber security career cannot be overstated.

    • A reputable agency can connect you with top employers in the industry and open doors to exciting job opportunities.
    • On the other hand, partnering with the wrong agency can lead to frustration, wasted time, and missed opportunities.

    When choosing a recruitment agency, it is crucial to find one that specialises in the cyber security field.

    • Cyber security is a highly specialised industry, and agencies with expertise in this area understand the unique skills and qualifications required for success.
    • They can effectively match your skills and experience with the right job opportunities, ensuring a better fit for both you and the employer.

    Another important aspect to consider is the agency’s reputation within the industry.

    • A reputable agency will have established relationships with top employers and a track record of successfully placing candidates in cyber security roles.
    • Research online reviews, testimonials, and case studies to gauge the agency’s standing in the industry.

    Furthermore, a reliable recruitment agency should offer a wide range of job opportunities in the cyber security field.

    • Look for agencies that work with both small and large organisations, as well as across various sectors.
    • Diverse job opportunities will give you more options and increase your chances of finding the perfect fit for your skills and career goals.

     

    Researching and evaluating recruitment agencies

    Choosing the right recruitment agency requires careful consideration of several factors. By taking these factors into account, you can ensure that the agency you select will be the best fit for your cyber security career.

    Expertise in the Cyber Security Field:

    • Look for agencies that specialise in cyber security.
    • They should have a deep understanding of the industry, including the latest trends, technologies, and skill requirements.
    • An agency with expertise in cyber security will be better equipped to match your skills with relevant job opportunities.

    Reputation and Track Record:

    • Research the agency’s reputation within the industry.
    • Look for testimonials, reviews, and case studies that highlight their successful placements.
    • A reputable agency will have a proven track record of helping candidates secure desirable cyber security roles.

    Job Opportunities:

    • Evaluate the range of job opportunities the agency offers. Are they aligned with your career goals? Do they work with top employers in the industry?
    • A diverse portfolio of job opportunities will increase your chances of finding the right fit for your skills and aspirations.

    Support and Guidance:

    • Consider the level of support and guidance the agency provides throughout the job search process.
    • A reliable agency will offer assistance with resume writing, interview preparation, and career advice.
    • They should be invested in your success and provide ongoing support even after you land a job.

    Communication and Transparency:

    • Effective communication is vital when working with a recruitment agency.
    • They should keep you updated on job opportunities, provide feedback on your applications, and be transparent about the progress of your job search.
    • Clear and open communication will ensure a smoother and more productive partnership.

     

    Questions to ask a recruitment agency

    Once you have identified potential recruitment agencies, it’s time to dive deeper and evaluate each agency’s suitability for your cyber security career. Here are some steps you can take to research and evaluate recruitment agencies effectively.

    Online Research:

    • Start by conducting online research on each agency.
    • Visit their website, read about their services, and explore their job listings.
    • Look for testimonials and case studies to gauge their success in the cyber security industry.

    Industry Networking:

    • Reach out to professionals in the cyber security industry and ask for recommendations or feedback on the agencies you are considering.
    • Networking can provide valuable insights and help you make an informed decision.

    Agency Reputation:

    • Check online forums, social media platforms, and review websites to gather information about each agency’s reputation.
    • Look for patterns in feedback and reviews to get a sense of their strengths and weaknesses.

    Client and Candidate Testimonials: 

    • Read client and candidate testimonials on the agency’s website or request references from the agency directly.
    • Speaking with individuals who have worked with the agency can provide first-hand insights into their experience and success rate.

     

    Building a relationship with a recruitment agency

    When speaking with a recruitment agency, it’s important to ask the right questions to ensure they are the right fit for your career goals.

    Here are some key questions to consider:

    ·        What is your experience in the cyber security industry?

    ·        How do you match candidates with job opportunities?

    ·        What level of support do you provide throughout the job search process?

    ·        What sets your agency apart from others?

    ·        How do you stay updated on the latest trends and technologies in cyber security?

    ·        How do you communicate with candidates during the job search process?

    ·        What is the average time frame for placing candidates in cyber security roles?

     

    Common mistakes to avoid when working with a recruitment agency

    Building a strong relationship with your chosen recruitment agency is essential for a successful job search in the cyber security industry. Here are some tips to foster a positive partnership:

    Be proactive:

    • Keep in touch with your agency regularly, providing updates on your job search preferences, skills, and availability.
    • The more proactive you are, the more likely they are to think of you for suitable job opportunities.

    Communicate your goals:

    • Clearly communicate your career goals, including the type of roles you are interested in, your preferred industries, and any specific certifications or skills you possess.
    • This information will help the agency tailor their search and find the right opportunities for you.

    Provide feedback:

    • After each interview or job application, provide feedback to the agency. This will help them refine their approach and better understand your preferences.
    • Constructive feedback will ultimately lead to a more successful job search.

    Maintain professionalism:

    • Treat your interactions with the agency in a professional manner.
    • Be prompt in responding to their inquiries, follow their instructions, and show appreciation for their efforts.
    • A positive and professional attitude will strengthen your relationship with the agency.

     

     

    If you are looking for a new position, remember that our current roles can be found on our Careers page and you can register with us, using our Contact form!

     

     

     

     

     

  • Top 4 Essential Skills to Look for When Recruiting Tech Sales Professionals

    Top 4 Essential Skills to Look for When Recruiting Tech Sales Professionals

    Recruiting top-notch sales professionals with the right skills can be a game-changer for your business.

    But with so many candidates to choose from, how do you identify the best fit for your organisation?

    In today’s blog, we will explore the top 4 essential skills to look for when recruiting Tech Sales professionals.

    From strong communication and negotiation abilities to a deep understanding of the product or service being sold, these skills are crucial for success in the tech sales field. Moreover, the ability to build and maintain strong relationships with clients, coupled with a knack for problem-solving and staying up to date with industry trends, will set a candidate apart from the competition.

    By finding professionals who possess these essential skills, you can ensure that your tech sales team is well-equipped to drive revenue, build long-lasting client relationships, and adapt to the evolving landscape of the industry.

    So, let’s dive in and discover the key skills you should be looking for when recruiting tech sales professionals.

     

    Excellent communication and presentation skills

    A critical skill to look for when recruiting tech sales professionals is excellent communication and presentation skills, as a salesperson’s ability to communicate effectively can make all the difference in closing a deal. A candidate with strong communication skills can articulate the benefits and features of the product or service being sold in a clear and concise manner, making it easier for potential clients to understand.

    When assessing a candidate’s communication and presentation skills, it is important to observe how they interact with others. For example, you could ask them to give a presentation or role-play a sales call scenario.

    Additionally, you could ask for references from previous clients or colleagues to gain insight into their communication skills.

     

    Problem-solving and analytical abilities

    A second essential skill to look for when recruiting tech sales professionals is problem-solving and analytical abilities. In the tech industry, sales professionals often encounter complex problems that require creative solutions. A candidate with strong problem-solving and analytical skills can quickly identify and address issues, helping to build trust with clients and close deals.

    Moreover, a salesperson with analytical abilities can use data and metrics to make informed decisions and track progress. This can help to identify areas for improvement and optimize the sales process over time.

    When assessing a candidate’s problem-solving and analytical abilities, it is important to ask questions that test their ability to think creatively and analyse data. For example, you could ask them to describe a complex problem they faced in a previous role and how they addressed it. Additionally, you could ask them to provide examples of how they have used data to inform their sales strategies.

     

    Sales and negotiation skills

    Sales and negotiation skills are perhaps the most obvious skills to look for when recruiting tech sales professionals. A salesperson’s ability to close deals and negotiate effectively can make all the difference in a highly competitive industry. A candidate with strong sales and negotiation skills can identify the needs and pain points of potential clients and tailor their approach to meet those needs.

    Moreover, a salesperson with excellent negotiation skills can effectively navigate complex deals, overcome objections, and close deals at favourable terms. This can help to build long-lasting client relationships and increase revenue over time.

    When assessing a candidate’s sales and negotiation skills, it is important to observe how they handle objections and negotiate deals. For example, you could ask them to describe a complex deal they closed in the past and how they negotiated the terms. Additionally, you could ask for references from previous clients or colleagues to gain insight into their sales and negotiation skills.

     

    Adaptability and continuous learning

    With the tech industry constantly evolving, sales professionals must be able to adapt to the changing landscape. A candidate with strong adaptability and continuous learning skills can quickly learn new technologies and stay up to date with the latest trends and best practices in the industry.

    Moreover, a salesperson who is committed to continuous learning can improve their skills and knowledge over time, helping to optimize the sales process and drive revenue.

    When assessing a candidate’s adaptability and continuous learning skills, it is important to ask questions that test their willingness to learn and adapt. For example, you could ask them to describe how they stay up to date with the latest trends in the industry. Additionally, you could ask them to provide examples of how they have adapted to changes in the industry in the past.

     

    Whilst finding and hiring top-notch tech sales talent is essential for any business that wants to succeed in the fast-paced and highly competitive tech industry, the process of recruiting, interviewing, and hiring sales professionals can be time-consuming, complex, and costly.

    By working with a specialised tech sales recruitment agency, you can streamline your hiring process, reduce costs, and find the best-fit candidates for your business needs. Look for an agency with industry expertise, a track record of success, and a proven process for recruiting and hiring top sales talent.

    With the right tech sales recruitment agency as your partner, you can stay ahead of the competition, drive revenue growth, and achieve long-term success in the tech industry.

    If you want to learn more about how Strive can support your business in hiring for tech sales roles, please check out our Solutions page or reach out to one of our Business Leaders to arrange a call.

     

  • Eight Positive signs when you’ve just hired a new sales leader for your SaaS company

    Eight Positive signs when you’ve just hired a new sales leader for your SaaS company

    Finding the right person to lead your sales team can be a game-changer.

    When you hire correctly, a Sales Leader should bring their extensive experience and expertise in sales and revenue generation and provide the strategic guidance and leadership your business needs to thrive.

    Hiring correctly, you will bring on board an expert with a deep understanding of sales strategies, revenue optimisation, and market dynamics – and leveraging this knowledge should drive high value impact, with your business gaining a competitive edge and accelerating revenue growth.

    So, what are some indications that you have hired correctly?

    We believe the below are some of the main positive signs that you should be looking for:

     

    Playbooks:

    1.     They have a proven sales playbook, built and documented, ready to adapt to fit your organisation.

    2.     They have a proven management playbook, built and documented, ready to roll out across the GTM organisation.

    Using their experience and ‘fresh’ eyes, a Sales Leader is an expert who can help you create (or upgrade) your process.

    Some key areas you should expect them to improve would be:

    ·       Creating or upgrading your sales playbook.

    ·       Fixing pricing.

    ·       Driving deal sizes up.

    ·       Creating more urgency in the sales process.

    When calculating the potential revenue increase, consider factors such as:

    ·       Increased sales volume

    ·       Higher average deal sizes

    ·       Improved customer retention

    ·       Expansion into new markets.

     

    Hiring:

    1.     They have a proven playbook for hiring great reps, documented and ready to roll out across Talent Attraction.

    2.     They have a list of candidates ready to join the team from previous organisations they’ve lead.

    Allow your Sales Leader to take charge of building our your GTM sales function.

     Using their network, expecting them to hire 1 – 2 strategic sales reps (including the key first on the ground hires), should not be unachievable for them.

    A truly experienced Sales Leader will know that hiring is at 50% of the job.

     

    Team Management:

    5. They take time to assess the current team before making any rash decisions / throwing their weight around (but don’t hesitate to take action).

    6. They quickly identify “SKILL” gaps in the reps and ways to improve / train / coach.

    7. They quickly identify “WILL” gaps in the reps and exit them from the organisation, fast.

    8. They choose to spend their time with their team, in the weeds, working on deals, coaching, in front of customers and moving the needle on revenue.

    Unlike a Founder who is forced to split their time across all areas of the company, a Sales Leader will focus solely on sales and revenue – placing a real focus and drive in this core area of your business.

    They will work on ‘what moves the needle’ in terms of sales and support you in ensuring the whole company has a focus on this.

     

    If you want to learn more about how Strive can support your business in hiring Sales Leaders, please check out our Solutions page or reach out to one of our Business Leaders to arrange a call.

     

     

  • 5 Essential Tips to Stay Safe Online During Cyber Security Awareness Month

    5 Essential Tips to Stay Safe Online During Cyber Security Awareness Month

     

    October is Cyber Security Awareness Month, and in today’s digital age, staying safe online is more important than ever. With cybercrime on the rise and new threats emerging every day, it is essential to equip yourself with the knowledge and tools to protect your personal and financial information.

    In this article, we will share five essential tips to help you stay safe online during Cyber Security Awareness Month. Whether you are a tech-savvy individual or a beginner, these tips are designed to give you the confidence to navigate the digital world securely.

    From creating strong passwords and keeping your software updated to being cautious of phishing attempts and using virtual private networks (VPNs), we will cover everything you need to know to enhance your online security. By implementing these tips, you can minimise the risk of falling prey to cybercriminals and protect yourself from potential data breaches or identity theft.

    Don’t wait until it’s too late. Take proactive steps to stay safe online and ensure your digital well-being.

    Let’s dive in and make this Cyber Security Awareness Month the safest one yet.

     

    Common online security threats

    Before we dive into the tips, let’s briefly discuss some of the common online security threats you may encounter. Understanding these threats will help you better appreciate the importance of staying safe online.

    Malware: Malicious software, commonly known as malware, includes viruses, ransomware, spyware, and adware. These programs can infect your devices and steal your information or cause damage.

    Phishing: Phishing is a form of cyber attack where cybercriminals impersonate legitimate organizations to trick individuals into revealing sensitive information such as passwords, credit card numbers, or social security numbers.

    Identity theft: Identity theft occurs when someone steals your personal information, such as your name, address, social security number, or financial details. This stolen information can be used to commit fraud or other criminal activities.

    Data breaches: A data breach is a security incident where unauthorized individuals gain access to sensitive information held by an organization. This can result in the exposure of personal information, including passwords, email addresses, and credit card details.

    Wi-Fi eavesdropping: When you connect to an unsecured Wi-Fi network, such as those in cafes or airports, your data can be intercepted by cybercriminals who are eavesdropping on the network.

     

    Now that we have an understanding of the threats, let’s explore the five essential tips to stay safe online during Cyber Security Awareness Month.

     

    Top 5 essential tips for staying safe online:

    1. Using strong and unique passwords

    Passwords are your first line of defence against unauthorized access to your online accounts.

    Creating strong and unique passwords is essential to protect your personal and financial information.

    Here are some tips for creating strong passwords:

    – Use a combination of uppercase and lowercase letters, numbers, and special characters.

    – Avoid using common words, personal information, or sequential characters.

    – Use a different password for each online account to prevent a domino effect in case one account is compromised.

    – Consider using a password manager to securely store and generate strong passwords for you.

    Remember, a strong password is only effective if you keep it confidential. Avoid sharing your passwords with others or writing them down where they can be easily found.

     

    2. The importance of two-factor authentication

    Two-factor authentication (2FA) adds an extra layer of security to your online accounts. It requires you to provide two pieces of evidence to verify your identity – typically something you know (such as a password) and something you have (such as a unique code sent to your phone).

    Enabling 2FA on your accounts provides an additional safeguard against unauthorised access. Even if someone manages to obtain your password, they would still need the second factor to gain access.

    Many online services, including email providers, social media platforms, and banking institutions, offer 2FA options. Take advantage of this extra security measure to protect your accounts.

     

    3. Avoiding suspicious emails and phishing scams

    Phishing scams are a common method used by cybercriminals to trick individuals into revealing sensitive information. These scams often involve emails that appear to be from legitimate sources, such as banks or government agencies, requesting your personal information or prompting you to click on malicious links.

    To avoid falling victim to phishing scams, follow these guidelines:

    – Be wary of emails asking for personal information or urgent actions.

    – Verify the legitimacy of the email sender by checking the email address and contacting the organization directly.

    – Avoid clicking on links or downloading attachments from suspicious emails.

    – Hover over links to check their destination before clicking on them.

    – Keep your email spam filters and antivirus software up to date to detect and block phishing attempts.

     

    4. Keeping software and devices up to date

    Software updates often include patches for security vulnerabilities. Keeping your operating systems, applications, and devices up to date is crucial for maintaining a secure online environment.

    Enable automatic updates whenever possible to ensure you receive the latest security patches promptly. Regularly check for updates manually if automatic updates are not available for certain software or devices.

    In addition to software updates, it is essential to keep your antivirus and anti-malware software up to date. These programs help detect and remove malicious software that can compromise your online security.

     

    5. Using secure Wi-Fi networks

    Public Wi-Fi networks are convenient for staying connected on the go, but they can also pose security risks. When you connect to an unsecured Wi-Fi network, cybercriminals can intercept your data and potentially gain access to your online accounts or personal information.

    To protect yourself when using public Wi-Fi networks:

    – Avoid accessing sensitive information, such as online banking or shopping, while connected to public Wi-Fi.

    – Use a virtual private network (VPN) to encrypt your internet traffic and protect your data from eavesdropping.

    – Verify the network’s legitimacy with the establishment providing the Wi-Fi. Stick to trusted networks whenever possible.

     

    If you want to learn more about how Strive can support your business in hiring for Cyber Security roles, please check out our Solutions page or reach out to one of our Business Leaders to arrange a call.

  • Fourteen questions to ask a potential employer

    Fourteen questions to ask a potential employer

     
     

    There are plenty of things to have on your checklist now when it comes to finding a new job.  

    From the role and responsibilities to the salary and benefits, there are various factors to consider when looking for a new role – particularly when you may have more than one offer on the table. 

    We have previously covered Four Tips for doing Due Diligence on a Potential Employer, but today we wanted to delve more into questions to ask during an interview process. 

    Our suggestions are below:  

     

     Company Funding: 

     1. Will the company need to raise additional capital? If so, when? 

      

    Product and Pipeline Generation: 

    2. What pain does the product solve?  

    3. How do you define your ICP? 

    4. How do you define your Total Addressable Market? How big is it? What features are on the roadmap to expand this?  

    5. How many deals have been closed so far?

    6. What percentage of pipeline is expected to be self-sourced and what percentage comes from SDRs / Marketing?   

    7. What kind of technology is in place to support you? What kind of resource is in place to support you in terms of data and operations? 

    8. What are the most used ‘closed-lost’ reasons in the CRM?  

      

    Quota Hitting / Compensation: 

     9. What did the top performer in this (or the most similar) role earn last year? 

     10. What percentage of Reps in this role, attained their quota last Quarter? Last financial year? 

     11. What initiatives are in place to support Reps in obtaining their quota? 

     12. How much has the compensation plan changed year on year?  

     

    Management:  

    13. Why is this role / territory open? If the role is available due to a prior employee departing, why are they no longer in the role? Am I able to speak to them? 

    14. Who will I be reporting to? How long have they been with the company? How much involvement will they have in selling? Am I able to speak to them (assuming it’s not the interviewer)?  

     

    Remember: An interview is always a two-way process. 

    You should use an interview process to ensure that the company is the right fit for you – as well as the employer deciding you are a right fit for them.  

    You should therefore never shy away from asking questions – and it in fact can show the interviewer that you have a natural curiosity and great business acumen (which are key traits for GTM A Players).  

     

    If you are looking for a new position, remember that our current roles can be found on our Careers page and you can register with us, using our Contact form – and if you’re currently interviewing for a new role in a SaaS Sales, be sure to save these questions! 

     

     

  • How to Attract Top Talent in the Cyber Security Industry

    How to Attract Top Talent in the Cyber Security Industry

     

    As technology continues to advance at a rapid pace, so does the need for skilled professionals to protect our digital world. The Cyber Security industry is no exception, facing a shortage of qualified talent to secure sensitive data and mitigate cyber threats.

    With the rise in cyber-attacks and data breaches, companies are actively seeking skilled individuals who possess the knowledge and expertise to safeguard their data and systems. However, attracting top talent in this competitive industry can be a daunting task.

    How can organisations stand out and draw in the best candidates?

    From establishing a strong employer brand to offering competitive compensation packages, we will delve into the key factors that can make a difference. Furthermore, we will discuss the importance of creating a diverse and inclusive work environment, as well as leveraging innovative recruitment techniques to attract top talent.

    With the right strategies in place, organisations can break the barriers and successfully attract top talent in the Cyber Security industry.

    Join us as we uncover the secrets to building a skilled and robust Cyber Security team.

     

    The importance of attracting top talent in the Cyber Security industry

    The importance of attracting top talent in the Cyber Security industry cannot be overstated. With the increasing number of cyber-attacks and data breaches, the demand for skilled Cyber Security professionals has never been higher. An inadequate Cyber Security team can expose an organisation to significant risks, leading to financial losses, reputational damage, and legal liabilities.

    Attracting top talent can help organisations stay ahead of the curve and remain secure in the face of evolving cyber threats. Top talent brings with them valuable skills, experience, and knowledge that can help organisations improve their Cyber Security posture, mitigate risks, and prevent cyber-attacks.

    Moreover, a skilled and robust Cyber Security team can enhance the overall organisational culture, attracting more business and boosting customer confidence. In today’s digital age, where data security is paramount, having a strong Cyber Security team can be a significant competitive advantage.

     

    Challenges in attracting top talent in the Cyber Security industry

    Despite the importance of having a skilled Cyber Security team, attracting top talent in this industry can be challenging. One of the primary challenges is the shortage of qualified professionals. With the increasing demand for Cyber Security professionals, the supply has not kept up, resulting in a talent gap.

    Furthermore, the Cyber Security industry is highly competitive, with many organisations vying for the same pool of candidates. This competition can make it challenging for organisations to stand out and attract top talent.

    Another significant challenge is the lack of diversity in the Cyber Security industry. Women and underrepresented minorities are underrepresented in this field, making up only a small percentage of Cyber Security professionals. This lack of diversity can make it challenging for organisations to attract a diverse pool of candidates and create an inclusive work environment.

     

    Understanding the needs and expectations of top talent in the Cyber Security industry

    To attract top talent in the Cyber Security industry, it is essential to understand their needs and expectations.

    Top talent in this field seeks challenging and meaningful work that allows them to use their skills and expertise to make a difference. They are also looking for opportunities for growth and development, both professionally and personally.

    Moreover, top talent values a positive work-life balance and seeks a supportive and inclusive work environment. They want to work for organisations that prioritize their well-being and recognise their contributions.

    Compensation is also a critical factor, with top talent expecting competitive salaries and benefits packages.

     

    Building an attractive employer brand in the Cyber Security industry

    Building an attractive employer brand is crucial for attracting top talent in the Cyber Security industry.

    An employer brand is the reputation of an organisation as an employer, encompassing its values, culture, and work environment. An attractive employer brand can help organisations stand out in a highly competitive industry, attracting top talent and retaining them.

    To build an attractive employer brand, organisations need to showcase their values, culture, and work environment. They need to communicate their commitment to diversity and inclusion, highlighting their efforts to create a supportive and inclusive workplace. Moreover, organisations need to offer opportunities for growth and development, providing employees with challenging and meaningful work.

    Additionally, organisations need to provide competitive compensation packages, including salaries, benefits, and perks. They need to demonstrate their commitment to their employees’ well-being, offering flexible work arrangements and work-life balance.

     

    Leveraging technology and digital platforms for recruitment in the Cyber Security industry

    Technology and digital platforms can be powerful tools for recruiting top talent in the Cyber Security industry.

    Organisations can use social media platforms, job boards, and online forums to reach a broader pool of candidates. Moreover, organisations can use data analytics and artificial intelligence to streamline their recruitment processes, identifying the most suitable candidates quickly and efficiently.

    Organisations can also leverage video conferencing and virtual reality to conduct remote interviews, enabling them to reach candidates from anywhere in the world. This can be particularly useful for organisations that operate in multiple locations or have a distributed workforce.

     

    Developing a comprehensive recruitment strategy for the Cyber Security industry

    To attract top talent in the Cyber Security industry, organisations need to develop a comprehensive recruitment strategy.

    A recruitment strategy should include a clear job description, a robust candidate sourcing plan, and a streamlined selection process. It should also include an attractive compensation package and opportunities for growth and development.

    Organisations should also focus on building relationships with candidates, creating a positive candidate experience throughout the recruitment process. This can include providing timely feedback, communicating regularly, and providing a supportive and inclusive environment.

     

    Creating a positive candidate experience in the Cyber Security industry

    Creating a positive candidate experience is essential for attracting top talent in the Cyber Security industry.

    A positive candidate experience can help organisations stand out and differentiate themselves from the competition. It can also influence candidates’ decisions to accept job offers and join the organisation.

    To create a positive candidate experience, organisations need to communicate clearly and transparently throughout the recruitment process. They should provide timely feedback, communicate regularly, and offer a supportive and inclusive environment. Moreover, they should offer opportunities for candidates to learn more about the organisation and the role, providing them with a clear understanding of what they can expect.

     

    Retaining top talent in the Cyber Security industry

    Retaining top talent is crucial for ensuring the long-term success of an organisation’s Cyber Security team. Organisations need to provide opportunities for growth and development, challenging and meaningful work, and a supportive and inclusive work environment. They should also offer competitive compensation packages, including salaries, benefits, and perks.

    Moreover, organisations should focus on building relationships with their employees, providing them with opportunities to connect with colleagues and leaders. They should also offer opportunities for employees to provide feedback and contribute to the organization’s success.

     

    Conclusion: Attracting top talent in the Cyber Security industry

    In conclusion, attracting top talent in the Cyber Security industry is essential for organisations to remain secure and competitive in today’s digital age.

    To break the barriers and attract top talent, organisations need to understand the needs and expectations of top talent, build an attractive employer brand, leverage technology and digital platforms, and develop a comprehensive recruitment strategy.

    Moreover, organisations need to create a positive candidate experience, retain top talent, and collaborate with educational institutions and industry associations. With the right strategies in place, organisations can build a skilled and robust Cyber Security team, mitigating risks, and preventing cyber-attacks.

    If you want to learn more about how Strive can support your business in hiring for Cyber Security roles, please check out our Solutions page or reach out to one of our Business Leaders to arrange a call.

     

  • How to win with outbound sales emails – 10 Key Steps for Success

    How to win with outbound sales emails – 10 Key Steps for Success

    Outbound can be a grind right now, with even the most competent outbound sales teams facing challenges in 2023. 

    I’ve gone pretty deep down the outbound email rabbit hole over the last 2 years, in order to figure out what really helps increase my team’s open & response rates. Below are my top ten tips…..

    I hope it helps you & your team win in 2023.

     

    1.   Subject Lines

    Don’t use capitals in your subject lines – and make them short.

     Using this method has achieved up to 85% open rate.

     Here are a few subject lines I used recently that generated meetings with VPs and C Suite Level:

    ·        devops

    ·        hope this scores a point or two (prospect was a squash player)

    ·        you came up in conversation

    ·        women in tech

    ·        rsa follow up

     

     2.      Hyper personalisation is key

    We’ve typically found light humor and relevant sports analogies have worked well. 

    Study the prospect’s:

    ·        LinkedIn activity

    ·        Company news

    ·        Product launches

    ·        New key hires

     And extra points if you can make a smooth transition into your value add.

     

     Examples of email introductions we have done recently which have gained a response:

    ·        Steve – kudos on blowing out your team’s Q2 quota by 200%…

    ·        Laura – caught you guys just hired XXX as CMO. Congrats!

    ·        Anthony – your team’s event popped up on my LinkedIn feed yesterday… 

     

     3.      Cut the waffle

    But DO ensure you add value – and BE CLEAR in how you can solve their problems.

     Remember, C-suite Executives receive on average 100 to 200 emails a day.

    Typically speaking, the more text there is the less chance they will read the email.

    That being said, longer emails (50 – 150+ words), work well IF they are packed with value. That means you include information that connects the prospect or their company to your offer.

    You can afford a longer email IF your email is personalised, direct & intentional in every sentence.

     

    4.      Avoid hyperlinks, videos, spam words and change up your emails regularly (once a month is recommended) to avoid spam filters.

    Getting your first email in their inbox, not junk is paramount.

    You should regularly test your emails with spam filters and perform regular similar deliverability checks to identify and resolve any issues.

     In many cases over, 30% of sales emails will hit junk due to domain reputation, email content, formatting and level of domain engagement.

     You can be the best sales email writer in the world but if your mail hits junk, your prospects will likely never see it let alone respond.

     

     5.      Don’t ask for time in cold outreach.

    Don’t sell the meeting – sell the conversation.

    Confirming interest before asking for the meeting is twice as effective as regular outreach.

     

    6.      ‘Bubble-up’ emails DON’T work.

    Emails that point your prospect in the direction of previous outreach don’t work.

    Example: Hey Chris, just bubbling this up. Did you see my previous note?

     Shorter ‘non-value add’ emails like this are 15 times LESS likely to help you book a meeting.

     

     7.      Add value at EVERY touchpoint.

    If it doesn’t add value, don’t send it.

    A starting point would be to scroll the internet for podcasts, articles and whitepapers relating to solving problems they said they are experiencing or are talking about on LinkedIn. 

     Using this technique, we regularly see 10 to 20% response rates on our cold sales emails – with the industry average being 1% to 5% max.

     

     8.      Ask for interest (not time).

    By using an interest-based Call-To-Action (CTA), you are not asking for the buyer’s time, just their interest.

     An interest CTA sells the conversation, not the meeting.

     Example: “Open to learning more about X?”

     Response rates for highly relevant and interest-based CTAs are typically 5% to 15% higher.

     

     9.      Use P.S. at the end of a sales email

    This will enhance your communication and increase the tone of your email.

     It will:

    ·        Grab your prospect’s attention.

    ·        Help recap or highlight a particular subject.

    ·        Reinforce your CTA.

    ·        Aid with personalisation.

    ·        Spark curiosity and intrigue to read the email. 

     

     10.  KEEP GOING.

    Don’t expect a response after one email.

     An optimal and well thought out multichannel cadence is needed for success with outbound in 2023.

     I had a discovery meeting in June 2023 with a VP Sales that I have been prospecting for 3 years!

     It has taken calls, emails, LinkedIn messages and video. Rome wasn’t built in a day.

     According to various studies, it can take anywhere from 5 to 12 emails to receive a positive response.

     

    If you want to discuss the above further or understand how Strive can support you with your recruitment needs, my diary is always open.

    For more helpful tips, check out our other blogs here or visit our LinkedIn page.