Scale With Strive

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  • The Value of ‘Treating Sales as a Science’

    The Value of ‘Treating Sales as a Science’

    Is selling an Art or a Science?

    Recently, on our Scale with Strive Podcast, we spoke with Mike Avery, VP of Sales at one of the most exciting scale up vendors in the market right now, LinearB.

     During the podcast, a large focus of the conversation was around the importance of treating Sales as a Science.


    But why and how should you do this? 

    Let’s Dive In!

     

    Firstly, you need to clearly define your Metrics

    It’s of course common to track core metrics in any business, but have you clearly defined and documented what each metric actually means? 

    For example:

    Initial Discovery Meeting: Define exactly what this means and have a qualification criterion that’s consistent and audited.

    Opportunities: When measuring how many of those convert into opportunities, ensure you track how many of those are qualified with the right persona and organisation.

    Pipeline: How many of these opportunities then move through your pipeline – understanding at what percentage they are converting, broken up by the defined segments in your market.

    Using the above data, understand where your deals spend most of their time.


    Keep the Core Foundations Stable

     As Mike advised:

     “A big thing that I think we’ve done well…. whilst everyone iterates and changes their sales process, by keeping some of these foundational pieces stable over years…. I can’t stress how important that is because you have a long band of data to measure it again.”

    Too often, businesses are too quick to change some of their core methodologies, meaning that when they review their data points, they are not able to compare data accurately, as ultimately a year ago, that data point was defined as something different. 

    Whilst it is important to keep improving and looking to refine your methods, messaging and tactics, it is important to keep some data very consistent for a long period of time so you can catch very quickly when things are off.

    If you’re always changing some of these foundations, you are going to struggle to know whether there has been a change in the market and behaviour, whether it was because you changed your process.

    Example from Mike: 

    “We look at meetings held and track conversion to an opportunity. If that conversion dips, we’ve got three to four years of consistent and accurate data to say if it moves in the wrong direction, we know that something is going wrong, that something is changing.”


    So, now, you can accurately track your Data and Performance

    And understand, quickly, if something is going wrong.


    This Data will help you understand where to focus your attention – both from a process and coaching perspective

    Using your different data points, you can now prioritise the data to understand where things are breaking down (or could in the future), to understand where you need to focus your attention to improve the process.

    This data will highlight:
    •    If certain market segments are struggling.
    •    If certain sections of the process aren’t converting. 
    •    If a certain teams / individuals are under-performing.  


    And it will also help you ensure you don’t over-react to an Issue

    “This is a problem for some organisations. They see something go wrong and they over-correct. Sometimes you’re throwing out the things that did work in in search of trying to fix a problem that wasn’t entirely clear to you.”

    Example from Mike:

    During COVID, they saw their win rates dip about 6% one quarter (FYI, their win rates are about 2.5 times what most organisations accept as good / acceptable).

    By using the data and breaking it down, they were able to see what segment of the market this dip had occurred in, and see that other segments were still performing as expected. 

    As they had 8 – 10 Quarters worth of data to look at, they could see it was an anomaly for one Quarter (and ultimately, they did bounce right back up the next Quarter), ensuring they didn’t overreact and make unnecessary changes.


    It will show that you know the Business

    “When you think about your personal credibility with the Board and your Executive Leadership Team, you should know this stuff on point, off the top of your head – it should be second nature to you.”

    Use your data to run your business – 
    •    You should never be faking / guessing answers to data related questions.
    •    You shouldn’t be having to ‘ask someone in Ops’.
    •    And you shouldn’t be answering questions where you can’t clearly give data to back up what you are saying.

    No CRO or VP of Sales can tell you that every piece of their organisation is perfect – but what you should have is a data backed answer, that’s going to support the explanation you’re giving.

    Whilst you don’t need to memorise 100 different metrics, ultimately you should know your key metrics well, as if you don’t then you are probably not managing / thinking that way – ensure you are in the weeds enough to know the intricacies of your business to solve problems.

     “What’s important for me is that I don’t have all these things in my head because I need to be ready to answer to the Board or to the Executive Team. It’s because this is how I actually run the organisation.”


    And it will help you ‘Paint the Story’ of what is happening in the Business and the Market

    The ‘gut instinct’ of a good CRO / VP of Sales shouldn’t be underestimated – but the true power is when it’s combined with accurate data and first-hand knowledge.

    To ‘paint your story’ you can now use:
    •    Your data points.
    •    A clear background, based on your first-hand knowledge. 
    •    Narrative that is consistent with accepted knowledge and industry behaviours.

     When these all match up and tell a clear, articulated and concise story:

    It makes sense.

     It’s backed with clear data.


    Want to know more?     💡

      

  • Accelerating Growth: How a Tech Sales Recruitment Agency Can Drive Revenue and Expand Your Market Reach

    Accelerating Growth: How a Tech Sales Recruitment Agency Can Drive Revenue and Expand Your Market Reach

     

    Are you a tech company looking to scale rapidly and drive revenue?

    If so, then you know that building a high-performing sales team is crucial.

     

    However, recruiting top-notch sales professionals in the highly competitive tech industry can be a daunting task. This is where a specialised tech sales recruitment agency can play a pivotal role in accelerating your growth.

    A tech sales recruitment agency understands the unique challenges and requirements of hiring sales professionals in the tech sector. They have a deep pool of experienced candidates and access to a network of talented individuals who may not be actively looking for new opportunities. By partnering with a tech sales recruitment agency, you can tap into this talent pool and find the perfect candidates to fuel your growth.

    But it doesn’t stop there.

    A tech sales recruitment agency goes beyond just finding the right candidates – they also align their recruitment strategies with your business goals and market reach. They understand your company culture, product offerings, and target audience, enabling them to identify sales professionals who are not only skilled but also a perfect fit for your organisation. With their expertise, they can help you build a high-performing sales team, drive revenue, and expand your market reach in the tech industry.

     

    Don’t let recruitment challenges hold back your growth.

    Partner with a tech sales recruitment agency and accelerate your path to success.

     

    The importance of hiring the right sales talent

    In the fast-paced world of tech sales, having the right sales talent is key to success. Sales professionals who understand the intricacies of the tech industry and can effectively communicate the value of your product or service are essential. They not only drive revenue but also help build strong customer relationships and expand your market reach.

    However, finding and hiring these top-notch sales professionals is easier said than done. The tech industry is known for its fierce competition, with companies vying for the same pool of talented individuals. Without the right recruitment strategies and access to a wide network of candidates, it can be challenging to attract the best talent to your organisation.

     

    Challenges in tech sales recruitment

    Tech sales recruitment comes with its own set of unique challenges.

    One of the main challenges is the scarcity of skilled sales professionals in the tech industry. With the rapid growth of the tech sector, the demand for experienced salespeople has skyrocketed. This has created a highly competitive market where companies are constantly fighting for the attention of top sales talent.

    Additionally, the tech industry is constantly evolving, with new products and technologies emerging at a rapid pace. This makes it essential for sales professionals to stay updated and adaptable. Finding individuals who not only possess the necessary technical knowledge but also have the ability to quickly learn and adapt to new technologies can be a difficult task.

     

    Benefits of partnering with a tech sales recruitment agency

    Partnering with a tech sales recruitment agency can provide numerous benefits for your company. These agencies specialise in recruiting sales professionals specifically for the tech industry, giving them a deep understanding of the unique challenges and requirements of the sector.

    One of the key benefits of working with a tech sales recruitment agency is their access to a vast network of talented individuals. They have established relationships with experienced sales professionals who may not be actively searching for new opportunities. This allows them to tap into a hidden talent pool that may not be accessible through traditional recruitment methods.

    Moreover, a tech sales recruitment agency takes the time to understand your company culture, product offerings, and target audience. This enables them to identify sales professionals who not only have the necessary skills and experience but also align with your organisation’s values and goals. By finding candidates who are a perfect fit for your company, they increase the chances of building a high-performing sales team that can drive revenue and expand your market reach.

     

    How a tech sales recruitment agency can drive revenue

    A tech sales recruitment agency goes beyond just finding the right candidates. They understand the importance of aligning their recruitment strategies with your business goals to drive revenue. By thoroughly understanding your product or service, target audience, and competitive landscape, they can identify sales professionals who have the expertise and knowledge to effectively sell your offerings.

    These agencies also have access to market insights and data that can help you make informed decisions regarding your sales strategy. They can provide valuable feedback on market trends, customer preferences, and competitive positioning, allowing you to fine-tune your sales approach and maximise revenue generation.

    Furthermore, tech sales recruitment agencies often have experience in implementing sales enablement programs. These programs focus on equipping sales professionals with the necessary tools, resources, and training to excel in their roles. By investing in sales enablement, you can ensure that your sales team is well-equipped to drive revenue and meet your growth targets.

     

    Expanding market reach through a tech sales recruitment agency

    Expanding your market reach is crucial for sustained growth in the tech industry. A tech sales recruitment agency can help you achieve this by identifying sales professionals who have experience and expertise in specific markets or industries.

    These agencies understand the importance of market segmentation and can help you identify untapped opportunities. By leveraging their knowledge and network, they can connect you with sales professionals who have a deep understanding of specific markets and can effectively penetrate them.

    Additionally, tech sales recruitment agencies often have a global reach, allowing you to expand your market reach beyond your local region. They can help you find sales professionals who are familiar with international markets and can navigate the complexities of selling in different countries or regions.

     

    Key factors to consider when choosing a tech sales recruitment agency

    When choosing a tech sales recruitment agency, it’s important to consider several key factors.

    Firstly, look for agencies that specialise in the tech industry. These agencies have a better understanding of the unique challenges and requirements of tech sales recruitment.

    Secondly, consider the agency’s track record and success rate. Look for testimonials or case studies from companies that have partnered with the agency in the past. This will give you an idea of their expertise and ability to deliver results.

    Thirdly, consider the agency’s network and reach. A wider network means access to a larger pool of talented candidates, increasing the chances of finding the perfect fit for your organisation.

    Lastly, consider the agency’s approach to recruitment. Look for agencies that take the time to understand your business and align their strategies with your goals. Effective communication and collaboration are key to a successful partnership.

     

    Common misconceptions about tech sales recruitment agencies

    There are several common misconceptions about tech sales recruitment agencies that need to be dispelled.

    One misconception is that these agencies only focus on filling immediate vacancies. In reality, they can also help you build a pipeline of potential candidates for future roles, ensuring a continuous supply of talent as your company grows.

    Another misconception is that working with a tech sales recruitment agency is expensive. While there are costs associated with hiring an agency, the benefits they provide often outweigh the investment. By finding the right sales professionals who can drive revenue and expand your market reach, the return on investment can be substantial.

     

    Recruiting top-notch sales professionals in the highly competitive tech industry can be a daunting task.

    However, partnering with a tech sales recruitment agency can provide numerous benefits for your company. From accessing a vast network of talented individuals to aligning recruitment strategies with your business goals, these agencies can help you build a high-performing sales team, drive revenue, and expand your market reach.

     

     

    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.

     

     

  • 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.

  • The Fractional Chief Revenue Officer Role: The Hidden Secret to Maximising Sales and Revenue?

    The Fractional Chief Revenue Officer Role: The Hidden Secret to Maximising Sales and Revenue?

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

    But sometimes hiring a permanent CRO is not attainable or desirable at this point in your company’s journey – due to budget, time or market constraints.

    That’s where a Fractional (Contract) Chief Revenue Officer (CRO) could come in.

    Often overlooked, the Fractional CRO role can be the hidden secret to unlocking your company’s sales potential, at a point in your journey where you do not seek a permanent hire.

    With their extensive experience and expertise in sales and revenue generation, they can provide the strategic guidance and leadership your business needs to thrive – with the flexibility on the length they are contracted for, meaning they can be a short-term, high-impact hire.

     

    When should a business consider hiring a Fractional CRO?

    You are not ready for a Permanent Hire: Ultimately, this is the main reason a company would typically choose Fractional over Permanent – business readiness.

    This could present itself in a number of ways including:

    §  Financials – no budget for a permanent hire.

    §  Workload – no identified long-term workload.

    §  Business ‘immaturity’ – a lack of clear structure / knowledge about how the business would fully utilise a permanent CRO hire.

    If your business is not yet ready or able for such a key permanent hire, choosing a Fractional option can bring some of the desired benefits without the same risk levels as a permanent option.

    Optimising Product Market Fit: We typically see businesses hiring a Fractional CRO at the point they are optimising their product market fit and getting ready to start scaling their company.

    A Fractional CRO can help you at this crucial time and support also in structuring and building your outbound sales team. When launching your new product, they can develop targeted sales strategies, identify the ideal customer profile, and ensure a successful market entry.

    Revenue Plateau: If your company is struggling to achieve consistent revenue growth, you might require an expert for the short-term to help you identify the root causes and develop strategies to overcome this stagnation.

    A Fractional CRO can analyse the sales process, identify bottlenecks, and implement improvements to drive better results.

    Expanding into new Territories: We all know that selling a product, for example, in the US versus Germany, requires different approaches and techniques. We know to never assume what works in one territory, will automatically work in another.

    We have seen Fractional CROs utilised successfully when a company is looking to expand into a new territory where they perhaps have limited experience of dealing in previously – or a lack of internal resource to place on such an important project.

    Hiring someone experienced in this territory, for a short-term period, can ensure a successful set-up, launch, and process from the outset, to see an ROI quicker – and burn through less cash in the process.

     

    Benefits of hiring a Fractional CRO

    A main driver for hiring a Fractional CRO, as opposed to a permanent hire, is of course flexibility.

    Unlike a permanent hire, hiring in this way offers flexibility in terms of engagement duration and scope, allowing your company to access top-tier talent without committing to long-term contracts.

    Other benefits you should expect to see are:

    Expertise and Experience: A Fractional CRO will join your company with a wealth of expertise and experience to bring to the table. If you hire correctly, you will bring on board an expert with a deep understanding of sales strategies, revenue optimisation, and market dynamics.

    Leveraging this knowledge in the short term could drive high value impact, with your business gaining a competitive edge and accelerating revenue growth.

    Fresh Perspective: Using this experience, means a Fractional CRO will provide a fresh perspective on sales and revenue generation. They bring an outsider’s view, which can uncover hidden opportunities and identify areas for improvement that may have been overlooked internally.

    Focus: Unlike a Founder who is forced to split their time across all areas of the company, a Fractional CRO 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.

    Ultimately, they will focus on the core of what will help you hit your plan.

    Process: Using their experience and ‘fresh’ eyes, a Fractional CRO 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.

    Which, if done successfully, could increase sales by up to 30%.

    Tech Stacks and Automation: As part of this process review and upgrade, a company should also expect a Fractional CRO to be able to complete a complete tech stack review, making improvements to ensure this is a scalable and integrated eco-system, which allows for automation of key tasks to continually drive efficiencies and optimise your Customer Acquisition Cost (CAC).

         Hiring: A time-consuming but key process for growth.

    Allow your Fractional CRO 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 CRO, will know that hiring is at 50% of the job.

    Should you require, you should also expect them to be able to offer some support in terms of hiring a Permanent CRO.

     

    The cost of hiring a Fractional CRO compared to the potential Revenue Increase

    Hiring a Fractional CRO can be a cost-effective solution for businesses, as instead of investing in a full-time permanent CRO, businesses can leverage expertise, whilst eliminating the costs associated with hiring, training, and retaining a full-time employee.

    Whilst of course hiring a CRO involves costs, the potential revenue increase they can generate often far outweighs the investment, so it is essential to consider the potential ROI when evaluating the cost of hire.

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

    §  Increased sales volume

    §  Higher average deal sizes

    §  Improved customer retention

    §  Expansion into new markets.

    Also, do not forget to assess the long-term impact of a Fractional CRO’s strategies, as their contributions may continue to generate revenue growth even after their engagement concludes.

     

    Our Final Thoughts

    A Fractional CRO should be seen as a different hire to that of their permanent counterparts.

    Warning: Do not engage a Fractional CRO, as a ‘try before you buy,’ temp-to-perm option!

    Typically, such a seasoned professional has chosen the Fractional route for a reason. They relish the challenge of joining a business for the short-term, rolling up their sleeves to fire fight, problem solve and leave the business in a better place in the short-term period they are there.

    If you utilise a Fractional CRO to their full potential and set clear aims at the point of contracting, then they really can be the hidden secret to maximising sales and revenue for your company.

     

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