Jordan Lawrence’s Post

Here are the 3 biggest mistakes startup CEOs make when hiring their first sales leader: 1. Hiring too early: With just a few customers, it’s unlikely that the GTM model is dialed in. Great sales reps (including hands-on sales leaders) are like machine guns. They rapid-fire bullets to hit exactly what they are aimed at. But at this early stage, you likely haven’t figured out what to aim at yet (proven ideal customer) OR what “bullets” to use (a simple and repeatable message and process). Until you figure those out, you should be doing founder-led sales, where your priority is rapid iteration and customer intimacy, so you learn what is needed. 2. Overhiring for your stage Beware hiring experienced leaders! On paper, they are great. They’ve done it before. They've scaled a company just like yours! They can sell and hire in the reps you’ll need! But beware the first law of bureaucracy: give an ambitious person a job, and they'll make it bigger. As soon as you have a leader, they’ll want a team. Very, very quickly, you’ll be onboarding reps you aren’t ready for. See point #1! 3. Hiring for the wrong business model Do you want a rep who can go enterprise and close million dollar deals? Or one who can build consistent machinery and process to have a large team closing $10k deals? One who can sell to technologists or business people? One who can sell product or services? These are very different skillsets and very different sales leaders. The truth is, with just a few customers, you don’t know your model yet. The odds of making this mistake are super high. TAKEAWAY All three of these errors result in the same thing: Overspending on a sales team. With very few results to show for it. Be careful out there!

How to Set Up a Sales Team from Scratch: Define Your Sales Strategy: Before hiring, have a clear plan for what products or services you'll be selling, who your target market is, and what your revenue goals are. Identify Key Traits: Look for candidates with ambition, perseverance, and confidence as these traits are crucial for thriving in a startup sales environment. Create a Clear Hiring Profile: Focus on candidates with a proven track record in similar startups, especially those who have sold similar products or to similar customers. Invest in Training and Tools: Equip your team with essential tools such as call scripts, email templates, and a good CRM. Incorporate role-playing and call shadowing into your training. Set Clear Expectations and Metrics: Establish Key Performance Indicators (KPIs) that everyone understands, regularly reviewing these to maintain accountability and drive improvements. Compensation Structure: Opt for a hybrid compensation model with both salary and commission to keep motivation levels high among salespeople. Culture of Engagement: Foster a culture of curiosity, persistence, and empathy. Regular feedback and celebrating customer success stories can significantly boost team morale. Communicate Effectively: Maintain open lines of communication through emails and weekly meetings to track opportunities and address any hurdles. Missing these steps can cost companies millions in lost revenue due to poor performance. Dealing with the chaos of a poorly assembled team is challenging when you’re worried about missing sales goals. That’s why gaining confidence in building a robust sales team and mastering the necessary skills is so important. Which strategy appeals to you the most #SalesStrategy #SalesTeam #Hiring #StartupSales #SalesTraining #KPIs #SalesCompensation #TeamCulture #EffectiveCommunication #SalesSuccess #RevenueGrowth #Leadership #SalesGoals What strategies have you found most effective in building a sales team? Share your experiences or tips! Let's learn from each other and boost our sales game together!

We've noticed an increase in VP of Sales opportunities lately. Securing the right sales leader for an early-stage startup is clearly important but for various reasons. 1. Building the Foundation for Growth: They define the sales strategy, target market, and ideal customer profile. A strong VP of Sales can attract and build a high-performing sales team, ensuring the startup can effectively reach its targets. 2. Validating the Market Fit: The VP of Sales plays a vital role in testing the startup's value proposition and product-market fit by interacting with potential customers. 3. Establishing Metrics and Processes: The right sales leader can implement key sales metrics and processes that track performance and measure progress. 4. Securing Early Funding and Building Momentum: Early sales success is crucial for attracting investors and securing funding for further growth. A strong VP of Sales can demonstrate traction and the potential for scalability, making the startup a more attractive investment opportunity. 5. Leading and Motivating the Team: The VP of Sales plays a critical leadership role in building and motivating the sales team. A strong leader creates and fosters a positive sales culture, which is essential for long-term success. Getting this right can make a world of difference in the success of the startup! Looking to secure the ideal sales leader for your team? Let Seaport Search Partners be your guide. With our expertise and dedication, we'll help you identify and recruit the perfect fit for your organization's success. Reach out today to learn more! 🌟 #SalesLeadership #RecruitmentExperts #Seaportsearchpartners

You've closed your round and are about to hiring a head of sales. STOP! Finding a VP of Sales can take time and is not a decision that should be rushed. A recent survey found it can take 12-18 months to hire top VP of Sales talent because despite what you may have to offer, the ‘great ones’ can’t be closed in 30-60 days. Or perhaps you are not ready to budget or assign equity for this position. Another struggle CEO’s face is simply not knowing what you are looking for. Other findings shared a glaring stat that 70% of startup VP of Sales don’t make it to 12 months. Numbers are often set high for a startup and once a VP of Sales comes in, they may find out that these are simply unrealistic and seek an exit. Fractional Sales leadership is a more ideal model when considering the following. -A seasoned Sales Leader who has worked with several startups to establish sales targets, build out processes, hire salespeople, validate ideal clients and target markets, roll up sales to CEO and support investors sales needs -The engagement has a beginning and end and an option to extend. - You will work with @rebelscoutconsulting to decide on a strong cultural and company fit when hiring for full time sales and Sales Leadership positions roles. -Your investors will appreciate you are strategically approaching sales. A VP of sales typically comes with a $200k price tag and equity and statistically will not work. Approaching sales with a fractional sales leader tends to be ideal for all involved. #sales #salesleadership #startups

Have you ever considered the strategic benefits of hiring a fractional sales leader for your startup? In the early stages of growth, the truth is, there might not be enough tasks to justify a full-time sales director. Having a high-caliber executive on your team sounds great, but if they're spending half their time on "busy work," it might not be the best use of resources. That's why a fractional sales leader can be a game-changer for early-stage companies. Here’s why it’s a smart move: 1️⃣ Expertise on Demand: Fractional leaders bring specialized experience scaled to your business’s current stage. They’ve navigated the growth path multiple times, providing proven strategies and insights. 2️⃣ Cost Efficiency: Instead of a hefty full-time salary, you pay only for the hours you need. If your current needs add up to two days a week, that's precisely what you pay for—no more, no less. 3️⃣ Foundation for Future Growth: A fractional sales leader doesn't just fill a gap; they help build and calibrate the foundational processes like playbooks, reports, and dashboards. They also identify the precise role and profile needed for a future full-time sales leader and assist in their hiring and onboarding. Embracing a fractional sales director allows you to leverage expert guidance tailored to your unique needs without the commitment of a full-time position. It's a strategic move that aligns perfectly with the agility required in a startup's early days. Wouldn’t it be valuable to have this kind of flexible expertise guiding your startup’s sales strategy? #SalesStrategy #StartupGrowth #Leadership #BusinessStrategy #FractionalLeadership #CostEfficiency

Fractional sales leadership refers to a business arrangement where a company hires a part-time or temporary sales leader or sales executive to provide leadership and guidance in their sales team or founder. Rather than hiring a full-time sales leader, the company engages a fractional sales leader who works on a contract basis. Fractional sales leaders are experienced professionals who bring their expertise and knowledge to help organizations improve their sales performance and achieve their goals. @rebelscoutconsulting supports early-stage startups who’s founders are leading sales all the way up to companies with $5m ARR and up to 6 sales reps. Fractional sales leaders assume responsibilities such as developing sales strategies, managing sales teams, implementing sales processes, training, and mentoring sales personnel, and driving revenue growth. They provide guidance and support to the existing sales team, ensuring that they are aligned with the company's objectives and best practices. A fractional sales leadership engagement with Rebel Scout Consulting allows businesses to access an experienced sales leader without the long-term commitment and expense associated with a full-time executive. All engagements are customized. #sales #salesleadership #startups

Fractional Sales Leaders are real. I have spoken with company leaders that need help moving their sales efforts from "random opportunities" into a more formal and repeatable process. - Identify clear metrics of lead generation - Onboarding staff and setting proper expectations - Documenting the process along the way If your company isn't ready for a Full Time role, talk with us and think about hiring a fractional sales leader to start the journey. #salesgrowth #salesmentorcollective #ottawasales #startup

"𝗪𝗵𝘆 𝗵𝗶𝗿𝗲 𝗮 𝗳𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 #CRO 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗮 𝗳𝘂𝗹𝗹-𝘁𝗶𝗺𝗲 𝗼𝗻𝗲?" Lots of reasons you should...and shouldn't...go fractional for sales leadership. After holding several fractional roles for the past 4 years, I've learned the following... 𝙁𝙧𝙖𝙘𝙩𝙞𝙤𝙣𝙖𝙡 𝙢𝙖𝙮 𝙗𝙚 𝙖 𝙜𝙤𝙤𝙙 𝙛𝙞𝙩 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝙘𝙤𝙢𝙥𝙖𝙣𝙮 𝙞𝙛... 1. 𝗖𝗼𝘀𝘁 𝗖𝗼𝗻𝘀𝘁𝗿𝗮𝗶𝗻𝘁𝘀: Sales leaders are expensive. If you're still figuring out PMF and ICP, fractional is more cost-effective.     2. 𝗜𝗻𝗶𝘁𝗶𝗮𝗹 𝗦𝘂𝗰𝗰𝗲𝘀𝘀: You need some sales success before handing off to a CRO. Expecting them to "figure it out" is a disaster.     3. 𝗜𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲 𝗜𝗺𝗽𝗮𝗰𝘁: Fractional leaders can dive in quickly, while full-time roles take weeks or months to fill.     4. 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Ideal for plugging gaps, like when a previous leader leaves or there's a skill gap.     5. 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲: Building from scratch needs unique skills. Fractional pros often have these rare talents. 𝙁𝙧𝙖𝙘𝙩𝙞𝙤𝙣𝙖𝙡 𝙞𝙨 𝙖𝙡𝙨𝙤 𝙖 𝙩𝙚𝙧𝙧𝙞𝙗𝙡𝙚 𝙞𝙙𝙚𝙖 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝙘𝙤𝙢𝙥𝙖𝙣𝙮 𝙞𝙛.... 1. 𝗟𝗮𝗿𝗴𝗲/𝗡𝗲𝘄 𝗧𝗲𝗮𝗺𝘀: If you have a new team or more than five people, it's a full-time job. Fractional leaders can't manage that many people or more than 1-2 new hires.     2. 𝗛𝗮𝗿𝗱 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀: Fractional leaders call out issues and hold you accountable. If your team struggles with this, a full-time leader might be better.     3. 𝗔𝘃𝗮𝗶𝗹𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗡𝗲𝗲𝗱𝘀: If you need someone available 9-5 daily, a fractional leader isn't for you. They can't jump on demos at a moment's notice.     4. 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗡𝗲𝗲𝗱𝘀: Some roles require full-time employment for security reasons. In such cases, rules are rules. (Oh - and 𝗬𝗘𝗦 I do have spots for 1-2 more fractional clients this summer. If you know a founder or CEO who deserves some support to hit their EOY goals, send them my way!) #FounderSales #Build #Revenue #startup #fractional #CRO #SalesLeader 👋 Hi! I'm Ashleigh, your go-to for 𝗲𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰, 𝘀𝗰𝗶𝗲𝗻𝗰𝗲-𝗯𝗮𝗰𝗸𝗲𝗱 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 𝘀𝘆𝘀𝘁𝗲𝗺𝘀. 🚀 Over $𝟰𝗕 𝗶𝗻 𝗽𝗶𝗽𝗲𝗹𝗶𝗻𝗲 𝗱𝗿𝗶𝘃𝗲𝗻 for B2B clients since 2021. 💼 Offering 𝗙𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 for Growing Companies & bespoke Sales Coaching for sales pros. 🌟 Join over 𝟭𝟬𝟱 𝗵𝗮𝗽𝗽𝘆 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀 transforming their sales journey! 🔔 If that's interesting- connect with me and ring the bell so you don't miss any posts!

The overwhelming majority of sales teams we encounter rely on a few superstar performers who deliver the lion’s share of results. When those teams get in trouble, sales leaders first ask “Who can we hire?” to fix the problem rather than “What process can we improve?” I spoke to 18 startups in the last 3 weeks who were struggling with Outbound efforts and their conversion metrics. 16/18 asked me, "Akshaya Who can I hire?" Only 2 of them asked, "How can I build a better operating system so my team can hit their goals?" This wasn't surprising to me. Most SaaS companies operate in a superstar culture. What does that look like? 20% of the team driving 80% of the revenue. It works—for a while. But SaaS is evolving. Especially in the SMB sector, where velocity sales are becoming the norm, not the exception. What’s changed? Most revenue now comes after the initial sale: upsells, cross-sells, and renewals. To scale in this new environment, you need: 1. Coordination between pre-sales, sales, and post-sales. 2. Defined processes with clear hand-offs. 3. A team where 100% of the reps contribute meaningfully to growth. Superstar culture is at odds with this. Why? Because superstars rely on instinct, not systems. They operate on intuition gained over decades. And while they deliver results, the model is: - Expensive. - Inconsistent. - Unscalable. Founders often see this early: They close most of the deals themselves, hire their first salespeople, and expect them to replicate that same success. It rarely happens. The result? High churn among sales hires, constant firefighting, and unstable growth. Instead of fixing processes, companies try to hire more superstars. But that doesn’t work anymore. If 20% of your team is carrying 80% of the load, you’re already behind. It’s time to build a scalable Operating System.

These are 5 qualities every sales leader at a pre-IPO tech company should have 👏 Building sales teams at pre-IPO tech companies is hard. I know and after building sales teams at 8 startups, these are the 5 qualities I figured out that all high performing sales leaders should have. Hire for these. 1️⃣ NO FEAR OF FAILURE Sales leaders have to be willing to fail. We don't know what's around the next corner. We must take our best shot and learn from what doesn't work. Every leader at a startup is not only comfortable with that notion, but they embrace it. We never lose, we win or we learn. 2️⃣ DATA DRIVEN Obvious right? Yeah, but I know not all of your leaders are really data driven. Every leader at a startup is adept at assessing information and turning information into action. Many of them are spreadsheet jockeys. 3️⃣ MISSION ORIENTED Every leader at a startup has created a clear vision for what they want to achieve. Usually at startups, we're moving so fast that the CEO isn't going to do this. Sales Leaders must create it for your team. What is your team mission and does your team know it? 4️⃣ HIGH PERSEVERANCE The thought of not always progressing towards their goals is more painful than giving up. Armed with this desire, they are unstoppable. Every day is hard at a startup...Having perseverance keeps us moving forward daily. 5️⃣ STRONG COMMUNICATOR Again, obvious. Without good communication skills, it's impossible to paint the vision for others. Have you created really clear expectations for your team....in writing? Great leaders communicate their mission, vision and expectations in no uncertain terms. 💡Learning Lesson: If you focus on hiring sales leaders at your startup that have these 5 qualities, you'll be well on your way to building a high performing sales team. What do you think? What qualities are missing? If you found this post helpful - here's something else that can help you. Figure out if your new Head of Sales is going to work out or not with my free guide: https://lnkd.in/gtUG5-Qa