Rising Star
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Do you prefer Python or R for your analyses?
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Lead conversion, client retention, sales cycle length, etc. - basically anything quantifiable with $$, numbers or %. I follow this formula: compelling verb + job duty + tangible number or specific outcome.
Rising Star
Love a good formula
Quantitative examples- for eg, increased 20% sales in the department in just first three months. Or mention Client Acquisition/ Retention in skills?
Understanding how to run your business, helping evaluate and change/implement methodology, and collaboration between BD, sales cycle roles and post sales roles.
Rising Star
Nice - so stuff beyond just quota attainment
Awards like the President’s Club is something that sticks out for my hiring managers as well as clear definition in whether you are a hunter, farmer, or both. Make it easy for them to see how you can bring value to their organization, not just what you’ve done.
Not always. My role for example is Hybrid. I need to bring new business as well as expand existing accounts
Sales recruiter here 👋🏼 couldn’t agree more with the above advice. Quantitative achievements, growth (in several ways), awards and showing business understanding/driving collaboration are really strong things managers like to see. With that being said, networking proactively/good follow up will be the key to landing the job.
Curious to know this as well.
Rewriting mine and put quota attainment, leadership roles, awards, impact
Emphasize how you won the Cadillac Eldorado, not the steak knives
I’d advise knowing process as well and having sales proficiency. I’m hiring for two senior reps and haven’t come across the level of sales acumen I’d expect. I always ask ‘how do you reach your target?’
A solid, experienced rep (new Biz/hunter) would talk to market mapping, blue printing a prospect, active CRM and pipeline management, growth plans (existing reps/farmers) etc. Know step by step how you plan on adding value over and above culture, collaboration, team work etc
Bump!
Thanks for all these ideas , dusting mine off right now.
The numbers and awards. Start your resume with an awards section so the first thing seen is “presidents club” or “top closer”. Add the details behind your awards (#1 AE in MM segment - X dollars or %). Then give me more around attainment. All the other stuff is icing.
Ha, go with too stats then. #1 in revenue, activations, demos booked, % over quota. Anything that you can quickly highlight to make you look beast and not just another fuck
Revenue growth y/y. Hitting quota doesn’t always mean that you grew the business.
I had a professional prepare my resume, she emphasized on the growth of my sales. (Monthly quotes, year to year, etc…)
Don’t try to DIY in Word. There are fantastic, free resume creation tools that will present beautifully. Be clear, concise and straight forward with your bullet points. Less is more.
Sales leaders are going to want to know a couple things from your resume
1. Can you do the job (quota attainment, bookings, etc.)
2. What are you uniquely going to add to the team. You don’t want someone to plug and play, you want someone who can add value and raise the bar for the entire team.
Client, territory, and overall sales growth as well as growing a team that can sell