Every time I sit down with a company to learn how their sales process works and what kind of sales professionals they are looking for, I hear the same message over and over. “We need a pure hunter to go out there and bring on new business.”It makes sense, a pure hunter: Captures new business,New business brings new dollars,New dollars equates to growth and everyone is happy. This is the formula I hear day-in-and-day-out. But, is new business worth its weight? Does the cost of going after a new client to qualify, present, and close make the most sense?
Our client is a very dynamic yet stable data center consulting firm. They are rapidly changing the way companies view data centers. They have a unique business model and the domain expertise to transform company’s methodologies around data center strategy. This is a very unique environment that offers a huge financial reward. We are looking for an Enterprise Account Executive that has a proven track record of selling Complex Professional Services. This person must find comfort selling at the C Level.
The New and Improved Treeline Inc. Website. Take a look! www.treeline-inc.com. We are happy to introduce the benefits of the new Treeline website. Treeline offers a wide array of new services for both Job Seekers and Hiring Managers. Over a decade ago, we set out to revolutionize the way companies and sales professionals find each other and think you will agree we have taken this concept to new heights.
We recently shared a review of “The Challenger Sale” by Matthew Dixon and Brent Adamson of CEB. The Challenger Sales Model is a framework for solution selling enabled by organizational capabilities and Sales management fundamentals. “The Challenger Sale” outlines three primary attributes of manager excellence as reflected in CEB data, “Selling, Coaching, and Owning”. This blog focuses on the coaching attribute.
Our client is a world leader in digital security, offering solutions as well as support services for government, enterprise and mid-market industries. They are a globally recognized organization and have received multiple awards for best innovation, best enabling technology and best software. This position will be covering the entire east coast with 30% travel. As an individual contributor you will be selling direct as well as building a network of channel partners focusing on software, hardware and authentication services.
While many companies hire based on candidates’ experience, others find raw talent to be a stronger harbinger of success. But, how do you identify and measure “raw talent” during the hiring process? Austin Merritt, the COO of Software Advice–a company that presents reviews and ratings of recruiting and sales software–recently shared how he objectively measures raw talent during his sales team’s hiring process.
Our client is a rapidly growing company that is aggressively cornering an exciting emerging market. This is a cutting edge privately held organization looking to add sales talent to their team. They specialize in business information solutions that support an organization’s crucial business processes.