Nooks’ Post

When to hire Junior vs. Senior SDRs ❔ 𝗝𝘂𝗻𝗶𝗼𝗿 𝗿𝗲𝗽𝘀: • They'll spend a longer time in the role • They’re hungry, eager and “moldable clay” [IYKYK] • You can find “Diamonds in the rough” vs. 𝗦𝗲𝗻𝗶𝗼𝗿 𝗿𝗲𝗽𝘀: • Significantly reduced ramp time • Elevated Opportunity for you as a leader • Less Risk Learn more about how Melanie Smith , SDR Leader at Nooks, is thinking about hiring. Full article: https://lnkd.in/gV9hXjDB

Four years ago, I was making $500 a month at my first tech job. I quit. After applying for 6 months, I was hired as an SDR. That SDR gig 20X'd my salary. That SDR role changed my life: - I broke into SaaS. - I learned more than I could imagine. - It's the reason I am where I am today. - I was able to travel the world while working. Here's a tip: If I were to seek an SDR role again, I'd use RepVue to explore salaries and find a company that supports my growth. You can discover these companies here: https://bit.ly/4d6CqdP How has the SDR role shaped your career? #sales #sdr #job #salary

Here are the 5 worst mistakes I see from early-stage Founders & Sales Leaders hiring SDRs... 1. Hiring inexperienced/no-experience reps because they're 'cheap' 2. Hiring before a structured on-boarding and development plan is in place. (I made the mistake of joining a few) 3. Hiring ahead of procuring Sales Engagement, Data Enrichment, and Prospecting tooling 4. Not investing in/hiring the SDR with role-specific coaching/mentorship they need 5. Not putting in place clear performance benchmarks and SLAs to ensure best practices Hiring is hard. But put the foundations in place before you do it. And if you don't know how - hire or contract someone who does. Hire badly and it will cost you a lot of money, time, and pipeline. SDRs - Join a company like this, get sacked in 3 months, and return on the job boards again. Enjoy your Friday! ✌

Today marks the beginning of my SDR job hunt! 🚀 I kicked off by curating a list of 20 potential companies to target, ensuring they align with my three key criteria: - Remote Position - OTE of $70k+ - Offers a REAL solution to a REAL problem! Next on the agenda? Researching each company thoroughly and initiating contact with key decision-makers like VP of Sales, Sales Managers, Hiring Managers, and Recruiters. Excited for this journey ahead! 🌟 #JobHunt #SalesDevelopmentRepresentative #SDR #CareerGoals

Been recruiting a few SDRs for a client recently. I haven't for a while, and It's been eye opening. Many I've interviewed feel stuck. They’ve grafted for 2+ yrs as an SDR. Often with 2-3 vendors. They feel they have earned their stripes to be an AE. But headcounts have tightened Training and development has lapsed Promised promotions have been shelved New SMB reps are being hired above them It's left many at a crossroads. Stay and hope a closing role presents itself? Apply externally but companies want closing exp? Get another BDR gig but may end up in same position? I don't have all the answers to what you should do. But let me tell you this. It might seem a slog now, and an AE role is miles away. But in a few years time, when you're smashing quota. Beating the reps who won’t do their own prospecting. You’ll thank yourself for your extra time as an SDR. Try to look at the bigger picture. Keep going 💪 PS. Hiring SDRs in Sydney or Melb? Hit me up. Working with 2 very high-performers looking for their next gig. #salesdevelopment #gotomarket #saasrecruitment

It's interesting how more and more companies seem to be hiring SDRs again. What's the toughest part of hiring SDRs in today's job market? Maybe it's the hefty investment of resources needed to sift through a mountain of applications, screen, interview, and evaluate candidates. If you're knee-deep in the SDR hiring process, I'm curious: What's been your biggest headache lately? Comment below

If you are reaching out to a hiring manager, don’t just send your resume and ask if they have time for a call. Hiring managers and recruiters get hundreds of connection requests and messages when they post about an open role. You need to stand out. The majority of messages are not thoughtful and are likely to get ignored. Before you reach out to a hiring manager, think about: - Asking questions, be genuinely curious - Try speaking with others in the role that you want. What are the biggest challenges their team faces? What are the big opportunities coming up? - Based on your experience and skill set, how can you address the challenges they have or strengthen the team? CoLab has big growth plans over the next year, and my team is looking for SDRs. The role doesn’t require previous SDR experience and I know there’s tons of people in my network with the right transferable skills. Know anyone?

THE RESULTS ARE IN 🥁 Last week, we asked you if you’d hire only experienced SDRS. 38% of you said ‘Yes’, and 46% said ‘No’. And then 15% said ‘Maybe’. There are definitely a lot of benefits in hiring people who are new to sales into the team. Some of them are fresh ideas, new ways of doing things and getting to train people the way you’d like them to call. But there are certain situations where hiring an experienced SDR is necessary. For example, if you’re a new team starting from scratch. You will need someone who’s been there and done it to build their own team and put processes in place. Do you agree? Let us know in the comments 👇

(TL;DR - Tel Aviv, I'm back and ready to lead the next generation of SDR/BDR teams) Being unemployed is awesome. Really! Especially after a decade of continuous work in Israel and Germany. --- July 2024. Layoffs at my last company. I decided to take the summer for myself. Spend more time with my friends, at the beach (!), in the kitchen (!!!). Travel to places I never thought I would. Truly-truly put myself first. But now I’m back. Fired up. Ready to create the next generation of SDRs/BDRs. Share knowledge, experience, encourage creativity, and learn from a team of professionals, that grows and thrives together. Sales Development isn’t what it was 2-5-10 years ago. Goodbye, import and "put in sequence" - there’s so much beyond that now. Prospects are more direct, new reps are sharper and hungrier. And I want to meet them. --- I'm *this* ready to bring fresh energy and push sales development to new heights. Are you hiring? Let’s talk about it! (Pictured: Me last August, still shocked I'm in Taiwan, taking a break from life) #Sales #SalesDevelopment #BusinessDevelopment #TelAviv #Unemployment

I hired a Corrections Officer as an SDR. He was just 3 years away from his pension. (which they receive after 20 years service) What motivated him to quit? 1. Unsociable, unpredictable hours 2. Missing time with his wife and kids 3. Uninspired by his work and coworkers A friend in SaaS sales raved about his job, so he applied to my open SDR position. What he didn’t have: ✖️ Tech skills ✖️ Sales experience ✖️ Industry knowledge What he did have (in spades): ✔️ Purpose ✔️ Curiosity ✔️ Motivation It took him longer than average to ramp, but once it clicked he was unstoppable. 2.5 years later, he now: → Earns 4x his previous salary → WFH with way more flexibility → Spends quality time with wife → Watches his 3 boys grow up → Wakes up excited for work There are two big takeaways here: 1. For hiring managers: Don’t be afraid to hire unconventionally—strong soft skills can make anyone a standout SDR. 2. For everyone: Don’t let fear of failure hold you from a better future—sometimes the biggest risk is staying where you are. Bonus: If this sounds like you, check out the SDR role—it might lead you, like many others, to a richer life. ♻️ Reshare if you think your network should see this.