Layoffs suck.
Trust me, I've been there.
Just take a scope of my LinkedIn from the bottom up.
It tells a story, a story full of hurt.
From retail wireless to ADP to tech.
Whether you weren't selected, rejected, let go, or even fired.
We all got mouths to feed and bills to pay.
What are you gonna do when you can't provide?
Well, there's only one thing to do.
Become a Monster.
Without further ado, I present to you
The Ultimate SDR/BDR to AE Hiring Playbook
100% cost-free
Step 1
To be the Role, Act the Role
Know what role you want to aim for.
One of the biggest issues reps tend to have is trying to narrow down what they want next.
Is it another SDR/BDR role?
Account Executive?
Account Manager?
Customer Success?
Although all these titles fall under the revenue umbrella, they're all separate roles and have their own unique responsibilities.
SDR/BDRs are responsible for Top of the Funnel Lead Generation
Account Executives are responsible for closing Net New Logos
Customer Success is responsible for Contract Renewals and Health Checks
Account Managers are responsible for Revenue Expansion, upselling, and cross-selling to your current sold base
Yes, being a rep is a prerequisite for the role but you need to define what you want next and stick to it.
To be in the role, you must start acting the role.
Dive deep, think hard, and trust the process.
If not you're just going in circle 8's.
Step 2
Be Data Driven
Building a Data-Score Dashboard is the most important thing in this journey.
Without it, you're nothing.
You can't track what you don't measure.
When you're data-driven, the good and the bad speak to you.
It's a signal.
"Unfortunately, we will not be moving forward with your application"
"Thank you for your interest but we've decided to go with other candidates we believe better suites the role"
"Thank you for your time"
It's their way of telling saying hey you, yes you, stop.
To fulfill this data-score dashboard, I built out a custom CRM through Airtable.
Slots include Company Name, Company Stage, Current Status, Detailed Notes, and MEDDPICC checkpoints.
Step 3
Rolling Pipeline
Start by casting a wide net.
Yea I get it, we all heard of "spray and pray" but this isn't the reason.
The reason is to get your feet wet and prep for your Tier-A's.
I used Apollo.io to see who was hiring in real time let alone at scale.
The end goal is to kick off a rolling pipeline of job opportunities, regardless if you want to work there or not.
From here, start cold calling the "decision maker" which in this case is their VP of Sales.
What I found worked best was hitting them first with the double tap phone call, if they don't answer leave them a voicemail rerouting to your email, and/or InMail them accordingly.
"Hi {{name}}, my name is {{you}} and we never met but I was hoping you can help. I'm reaching out in regards to the AE role you have available at X, upon reading the JD I believe I'm the candidate you've been looking for.
In case it helps, I'm sending you an email with my resume now. Please let me know what your thoughts are, thanks!"
Upon interviewing, you should be able to start seeing a pattern of what the companies are looking for and focus on the triggers.
Are few triggers I look out for are as followed:
Are they genuine?
Are they here to help?
Do they even care?
Trust me, when you get so specific in what you're looking for next you'd start to see red flags early on and when you can spot the red flags it's a tale sign you should pull out.
Not only does this give you time back but it'll ultimately give them a reason to line-check their process.
I mean c'mon now if they're requiring somebody with X amount of experience for an "entry" level role, why would they even take the call with you in the first place..?
This can be zero to no diversity, a recruiter giving you a bad first impression, or even the hiring manager brushing you off as if you don't even exist.
When I caught this mid-stage, I started to withdraw my applications, and rightfully so.
Step 4
Gatekeepers are your Best Friends
HR Screening is where it starts and boy do they get hammered, every, single, day.
When you chat with HR, treat them as if they're gatekeepers.
Because well, they are.
Start off with an icebreaker.
What I found worked best was taking the empathy approach and it sounds like this:
"Hey {{name}}, before we get started I just wanted to acknowledge and appreciate all the work you're doing.
Given all the layoffs that are currently happening, you really are the magic behind the scenes and I just wanted to let you know that."
I guarantee you that once you say this, you'll more times than not make their day.
So what is a gatekeeper?
Well, if you're a true SDR/BDR you should know exactly what I'm talking about.
Gatekeepers are our "best friends" and the best reps know we talk to them, not through them.
Once you get that off the board, it's game time.
Hit them with MEDDPICC.
Although not all of the acronym is applicable, it's more than enough.
Metrics
What's the reason we're hiring for this role?
What kind of sales methodology are we using?
How many reps are we looking for and why?
What's the timeline to hire?
What happens if we don't hire by that timeframe?
Decision Process
What does the hiring process look like?
Who makes the final decision?
When was the last time someone was successfully placed?
Who else is involved?
Pain
What's the revenue problem here?
Why is it a problem?
Who are we selling to?
What does the ACV and Sales Cycle look like?
What are a few common roadblocks our reps are facing today?
Desired Outcome
What does success look like in this role?
What kind of reps are we looking for?
How much revenue are we expecting to deliver?
Remember, the end goal here is to arm yourself with the pain points collected so that when you do proceed to the next round, you can bring it up and share how and why you'd be the best person for this opportunity.
You must treat every interview just like it's a sales process.
"How you do anything, is how you do everything." -Jim Kwik
Step 5
Finding your Fox
Congratulations, you're halfway there!
A "fox" is also known as your internal champion, they advocate on your behalf.
Now it's time to pull up that trusty busty Sales Nav. and run an automated LinkedIn touch to the AE's through Scrab.in
Scrab.in is an automated profile viewer + custom messaging connection request.
Relay the messaging towards your email and/or voice notes.
"Hi {{name}} - shot you a coffee note, open to chatting..?"
Lucky for me, I was able to catch 3 of the AE's on the phone and one of them said yes.
That's a 33% kill rate!
We connected the next day for a good 15 minutes and gave me insights and what to expect and the best prep for the final rounds.
In return, I shot her a $10 Starbucks gift card.
Remember, the end goal here is to find your internal fox so when you do land the final interview, you can have them deliver one of your deposits on your behalf.
For me, it was a Custom Creative Outreach.
In case you'd like to see the rest, you can download it here:
Step 6
The Hail Mary
Upon getting into the "final round", purposely set the meeting two weeks out in advance.
The reason is so you can start prospecting to their ICP and deliver your results at the end of the interview.
Even if you don't succeed, at least you have something to show that you've tried.
This can be a screenshot of your campaign, sharing your learning experience and etc.
Lucky for me, I'm so good at what I do I was able to book a blog interview request on that same day.
Don't believe me?
Here's the YouTube recording son.
Upon the finishing, wrap it all up in a custom landing page you built through Wix.
Not only can you get personal but this shows tenacity, grit, commitment, and last but not least, hustle.
To take things to the next level, I hired a freelancer through Fiverr to build my own 30/60/90 and that was the icing on the cake.
Without further ado, here's my landing page and 30/60/90 for your view.
Remember, the end goal here is to deliver such an "experience" to your potential hiring manager that it'll leave them in awe and say "damn, this person is the one".
Facts Tells, Stories Sells.
Now go get it Tiger!
Tech Stack needed
INSIGHTS:
Series A - Market Validation
If you're an SDR/BDR whose next step is to become an AE, a Series A SaaS startup is probably your best bet.
If you have some closing experience and/or at least a year of true outbound success, it’s possible you can also make the jump straight to AE.
Series B - Internal Processes, Expanding Market Reach and Hiring Talented Individuals with validated experience
This is where Talent sees Talent do.
Series B and above will require you to have validated prerequisites when it comes to taking a client-facing revenue role.
If you're an SDR/BDR shooting for a Series B as an AE, definitely not impossible but your chances are slim.
Series C - Product Development, Growth, Land & Expand
By the time a SaaS company hits its Series C, they're pretty much successful.
Their main goal now is to invest more in their product development to drive extra revenue, crosssell, and expansion.
If you're an SDR/BDR trying to shoot for an AE role there, best of luck!
So yeah, who am I exactly..?
I'm a Monster in this Sales Development game.
Stay Hard.
Rolling Offers:
Dear Andrew,
I'd like to take this time and truly say thank you.
Thank you, for welcoming me with open arms.
Thank you, for believing in me.
Thank you, for hearing my story and not seeing me the other way.
Instead, you empathized as you too had loved ones who were lost souls.
I've been an AE prior, but not at an early-stage SaaS company.
You gave me that opportunity.
Although we didn't hike the summit as we both projected, working with you was more than I can ever ask for.
Because of this, I'm now able to serve in a client-facing revenue expansion role.
Stay in touch!
Best,
Jax
Involved with non-profits? Head over to www.funraise.org today to accelerate your online giving experience!