Carter Murray’s Post

Sales Leaders - this post is for you! Its 3 reasons for casting your eyes on these 3 Head of Sales/SD vacancies... 1 - Benchmark your salary! 2 - It might transform your life in 2025!! 3 - Helps a veteran recruiter on a cold Monday morning 😀 130K-160K Base + ote*2 - Head of Public Sector – IT Services/Consulting or Data sols – Initially team of 3 130K Base + great equity & average ote – Sales Director- SaaS to Large Enterprises. Team of 5 130K Base +ote £80K -Sales Director – PE backed SaaS vendor who sell to Financial Services, Legal, Accountancy & Property sectors – team of 12 Nice success story – just filled a big CRO role leading a team of 50 for a company selling SaaS & IT services. The person who got the job was recommended to me when I asked the question of someone in the space – ‘Who do you know who might be interested in this role?’ Never underestimate the power of networking and asking for help/advice/referrals! Sales 101…. PS. Please be a legend and comment/like this post or share it with someone you know who that maybe looking to step up in their career! The more people that see this, the faster I can help! #saassalesleaders #saassales #salesrecruitment

Top performers, when highly compensated, will put up with a LOT. Over time, little annoyances that you don't think matter add up.  Things like: That small tweak to the comp plan. Taking just a couple accounts away and giving them to a new rep. A slightly tougher internal deal desk review process. (Another) new manager that’s slightly weaker than the last one. Having to kind of train that new manager. Continual change in their sales tech stack. Layering on just one ‘more’ internal process to follow. Adding another layer between them on the C level. The breaking point for them is VERY quiet.  It’s simply the difference between ignoring that recruiter outreach from that high flying brand name tech company vs. taking the call. Your job, as a sales leader, is to ensure that they don’t take that call. Those little annoyances that you think won’t make a difference may not make a difference. But over time, if there are enough of them, you’ll end up getting burned.  And many times they won’t come to you first to complain. Because for most top performers, complaining simply is not in their nature. Maybe go check in on a few of your top performers today. ✌️ PS we've collected salary, quota attainment, culture, leadership data on 25k+ orgs: https://bit.ly/3xzKHYv

📉 The Cost of a Bad Sales Hire 📉 1. Financial Losses 💸 Salary & Benefits: Paying someone who isn’t performing well. Training Costs: Resources spent on training that don’t yield ROI. Lost Sales Opportunities: Missed deals and revenue due to poor performance. 2. Operational Impact ⚙️ Lower Team Morale: A bad hire can disrupt team dynamics and morale. Increased Turnover: Other employees might leave due to frustration. Wasted Time: Managers spend extra time on supervision and correcting mistakes. 3. Customer Relationships 🤝 Damaged Reputation: Poor sales interactions can hurt the company’s image. Lost Clients: Negative experiences drive clients away, impacting long-term revenue. 🚀 Hire Right the First Time with Sales Recruiters Denver! 🚀 #salesrecruitersdenver #salesteam #hiring #salessuccess #businessgrowth

Can you afford the cost of a bad sales hire? 🔥💰Wasted Salary 🔥💰Onboarding / Training Expenses 🔥💰Lost Sales Opportunities 🔥💰Customer Dissatisfaction & Churn 🔥💰Legal Fees 🔥💰Recruiting/Onboarding Replacements 🔥💰Toxic Behaviors Impacting Team Morale 🔥💰Time Addressing Performance Issues 🔥💰Damage to your Company's Reputation These consequences stick around for the long haul and, depending on how bad they are, might mean spending years trying to bounce back or even shutting down for good. Investing in your sales hiring process doesn’t look so bad now, does it? #SalesHiring #SalesRecruitment #SalesInterview #CompetencyBasedHiring #Sales

Are hiring mistakes costing you money and time? Don't let your sales team suffer from a poor hiring process! Your sales success is too important to leave to chance. Before making your next sales hire, consider this: relying on a one-size-fits-all approach to hiring guarantees a subpar sales team. Some clients have realized that this could be costing them up to seven figures! Find out your real cost with no obligation. https://bit.ly/3AanZrd Our clients have seen their sales teams transformed. Our sales-specific candidate assessment tool is the top choice for identifying the best salespeople and sales managers for the job. With scientifically-backed assessments and predictive validity, we can ensure that only the highest-performing individuals join your team. Bridge the gap between mediocre hires and exceptional performers by utilizing our customizable assessments for all types of sales positions, from territory sales to sales management. Upgrade your sales force today and start building a winning team! #SalesHiring #SalesAssessment #UpgradeYourTeam #SalesSuccess #SalesTeamBuilding #OMGAssessments

We all know how hard it is to replace top sales talent, yet we sometimes must remember to do the little things that make a huge difference. I love Ryan Walsh's comment here: " Your job, as a sales leader, is to ensure they don't take those calls." Or, at least, they feel better about staying once they understand your team and your leadership stand above others. #salesmanagement #salescoaching #team building

This is such a powerful message about retaining top performers! I recently had training on this very topic, and here's what I learned: as sales leaders, we must focus on the human side of things, not just metrics. Rainmakers are more than just high performers—they are the backbone of our revenue, often generating 10 to 20 times more than middle-tier reps. Yet, small annoyances like compensation tweaks or added internal processes can quietly lead them to disengage. According to Harvard Business Review, losing a Rainmaker can cost 6 to 9 times their annual salary when you consider lost sales, recruitment, and training. These top 8% of sales reps drive 80% of revenue, but it’s often the human touches—checking in, removing obstacles, or recognizing their hard work—that keeps them engaged. For me, it’s about more than just numbers—it’s about their well-being. Encouraging them to take time off, offering growth opportunities, or even providing flexible work arrangements can prevent burnout. You are responsible for your team's culture and that culture can keep a high performer around. Let’s ensure we’re focusing not only on performance but also on the factors that keep our top performers motivated and happy.

I call this attrition by a thousand papercuts. Top performers don't usually want to leave, but "small changes" (esp. ones with little to no communication) slowly degrade trust and credibility if not managed right. Just as we need to think before we speak, we need to think before impacting our top performers who make the biggest contributions to the funnel. Do you know your team members well enough to understand how changes will be perceived from their perspective? If you don't, you can bet the rest of the team will - whether it's positive or negative because they often follow their lead. #betteroneonones #recruitproofyourteam #transparentleadership #changemanagement

This post isn't just for sales leaders. It's for leaders. Period. Full stop. As the person in my org responsible for measuring how happy our employees are with their technology, I see lots of 'death by a thousand cuts' responses from people, when asked what's weighing them down (and I don't just hear about the tech issues alone). It's not just the big issues that push folks away into the arms of their next employer. It's the micro-friction (thanks Alyssa Hurd for the term) points that stack up, that are likely the biggest driver. #LeadBetter #EX

Is your sales team not performing up to par? It could be a hiring issue. HR Expert, Libby Sartain's advice: "Don't hire people that suck." Hiring slow and intentionally could be the key to boosting your team's output. #RadioSales #SmartHiring