Recruiting your sales reps
How does Pointer consistently identify the top performers before hiring?
Well, we believe that the one thing all salespeople can sell is their own abilities.
Hiring good candidates comes down to experience - ours not theirs. Pointer only hires sales reps, and we hire a lot. That's how we have become experts at picking future sales leaders.
Hiring good candidates comes down to experience - ours not theirs. Pointer only hires sales reps, and we hire a lot. That's how we have become experts at picking future sales leaders.
The best candidates are the ones looking to learn.
Ambitious sales reps want to work where they will achieve success and career progression.
They want the best on-the-ground training program on the market today.
So ask yourself, does your training and development program stack up with the best out there?
If not, you won't attract top talent.
Pointer's program, however, is the best in class and more than 99% of the market gets.
They want the best on-the-ground training program on the market today.
So ask yourself, does your training and development program stack up with the best out there?
If not, you won't attract top talent.
Pointer's program, however, is the best in class and more than 99% of the market gets.
Pointer's training program increases retention.
When you realise that the average tenure of a sales rep is around a year, with 70% never reaching target in that time - you have to ask yourself -what makes you so different from all the others that can't hold on to top performing reps?
The reality is:
1: Well-performing reps outlast underperforming reps.
2: Professional development is motivating and they can see the benefit in sticking around to complete our course.
3: Having mentors and peer support help reps feel like they have the support of a team to manage the mental challenges of selling.
The reality is:
1: Well-performing reps outlast underperforming reps.
2: Professional development is motivating and they can see the benefit in sticking around to complete our course.
3: Having mentors and peer support help reps feel like they have the support of a team to manage the mental challenges of selling.
The smartest long term strategy is hiring great BDRs now to fill your future AE roles.
SDRs and BDRs promoted to Account Executive roles are 25% more likely to achieve their quota than hiring external AEs.
That's why we believe you should promote internally. It also means you need to be able to upskill internally.
Pointer's final 3-month (of the 12 month) program is focused on your lower to middle funnel - from Discovery to Deal won.
That's why we believe you should promote internally. It also means you need to be able to upskill internally.
Pointer's final 3-month (of the 12 month) program is focused on your lower to middle funnel - from Discovery to Deal won.
Pointer can save you from needing dedicated SDR/BDR management.
How much time does your sales leadership waste ramping new hires?
Without the time investment the rep is more likely to fail
Pointer's training can reduce your management burden allowing you to operate a leaner sales team, or have your Business Develpment leader spend more time doing other activities.
Without the time investment the rep is more likely to fail
Pointer's training can reduce your management burden allowing you to operate a leaner sales team, or have your Business Develpment leader spend more time doing other activities.
Hired, trained, coached and guaranteed.
If our candidate leaves within the first year, we will replace them, and start the new hire on their 1-year training, coaching and performance management journey.
.jpeg)
.jpeg)
.jpeg)
.jpeg)
