Stefan Conic

It takes 60-90 days to hire a sales rep. How do you minimize the pipeline NOT generated by the SDR from the moment you decide to hire?

So you made the decision to hire your first SDRs. You need more meetings. You're expanding the team. You’re opening up new markets. 

From the moment you made the decision to hire - a meter started running.

It's counting the revenue you're not making from those sales reps.

Yes. It's a cost you have to incur.

But!

There's a big difference:

60 days hiring process
90 day ramp up time
ACV: 50K
Meeting quota: 10
Total: 5 months x 10 meetings x 50k pipeline = $2,500,000 not generated pipeline

VS

20 days hiring process
30 day ramp up time
ACV: 50K
Meeting quota: 10
Total: 1.8 months x 10 meetings x 50k pipeline = $900,000 not generated pipeline

If you cut your hiring time, you increase the amount of money you make. In this case you just made $1,6M back.
 
And I'm not including here a situation where you made the wrong hire altogether. In that case the 150 day nightmare starts all over.

So how do you make sure you're always in the Scenario #2?

This is where we jump in.

SDR Hire gives you access to premium SDR talent. Our brand attracts the world’s best SDR talent to work with us. 

And then we hand pick them for you and staff them to your account.

You can expect 3-5 interviews booked on your calendar, with vetted, trained and skilled SDRs in just 2-4 days.

The average hiring process lasts for 20 days.

Once hired your new SDRs will start generating meetings almost immediately due to their experience, cutting your ramp time by at least 30 days. (One of our reps just recently got staffed with an account - after initial product onboarding they booked 5 qualified meetings in their first week, the client was used to having as many meetings in a month’s time).

The SDRs will be managed as a part of your team just without the cost of taxes, benefits, office space.

But they’ll have daily and weekly support by our tenured SDR management team (avg experience 3-5 years).

Your new SDRs will leverage cold calls, cold emails, LinkedIn outreach to get meetings on your calendars.

Still not sure? - DM me "Outsourced SDRs" and let's have a chat.

Host and Founder

United Security, Inc. (USI)

Talent Acquisition Lead

Regional Recruiter

ForAllSecure

- Conducted high-volume outbound prospecting & outreach with an average 50 calls and 15 personalized emails/day
- Focused on ICP persona within assigned territory, resulting in adding an average 125 new leads per week within CRM
- Remained updated with trends within the tech industry that were relevant to our cyber-security product

Sales Development Representative

TrainYo 🏳️‍🌈

Enrolled in 8-week bootcamp aimed towards focusing on the main components of becoming an SDR. Gaining insights into:
-Multiple outreach methods e.g cold calling/emailing/video prospecting
-Objection Handling
-Sales Psychology
-Tech Tools

Allied Bank Limited

-Catering to Talent Acquisition needs for 12,000+ employee base, identifying high quality resources for various positions across commercial, corporate and investment banking domains
-Overseeing end-to-end recruitment for resources
-Strategy development and implementation to reduce attrition rates for organization
-Ensure compliance with DEI regulations regarding talent acquisition and management

Associate Manager Talent Acquisition and HR Transformation 

-Conducting average 75 daily sourcing and screening interviews via calls
-Screening of CVs, Identifying talent as per requirement and recruiting skilled resources
-Maintaining MIS of candidates, tracked key dates and deadlines. Followed up with leads to explain application process and responded to queries to increase interest towards organization.

Human Resources Recruitment Officer

During a casual coffee chat with my mentor, a by-the-way remark turned my life upside down and led me to resign from a stable well-paying job in Pakistan, to flying halfway across the globe and moving to the United States!

In 2019, fresh out of university, I landed a role as a Talent Acquisition Officer at a leading financial institution in Pakistan. 3+ years of hard-work consisted of sourcing top talent across the country, from fresh graduates to seasoned bankers in the industry. Cold calling, emailing and effective use of strong people skills were some of the takeaways from this role. 

My decision to dive into tech sales arises from my ability to connect, reflect and adapt quickly. I aim to work with an organization that works mindfully and has sustainability as one of its core values; a company that aims to make a positive difference to the world! 

If you'd like to connect and learn about me further, DM right away!

taplio

The Battle

Stefan Conic

Tanya Iqbal Warraich

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