Jordana Matsos

Director of Sales

hirequity

hirequity is a Sales-focused hiring practice and Recruitment Agency.  We source Sale Talent and are a consultancy formed to practice ethical hiring practices. 
Our recruiters have "lived" sales experiences to bring your Sales Division talent that other agencies who haven't worked a day in corporate, simply can't!

Grow your business, your vision, your team and your community. 

Accountability, an authentic and consultative, cutting-edge approach to recruitment and hiring. Everyone deserves the opportunity to prove their unique value!

Don't simply transform your work. Transform your hiring.

Founder & Managing Director

Sales Recruit Academy

This is your pathway to launch your Sales Career Success. The Sales Recruit Academy is more than just a program. 
It's a community for people who have ever asked themselves:

+ Why Can’t I get hired?
+ Why aren’t I getting the interviews I want?
+ Why aren’t I getting the callbacks?
+ And why do I get into these jobs only to find that I hate it within the first 30-90 days?

 - Video Series: How Recruiters and Hiring Managers FIND YOU, VET YOU and HIRE YOU
 - The 30 Day Dealbreaker Course
 - Weekly Group Coaching Calls

Watch it for free here: https://www.youtube.com/playlist?list=PLVe2c_3k5ipxW6_FN9fgR3uHWblZq6Ntu

Match and Fable

The Future of Work is Changing. So is Recruitment. 
My job? Enable you to tell your story to companies that are hiring.

Recruiter

Shutterstock

I led a sales/customer success division selling content, media and technology solutions.
-Restructured a newly acquired tech start-up into the sales org into 3 segments to better serve our ideal client, creating competencies and a hiring strategy to attract top talent

-By identifying predictive churn indicators of the top 20% of clients, reduced attrition by 5 %  
- Created a funnel resource plan with marketing to increase the percentage of lead consumption. 
- A workforce reduction plan was created to manage departmental costs and hire in some key geographical areas

Foodee (tech startup) 

I led a sales/customer success division with a 6-month consultancy.
Created a 3-year comprehensive sales/marketing, operational and financial Go-To-Market plan to reach $100 million in ARR for Board approval and funding. 

Online food-tech startup serving office catering from the best local restaurants with quick team & business food delivery and world-class ordering support.

VP of Sales

Pethealth Inc. - a Fairfax Company

I led a multi-national sales/customer success division selling SaaS and insurance solutions.
-Co-led a National Adopter Survey for 2018 that utilized adopter data to create insights into why people adopt and how to reduce euthanasia, while increasing customer experience.
- Built the North American Sales Strategy for software sales and retention

Vice President of Strategy and Sales, North America

Purolator Inc.

I led a multi-national sales team selling retail/e-commerce and healthcare supply chain solutions.
- Recruited to drive complex, enterprise sales individuals to grow revenues and target new client spend. 
 - Responsible for revenues in excess of $200 million.

Senior Manager of Strategy and Sales; Retailers, eCommerce

Cintas

I led a regional sales division selling facility services and uniform services.
Methodology and process-driven management role of a team of divided acquisition and development sales representatives promoting uniforms, healthcare, restaurant and hospitality supplies

Selling into global, regional and national businesses with a team of 9 sales representatives that grew to 14. 
Helped secure $270,000 in new major weekly installments and developed baseline for prospect research.
Increased sales volume by adding $500,000 in new growth only selling underutilized programs

Market Sales Manager

autoTRADER.ca

I led a sales division selling SEO/SEM, digital media, SaaS solutions into the automotive industry.
- Managed a team of 15 sales reps covering the Southern Ontario, revenues exceeded $20 million annually in 2011 from $16 million in 2010.

Selected to work on a high-profile organizational review team (being sold by Yellow Pages to a private equity firm, Apex) tasked with transforming the organization from a people, process and infrastructure perspective in preparation for Yellow Pages Media’s acquisition.

Senior Sales Manager

RGM Group or Rive Gauche Media (Tech Startup)

Startup; Digital and Print Publishing and Advertising: hired to lead the sales and marketing division

Leading with its verticals-Epicurean, Luxury, Style and Travel--RGM Group provides a unique set of resources for its partners to fully maximize their online advertising spends and generate revenue.
-Provides access to more than 197 million unique visitors and 7 billion page views per month across mobile and desktop

Director Of Business Development

#TheSalesRecruiter | 5x Sales Leader 👩‍💼 | $1M💰 Startup Founder -Sales Advisor & Mentor -HR Consultant | Inspiring A New Way of Hiring 🙌 | Do Something Different Today!📱

I help Companies Recruit and Hire Sales Talent in a Competitive Landscape.

Guiding Individuals to "land and expand" their Sales Careers, by unveiling the Insider Strategies of Hiring Managers and Recruiters.

WHY SHOULD I LISTEN TO YOU?
I built successful sales divisions of 50+ employees, entered new markets, hired hundreds of people and grew revenues by $100M+. 

But, my biggest challenge was yet to come.

After years of working with Recruitment Agencies that didn’t deliver on their commitments, I did it myself.
 
We specialize in working with brands and companies that need to scale their Sales Divisions and hire those hard-to-find experts.  

We offer Sales Mentorship through our Community of Sales Pros and our How Recruiters and Hiring Managers FIND YOU, VET YOU and HIRE YOU Bootcamp!

What have I Done?

✔️Hired sales teams that shattered targets as a 5x Sales Leader
✔️Recruited the Director, CP Level and CRO talent that grew profitability
✔️Built the sales divisions requiring specific skills to connect with customers and meet shareholder needs 
✔️Coached and motivated thousands of Salespeople to crush their goals 
✔️Received my HR Degree from McMaster 

Call me The Sales Recruiter!  

Being a Former Corporate Sales Leader in Startups, and Global Organizations means I know enough about your business to make you comfortable, yet still bring innovation to our partnershi

"Hey Jordana, My son needs a job. Can you help him find one?"

So - why is your Mom calling me to help you find a Sales job?

I get a few calls a week from moms trying to help their kids find Sales jobs.

What do they say:
* He / She is motivated
* He / She is a really good kid
* They graduated from school recently and just can't seem to land a job.

Don't get your Mom to call me - or your Dad, or your girlfriend, husband, grandmother, priest, parole officer, teacher...blah, blah.

Call me yourself (or text, email, I don't care).
Tell me about you in your own words.

My Mom says I'm a special girl. 
But none of you have ever gotten a call from her asking you to give me a shot at a job.

Sales is about resilience  - business is about failing and learning. Start as soon as you can.

Don't like my advice? That's ok. Tell your Mom about it.

#advice #recruiters #hiring #sales

Personalized Sales Recruiting by a 5X Sales Leader 🙌 | Hiring Advisor & Mentor 👩🏻‍💼 |🎙️Join the Sales Recruit Academy & JobJord Podcast🫡 for Insider Tips

What is the significance of resilience in sales?

What is the best way to approach recruiters for a sales job?

What are some common reasons recent graduates struggle to find sales jobs?

"You lied to me about this role!"
How many times have you felt like saying that to a Recruiter?

In my career, I can safely say at least 6 times. 

The question is: Did the Recruiter deceive you? OR did their client (the company)?

In this instance that recently happened to me, my client omitted too many important pieces of information about the Sales role.

The meaningful part, if you listen in, is how the Candidates handled it 👏 .

The Candidates simply said - "Ok, I can or am willing to take on this challenge, but not for the money being offered."

Listen to me give you an example and tell me, would you rather walk away or negotiate? 

Did this happen to you? 

Who is at fault?

#interviewlies #recruitertips #saleshiring #hirequity

Don't send this text message or email to someone unless you're trying to be a jerk.

BOSS: "Can you call me when you have a moment?"

Send this to avoid anxiety and be kind to your team.

BOSS: "Can you call me when you have a moment? RE: The contract negotiations for 123 Client. Thanks"

A simple change that will remove the fight/flight response from your team. 

As soon as I get a "Can you see me when you get in" or "Can you call me" text message, my heart rate increases and my brain 🧠 wonders "what did I do?"

Does this happen to anyone else?

#leadership #recruitertips #hradvice #sales #TheSalesRecruiter

What impact does anxiety have on workplace productivity?

What strategies can be used to reduce stress in the workplace?

How can effective communication improve team dynamics?

Ever flown on a private jet? 🛩️
Me either! 

Maybe I could be your next client in this role! 

But, I have an amazing new company I’m working with in #Montreal who wants stellar BD Salespeople to pitch and sell their private aviation solutions. 

1) It’s 5 days a week in office. No remote working here. Bilingual in French/English is an asset but not necessary. You must live in the greater Montreal area. 

2) It’s a base salary of $67k + 10% commissions on GM

3) You do NOT need industry experience (👏🏼) 

4) You need to be comfortable calling C-Level execs and not being fed leads. Be prepared to get your butt kicked a bit in this role, but I know there are a ton of resilient sellers out there! 

So - if you’re looking for a new sales job and just starting out in your career, hit me up. 

- great attitudes
- relentless spirits 
- creative thinkers 

All are welcome…

Are you in?

#sales #hiring #recruiter #hirequity

What is the name of the Montreal-based private aviation company?

How important is creative thinking in this role?

What are the responsibilities of BD Salespeople in this role?

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"You said you would find me a job!" 😡 

If a Recruiter tells you they will "find you a job" - you'd better ask a LOT of questions.

1) Are you paying them to "find you work" (insert legal challenges)?
2) Are you paying them to help you with job search-related activities?
3) How will they "find you a job?"

I had a candidate get very angry with me.
I spoke with him a few weeks ago (he cold-called me asking for help).
I gave him 30 minutes of my time (no charge).

I gave him job search guidance, resume and Linkedin tips and listened patiently to his challenges navigating interviews.

And left that call by saying:

"I have nothing for you now, but things change daily. If we have something suitable, we'll connect." I added that this person should check our open roles weekly for changes.

4 weeks later  - I got this message: "I guess you forgot about me. I guess you forgot about looking for a job for me. You said you would find me a job"

It's a horrible feeling to be looking for work and hitting a wall. 

It's even worse when someone tells you they will do something to help you and they don't.

I speak with roughly 20-40 job seekers who message me out of nowhere each week. NOT candidates that I am headhunting for jobs - people out of work looking for help. 

And I do it happily because I've been there and could be again one day. 
I do it because I am in a position to share knowledge and want to!

But, who is responsible for finding YOU a job? 

The job seeker or the recruiter? 🤔 

#jobhunting #recruitertips #salesjobs #hirequity

What is the job seeker's responsibility in finding a job?

What is the recruiter's role in finding a job for job seekers?

How often should job seekers check open roles?

This is the only number of interviews I needed to hire a Sales Rep.
** Account Executive, Business Development Manager  - I'm talking 3-5 years of experience.

Three. That's 3.

If I made an impulse decision in 1 interview - I was always wrong. I tend to trust too quickly.

If I only did two, I felt like I was either missing a practical component of the interview or I didn't get to know the person well enough.

If I dragged things out to 4 or 5 interviews, I either lost the candidate's interest or another company snapped them up. 
Or the questions and process seemed redundant.

Hiring Managers - my process is explained in this video. 

I believe in a practical component during the interview process. 

A presentation.
Case Study.
Team Collaboration Exercise.

As an example - I am a very effective oral communicator. My written communication is good - and getting better, but not as strong.

If this (written communication) is critical to the role you are hiring for, you should test for that skill.
 
Timeline for these interviews: 2 weeks maximum. Better if you can get it done in 5-8 days. 

Keep in constant communication with the candidate - or ensure your recruiter is too. 

Candidates lose interest when they don't know where they stand!

If you can't get it done in three interviews - download my free guide under my bio on Linkedin.

#interviews #hiring #sales #hirequity #recruitertips

How important is constant communication with the candidate during the hiring process?

How important is a practical component in the interview process?

What are the key skills required for a Sales Rep?

I never let my HR Leader make hiring decisions for me.

Because I wasn't hiring HR Talent, I was hiring Sales Talent. 

There were (and should be) influencers and participants in the hiring process that can share their perspectives on candidates. 

But if your HR Leader decides on the Sales Rep, Sales Leader or Sales Talent that gets offered the role, what will the outcome be?

I've had 3 HR Leaders who have dismissed candidates from the interview process when the Sales Leadership wanted to promote that candidate further in the interview process.

Reason #1: The candidate's psychometric test came back as a less-than-desirable fit and there were no further questions for clarification.

Reason #2: The candidate spoke with passion about their side-hustle, leading the HR Leader to believe there would be conflicting priorities.

Reason #3: The candidate had long-winded answers (according to the HR Leader).
BUT the Sales Leader told the candidate AFTER the interview, they were 'perfect and their top-choice.' THEN  - they were dismissed 🤦‍♀️  

In my view, relinquishing your authority to select your team members allows others to question and influence your leadership decisions across other aspects of your role.

This leaves one question - What are you ultimately responsible for as a Sales Leader if you can't pick your team?

#leadership #saleshiring #hrinfluence #hirequity

How can relinquishing hiring authority affect leadership decisions?

How can HR influence sales hiring decisions?

What is the role of psychometric tests in hiring?

"Who cares - it was only ONE bad interview."

YOU SHOULD CARE - here's why.

Disclaimer: **I swear in the first 5 seconds of this video. 
If you're insulted - keep scrolling.

Treat every interview you care about as though it was your last chance to get that job.

Why?

1) You never know when you're going to cross paths with that hiring manager again. People leave companies and bad impressions have a way of following you.

2) You never know who that hiring manager or hiring team knows. People like to share information (especially bad crap unfortunately) and you don't want your name tarnished.

3) This is my favourite - and it's about YOU! Listen in - it's about your EGO.

How do you shake off a bad interview?
(I used to scream in the car).

#interviewtips #careeradvice #mistakes #recruiter

How can a bad interview affect my career prospects?

This statement shouldn't get you stirred up. It should bring you clarity so you can adjust your search efforts.

In most recruitment scenarios, the client holds sway.
Recruiters get paid by the company to find the most suitable talent for their role.

Think about it: the company is footing the bill, tasking the Recruiter (or Agency) with pinpointing the ideal talent.

Time is of the essence for the Recruiter, driven by the need to secure the perfect match and earn their due.

This is not coaching - Resume, Interviewing, Mindset, Mentoring, Pitch and Profile services are different than Recruiting.

But where does this leave YOU as a candidate?

It means that the Recruiter might not offer the level of support or responsiveness you desire. 

Their primary goal is meeting the client's specifications, leaving little room for individual candidate needs.

So what can you do? 
Here are some of the things I did as a candidate with Recruitment Agencies....

✅ If you see a posting by an agency and want to apply, highlight the correlation to your skills/experience in a DM or email. SPECIFICALLY - don't just say, "I'm an AE, this role is for an AE - I'm a fit!"

Try this: 
"You posted for an AE role in the apparel-tech sector asking for 5 years of BD experience. 
For 6 years, I've prospected into the VP and C-Level of global retailers with an average of $2M in net new business achieved annually. 
Companies like (name them) are business that I've built and implemented in-store Ai solutions for, allowing them to increase their profitability and enhance their customer experience.
If you can give me 5 minutes of your time, I will explain how I (input at least 2 of the 'ask's they have for the role). Can I call you?"

✅ Take an HONEST look at your skills/competencies and experience compared to the posting - do you have what the role is asking for are you wasting your time?

✅ Refer someone to the Recruiter if it's not you. Then let them know you are active in the market and ask for some of their time in the next few days / week.

Whether we like it or not, Recruiters are a gateway to an organization's leadership. They are the frontline responsible for you getting a chance to prove yourself in the role through an interview.

Some abuse this privilege, but most are ethical and want to help you.

Thanks Craig Lund for referring me to the 60 Second Podcast!

#recruiters #TheSalesRecruiter #jobsearch #tips

How do recruiters serve as a gateway to organizational leadership?

What are some strategies for interacting with recruitment agencies effectively?

“One more job change and you’ll be unhireable”

That’s what I heard from an “expert” Recruiter in 2015.

How do recruiters find me? 
Why can’t I get a recruiter callback?
I thought I was qualified. Why didn’t I move to the next round?
Is my resume any good?

If you are searching for a job and you don’t understand how recruiters find you, vet you for a job or hire you, it’s like riding a bike with square wheels. 

Join me as Orlando Haynes 🎙️ and I talk the mistakes, myths and tips surrounding the recruitment industry. 

A few 15 minute resume audit for anyone who attends and wants one! 

Are you in?

#podcast #resumes #TheSalesRecruiter #hiring

Get ready to unlock 🔏 the secrets of the hiring process in the next episode of CareerTALKS Podcast! Join me and my guest Jordana Matsos as we dive deep into the behind the scenes of how managers and recruiters find, vet, and ultimately hire YOU. We'll uncover the strategies and insider tips you need to know. This episode promises to be a game-changer. 

Career Resources! 
🎙️https://apple.co/41ULDRI (Apple Podcast)
🌐https://lnkd.in/gZMbECJm (Website)
🎤https://bit.ly/476leCM (Hire to Speak)
📙https://bit.ly/3ImCskz (Career Planner)
🤝https://bit.ly/3vbC4T7 (Strategic Partnership)

#recruiters #hiringmanagers #hiretalent #staffing #talentacquisition 
#candidateselection #jobseekers #career #careertalks #linkedinlivestream

Mhammed Alouani Alouani, Shannon Havard and 26 other attendees

How Managers & Recruiters! Find, Vet & Hire You! 

Yesterday I was introduced to the most impactful statement on hiring that I've ever read.

It was written by Graham Duncan and called "What's Going on With this Human?"
https://lnkd.in/eyB-4qAy

If you are an HR Leader - you need to spend 10 minutes and read this TODAY 📖 

You should teach your hiring managers this philosophy of 'seeing people for who they are' rather than who you want them to be or who you THINK they are.

The SINGLE most important thing your company will EVER do is hire right.

Yet you spend so little time training hiring managers how to interview.

The blog assesses the big 6 psychometric. tools as well if you're looking for a rundown.

This is time well spent.

I wasn't familiar with ghSMART - but I love the sentiment of hiring for Resourcefulness as the 'meta-competency.'

If nothing else - read this blog HR Leaders and steal the interview questions.

#HRtips #hiring #interviews #Recruiters #hirequity

How can hiring impact a company's success?

Why are effective interviews crucial in the hiring process?

Open article: What's going on here, with this human? - Graham Duncan Blog by grahamduncan.blog • 28 min read

What's going on here, with this human? - Graham Duncan Blog

There is no value in this DM. 

Clean up your act and think about the choices you can make to get yourself a permit. 

What are you willing to do to help yourself in your career? In life in general?
🤦 

#workpermit #careerguidance #immigration

graphical user interface, text, application, chat or text message

“Trust us. We’re the HR department.
You can tell us anything!”

“It’s confidential.”

“We’re here to help you. 

“We’re impartial.”

“We’re here to support everyone in the organization.”

I’ve even heard the argument that “there’s governance so HR is held accountable and MUST act in accordance with the Registered HRP Act.”

I’ve heard all of the statements in my career, but I have a question for you!



#hr #careertips #workplace #recruitertips

What is the role of the HR department in organizations?

How important is confidentiality in HR interactions?

Why is impartiality crucial in HR processes?

Do you trust that your HR Department is there to help you? (And you’re not in the V or C Level). 

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