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Episode 179 · 3 months ago
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Episode 179 · 3 months ago
Friday Fundamentals: Mike Sadler
ABOUT THIS EPISODE
Everybody, it's Sam Jacobs. Happy Friday. Welcome to Friday fundamentals, the short five to ten minute format where we bring you actionable insights to help make a difference in what you do. Today we've got this week's guest back on the show, Mike Sadler. As you know, Mike is the S V P and G M of the America's for similar web and he's gonna be talking to us about his favorite his top recommendations for interview strategy for potential account executives. So it's going to be a great a great piece of information and insight. Now, before we get there, we want to thank our sponsors. We've got two sponsors for the show. The first is outreach. Outreach triples of productivity of sales teams and empowers them to drive predictable and measurable revenue growth by prioritizing right activities and scaling customer engagement with intelligent automation. Outreach makes customer facing teams more effective and improves visibility to what really drives results. Were also brought to you by pavilion, if you haven't taken a look. As of today, lean is announcing four new courses to help your teams navigate the recession.
Selling through an economic downturn, customer success through an economic downturn, marketing through an economic downturn and storytelling through an economic downturn. These classes are all included in your pavilion for teams corporate membership and they're available to individual members at cost, as we say, and if you're not a member then you can't do it, but you should join and sign up. Now let's give it back to Mike. Mike, Welcome back to the show. Thanks, I appreciate it. Our question for you today is this. What's your top strategy for evaluating talent? How do you hire an interview great account executives? How do you do it? It's a it's a great question. It's something I'd say I've I've gotten a lot better at over the last couple of years. I think the key thing for me is realizing that interviewing is a process. I think a lot of companies are very ad hoc. A lot of individuals through ad hoc interviews. You get into a situation where the someone will go through a set of interviews from four people and it's the same thing over and over again. So what I like to do sit down with my team,...
...and I'll credit Josh Allen with this framework, is try to break down a map out what are we really looking for across four quadrants, those quadrants being experience, characteristics, knowledge and skills. So knowledge being things someone they know about the industry that you're selling into or the market or the buyers. Skills being the things you may need from the role. Right. So, for us an account executive, things like discovery, prospecting, outbounding, negotiation, experience being have they have they seen the track record of success? Have they been promoted in this environment? Have they sold with similar ASP, similar, similar size type companies? And then the characteristics, more of those intrinsics, right, the curiosity, the grit, the drive, the competitiveness, intelligence, really working and sitting down with the team looking at the people have been successful in the roles and outlining what are the non negotiables that we need to have and then looking at how do we break down specific questions that tie in and check for those different components and then we'll try to build a scorecard from it. So it's a little bit of that preparation to make sure we know...
...what we're looking for and then the tricky part then is figuring out what are the good questions too to try to answer. And I think people are really good at selling themselves right, especially sales people. So you have to sometimes get a little bit tricky with the types of questions that you're asking to to get to the root of what you're you're trying to understand. One of my favorite questions is actually a series of questions are are compound question that will ask right at the beginning sort of agenda setting to get a sense of one the answers to the questions. But to how good is somebody active listening right and how good are they taking a complex problem and breaking it into smaller component parts? So I might start off an interview and I feel a little odd giving away sort of some of my secret sauce here because I'm educating people on how to interview with me. But, as I mentioned before, right, if they if they're listening to this, then good on them for doing some good preparation. This isn't like the Tim Ferris podcast. So you know we don't have millions of people. That's okay. I guess that some of the sharpest people are listening to this one, right. So the question I might start...
...off with right after sort of addressing time and agenda for the interview, is hey, Sam, I'd love to do a couple of things. I certainly want to answer questions for you, but would love to get just sort of the thirty thousand foot view of of how you arrived where you are and what you're looking for. Um. Would love to to drill into your approach sort of what you consider the key fundamental differences that have separated you from your your peers, and then would like to understand what you're sort of short and long term goals are right what are the things that we can help with? I want to make sure that ultimately, if you're going to come and invest time here, this is a good environment where you can be successful and you're gonna you're gonna stay and invest too. And while each of those three components are are important to mean the answers are important to me, it's equally important whether somebody is able to either write that down and come back and answer all three of those questions or whether they just sort of start rambling into the first one, lose themselves and and never get to questions two and three. I love it. I love it and and what you're looking for is people to repeat it back to you, to break it out, and what the worst thing...
...to do is probably just to start talking and talk for ten minutes and not know where you're going, and you'll see really quickly right, some people will do exactly that. I'll lose themselves, they'll catch themselves, like what was your question right, and you'll see other people say you'll have other people say, write those down and you'll see them with a notepad sort of being prepared to writing it down right, and that to me and of itself. I'm very focused on discovery and qualification and that requires really good active listening skills. So that's usually a good indicator that this person knows how to do that well. I love it, Mike, if folks are out there listening and maybe they're going to be interviewing with you, but maybe they want to interview with you now that they know the secret sauce. What's the best way to get in touch with you? Linkedin is usually the best way. I'm on there quite a lot, so I am happy to take messages and if you've got good people looking for roles. We're certainly hiring, so awesome. And folks want to reach out to me, you can linkedin dot com. Forward, slash the word in, forward, Slash Sam F Jacobs. You can email me, Sam at joined Pavilion Dot Com. Thanks again to our sponsor. Here's...
...outreach and pavilion. Mike. Thanks so much for being our guest on the show this week. Thanks so much. Take Care, you two, and for everybody else, we're going to talk to you next time. Stay safe out there. Oh No, man.
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