Posted by Daniel Sullivan on Fri, May 10, 2013 @ 10:00 AM
John Care is currently Managing Director of Mastering Technical Sales, having spent numerous years building world-class Sales Engineering organizations at companies such as Oracle, Sybase, Vantive, Clarify, HP, Business Objects and most recently Vice President and Area Manager of Pre-Sales at CA. MasteringTechnicalSales.com
“Stop! Now!”
As a 22 year-old Chemical Engineer, those were probably the most important words I had ever said in my life. They saved my life. I was working on an oil refinery and was out with a welder to live tap into a water line for a new project. As a raw inexperienced engineer I worked through my safety checklist and as a 25-year veteran of the refinery – the welder did not. The water line turned out to be a mislabeled oxygen line. Five more seconds and we both would have been with the angels.
So yes – I am a big fan of checklists, repeatable solutions and the old adage of “measure twice and cut once.” What does all this have to do with being a Sales Engineer? Well, making mistakes may not cost you your life, but they can cost you our job, your deals or even at the very best, your time. With the increasingly complexity of business, the broadening of portfolios and the heavy demands put upon the SE team there is a high capacity for error. Sometimes perfection is as much about not doing the wrong thing as it is about doing the right thing.
So let’s take a look at the role that mistakes and error prevention play in the everyday life of the Sales Engineer. For the purposes of definition errors are generally the result of either ignorance (not knowing something) or execution (knowing but not doing). What are some of the typical situations in a sales cycle that can benefit from repeatable processes?
1. Discovery
Errors and omissions caught in discovery will prevent untold pain later in the sales cycle. It’s my belief that, up to the point just before customer frustration sets in, every extra minute in discovery can save you five later during a demo or presentation. Very few SE’s will disagree with that – yet we seem to rush through discovery (aided and abetted by both the customer and the salesrep) and up guessing about the customer’s situation. I’m amazed by how many organizations with broad and complex solution sets conduct both discovery and “the big demo” in the same sales call before it “makes the deal go faster”.Or there is no discovery at all and an out-of-the-box demo is shown.
The solution – a simple Key Business Issues worksheet embedded into your sales process. If you don’t know why the customer is really talking to you (the pain – as many systems call it) and what it is worth to them to get it fixed (the gain) I’d say you are clueless and have a greater than 50% chance of missing the mark in your call.
2. The Web Demo/Presentation
Many of my mid to large clients across the world now report that up to 50% of their calls are now conducted virtually. Yet there is less planning that goes into a virtual call than a physical one. We have all sat in, or even ran, a virtual call where the technology and/or the product failed us. Does your organization have a checklist for the pre-demo set-up?
There are about 12 essential and simple steps you should be performing before every webcast – up to and including a Plan “B” if the connection fails.
3. The Physical Demo/Presentation
A “pre-launch” checklist is essential for a successful demo. So many things can now fail –all the way from the cloud/SaaS through the internet connection to the software and ultimately the laptop device and projectors. I’m not talking about the one in a million flukes, but the simple stuff like not spinning up a VM, failing to cache or log-on beforehand, forgetting to reload and update sample test data or even not having an external internet connection. (Work with any federal/state government anywhere in the world and I guarantee you will hit that problem).
I used to insist that all my junior SE’s had a checklist they ran through to prepare their demos – not a script – as I hate demo scripts – but a simple “have you done this” or READ DO list. I watched it save multiple young SE’s – and burn multiple senior SE’s who thought they knew it all and promptly forgot something really basic. There is prize or award given to SE’s for running a demo without a safety net, the only prizes are the deals and commission checks at the successful conclusion of an opportunity.
4. The Install or Proof-Of-Concept
If there was ever a place in the sales cycle for process and procedure – it is when you actually have to install your software/hardware onsite, or run a proof-of-concept with a customer (hosted or not). As a presales VP I used to insist on a completed install checklist or site survey before we’d go onsite. Did I always get one? Not always – but when there was a measurable 15% increase in win rate between the with/without surveycases it always provided a ready answer to the rep who said “John – make sure your team brings their A game” and then became a roadblock to getting the proper preparation completed.
In a single product/service environment a checklist is a savior, when the complexity increases by introducing partners, professional services personnel or multiple solution sets from your own company – it’s worth it’s weight in gold. Most customers really appreciate the thought that goes into such a list as long as it is not too burdensome. The resistance always seems to come from certain sales and presales personnel within your own company. Strange.
In Summary
Every professional SE team should have a series of checklists and standard documents built into their sales methodology. It doesn’t matter if it is formal or informal as just the discipline of creating these lists will reduce mistakes.
"Mulligans are OK in golf, but you can’t afford any in sales – it’s the difference between professionals and amateurs.”
Article By John Care
http://masteringtechnicalsales.com/files/How_Much_Is_An_SE_Worth.pdf
http://masteringtechnicalsales.com/news.html
Posted by Daniel Sullivan on Mon, Mar 11, 2013 @ 10:50 AM
- Major Managed Security Provider (MSSP) hires a Project Manager with limited Security and some Sales Engineering background to handle its largest global enterprise customers in NYC...and the manager is ecstatic with the results!
- Leading vendor of IP Networking and Wireless products hires Sales Engineer to launch their latest Storage product line and support their largest channel partner in the Chicago region...and he's 55+ and been selling cars for the last year!
- Major CLEC hires a Sales Engineer to support busy Enterprise account team in Northern Virginia...and the candidate has not been in Telecom since 2006!
All of these sales engineering hires are placements J. Patrick has made in the last 30 days and are an indication of the tight market for sales engineering talent, as well as SE managers shifting away from hiring using a skills and experience checklist to meet preliminary minimum requirements, and towards hiring for attitudes and aptitudes, character and compatibility, personality and potential.
Hiring managers are adapting to this competitive landscape by focusing on bringing in candidates who are flat-out strong performers in their most recent roles, and who have strong technology and sales process uptake talents. Frankly speaking, what I hear most from frustrated SE (and Sales) Managers is mostly about employee behavior, not lack of skills or experience. Employees are able to do the job but lack the motivation, consistent productivity and teamwork skills that make for good performance. Managers grind their teeth talking to me about the veteran SE who just doesn't meet deadlines, perform well on demos or presentations, or simply "doesn't play well with others".
How do you take advantage of this opening in the market?
We are starting to see the Sales Engineering market look seriously at candidates who are currently in technically-adept, customer-facing roles such as project management, professional services, consulting and service delivery. So if you've given any thought to moving into Sales Engineering, now's the time to reach out to your network, approach your firm's SE or Sales management and starting applying online or via third-party recruiters to these types of roles.
If you do, make sure you focus your resume on some of the most transferable skills, talents and experience you have, and to lower the threshold for SE managers to take you into consideration, take a look at:
Technical Domain Expertise: Where's your depth and breadth in technology subject matter? Certifications can often help here.
Communications Skills: Presentations, Demos, Documentation, Reporting, Metrics, Analytics. All of these are transferable from post-sales/end-user contexts into the sales realm.
Process & Teamwork: Show where you can follow the firm's sales plan, consistently and with minimal direct supervision.
High-performance, Low-Maintenance: Managers are overwhelmed with time pressure, reporting, managing up and down. They need employees who are proactive, energetic and coachable.
Use the Summary, Skills, or Training sections of your resume to highlight these areas. I’ve suggested to candidates that the build a Greatest Hits section of their resume (usually named something like “Selected Accomplishment, Highlights or similar) where they can discuss the Big Things they’ve started and finished, whether as an individual, team member or manager. Think of this as your “brag list” where it’s perfectly OK to say what a Bada$$ Project Manager, consultant or sales engineer you are.
“It Ain’t Bragging If You Can Do It!”
So if you think you have what it takes to move into Sales Engineering, or simply move up into the Senior individual contributor or management ranks, position yourself properly to take full advantage of what's happening in the tech hiring market right now. This may prove to be that moment that could turbo-charge your career.
Good hunting!
Dan Sullivan
Posted by Daniel Sullivan on Mon, Feb 11, 2013 @ 09:00 AM
Employers do check the social media presence of job applicants at some point in the interview process. Some check upon stumbling onto your background when searching for talent on LinkedIn, others right before the interview and other employers do a thorough investigation before extending an offer. No matter what the employer’s process is, you have to assume, people will want to check you out online during the recruitment process.
Here are some ways to not only clean up your online image, but put forth a positive image that will leave employers wanting you on their team:
1) Google your name in Google Search – Perform a search on your name to simply see what comes up. This will help you come up with a game plan not only to clean up your profile, but to proactively strategize on what to include to improve your online image and set you apart.
2) Search on your name on other Search Engines other than Google, such as Bing and Yahoo. While search results should be consistent, sometimes they vary. Double check and ensure you are coming across as you wish.
3) Maintain a professional, but fun, Facebook profile. Mind the pictures you post and consider limiting tags by others to pictures on your wall. Ensure your wall and photos are professional in nature (so take down the party pic of you dancing on the bar with your friends). Post academic achievements (I received an A on my chem. Exam!!), athletic wins (I just did my PB during the 5K race!) and non-profit initiatives (Loved participating in the food pantry fundraiser last night…consider joining me at the next event).
4) Check your name in Google Images – Here you will see what pictures are online that are connected or tagged to your name in a public manner. You may not have all of your and your friends’ Facebook pictures come up, depending on the privacy settings. However, all public photos that are tagged to your name will arise.
5) Check your privacy settings on Facebook and other online media. Assume nothing you put on the web is ever private—that is my cardinal rule. If you are in doubt if you should put it up, well, maybe you should not do it.
6) Write a professional LinkedIn Profile that is optimized with key words to improve your ability to be found by recruiters and land an interview. 93% of recruiters use LinkedIn to find their next hire. You need to be here.
7) Create a Twitter account to follow target companies and network with contacts who can help you lead to your dream job. Twitter provides real time data to improve the content of your communication with key contacts.
8) Consider removing information that references topics that should not be considered as part of a hiring decision, such as religion, sexual orientation, marital status, disability or other group represented in Title VII or the American with Disabilities Act. It is discriminatory to ask for this data or use it in a hiring decision. But if the information is offered by the applicant, it can (wrongly) be used in a hiring decision in an unconscious manner.
9) Share positively across all social media channels. Negative rants are major turnoffs to employers, as no one wants to hire their next problem. Demonstrate your ability to communicate constructively and don’t overshare.
10) If you do have negative information about you that you cannot remove, or share a name with life-long criminal, one option you have is you can create new content by launching a blog, writing online book reviews, creating a personal website URL (i.e. www.yourname.com), and using other tactics to bury the information.
11) Not coming up anywhere online is almost as bad as having a negative online image. Employers wonder do you get technology and/or what have you been doing all this time? So get online to get hired.
Maintaining a professional online image without losing your personality is very doable. Take the time to craft the image that is true to you and resonates with employers to land that first job—making your time in school all worth it.
Written by Lisa Rangel, Executive Resume Writer
If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.
Posted by Daniel Sullivan on Mon, Feb 04, 2013 @ 09:00 AM
Wondering why recruiters call you back after you have submitted your resume? Feel you’re perfect for the job they posted, you know you can do it, but you are baffled by the fact they have not returned your call? Well, I have some answers for you as to why and outline a few things you can do about it. Read on if you are open to honest, tough talk, you are serious about optimizing your job search time and you are prepared to do something about it. Here goes:
Why Don’t Recruiters Don’t Call You Back
(1) Just because YOU think you can do the job, does not mean they think you are QUALIFIED for the job.
Search firms are paid a significant fee to evaluate candidates that the client company cannot find on their own. They are charged with having to determine if that candidate will exceed expectations for that client in the given job. The client company gave the search firm a series of parameters to meet that they feel justify paying a fee to the search firm if the candidate embodies those requirements. Frankly, it just does not matter that you think you can do the job. The search firm has to ensure you have the proper years of experience, company caliber exposure, demonstrated track record of results, culture fit potential, professional training and educational credentials requested before sending you to their client. And if you are missing one piece of it, typically you will not be considered by the search firm and never submitted for the job. As long as you have neither been contacted by the search firm nor submitted to the company by them, apply through a different venue (following a job search plan, networking, submitting directly, company website, etc) that does not add a fee to your head if hired.
(2) Search firms are not paid by you, and therefore, do not work for you.
Reputable search firms are paid by their client company ONLY. The company is their client–not you. Credible search firms do not accept fees from candidates for representation to companies. As stated in reason #1, you will receive a call from the recruiter only if your background is dead on for their client. Search firms typically only get paid to make the placement. So if your background will help them get that placement fee since you meet the client requirements, I assure you they will call you. Remember, they work for their client. They do not exist to find you a job.
(3) You paid a firm to send your resume to 1,000 recruiters…and it shows.
If you are doing a mass direct email, you cannot expect personalized response results. A very successful direct email campaign has a response rate of 1-2%. If you have a properly targeted, well written direct campaign to 1,000 contacts, you will get 10-20 quality calls. If you have a well-written campaign sent to a random sampling of recruiters, you may get 5-15 calls from recruiters who may not place what you do. And if it is an untargeted, poorly written campaign, no one will call—or you will receive calls to sell you job search services since you clearly need some help.
(4) Search firms don’t place what you do.
You are a Medical Director of a Big Pharma Firm and the recruiter places digital media experts within high tech firms. You live in Wyoming and the recruiter works with companies in New York and New Jersey—no matter how great you are, you are not getting the call. Know your audience before you send your resume.
(5) The search firm has no idea what you do.
Your resume is filled with so much corporate-speak and fluff on the first page that they have no idea what you do. Saying ‘Leader in the industry” does not help anyone understand what you do. What kind of leader? What level of leader? What industry? If the recruiter has to work at figuring out what you do, you are not getting the call.
(6) They do not have the right job for you.
The search firm actually thinks your background is amazing. They know what you do and are impressed where you do it and how you have done it. But they simply do not have the right job for you. Given that recruiters need to focus on finding candidates that can fill their jobs to make a living, they will not have time to call you, most likely. It’s not personal.
(7) Your background is not worth a company paying a 25% fee.
I know this is harsh—but it is true. Accepting this fact about your background does not mean you are doomed to be jobless. It means you will probably not find one through a search firm. This really is not that bad of a lot in life. Search firms account for a small percentages of hires in the US. Most hires are made through networking. If you are unemployed or you have too many jobs in a short period of time, you may fall in this category. If you do not have a series of promotions or you have an eclectic group of varied experiences, you are in this boat, too. Yes, they know it was out of your control…BUT this is a simple economics issue. The supply of these types of candidates is too great right now where companies will not pay a fee for this type of candidate. But they will hire you through other venues without the price tag attached—so go to those venues.
(8) The search firm is overwhelmed and, unfortunately, cannot get back to every applicant with the “Thanks, but no thanks” email. Please do not take it personally when recruiters do not call back to tell you that you are not right for the job. Yes, it is good manners. Yes, they should call/email. But do not cause yourself added stress by thinking it is personal —it is simply a logistics issue regarding limited resources. With the volume of resumes third party and corporate recruiters receive in today’s market, it is physically impossible to get back to everyone, even if they hired a team to do it—which they won’t. To help ease the rejection you experience, set up metrics of outbound activity you commit to perform each week, knowing a certain percentage will reap results. It is a numbers game. It is not a personal attack. It is reality that a good amount may not get back to you ever.
(9) Your resume is posted on all the job boards…for a while.
Companies pay recruiters to find candidates they cannot find themselves. If your resume is posted on all of the job boards for any length of time, you are not exclusive. You are readily available and easily found. When I recruited, I have had past company clients tell me I could not submit candidates that were found on the job boards–even if I sourced that candidate myself or the candidate was referred to me! As frustrating as it was, I understood. Why would they pay me $25,000 for someone they can find readily available on their own? Does this mean you should not be on the boards? Not necessarily. It depends on your story. If you are not working or know that you will be laid off soon and you cannot be without a job, do what you have to do to get that next job. If after reading the article, you know that you will not be well served by recruiters, then you must use other means to advance your career. But consider being selective and not post yourself everywhere. Or consider submitting to job postings only. The best option is to commit to networking within target company list you create and approach contacts directly.
(10) You are looking to switch careers or start your career.
You are a successful pharmaceutical sales manager, who just recently graduated with a bachelors in accounting. Now you are looking to get an entry-level position in accounting. The best option for you to take is contact companies directly for a position in your new career path. A recruiter cannot help new college graduates typically or individuals who want to change careers. Why? Remember, recruiters get paid by clients to find candidates who have had prior success in the job at hand. A company is not going to pay a recruiter to hire someone start a new line of work with no proven track record in the position.
(11) Don’t test the waters on the recruiter’s time.
On paper, you may appear too comfortable in your job. Recruiters want to work with candidates who want to make a move. If it seems you may be shopping or comfortable, but not serious about a new position, your resume will be passed over. Reformat your resume to show career progression, achievements and promotions. If you present yourself as someone out looking for the next ripe opportunity and who brings results, you increase your chances of getting the call.
You find that you identify with a few of the reasons and fall in a few categories above. Does this mean you are not destined to find a job? Absolutely not!! This is a lesson in marketing and economics. You need to present your background in venues where you will be reviewed and perceived as a valuable candidate that should be hired.
What You Can Do About It – TAKE BACK CONTROL OF YOUR SEARCH!
(1) Set yourself up to succeed. Do not set yourself up to be rejected. If in reading the above content you know you have a background recruiters won’t work with, then stop approaching recruiters. Find other channels to market and present yourself.
(2) Commit to doing the work YOURSELF needed to execute an effective job search plan. There are no short cuts. Do not pay someone to do the dirty work. If you need help, pay someone to show YOU how to do it correctly. But the key is to do it yourself.
(3) Be Creative In Your Job Search. Use venues that you increase your chances of being reviewed and called for a particular job. If you have a background that is not going to be attractive to search firms, then choose other venues: Target Company List Job Search Plan, Industry-focused job boards. Effective Networking, LinkedIn Utilization, Company Websites, Career Fairs, Volunteering, etc…
(4) Quality over Quantity. Better to create a target list of companies and research 30 leads to mindfully contact directly than to send a mass, impersonalized, poorly targeted email to 3,000 people. Garbage in equals garbage out.
(5) Commit to have the best branding presentation ever. You would not go to an interview in a yellow suit without having taken a shower, would you? I cannot tell you how many resumes and cover letters I have received as a recruiter that were poorly written, formatted in an amateur manner or simply did not do the candidate any justice. Make sure your communication documents (resume, LinkedIn profile, cover letter, networking communications, etc) are in their best suit and showered. Doing this will not ensure you get the call, but I can assure you not doing this properly will prevent you from getting the call if you were.
Written by Lisa Rangel, Executive Resume Writer
If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.
Posted by Elissa Jane Mastel on Thu, Aug 25, 2011 @ 06:24 AM
by guest blogger Colleen Moran
When searching for a job, you spend so much time preparing for interviews and trying to impress employers it is easy to overlook a simple question, “Do I actually want to work here?”
Being offered a job is exciting and you may be tempted to jump on the first opportunity that presents itself, but before you accept an offer many factors should be carefully considered to make sure this is the right place for you. If you are planning on working full time, that time is equivalent to one quarter of the hours in the week. You should be confident that this time you spend is going to satisfy you financially and is compatible with your skills, lifestyle, and career ambitions. Here are the top 4 factors you should carefully access before saying yes to any job offer.
Who wants to work in a place where they don’t fit in? Learning about the company’s Work Environment can help you determine whether a job is right for you. Consider the firm’s dress code, company size, company culture and values and if they are a family friendly workplace. If you are working in a comfortable environment where you feel happy, you will be more productive. The work environment also includes what type of job security you will have. Start-up companies are less stable than mature companies and if it is a mature company, research how well they have been performing and if they are well respected in your industry.
Benefits can be worth up to 30% of your total compensation. Look beyond your salary figures to see what other financial perks come with the job. Familiarize yourself with the medical, dental and vision insurance that is offered and what kinds of plans they have. Also, does the company have a pension plan or 401(k) plan and do they match your contributions? Other financial benefits that you should consider are tuition reimbursement programs, signing bonuses, and relocation reimbursements. See if the job offers flexible hours or if telecommuting is an option as these are benefits that could cut down cost of commuting or work with your schedule.
The Location of the job is a serious factor to consider. Is relocation an option and is the cost of living in the new place different than where you currently reside? For any job, relocating or not, consider what your commute is going to be like. For car travelers, will you be able to get to work without sitting in stressful traffic? Fluctuating gas prices, road tolls, and parking fees are all costs associated with your commute. Don’t forget to investigate public transportation options or see if your company has a carpool. The commute to work 5 days a week can set the tone for how you feel stepping into the office first thing every morning.
The right job should both sharpen and improve your skills while utilizing your talents and challenging you. Ask yourself, “Will this job take me to where I want to be in my career? People change jobs an average of ten times during their career and with each job change you should feel you are moving up on the career ladder. However, make sure you are not applying for jobs that you are not qualified for. HR can blacklist you if you are applying for jobs that are not a fit for your capabilities.
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Posted by Elissa Jane Mastel on Wed, Aug 17, 2011 @ 10:15 AM
Once upon a time, we didn't have smart phones or cel phones. Phone calls were precious. If you were waiting for that special call, you probably ran home and scoured your answering machine a few times a day. Avoiding calls was almost as easy, just pick up and walk out the door. Who's going to track you down. Well times have changed, and with the evolution of smart phones people's interpretation of phone etiquette has gone by the wayside.
Here at J. Patrick + Associates, executive placement officers like Daniel Sullivan are on the phone all day long. It is our intention and privilege to help clients find the ideal candidates. What is going to make you stand out? May I suggest some good old fashioned communications etiquette. Let's break it down, the best way to stay in touch with your executive recruiter:
First thing's first, go to our web site and look over our current job listings. There is no point in wasting anyone's time if we don't have the right job for you. That being said, we do have over 150+ job listings, so if you're a high end marketing guy or gal in the high tech space, you're in the right place. Identify jobs that suit you and your resume. A little reach is always acceptable but before you determine you can promote yourself, be really honest and apply for the jobs your'e best qualified for. Once you find the right job, click the apply button to submit your resume online.
Now you'll actually have something to talk about with your recruiter.
We get so many resumes a day, don't panic if we don't call you, we probably don't have the right fit. Of course, you want to stand out. I suggest you follow up your resume with a follow-up email a day or two after you sent it. This email should be succinct and you can request confirmation that it was received. It is acceptable at this point to address why you feel you're the right candidate for the job. Keep it short and brief. We're busy over here, and if it's too long, we might not read it at all.
If you don't hear back, then it's not a fit, so let it go. We know what our clients' needs are, so don't take it personally. There are plenty of other jobs to apply for. Keep looking for jobs on our current listings page and see if something that is a better fit rolls through the feed. Of course, if you do hear back, don't hesitate to respond, you are going to help your recruiter close the deal by being accessible. The worst thing you can do is be unavailable at any point during the process. I recently had a candidate tell me he's too busy to come in for an interview and decided he was only available by phone. Guess where his application is?
Let's say things are clicking, you get a response that the client is interested. Here's what comes next. Let us contact you. Once we've reached you, we can give you our undivided attention and answer questions you may have. Return calls as they are made to you. We know you want the job, no need to push us. Believe it or not, we want to place you! So, if you dont' hear from us, we don't have additional news about the job you are applying for. When we have news, we'll call you right away, always.
So the client wants you for an interview. Awesome. Be amenable and let us do our job and set it all up. If you don't hear from us, we're still waiting on her girl to call our girl to make the appointment. Relax, that was a joke, we're hands on and would never send someone else in to make all the placement contact. Now this is important... so important.. after the interview, call us right away!!! Every detail you can share with us can prepare us to get in touch with the client quickly and close the deal on your behalf. This feedback is crucial.
And from there, we do the negotiating and calling and placement work. We want to place you, we want your experience and our client to have a home run by hiring you. If you are nice, patient and use just the right amount of peppered reminding, we'll get along great.
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Posted by Elissa Jane Mastel on Sat, Aug 13, 2011 @ 01:41 PM
Our client, a leading developer of Network Security products and professional services, needed to expand its sales and sales engineering team, through headcount addition and the replacement of underperforming sales reps, and J. Patrick was tasked with multiple searches in the Northeast corridor, resulting in 4 placements in a 60 day period.
Regional Sales Manager, NYC, Financial vertical
Regional Sales Manager, NYC, Fortune 500 markets
These positions will be selling Network Security products and professional services to Global 1000 enterprises headquartered in the New York –New Jersey metro regions
The position requires deep experience IP Network security technologies, such as Firewalls, IDS, IPS, and NAC. These are classic solutions-selling positions and works with channel and integration partner to close complex deals at the CISO, Network Security management and Business Unit management level.
Federal Sales Manager, NYC, Financial Vertical
This position will be selling Network Security products and professional services to Federal agencies headquartered in the Northern Virginia – Maryland metro region.
The position requires deep experience IP Network security technologies, such as Firewalls, IDS, IPS, and NAC. These are classic solutions-selling positions and work with Federal Systems Integrators to close complex deals at the CISO, Network Security management and division management level within civilian federal and DOD markets.
Manager of Sales Operations, Atlanta
Our client needed a dynamic, organized individual to take control of its salesforce.com CRM, lead generation and management, database management, and inside sales team. This position also interfaced with the online marketing team responsible for Social Media, Inbound Marketing and lead nurturing strategies. We identified a pipeline of motivated, driven CRM managers with diverse background and a strong entrepreneurial sense of accountability, and placed a strong team player and individual contributor.