Hunters need the stimulation of a transaction, and appreciate the associated visibility and recognition.
Farmers/account managers find prospecting to be laborious or are unfulfilled with a transaction unto itself. They prefer the potential of a quality longer term relationship (including a series of transactions, fulfillment of business needs, etc.)
Both profiles are motivated by compensation. In fact, some hunters can also farm, given the appropriate compensation structure. However, a strong hunter profile cannot tolerate the lack of peaks and valleys, and visibility.
Hunting has two components: 1) Prospecting 2) Qualifying/Closing. Many farmers could be good hunters if prospecting is not required (because of strong marketing or telesales support to create “leads”).
In summary, farmers are invaluable if your client base and solution portfolio are big enough to justify the role. Do the math, if you generate X% more business from our existing clients, does it justify the dedicated role? If not, tweak your compensation structure (and training) to motivate the hunters to “see the light” and give existing clients a little lov’n in return for a recognition and $.
Wednesday, September 30, 2009
Tuesday, September 22, 2009
Summer 2009 Client Hiring data
Many clients and candidates continue to frequently ask, "what are you seeing out there?" Xtra Effort client hiring demand was better than expected, particularly for the Summer season.
Data center, database, and application infrastructure companies seem to request the most hiring assistance, followed by niche SAAS companies.
Traditional client site installed business application software has generated less demand - no surprise. Solutions related to fraud prevention seem to capture candidates' attention.
What is a surprise is candidate resistance to change employers, despite being presented with more compelling companies, compensation, and solutions.
Hiring managers are just starting to more seriously consider portions of the unemployed population to be desirable. It's probably attributable to seeing high quality coworkers and neighbors be impacted by reduction-in-forces.
At least those currently not working don't represent the risk of delayed start times and counter offers, etc. :) Hiring demand for West Coast candidates has increased.
Compensation has not lessened, nor has it increased. It is flat. Equity is - once again (think 2002) - is considered gravy only, and not a reason to change employers.
We hope the data is a useful reference for you when reviewing your Sales, PreSales, and Professional Service hiring activity.
STATE: MA Web 2.0 for elearning and CRM Sr. Sales, Inside Sales $75k base; $130 OTE
STATE: CA Fraud Prevention Software Account Executive, Northeast; Fraud Preven. SW $125k base; $250k OTE
STATE: MA Open Source software Inside Sales Rep $60k base; $120k OTE
STATE: Major Hub Risk Mgt. Analytic Services for Ins. Industry Account Manager $80k base; $150k OTE
STATE: TX ETL Software Account Executive, Texas $100k base; $250k OTE
STATE: CA Data Storage Cloud Services Sales Engineer, $135k base; $165k OTE
STATE: CA Appliance for middle market Systems mgt. Sales Engineer $95k base; $135k OTE
STATE: Any Major Hub SW as a Service for Transportation Operations & CRM Systems Engineer $80k base; $115k OTE
STATE: MA Data DeDuplication Appliances Account Executive, Boston $100k base; $250k OTE
STATE: MA SW as a Service for secure document mgt outside the Firewall Account executive $95k base; $180k OTE
STATE: MA Web analytics Email Systems Administrator TBD
STATE: Central Midwest: SOA and application Integration technology Account Executive $95k base; $190k OTE
STATE: NY Treasury Mgt. software Sr. Account Executive $100k base; $250k OTE
STATE: NY Securities Trading application development platform Solutions Architect $135k+- base; $180k OTE
STATE: NY Securities Trading application development platform Sales $120k+- base; $250k OTE
Data center, database, and application infrastructure companies seem to request the most hiring assistance, followed by niche SAAS companies.
Traditional client site installed business application software has generated less demand - no surprise. Solutions related to fraud prevention seem to capture candidates' attention.
What is a surprise is candidate resistance to change employers, despite being presented with more compelling companies, compensation, and solutions.
Hiring managers are just starting to more seriously consider portions of the unemployed population to be desirable. It's probably attributable to seeing high quality coworkers and neighbors be impacted by reduction-in-forces.
At least those currently not working don't represent the risk of delayed start times and counter offers, etc. :) Hiring demand for West Coast candidates has increased.
Compensation has not lessened, nor has it increased. It is flat. Equity is - once again (think 2002) - is considered gravy only, and not a reason to change employers.
We hope the data is a useful reference for you when reviewing your Sales, PreSales, and Professional Service hiring activity.
STATE: MA Web 2.0 for elearning and CRM Sr. Sales, Inside Sales $75k base; $130 OTE
STATE: CA Fraud Prevention Software Account Executive, Northeast; Fraud Preven. SW $125k base; $250k OTE
STATE: MA Open Source software Inside Sales Rep $60k base; $120k OTE
STATE: Major Hub Risk Mgt. Analytic Services for Ins. Industry Account Manager $80k base; $150k OTE
STATE: TX ETL Software Account Executive, Texas $100k base; $250k OTE
STATE: CA Data Storage Cloud Services Sales Engineer, $135k base; $165k OTE
STATE: CA Appliance for middle market Systems mgt. Sales Engineer $95k base; $135k OTE
STATE: Any Major Hub SW as a Service for Transportation Operations & CRM Systems Engineer $80k base; $115k OTE
STATE: MA Data DeDuplication Appliances Account Executive, Boston $100k base; $250k OTE
STATE: MA SW as a Service for secure document mgt outside the Firewall Account executive $95k base; $180k OTE
STATE: MA Web analytics Email Systems Administrator TBD
STATE: Central Midwest: SOA and application Integration technology Account Executive $95k base; $190k OTE
STATE: NY Treasury Mgt. software Sr. Account Executive $100k base; $250k OTE
STATE: NY Securities Trading application development platform Solutions Architect $135k+- base; $180k OTE
STATE: NY Securities Trading application development platform Sales $120k+- base; $250k OTE
STATE: CA Data Storage Cloud Services Sales $135k base; $260k OTE
Xtra Effort's current client hiring requirements: http://webconnect.sendouts.com/job-search.aspx?ID=XES&SiteID=WebConnect&Group=XES&Key=CN
Wednesday, September 16, 2009
Xtra Effort sees Software-as-a-Service/Cloud Computing as an important trend in recruiting.
Xtra Effort sees Software-as-a-Service/Cloud Computing as an important trend in recruiting. Examples would be Sales people possibly being attracted to a shortened Proof-of-Concept, without an onsite installation, but they maybe concerned about how commissions are paid out with a client only paying on per usage basis.
Some executives may see Cloud Computing as an exciting means to add further value to the enterprise and ignite new discussion, while others don't feel their employer's solution is yet sufficiently "real" to introduce the subject with a customer. VP's may have to spend more time selling their own employees and candidates on the validity of their cloud solution. Technical implementation people may see themselves as QA and product engineering, rather than PS people, if they don't perceive the cloud solution to be ready for prime time.
VP's don't want to overpromise their new value propositions to employees and candidates as a retention/attraction strategy, nor do they want to be too discreet about up coming plans because competitors can come knocking.
Implementation professionals may sense relief without having to perform as much custom coding and onsite integration work, but may feel diminished in their capacity to really help create customer specific solutions that represent competitive advantage for the enterprise.
Sales Engineers may appreciate the efficiency and liteness of an on-demand solution, but may feel less impactful without the customer commitment associated with a $1m dollar decision and massive integration considerations.
Your thoughts? What other considerations have you seen as VP's? As candidates/employees?
Some executives may see Cloud Computing as an exciting means to add further value to the enterprise and ignite new discussion, while others don't feel their employer's solution is yet sufficiently "real" to introduce the subject with a customer. VP's may have to spend more time selling their own employees and candidates on the validity of their cloud solution. Technical implementation people may see themselves as QA and product engineering, rather than PS people, if they don't perceive the cloud solution to be ready for prime time.
VP's don't want to overpromise their new value propositions to employees and candidates as a retention/attraction strategy, nor do they want to be too discreet about up coming plans because competitors can come knocking.
Implementation professionals may sense relief without having to perform as much custom coding and onsite integration work, but may feel diminished in their capacity to really help create customer specific solutions that represent competitive advantage for the enterprise.
Sales Engineers may appreciate the efficiency and liteness of an on-demand solution, but may feel less impactful without the customer commitment associated with a $1m dollar decision and massive integration considerations.
Your thoughts? What other considerations have you seen as VP's? As candidates/employees?
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