If Xtra Effort's world of helping small technology centric companies hire Sales, Sales Engineers, and Professional Service people (nationally) is a barometer to economic health - things are improving.
We have seen a considerable uptick in hiring demand, including expansion slots.
Recent hires and new job requirements have included:
Companies that provide software or Software-as-a-Service solutions related to fraud prevention (insurance and elsewhere), risk management-compliance, data integration, data storage, marketing campaign management, web analytics, research, and GIS.
Locations have been the Northeast, Dallas, Upper Midwest, and West Coast (75% of recent hires have been West Coast; not as present in current hiring requirements).
Clients are still insisting on candidates meeting the majority of their exact criteria, including tenure, markets, technologies, and location. There remains intolerance to considerable job change or lack of a track record of sustained performance (quota, income, implementations, POC's) success for the majority of the last four years, with the exception of forgiveness for a recent "mulligan" during the recession. A candidate's core skills, experiences, and aptitude receive marginal consideration, but are often simply the ante into the game.
The trend is exciting, lets hope it continues! {Click here for viewing of actual job openings}
Xtra Effort's challenge is to inform as many suitable candidates as possible, while politely suggesting to those not suitable to trust our knowledge of client priorities.
Mark
Monday, November 30, 2009
Wednesday, November 11, 2009
Changes in Enterprise Sales: Interpretation, Ideas and Actions
Have you noticed the recent impact of the internet and market consolidation on Enterprise Sales -particularly on small technology centric companies?
We have, and wanted to summarize and interpret the impact with simple observations and examples.
Brian Geery, EVP of Quota Inc., a sales consulting firm, and I collaborated to produce an 11 minute, 10 second presentation.
How you may react:
"I know 90% of the content, but it stimulated worthwhile dialog with my team"
"I know 90% of the content, but it provides excellent context for team members who directly or indirectly support sales"
The result: you and your team give more attention to actions and ideas that you may consider to be critical.
Please click: http://www.brainshark.com/brainshark/vu/view.asp?pi=800696627
{do you need to "temporarily enable pop-ups" to see it?}
Thank you.
Mark
We have, and wanted to summarize and interpret the impact with simple observations and examples.
Brian Geery, EVP of Quota Inc., a sales consulting firm, and I collaborated to produce an 11 minute, 10 second presentation.
How you may react:
"I know 90% of the content, but it stimulated worthwhile dialog with my team"
"I know 90% of the content, but it provides excellent context for team members who directly or indirectly support sales"
The result: you and your team give more attention to actions and ideas that you may consider to be critical.
Please click: http://www.brainshark.com/brainshark/vu/view.asp?pi=800696627
{do you need to "temporarily enable pop-ups" to see it?}
Thank you.
Mark
Wednesday, September 30, 2009
Hunters versus Farmers
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 $.
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 $.
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?
Saturday, August 15, 2009
Please support my ride for ALS - Lou Gehrig's disease
http://web.alsa.org/site/TR?pg=fund&fr_id=5660&pxfid=138460
Wednesday, August 5, 2009
Book Suggestion: Beyond Positive Thinking; by Robert Anthony
I just finished the book, "Beyond Positive Thinking" by Robert Anthony. A must read. I particularly like his thoughts on finding your joy and living in the Now, in addition to MUCH more quality content.
See:
http://books.google.com/books?id=29Q40Wwm_rwC&dq=Dr.+robert+anthony+behyond+positive+thinking&source=gbs_navlinks_s
It just occurred to me that I should not confuse telling others about the book with actually IMPLEMENTING his ideas! :)
For me;
1) RECOGNIZE and rid OBSTACLES to your goals, i.e., just don't say Xtra Effort is going to make 'X' placements in 2010 over and over again, but review what has been getting in the way, and remove it.
2) Be in the Present, don't fret/obsess over the future or past, i.e., remind yourself, "what real problems do I actually have NOW?" The answer is likely to be none. When real problems occur, our natural intuition kicks in real-time and will solves it. Otherwise stay in the present. It is like untying an emotional anchor of BS, i.e., "who really cares what my boss, family, friend, customer, or employee said about me two months, or might think of me if I screw this up"
3) Find your joys and incorporate them into your work life, family, and friends. In other words, feel righteous about what makes you productive and jazzed. I was fortunate years ago to create Xtra Effort, it represents self expression, risk/reward, informality, and a non-political approach to work culture. I had to walk away from security, formal leadership, a big brand name, benefits, etc., but it was clearly worthwhile. Yes, I no longer coach my kids sports, and I do cycle for fours on a Saturday morning, but when I return, I am "in the moment" and more alive (AND OF VALUE TO THOSE AROUND ME) than living in accordance with someone else's standards.
See:
http://books.google.com/books?id=29Q40Wwm_rwC&dq=Dr.+robert+anthony+behyond+positive+thinking&source=gbs_navlinks_s
It just occurred to me that I should not confuse telling others about the book with actually IMPLEMENTING his ideas! :)
For me;
1) RECOGNIZE and rid OBSTACLES to your goals, i.e., just don't say Xtra Effort is going to make 'X' placements in 2010 over and over again, but review what has been getting in the way, and remove it.
2) Be in the Present, don't fret/obsess over the future or past, i.e., remind yourself, "what real problems do I actually have NOW?" The answer is likely to be none. When real problems occur, our natural intuition kicks in real-time and will solves it. Otherwise stay in the present. It is like untying an emotional anchor of BS, i.e., "who really cares what my boss, family, friend, customer, or employee said about me two months, or might think of me if I screw this up"
3) Find your joys and incorporate them into your work life, family, and friends. In other words, feel righteous about what makes you productive and jazzed. I was fortunate years ago to create Xtra Effort, it represents self expression, risk/reward, informality, and a non-political approach to work culture. I had to walk away from security, formal leadership, a big brand name, benefits, etc., but it was clearly worthwhile. Yes, I no longer coach my kids sports, and I do cycle for fours on a Saturday morning, but when I return, I am "in the moment" and more alive (AND OF VALUE TO THOSE AROUND ME) than living in accordance with someone else's standards.
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