HIGHLIGHTS Location:Seattle, Washington (Metro Area) Position Type:Direct Hire Hourly / Salary:Based on Experience Residency Status:US Citizen or Green Card Holder ONLY
Our client is looking for a Sales Training & Expansion Manager to join th eir team!
Responsibilities
Be a Hiring Machine
Responsible for a fully staffed Sales and BDR team (“Always Be Hiring”)
Have a bench plan in case of anticipated or unanticipated turn-over.
Networking should be the highest priority to find talent
Leverage other resources (Job Boards, LinkedIn, etc.)
Be creative and proactive to find and hire the right talent
Consistently implement a 60 day go-no go decision on new hires
Immediate hiring needs: 2nd BDR in Seattle
Set 30/45/60 day benchmarks to achieve for successful certifications or turnover
Achieve BDR Hiring goals based on the updated 2025 business plan for future BDR positions
Complete our Sales Certification within 15 days of start date
Utilize sales related sales training and manuals for the following
Work with BDRs to insure they are following our sales process, the “Wedge”3x3 Training model utilizing our scripts
Utilize our call coaching and role play process in addition to shadowing sales appointments to increase their sales effectiveness
Sales Reps should have a full Sales Funnel: 3x to new account goal in their 30/60/90 Sales Funnel
Ensure at day 60 (Go no Go) new BDRs successfully complete our Sales Certification Process with gut check first 30 days and 45 days with Final completed by 60 days.
Incumbent BDRs go through a periodic Sales Recertification Process minimum 1 year but mandatory if two months behind at any time of year
Update any training materials and communicate to management and BDR’s
Develop training for BDR staff that meets all levels of tenure through
Ongoing shadow days with Pre and Post Call planning
Develop Large Target Account Program
Weekly Sales Trainings
Leveraging Referral Sources Internally and Externally
Role Play and enforce the (3x3) Wedge and Overcoming objection handling scripts
Use Daily/Weekly Activity & Results Scorecards
Hold new reps accountable to specific agreed upon training and certification goals with timelines
Require performance metrics against a timeline
Provide Go/No Go recommendations on Reps to Director of sales
Use scorecards and work with Director of Sales to insure BDRs are maintaining their activity & results levels to meet monthly, weekly and daily goals and qualify for monthly bonuses.
Coach to close the gap on any short falls utilizing Gil Cargil Coaching techniques
Evaluate and work with Director of Sales to determine “will”or “skill”issues to close the gap
Coaching/Management Style
Be sure Sales Reps have a clear understanding of expectations/goals not only at the time of hiring but also ongoing (See Success as a BDR - Health documents)
Be able to train/demonstrate to what we know works
Ask open ended questions to address concerns and get buy in
Always rank and evaluate your team, determine “will”or “skill”issues to close the gap
Hold reps accountable to specific agreed upon goals with timelines
Require performance metrics against a timeline
Always evaluate and make recommendations to Director of sales on “Top-Grading”reps
Termination should never be a surprise
No rep is better than a weak rep
Selling Responsibilities
Assist Sales Reps or take the lead as necessary with closing larger “Big Fish “accounts in all markets
Team selling: Sales calls and Zoom calls with Sales Reps
Blitz goals are set and followed consistently by the SSRs
Create and implement games/incentives that reps want to play and can win
Travel Requirements
Be able to travel 3 out of 4 weeks per month, coming home on the weekends.
New Market Expansion
Be available to travel up to three weeks in a row for a period until local management is in place and executing growth objectives (Up to 6 months)
Be responsible for new growth markets
Market Evaluations & Recommendations
Develop and Deploy market entry strategy
Recruit, Train, and Develop Staff
Forecasting growth objectives in Sales and Profitability
In the event of turnover in management or critical staff in the market this position will support the market by going back into it in person until it is stabilized.
Take on additional projects or responsibilities such as follow up with Key accounts or Key Prospects for all divisions of the company as needed
Recognition & Reward Program
Retention Programs
Assist customer service manager with converting reps from order taking to inside sales mindset
Coach/Role Play with customer service reps to probe/find additional business
Achieve Van Division Growth Objectives
Overcommunicate/No Surprises
*We are a Tobacco free company and require all of our employees to be Covid -19 vaccinated.
"We are GTN –The Go To Network"
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