November 29th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Channel Sales Representative
Channel Sales Representative 718 – MA – Business to Business – $200k
Our Client was created to promote online and offline business quality while enhancing the relationship between businesses and consumers. They meet the needs of businesses worldwide by providing them with an easy and affordable way to build successful, lasting customer relationships, manage their online reputation, grow their business and increase consumer confidence. For consumers, they provide an easy way to reach out to businesses and improve communications.
Job Description: As a Sales Representative your primary focus will be on channel and key accounts. You will be responsible for penetrating the auto distributor, jewelry distributor and hospitality verticals. You will be doing 80% inside sales and 20% outside sales. You will be selling into small businesses through the channel- franchises.
Requirements:
5-8 years Exp in SW Channel
Focus on selling into Channel and Key Accounts
SEO, Business Intelligence, SAAS Model
Selling into Small Businesses through the Channel – Franchises
Experience with a Marketing Automation Platform (Marketo or Eloqua)
Close over the phone and F2F.
Base Comp. $100,000
Total Comp. $200,000.00
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
November 22nd, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Inside Sales Representative
Inside Sales Representative 719 – MA – B2B – $80k
Our client has is a 14 year old company who offers products that address critical needs when using Microsoft Office format reporting and files transferring. They also offer a wide range of award winning products, consulting, training and customer support. They have been recognized several times on INC 500’s fastest growing companies list. Their suite of reporting products deliver real Microsoft office content via the web to thousands of users, without requiring having Microsoft office on the server. Their reporting tools allow their clients to see and share information on excel, using tools they are familiar with and offering information in dynamic forms instead of a bulky static application like a HTML or an Adobe.
Job Description:
Heavy prospecting into new and existing business
Relationship building
Renew annual service contracts
Close on qualified leads – all warm calling
There will be some order taking but they are looking for a candidate who can grow those orders 6-8 months of ramp up time
Hands on training
Requirements:
1-5 yrs tech sales experience (2-3 yrs is a solid wheel house)
Tech experience and technology aptitude and proficiency
Entrepeneurial
Tech media, SEO, Inbound marketing experience is a plus
Blog or social media experience is a plus (Would like to see any blogging)
Hunter and Farmer – hungry enough to make calls and tactful enough to build long lasting relationships
Base Comp. $50,000
Total Comp. $80,000
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
November 17th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Get hired during the holidays
By Anthony Balderrama on Nov 11, 2010
Senioritis is the classic mental vacation many high schoolers take as graduation nears. Can you blame them? In the spring semester – and sometimes even in the fall semester – students are exhausted. They’ve been in school for 13 years. They’ve taken standardized tests. They’ve studied for exams. Freedom is weeks away. Soon they won’t have to sit in a classroom for eight hours a day. In their minds, school is already out.
For job seekers, something similar often happens as the year ends. Let’s call it holiday burnout. After months searching for a job, you get tired of the process. Browsing job postings, networking, drafting cover letters, customizing your résumé, interviewing – over and over and over again. You get burned out, and before Thanksgiving arrives you just want to stop and rest. Wisdom says that no one’s hiring in the last month or two of the year anyway and that you should start applying again after the new year, when everyone’s back from vacation and ready to hire again.
Let’s not forget that the holidays themselves can be a pain: visiting family, preparing large meals, parties, shopping. Your calendar can get too full to search.
Don’t get caught in this trap, says career consultant and author Jean Baur. Holiday burnout might have you frustrated with the process, but it’s also the perfect time to stand out from other job seekers. You’re not the only person who wants to take a rest from the grind of looking for a job.
“If you’re out there working the job market when others aren’t, you’ve got an advantage. You have less competition. You’ll stand out,” Baur says. “[It’s] the people who are using winter holiday parties to network who will be working sooner than those who give up and stay home to bake cookies. Even if the job itself doesn’t start until after the holidays, those who have given up will most likely not be the ones working when the season passes.”
Holiday burnout can take its toll on you. But remember that employers often begin new budgets after the first of the year. They’re ready to start spending, and that means they’re getting the footwork out of the way now. So you could interview and even receive an offer now. Even if you don’t, your name might be at the top of the pile of résumés when recruiters start making calls on January 2.
Baur’s book “Eliminated! Now What?: Finding Your Way from Job-Loss Crisis to Career Resilience” has some recommendations for what you should and shouldn’t do during the holiday season.
Baur says you should:
Let the holidays help you network
From holiday cards to play dates to cocktail parties, the season is full of opportunities to interact with friends and family. Each conversation is a networking opportunity and a chance to let others know you’re still looking for a job.
Evaluate your job search tactics
Look at what you’ve done and decide what is and isn’t working for you. Don’t assume anything, or as Baur says, don’t let hearsay determine your path. What have you done that shows you results? Do you know for a fact a certain company isn’t hiring right now? Do your own homework.
Keep an open mind
“Tell yourself that you’ll keep an open mind about when jobs are found and will, at the very least, experiment during your job search so that you can discover what works and what doesn’t,” Baur says.
And Baur says you shouldn’t:
Shut down during the holidays
Just because the common wisdom says no one’s hiring for the holidays, don’t believe it and check out of your job hunt. You’re wasting valuable time.
Give up
Don’t ever think, “It’s never going to happen for me” and give up. Looking for a job is difficult, time consuming, stressful and unpredictable. The only way to be certain you’re not going to ever land a job is if you just give up.
Burnout is real and you don’t want to push yourself so hard that you’re miserable. Always take time to relax and stay calm during your job hunt. But don’t go on a complete hiatus during the last two months of the year. Between preparing a turkey and wrapping gifts, remember that your job search is an ongoing process and to look for any opportunity you have to promote your hunt.
As Baur says in her book, the holidays distract many job seekers from their searches, and that leaves many opportunities open for you to step in and get noticed.
Do you plan on searching for a job during the holidays? How will you balance your job search with the hectic schedule of the season?
Balderamma, Anthony. “Get hired during the holidays.” Work Buzz 11 November 2010: n. pag. Web. 17 Nov 2010. http://www.theworkbuzz.com/employment-trends/hired-during-holidays/=msn
November 16th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Written By Dan Fantasia CEO and Founder of Treeline, Inc.
Unpredictable: the one word I think of when looking back on 2010. This year has been an “unpredictable” year for our clients, for our candidates, and of course, for Treeline.
As a sales organization, we base our business model on consistent sustainable growth. Fortunately, 2010 proved to be a better year than 2009. However, uncertainty reigned throughout the year. Americas’ volatile economic situation directly influenced the decisions of many of our clients and candidates. Therefore, many decisions were made due to an emotional response to economic influences. Often, fear caused by uncertainty overshadowed logic and reason and the decision making process to buy, hire, or accept an offer was frequently unclear.
The “Great Recession” directly impacted the quarterly forecasts for many of our client companies. The inability to consistently forecast on a quarterly basis resulted in an emotional roller coaster ride with many hiring managers uneasy about whether they should hire.
For every peak, there has been a valley.
Starting in December 2009, the sales market began to build momentum. Many companies were forecasting revenue growth. There was a positive, infectious belief that 2010 was going to be a great year. As a result, companies had aggressive headcount goals and were building sales forces to support their forecast. Q1 proved to be a great quarter.
In Q2, companies started to lose confidence. They came out of the gate strong, but were less confident in the stock market and the economy. Companies were struggling with their forecasts. Therefore, they were doubtful about hiring additional sales professionals. Many companies searched aggressively in Q2, but stalled at the offer stage. They were trying to complete the hiring process, but often, came across roadblocks concerning budget or missed quotas. Their ability to achieve aggressive headcount goals became less likely.
Going into Q3 the sales market started to gain momentum once again. Companies were in a hiring mode, and once mid August was upon us, we were moving at a nice pace. Since September we have been at a solid, consistent, accelerated pace. The third quarter proved to be a record quarter for Treeline.
Heading into Q4 we are finding the same predictable and scalable success. This is a good sign for all of us. Sales professionals tend to be hired by companies that are growing and looking to increase their top line growth.
The “Great Recession” challenged the traditional methodologies that many companies were accustomed to. Successful companies have been able to adapt and accept change in their practices. The companies that have survived are working their way back to meet revenue targets, and in many cases exceeding expectations.
We are seeing 5 strong trends for growing sales organizations in 2011.
www.myDADO.net – The traditional resume is out-dated. Sales professionals join DADO to stand-out from the crowd.
Marketing and Sales are in alignment. The fastest growing sales organizations have no silos. Marketing and sales are coming together and functioning to support the company’s overall revenue growth.
Companies are hiring talented sales representatives. Hiring executives have momentum and are focused on growth in 2011.
Companies are finding their forecasts are becoming more predictable. Sales are not being lost or postponed, but in fact closing.
Social media and sales communities are become more collaborative and educational. We are all learning quickly and new processes spread quickly.
Join Our Network! Treeline, Inc. has created one of the largest sales communities on the internet.
November 15th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Marketing Manager
Marketing Manager 700 – MA – Technology – $70k
This company is recognized as a market leader in their space for exceptional technology solutions for enterprise companies. Our client has experienced double digit growth over the past 5 years. They have a small family feel and this is a company that values your opinion. The VP of Sales wants to be challenged and all new ideas are taken into consideration.
The ideal candidate will manage online marketing and demand generation efforts including email marketing, managing the customer/prospect data base, webinars, customer case studies, PPC & SEO activities, web site, promotional campaigns, Customer Newsletter, and interface with external vendors & partners for lead programs. This is dynamic role, within a fast-paced environment, with the core goal of generating quality leads for the sales team. This position requires significant ongoing interaction and effective communication with the sales team.
Requirements: 4 – 7 years High-Tech B2B marketing experience (of a technical product) to senior level I.T. Buyers. Specific, demonstrable, online marketing experience is also a “Must have.” The ideal candidate must also be an excellent writer and have a meticulous attention to detail.
Total Comp. $70,000
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
November 10th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Have a few irons in the fire, but the timing is off… now what?
Dear Dave,
I’ve been unemployed for the past 9 months after losing my job as an enterprise software sale professional. I’ve been on multiple interviews, spent numerous hours working on my resume and interview skills, and networked with other sales professionals. As a result, I’ve landed a couple of interviews and finally have two opportunities that I am really excited about.
This first opportunity has a great company culture. The office is lively, the employees appear happy and the energy is contagious. I met with the sales manager and the sales team. They are all hard workers, friendly and welcoming.
The second opportunity has similar qualities as Job #1; everyone is energetic, positive and there is a great company culture. I really hit it off with the sales manager, I really liked their sales process, and I can see myself working with the sales team.
Job #2 has an edge that leads it to be my first choice. However, the hiring manager from sales Job #1 just told me they would like to offer me the position, but the hiring process for Job #2 is not complete.
The timing is all off.
What should I do? Do you have any advice?
Sincerely,
Perplexed Sales Professional
Dear Perplexed Sales Professional,
For the most part, the market has shown some improvement. Although it has been a tough couple of years, your resiliency, persistence and ability to have a positive mental attitude has paid off. You finally have some interesting and exciting new opportunities. Remember, it is an employer’s market, has been for the past two years, and hiring managers still continue to be “selective.” It is time to make an important decision.
Your predicament is a tricky one. On one hand, after 9 months, you finally have a hiring manager knocking at your door. As an unemployed sales professional, your first instinct is to accept and gain the security of a new job. However, you can’t get Job #2 out of your head….
Should you:
Wait and delay the decision with Job #1 as long as you can in order to see if you get an offer from Job #2?
Take Job #1 and stop your job search?
Tell Job #1 that you will need a week to make a decision because you are in the process with another firm?
Tell Job #1 that you have respectively declined as you have Job #2 in the pipeline?
Kindly call the decision maker for Job #2 and educate them on your situation and qualify them on the interest level?
Here is my recommendation:
You can select any one of these choices, but it is my recommendation that you take leadership and devise a plan to manage the timeline of your search. The first step in doing so is to identify what company you want to work for.
If you are certain that Job #1 is right for then do not delay. Close down the process. A bird in the hand is better than two in the bush.
However, if you’re uncertain about Job #1, I suggest you set a goal to finish the process with both job opportunities and then decide which opportunity is the best next step for your career.
First, let Job #1 know that you are very interested in their sales opportunity, but you are in the process with other companies at this time. Then, qualify the opportunity by asking specific questions. For example, what is the offer? What is the benefits package? And most importantly, when do you need my decision by? Once you have this information request a written offer to review.
Now that you have a complete understanding of where you stand in regards to Job #1 you have a better understanding of your predicament.
Your next step is to qualify Job #2. Call the hiring manager and explain your situation. Let them know that you have a verbal offer and you are expecting a written offer by tomorrow. Inform them that you need to make a decision in the next 4 days and are calling today to make sure this job is a viable option for you.
Once you have informed the hiring manager about the other opportunity, qualify them. Ask them how many other candidates they are considering? How you compare/rank to the competition? Is your compensation plan in alignment with the other opportunity? And what their time frame is? Once you have this information, close for the next step.
If you are not the number 1 candidate move quickly to close Job #1, get the offer and agree upon a start date.
If you are the number 1 candidate and the money is on target, ask if the hiring authority can make a decision within the next 4 days. If the answer is yes, set up your next meeting and continue through the process.
If a decision cannot be made in the next 4 days don’t burn the bridge, but recognize that you must accept the other opportunity. Show your excitement and reduce any complication.
Perplexed Sales Professional, I hope this helps.
Sincerely,
Dave
Having multiple opportunities and multiple offers is ideal… what would you do in this situation?
November 9th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Regional Sales Manager
Regional Sales Manager 713 – San Francisco – Technology – $200k
Our client is a rapidly growing Software Company that has grown at 46%. They have positioned themselves as an industry leader in the hottest technology space in the market today. They offer an energetic, competitive and driven environment. The executive team is dynamic and incredibly talented. If you work in the software industry and are looking for a fast growing, dynamic company this could be a great opportunity for you.
This opportunity is calling for a successful senior sales executive to call on C-Level Executives at Fortune 2000 organizations in several different verticals. This is a consultative sale where the representative will learn the needs of the client and be able to use their solutions in order to analyze the client’s needs. A strategic approach and driven personality is required to be successful in this role.
Requirements
3 or more years Enterprise Software sales experience.
Strategic sales approach
Mature individual that can report to office or be virtual
Must be able to prospect for new business
Must have a minimum of three years experience hitting a million dollar quota
Must be comfortable with 25% of travel
Experience selling to C-Level executives and board room presentations
Base Comp.
$100,000
Total Comp.
$200,000.00
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
November 5th, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
How to Build a Bulletproof Company Culture
Author Pat Lencioni lays out how to build a culture that will endure long after you’ve left your business.
By John Warrillow Nov 2, 2010
Is your company’s culture at the core of what makes your business valuable?
Pat Lencioni’s latest book, Getting Naked, is a fable about a business owner who abruptly decides to sell his successful company, Lighthouse Partners, after his daughter is involved in a car accident. Once the new acquirer takes over the business, they discover that Lighthouse is successful because of its unique culture as opposed to a superstar sales team or proprietary methodology.
Lighthouse Partners’ culture survives the departure of its founder and endures under new ownership, making the company even more valuable.
I asked Lencioni how business owners can ensure their culture will survive after they’re gone. Based on our conversation, here are three steps for creating a durable company culture:
Step 1: Figure out who you are, not who you want to be
Start by understanding your company’s core values. For example, at Southwest Airlines, humor is a core value and an essential part of everything the company does. AtNordstrom’s, employees love serving people. Even when customers are cranky and unreasonably demanding, Nordstrom’s employees embrace the challenge of making them happy. It’s who they are.
As you identify your core values, Lencioni cautions business owners to avoid what he calls “aspirational values,” which are attributes you would like your company to have rather than those it has today.
Lencioni recounted a story of a CEO he was coaching who said one of his company’s core values was “operating with a sense of urgency.” When Lencioni questioned the CEO, he admitted he had selected the core value to light a fire under the collective backside of his complacent management team. The CEO had fallen into the common trap of picking values you want your company to stand for instead of things you already do.
Working with business owners, Lencioni often sees a laundry list of aspirational values on a poster in the lobby:
Integrity
Teamwork
Honesty
Balance
Innovation
Respect
The list is long and filled with aspirational clichés employees neither remember nor believe.
Lencioni recommends you pick one or two company values that truly represent who you are today, not who you want to be tomorrow.
Step 2: Be picky when hiring and promoting
Once you know who you are as a company, the second step in building a transferable culture is to ensure your entire company embodies those values. Jim Collins, the author of Good to Great and Built to Last talks about “getting the right people on the bus and in the right seats.” Lencioni agrees, adding, “At Southwest Airlines, they will not hire anyone—even for their most technical jobs—without a sense of humor.”
Lencioni implores business owners to use their values as hiring, promoting and firing criteria: “Your goal should be that 100 percent of your people embody the one or two values that make your company truly special.”
Step 3: Stay involved in hiring
“The very last thing the owner should delegate is hiring,” says Lencioni, who believes it is the company founder’s most important way to ensure new hires embody the company’s culture.
By following these three steps, Lencioni believes, you can turn your company culture into one that is self-healing, can quickly identify people or behavior that does not align with the company’s core values, and automatically correct the behavior or rejects the outlier.
Once your company culture starts to self-police, you’ll be able to convince an acquirer that your culture formula will endure long after you’re gone.
John Warrillow is a writer, speaker, and angel investor in a number of start-up companies. He writes a blog about building a sellable company atwww.BuiltToSell.com/blog.
Warrillow, John. “Building a Corporate Culture.” Small Business and Small Business Information for the Entrepreneur. Inc.com, 02 Nov. 2010. Web. 05 Nov. 2010. <http://www.inc.com/articles/2010/11/pat-lencioni-on-building-corporate-culture.html>.
November 1st, 2010 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Inside Sales Representative
Inside Sales Representative 618 – Boston – General Business – $65k
Our client has over fifty years as a leader in their industry. They are adventurous, always changing and offer a fun and positive environment. They are considered the best in the industry. With offices around the world our client is widely recognized for their innovative philanthropic efforts worldwide.
This is an exciting opportunity to work for an organization that encourages a fun, work hard play hard environment, with the ability to learn and grow within this role. As an inside sales representative you will have the ability to change the lives of your clients. You will be responsible for achieving individual sales and quality goals by selling solutions. Most of this role will focus on renewal business.
Requirements
One or more year’s solid sales experience
Self Starter and an overachiever
Strong verbal and written communication skills
Demonstrated ability to attain goals, own results, and continually work to improve skills.
Strong computer skills and attention to detail
Base Comp.
$25,000
Total Comp.
$65,000.00
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
