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Treeline Sales Job of the Week: Business Development Consultant

March 27th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Business Development Consultant

Company Profile:

Worldwide Software leader growing at a rapid pace. As a strategic partner with Dell, HDS, EMC, NetApp, etc. and leader in their space this dynamic company is experiencing explosive growth due to technology and innovation.

Job Description:

This is a high level Business Development positon managing one of the largest technology manufactures in Massachusetts. A well organized experienced sales professional with a solid track record of success is required.


• 10 years of technology sales experience work directly with a enterprise technology company

• Strong presentation skills, ability to sell at the executive level

• Bachelors degree is required

Base Comp. $100,000.00
Total Comp. $200,000.00

Apply Here: http://www.dadomatch.com/job/viewjob/jobId/2273/job_title/Business_Development_Consultant

Posted in Job Search & Career, Job of the Week, Comments Off


Treeline Sales Job of the Week: Regional Account Executive

March 20th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Regional Account Executive – Burlington, MA – Technology – $130K

Company Profile:  This organization is a growing software company that is considered a leader in its industry. They have grown through acquisitions and have the world’s most recognized companies as their clients. This organization has achieved 40% year-over-year growth and is looking to add to their sales team.

Job Description: This opportunity is calling for a successful sales representative to call on key stake holders, build a pipeline and close business.  This is primarily an inside role with less than 25% travel. They offer significant support from marketing and pre & post sales. They offer a lucrative comp plan with kickers and bonuses.

Requirements:  The ideal candidate will have a minimum of five years software sales experience hitting quota.  Must be able to work in a fast paced, metrics driven environment and be familiar with SalesForce.com. Looking for aggressive hunters who are results driven.

Base Comp: $70K

Total Comp: $150K

Apply Here: http://www.dadomatch.com/job/guestapplyjob/id/2253

Posted in Job Search & Career, Job of the Week, Comments Off


What is the Best Sales Job in 2012?

March 19th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Best Jobs 2012: Sales Manager

By Dan Fantasia, CEO and Founder of Treeline Inc.

There is a very strong uptick in the market and companies are looking to aggressively build their sales force. The significant amount of competition in the market right now means companies need to hire if they want to outdo their competitors. Those that are too slow or not aggressive enough regarding compensation are losing the battle to recruit top talent.  Counter offers are back and companies with fast moving recruitment processes are winning.  In order to find top talent, companies are focused on the most important hire in 2012: The Sales Manager. Sales Managers have control of hiring a sales team and building dynamic sales cultures.

As a result of the improving economic outlook and decrease in the unemployment rate many companies are investing in this role. The Sales Managers job is to recruit, hire, and onboard a team of talented sales professionals. Companies want talented management that knows how to find and sustain top talent. A successful Sales Manager will increase revenue and build the companies brand.

USNews recently released a report revealing 2012’s best jobs and published an article called, The Best Jobs of 2012. The hottest jobs are hiring in droves, paying well, and providing room to grow.  According to the report, Sales Managers are one of 2012’s hottest jobs and will see significant growth over the next decade.

The Bureau of Labor Statistics projects that between 2010 and 2020 there will be an 11.7 percent employment growth for sales managers. During that time period 40,100 jobs will need to be filled.

So what does this mean for companies looking to grow this year? It means the most critical hires and the most sought after people on the sales team are Sales Managers.

We are all in sales and it is healthy to know and understand that this market is changing and the need for more sales people is apparent.  In order for companies to compete in the market they need to embrace this economic uptick and focus on hiring the talent needed to scale an organization.

Posted in Job Search & Career, Sales Recruiting, Trends, Comments Off


4 Ways to Find Strong Sales People

March 9th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Strong Salespeople Hide Themselves Well

By Ray Mills,  Consultant at Treeline, Inc.

In spite of the economy and unemployment level organizations are looking for strong salespeople but few are actually available.  It is getting harder and harder to find sales individuals that can consistently hit sales quotas while also keeping themselves up to spend on product sets,  changing markets, and industries.  As a result, it is common to see a top sales candidate considering multiple job offers when they decide to search.

The days of posting a job online to source sales individuals and waiting for top notch sales individuals to appear is a thing of the past.  Organizations need to now employ new tactics to acquire the hidden top notch talent and once they find them they need to act quickly so they aren’t lost to the competition.

Here are recommendations to find the hidden gems and to land the top candidates.

1.       Look beyond the resume itself – though we rely on resumes, they can be very misleading.  A resume can make a mediocre performer look like a rock star and on the flipside a mediocre resume can hide the skills of a top performer.  Always remember that you are hiring a human being and not just a piece of paper.  By leveraging resources that can weed through the resume and highlight the hidden pieces of an individual’s sales career you will be saving your company from lost time and energy while uncovering the top talent.

2.       Set up preliminary telephone interviews- In lieu of trying to coordinate internal calendars that can take days/weeks to schedule set up that first phone call.  In the first call you can expand on the detail you have received up front on their sales habits and results.  A first step phone call gets a qualified candidate in your process quickly, demonstrates your interest level and enables you to gather more information so that a intelligent decision can be made on if the candidate is worthy of moving to the next step.

3.       Have a hiring process in place that flows in a timely manner – Don’t miss out.  After you have engaged with the candidate by phone invite the individual in for a face to face interview or remove them from the process.  Don’t leave candidates guessing and NEVER lose a great hire due to inertia.  Solid candidates will generate interest from multiple clients and clients that demonstrate interest in a timely manner will win out almost every time.

4.       Demonstrate leadership qualities throughout the process.  Just as a hiring organization is looking for the qualities of a Top performer, a Top performer wants to see those same qualities in the mgmt team of the organization they are interviewing with.  The people skills of the individuals you choose to have in your interviewing process will impact the candidate’s decision as much as your company and technology will.

If you don’t prepare to win, you’re actually preparing to fail

Posted in Best Hiring Practices, Sales Recruiting, Comments Off


Sales Hiring: How to Hire Top Sales People

March 9th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Top 5 Ways to Hire Top Talent

By Sean Cashman Senior Consultant at Treeline Inc.

Finding top talent and hiring top talent are two different things.  There are plenty of companies out there that know how to find talent but not as many know how to effectively hire that talent.

In this market, there are plenty of candidates who are looking for better opportunities and the best of those candidates are being selective with how they chose their next role.  I point this out because some of us are letting the media influence us to think that all candidates looking for a new gig, employed or unemployed, are desperate to take an offer…not the case.

The best candidates, the ones that you want to hire, are doing their due diligence on what the market has to offer them.  You are not the only company they are talking to and you are probably not the only company that wants to hire him/her.  Back to my original statement, ‘Finding talent and hiring talent are two different things.’

How do you hire top talent effectively?

There are no magic tricks or sleight of hand to this – it is simple process.  Our best clients that hire the best talent have process – organized, thorough and pleasant…that’s right, pleasant. Here are some simple guidelines to cross reference when trying to hire top talent:

  1. Know the steps in the process.  Your hiring process probably includes; An initial phone call, Face to face meeting, Some sort of role play/demo, Face to face with the team/executives, References, Offer.  If you cannot define your process that simply – you should readdress it.
  2. Build a pipeline of qualified candidates.  A company that will fail most of the time is the company that only chooses one candidate to bring through the hiring process.  There is too much hope in that approach – you want better odds.  Have an activity metrics, qualify 5 candidates, bring 3 through the process and hire one of them.  If that candidate turns down the offer – you have 2 others that could potentially be a good fit.
  3. Set expectations and have empathy.  I tell all my candidates that when interviewing with a company, “you are interviewing them as much as they are interviewing you.” The interview is a tell tale sign of what it is like working for a company –if there is miscommunication or there are questions that go unanswered, that candidate will begin to have concerns, despite how good the opportunity is.  I am not saying that mistakes do not happen – this is the working world and you have to be fluid.  What I am suggesting is have empathy with the candidate and communicate when some part of the process does not go according to plan.
  4. Qualify and close.  I have seen a lot of companies do all the right things and bring a great candidate through their process and then lose that candidate at the 11th hour.  As you are approaching final stages of a hiring process, check in with your candidate as you are wrapping up a conversation – ask them where they are with their search, how many other companies they are looking at, how far along in the process they are, and what are the compensation packages with those companies?  Also make sure you know their money and what their expectations are for comp.
  5. Offer, Negotiate, Close, Start Date. I’m sure that you are already familiar with how to make an offer with a candidate.  They may come back to negotiate and you will see eye to eye and have him/her sign…done…not really.  Qualify your new hire on when they are going to resign, what if their company offers them a counter offer, and let’s not forget those other companies that they had in their pipeline.  These are all the wild cards that we pretend are not there after we hire a new employee.  Things you can do to prevent this are to simply talk to your new hire about it – you are going to be working together, hold him/her accountable.  Also, try not to push out a start date.  Time kills all deals.

These are not all fool proof, but these are some pretty simple best practices that I am sure will help you hire more effectively.  Now to the other part of my original statement…Finding top talent…go to www.treeline-inc.com and find out more about that.

Posted in Best Hiring Practices, Sales Recruiting, Comments Off


Sales Compensation Plan: Know Your Worth

March 6th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Don’t take their word for it.
Know how to qualify your earnings!

By Kathleen Mauriot  Division Manager at Treeline, Inc.

Let’s be honest.  You wouldn’t be in sales if making money was not high on your priority list. After all, sales jobs are tough and a lot of people cannot handle the long hours and stress that you have become accustomed to. Your ability to do a job that others cannot makes you a highly sought after employee and that’s why you are highly compensated. But how many of you have accepted a sales position with expectations of making a specific amount of money and quickly realized that the numbers just didn’t add up.  Even if you exceeded your target goals, you would not make the money that you were told you would when you accepted the job. What a de-motivator! Unfortunately, most sales people experience this discrepancy at least once in their career. It’s a hard lesson to learn, but the bottom line is this –  do not accept a sales position unless you have a solid understanding of how you will make your money!

Below are some tips to help you avoid compensation pitfalls and qualify the realistic earning potential of a job before you accept the position:

1. Does 2+2=4? I’m hoping you all answered ‘yes’! Then let’s start with some qualifying   questions you should ask:

What is the average size sale? $10K

What is the sales cycle? 3 months

What will my quota be? $30K per month

How does the deal get paid out to me? You will get paid 10% on total revenue.

Are there kickers for exceeding my goal? You will get paid 12% on revenue over $360K.

Now let’s do the math! Your goal is to close 3 deals per month ($10K x 3 deals = $30K). Your annual goal is $360K.  Since you are paid 10% on total revenue, if you are 100% of your sales goal of $360K, your commissions will equal $36K for the year.  Add your base pay to this and you will get your annual earnings. If you go over your goal, you will receive the extra 2% elevating your earnings. The reason you want to ask sales cycle is that you will need to take into consideration what month you start working and what the ramp up time will be.  Get clarification on how this will impact first year earnings.

2. Most sales organizations incorporate sales contests, spiffs, President’s Club and other awards to top sales performers.  These can also add to your earnings.  Some organizations are more generous than others when it comes to motivating their teams to exceed their goals. You will know by the manager’s reaction to this question whether the company offers them or not.  If they do, the manager will be very excited to share them with you.

3. Ask to speak to two sales reps. I would ask for a recent hire and a tenured rep.  This will give you the opportunity to ask candid questions about their experience, earning ability and gauge how realistic the sales goals are. Ask the reps if they, and the team, reached the sales goal last year. I think you will get a gut feeling if the reps are being open and honest with you.  If they are hesitant in answering or the reps give conflicting information that should raise a red flag.

4. Get the compensation plan in writing and make sure it is not written in hieroglyphics! There are many comp plans that are very confusing to understand.  My opinion is this: if a comp plan is very complicated then there is a reason it is written that way and it is not to your benefit. Be careful, ask questions, trust your gut instinct: the emperor might really be naked!

These pointers are basic, but can rescue you from a bad career decision. Ask questions!!Do not rush into accepting an offer if there is any hesitation on your part.

Posted in Interview Advice, Job Search & Career, Comments Off


Treeline Sales Job of the Week: Pre Sales Engineer

March 5th, 2012 by Amanda Musto, Marketing Manager at Treeline, Inc

Pre Sales Engineer – Boston, MA – Technology Sales – $120K

Company Profile

This is an opportunity to join a growing company that is looking to build a solid foundation in the US market place. Our client provides monitoring software for IT departments to view performance of in-house IT centers as well as the performance of Servers, Cloud, Applications, etc.

Job Description

As a Pre Sales Engineer you will work with the sales team on pre- sales responsibilities, such as demos and technical qualification, solution selling. This is an autonomous role that will grow as the office grows.


·2-6 years of sales engineer experience
·Monitoring software experience is a plus.
·SFDC experience
·Remote Web Demo experience
·Autonomous, self starter, mature, trust worthy, team player
·Small company experience

Base Comp. $80,000.00
Total Comp. $120,000.00

Click Here to Apply or go to: http://www.dadomatch.com/job/viewjob/jobId/2221/job_title/Pre-Sales_Engineer

Posted in Job Search & Career, Job of the Week, Comments Off