September 28th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Sales Director
Sales Director 859 – Boston, MA – Digital Marketing – $140K
Technology | Massachusetts | $140,000.00
Company Profile:
Our client is a leader in innovative digital marketing focusing on the life sciences; they make scientific research easier by simplifying the process of finding, managing, and analyzing papers then what is otherwise available in the marketplace. Our client’s industry leading search technology and tools are fueling exponential growth and a large and growing community of users. Our client’s tools also enable advertisers and marketers to target relevant prospects in a more cost effective and specific manner than available in the marketplace. This is a fast growing company with a dynamic culture.
Job Description:
This is a sales role for an aggressive and smart hunter who understands online digital marketing and advertising, and who is comfortable selling into Marketing and other C-Level executives across the Life Science domain. The Sales Director can work from our client’s new world head quarters in Boston or from a remote home office.
Requirements:
Degree is required (preferably Life Science)
5-10 years of relevant sales experience
Demonstrable digital marketing experience with the ability to communicate core industry concepts and articulate the value of our client’s unique advertising platform
History of quota attainment and overachievement of goals
Ability to communicate and collaborate within a fluid, fast-paced, and growing/changing environment
Base Comp. $70,000.00
Total Comp. $140,000.00
http://www.mydado.net/job/viewjob/jobId/152
If you are interested pleaseJoin Our Network! If you are already a member of our sales network contact your Treeline consultant.
August 9th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Account Executive
Account Executive 838 – Waltham, MA – Technology – $120K
Company Profile:
Our client is a quickly expanding technology company that has experienced 40% growth in the last year. They are a well funded, grass roots and rapidly growing organization. They are based in the UK, building a US presence and looking to grow their salesforce.
Job Description:
This is a quota/target bases sales position where you will be responsible for hunting and focusing on new business development. You will be also be responsible for selling a portfolio to qualified prospects within your territory utilizing various tactics via campaigns, social media and cold calls.
Requirements:
3+ years of proven quota carrying software sales experience.
SFDC expeirence.
Must have sold a technology solution.
Entrepreneurial attitude.
Successful sales track record hitting numbers.
Base Comp. $50,000.00
Total Comp. $120,000.00
If you are interested pleaseJoin Our Network! If you are already a member of our sales network contact your Treeline consultant.
August 2nd, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Baltimore Business Journal – by Mitch Halbrich
Date: Monday, August 1, 2011
When you are interviewing for a job, it is important to remember that just as the employer is evaluating you, you should be evaluating the employer.
After all, a job adds up to more than take-home pay and benefits. At best, it is challenging and fulfilling, offering you opportunities to excel and be recognized for contributions to your employer’s success.
With this in mind, your objectives when interviewing for a job should be two-fold: one, convincing the interviewer that you are the right person for the job and, two, assessing whether the employer is right for you.
Here are some tips to help you do just that:
Identify your career goals.
The first step in finding the right employer is defining your professional goals. If you’ve never done this, you may find the process surprisingly revealing.
Ask yourself what you are hoping to achieve in both the short-term and long-term. For instance, you may want to be recognized as an expert in your field and make steady progress up the career ladder to a top executive position.
Perhaps you have an entrepreneurial spirit and want to start your own business someday, so you need a job that will allow you to practice and develop your business skills. Or you may be looking for a job that allows you to further your education or pursue other interests in your life.
Be as specific as possible, and write your goals down so you can refer to them when you are preparing for an interview or, further down the road, when you assess your career progress.
Define the criteria you will use to evaluate the employer.
When employers interview candidates, they first develop job descriptions and identify the qualifications candidates must have to perform the required work. If you turn the tables and think of a prospective employer as the candidate, you need to identify the qualifications the employer must have to help advance your professional goals.
This will result in a list of criteria you will use to evaluate the prospective employer. Examples of criteria you may want to consider are:
• Emphasis on ongoing professional education.
• Your boss’s leadership style and accessibility.
• A mandatory annual performance review system.
• A culture that encourages and rewards innovation.
• Opportunities for growth and advancement.
• The company’s potential for growth and diversification.
• The company’s reputation in the industry.
• Opportunities to travel.
• The company’s culture and employee relations.
Note that this list is not comprehensive. Depending on your personal goals, your list may contain other criteria.
In addition, while salary, benefits and perks certainly are important when choosing an employer, they are not on this list. You will be wise to consider the specifics of compensation as the final criteria. A large salary may be attractive, but it will not make you love your job on a day-to-day basis.
Perform pre-interview research.
It is always smart to research a company before an interview. Besides helping you evaluate the company as a potential employer, it demonstrates that you are interested enough to spend time doing your homework.
There are many resources for locating information about a company and the employees with whom you would be working closely. Among these resources are:
• The company’s website.
• Publications available on the Internet, such as news articles, press releases, speeches and white papers.
• Marketing collateral.
• Members of professional and industry associations.
• Current and former employees.
• Annual reports and SEC filings such as 10Qs.
• Dunn & Bradstreet and other research organizations.
As you perform your research, refer back to the evaluation criteria you developed. Whether the company meets some or all of your criteria may become clear the deeper you dig. If you are still missing information, develop questions that will gain the information you want while showing the employer that you are a serious candidate.
Make the most of interview opportunities.
Up to this point, you have focused on the information you need.
It is important to remember, however, that the interviewer, not you, will drive the interview process, and the interviewer’s purpose is not the same as yours. You may inject your questions in the conversation where it is appropriate to do so, but be polite and wait for your turn. As you do, you will have a chance to assess the interviewer’s personal style and leadership—both important assets.
But your real opportunity to ask questions may not arise until the end of the interview, when the interviewer asks if you have further questions.
And what if the interviewer concludes the interview without allowing you to ask questions? That may mean the employer is not the right one for you.
Mitch Halbrich is senior managing director in the Baltimore office of the Mergis Grouo. He can be reached at mitchhalbrich@mergisgroup.com
Halbrich, Mitch. “During Job Interview Process, Don’t Forget to Evaluate Employer – Baltimore Business Journal.” Business News – The Business Journals. 1 Aug. 2011. Web. 02 Aug. 2011. <http://www.bizjournals.com/baltimore/blog/2011/08/during-job-interview-process-dont.html?ana=lnk>.
Company Profile: This organization is a rapidly growing software organization that targets selling into IT Directors of mid-large size businesses. They are headquartered in the US and has a worldwide presence. They are privately held, profitable and have doubled their revenue over the last 3 years.
Job Description: This opportunity is calling for an Inside Sales Representative who will follow up on leads generated through marketing campaigns as well as gradually start to close deals and segue into a field sales position with 20% travel. You will have the advantage of working along side the VP of Sales.
Requirements: The ideal candidate will have a minimum of one year experience selling software, have a hunter mentality and a track record of hitting sales goals. Looking for enthusiasm and passion for sales!
Base Comp. $40,000
Total Comp. $60,000
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
June 20th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Vice President
Vice President of Sales 819 – Boston – Technology
Company Profile: Our client is a rapidly growing Mobile Applications company in Boston, MA. This corporation’s technology is revolutionary and the executive team is proven and impressive.
Job Description: As an integral part of this growing organization your number one priority is to build a successful sales organization. You will have a small team to support your efforts and will be responsible for closing large complex strategic deals. You must be a solutions based Vice President that feels comfort with startup environments.
Requirements:
10 + years of enterprise software sales experience
Proven track record of success achieving quotas and closing business
Entrepreneurial hunter mentality and strong understanding of solution sales
Credible track record and strong board room presentation skills.
May 24th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Ten clues that your hiring process is in need of a 21st century “social” tune-up
written by Christopher Simone, Vice President of Sales at Treeline, Inc.
In part 1 of this series we identified and discussed the impact of major trends and 21st behaviors (related to social media) on the hiring process. Part 2 will take a more specific look at the ten clues….
1) Are you heavily relying on job posts on monstrous job boards or paid advertising?
Many companies today still garner most of their interested (not necessarily qualified) candidates by advertising (i.e. paid job posts, online ads, and online sponsorships). This is mostly a passive waiting game in which companies toggle between relevance and speed as contemplated below. Another limiting factor with this approach is that fewer and fewer (qualified) candidates are mining job boards looking for new opportunities; and candidates are becoming less interested in paying for the privilege to submit a resume to an often obscured employer and nebulous process. In true social form, candidates will increasingly engage within social recruiting communities of Hiring Managers, other Job Seekers, and Knowledge sources for which engagement is the currency.
2) Are you forced to choose between relevance (a time consuming and imperfect process to refine the output of the job board search) or speed (a process that takes less time but yields an even greater number of unqualified resumes)?
At the core of every monstrous job board is an advertising revenue platform. Scale (i.e. more job posts and resumes) equals more pages on which to publish advertisements; this first and foremost serves the intended advertising revenue mission. Less served are the primary stakeholders trying to find new jobs or candidates. Each job board has their own search structure and filters that allow Hiring Managers to refine their searches. Our community has found that these disparate filters and processes require significant time to manage, and yield results which are still too broad to truly affect hiring behavior. Other Hiring Mangers bypass these filtering tools and redirect time saved interacting with the search engines to combing through resumes to the extent time allows. The challenge for these Hiring Managers is that they receive an even higher number of unqualified candidates which makes it harder to find the right candidates who could propel progress.
3) Is your process passive – meaning, are you mostly waiting for candidates to respond to your postings and direct sourcing attempts?
Hiring Managers are looking for new ways, beyond direct outbound sourcing, to engage candidates. Waiting and hoping for candidates to respond to job posts is becoming less fruitful especially as the labor market tightens. Hiring Managers are smart to follow the success of their Sales 2.0 infrastructures and strategies that drive more qualified traffic to and through their social channels and career page.
4) Is your process and communication with the marketplace actively collaborative and interactive?
“Recruiting 2.0” therefore requires more active collaboration and communication with the intended audience. Social media provides the platforms for this active engagement. This communication is less structured, more dynamic and natural, occurs on an ad-hoc basis, and is transparent. This is a lot different than the obscured and linear processes that still dominate much of the recruiting domain.
5) Is your process dictating when and how you are communicating with potential candidates?
Communication should not only occur as a result of clicking “Apply Here”. Communication can occur anytime a prospective candidate elects to participate within a shared social community such as your Facebook page or company-specific social recruiting site. Hiring Managers are also now able to communicate with many candidates instantaneously through their social channels. For example, a candidate might post and receive a Blog response; each response could be open for other visitors or members to read along with ratings or comments and other content in various forms.
6) Does your candidate interaction begin with an outdated resume format or nebulous online profile?
Social is driving progress in many forms. Hiring Managers are no longer limited to the traditional resume format or to convoluted and general online profiles. Candidate information can be compiled from multiple channels and sources and organized in useful views that drive precision. Social resumes leverage information available on the WWW including, but not limited to, content created by the candidate. Ideal social resumes are function-specific. For example, a Sales social resume will present deterministic-criteria that empower Hiring Managers to not only find good sales people, but the right sales people for their specific product, service, and corporate culture. Knowing the sales person had an “Inside Sales” title or eight total years of experience is not enough. Other more specific sales traits and characteristics are more predictive of success. Productive recruiting processes traditionally find ways to vet this information later in the process through series of interviews. Companies are welcome to use our free tool that will email a report to them with the key characteristics they need to focus on. Click here to identify your sales force characteristics.
7) Are you screening and/or interviewing large numbers of candidates who are not aligned with the open role and/or corporate culture?
As noted above, social 21st century recruiting processes afford Hiring Managers a much stronger starting point therefore decreasing time wasted on unqualified prospects and also shortening the hiring cycle for qualified candidates. In addition to decreasing process cost, this decreases the likelihood of losing candidates to companies with more nimble hiring processes.
8) Are you able to appropriately assess potential fit prior to the first round of in-person interviews and therefore decrease the number of the candidates required during the in-person interview stage?
Fit is not just measured in facts and figures. Fit involves personality. Even personality indexes (which typically occur later in the process due to cost and complexity) sometimes fail to provide accurate, actionable insight to the Hiring Manager. To a large degree this comes down to an instinct or “gut feel” about a candidate. Our little voices talk to us during interviewing too… Social media brings candidate personality and tone, sometimes even character, into the process in new ways.
9) Is your process connecting you with your candidates and facilitating collaboration, information sharing and transparency which builds trust?
Linear and nebulous job board application processes actually engender distrust. Details about the hiring company and even the role are often obscured from the candidate. Next steps are undefined and uncertain and often never materialize largely to the broader weaknesses of the process outlined above. Social recruiting involves new doors and windows into both the company and candidate. We live in a hyper-transparent and hyper-social world. Beyond direct social engagement between companies and candidates, social channels such as GlassDoor.com provide insight which once upon a time was not easily obtained prior to actually starting at a new company. Winning Hiring Managers in the 21st century will embrace social media not as a gridiron of defense but rather as the field of offense.
10) Have you consistently integrated at least three forms of social media/networking into your hiring process?
For example, are you leveraging Facebook, Twitter, or LinkedIn? Are you using RSS Feeds, Podcasts, video, or social recruiting hubs or sites? Here are just a few relatively narrow thoughts about these powerful tools and resources?
Facebook and Twitter provide forums and communities that provide companies and candidates a platform to distribute, receive, and share information. “Follow us on Facebook” is not just a marketing tactic… According to Facebook, there are 500 million active users on Facebook; 50% of active users log on to Facebook in any given day; the average user has 130 friends; every month more than 250 million people engage Facebook on external websites; an average of 10,000 new websites integrate with Facebook every day. [source www.facebook.com/press/info]
LinkedIn provides an instantaneous source of candidate reviews provided by colleagues and customers. LinkedIn also provides background resume information and the opportunity to occupy the same space and participate within groups of common interest e.g. “Software Sales Experts”. According to LinkedIn, there are now 101 million LinkedIn users with 47.9% of those in North America. [source: “LinkedIn Demographics January 2011”].
Blogs provide a socially friendly communication forum where Hiring Managers and candidates can interact and share comments and feedback on any number of topics and themes of interest.
Corporate Career Pages and/or YouTube can serve videos and podcasts about the company; this content could be a CEO message or a message from the newest hire. Companies can lower the curtain and allow candidates to peer into the organization to see all it has to offer. Other examples include company outings, award ceremonies, and examples of where and how the company is exercising corporate citizenship and responsibility in the community.
Social Recruiting hubs can provide interesting and engaging landing pages that fuse these tools and resources together.
Question– In what ways is your recruiting process becoming more social in 2011?
Treeline, Inc. (www.treeline-inc.com) is recognized as an award-winning recruiting firm. Treeline is also the developer of DADO — a first of its kind Social Recruiting platform and community that fuses 21st century technologies (including social media) and behaviors with recruiting best practices. In this new paradigm, recruiters add knowledge and support thereby fostering and reinforcing the social recruiting service for the 21st century, which is knowledge-powered, technology-enabled, collaborative, and social.
May 17th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Director of Sales Operations
Director of Sales Operations 793 – Waltham, MA – Technology – $90K
Company Profile: This organization is a rapidly growing company that has a casual working environment and has experienced double digit growth every year. This is a cutting edge, privately held company that is exploding.
Job Description: This highly visible role is calling for a successful leader to partner with internal department managers to drive sales strategy, define key metrics as well as hire, train and manage a small inside sales team.
Requirements: The ideal candidate will have a minimum of 5 years of sales operations experience as well as sales management experience with a track record of exceeding quotas. Must also have program management experience.
Base Comp. $80,000
Total Comp. $90,000
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
April 11th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Inside Sales Representative
Inside Sales Representative 792 – Boston – Technology – $100k
Company Profile: Our client is a mobile application development firm. They help companies create, deploy and manage mobile applications. Their newest application gives corporations a marketplace to create and distribute mobile applications to employees. They are growing rapidly and looking for entrepreneurial sales professionals with strong work ethic.
Job Description: This position entails heavy cold calling to target potential prospects. You will be responsible for making calls to senior level corporate executives and identifying needs of the prospect as they pertain to mobile application solutions. You will be expected to make aggressive outbound calls around Key Performance Indicators per day. This is a very aggressive company that is growing rapidly and looking for talented sales professionals to join their team.
Requirements: This position entails heavy cold calling to target potential prospects. You will be responsible for making calls to senior level corporate executives and identifying needs of the prospect as they pertain to mobile application solutions. You will be expected to make aggressive outbound calls around Key Performance Indicators per day. This is a very aggressive company that is growing rapidly and looking for talented sales professionals to join their team.
Base Comp. $50,000
Total Comp. $100,000
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
March 14th, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
Account Executive
Account Executive 751 – Burlington, MA – Technology – $110k
This organization is a rapidly growing company that has a casual working environment and has experienced double digit growth every year. This is a cutting edge, privately held company that is about to explode.
Job Description: This opportunity is calling for a successful inside sales representative to call on C-Level Sales & Market Executives. This is a strategic sale where the representative will be given leads as well as prospect for new business. The rep will also conduct web demo’s.
Requirements: The ideal candidate will have a minimum of four years of inside sales experience hitting quotas and who is comfortable working in an unstructured office.
Base Comp. $50,000
Total Comp. $110,000
If you are interested please Join Our Network! If you are already a member of our sales network contact your Treeline consultant.
January 31st, 2011 by Amanda Musto, Social Media Marketing Representative at Treeline, Inc
To bring in big business, you need two distinct types of personalities. Part of the trick is figuring out which one you are.
By John Warrillow, Jan 26, 2011
I’m guessing you generate the lion’s share of the revenue for your company. But have you ever stopped to think about your selling style? I have found that company owners tend to be either schmoozers or closers. Being a good schmoozer can undermine your closing ability, so knowing which one you are can reveal who your next hire should be.
The schmoozer
A schmoozer is a front person for a company. Usually thought leaders, schmoozers are good at glad-handing customers, making people feel loved. They remember customers by name and ask them about their lives. They are both door openers and door warmers.
The closer
To be effective, a schmoozer needs to hand opportunities to a closer. The closer, understanding a customer’s needs in detail, exposes a problem—often to the point of discomfort for the prospect—and proposes a solution. Closers may be friendly but rarely become friends with customers, keeping their distance to retain their bargaining position in a negotiation.
A good schmoozer needs to remain everybody’s friend—keeping things light and informal, smoothing over the rough edges of a commercial relationship. A good closer, on the other hand, needs to know how to ratchet up the pressure in a negotiation, applying just the right amount of leverage to get a customer to decide without turning them off. If a schmoozer is the grease, the closer is the crowbar.
I don’t think a founder can be—or should be—both a schmoozer and a closer. You have to decide your role and hire for the other. For example, Don Tapscott, co-author of Paradigm Shift, Wikinomics and the 2010 bestseller, Macrowikinomics, built his former company, New Paradigm, with the help of Joan Bigham, his second-in-command, who is a pure salesperson.
“(A salesperson) is an amazing kind of person actually,” he says. “They view ‘no’ as information, and they never take it personally. Someone says, ‘I have no interest in what you’re doing,’ and she says, ‘Great—now we’re engaged in a conversation.’ Most people are not really salespeople. They take stuff too personally. (They think), ‘You don’t like me, you don’t like my company, I’m a failure.’ A consummate salesperson thinks very dispassionately and strategically about the selling process.”
Tapscott, the schmoozer, explains the interplay between his role and that of his closer: “I make rain at a very high level. I need someone to use that to help the garden grow – to plant the seeds, to nourish them and fertilize them and get real value. It’s one thing for someone to say, ‘Gee, what Tapscott does is really interesting, and I think it could be important to our company,’ and it’s another thing for them to sign on the line to spend a few hundred thousand dollars per year to get some good insights.”
Tapscott was able to sell New Paradigm three years ago in part because he had segregated the role of schmoozer and closer so well. He agreed to continue to be a rainmaker for New Paradigm, now called Moxie Insight, for five years. Today, Tapscott’s books and speeches continue to unearth leads, but he’s not closing; he’s schmoozing.
So are you the schmoozer or the closer?
Warrillow, John. “Are You a Schmoozer or a Closer?” Small Business and Small Business Information for the Entrepreneur. 26 Jan. 2011. Web. 31 Jan. 2011. <http://www.inc.com/articles/201101/are-you-a-schmoozer-or-a-closer.html>.
