Sales Training & Expansion Manager
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
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 talentLeverage other resources (Job Boards, LinkedIn, etc.)Be creative and proactive to find and hire the right talentConsistently implement a 60 day go-no go decision on new hiresImmediate hiring needs : 2nd BDR in SeattleSet 30 / 45 / 60 day benchmarks to achieve for successful certifications or turnoverAchieve BDR Hiring goals based on the updated 2025 business plan for future BDR positionsComplete our Sales Certification within 15 days of start dateUtilize sales related sales training and manuals for the followingWork 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 effectivenessSales Reps should have a full Sales Funnel : 3x to new account goal in their 30 / 60 / 90 Sales FunnelEnsure 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 yearUpdate any training materials and communicate to management and BDR’sDevelop training for BDR staff that meets all levels of tenure throughOngoing shadow days with Pre and Post Call planning
Develop Large Target Account ProgramWeekly Sales TrainingsLeveraging Referral Sources Internally and ExternallyRole Play and enforce the (3x3) Wedge and Overcoming objection handling scripts
Use Daily / Weekly Activity & Results ScorecardsHold new reps accountable to specific agreed upon training and certification goals with timelines
Require performance metrics against a timelineProvide Go / No Go recommendations on Reps to Director of salesUse 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 techniquesEvaluate and work with Director of Sales to determine “will”or “skill”issues to close the gapCoaching / Management StyleBe 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 worksAsk open ended questions to address concerns and get buy inAlways rank and evaluate your team, determine “will”or “skill”issues to close the gapHold reps accountable to specific agreed upon goals with timelinesRequire performance metrics against a timelineAlways evaluate and make recommendations to Director of sales on “Top-Grading”repsTermination should never be a surpriseNo rep is better than a weak repSelling ResponsibilitiesAssist 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 RepsBlitz goals are set and followed consistently by the SSRsCreate and implement games / incentives that reps want to play and can winTravel RequirementsBe able to travel 3 out of 4 weeks per month, coming home on the weekends.
New Market ExpansionBe 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 marketsMarket Evaluations & Recommendations
Develop and Deploy market entry strategyRecruit, Train, and Develop StaffForecasting growth objectives in Sales and ProfitabilityIn 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 neededRecognition & Reward Program
Retention ProgramsAssist customer service manager with converting reps from order taking to inside sales mindsetCoach / Role Play with customer service reps to probe / find additional businessAchieve Van Division Growth ObjectivesOvercommunicate / No SurprisesWe are a Tobacco free company and require all of our employees to be Covid -19 vaccinated.We are GTN –The Go To Network"
Salary : $105,000
