Our Seattle client is in the first aid / health care sector. They are looking for a Sales Training Manager. This role is based on Seattle and will run sale training as well as parachute into new markets and hire and train up the salesforce. There will be 75% travel in the southwestern with project durations of 3 - 6 months.
Salary : 80-110k, 25k bonus, PTO, Benefits, 401k.
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.)
- Consistently implement a 60 day go-no go decision on new hires.
- Set 30 / 45 / 60 day benchmarks to achieve for successful certifications or turnover.
- Recruiting based on the business plan for future BDR positions outlined for FY 25 with Director of Sales and COO for final stage of interview.
- Complete client’s Sales Certification within 30 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 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 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 ProgramWeekly Sales TrainingsLeveraging Referral Sources Internally and ExternallyRole 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.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 market.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.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 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 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 Double Digit Growth (25% or greater) combined for : Van Division New Markets.Achieve the Following Gross Margin %’s - 81%.Overcommunicate / No Surprises.
Salary : $80,000 - $110,000
