This is a VERY GOOD set of practices for a CEO to consider before hiring their first AE. I see so much "sales debt" created by not following these guidelines on when and who to hire. Two other suggestions: 1. Final Interview Process Step: Def hire a modern prospector and vet their outbound BUT also have them do a 30/60/90 day plan presentation to the CEO/Founders and basis this on a primer document with your relevant stats and resources so this is NOT AN ACADEMIC PLAN but THEIR FAST START PLAN at your firm, and 2. Onboarding: Create a 5wk onboarding spreadsheet that aligns milestones such as demo and first call deck certifications AS well as defined outbound pipeline activity goals to meet. Rigorously evaluate how your new hire does in onboarding and avoid/minimize "False positive" hires. Glad to discuss further, share practices: 4084069174 Well done GTM!
Super helpful and clear guidelines! Thanks!
Great read
This is a VERY GOOD set of practices for a CEO to consider before hiring their first AE. I see so much "sales debt" created by not following these guidelines on when and who to hire. Two other suggestions: 1. Final Interview Process Step: Def hire a modern prospector and vet their outbound BUT also have them do a 30/60/90 day plan presentation to the CEO/Founders and basis this on a primer document with your relevant stats and resources so this is NOT AN ACADEMIC PLAN but THEIR FAST START PLAN at your firm, and 2. Onboarding: Create a 5wk onboarding spreadsheet that aligns milestones such as demo and first call deck certifications AS well as defined outbound pipeline activity goals to meet. Rigorously evaluate how your new hire does in onboarding and avoid/minimize "False positive" hires. Glad to discuss further, share practices: 4084069174 Well done GTM!
Wow, this is so good. Thanks for sharing.