Conor Honeyball’s Post

Make sure to interview the Sales Leader who's interviewing you. The right Sales Leader can fast-track your career quicker than anything else. So, pick a role with a great sales leader. People can be blinded by other things: -remote working -higher base salary/ote -the chance to get to the next step in 6 months So, if you’re interviewing then make sure you understand what they can do for you. A good place to start is finding out: -who have they developed here before? -why do they like working at the company/in their role? -what do they think will make someone successful in the role? Make sure you've thought the decision through. Or you'll be looking for a new role before you know it. #sales #salescareers #salesdevelopment #hiring

I have hired for top sales talent of all levels for the last 4 years, here is what I look for ❗️💸 ➡️ Top line key achievements on resumes. ➡️ Stats and figures, revenue generated and performance against targets ➡️ Competitive nature. Are you an ex athlete, olympic chess player? I don't care what it is but show why you're fiercely competitive. ➡️ Accountability, we all f**k up. Where did you go wrong, why and what would you do differently. ➡️ Clear financial goals, I want to know the reason why you're going to push hard to earn as much commission and bonus as possible. ➡️ Stats and figures, I cannot drill this into everyone enough - this is your opportunity to show what you're made of. Sales is direct revenue generation. Tailor and circle back every element of your resume and what you say in interviews to why you're going to be the best person to drive revenue growth. #salesroles #salesposition #sales

#sales #hiring Hiring isn't a formulaic process with a 1+1 =2. It's an intricate dance of understanding individuals and their potential. I was on the lookout for field sales professionals, and amidst a pool of experienced candidates, one stood out - not for his background in sales, but for his sheer enthusiasm and eagerness to learn. HR had their doubts, but a strong reference compelled me to take a chance. Someone who had never done field sales and came from another industry. On paper, it was not so good. In my mind, not so bad either. I had been there so many times. Against the odds, I brought him on board and witnessed something remarkable unfold. Despite lacking direct experience, he thrived. Why? Because sales is more than just a skill set; it's about conviction, adaptability, and the art of persuasion. And to top it up, he didn’t have his baggage of biases & preconceived notions to stop him from excelling. He understood sales is not a rocket science. It is what he has always been doing in one way or the other. Selling his skills in an interview, selling the organization's goals in a recruitment process, selling his ideas in internal meetings. Sales is a daily affair and nothing that you haven’t practiced before you jump into it. It was indeed a pleasure to work with him and see him grow in their role.  He took it like fish to water. Absolutely seamless. And I learnt a few beautiful things in the process. 🔍 Biases are barriers to greatness; they blind us to potential. 💡 Humility opens doors to growth and learning. 🌟 Confidence is vital, but hard work often trumps it. 🤝 Asking for help isn't a sign of weakness; it's a pathway to success. 🎲 Taking risks can yield extraordinary results. His journey illuminated the essence of talent: it transcends résumés and checkboxes. It's about recognizing potential and fostering it with care. So, it is OK to challenge conventional hiring wisdom and embrace diversity, humility, and the courage to take chances. After all, in the realm of talent, greatness knows no boundaries. #management #humanresources #careers #jobinterviews

If you are a sales professional looking for your next role, you should be asking tough questions during the interview process. Here's the information you need to know to make an informed decision: - What percentage of the sales team hit their quota last year? - Has the company changed its compensation plan (quotas, commission rates, eligibility, etc.) recently? If so, why? - What's the average tenure of the sales team? - What is the career progression path? - Performance vs. Goals (ARR, NDR, Churn, CSAT, NPS, TTV, etc) - How often do you evaluate & adjust territories? - Discuss how prospecting is done and what the expectations are for your role. - Ask about the tool stack. - Ask what the biggest challenge is for the Revenue team. I've hired hundreds of people in my career and I gravitate toward candidates who care enough about their future to ask the tough questions. #sales #jobsearch #hiring

How to Answer: “Can you tell us about your past performance?" (when you didn't hit quota 🫥 ) Maybe it was due to bad leads, an unrealistic target, or a product-market mismatch, but how you answer this question in an interview can make all the difference. Here’s how to handle it with confidence and integrity: 🚨 DO NOT make excuses. Avoid blaming the manager, the leads, or the market. Remember, sales managers and recruiters understand that great reps sometimes face tough challenges. If you were crushing it, you wouldn’t be looking for a new job, right? 💡 Focus on what you did accomplish. Highlight other metrics that showcase your skills. For example, you can mention how many dials you made, your email open rate, or where you ranked compared to your team. This shows you were focused on the right inputs and that you’re results-driven, even when things don’t go perfectly. 🔑 Honesty goes a long way. Sow seeds of honesty—sales managers respect reps who show integrity and focus on what they can control. Opportunity follows those who act with high moral standards. 🌟 When in doubt, talk about your inputs, your learnings, and why the next role excites you. #SalesTips #SalesInterview #CareerGrowth #Quota #SalesDevelopment #JobSearch #InterviewTips #IntegrityInSales #TechSales #WomenInTech #WomenInSales

"As David Brent's biggest fan, and a fellow sales manager, I've always prided myself being able to make people laugh. The team loved to hear my impressions. Basil Fawlty was a favourite. DON'T MENTION ZE WAR! "A bit of banter is essential for a sales team. After all, you can't spell banter without BANT! "When people ask me if I'd rather be thought of as a funny man or a great boss, my answer’s always the same, to me, they’re not mutually exclusive! "When I interview new sales people, I make sure they've got a sense of humour. It's what got me where I am today and it's what they'll need to make it in the widget business..." – – – Traditional sales interviews, where a candidate and hiring manager sit down for a a friendly chat, are a great way to find people you like because they remind you of yourself. Unfortunately, they're also a terrible way to identify people with the ability to actually sell. Great sales managers have a structured hiring process based on subjective *and* objective data, testing candidates against the requirements of the job role in six specific areas: ✅ S = Skills ✅ E = Experience ✅ A = Attitude ✅ R = Results ✅ C = Cognitive skills ✅ H = Habits The cost of hiring a sales person who doesn't work out is HUGE. Rushing to hire someone because you're desperate to fill a vacancy (while a recruiter is cheering you on from the sidelines) is a recipe for a series of painful headaches in the future. Relying on gut feel to find people you like is a terrible way to build an A-player sales team. If you're open-minded to a better way, DM me the word 'Hiring' for an introductory chat. Good selling! 👊🏼 😎 #SalesLeadership #SalesManagement #SalesTraining #Birmingham

Would your company rather you: 1) Win a lot of awards 2) Make a ton of sales 3) Help a lot of people. I’m guessing every single company would say 2) or 3), but I see so many resumes and LinkedIn profiles that only focus on the awards a person has won. Instead, focus on how you have directly aided the bottom-line of companies in the past OR How many people your products and services have helped over the years (and why). Those are much more eye-catching and important to a hiring manager. #jobs #sales #socialmedia 

We are hiring! Check out this video to learn more about my career journey, the Outbound Account Executive role, and some tips around interviewing at Jobber 👀

About a month ago, a VP of Sales turned down a lucrative $250K job offer with a major competitor. His reason? It wasn't about the money. As a recruiter for the last 2 decades, I can tell you, at the VP level, it's NEVER about the money! He said, 'I'm looking for a place where I can build a vision with a strong team, not just chase a paycheck.' Here's what my experience recruiting top leaders has shown: Exceptional talent prioritizes: • Impact over income • Team culture over title • Growth opportunities over guaranteed bonuses • Vision over vehicle We recently helped a manufacturing firm attract a senior sales leader who brought not just skills but a transformative mindset. That candidate turned down a higher salary because they believed in the company's mission. Want to learn what truly attracts top sales leaders? Comment "attract" below, and I'll share our data into the motivations that drive elite candidates to say YES to opportunities."

🎯 Behind Every CV Lies a Story (Not Just Sales Targets!) Sure, the CV says “achieved 120% of quota” or “closed a 6-figure deal”but let’s not forget the person behind the numbers. Behind every sales CV is someone who: ✅ Balanced hitting targets while answering “Where’s the ketchup?” for their kids. ✅ Chased goals with the same energy they use to chase clients who go silent. ✅ Dreams of crushing quotas and finally taking that long-overdue vacation. ✅ Mastered convincing others… starting with their own family to trust their career choices. So, when you’re hiring for sales or Business Development associate don’t just look at the numbers look at the grit, humor, and resilience behind them. Because sales isn’t just a job, it’s practically an Olympic sport. #SalesLife #Hiring #EmpathyAtWork #TargetsAndTruths