Sales Training & Expansion Manager - GTN Technical Staffing

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
 

1. Be a Hiring Machine
   1. Responsible for a fully staffed Sales and BDR team (“Always Be Hiring”)
   2. Have a bench plan in case of anticipated or unanticipated turn-over.
   3. Networking should be the highest priority to find talent
   4. Leverage other resources (Job Boards, LinkedIn, etc.)
   5. Be creative and proactive to find and hire the right talent
   6. Consistently implement a 60 day go-no go decision on new hires
   7. Immediate hiring needs: 2nd BDR in Seattle
   8. Set 30/45/60 day benchmarks to achieve for successful certifications or turnover

 

1. Achieve BDR Hiring goals based on the updated 2025 business plan for future BDR positions

 

1. Complete our Sales Certification within 15 days of start date

 

1. Utilize sales related sales training and manuals for the following
   1. Work with BDRs to insure they are following our sales process, the “Wedge”3x3 Training model utilizing our scripts
   2. Utilize our call coaching and role play process in addition to shadowing sales appointments to increase their sales effectiveness
   3. Sales Reps should have a full Sales Funnel: 3x to new account goal in their 30/60/90 Sales Funnel
   4. Ensure 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.
   5.  Incumbent BDRs go through a periodic Sales Recertification Process minimum 1 year but mandatory if two months behind at any time of year
   6. Update any training materials and communicate to management and BDR’s
   7. Develop training for BDR staff that meets all levels of tenure through
      1. Ongoing shadow days with Pre and Post Call planning
      2. Develop Large Target Account Program
      3. Weekly Sales Trainings
      4. Leveraging Referral Sources Internally and Externally

 

1. 1. Role Play and enforce the (3x3) Wedge and Overcoming objection handling scripts

 

1. Use Daily/Weekly Activity & Results Scorecards
   1. Hold new reps accountable to specific agreed upon training and certification goals with timelines
   2. Require performance metrics against a timeline  
   3. Provide Go/No Go recommendations on Reps to Director of sales
   4. 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.
   5. Coach to close the gap on any short falls utilizing Gil Cargil Coaching techniques
   6. Evaluate and work with Director of Sales to determine “will”or “skill”issues to close the gap

 

1. Coaching/Management Style
   1. Be 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)
   2. Be able to train/demonstrate to what we know works
   3. Ask open ended questions to address concerns and get buy in
   4. Always rank and evaluate your team, determine “will”or “skill”issues to close the gap
   5. Hold reps accountable to specific agreed upon goals with timelines
   6. Require performance metrics against a timeline  
   7. Always evaluate and make recommendations to Director of sales on “Top-Grading”reps
   8. Termination should never be a surprise
   9. No rep is better than a weak rep

 

1. Selling Responsibilities
   1. Assist Sales Reps or take the lead as necessary with closing larger “Big Fish “accounts in all markets
   2. Team selling: Sales calls and Zoom calls with Sales Reps
   3. Blitz goals are set and followed consistently by the SSRs

 

1. Create and implement games/incentives that reps want to play and can win

 

1. Travel Requirements
   1. Be able to travel 3 out of 4 weeks per month, coming home on the weekends.

 

1. New Market Expansion
   1. 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)
   2. Be responsible for new growth markets
      1. Market Evaluations & Recommendations
      2. Develop and Deploy market entry strategy
      3. Recruit, Train, and Develop Staff
      4. Forecasting growth objectives in Sales and Profitability
      5. In 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.

 

1. Take on additional projects or responsibilities such as follow up with Key accounts or Key Prospects for all divisions of the company as needed
   1. Recognition & Reward Program
   2. Retention Programs
   3. Assist customer service manager with converting reps from order taking to inside sales mindset
   4. Coach/Role Play with customer service reps to probe/find additional business

 

1. Achieve Van Division Growth Objectives

 

1. Overcommunicate/No Surprises

*We are a Tobacco free company and require all of our employees to be Covid -19 vaccinated.
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