Sam MacKenzie

VP Sales search scorecard They MUST have led the $5m to $15m + ARR journey within domain X. But are we neglecting context in our persona prerequisites? Scenario/Candidate 1: led $5m - $20m ARR in domain X. Established Enterprise company Strong product-market fit before arrival Significant inbound lead/demand generation Higher customer acquisition cost Scenario/Candidate 2: led $3m - $12m ARR in domain X. Early-stage challenger Built the sales engine/process from scratch Built a true outbound culture & rigour Maintained fiscal discipline & creative resource allocation The goal should be to evaluate a candidate's ability to excel in the specific circumstances and challenges that your company currently faces rather than relying solely on predetermined revenue milestones from their past experiences. Who are you hiring? #GTMHIRING #VPSALES #GTM

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Choosing the right recruitment agency can make all the difference in your hiring process. While sticking to familiar options may feel safe, exploring new partnerships can provide undeniable advantages. Collaborating with a new recruitment agency can bring a fresh perspective and access to untapped talent pools. Newer agencies are often more agile and responsive to market changes, allowing them to adapt their pricing structures and service offerings to meet your evolving needs. Contrary to popular belief, partnering with a new recruitment agency doesn't necessarily equate to higher costs. Many agencies offer competitive pricing models and value-added services to attract clients. Moreover, new agencies may leverage innovative sourcing techniques and digital platforms to identify and engage with skilled employees. By casting a wider net and connecting you with candidates who might have otherwise flown under the radar, these agencies can be a game-changer for any business. Investing the time and effort to cultivate a mutually beneficial relationship with a new recruitment agency can drive sustained growth and success. While familiarity may breed comfort, venturing into uncharted territory can be a smart move for your business. #recruitmentagency #gamechanger #recruitment

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instead of hyper personalizing messages to you ICP why not just propose what your selling if the offer is right the leads will respond. stop with the pitch slap BS unless your selling the same product/service at the same price as 000's of others. personalization is not going to win you customers, especially with price sensitive consumers in this economy.

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Many SaaS companies underestimate the power of a strong Sales Development Rep team (SDR). Yet, I've seen how skilled SDRs dramatically improve lead qualification and conversion rates. Here's why: Focused Prospecting: SDRs laser-target ideal customers, saving senior sales reps time. Personalised Outreach: They build initial rapport, warming leads for deeper engagement. Pipeline Management: SDRs ensure smooth handoffs, increasing sales efficiency. Any sales leaders agree or have a different experience? I'd love to hear your insights. #SaaSgrowth #SalesTeams #HiringAdvice #SaaSJobs

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Recruiters that make more calls land more deals. So shouldn’t you be focusing on how you can make more calls? But not just more calls. You should be focusing on how you can make more, better calls. But what determines a ‘better’ call? The quality of the delivery & the quality of the data! So how can you make more, better calls to land more deals? To make the most amount of calls you need to be calling for 8 hours a day. To allow yourself 8 hours a day to call you need to have high quality data all ready for you… The more calls you do, the better your delivery gets! Ask yourself, what’s missing to achieve this. 8 hour call slots and high quality data? If so, a VA is your answer ✅

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This 2 minute read gives quick and effective tips that are useful for all levels, from fresh grads to Chief Legal Officer. Give them a go!

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Remote hiring opens up your talent pool exponentially, which is an incredible opportunity, but a daunting task. Here, the capabilities of AI really shine. - AI has slashed time spent on candidate screening by up to 73%. - Companies adopting AI in recruitment report a 41.6% decrease in overall hiring costs for remote positions. - AI-powered recommendation engines are driving a 30% increase in diverse hires among remote employees. - Leveraging AI in remote hiring has led to a 60% boost in candidate satisfaction levels. We are living in the future! We have the technology to find and support the best candidate from anywhere in the world, aka the world's best candidate - who wouldn't want that! #remotehiring #remoteemployees #AIinrecruitment

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Navigating the Recruitment Landscape: Investing in the Right Technology for Your Agency 🚀 As you embark on the journey of launching a recruitment agency, one of the most crucial decisions you'll make is determining the technology stack that will power your operations. In today's digital age, leveraging the right tools and platforms can make all the difference in streamlining processes, enhancing efficiency, and ultimately, driving success. Here's why investing in the right technology is paramount, along with some key considerations to guide your decision-making process. 💡 Efficiency and Productivity: Investing in robust recruitment software can significantly improve the efficiency of your operations. From applicant tracking systems (ATS) to candidate relationship management (CRM) platforms, these tools automate repetitive tasks, streamline communication, and enable you to manage large volumes of candidates with ease. Candidate Experience: In today's competitive job market, providing an exceptional candidate experience is crucial for attracting and retaining top talent. Choose technology solutions that offer a seamless and user-friendly experience for candidates, from job application to onboarding. Mobile-friendly interfaces, intuitive navigation, and personalized communication channels can help differentiate your agency and leave a lasting impression on candidates. Data-Driven Decision Making: Data is a powerful asset in the recruitment process, providing valuable insights into market trends, candidate preferences, and performance metrics. Invest in analytics and reporting tools that allow you to track key metrics such as time-to-fill, candidate conversion rates, and client satisfaction scores. Scalability and Growth: As your agency grows, scalability becomes a critical factor in your technology investment. Choose solutions that can scale with your business, accommodating increased workload, expanding client base, and evolving market dynamics. Compliance and Security: In the highly regulated field of recruitment, compliance and data security are paramount concerns. Invest in technology solutions that prioritize compliance with relevant regulations such as GDPR, CCPA, and EEOC guidelines. In summary, investing in the right technology is a strategic imperative for any recruitment agency looking to thrive in today's competitive landscape. By prioritizing efficiency, candidate experience, data-driven decision making, scalability, compliance, and security, you can build a strong foundation for success and position your agency for sustainable growth. Remember, technology is not just a tool; it's an enabler that empowers your team to achieve their full potential and deliver exceptional results. 🌟 #recruitingagency #staffingagency #healthcareagency #aijalonwallace #techrecruiter #technicalrecruiter #recruitingbusiness #recruitingagency

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Beyond the Job Description: Rethinking the Talent Hunt In Dubai, I can assure you that the talent war is real, folks. Attracting top performers in today's competitive job market takes more than a well-written role description. Now, more than ever, in this ever-evolving landscape, it's crucial to adapt our recruitment strategies in 2024. The job market is changing, and we need to be flexible and innovative in our approach. Candidates are not just looking for a job; they seek a purpose. They want roles that resonate with their values and goals. It's crucial to showcase our company culture and the impact of the role, as this can be a significant factor in attracting the right talent. You can focus on skills, not just experience. Rigid requirements can exclude talented individuals. Highlight the essential skills and provide growth opportunities. You can engage your network and use the power of your employees and connections to promote your team and open positions. Be transparent and efficient. Streamline the application process and keep candidates informed throughout every stage. Please let me know what your thoughts are. How can we improve the recruitment experience for both companies and candidates? #Recruitment #TalentAcquisition #FutureOfWork

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If you work in Recruitment Operations, we're here to make your life easier. Come and check out what we've already got waiting for you on the platform Sign up in the comments

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With VireUp you CAN have your cake and eat it 😊 ❌ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague managing large recruitment project WITHOUT incorporating VireUp AI technology in the project: HM: Why am I interviewing this candidate? TA: They came over really well in the screening call HM: What do you mean? TA: They seemed professional and positive and gave good answers. HM: Like what? TA: They came over as keen about joining us and worked at our competition and delivered a lot. HM: Like what? TA (scrabbling through notes): Let me go back to my notes and come back to you…. I did so many screening calls, this is a big project.   ✔ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague when incorporating VireUp AI technology in the project:   HM: Why am I interviewing this candidate? TA: This candidate came top out of 500 applicants on the ‘decision-making’ question.  For example, 1 minute 42 seconds into the answer the candidate talked about “weighing up pros and cons” and at 1.78 the candidate described “asking for advice from peers”. HM: Wow! TA: The candidate also came 20th on ‘project management’ and 14th on ‘dealing with conflict’. Would you like to see the evidence? However, they scored 97 on ‘drive for results’, so I recommend probing this at your face-to-face interview. HM: WOW!!

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SaaS is in a 'weird' place right now. 1. Consolidation crushes hypergrowth. 2. It's a winner-take-all battle for relevance. 3. It's all about real results. Investing in value is the new ROI. #saas #growth #trend #sales #hiring

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Talent Scouts and Human Capital champions - please help us help you in bringing Analytics and Reporting for you that matters to you! Please fill this form and share your guidance!

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Did you know that the average time to make a hire in Dubai is around 60 days? Sometimes the hiring process feels like a sloth running a marathon on an empty stomach. The role is urgent and it needs to be filled yesterday, yet why do we wait when you find the perfect candidate? Don't risk losing them by interviewing more just for comparison's sake. Remember, candidates have options too, and a delay could mean losing out on top talent. Being decisive and efficient is key. If you've found the right fit, don't hesitate – make the offer! Let's make the hiring process smoother and more effective for everyone involved. Your reputation and the quality of your team depend on it. Then after it's done, we can have a nice relaxing day on the beach with nothing to worry about. Cue the cheesy photo to relate....

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Temp recruitment through Shero Talent Consultancy offers several benefits for both blue and white-collar roles. Here are some key advantages: ➡️1. Flexibility and Scalability Adapt to Market Demands: Temp recruitment allows companies to quickly adjust their workforce based on market needs and project requirements. Seasonal and Project-Based Hiring: Easily scale up or down during peak seasons or for specific projects without long-term commitments. ➡️2. Cost-Efficiency Reduced Hiring Costs: Save on recruitment expenses, training, and benefits typically associated with permanent hires. Minimized Administrative Burden: Shero Talent Consultancy handles payroll, taxes, and other administrative tasks, reducing overhead for the company. ➡️3. Access to a Diverse Talent Pool Wide Range of Skills: Tap into a broad network of pre-screened candidates with various skills and experience levels. Quick Turnaround: Fill positions swiftly with qualified candidates ready to start immediately. ➡️4. Risk Mitigation Trial Period: Evaluate temp employees' performance and cultural fit before making long-term commitments. Reduced Liability: Temp workers are employed by the consultancy, reducing the company's liability for unemployment claims and other HR issues. ➡️5. Expertise and Industry Knowledge Specialized Recruitment: Shero Talent Consultancy has expertise in sourcing both blue and white-collar roles, ensuring the right match for the job. Industry Insights: Benefit from the consultancy’s understanding of industry trends and requirements. ➡️6. Focus on Core Business Streamlined Processes: Outsourcing recruitment allows companies to focus on core business activities and strategic initiatives. Enhanced Productivity: With the right talent in place, teams can maintain high productivity levels without the distraction of the hiring process. ➡️7. Compliance and Legal Assurance Regulatory Compliance: Ensure compliance with labor laws and regulations, reducing the risk of legal issues. Documentation and Records: Shero Talent Consultancy maintains thorough documentation and records, ensuring all legal requirements are met. ➡️Benefits Specific to Blue-Collar Roles⬅️ Reduced Downtime: Quickly fill operational roles to maintain production and service levels. Skilled Labor Access: Access to a pool of skilled tradespeople and laborers for specific tasks and projects. ➡️Benefits Specific to White-Collar Roles⬅️ Specialised Expertise: Temporary professionals with specific skills and expertise can fill gaps in areas such as IT, finance, marketing, and administration. By partnering with Shero Talent Consultancy companies can effectively manage their workforce needs, ensuring they have the right talent at the right time without the long-term commitment and costs associated with permanent hiring. We offer great candidates at affordable prices! Reach out today for more information 📧 cydney@shero-talent-consultancy.co.uk #hiring #recruitment #bluecollar #construction

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Time kills deals!   We’ve all heard the saying, whether in sales or the hiring process.   In a tight skilled job market, good candidates interview in multiple places.   Setting up quick initial interviews is key to acquiring talent.   But any delay in scheduling the next round of interviews can crush your chances of landing someone good.   Interview processes need to be precise to beat out the competition.   Are you struggling with hiring someone?   Please reach out at joe@platinumjobs.com for any assistance. #hiringadvice #recruiting #platinumjobs

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Are you tired of drowning in a sea of applications? Say goodbye to recruitment headaches with our new Managed Applicant Tracking System (ATS) designed specifically for inbound applicants. ✅ Seamless integration with your Company ✅ Human + AI-powered candidate screening ✅ Customizable workflows to match your hiring process Perfect for businesses of all sizes looking to streamline their hiring process and hire top talent efficiently. 🌟 Limited-time offer: Sign up for a free 30-day trial and experience recruitment efficiency at its finest. Ready to revolutionize your hiring process? Comment below or DM us to learn more about how IT Pros can transform your talent acquisition strategy. #HRTech #TalentAcquisition #ATS #HiringMadeEasy

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Beginning of May can be a challenge with public holidays at different times across Europe and UK and people using the time to get away. Keeping hiring processes on track can be difficult with clear deadlines and touch points with key stakeholders. The phrase "herding cats" can be heard often at these times. #hiring #executivesearch #projectpipelines

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One of the biggest challenges I see for RevOps professionals in Europe when looking for a new job! I've spoken to hundreds if not thousands of RevOps pros and this comes up... a lot! So, you're looking for a new job and you're in RevOps? "Great, easy, RevOps is growing in the European market, there's lots of demand for my skillsets" And you'd be right in thinking this. However, there is a big factor you'd need to consider... The companies who are being told they need RevOps without knowing what it is.. 🚩 (Red Flag) Other examples of this: - Doesn't know what RevOps is, full stop - Thinks their Revenue will suddenly double from £10m-20m 😂 - Class room style interview, "tell us about RevOps, why do we need it?" Why is this a red flag to candidates? - Uphill battle internally, possible resistance - Having to heavily educate the company on RevOps and the value it brings - No backing from C-level execs (budgets, conflicts, new tooling) Don't get me wrong, not all businesses will be like this, but it's worth doing your due diligence. Number 1 question to ask the company in interviews: - What is your understanding of Revenue Operations?...

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