Episode Transcript
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You are listening to bb revenue acceleration, a podcast dedicated to helping software executives
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stay on the cutting edge of sales
and marketing in their industry. Let's get
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into the show. Hi you welcome
to be to be revenue acceleration. My
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name is onion. With you and
then here today with Mut Belch Z,
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director of operations at the bridge group. How are you doing today? Might
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well? Yea, I'm doing quite
well. Thank you. Hey, you
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went for the full version. Try
It, man, this is good.
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It's but less as well. The
perfect already on. My amber would be
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so proud of you. That's very
fust so today will be discussing the results
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of your most recent sales developments.
report. Is Very, very, very
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good at been reading it. Lots
and lots of insight in there. But
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before we get into the conversation,
Matt, can you please introduce yourself and
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also the bridge group, which you
do as an organization? What's your very
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proposition and how do new at the
wall? Sure so again. I'm apper,
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twuz our two hats. I run
operations revops, like the tech,
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the text AC, all the fun
stuff, but the more interesting part is
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I do research around inside sales,
sales development, account management. So we
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the bridge group, we work with
probably you and I have an overlapping prospect
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base. We work with BEDB tech
companies that are looking to to grow,
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to build pipeline, to close deals, to renew and EXP band and we've
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primarily, I mean literally, we
focus on we focused on sales development back
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when it was called Business Development and
before that when it was called inside sales.
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Company's been around for twenty something years. Trisper Tuzi, the most famous
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Pertuzi I will never be more famous
than my mom. She founded the company.
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So I start joined the company about
twelve years ago at the bottom.
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I was in associate consultant, which
is like anyone's ever working consulting. It's
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like the grunt. And we've been
doing this, this kind of research.
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Kind of started it on a Lark
in two thousand and seven. We didn't
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know how it was going to work
out and it's seemingly worked well. So
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we've been doing it kind of iteratively
every couple years. So we have this
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Nice Longitudinal view on how things are
changing over time. Yes, so it
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was looking at the the serves developments
report and they believe you've been running it
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since two SAUSA and seven, which
is good, and been trucking. I'll
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metrix team structure, compensation plans for
Asda of change of our time. I
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was looking at some stuff as well
about average to Ner, you know,
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the full productivity of the REP so
quickly they're moving towards overs there is really
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quite insightful. But can you tell
us before we get going, what sort
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of methodology that you use and what
sort of audience are you he's at the
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back of that report in order that
data. What do you put the data
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from? Sure, so we do
basically quantitative surveys. So when we first
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started we invited our customers right,
because every customer now then forever will say,
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what do other companies that look like
me pay, or what's their quota
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or what's their profile? And the
problem with that is that's you have massive
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selection, biased like there's, you
can't assume that the people who are your
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customers are the same as the people
who aren't your customers. So over time
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we've been lucky enough that as new
people download the prior reports, we invite
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them to the next one. So
we have a couple hundred companies taking this
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every we do it every two years. So every two years we have a
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couple hundred directors, VP's, managers
of sales development or v piece of sales.
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If they if there's no one who
knows the numbers cold and they're sharing
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their data anonymously. And generally we
ask for hard numbers, not like you
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know, on a scale of one
to a hundred. We want the actual
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number, not the range, is, not the deciles or quintiles, and
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then we use actual report median numbers, because sometimes people lie, sometimes people
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are wrong, so averages can be
crazy. So I like the median where
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I can generally say now that half
the people who set introductory meetings in the
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mid market their quota is X.
Half is below, half as above.
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So we try to keep it neutral. We're not judging people with what they
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answer. If they say their quote
is five hundred, great, but if
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they said their quote as five thousand, it's not going to change the median
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where it would really pull the average. Yes, okay, that makes perfect
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sense. So we squat. It's
quite to a launch semboard of data that
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you are using. Are you mainly
focusing on North American organization or all this
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UN make are you will king at
a back a MEA leaders to provide you
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with it information. So we only
invite people in North America. But you
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know, the amazing thing about Linkedin
now is people can share, share your
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survey link and people you've never even
met can take it, which is amazing.
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The challenges, like localizing camp is
impossible in the United States. It's
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hard enough, like Paris, Texas
and Paris, forget it. It's very,
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very difficult. And the other thing
is we have a weird culture and
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not we have a unique culture in
the US where this where sales development is
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seen and treated as like a temporary
squas eye and dentured servitude, like a
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term you serve and then you finally
get to be a real person and make
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the big bucks. Yeah, my
impression is that's not the way it is
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in the rest of the world.
Yeah, it's correct. Let's they've into
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it, because you can a fleeding
nicely to my first question. So it's
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two starts in the report that,
when you correlate together, I kind of
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kind of paint an interesting picture.
One is that the experience required from from
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companies to our as DA is going
down. So, yeah, I think
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he was around two point five years
in two thousand and ten and we are
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dropping to one point two years of
experience in es twenty. Yep, and
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I do believe that he's linked to
a lot of things, but probably the
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main one is that there is probably
more and more demon for as da across
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North America and ever. You know, there is more technology companies coming up,
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more be to be software companies coming
out of the woodwork everywhere. Investments
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are going into this company because they
need to develop at the speed of flight.
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So people need pipeline and they probably
need more as dls to fuel.
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But the other stats is around the
fact that it's in the start in context.
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But the report mentioned sixty eight percent
of a s Dr actually achieve quota.
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And Right. So many question for
you, Matt Is. Do you
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believe that Asda are not eating quota
simply because they are not experience enough,
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or because once they get experienced enough, they can of move on to another
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role or get promoted? And basically
you don't have that consistency in India's Dr
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Team, as you just mentioned it. To help me with the open or
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to that question. Yeah, and
so so let me come at it slightly
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different. I have a weird take
and I want to get your opinion.
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But people yet this is what I
am most I get the most hate mail
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about my belief that two thirds of
Rep sitting quota is good. People will
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find my email address and send me
nasty emails. But to me, a
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rapple hits ninety five percent of quota
and a repple hits a hundred and four
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percent. They're not they're not different
reps, they're both great. It's so
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we have to draw it's an arbitrary
three digit number. Yeah, so we
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have to draw a line somewhere and
for me two thirds is about right now.
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If it's two thirds of your reps
a seating quota, think about like.
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It's not a bell curve, you
know, hovering over fifty percent.
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That's way, way shifted to the
right. So you have like a third
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of your reps. generally speaking,
over time, over a full year,
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a third of your reps would would
achieve less than eighty five percent, a
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third would achieve a hundred and fifteen
percent or above, and a third in
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the middle. So I think that
I agree with everything you said about ten
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year experienced skill and then they're gone. Like when I get great at my
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job, I get a new job. Yeah, I think it's not so
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much that if we didn't do that, more reps would hit quota. I
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think it's that quotas would be higher. I agree. So, yes,
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I think quotas are low because of
everything, because we hire, and again,
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this is very North America, but
we hire a stereotype here, like
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we hire someone who graduated for four
minutes ago, who doesn't know could literally
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couldn't read a balance sheet and we
expect them to cold call people their parents
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age and talk about their earnings reports. It's like, it's crazy. It's
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crazy to me how much an SCR
has to learn about business before, not
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even like org charts, like what
does a business do? How do they
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make money? What does risk mean? How do they quantify risk? How
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do you know if a company's growing
or shrinking? That has nothing to do
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with which specific functional areas are selling
into and what their actual products awce.
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Yeah, now agree. I agree
with you. I remember being thread to
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depend when I started and literally taking
it's actually difficult when you when you when
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you learn all the signals that you
need to correlate all together to be able
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to paint the picture of the accounts
you are targetting, and particularly when you
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are doing the art bound job right, you do in bound what. That's
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quite cool because, well, if
you are like me, you get someone
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speaks to you because they are in
the business of being your stuff. Yeah,
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you just need to be super skilled
in terms of knowing your product.
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You need to know the technical documentation, you need to know that by heart,
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you need to be able to almost
how to plug your stuff, what
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school was not cool, etc.
Etc. So you can actually go into
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details, but you can. These
are things that you can learn, and
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I think you can. You can
get that pretty much scripted or given to
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you and you can jump from one
to the other, etc. Etc.
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When you actually come to the storytelling
of selling and the art bound prospecting,
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and this is why I'm choosing you, this is why I believe our solution
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would be relevant to you and except
etc. It's a out it's absolutely it's
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an art and I was just listening
up podcast early on today that was shared
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with me by our managing director in
North America from check, donelop, with
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scaled, scaled consulting. Yet we
will have jake, it's good guy,
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so and he was speaking about the
arts. He was speaking. What's the
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experience when he started? And and
I think on the something the way you
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use world and position your question,
the positive questioning, but open questioning,
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don't asking too much, being able
to be a relevant, creating the moment,
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creating that light bulb moment. Should
I say? It's it's quite difficult
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than yet expecting people to do it
from the get go or just giving them
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a script and expecting them to be
good is a tough task. Right.
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But what do you see as D
rich quota? Because you are right,
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you know, it depends with the
quota. Is he said, sixteen percent
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of his yeah, but achieving quota, like do you measure the the complexity
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of achieving quota? All the quotup
pretty much the same across the same pool
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of companies. You you've increading the
research shore. So they are not as
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you would as you I mean,
I'm sure with between your clients, you
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understand that everyone thinks this is going
to be easy and you're going to be
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giving them plenty of meetings, but
once, once you get on the phone,
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you realize it. So we actually
have two customers that, for coincidence,
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we started with the same time and
they have a similar profile and they
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had similar teams, similar profile of
customer. So they we help them build
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teams messaging one I think their quota
where where ended up what they're actually doing
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was something in the name of like
four or five meetings per month and another
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one was twelve. So they're targeting
nominally the same functional area in the same
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size companies, but one team is
tripling the production of the other. So
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it's, you know, timing territories, the talent. There's a lot of
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variables. But if somebody put a
gun to my head and said what what
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should I call on my team on, I would say, you know,
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fifteen meetings a month. I think
that's fair and really, really productive.
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Yes, yes, I mean,
yes, that it gets fair. I
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mean the fifteen jet not even gently
qualified, fifteen meetings at the right company
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with the right person. Yes,
not. I think I think that's part.
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That's what we're looking at. So, you know, to give you
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an ID your bending on target,
we we're looking at fourteen to sixteen in
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theme of what we are we are
measuring our Repson. But there is the
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valiation for us is how much how
much data do you have and at what
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stage are you in the in the
process. Yeah, if you just started,
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you are in the first six months
of a campaign. You've not good
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a not tring, but okay,
you've not had much bel to see that
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you spoke to when you are months
to in the campaign. He was a
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nice guy. You had a great
conversation with you. Unfortunately no compelling reason
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for him to meet with you right
now, but he told you call me
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after the summer and I think we
and my projecting would be in a much
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better opposition to to to pick up
by them. So you know, I
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think when you can get to fifteen, sixteen. Mean we've got some guys
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in our team that go up to
thirty forts in is really productive. Right
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six to a day. Yeah,
but those guys are everybody look at them
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as like, well, those guys
are monster. Not, those guys are
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planner is don't put their feet up
when they get to meeting in the morning.
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They carry on going. They carry
on planting the seed and planting the
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seed and planting the seed. Another
in conversation and over time this conversation developed
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and there also the people at kind
of almost build a relationship with prospects prior
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to the prospect meeting them. So
what we tend to see. We tend
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to see months one. I think
the average would be four to five selves
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engagement, like meetings, right,
right, company, right, prospect months
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to probably around eight, nine,
even three, twelve, I would say,
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and then months for onward. Fourteen
plus. Okay, that's as right
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and that that's so. That's that's
very similar to what you see. What
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I so praising the report all so
is a very large proportion of the work
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seems to be outbound, and that's
so praising me a little bit. But
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then I'm scratching the back of man
and I'm thinking, is that? Is
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that because the research was done in
two thousand and twenty and with Covid nineteen
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we had to probably focus back on
our Boum. What's your take on that
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night? I think generally, if
I had, if you and I just
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took I don't know, fifteen million
series a and somebody said here's your number,
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get it, the thing we could
do tomorrow would be building up on
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team or high are higher and outbounting
somewhere. Yeah, to say okay,
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let's inbound market tomorrow. It's like
that's okay, we can start and we'll
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build in a house journal that we
could do all these amazing things, but
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we're not. We're not going to
get that quart q one number plus.
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There's a I mean there's a pool
every may in the United States is a
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pool of recent grads who want to
get into tech who you can they not
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going to be great and we don't
certainly don't train them to be good,
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but you could put them on the
phone for relatively cheap dollars. So I
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don't know. I mean I think
I'll bound is the thing you can do
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00:15:24.190 --> 00:15:28.990
where is inbound is a thing you
can have done in the past and now
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you're reaping the rewards. Yeah,
I agree with you and I think you
219
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know the true reading bound a pretty
quiet prayer. You know the number of
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diamond and I won't mentioned in the
organization. Yeah, but the number of
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things with some very reputable name like, you know, some big brands,
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like probably in the top ten or
twenty. Also ty of what you would
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imagine this to be the iest revenue
generating bet piece of to a companies.
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Well, coming to US and said, okay, that's going to be an
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energy our program right, we're going
to give you the Super Way quality fight.
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Don't slowly get people what I en
carry in the business of being the
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stuff and Blah, Blah Blah.
And we get good and, quite frankly,
228
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met, if not even twenty percent, up people who are interested.
229
00:16:14.080 --> 00:16:18.399
You know there is regeneration. People
could lead a contact. Yes, people
230
00:16:18.590 --> 00:16:22.629
could lead someone who's been done loading
an asset from one company, and then
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00:16:23.149 --> 00:16:26.870
you know there is a solution that
can match up with discover that organs,
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we mean for the potential contact,
should be. It's not even the guy
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right so and they're doing their best
and all these tools are brilliant. You
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know, I would never speak in
a bad way about contents, indication or
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intent marketing, because these are information, or these are too that I believe,
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provide you with fantastic information. When
you are doing a little bit of
237
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forensic walk, you've got a list
of a thousand accounts, or hundred accounts
238
00:16:52.049 --> 00:16:56.289
even, and you need to provotize
it. You know, you can't walk
239
00:16:56.409 --> 00:17:00.289
a to Z. you've got to
ritten this by accouncer and using show.
240
00:17:00.409 --> 00:17:03.680
Looking at people, looking at the
fact that companies may have searched your stuff,
241
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may alp you to prioritize, but
the actual, true, real inbound.
242
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They are rare great. We don't
load a software. Try The people
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that Filip a contact me from.
I want to buy your stuff. We
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don't see a lot of this.
And that's so pretty together to threats,
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you said. So one like the
contact US versus registered for download but never
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read a web paper like that's a
pretty wide spectrum. Yeah, and then
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the other thing you said was it
call me in two months. It's like
248
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yes, I totally agree. It's
it's hard to drive by prospect or how
249
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to get results from drive right prospecting
in those two scenarios. Yeah, like
250
00:17:51.450 --> 00:17:55.289
you down our white paper. Do
are a meeting? No, versus,
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call me in two months. Well, what if the STR is not going
252
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to be in the seat in two
months? What if they're thinking in their
253
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head, in two months I'm going
to be an AE. Yeah, so
254
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all the work you've built because they're
not going to be in seat, it
255
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just it falls away. It's really
hard to think about next quarter, and
256
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this is completely rational and everyone's acting
in their own self interest, but it's
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hard for the str to think about
next quarter if they don't plan on being
258
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an str next quarter. Yeah,
so I know the thing that and as
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00:18:26.509 --> 00:18:27.980
the last to the last point,
and I want to ask you question about
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what you think, because that's not
about me and what they think and whether
261
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full present to today. I was
so prized to see the fun connection.
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00:18:37.019 --> 00:18:41.450
So you've got something that you could
quality conversation. I was so prized to
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see that going down. But it's
kind of it's kind of almost feel like
264
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it's a little bit in decline and
that is more and more difficult to have
265
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qualitative conversation of all the food.
Can you give us your suits on what
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are the best medium, if there
is such a thing, or do you
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see a trend? Well, specific
medium maybe a better place to engage prospect
268
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in that quality conversation. Sure so, number, when you're absolutely right,
269
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the number. So we define quality
conversations just for for listeners as it's it
270
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can be a phone call, a
phone conversation where at least one piece of
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qualifying or just qualifying information is learned. So something more than I'd like to
272
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talk to you and they hang up
or say take me off your list,
273
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like that's not quality or, and
I stole this from Steve Richard, from
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00:19:27.500 --> 00:19:32.819
exact vision and email that goes round
trip twice. So I am O you,
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you reply, I reply and you
reply. So that's quality. It's
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gone round trip twice. So so
sit in over the last eight dish year's.
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I remember reps used to be comped
on ten QC's a day and now
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we're saying like four or five.
Yeah, so that I mean. If
279
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anything, if someone asked me,
has the job gotten harder, I just
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pointed that number. I say there's
more technology, there's more data and you're
281
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having half as many conversations per day. Seems like the jobs getting harder.
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Yeah, but and this is where
it gets this is where the second,
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the second leading source of Hadium Mail
that I get is the people to say
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I'm a dinosaur. So I was
an str in two thousand and four five
285
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and there's something as me. I
think it was. We had email back
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00:20:22.940 --> 00:20:26.460
then, you remember. People think
it didn't exist. It's like we hit
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00:20:26.500 --> 00:20:30.779
the same tool stack. You do. Yeah, linkton was at the already
288
00:20:30.779 --> 00:20:33.099
stage, is what everything was free. Honing didn't it was? No,
289
00:20:33.220 --> 00:20:37.210
that's true. Yeah, absolutely.
And we would get physical lists of,
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you know, like the Atlanta Business
Journal to figure out which the companies were
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higher, you know. So with
the data were there and the phone was
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00:20:45.690 --> 00:20:48.289
how you talk to people and a
very good of Whil exins pretty. Yes,
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00:20:48.609 --> 00:20:55.920
absolutely, it was like a rainbow
of perspective. Speaking of knowing me
294
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able to backfill you. Yes,
people could not. People could never decipher
295
00:20:59.599 --> 00:21:03.920
what you were doing. But so
I'm a big phone proponent, not because
296
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I like talking on the phone,
I don't, or talking to strangers on
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the phone, I certainly don't,
but because the numbers say leading indicator of
298
00:21:11.910 --> 00:21:18.700
booking a meeting is having a quality
conversation and the thing that drives the most
299
00:21:18.740 --> 00:21:25.099
quality conversations is the phone. So
it's I mean, I'm I it's not
300
00:21:25.220 --> 00:21:27.140
like I'm in big phones pocket.
You know there. There is no big
301
00:21:27.259 --> 00:21:30.619
phone, no one's no one's cutting
me checks when I say Reps. if
302
00:21:30.660 --> 00:21:36.089
you if you're struggling, make more
dials. It's just how the how the
303
00:21:36.130 --> 00:21:38.809
data seemed to play out. Yeah, and we broke down in the report
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00:21:40.009 --> 00:21:45.690
like we don't ask people are you
phone centric or non phones eor email centric
305
00:21:45.730 --> 00:21:48.079
or Linkedin centric, but we ask
them what their teams do for activities,
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and then we made a call,
qualitative decision. You know, sixty five
307
00:21:52.400 --> 00:21:56.680
percent of their activities were phone,
their phone centric, sixty five percent where
308
00:21:56.680 --> 00:22:00.319
email, their email centric, and
the data show so that the average quality
309
00:22:00.359 --> 00:22:04.269
conversations per day is lower for email
centric teams. It's just what it is.
310
00:22:04.349 --> 00:22:07.549
There's two ways to look at it. One those Reps. they're so
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good at emailing. They can email
so many people, though, still hit
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00:22:11.029 --> 00:22:15.670
their number, which is possible,
right? You can email a thousand prospects
313
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in a day. I don't think
anyone can call a thousand any day.
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Or maybe their jobs. Maybe there's
something about those jobs that they're slightly easier.
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00:22:25.099 --> 00:22:27.339
Maybe it's a lower ASP, a
lower level by or smaller company,
316
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so they don't have to use the
phone to hit their number. So whenever
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00:22:32.089 --> 00:22:36.690
people tell me I only called email
and it works, I say I believe
318
00:22:36.769 --> 00:22:40.650
you, but the burden is on
you to prove to me that that's transferable
319
00:22:40.690 --> 00:22:44.049
to your next job. Yeah,
you know. So that's that's my take.
320
00:22:44.170 --> 00:22:45.599
No one's nobody's paying the Bridge Group
A ton of money to say make
321
00:22:45.640 --> 00:22:48.119
more dials right, like you know, we don't know what he pays us
322
00:22:48.160 --> 00:22:52.799
for that advice. But more often
than not make more dials works. Yeah,
323
00:22:52.920 --> 00:22:56.599
and I think you were so.
Probably it's probably easier to good through
324
00:22:56.680 --> 00:23:00.190
the noise with a food conversation.
I thinking in the facility. Sir Gongs,
325
00:23:00.230 --> 00:23:03.509
you can really even impressure with your
voice to two and everything. You
326
00:23:03.549 --> 00:23:07.670
know many t technically. Then with
an email, I think email like here's
327
00:23:07.710 --> 00:23:10.549
you're praising me would probably will quieter
with me. I I like a good
328
00:23:10.549 --> 00:23:14.460
dayle email and I respect to where
it will timail. I will respect somewhere.
329
00:23:14.460 --> 00:23:18.380
That goes to the point. Tell
me, why me? Why my
330
00:23:18.660 --> 00:23:22.859
company? And watch even you know, a good eman could walk about it.
331
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I see it does a sequence,
as I see it as at the
332
00:23:27.250 --> 00:23:30.890
end of the day, does it
matter what I'm going faulting people with?
333
00:23:32.210 --> 00:23:36.849
Know what matters is what's the best
medium to get old of the person?
334
00:23:37.130 --> 00:23:41.559
I either prospect that. I think
the technology at I'm representing can help.
335
00:23:41.119 --> 00:23:45.000
Right, because I've got a mission
which is I need to give the news
336
00:23:45.039 --> 00:23:51.359
to that guy or wherever it is
to that that we are here and we
337
00:23:51.440 --> 00:23:55.990
are great and we should buy our
stuff. They don't know about us.
338
00:23:56.430 --> 00:23:59.109
Why are we not engage yet?
I don't know. This is writing me
339
00:23:59.269 --> 00:24:03.029
crazy. So maybe be a linked
in touch. So let's say you've got
340
00:24:03.069 --> 00:24:07.750
a marketing personality. You are targetting
the active on social medias. You can
341
00:24:07.869 --> 00:24:11.380
go and like their stuff on linked
in comments. Send them some dam about
342
00:24:11.420 --> 00:24:14.579
that great article at the precedents to
Flayer, to create some sort of noise
343
00:24:14.660 --> 00:24:18.779
and and make your names being recognized
and stuff. Maybe be an email because
344
00:24:18.779 --> 00:24:22.140
in fact that someone was traveling so
much at they never had that desk and
345
00:24:22.220 --> 00:24:26.250
you don't have the mobile numbers,
you've got no ense to get them.
346
00:24:26.329 --> 00:24:29.690
So your best, best luck is
to send them an email at eight pm
347
00:24:29.730 --> 00:24:33.569
when they're still, you know,
at the airport, you know, doing
348
00:24:33.609 --> 00:24:37.130
a few emails, sitting at a
bout drinking a pint. Or is it
349
00:24:37.450 --> 00:24:41.359
is it? Is it, you
know, a phone call, a phone
350
00:24:41.400 --> 00:24:45.240
call when they are getting into the
office or in the evening when they're wrapping
351
00:24:45.279 --> 00:24:48.480
up in the office. So I
think from a perspective, the medium is
352
00:24:48.680 --> 00:24:52.630
really is really dependent on the prospect
you want to reach and how people wants
353
00:24:52.670 --> 00:24:57.230
to engage with we found out recently
we do have a fair amount of clients
354
00:24:57.309 --> 00:25:02.430
in Israel. He Front know that
what's up. He's a great way to
355
00:25:02.509 --> 00:25:03.950
get in touch with people. I
wouldn't find you to lead to be true,
356
00:25:04.029 --> 00:25:07.740
if someone was to send your what's
about of the blue, because that's
357
00:25:07.859 --> 00:25:12.259
that's my personal life pretty much okay, but with these friendly prospect no problem.
358
00:25:12.299 --> 00:25:18.539
High spoons. You know. So
why not? I can know you
359
00:25:18.619 --> 00:25:21.450
exactly what I like. It doesn't
matter what they think about it. It
360
00:25:21.490 --> 00:25:25.009
doesn't matter you if I would feel
offriended if he was coming my way.
361
00:25:25.009 --> 00:25:27.250
It's about them. No, I
agree in the one thing I would say.
362
00:25:27.450 --> 00:25:33.049
It's a hundred percent agree. It's
the sequence or the cadence or whatever
363
00:25:33.369 --> 00:25:40.799
the playbook you're running is what matters. The one tendency I see is we
364
00:25:41.000 --> 00:25:45.720
remember, my we. It's easy
to remember every email that book to you
365
00:25:45.839 --> 00:25:49.549
to the meeting. It's impossible to
remember the ninety nine dials. HMM,
366
00:25:49.789 --> 00:25:52.670
that didn't answer, but that one
time book you the meeting. So that
367
00:25:53.589 --> 00:25:57.829
the universe tends towards the easy stuff. Yeah, that's just. That's like
368
00:25:57.990 --> 00:26:02.789
that's a slave of thermodynamics. Everybody
gets up and says, let me do
369
00:26:02.869 --> 00:26:06.299
ten percent more of the hard stuff
today. I agree with you, but
370
00:26:06.380 --> 00:26:08.180
yeah, I agree so so,
like dimy, opposite of you. I
371
00:26:08.299 --> 00:26:12.259
never I get so many emails and
I'm a nobody at a company with not
372
00:26:12.339 --> 00:26:15.980
a huge budget. I don't read
any of them, but I listened to
373
00:26:15.019 --> 00:26:18.970
every voicemail. A replaves me,
but it seems that you've got a lot
374
00:26:18.009 --> 00:26:21.930
of faith email as well. So
it's probably I would not like to be
375
00:26:22.009 --> 00:26:26.369
a knowing, but it's the beauty. It's the beauty and the the down
376
00:26:26.450 --> 00:26:30.650
side of Linkedin. Yeah, that
means it's and again, you know,
377
00:26:30.809 --> 00:26:33.559
this is really at the end of
the day, I believe. I believe
378
00:26:33.559 --> 00:26:37.200
it depends on the person that you
out like getting in when you are beyondest
379
00:26:37.279 --> 00:26:41.039
the Odia a or whatever. I
stopped about us and I we feel abodes
380
00:26:41.039 --> 00:26:44.480
about making sure that's we go through
the prospect and we put them in the
381
00:26:44.599 --> 00:26:47.470
center of the approach, you know, from a message perspective, from a
382
00:26:47.990 --> 00:26:51.349
medium perspective, in order that from
at least from a perspective. Yah,
383
00:26:51.390 --> 00:26:56.190
know absolutely it's and it's, but
it's so hard to know it. This
384
00:26:56.390 --> 00:27:03.380
is where companies let it. They
they let strs run their own playbooks,
385
00:27:03.420 --> 00:27:07.019
or I say like they mutate the
central playbook and mutates. It's like a
386
00:27:07.099 --> 00:27:11.339
fast dividing cell, so fast that
when you have ten reps, you're not
387
00:27:11.380 --> 00:27:15.180
running the same playbook anymore and you're
doing reps a disservice, like you get.
388
00:27:15.220 --> 00:27:18.049
Yes, you're giving them autonomy,
but if you let someone do something
389
00:27:18.089 --> 00:27:22.009
that's less effective and they don't know
such effective because no one is measuring it
390
00:27:22.130 --> 00:27:26.569
properly, then you're setting people up
to fail. So a little bit of
391
00:27:26.730 --> 00:27:30.039
control, or at least saying I
love your new approach, can we test
392
00:27:30.079 --> 00:27:33.839
it? I think is a good
way to go. person's degree. So
393
00:27:34.599 --> 00:27:38.519
you are doing this stri books,
seems to sus and seven. I would
394
00:27:38.559 --> 00:27:44.279
like to know from the the reporting
in two thousand and twenty, what surprised
395
00:27:44.349 --> 00:27:48.109
you, sure, Matt, personally
or the group you know? So you
396
00:27:48.390 --> 00:27:51.750
tration or that? What was the
is there anything that just came up?
397
00:27:52.069 --> 00:27:55.150
Come up and you're just like wow, that's surprising that, that's that's I
398
00:27:55.309 --> 00:27:59.099
know the one. What was it? Even so, I thought, I
399
00:27:59.539 --> 00:28:04.420
believed companies were going to soften their
qualification criteria in response to covid in the
400
00:28:04.460 --> 00:28:10.900
economic downturn, and I thought also
quotas would fall and repetayment would fall.
401
00:28:11.099 --> 00:28:17.410
I was definitely right on company softened. Quotas did not fall drastically, maybe
402
00:28:17.450 --> 00:28:19.289
because they're sticky and they're hard to
cut once you've already agreed to something with
403
00:28:19.329 --> 00:28:25.769
the CFO and having soften them and
and maybe given a little bit of relief.
404
00:28:26.049 --> 00:28:27.880
The same number, the same percentage
of reps hit quote as they did
405
00:28:27.880 --> 00:28:33.920
two years ago. So that shocked
me. So the I think it's it's
406
00:28:33.000 --> 00:28:36.680
over a year. It looks like
there wasn't much of an impact, but
407
00:28:36.759 --> 00:28:41.319
I bet first half, second half
we're very different in most companies. Yeah,
408
00:28:41.910 --> 00:28:45.509
and that's exactly. May You ex
question. What was the impact of
409
00:28:45.589 --> 00:28:48.829
the Pundine that you you all?
What was the impact of Pundinique, you
410
00:28:48.910 --> 00:28:52.750
think, on the SERTA OF DEVELOPMENT
INDUSTRY? Sure, so. This is
411
00:28:52.789 --> 00:28:56.740
a second surprise to me. Was, I thought, at least be again
412
00:28:56.779 --> 00:29:03.539
speaking it to the US, our
unemployment rate for what where we called the
413
00:29:03.779 --> 00:29:07.460
the str profile, went from let's
say, you know, to three percent
414
00:29:07.859 --> 00:29:12.890
to nine ten percent. So I
thought, okay, there's a lot more
415
00:29:14.049 --> 00:29:18.809
talent on the market. Companies are
not going to hire two thousand and twenty
416
00:29:18.809 --> 00:29:22.329
graduates. They're going to hire reps
that have done this for for six eight
417
00:29:22.369 --> 00:29:26.839
quarters and say hey, this is
tough economy. Why don't you join us
418
00:29:26.839 --> 00:29:30.480
as an str when we rebound your
front of the line to become an a?
419
00:29:30.119 --> 00:29:33.680
So I thought the profile would change. We companies would be hiring morse
420
00:29:33.960 --> 00:29:38.950
experience, more bdb experienced people,
and I was dead wrong. The profile
421
00:29:40.029 --> 00:29:42.869
did not change at all. You
know, the amount of experience required higher
422
00:29:44.069 --> 00:29:48.269
was was pretty much consistent with every
prior year, or I should say consistent
423
00:29:48.309 --> 00:29:51.990
with the downward trend, whether they're
hiring less and less experienced reps over time.
424
00:29:52.180 --> 00:29:59.460
But the problem is it like it's
kind of become like a factory where
425
00:29:59.500 --> 00:30:03.220
it's like associated SCR, senior SCR
and a presenting SCR mid market a go,
426
00:30:03.380 --> 00:30:07.650
go, go, go go.
The problem is we took six months
427
00:30:08.490 --> 00:30:15.329
of hiring new a's away. So
now there's like a there's up, there's
428
00:30:15.450 --> 00:30:19.809
pent up demand to want to make
the next step that they just aren't enough
429
00:30:19.849 --> 00:30:22.799
open positions for. Like we haven't
we're not back to the employment levels we
430
00:30:22.839 --> 00:30:26.319
were at at the end of two
thousand and nineteen. Yeah, so there's
431
00:30:26.359 --> 00:30:30.359
a lot of us and I see
it. I'm a big lurker on Reddit,
432
00:30:30.720 --> 00:30:33.440
our sales. I really like it
because it's anonymous and you get you
433
00:30:33.480 --> 00:30:40.269
get a good, like read on
what strs from different industries and different parts
434
00:30:40.269 --> 00:30:41.950
of the country or saying to each
other. Yeah, and like there's a
435
00:30:41.990 --> 00:30:47.150
lot of frustration that specifically reps.
they were higher in late two thousand and
436
00:30:47.150 --> 00:30:51.339
nineteen. Who thought they would be
a's by now. And not only are
437
00:30:51.380 --> 00:30:53.700
they not, there's not like an
it's not going to be next quarter.
438
00:30:53.819 --> 00:30:57.819
They're just the company is not hiring
that much. So I think like ten
439
00:30:57.819 --> 00:31:06.210
years is stretching just because of these
like macro factors. There's only so many
440
00:31:06.289 --> 00:31:11.609
companies right now. They want to
hire someone else's str to be their junior
441
00:31:11.650 --> 00:31:14.650
ae. That's like a hard jump, is to to leave your company and
442
00:31:14.730 --> 00:31:18.960
make that step up. Yeah,
so there aren't a ton of those opportunities
443
00:31:18.640 --> 00:31:23.599
and I'm feeling a lot of frustration
that that, you know, in what,
444
00:31:23.880 --> 00:31:27.039
in fifteen months, people aren't where
they thought they were going to be.
445
00:31:29.920 --> 00:31:33.670
Agree a great and I think there
is a big demon in general for
446
00:31:33.789 --> 00:31:38.750
anything sells. I think there is
that from the series development spread to the
447
00:31:40.190 --> 00:31:44.829
to the to Thea. I mean
we I think one of our biggest frustration
448
00:31:45.190 --> 00:31:48.660
in what we do as a business
is these clients or x clients, pushing
449
00:31:48.779 --> 00:31:53.819
out team or yeah, I mean
this is something that yet it's happening all
450
00:31:55.500 --> 00:31:59.700
the time. Yeah, sometimes very
nicely. So you've got to ground that.
451
00:31:59.740 --> 00:32:01.490
Will Give us a could and say
hey, you know what. That
452
00:32:01.690 --> 00:32:06.089
guy is brilliant. I used to
walk with you. Mean like previous company.
453
00:32:06.130 --> 00:32:07.410
I would like to re engage,
but whiring, you know, could
454
00:32:07.450 --> 00:32:10.529
we? You know? So that's
cooler. We actually respect the people will
455
00:32:10.569 --> 00:32:15.009
contact us first and let us know, also when in the leadership team,
456
00:32:15.009 --> 00:32:19.079
about their intention to get off good
and put the Mozo. Would just hide
457
00:32:19.359 --> 00:32:22.400
behind recruitis. But did that or
the recruit as to us and you know,
458
00:32:22.839 --> 00:32:24.000
or the message, because that's the
good news. You know, our
459
00:32:24.000 --> 00:32:29.279
guys are quite open and maybe not
as lower as we would like, but
460
00:32:29.559 --> 00:32:32.670
you know, they are relatively open
about what's happening and telling and telling us.
461
00:32:32.710 --> 00:32:37.910
But our they have been approached.
But you know, it seems what
462
00:32:37.990 --> 00:32:42.990
we've seen over the last couple of
yours for sure, is a bit more
463
00:32:43.069 --> 00:32:47.099
desperation for hiring good caliber asda.
And know you spoke about that factory.
464
00:32:47.220 --> 00:32:51.859
We kind of calling the conveyor bait
by and I think I think it's exactly
465
00:32:51.900 --> 00:32:54.420
the same thing. Is The conveyablet
in the factory and and we try to
466
00:32:54.539 --> 00:32:59.569
develop these talents. So we try
to you know, when you recruit anist
467
00:32:59.569 --> 00:33:02.009
Dyah, I think you can't do
it. Based on previous experience for us
468
00:33:02.170 --> 00:33:05.970
is too late. They are weak
and see for us, because you know,
469
00:33:06.049 --> 00:33:08.690
we need to make some margin and
still not custo fortune for our clients.
470
00:33:09.250 --> 00:33:14.359
So we need to get the guys
that are like we work with them
471
00:33:14.400 --> 00:33:17.920
for wood. They are not what
they've done. Yeah, I love that.
472
00:33:19.000 --> 00:33:22.240
Yeah, and and then you've got
to develop them, but then when
473
00:33:22.240 --> 00:33:25.480
they become good, you've got to
keep them. Yeah, and the prime
474
00:33:25.519 --> 00:33:29.869
you've got that where you do that
and you work really out and we've got
475
00:33:29.950 --> 00:33:32.390
processes and we tried to be a
great place to work. You know,
476
00:33:32.710 --> 00:33:36.150
you have the odd sells guy that
we work with. Say, have you
477
00:33:36.190 --> 00:33:37.269
consider looking outside? You know,
we've got a job. I think we
478
00:33:37.309 --> 00:33:39.910
pay a little bit more and where
you are at at the moment, maybe
479
00:33:40.269 --> 00:33:44.819
you considering it. You know,
it's just like those kind of dropping things.
480
00:33:44.940 --> 00:33:46.299
was just that and we have to
deal with it on the constant basis,
481
00:33:46.579 --> 00:33:50.220
course, and think. And I
think I heard you say on another
482
00:33:50.259 --> 00:33:54.339
another show that like a lot of
your non str staff are former of your
483
00:33:54.500 --> 00:33:59.130
scrs, like there is the your
intern every all your internal positions are formers.
484
00:33:59.410 --> 00:34:01.009
Yes, yes, we've very been
one, very big on the promotion
485
00:34:01.089 --> 00:34:05.730
from within, like Papa Jones,
MC Donald whatever, who's just like you
486
00:34:05.809 --> 00:34:07.690
know. You know, you want
to on your own franchise. You said
487
00:34:07.730 --> 00:34:12.440
that the bottom putting the pepperorities on
the pizza. Yeah, and that's that's
488
00:34:12.519 --> 00:34:16.159
that's because all the management team,
including my my business, but now and
489
00:34:16.239 --> 00:34:21.360
I we all come from that school. So we've got a lot of respect
490
00:34:21.440 --> 00:34:23.710
and but it's difficult to to keep
up. You know, you've got to
491
00:34:23.829 --> 00:34:27.230
grow at a specific rate. But, Scroy, when you get to two
492
00:34:27.309 --> 00:34:30.269
hundred, two hundred and fifty s
dls, you know, you have literally
493
00:34:30.309 --> 00:34:35.269
sixty people at once of promotion every
year, of course. Yeah, and
494
00:34:35.469 --> 00:34:37.909
it's time. It's the job,
you know, and we go, you
495
00:34:37.989 --> 00:34:39.940
know, I mean we are growing, but we need people on the ground.
496
00:34:40.059 --> 00:34:45.539
So, but I do think that
desperation for talents. I really do
497
00:34:45.659 --> 00:34:50.099
feel that, because something that was
one of once, you know why,
498
00:34:50.219 --> 00:34:52.369
once every six months of client would
come and put one of your guys nice
499
00:34:52.409 --> 00:34:55.889
literally upening, if not twice a
week, at least once a week.
500
00:34:57.570 --> 00:35:00.610
So you have my permiission to cut
this from the episode if you want to,
501
00:35:00.769 --> 00:35:04.889
but I have some data. I
haven't finished yet. That the answer.
502
00:35:05.050 --> 00:35:07.159
So here's it is. The question
I'm asking if I'm hiring for a
503
00:35:07.519 --> 00:35:13.119
junior a and I had I can't
promote internally, so that's off the table.
504
00:35:13.599 --> 00:35:19.199
Is it better to hire somebody WHO's
worked for TDB tech fender as an
505
00:35:19.280 --> 00:35:24.349
str or somebody who's worked for a
company like yours as an str and like?
506
00:35:24.949 --> 00:35:30.269
Logically you would say let's stop it. They probably the same. It's
507
00:35:30.309 --> 00:35:32.789
not even close. The success stray
or the the rate of not getting fired
508
00:35:32.909 --> 00:35:37.420
within two quarters is much, much
higher for somebody who's works for you because
509
00:35:37.460 --> 00:35:42.380
they've seen, they've seen, they've
been through a better process, they've had
510
00:35:42.420 --> 00:35:45.340
the manage my theory, they've had
better management and they've just seen more sales
511
00:35:45.460 --> 00:35:51.969
motions, they've worked more accounts,
they've seen more if they're experience is so
512
00:35:52.050 --> 00:35:55.650
much deeper in the same amount of
months. Yeah, I think we take
513
00:35:55.730 --> 00:36:00.449
them through a most sorrow starts training. Hmmm, I think we take we
514
00:36:00.610 --> 00:36:06.719
also vary they participate to client management. There is a sort of customer success
515
00:36:06.760 --> 00:36:10.880
that is is engraved in their brain
and then they they are involved in every
516
00:36:10.920 --> 00:36:14.760
single steps of the customal journey.
So we not to a v on the
517
00:36:15.199 --> 00:36:17.559
or you would have like five layers
of management before you have the Rep.
518
00:36:17.710 --> 00:36:21.630
The reps are truly on the w
you know, the weekly business for you
519
00:36:21.750 --> 00:36:24.630
basically. So yeah, I think. I think our guys when they come
520
00:36:25.150 --> 00:36:30.989
we are I'd like to take the
energy. Mean we don't do that.
521
00:36:30.070 --> 00:36:34.739
An email in Europe pretty but it's
like military service. You know, I'm
522
00:36:34.780 --> 00:36:37.059
speaking to some of them again,
coming back to to Eastraeli even dolls and
523
00:36:37.420 --> 00:36:42.099
people we walk with the there is
Tiv stray. There is still military service
524
00:36:42.260 --> 00:36:45.860
in his trine and I wouldso have
some some relatives in career and people will
525
00:36:46.170 --> 00:36:49.929
if your career and you live in
in England or in the US, you
526
00:36:50.010 --> 00:36:52.889
have to go back to do your
military service for eighteen months, right,
527
00:36:52.530 --> 00:36:55.170
but all the people complain about it, but when they come back from it
528
00:36:55.250 --> 00:37:00.449
they're like wow, wow. I'm
a change man. Yeah, things I've
529
00:37:00.530 --> 00:37:06.199
learned, the discipline, the process. I'm a change man. I may
530
00:37:06.679 --> 00:37:10.400
my perception, the paradigms on life, the way I'm I'm acting, the
531
00:37:10.480 --> 00:37:16.469
way making decisions, and it's because
you know, then, that we rolled
532
00:37:16.510 --> 00:37:22.590
them in the murder are but we
don't. We they are being managed by
533
00:37:22.710 --> 00:37:27.789
people who have done that job.
They are not managed basically week you know,
534
00:37:27.869 --> 00:37:32.059
they're managed by experience, they are
evaluated a are part of a larger
535
00:37:32.179 --> 00:37:37.019
group of people. There is competition
internally. There is healthy competition. So
536
00:37:37.059 --> 00:37:40.980
there is a lot of things going
on and you know, and he kind
537
00:37:40.980 --> 00:37:45.130
of remaining, why I get I
got started in the business. I really
538
00:37:45.170 --> 00:37:49.250
why I got started in the business
is actually finished my my studies in the
539
00:37:49.329 --> 00:37:52.570
UK in cambridges where I moved in
the UK first place, but when I
540
00:37:52.690 --> 00:37:55.289
was about to go back to France, to Paris, and I was working
541
00:37:55.369 --> 00:38:00.559
for Philips at the time, so
Philip sent me to to to the UK.
542
00:38:00.719 --> 00:38:04.679
So Philip the consumer electronics. They
just relocated the the business unit that
543
00:38:04.719 --> 00:38:07.159
I was working for to China.
But to give you an ID and to
544
00:38:07.199 --> 00:38:10.039
reveal about my age, we were
working on MPs three player. That will
545
00:38:10.039 --> 00:38:14.989
be a USB stick that you were
around your neck. I love it the
546
00:38:15.070 --> 00:38:17.190
day. But what I was doing
at the time I was reading looks of
547
00:38:17.230 --> 00:38:22.389
autobiography and I can't remember if it
was Richob Brenson or Warren Birthday. He
548
00:38:22.510 --> 00:38:28.179
was some of theose top guys who
always said I started my career in recruitment.
549
00:38:28.420 --> 00:38:31.579
I started my carrier in Teli Marketing, I started my carrier in door
550
00:38:31.659 --> 00:38:36.739
to door sitting. And if you
can brave the elements of this rough,
551
00:38:37.219 --> 00:38:40.179
tough type of environment and be good
at it, you're going to be a
552
00:38:40.300 --> 00:38:44.889
good CEO, you going to be
a good person. And that's why I
553
00:38:44.929 --> 00:38:47.050
couldn't get up the military service in
my in my in my opinion. So
554
00:38:47.889 --> 00:38:51.530
I think because we take them through
the sort and and because it's aw a
555
00:38:51.610 --> 00:38:54.570
mindset to really we say to people
when we recruit them, they look,
556
00:38:54.570 --> 00:38:57.679
if you want to work for a
vendor, you're going to make more money,
557
00:38:58.079 --> 00:39:00.840
but what you get from us is
acceleration of your career right and going
558
00:39:00.960 --> 00:39:07.679
be yeah, yeah, absolutely,
and especially now like so forgive me for
559
00:39:07.760 --> 00:39:12.869
not knowing exactly the in person office
situation in the UK, but here in
560
00:39:12.869 --> 00:39:15.989
the US very few companies are all
back in the office, but practically not.
561
00:39:16.510 --> 00:39:24.099
Yeah, so imagine on boarding three
new reps who you've never met.
562
00:39:24.219 --> 00:39:29.619
They've never met each in person,
they've never met each other and they're learning
563
00:39:29.659 --> 00:39:35.739
and doing their jobs desperately. Versus, you're on boarding three reps someday in
564
00:39:35.820 --> 00:39:39.610
the office where there's sixty other a
hundred other. I mean it's just a
565
00:39:39.690 --> 00:39:44.409
deeper, deeper pulled urns. It's
just, it's just, you know,
566
00:39:44.530 --> 00:39:47.289
we took a massive slap across the
face last you're around that specific topic.
567
00:39:47.329 --> 00:39:51.610
Yeah, I mean there is lots
of prison first of all. Why?
568
00:39:51.929 --> 00:39:54.639
And there is, there is,
there is a counter effect that were at
569
00:39:54.760 --> 00:39:59.159
was posity. But if we focus
on the difficulties that we face to your
570
00:39:59.199 --> 00:40:04.800
appointment, well, we have lots
of very nice people in in the office.
571
00:40:04.920 --> 00:40:07.909
We have lots of people like extremely
emotionally intelligent and help other in the
572
00:40:08.070 --> 00:40:12.349
office. Okay, and in fact
we we've been promoting a fair few of
573
00:40:12.429 --> 00:40:16.230
them as mentor and Mentor at operatics. Someone would still carry a little bit
574
00:40:16.269 --> 00:40:21.070
of of delivery or working for clients. So they are still in the trenches,
575
00:40:21.389 --> 00:40:23.900
they are still working. There are
non threatening figures that are not your
576
00:40:23.980 --> 00:40:29.699
manager. You can go and tell
them. What does what does Cityo mean?
577
00:40:30.420 --> 00:40:32.380
Yeah, a lot of fine,
they will, they will tell you,
578
00:40:32.539 --> 00:40:36.449
but you may not want to go
up to your manager to discuss it
579
00:40:36.530 --> 00:40:39.610
because you may think it's a stupid
question. So you know all that shadowing,
580
00:40:40.369 --> 00:40:44.849
all that things that you can see
when you're managing it in because you're
581
00:40:44.849 --> 00:40:46.769
in meetings and stuff like that.
But the people who are on the floor.
582
00:40:47.690 --> 00:40:51.960
Say aim at just so your core. You've done so well, but
583
00:40:52.840 --> 00:40:55.039
use a silence. You speak too
much. Maybe you should just have stopped,
584
00:40:55.079 --> 00:40:58.320
like when you say that, when
you carry on. No, but
585
00:40:58.800 --> 00:41:04.000
the little pointer that change your life. You can trurely have that in Indian
586
00:41:04.039 --> 00:41:07.110
visible organization when you are distributed,
and that's difficult. However, on the
587
00:41:07.230 --> 00:41:13.349
plus side, we've see in we
realized that we have a lot of introverlt
588
00:41:14.150 --> 00:41:17.190
okay, and I think for me
this introvert would be the guys who are
589
00:41:17.269 --> 00:41:25.260
like good average videas that have been
absolutely exploding walking from home, and I
590
00:41:25.380 --> 00:41:30.219
think the reason behind that is because
there is no filter. All my coding.
591
00:41:30.340 --> 00:41:31.889
Next to me is listening to what
I'm saying. Yes, yes,
592
00:41:32.369 --> 00:41:36.610
Oh, that guy is kind of
the manager is there, or don't really
593
00:41:36.610 --> 00:41:38.250
want to cut it, the managers
here, because you know, if I've
594
00:41:38.250 --> 00:41:44.010
got a connection, I'm going to
be and I do believe that. We've
595
00:41:44.010 --> 00:41:47.239
said, we had some people just
absolutely exploded and then that teach us some
596
00:41:47.360 --> 00:41:52.679
great lessons. Okay, so obviously
the problemic was an honorable events that we
597
00:41:52.760 --> 00:41:55.159
had to we had to adapt to, but we've learned so much matt,
598
00:41:55.760 --> 00:41:59.239
and you're so right with the point
you are making by the one. Now,
599
00:41:59.679 --> 00:42:04.190
let me tell you. I've worked
from home for eleven years. If
600
00:42:04.309 --> 00:42:07.829
there's the radio on, my productively
goes down. It's too distracting. So
601
00:42:08.630 --> 00:42:12.230
yes, it is very person specific, but I love that story. It's
602
00:42:12.269 --> 00:42:15.469
great. Well, unfortunately we get
into the end of the of the show
603
00:42:15.550 --> 00:42:17.139
to that I could carry on and
next time we have we'll have to meet
604
00:42:17.139 --> 00:42:20.820
up and go for a bay or
something, but when I come stay inside,
605
00:42:20.860 --> 00:42:22.539
and that's great. Not sition where
I had a great time to day.
606
00:42:23.139 --> 00:42:27.460
And thanks again, Matt, for
sharing all your insight at this point
607
00:42:27.539 --> 00:42:30.210
of the conversation. Always as the
same question is. You know, people
608
00:42:30.329 --> 00:42:34.050
may want to carry on the conversation
with you. They may want to discuss
609
00:42:34.250 --> 00:42:37.570
the services that you guys can offer
the bridge group. So what is the
610
00:42:37.690 --> 00:42:40.329
best way to get in touch with
you, mats? So anyone off all
611
00:42:40.369 --> 00:42:44.679
audience can reach out to you,
please. Guys in the audience, no
612
00:42:45.239 --> 00:42:47.639
height emails. Yeah Right. They
may want to tell me I'm an idiot.
613
00:42:49.320 --> 00:42:51.239
So Noe that gay. But was
the best way to get told of
614
00:42:51.280 --> 00:42:53.639
you? I think likekedin is the
easiest because there aren't that many, Matt,
615
00:42:53.800 --> 00:42:59.469
for Tuesday's bear to use easi right
and just message me or Bridge Group
616
00:42:59.510 --> 00:43:02.190
Bank. Contact us and I promise
you it will get to me in a
617
00:43:02.230 --> 00:43:07.510
minute and I will reply in too. That's that's that's that's good. It
618
00:43:07.869 --> 00:43:09.190
is good to be a giant.
Somebody should the Wong, though, when
619
00:43:09.230 --> 00:43:14.340
they put a request for way.
I'm responding this because what was on there?
620
00:43:14.420 --> 00:43:16.139
You Go. No, Matt,
all big the companies look mt it
621
00:43:16.219 --> 00:43:19.940
was absolutely an absolute pleasure to have
you on the show today, so thank
622
00:43:19.940 --> 00:43:22.780
you very much for your time.
Thanks for having me. operatics has redefined
623
00:43:22.940 --> 00:43:30.050
the meaning of revenue generation for technology
companies worldwide. While the traditional concepts of
624
00:43:30.210 --> 00:43:35.570
building and managing inside sales teams inhouse
has existed for many years, companies are
625
00:43:35.650 --> 00:43:39.849
struggling with a lack of focus,
agility and scale required in today's fast and
626
00:43:40.010 --> 00:43:46.559
complex world of enterprise technology sales.
See How operatics can help your company accelerate
627
00:43:46.599 --> 00:43:53.119
pipeline at operatics dotnet. You've been
listening to be tob revenue acceleration. To
628
00:43:53.239 --> 00:43:57.710
ensure that you never miss an episode, subscribe to the show in your favorite
629
00:43:57.750 --> 00:44:00.389
podcast player. Thank you so much
for listening. Until next time,
