Episode Transcript
WEBVTT
1
00:00:02.520 --> 00:00:07.549
You were listening to be tob revenue
acceleration, a podcast dedicated to helping software
2
00:00:07.589 --> 00:00:11.789
executives stay on the cutting edge of
sales and marketing in their industry. Let's
3
00:00:11.789 --> 00:00:18.230
get into the show. Welcome to
be tob revenue acceleration. My name is
4
00:00:18.230 --> 00:00:22.219
Dane Seebrook, and how I'm here
today with Joe Passon, head of global
5
00:00:22.300 --> 00:00:26.339
sales at Bremery Joel Hi. How
are you? I'm aready. It's great
6
00:00:26.339 --> 00:00:28.579
to be here. Yes, very
good. Thank you, very good in
7
00:00:28.699 --> 00:00:31.859
date. Thanks for taking a time
to join us today. A pleasure.
8
00:00:32.259 --> 00:00:37.170
So, Joe, the top eight
for today's episode is selling high tech solutions
9
00:00:37.329 --> 00:00:41.409
to a non technology audience. But
before we go into the conversation, it
10
00:00:41.490 --> 00:00:44.929
would be really good if you could
give us a bit of a background on
11
00:00:45.009 --> 00:00:48.490
yourself, your company and, I
guess, the the space that you're sitting
12
00:00:48.490 --> 00:00:51.840
in. Yeah, absolutely, again, I appreciate. Appreciate being here.
13
00:00:51.880 --> 00:00:55.960
I I look after global sales at
a company called be Marie and we provide
14
00:00:56.000 --> 00:01:00.000
our customers with talent, crm and
marketing solutions. And so, for folks
15
00:01:00.039 --> 00:01:06.109
that aren't in the HR technology or
talent technology landscape, you can think of
16
00:01:06.150 --> 00:01:10.030
the product that we offer the market
as sort of a combination of both sales
17
00:01:10.069 --> 00:01:15.069
force and Marquetto but for recruiting your
talent acquisition, and so just a logistically
18
00:01:15.230 --> 00:01:18.659
you know, obviously we're well,
perhaps not obviously we are as Sass company
19
00:01:18.900 --> 00:01:22.739
where venture backed. In know,
just completed our series B last year and
20
00:01:23.260 --> 00:01:29.500
has strategic investments from Microsoft's venture capital
arm and worked a a large global HCM
21
00:01:29.859 --> 00:01:34.049
provider. And I actually have a
global sales for us with offices were headquartered
22
00:01:34.090 --> 00:01:38.849
in London actually, but North America, split between San Francisco and Austin,
23
00:01:38.890 --> 00:01:42.409
and then I have field sellers throughout
North America and course sales all reports to
24
00:01:42.489 --> 00:01:46.890
me and also we have a business
development team or sales development team that reports
25
00:01:46.930 --> 00:01:49.799
to be as well. Okay,
interesting, thanks for that. So Joe
26
00:01:49.079 --> 00:01:53.719
be me Opoly is operating, as
you said, within the HR and recruitment
27
00:01:53.760 --> 00:01:57.560
technology space which, from our perspective
and from what we've seen across our client
28
00:01:57.599 --> 00:02:01.150
base, seems to be going through
a massive disruption and invasion with the advance
29
00:02:01.349 --> 00:02:06.230
of that favorite buzz word at the
moment, which is machine learning and ai
30
00:02:06.469 --> 00:02:09.030
and and you know, analytics at
that, providing in the automation at providing.
31
00:02:09.189 --> 00:02:14.110
It seems to be growing massively year
on year and and really disrupting many
32
00:02:14.150 --> 00:02:19.020
industries. But of course recruitment and
the HR piece around automation seemed to be
33
00:02:19.300 --> 00:02:22.740
seeing seen in a particularly big way. Could you give us a from your
34
00:02:22.860 --> 00:02:27.580
perspective, a bit of an overview
or an opinion of the current state of
35
00:02:27.699 --> 00:02:31.889
the HR and recruitment technology world and
how you see that evolving? And when
36
00:02:31.930 --> 00:02:35.889
I say when, how I see
that evolving, is whether you see there's
37
00:02:35.889 --> 00:02:42.009
a place for the future where by
actually HR and recruitment technology could replace people
38
00:02:42.009 --> 00:02:45.280
all together. It should be good
to get all your thoughts because obviously that's
39
00:02:45.280 --> 00:02:47.639
a much debated topic at the moment. Yeah, absolutely so. Thank you.
40
00:02:49.039 --> 00:02:51.879
There's all there's a lot to unpack
with what you just ask, but
41
00:02:52.400 --> 00:02:54.800
you're right in what you're you're seeing. Ivo Is lie and you folks are
42
00:02:54.879 --> 00:02:59.949
a good parameter of the market.
There's been about five billion dollars of investment
43
00:03:00.229 --> 00:03:05.629
that's been made in the HR text
and talent acquisition sector, and so it's
44
00:03:05.629 --> 00:03:08.229
actually quite noisy and I think there's
a reason for that. And frankly,
45
00:03:08.270 --> 00:03:12.189
if the kind of use a bit
of an anecdote, you think about the
46
00:03:12.270 --> 00:03:15.580
next time you talk to us CEO, ask her to name the most important
47
00:03:15.699 --> 00:03:19.979
business assets and you're going to get
people, you know, talking about their
48
00:03:20.099 --> 00:03:23.500
people first or second every time.
So managing and enterprise is number one or
49
00:03:23.539 --> 00:03:28.449
number two asset. Their people is
not a bad space to be in and
50
00:03:28.729 --> 00:03:31.969
obviously there's been money flowing into this
space. In terms of and I think
51
00:03:32.449 --> 00:03:38.849
again sort of unpacking your question,
in terms of trendspotting and the HR text
52
00:03:38.849 --> 00:03:40.680
space, the first thing that we
see, and I think the reason for
53
00:03:40.719 --> 00:03:46.120
a lot of this investment, is
that innovative employers are really moving away from
54
00:03:46.120 --> 00:03:50.840
a reactive approach to recruiting. So
if you think about days of your you
55
00:03:50.960 --> 00:03:53.719
had a job opening, you walked
it down to your recruiting department or HR,
56
00:03:54.000 --> 00:03:59.110
they published or posted or advertised a
job and you wait to see what
57
00:03:59.349 --> 00:04:01.550
comes in and maybe the recruiter goes
through their network and, you know,
58
00:04:01.669 --> 00:04:05.669
gets you some people that perhaps they've
had some relationships with, and that's really
59
00:04:05.710 --> 00:04:11.219
a reactive maturity model. And what
we're seeing today is that companies are realizing
60
00:04:11.340 --> 00:04:15.460
that transform their labor forces over the
next several years and we know that the
61
00:04:15.580 --> 00:04:18.980
service economy, and we'll talk about
ai and a second everything's evolving. So
62
00:04:19.100 --> 00:04:23.699
companies really have to be more proactive
when they think about talent and go out
63
00:04:24.889 --> 00:04:28.170
and really kind of use, and
I think this is really relevant for your
64
00:04:28.209 --> 00:04:31.810
audience, they really have to use
sales and marketing techniques. So talent acquisition
65
00:04:32.290 --> 00:04:35.930
is really sort of a sales and
marketing game and that means building awareness with
66
00:04:36.009 --> 00:04:39.399
the right people at the right time. So that's one big trend that we
67
00:04:39.480 --> 00:04:43.439
see and obviously Beamri is sort of
pointed at that direction. In terms of
68
00:04:43.600 --> 00:04:46.600
again at large, and you talk
about machine learning and artificial intelligence. I
69
00:04:46.759 --> 00:04:51.680
believe that this is my personal belief
and I think beamery again at large,
70
00:04:51.800 --> 00:05:00.509
shares some of these philosophies or concepts. But artificial intelligence is really noisy right
71
00:05:00.550 --> 00:05:04.470
now and that I think that the
trend is not necessarily just to use artificial
72
00:05:04.509 --> 00:05:10.379
intelligence, but I think it actually
pivots from this concept of automating a job
73
00:05:10.379 --> 00:05:15.540
role to understanding how we augment jobs
and up skill those roles. So,
74
00:05:16.139 --> 00:05:19.660
in short, or in Layman speak, how do we make people more efficient
75
00:05:19.860 --> 00:05:26.610
and better at their jobs rather than
replacing their jobs? And then I think
76
00:05:26.610 --> 00:05:29.329
that we're going to see a new
generation of analytics out of this too.
77
00:05:29.449 --> 00:05:33.290
So some folks are already calling this
telemetry, other folks are calling this augmented
78
00:05:33.370 --> 00:05:38.160
analytics and really, regardless of the
name, you're going to see on demand
79
00:05:38.319 --> 00:05:42.879
actionable explanations of what's going on with
your workforce. So it's the old instead
80
00:05:42.879 --> 00:05:46.839
of just giving me realport. Okay, insights are nice, but now really
81
00:05:46.920 --> 00:05:50.509
give me actionable insights on demand about
how we can make a pivot in real
82
00:05:50.629 --> 00:05:54.709
time. That's a trend. And
then the final thing that I think you'll
83
00:05:54.709 --> 00:06:00.990
see is that h are if they
have obskilled workers and they have augmented analytics,
84
00:06:01.550 --> 00:06:05.740
then I think we're going to see
the HR function and recruiting functions move
85
00:06:05.980 --> 00:06:12.100
from essentially a less judgment driven environment
to a more data driven environment, much
86
00:06:12.139 --> 00:06:16.379
like we'd see with finance, sales
and marketing, procurement other business functions within
87
00:06:16.420 --> 00:06:19.410
an organization. So I think these
you can sort of all meld together.
88
00:06:19.930 --> 00:06:24.129
Yeah, that's an interesting perspective.
Thanks for that and I think it's kind
89
00:06:24.129 --> 00:06:26.290
of, I guess, taking a
bit of getting used to for a lot
90
00:06:26.329 --> 00:06:29.449
of people out there as well.
And to your point, in in functions
91
00:06:29.490 --> 00:06:32.560
like finance and sales and marketing.
You know, we're used to now going
92
00:06:32.600 --> 00:06:35.600
on a website and talking to a
chat Bot. People met, some people
93
00:06:35.639 --> 00:06:39.079
made dispute, whether they like it
or not, but I think that's becoming
94
00:06:39.120 --> 00:06:44.360
more and more of a reality.
Actually almost giving HR professionals the ability to
95
00:06:44.439 --> 00:06:46.829
step away a little bit from the
day to day mundated and also of sifting
96
00:06:46.910 --> 00:06:51.189
through CV for example, and actually
having more data their fingertips is probably something
97
00:06:51.230 --> 00:06:54.990
they is a concept they'll have to
get their head around, but in the
98
00:06:55.029 --> 00:06:58.269
future, to your point is should
allow them to to do more with less
99
00:06:58.310 --> 00:07:00.310
in some respects, with with the
automation. That brings one of the points
100
00:07:00.350 --> 00:07:04.180
that you made that was quite interesting
for me is giving the giving organizations,
101
00:07:04.259 --> 00:07:06.819
with your solution in particular, if
we talk about that for now, giving
102
00:07:08.220 --> 00:07:14.300
organizations the ability to rather than reactively
recruit individuals based on when a job may
103
00:07:14.379 --> 00:07:19.089
come up, to actually proactively always
is identifying maybe the passive market that isn't
104
00:07:19.089 --> 00:07:23.769
quite read isn't necessarily looking for what, but they're out there and fin look
105
00:07:23.810 --> 00:07:27.610
at the market that we're we're all
in here with, and let's focus for
106
00:07:27.649 --> 00:07:30.839
a second specifically on the bay area. From from what we see, that's
107
00:07:30.839 --> 00:07:34.639
a massive skill shortage in the bay
are specific to technology, both from a
108
00:07:34.639 --> 00:07:39.639
sales and marked inspective and from a
technical perspective. With something like you're offering,
109
00:07:39.800 --> 00:07:43.360
how would you help a business with
that? Yeah, let me give
110
00:07:43.360 --> 00:07:46.709
you an example, a real world
example. We have a client that replaced
111
00:07:46.790 --> 00:07:51.589
essentially blockbuster. I won't name the
clients name, but they have very hard
112
00:07:51.629 --> 00:07:58.029
to find creatives, production studio folks. They produce television shows for the most
113
00:07:58.069 --> 00:08:01.939
part on demand and the folks in
that industry are in very, very high
114
00:08:01.980 --> 00:08:05.259
demand, and so you can post
jobs for them in the reactive model and,
115
00:08:05.339 --> 00:08:09.379
quite frankly, you're not going to
get much. You can send recruiters
116
00:08:09.420 --> 00:08:11.579
after him, like we do in
Bedr, to send them after prospects.
117
00:08:11.779 --> 00:08:16.970
If you think about recruiting being the
analog being the recruiting is very much like
118
00:08:16.089 --> 00:08:20.009
sales. Think about it, and
that Lens for the for our listeners.
119
00:08:20.529 --> 00:08:24.009
So we can send recruiters and sorcers
after people and we know that that's going
120
00:08:24.009 --> 00:08:28.959
to be moderately effective and we've been
doing that for years in recruiting. But
121
00:08:28.079 --> 00:08:33.440
what if I told you that we
could, just like in professional be to
122
00:08:33.480 --> 00:08:39.440
be marketing? We could go out
and understand prospects behaviors and market to them
123
00:08:39.759 --> 00:08:43.830
and build a community, a long
tail community of people that when they are
124
00:08:43.070 --> 00:08:46.789
ready to search for a job or
they are, they've you know, they
125
00:08:46.830 --> 00:08:50.470
are thinking about new opportunities outside of
wherever they're at, that I could make
126
00:08:50.629 --> 00:08:54.549
you the employer of choice for when
they wake up in the morning and decide
127
00:08:54.590 --> 00:08:58.059
that maybe they'll look around. We've
been in their ear and their inbox and
128
00:08:58.100 --> 00:09:03.220
their tax messages, in whatever channel
that they're getting information, building that awareness
129
00:09:03.259 --> 00:09:07.940
along the way and making it easy
for them to join a community. That
130
00:09:07.019 --> 00:09:11.690
adds value, just like we do
with content marketing. That adds value.
131
00:09:11.730 --> 00:09:16.769
That brings them into the organization over
time. Same thing with campus and getting
132
00:09:16.769 --> 00:09:22.370
people when they're graduating from school.
So starting those relationships early with think about
133
00:09:22.370 --> 00:09:26.600
it kind of like consumers, but
with candidates and prospects. That's really what
134
00:09:26.679 --> 00:09:28.480
our company is focused on doing.
That makes sense? Yeah, that makes
135
00:09:28.519 --> 00:09:33.000
a lot of sense. So,
and that kind of segues nicely into the
136
00:09:33.080 --> 00:09:35.879
next point, which is your technology
company. I guess you could get really
137
00:09:35.919 --> 00:09:41.389
into in the weight of what your
solution is and how it works and the
138
00:09:41.509 --> 00:09:45.230
technical boats and whistles of it.
But but ultimately, as we've spoken a
139
00:09:45.230 --> 00:09:48.669
lot about a lot, you are
selling to HR functions for the most part,
140
00:09:48.710 --> 00:09:54.580
if I'm not mistaken, and for
the most part hl profession was aren't
141
00:09:54.580 --> 00:09:58.179
necessarily coming to come into the workforce
with computer science degrees. So they're not
142
00:09:58.220 --> 00:10:01.500
really that technical audience. So how
do you, as a technology company,
143
00:10:01.980 --> 00:10:05.659
go about selling to a less technical
audience? If what's your process for doing
144
00:10:05.700 --> 00:10:09.889
so in our space? Specifically,
and I think this would go in line
145
00:10:09.929 --> 00:10:13.570
with this question, if we were
selling into a non technical audience in another
146
00:10:13.690 --> 00:10:16.409
line of business, and there are
still a couple of lines of business left
147
00:10:16.450 --> 00:10:22.399
that, as you put it,
don't necessarily have an extensive technology background.
148
00:10:22.559 --> 00:10:26.240
And what I tend to do is
look for former practitioners. So my best,
149
00:10:26.840 --> 00:10:33.519
most accomplished sellers and the ones that
climb the enablement curve, you know,
150
00:10:33.639 --> 00:10:37.669
the the ramp curve faster than anyone
else in our organization are people that
151
00:10:37.990 --> 00:10:41.750
have, number one, been in
some sort of recruiting capacity in their life,
152
00:10:41.909 --> 00:10:46.230
and so I think you could extrapolate
this back to any industry. Higher
153
00:10:46.269 --> 00:10:48.190
out of that industry of people that
perhaps have done that job in some way,
154
00:10:48.230 --> 00:10:52.539
shape or form or been around it
and they're going to obviously understand the
155
00:10:52.580 --> 00:10:56.779
challenges of those end users and ultimately
buyers better than anyone else. So I
156
00:10:56.899 --> 00:11:01.299
look for people that have been practitioners
in the past, maybe early in their
157
00:11:01.379 --> 00:11:05.809
career, and then have become accomplished
sellers in the space over time. So
158
00:11:05.889 --> 00:11:09.649
I want my sellers to empathize with
the buyers firsthand. I want them to
159
00:11:09.649 --> 00:11:13.970
feel their pain and this also again
serves to reduce our ramp times. So
160
00:11:13.090 --> 00:11:18.600
that's that's sort of the number one
strategy. Number two is we tend to
161
00:11:18.840 --> 00:11:24.960
shape our sales process less of this
sort of prescribed you know, here is
162
00:11:24.039 --> 00:11:28.480
a demo, here's what you have
to do next, MR and Mrs Customer.
163
00:11:30.080 --> 00:11:33.389
We actually say hey, this is
an education process. So we don't
164
00:11:33.389 --> 00:11:37.110
run a traditional sales process. Our
focus is really and helping our champions and
165
00:11:37.230 --> 00:11:41.389
influencers develop a strong, wrong internal
business case for how we can benefit the
166
00:11:41.509 --> 00:11:46.070
organization and then taking that and helping
them package it to go and sell higher
167
00:11:46.110 --> 00:11:50.460
up a power line, if you
will. So we support the process with
168
00:11:50.659 --> 00:11:54.700
content and collateral that's really designed from
you know, for a variety of different
169
00:11:54.700 --> 00:11:58.259
stakeholders, including the IT teams and
the procurement and finance teams. So that's
170
00:11:58.299 --> 00:12:01.809
the second strategy that we use.
And then the third one is we really
171
00:12:01.850 --> 00:12:07.889
let our product tell the narrative and
we bring our salespeople, oftentimes on site
172
00:12:07.929 --> 00:12:11.370
with our customers and walk them through
these various use cases, setting up our
173
00:12:11.409 --> 00:12:15.450
product along the way to show them
how we can take them from being a
174
00:12:15.570 --> 00:12:20.919
reactive talent organization and mature them into
being a proactive talent organization along the way.
175
00:12:20.960 --> 00:12:24.559
We create their own narrative within our
product and that's been really powerful.
176
00:12:24.919 --> 00:12:28.159
That makes sense. And just on
that sort of line of question, I
177
00:12:28.240 --> 00:12:31.950
guess, and you mentioned earlier on
in the conversation, that there seems to
178
00:12:31.990 --> 00:12:37.110
being around, you know, five
billion dollar investment or they've seen the market,
179
00:12:37.149 --> 00:12:39.669
the HR tech markets worth around five
billion dollars. I think the approach
180
00:12:39.710 --> 00:12:43.659
to you've just described with regards to
your sales process in particular, where it's
181
00:12:43.659 --> 00:12:50.580
very much an education process, where
you're you're engaging in multiple different personas and
182
00:12:50.620 --> 00:12:54.059
you have a value to each of
those different personas you touch, how would
183
00:12:54.100 --> 00:12:56.980
you in in a noisy market,
what could be seen as a complicated market,
184
00:12:58.100 --> 00:13:03.450
where HL professionals must be absolutely inundated
with solutions that, I guess,
185
00:13:03.490 --> 00:13:05.970
could be seen to be offering any
similar message to a him, to value
186
00:13:07.049 --> 00:13:09.970
to your solution? How do you
how do you differentiate such a noisy,
187
00:13:09.009 --> 00:13:13.399
crowded malcular that? I think there's
three things and and let me let me
188
00:13:13.399 --> 00:13:16.679
focus on two of them. But
the differentiation process is, I think,
189
00:13:18.080 --> 00:13:22.840
especially in this as companies, product
driven. So for us, and I
190
00:13:22.919 --> 00:13:26.629
have to speak to this specifically in
our industry, which is talent crm and
191
00:13:26.990 --> 00:13:31.710
talent marketing, you know, it's
a it's a product that sits on top
192
00:13:31.750 --> 00:13:35.750
of essentially, if you think about
a sales funnel, we are the very
193
00:13:35.909 --> 00:13:41.419
top of the funnel, getting our
customers more prospects to market to to ultimately
194
00:13:41.539 --> 00:13:46.740
convert them into candidates. So that's
the framework that we use. We have
195
00:13:46.899 --> 00:13:54.259
to have a meaningful, unique and
differentiated solution to cut through the noise and
196
00:13:54.500 --> 00:14:01.490
that needs to meet the markets needs
and really be prescriptive to this proactive process
197
00:14:01.490 --> 00:14:03.450
that we create for people. So
instead of using big words, we have
198
00:14:03.529 --> 00:14:07.370
to have an innovative product and that's
that's part of winning SASS game. Is,
199
00:14:07.490 --> 00:14:11.279
I think, to fold number one, you have to have an innovative
200
00:14:11.279 --> 00:14:13.840
product that does cut through the noises
you just suggest in number two. You
201
00:14:15.000 --> 00:14:20.240
have to operationalize how you distribute that
product and out operationalize your competitors, and
202
00:14:20.360 --> 00:14:24.789
that's something that we continue to build
at beamery as a good market strategy.
203
00:14:24.950 --> 00:14:30.629
So have a better product and be
more operationally sound and than your peers,
204
00:14:30.669 --> 00:14:33.669
and that's a winning solution in any
market. It's specifically in a noisy one
205
00:14:33.789 --> 00:14:39.659
like tea technology that makes sense and
I think as well that's is it?
206
00:14:39.179 --> 00:14:43.340
What you just described around having a
yes, a great product, but the
207
00:14:43.419 --> 00:14:46.940
second piece around being more operationally effective
is even more relevant to you as a
208
00:14:48.019 --> 00:14:50.059
business because it's a bit of an
interesting background in that, you know,
209
00:14:50.299 --> 00:14:54.210
a US software company coming out of
sale of combatty. You're actually a British
210
00:14:54.250 --> 00:14:58.649
company that is gone the other way
and actually entered North America. So and
211
00:14:58.850 --> 00:15:01.570
honest, slightly different tactually as as
a UK founding business. What would a
212
00:15:03.289 --> 00:15:07.639
challenges that you faced when expanded to
North America and have you seen any differences
213
00:15:07.879 --> 00:15:13.120
between the sale process and how you
go about selling in North America versus what
214
00:15:13.240 --> 00:15:16.759
you really started as a business in
a meal? Yeah, that's IT'S A
215
00:15:16.240 --> 00:15:22.149
it's a great question. And frankly, breaking the US market in our business
216
00:15:22.549 --> 00:15:28.029
wasn't the biggest challenge. We found
that large US based employers in our target
217
00:15:28.110 --> 00:15:33.470
market, North American employer for that
matter, generally more progressive from a recruiting
218
00:15:33.509 --> 00:15:37.379
standpoint. In as you point out
from your own experiences in the in the
219
00:15:37.460 --> 00:15:41.139
bay area, there's a big supply
demand problem. So essentially we're selling a
220
00:15:41.259 --> 00:15:46.299
product that people need in a variety
of theaters. Because we're addressing, and
221
00:15:46.419 --> 00:15:48.820
this was at the top of the
podcast, one of the things that's really
222
00:15:48.860 --> 00:15:54.129
exciting about our space is there there
literally is a supply and demand problem.
223
00:15:54.250 --> 00:15:58.409
We're not creating more stem graduates necessarily
at the rate that the market needs them.
224
00:15:58.690 --> 00:16:03.570
So breaking into a market and having
people being interested in the things that
225
00:16:03.690 --> 00:16:07.720
we're saying wasn't necessarily our issue.
I think that the founders of beam re
226
00:16:08.200 --> 00:16:12.039
prior to my joining about six months
ago, what they learned was that the
227
00:16:12.200 --> 00:16:18.429
procurement process and sort of the ways
of doing businesses, the nuances might be
228
00:16:19.110 --> 00:16:26.549
a bit different than perhaps starting in
the UK and Continental Europe for that for
229
00:16:26.629 --> 00:16:29.870
that matter. So are you at? I'll give you an example of I'll
230
00:16:29.909 --> 00:16:33.220
give you actually two examples of this
or maybe the differences to the second part
231
00:16:33.220 --> 00:16:37.100
of your question are Amia prospects and
customers tend to have a more, I'd
232
00:16:37.100 --> 00:16:42.139
say, formal evaluation process. They're
more organized, there's more of a consensus
233
00:16:42.340 --> 00:16:45.940
building, a formality around the consensus
building. So, for example, in
234
00:16:47.059 --> 00:16:52.210
that we see more steering committees,
more formal RFP's, more request for tenders,
235
00:16:52.809 --> 00:16:56.570
things that are more of this sort
of formalized, step based process to
236
00:16:56.610 --> 00:17:00.090
get through procurement. The communications are
more formal, the meetings are more formal.
237
00:17:00.480 --> 00:17:07.119
Finance it and procurement are more out
in front earlier, in our our
238
00:17:07.240 --> 00:17:12.240
perspective, evaluation processes outside of North
America, and I attribute that to there's
239
00:17:12.240 --> 00:17:17.710
a cultural difference. On the flip
side, in North America we see more
240
00:17:17.789 --> 00:17:25.630
at hoc processes. We see less
executive buying earlier in the early stages of
241
00:17:25.710 --> 00:17:29.589
a project until we get maybe through
the middle of the project where we have
242
00:17:29.750 --> 00:17:33.099
to, as I mentioned before,
take our folks that are lower on the
243
00:17:33.180 --> 00:17:38.299
power line, our champions and influencers, and build them into people that are
244
00:17:38.420 --> 00:17:45.490
ultimately developing our value proposition, to
get experienced or more senior DM's decision makers
245
00:17:45.809 --> 00:17:49.450
involved, so our observation, in
short, is that US companies are more
246
00:17:49.490 --> 00:17:53.609
comfortable with buying technology in general,
but the processes are looser, they're more
247
00:17:53.690 --> 00:18:00.000
informal. We have to actually put
more inertia into the meetings to get into
248
00:18:00.119 --> 00:18:04.200
the decision makers lexicon of decisionmaking,
and that's been the biggest sort of eye
249
00:18:04.240 --> 00:18:07.680
opening thing for us. And then
there's some little differences and how we communicate
250
00:18:08.119 --> 00:18:12.589
sort of tactical things that you'll see
absolutely and I think to your point around
251
00:18:12.589 --> 00:18:15.869
the tactical difference, it's that that
just comes down to a coach with Ain,
252
00:18:17.069 --> 00:18:21.630
I mean we see uk us slightly
more cynical markets, if you like,
253
00:18:21.829 --> 00:18:25.509
whereas if you go into Spain or
front or Italy you must need to
254
00:18:25.549 --> 00:18:30.619
start wanting and dining prospect so it's
that can be completely different in side processes
255
00:18:30.779 --> 00:18:33.779
are entertainment budget. You know,
when we look at just line item budgets
256
00:18:33.819 --> 00:18:38.299
for travel and entertainment and you look
at the region in the world that accumulates
257
00:18:38.700 --> 00:18:42.289
proportionally anyway, the most spend,
it's the nordics. I don't know why,
258
00:18:42.650 --> 00:18:47.369
maybe it's cultural, but I've seen
it trend for four quarters now.
259
00:18:47.970 --> 00:18:51.009
Is Interesting. I've no I was
expecting to say Italy, O, Spain
260
00:18:51.089 --> 00:18:55.759
or something, so that that's very
true. So, Joe, the the
261
00:18:55.839 --> 00:18:59.759
insights have been really and intriguing.
So I really appreciate that you've taken the
262
00:18:59.839 --> 00:19:02.960
time to share your thoughts with the
audience today. Yes, the last point
263
00:19:03.000 --> 00:19:06.440
is, if anyone wants to connect
with you to learn more about beamery or
264
00:19:06.480 --> 00:19:08.920
continue this conversation offline, what would
be the best way to get in touch
265
00:19:08.960 --> 00:19:12.230
with you and the and the business? Absolutely, I'm easy to find,
266
00:19:12.269 --> 00:19:17.109
so I'm on Linkedin. It's Joel
passing, and then my email address is
267
00:19:17.150 --> 00:19:21.109
very simple. It's Joel at BEA
MARIECOM and I have to put a plug
268
00:19:21.230 --> 00:19:25.660
in and tell you that we're always
looking for a talented sales folks and talented
269
00:19:25.660 --> 00:19:29.859
marketing people, both in the United
States and in London. So I appreciate
270
00:19:29.900 --> 00:19:33.500
your time and I appreciate you having
me. Thanks a lot once again,
271
00:19:33.539 --> 00:19:36.180
Joe. was great having you on
the show. And then we appreciate so
272
00:19:36.539 --> 00:19:44.250
very good. operatics has redefined the
meaning of revenue generation for technology companies worldwide.
273
00:19:44.289 --> 00:19:48.970
While the traditional concepts of building and
managing inside sales teams inhouse has existed
274
00:19:49.089 --> 00:19:53.400
for many years, companies are struggling
with a lack of focus, agility and
275
00:19:53.640 --> 00:20:00.119
scale required in today's fast and complex
world of enterprise technology sales. See How
276
00:20:00.160 --> 00:20:07.869
operatics can help your company accelerate pipeline
at operatics dotnet. You've been listening to
277
00:20:07.990 --> 00:20:11.869
be tob revenue acceleration. To ensure
that you never miss an episode, subscribe
278
00:20:11.869 --> 00:20:15.430
to the show in your favorite podcast
player. Thank you so much for listening.
279
00:20:15.470 --> 00:20:17.630
Until next time,
