Welcome to our very first installment! If you’re reading this, you’re either friends and fam, you came to a recent event or training, or we helped you find your current role.
We figured you all would be interested in things like:
Sales advice (today: comparing current and future state)
Sales job market insights (today: BDR comp going VERTICAL 📈)
New role overviews (one of the fastest growing, AI-proof startups in NYC 🗽)
But we also get that everyone’s inbox is crazy. If you don’t want another email, just reply here letting us know and we’ll take you right off!
Otherwise, we will work VERY hard to earn a consistent spot in your Monday morning routine with something quick and sincerely useful.
Sales Advice
Obsessively compare your future to their current state
We see a TON of deals lost to “status quo” (meaning the buyer decided to leave things as they are).
We believe this happens mostly because the seller has not clearly taught the customer how to think about the difference between the current and future state.
Imagine you’re sort of considering buying a new car. You decide to go to the dealership and check a couple out.
The sales rep tells you their cars just secured some of the highest safety ratings. They have great fuel economy. Very roomy.
If after his best pitch you decide to stick with your current car, and assuming his car is ACTUALLY much better than yours, it’s almost always because you didn’t see a big enough difference between the current and future states that was worth paying for, the risk you wouldn’t like it, re-registering it, etc.
The same thing happens all the time in software sales.
Now imagine the sales reps says: “You know I saw you’re driving a 2017 Honda Civic. My buddy used to have one. He used to love that car.
I know you said before your number one priority is safety for your family and after that you’d love to spend less on gas, if possible…
How much do you know about how the automatic safety systems in the new Hondas have evolved and what the stats are on them compared to your 2017? If you’ve already looked into it, I won’t talk your ear off…
Have you seen any of the stats on these new systems?”
Already he’s comparing your current car directly to his “future” one.
In our example you’d say “no.”
And he’d say: “Okay here, let me pull it up. There’s a totally neutral government website that actually has a really good comparison tool showing average number of accidents per 1,000 miles driven between any two vehicles.
So if we put in your 2017 Civic and this new 2026… let’s see… yeah, the new ones are 75% less likely to be involved in a serious accident… 😬 ”
Anyway, you get the idea.
Clear, concrete comparison of current and future state. Lots of repetition. This is how you build a sale for an individual customer that can overcome virtually any objection.
SALES TRAINING TOMORROW: we’re gonna go deep on a very related topic in our live discovery training on Zoom tomorrow, Aug 11th, at noon est. Sign up here: https://luma.com/l56ozggn
Market Insights
BDR comp is going CRAZY 👀
We’ve been tracking this trend for nearly a year: BDR comp is going totally vertical. In the last month or so we’ve kicked off some of the highest base and OTE BDR roles we’ve ever seen (data below).
We believe this is due first to massive increases in efficiency:
Efficiency drives more output per BDR. (less list building, easier access to data, more automation, better dialers, etc)…
More output per BDR allows companies to justify paying them more….
Paying BDRs more attracts better talent…
Better talent improves performance (e.g., higher cold call conversion rates and more focused work) driving more total efficiency gains…
And around and around we go.
And then as demand for elite BDRs spikes, there’s a simple supply and demand imbalance, especially in the NYC market, which drives comp up even more.
These are the actual comp plans for all of the BDR roles we’re actively recruiting for right now, just to illustrate the point:
OTE | Base | Variable | Location |
|---|---|---|---|
$150,000 | $100,000 | $50,000 | NYC |
$150,000 | $100,000 | $50,000 | NYC |
$150,000 | $100,000 | $50,000 | Remote |
$130,000 | $100,000 | $30,000 | NYC |
$130,000 | $80,000 | $50,000 | NYC |
$130,000 | $80,000 | $50,000 | LA |
$95,000 | $80,000 | $15,000 | NYC or Miami |
$90,000 | $65,000 | $35,000 | Remote |
$83,000 | $55,000 | $28,000 | Remote |
$80,000 | $60,000 | $20,000 | Remote |
If you know any BDR’s (or career changers) who’d be interested in comp like this, please forward this to them or simply reply to us here and let us know!
Role of the week
Hiring for one of the fastest growing, AI-proof startups in NYC 🗽
This company is on fire in a way we don’t see that often. One of the fastest growing startups in NYC. Selling to consumer brands (think anyone who sells anything online).
We find they make a very compelling argument for why they’re essentially immune to any sort of AI / build vs. buy attacks (we’re happy to explain if you want to chat about it).
This is a classic “dollars at a discount” sale. Customers can take existing spend, shift it to this platform, and see an immediate massive increase in revenue (often millions of dollars, very measurable).
COMPENSATION:
OTE low end: $130,000 for very SMB, early career reps
OTE HIGH END: $300,000+ for senior, experienced reps
Nearly every AE on the current team is exceeding OTE 👀
Prioritizing reps who can spend a few days in office in NYC, but open to remote for exceptional candidates.
Just reply to us here if this sounds like a potential fit for you or someone you know!
If you’ve made it all the way to the bottom, you’re a saint. We’d love to hear your thoughts on the first issue!