The ONLY acceptable way to end a sales call 😡📆
You should aim to ALWAYS leave your discovery calls with the next meeting booked on the calendar. This assumes you’ve done discovery and confirmed it’s genuinely a good idea for the customer to continue evaluating (based on their business or personal context).
You never want to get trapped into “let’s coordinate over email” or “let me talk to my manager first.”
Another meeting. On the books. Before the customer goes to make any kind of internal decision about whatever you’re selling.
Some of you are already familiar with our “Intent Line” concept, but generally: everything you want to do in a sale (whether it’s asking for a meeting on a cold call or asking the customer to decide “yes” or “no” about your product at the end of the sale) is best delayed UNTIL you’re over the intent line.
This visual should help:
Clearly you do NOT want your customer making their decision too early.
Instead, you want to persuade the customer to basically DELAY their decision until you have the opportunity to give them more information and build their intent level.
The key to successfully booking next steps is to make it very clear WHY the meeting you’re asking for will be truly valuable to the customer.
Upcoming SALES TRAINING: we are going DEEP on this and the entire last 10 minutes of the discovery call. Specifically, exact example talk tracks for how to ask for the meeting, how to handle the “let me talk to my team” objection, and a bunch of other tactics that drive win rates up. Free, no catch, we’re obv not selling anything.
Tuesday, August 25th at Noon EST. Sign up here: https://luma.com/whfa35zd
WARNING: Offers are getting pulled over this ⚠
Sellers beware, reference calls are often viewed by founders and hiring managers as THE most important step in the entire interview process, while many salespeople are totally unaware…
…to the point that recently, we’ve seen multiple offers get derailed at the 11th hour because:
Candidates took days to provide their references (OR the references took 12+ hours to respond)
The references didn’t validate what the candidate said during the interview process
The references didn’t proactively SELL the hiring manager on the candidate
Any of these can introduce serious doubt late in a process.
The best companies have high standards, bordering on expecting perfection, and often have the most important stakeholder on the hiring team taking the reference calls.
Ideally your references should be:
Available same day
Credible (senior, impressive)
Prepared by you to make the same points you made about yourself throughout the interview process (if you said you’re very hard working, they should say the same)
Willing to come out swinging and proactively sell you to the interviewer
Here are a few examples of the things the best references say about the best candidates to proactively sell the hiring manager:
“I’m half kidding, but fair warning, I’m probably going to try and poach Jane in a year or so when I’m ready to scale my team”
“You’re wasting your time talking to me about her, get off the phone and make sure you close her”
“I was actually really pissed when she called me about this reference call that she hadn’t told me she was open to new roles…”
A role with a path to a $1,000,000 W2 👀
If these are the most important factors for you in selecting a role, perhaps let’s chat about this one:
Top reps are actually earning way over OTE
Product/market fit so good the customers would require a cage match to give you a shot at prying the product out of their hands
CLEAR category leader in a new category where the market’s only ~5% saturated today
Severe pain for the champion AND crystal clear business case for the CFO
A proven, repeatable sales motion
Too much pipeline for the current team to work
Fundraising: just closed big series B (unannounced)
Remote role
Base salary @ $150,000 with OTEs ranging from $300,000 - $400,000 depending on experience and vertical
Let us know if this sounds interesting to you (or someone you know)!