HubSpot's SVP of Sales Strategy and Operations, Channing Ferrer, hosted a webinar in August 2020 focused on sharing the lessons he's learned designing sales teams. Click here to get the recording, or click here for the slides.
The Q&A with Channing below is now closed. Check out the thread for answers to questions like:
What are the top 3 attributes or skills you hire for?
How do you balance Sales & Account Management roles?
What were the greatest win and greatest lessons learned from experiments you ran?
My question is how have trained or incentivized Sales members to enter the data they need into HubSpot?
A question I see in groups a lot and am curious about myself is if there is a good way to judge when to introduce ops roles or departments to help sales teams, such as once the team has grown to a certain size, or other factors to use. As an ops person I would say "at the very beginning" but I realize that is not how most companies think!
I think people are looking for a magic number, like I saw one blog say once you have 100 people in your company you should have an internal RevOps department, and under 100 should have individual ops roles... I know there is no magic ratio but I would like to hear Channing's advice and experience.
Our agency is usually hired to help companies with ops later than ideally, so we have to clean up a lot of messes due to a lack of ops before us. So how can companies know they need to hire and/ or form ops departments before things get too messy and start breaking would be another way to phrase this 🙂
I signed up to get the recording, unfortunately, I have a conflict on Thursday. I look forward to watching!
@JenBergren Thanks for your question. My suggestion is to discuss ratios and start early with hiring Ops. Today I talked about phases of growth and suggesting this hire in the $2-10m stage, but start w Ops at $2m and a handful of reps. Here are the slides - https://bit.ly/channingslides
You answered questions about the characteristics you look for in sales / BDR. What characteristics do you look for in a sales manager? Do you look for a super-star sales person or are there other things you look for?
You answered questions about the characteristics you look for in sales / BDR. What characteristics do you look for in a sales manager? Do you look for a super-star sales person or are there other things you look for?
@MegInVA62 Identifying a good manager is often very different from identifying a good sales rep. While there are some overlapping skills, managers also must have a unique set of attributes that allow them to get the best out of their teams. When looking for a good sales manager I look at a series of attributes (innate to the individual, hard to train on): Commitment to win, Intellectual curiosity, critical thinking and coachability. In addition, I will also look for a series of skills (trainable): organization, customer first mentality, active listening, challenger selling and closing mentality. The combination of these attributes and skills are what make a strong sales manager.
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