Took Friday off, today’s a holiday. I haven’t checked shit and I’m so refreshed.

I’m a grinder but also believe you can’t hustle if you’re not relaxed.

Don’t be afraid to take time off. Don’t work on holidays or weekends. Do your thing but find balance. That’s how you avoid burnout while making a lot of money.

Does anyone else in tech sales feel completely burnt out with AI. Every conversation with leadership, every suggestion from your manager, every training session, every webinar and LinkedIn post is just AI nonsense.

My company has bi-weekly training sessions, every single one this year has been on AI to some extent. AI objection handling, AI buying dynamics, AI priorities at the C-Level, AI risks... It's all the same shit. Now they've signed up for this AI role play tool we need to use. They're list managing all these training sessions and role plays to make sure everyone does them.

Leadership has always been pretty shit in sales but lately it feels like they don't even pretend to care. Just direct you to use more AI tools, or get AI to write scripts for you, or use an AI tool to role play a call.

I've been in the industry for 15 years and my current company for 7 years, this is the first time I've really hated it. None of it is relevant to what we do or helps us sell, it's just a bombardment of time wasting activities. Feeling really burnt out because of it.

What has sales done for your life?

Was an AE at this company for almost a year, 11.5 months

I was put on a pre-pip halfway through the year. I was given the choice of 2 months severance, or to take the 1 month pip, and if I failed, I would get 1 months severance (I beat the pip)

Later on, I was given a 2 month pre-pip, and at the end of that I was prepared to be offered the 2 months severance and or 1 month pip and the extra 1 month if I failed

At the end of this most recent 2 month pre-pip, I was fired on spot with 1 month severance.

It was amicable. I know I’m not ENTITLED to anything, but I was about to close 20k in commissions worth of deals and I’m pretty sure they wanted to just pass them onto another rep.

Is there any specific approach I could take to get an extra month of severance? I haven’t signed yet.

Hi guys,
Over the past two years I've been a bit unfortunate with my job search and have found myself endlessly grinding the job search.....twice in two years.

That means, I've gone through close to 50 job application processes, each with several interview rounds and often concluding in some sort of "roleplay" or presentation.

The thing is, I have NEVER received a job offer after such roleplays.

Not once.

I do well in general presentations, I know my circle of competence. I pass the IQ tests etc.

But I just can't seem to get positive feedback from roleplay scenarios.

And my gut feeling is, it's not really me.

My feeling is that "roleplay" settings or excercises are just contrived to give recruiters and hiring managers a blank slate on which to reject the candidate for any reason they feel like.

After all, interpreting the results is completely subjective.

Equally, the feedback and reason given (if any) are always all over the place with no consistent through lines. So there's never any valuable lesson to be learnt or specifics I can improve for the next call.

The only job offers I ever got were when the application process was simple and mostly based on vibes and knowledge checks.

Edit: maybe this wasn't clear but I have ~10 years experience as an Account Executive, incl. closing 7-digit Enterprise deals and committed contracts. Most people interviewing me have consultancy backgrounds.

So, you've done all the grunt work.

Almost reaching 100 cold calls in your sprint and you get nothing concrete but finally call number 97. They want your solution. You get one or two decision makers onboard. But in just space of 21 days (which absolutely flies in a sales context), they've gone from "super-enthusiastic" to "enthusiastic" to "lukewarm".

What strategies have you used to fully engage buyers in this "danger zone" between strong interest and signing?

And I don't believe phoning them up every week asking if they're ready to sign is a good strategy. Is there any strategy which you've used which keeps then interested AND keep you in the loop as to their own internal decision making?

Any tips or ideas would be much appreciated.

Today, after 40 cold-calls, rejection or "please send an email at" of the first 39, last call turned into a discovery call.

The last ONE.

Let's keep going guys!
How ur going ?

I have an interview coming up, and i want to be sure I can fine tune my answers to what the interviewer is looking for. It's a big company so the guy is a recruiter not a sales manager.

I have good knowledge of both, I just need to be aware of what I should have my answers on. Would it be more impressive to know the company, and therefore look like i'm already in the role, or more impressive to know the selling, and therefore show potential as a salesman in the role?

Your insight would be greatly appreciated. I'd love any advice you could give me about breaking into sales.

The company is fintech in London

I’ve been curious about getting into some fractional or contract SDR/BDR work on the side and wondering if anyone here has actually done it successfully.

I have 10 years in sales and 6+ in BDR leadership. I’ve built and managed outbound teams, generated $60M+ in pipeline, and have experience with outbound strategy, prospecting, GTM processes, and AI/automation.

I enjoy my full-time role and am not looking to leave it, but I’d love to take on a small engagement helping a startup build or improve their outbound motion, coach SDRs, or help generate pipeline.

It seems like a good fit for my background, but LinkedIn hasn’t been very fruitful so far.

For those who’ve landed this type of work, where did you find it? Upwork, Contra, networking, direct outreach, etc.?

Would appreciate any advice

Hey! I did sales at a big tech company for 3 years. I was a SMB/Mid-Market AE for most of it.

Tech sales really wasn't a fit for me personality wise. It felt like I had to sell myself to management 24/7 and being around type A coworkers in-person was exhausting for me (nothing wrong with them, just hard for an introvert).

I just finished my masters in computer science. However, financially, I need a job in the next couple of months.

I'm looking for something part time that pays decent. I don't need benefits. Just want something that's not in-person and that's 20 hours a week so I can focus on getting a software engineer job.

Are part-time tech sales jobs (or other sales jobs) real? I haven't seen many on LinkedIn.

I’ve been a BDR for the last two years out of college making okay money ($60-80k/year) and just jumped ship to another company as an AE with an OTE of $175k. I am a subscriber to the FIRE methodology so I will try to avoid lifestyle inflation as much as possible and will keep funneling money into my savings/investments, but I was curious to see how you guys in this sub have had your lives changed once you finally got that big promotion/raise when getting your first high-paying sales gig.

Even as someone who plans to not really spend the newfound cash flow, it’s still really exciting to finally be so liquid. Would love to hear people’s thoughts on the psychology of making such a large jump in income literally overnight.

Bonus question: what’s a small luxury that you started to enjoy that had an outsized impact on your quality of life compared to its cost?

Car salesman of 1.5 years here.

The amount of customers coming in that have no idea who their last salesperson was but I have to give it up because of 'customers for life' is incredibly frustrating.

I also think it promotes lazy sales people from not doing their job in following up.

If you disagree, then next time you close a customer tell them 'i own you now, even if you want to work with someone else you can't. Or if you do, I still get paid for it' and see how they react.

Been working at a small company for over 2 years now in SaaS. Over the last year or so, the market has evolved a fair bit, competition is insane and I'm the only rep. They've never had any marketing apart from linkedin posts and its getting to a point where I just dread work and even when I'm there, i keep questioning why am i even here.

I've already started applying and interviewing elsewhere but for the life of me dont think I can hangon till I get something else. The people and the boss are very good, always looked after me and part of me wants to reciprocate the goodwill and come clean that help me - i cant do this anymore, i get no training, things are extremely difficult and I am very close to breaking down. Its on my face, 3 people in last week have asked me if I'm alright.

Worth speaking to my boss to see if they've any plans to sort this out / additional resources etc at all or are things going to be the same? I know if I do this, I will have a target on my back and I've had a realy shitty few months in sales performance. I dont know anymore, Help me please.

I know money is always a question, I have bit of savings so i will be alright either way - the problem will be to keep myself occupied and not go insane without work if it takes a bit longer than expected.

• I’m currently applying for a showroom Sales Consultant role at a Hot Tub Store/pool builder and service company located in Wisconsin, and I was hoping to get some input
1. The job lists as having an hourly wage plus commission. What could I expect that to be?
2. How much can I expect to earn in a year, assuming I’m an average to above average salesperson?
3. What do you do in the winter? How badly is business impacted?

I’m in sales.

I don’t love my company nor our offerings, but I don’t hate it either. That’s the problem. As of late things have been slowing due to cost of materials (construction sales) and it been a struggle to demonstrate the value.

How much do you find your sales mojo being affected by your belief in the value of your product? I struggle to sell something that I don’t see the value in, but that’s still the job.

Maybe it’s time to look elsewhere…

for people who go to tradeshows what is the most important KPI??

Hey everyone! a Quick market research ask (not for me, I'm not a sales coach, just helping someone with some research).

A company is building out sales leader training, actual hands-on workshops, not the BS of changing how to live your best sales life, motivational stuff. The idea is you show up, do real work on your actual pipeline, for your team, a process, a sales skill or candence something like that, and leave with something usable, not just notes. Example they wanted to look at setting up a paid workshop live with actual worksheet, brainstorming up to a final product. The real get your fingers dirty setups.

Trying to nail down the first few workshop topics and wanted real input from people who'd actually pay for this.

If you're a sales leader (CRO, VP Sales, Sales Manager and whoever else), what would genuinely be worth 2 to 4 hours of your time, done remotely? Rough price anchor is $50, not the real number, just so you're picturing - affordable, not consulting retainer.

Format we're leaning toward: you build the actual thing during the session (a process, a script, a scorecard, whatever it is) and walk away with it done, plus the templates to keep using - something with an actual ROI or time return when your done.

What topic would make you actually block your calendar for that?
What's the thing you've been meaning to fix but never get around to?

Roast the idea if it's bad, that's useful too. :-)

Appriciate it!

I’ve been at my current company for 4 years as an AM.

I want to become an AE and got an offer with:

Option 1: new company, AI SaaS
Series C, 600m valuation,
Mid Market AE, $235k TC
3/4 reps hit quota (but some were exited)

I was going to take this, but when I told my company they offered to move me to an AE role, so option 2 is:

Option 2: AE position at current company
Series E, $4B valuation
Enterprise AE, $250k TC
quota is a attainable per the people I know in seat

Not really sure here.

I’ve been working in financial sales, selling insurance and regular savings plans for an offshore financial firm for the past 12 years. However, things have become more difficult over the past few years in this sector as people now have access to low-cost brokerage platforms, which makes our services a lot less competitive as we charge higher fees.
In many cases, it makes more sense for clients to just DIY their own investments and avoid the additional fees that companies like ours charge.

With this in mind, I’m toying with the idea of switching over to tech sales. I have some experience working in tech support in the past, along with a total of 15 years of sales experience.
Do you think it’s realistic for me to find a role in tech sales with my experience? I’m also an expat and currently live abroad, so ideally I’d like to find a remote role that would allow me to continue living overseas. Is this realistic in tech sales, or do most companies require you to be based in the same country as the company?

Has anyone here made the transition from finance to tech sales, particularly while working remotely from another country? I’d be interested to hear how you found the transition and whether my background would be relevant.

Hi everyone, I’m deciding between two in-home sales job offers in SoCal and would appreciate input on which one I should go with.

This would be my first one-call-close role. During college I worked in commission-based retail sales and later did canvassing for Renewal by Andersen. I was good at it and enjoyed it, but after graduating I went into corporate finance. I’ve spent 6 years in the industry with the last 2 as a Finance Manager at a Fortune 500 company, and pretty much hated everything second of it.

I’ve decided I want to go into outside sales, and after seeing the earning potential of the in-home closers at Renewal by Andersen, I specifically started pursuing home-improvement sales. Both opportunities below provide company-generated leads with no prospecting/canvassing required.

I’m genuinely pretty split between the two. My main concerns with Jacuzzi are the ~40 reps potentially competing for leads, the performance-based lead distribution, the 100-mile territory, and whether the frequent training classes indicate high turnover. With the local company, my main concerns are being 1099 with no benefits/mileage reimbursement, the Mon–Sat/on-call schedule, and the lack of employee reviews. I also wonder whether starting in bath remodeling vs. roofing/exterior sales makes any meaningful difference for long-term career opportunities in home-improvement sales.

1. Jacuzzi Bath Remodel

• W-2 + medical/dental/vision + 401k match
• Mileage reimbursement
• ~$900/week guaranteed during ramp + ~5% commission, eventually ~10% commission-only + bonuses
• Ramp/guarantee can last up to ~6 months, with ability to switch to full commission earlier.
• ~$15–20k avg ticket
• They claim avg reps make $120-140k; high end $200k+, low end just under $100k
• ~40 reps in the SoCal territory
• Mon–Fri + every other Sat; 10/2/6 slots, 10/2 Sat
• On-call, but generally released ~2 hours before a slot if nothing is booked
• Up to ~100-mile territory
• bath/shower/wet-space sales
• Private equity owned
• I’ve seen reviews from other markets alleging performance-based “batting order” lead distribution
• Also noticed some suspicious reviews (several 5-star reviews all on the same day)
• They told me there was a starting class on 9/8 then another on 9/21. Churn-and-burn model?

2. Local family-owned roofing/exterior remodeling company (mainly roofing as it has roofing in name; ~15 years in business)

• Retail roofing sales
• 1099 + no benefits
• No mileage reimbursement
• 2 weeks training at $500/week, then ride-alongs splitting commission (~5%) until ready to sell independently
• Then ~10% commission-only + bonuses
• ~$22k avg ticket
• They claim avg reps make ~$120–140k; high end $200k+, low end ~$80k
• On average ~2 appointments/day
• Mon–Sat; 10/2/6 slots, 10/2 Sat
• On-call roughly 10–6 with possible same-day appointments and no specific cutoff
• Mainly OC/LA, occasional Inland Empire
• Start with roofing; if successful, they’ll train me on windows, doors, coatings, sunrooms, gutters, and other exterior products
• Family-owned/local
• No employee-review data

I need some advice good, bad or otherwise on who to contact or if you’d do something different entirely. After 8 years of development, patents, clinical trial, and production setup, we are finally going to market.

Our product solves foot pain issues and our initial B2B strategy landed on smaller collegiate athletic programs as an initial target (D3, Juco, community college etc).

We are 10x less expensive than surgical intervention, so we are not anticipating this part of the B2B market to be meaningful cash flow. 5-10 units is probably all they’d need (less than $1500 total).

Our goal with this initial market entrance is to get some money to put back in to our retail side and build brand recognition and market validation.

My instincts say to start with the athletic training department, but you all would know better.

For data I am intending on using Claude for some initial scraping and then something like quick enrich to validate.

We have no free cash right now, so the name of the game is we have LinkedIn, social media, outlook and we have cell phones and no fear of pounding any of them. What would you do?

I am in SaaS sales in a vertical where consolidation (M&A) is common. I also lead a team of strategic sellers - so we handle the large accounts - and therefore our accounts are typically the ones DOING the acquiring of other accounts. My team of reps each have about 6 or 7 large accounts.

I’m looking for feedback on the best (and/or most fair) way you have seen M&A handled at a company. If one of my accounts makes an acquisition, the account being acquired tends to be smaller and doesn’t belong to someone on my team. It’ll be a named account for a different rep. Upon acquisition, the account folds under the “parent” organization. The parent org calls the shots on what the “child” account purchases from that point forward. So for the AE of the smaller account, they just lost an account from their account list (which tends to be 25-30 accounts).

If the parent org orchestrates a purchase of our product for the smaller account they acquired, how should a quota and commission split work? Note- all evaluation and purchasing decisions are now taking place at the “parent” account level, the “child” account has no independent purchasing authority.

We currently do a 50/50 split. There are all kinds of examples of where this is unfair to both sides.
Ex: AE of child account had done nothing there (no active opp etc), then we close a deal and that AE gets 50% mainly just because they’re losing an account from their account list.
Ex: AE of child account had done a lot- maybe had an active opportunity that got put on hold due to the acquisition. My team simply closes the deal but didn’t source the opportunity, run the demo, run the rest of the cycle.

We don’t tend to look at this on a case-by-case basis. We always do a 50/50 split. Maybe that’s my issue. Should we evaluate these on a case by case basis? What should the criteria be?

Curious how you have seen this handled where it felt logical and fair on both sides. Thanks!

My job was booking appointments for leads I qualified for my manager. He closes the deals, we both get credit for that deal. We need him to close a certain amount of deals we qualify per period to keep our job. The first couple of months are the hardest to bypass. Over 99% of the people I was hired with (and hired after me) who were recognized for their skills more than me got fired, even after getting some deals under their belts (just not enough).

My manager seemed to think I did a really good job. Right before the cut off that's make and break for pretty much everyone in this role, I had deals, but was missing the one to meet the numbers. So he took a deal from a fired worker, that he closed himself, that was divided into multiple smaller sub-deals...and assigned credit to me for one of them. I didn't do any work on it at all. It wasn't one of my leads until after he closed it already.

He told me he wanted me to use it to build up more deals so that I'll be safe. He also framed it as something that requires discretion, saying if quality control or someone dug into it, it wouldn't work and I'll end up on the chopping block. He said not to tell co-workers and to let him know if any upper management ever started asking questions or brought it up to me. I got a couple hundred in commission from this deal, even though I never touched it. So I thanked him and never brought it up again. I didn't want to poke it if it required discretion.

Flash forward to a couple months later, the only 2 people left I was hired with have either the same exact amount of deals as me or 1 less. They were safe. Yet my manager suddenly switched tone/message style/etc within a weeks time...He went from making an excuse to call me and chat on a video call during work hours like a couple of friends to the next week suddenly not answering my messages, seem to not be working very much to close a couple of deals we had in the works. Night and day difference. I even handed a new deal that seemed like a false technical excuse to not close on. I brought up my co-workers numbers that were the same or less than me, he said according to his numbers they should be getting fired, too. They had different managers though. They didn't get fired but I did.

So, here's the question...did he falsely frame that deal as unknown to upper management, and they all know about it and think I have X amount of deals + 1 freebie they gave me, so my co-workers are being held to different numbers OR did my manager actually do me a favor that's risky for him and since I didn't have EXCEEDING sales numbers (too close to the margin of error), it causes inconvenient digging by upper management into my sales and that one deal, so he suddenly needed me out of there and let me get finally bulldozed by the system?