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all right you guys hear me okay in the back i heard the sound was a little crunchy you're good back there awesome i am loud so this should work out okay welcome everybody welcome to saster welcome and thank you for attending our session we are going to talk a little bit about what's going on with sdr bdr xdr there's like 5 000 names you should think of another one we're going to talk about what's happening with those teams and our early sales people and their careers and what we're seeing in the market so thank you for spending some time with us we are psyched to be able to have you all here with us i am gonna do quick intros across the team here for a minute we've got tony amy and michelle i'm going to have them introduce themselves so we'll start with you tony tony benvenuto svps sales at seismic been there for just under three years loving it so far i feel like i'm a dinosaur in sas there but a small stand at marketo small stint at adobe i'd say small but five and six years apiece looking forward to the chat and what's something you wish you'd known back when you were early in that prospecting career yeah yeah great question so for for folks coming in entry level something that i wish i knew uh that i know now um is is b is be you is be your authentic self right i feel like some people when they're breaking into the industry especially entry level um they feel like they need to walk talk act a certain way don't do that we read right through the bs be yourself it's gonna go a lot further all right amy memory from prospector and something you wish you knew back then okay so i'll just do quick intro yes quick intro and then those two yeah um amy appleyard and i'm the senior vice president of global sales at malwarebytes and i've been there for about a month um so just getting started i'm still trying to find my way around uh and actually i'm based in boston but out here now get to meet some folks from my team for the first time physically which will be awesome um and then i think um early career sort of memory of things that i would i love your advice like be yourself totally be yourself but i actually think make sure you find other people within the organization who would help you like don't try to do everything alone so especially if you're in sales make sure that you are making friends with people in marketing with people in channel because these are the folks who are going to help you leverage and really help you grow all right michelle hey thank you um hey everyone michelle benford i'm head of north america sales at hubspot been with hubspot for almost four years now and um i came up selling cars selling women's fashion magazines selling media and somehow i got into tech so i'm here today so i have a lot of really interesting prospecting stories from door-to-door to bdr a little bit of everything um so my advice i'd say two things uh one's count the nose if you actually embrace the nose and know that they're coming i think it really helps with that resiliency and the ability to know that that's part of sales and ideally you're working on your no rate as much as possible and i'd also say don't be a robot which is a little bit of what you're saying in that authenticity i think for many of us who are overseeing young sellers bdrs i mean i get so much robotic email every single day and you can just tell it is a sequence that they copy paste pump out and i don't open anything unless it's personalized so be unique don't be a robot cut through the noise um yeah that's a good path that is awesome and anna baird everybody cro at outreach um early my i still remember vividly my very first cold call it was to symantec so those of you know they're like here in the in the valley virus antivirus software um and i was scared to death i still remember like literally not breathing when i left the voicemail because i did get voicemail and uh ended up with a 600 000 deal out of that so don't be afraid to just put yourself out there because you just never know what's going to happen um i think those things are uh are out there for all of us depending on on who you're calling and you never know what is on the other end of the line i think today with all the things we have out there it is way easier to understand what your buyers are looking for and make sure you know that too it's like know something about their business do your research i think that is the the biggest advice on the customized side where all the buyers are expecting you to and that whole journey with buyers has changed especially these last couple of years all right we are going to kick it in and our first it has been interesting so the wall street journal just published something recently talking about 65 of the open jobs out there for sales people i mean it's like this incredible increase in the number of jobs out there and i think we've got a slide on this in a second but it is a a market for somebody who's looking for a role in go to market and in sales in particular and just wanted to kind of take it to the team and tony i'm going to start with you we keep hearing there's there's obviously labor shortages across all kinds of industries there are supply chain issues there's all these crazy things why is this happening in sales what's going on good question um i think to state the facts right sales is hard it's it's it's tough and it's high pressure right um i mean ask my wife at the end of each quarter how much of a delight i am to be around uh i've gotten better um but but no realistically right so you know user adoption is a direct correlation to the open wrecks that are in the market right now and there's a lot of them and and there's not as many folks that want to jump in and kind of get their their hands dirty um you know the reasoning behind that at least in my thoughts are you know we're still in a global pandemic rounding the curve hopefully knock on wood but still a risky risky time so and my thoughts you know there are a lot of people still turtling and what i mean by that is they're not poking their head all the way out right and they're you know they're they're open to it they're super talented but they're just not ready to take that risk and uh you know obviously we need to show them the way and and coach them up but i think come january february time frame we might be in a completely different uh situation where the talent is saturated and everybody's ready to make a move um we're just not there yet that's awesome amy michelle you have thoughts on that yeah i think only thing i'd add is that there is a real need for it and i think to your point people are a little afraid or maybe are turtling i think i just try to give advice to folks just saying like you will never regret it you'll never regret even if you just spend a year as an sdr or bdr whatever you tend you want to do for the rest of your career you will always benefit from it and i think just helping to encourage people to take that risk like seeing it as a path to anything it doesn't have to be a path into just more sales or sales leadership for sales management you will never regret any time that you spend talking to customers coordinating with your channel partners or your marketing team or trying to figure out like how to message um it is worth it so we're just encouraging people to do so i think a lot of people put their hiring on hold and i think sales folks were the first to then sort of come out of it after that so there's definitely a race for talent now um even though there are a lot of open positions yeah absolutely yeah i just one added note um i mean the talent war is real which is why i should let you all know we're hiring at hubspot or hiring at malwarebytes sales managers directors we're launching a canadian office in toronto just letting you all know okay but i would i would just add i i also think um the idea of who a salesperson was is different than what it really actually is and one of the things that hubspot that we do is we really try to hire bright empathetic curious people i think a lot of us do this and it's not necessarily the extrovert that i think we used to think of in sales the athlete the person who was hyper competitive the lone wolf and so i think we need to educate people a bit more on really what the successful sales rep is like and it's not that traditional um sales personality that i think a lot of us probably grew up in okay well play off of that for the second fan so as you're trying to hire these maybe a little bit differentiated skill sets what are some hiring strategies for people out there going okay we've gotta just like you fill some ranks any tips or tricks from a hiring strategy in this environment yeah i mean i think we have something called employee brand and so we have an entire team that tries to push out you know what an incredible culture that we have we also build our sales plans differently which i think once we get people in the door we try to tell them when reps hit 110 the company hits 100 i'd say for most of companies out there it's usually with rep 80 then the company hits 100 so we build our plans for over performance and so i think part of it is in that pitch you know that where our skin is in the game to make reps successful as opposed to we just need bodies to get to 80 of your number in order for us to succeed so um i think it's really you know how are you investing in reps and at the end of the day people want to learn and they want to earn and i think the learning piece is so important and a key differentiator if you're trying to get talent and we're going to talk about that a bit more in a second we'll dig in on development in just a minute but tony or amy any thoughts on hiring strategies that are are out there that you're seeing uh yeah so perfect uh perfect launch point here um and i think the press press release just hit today but seismic is rolling out a program for entry-level hires um and what we're doing is uh we're focused on the unrepresented candidate right d e and i is definitely something that is top of mind and top priority for seismic and should be for everyone um and and we're rolling out a program in alignment with sv academy and really the the outcomes and objectives that we're trying to do is place up to 1100 candidates over the next three years provide them the training technical skills um coaching mentoring interview internships and we're going to be partnering and give opportunities for other organizations and individuals to partner with us you know related to not only funds but volunteer time so you can guest speak you can uh you know content creates you can mentor a coach all the above but this is something that we're rolling out literally asap the press release hit today um more information swing by the size of the booth that's awesome yeah yeah we all need to be looking at how do we diversify and this is such a great place to do it well i was also going to say that's awesome i think that's amazing and i think it gets at that thing that michelle was also pointing out of just kind of going for talent or somebody who might not seem like your traditional sales person or might not even know about it as a career so i like that approach i think there's the usual college hiring referrals like all of that that everybody has been doing for a long time but this is a this is really interesting and um impactful and important we also have just switched over at malarbites to a remote hiring strategy so we're hiring people anywhere um as long as the manager is comfortable with it so it's up to manager discretion they could have a team that is entirely remote um or some sort of a hybrid team if they do want to be able to bring them into an office but i think this opens us up to a whole other level of talent and a whole pool out there that we just haven't been able to tap into because we've been trying to hire near our headquarters i think that from the diversity perspective too i think that's awesome all right so we're going to dig into development a little bit sdr bdr xdr secret weapons built-in sas we created them uh though the whole category exists i think because of this the sas companies really putting this super hyper-focused role into play and i think as we've did that it was like okay so then what and i think michelle you'd hit on this they're looking for development right this is a role where like how do i build a career from here and so a lot of us have been spending a lot of time thinking about that we're going to dig into what does that look like and what's been working um i think we can talk also about what doesn't that is totally on the table because everybody needs to learn all of that so when you look at some of the key things that you've done to retain develop the talent your young professionals that are working their way through the ranks what are some of the programs you're turning them into future coaches managers what are some of the programs things that you've done to develop that talent and michelle why don't we start with you yeah i think um i mean listen we're we're iterating on this right now at hubspot so as you scale you know what worked in the beginning and it it does that playbook doesn't necessarily work in a year and a half two years so we're working on our bdr playbook right now um i think a big part of it is it's that that learning and education and so you know for example for a bdr team you know they go through a one month new hire onboarding program then they have consistent um training and coaching one-on-one with their managers after that but then it's also hearing from the other aes and the reps that have been promoted and what how they've been able to excel within the organization hosting those roundtables understanding that also if you start as a bdr your only path isn't necessarily into sales and amy you mentioned this like even if you do sales for one year we have people that have moved into sales operations or sales strategy or marketing or customer success it's just a way to understand the company the systems the culture uh the community around you and you learn those professional skills those business skills you get that business acumen and so you know i think i feel this way now i had dinner with my boss last night she's like what keeps you at hubspot and it's the learning it's just i'm continuing to learn and so i think if you can create an environment where somebody is getting fed professionally and they can really grow personally in that professional development as well as within the company it's just it's a good recipe i would just echo that as well i think um being very conscious and very you know specific about what your program is and spelling it out and having to be something that you can explain not only to the people that you would hire but also just internally so that when you're asking for folks hey could you mentor could you do this could you do that for folks as they develop um that they understand what their role is also but i kind of think it is a lot like when you think about bringing in sdr's into an organization you're hopefully growing the talent to stay in sales but it doesn't always happen it often i mean 70ish percent of the time they do but maybe they're just more interested in hr or in recruiting or in working in product development i mean in marketing there are all kinds of paths that they could take the goal is to keep them at the company in my mind i think it's our job to find just raw talent and train them in the cyber security industry you often just need to spend a year just understanding the industry and once you've learned all of that even if you don't want to be a salesperson you usually don't want to leave the industry it's quite complicated and there's a lot of competition out there so we just try to keep them at the company um is the goal and making sure that people do understand not necessarily like oh it might not work out you might not be a salesperson but just that there's all kinds of paths and this is just an entry for you into the organization i think that's such a huge we we've learned the same at outreach and we created when i came three and a half years ago over three and a half years ago now time flies um it was we didn't have a career path no development for our sdr teams and we actually put in career development from the from in the smb team on the str team to a mid-market team to an enterprise team and then from those into our smb ae teams and then obviously our mid-market ae teams and on up and it is made and then also into leadership within the sdr organization and then also into other roles so into our customer success professional services all of those teams it's been amazing to see and so we keep doubling down on that investment we put in a new program so onboarding obviously i think huge giving them the opportunity to really demonstrate their skills so being able to present in front of other groups we also have them doing a there's a five week that they get nominated into preparing them to be an smb ae so our small business ae team they have a five week they get nominated into it they get to work with the aes they get to learn what that's like prepare their skills before they interview for that role and just that investment and then their development i think has just been game changing for us on just how excited they are that we care about them you know everybody talks in this environment especially with the pandemic and i hate using the word i'm so tired of it it's like okay when you pick a different word this crazy time we're in it is um it is people being seen and heard is so critical and that's not just your young sales teams though they are struggling probably the most sometimes are younger professionals it is how do you make sure they feel like they are seen and heard and i think any program that helps to do that is huge yeah sorry one last out on that also having your customers be seen and heard i mean for anyone that you want within your company to really understand the customer and the prospect and the marketplace and the product market fit even if they don't stay in sales it is just it is a you know receptacle of information and a pulse on the market and so it's such a great learning opportunity for these young people and or career switchers to really get a pulse on um you know that business and that customer yeah and and you know touching to your point you know career pathing is one thing providing them options um but taking it a level deeper uh especially from a bdr to an ae we love the mentor system or buddy system if you will and allowing them to get deeper and and really ride shotgun on a deal hey i've thrown over this this potential opportunity over the fence but now i'm gonna ride shotgun and be you know a fly on the wall and hear exactly you know what goes on to get something across the line sdrs and bdrs typically don't dive deep in any type of uh you know demoing or um or you know procurement uh cycles things like that negotiations you let them ride shotgun and hear this front to back all of a sudden the light bulb is going to go off i throw over higher quality it's not so much a volume game anymore and i'm invested i want to make my aes shine because then inevitably i'm going to be the next wave of aes that are going to come in and dominate you know it's so funny you say that so we have that promotion track from kind of smb to mid market to enterprise sdr and i was having cocktails with an our enterprise sdr team and this was when we could have all cocktails with this was a while ago hopefully doing that again soon and i was sitting there we were at cocktails you know it's a you know not a huge group because they're enterprise so getting to that level is so there's probably 10 12 of them and listening them talk about their customers and targets and what they understood about their business blew my mind and so what we did and so they partner obviously with the aes which is obviously so critical as well for their development too on on the account strategy on the account plans who are they going after how are we multi-threading really looking at that as a team they are expected to do that as a team and who's going after what as they as they look to make contacts and learn about those businesses even more importantly and we're starting to use some of them as now kind of the junior ae on those accounts where they're booking meetings booking smaller deals and big accounts because they can and you talk about having that mentorship being able to shadow watch what that was like partner on strategy on an account like that um and we're talking these are accounts with 10 000 people or more at the highest ends right and so these are that's what they're strategizing on it is amazing to see the talent they develop in themselves because of what they see and learn every day but to your point michelle which i love that and great point tony thank you for for hitting on that okay so anything that you know anything else that you guys are doing to keep those teams engaged this is such that the scene and heard piece of this is is obvi these teams are remote a lot of time first second job um in their career anything you guys have done to sort of keep them engaged keep them feeling balanced positive in the not pandemic environment that we're talking about i think um just going back to some of the things about the recognition things like making sure they're celebrated on all hands it's not just all about big deals but it can just be about who landed even if we never won the deal or if it's still in pipeline just making sure that they're getting enough of that and feeling kind of connected to the rest of the org definitely mentors i love that you're doing the mentoring also but making sure that everybody has some kind of a mentor and then including them in team meetings like letting them see some of just the output of the work that they do is super helpful um and then we've done everything from at the last organization where i was just book clubs kind of ongoing learning things specific to being an sdr fanatical prospecting is a great one there's all kinds of things like that that you can do just to keep them in that that mindset of just like actively learning but then getting to have time with whoever is in a leadership position to talk through some of the stuff that they're learning is helpful and can we talk about spiffs i mean you know dollars drops dollars fives behavior right um so let me talk so we have a pretty cool one going on right now at seismic and it's called the battle of pitches right battle of the pitches and we set it up like a march madness tourney bracket if you will and we have two or three people from each segment each team basically going up against each other for new messaging and a new pitch right with the new narrative of lessonly joining the seismic crew and all of that so there's a little bit broader narrative that's getting getting rolled out but it's these these competitive uh pitches and you know they're they're making their way through the ranks and sdrs are doing fantastic right and they're going up against aes and crushing some right so you know you get that kind of recognition you get leadership on some of those calls in some of those zoom uh meetings uh and we're seeing it firsthand we're recognizing them firsthand we're applauding them um but at the end of the day too there's an envelope with money at you know dangling at the end which also drives not only participation but people are are rolling up their sleeves and and getting into it right making their own which which is amazing to see yeah we had a um a also just taking a totally different direction we're doing we have an exact coach doing a mental health tip a week as well on how to stay balanced oh got some crazy music going on here little beat here we had you know this these this mental health tip a week like eight weeks of somebody coming going here's something you do for yourself to make sure it's like how to balance your all all across the board it has been phenomenal reception and i think as all of us know what worked six months ago doesn't work now so you're always trying to think of how do we think of something new and different to try to put in play and it's it's obviously not just our youngest team members it's a lot of the team members across the organization and i think that is always something i think we also need to keep front and center of how do we make sure we're investing in all sides of the person because all sides of the person is what they're coming with every day in front of your customers so i think that is a huge piece of that as well anything else yeah i mean plus one to all that um you know we need we really need like a hub of icebreakers and a hub of those you know mini workshops we do a lot of the similar things we have like a demo like a pro which is you know a demo contest we do sandler sales if you can pick up you know uh quid pro quo uh we have also first double reverse yeah yeah negative reverse yeah uh so similar but you got to keep it active and engaging and competitive and give them some money and um but i really think also you know your company values tying people you know recognizing people not just for being number one on the charts really who's embodying you know empathy who's an incredible team player uh so we try to do a lot of that kind of recognition as well well and i think the something that you all are hitting on and this will be a takeaway from this session um and i'll say it again later but it is there's a there's a hiring crunch you got to promote from within how do you take a look around and what talent you have and how do we develop them to make sure they can get to the next level so and whether that's next level sales next level customer success next level professional services you know scs um all of these roles that these teams can do and are so amazing at when they get i mean i forget people who are sdrs at our company they're three roles in and doing something totally different and i think that that is just if we remember that starting out what are we investing in in that day one to make sure those are the outcomes we get as a company helps with that hiring challenge i'll say we have somebody at our company right now we call the intern nicknamed the intern started as an intern and is now running a mid-market team out east and he's built his way through basically all ae ranks all segments dominated those and then wanted to get into leadership young guy crushes it always comes over prepared um but that's what you want to see is that kind of career path and then shout out from the mountaintops and and let other people see it recognize it so that they're trying to follow suit yeah it's funny he said one of our managers who he was a manager in the sdrs but like you know early still in his career is now running my smb segment um across the u.s and doing you know tens of millions of dollars a year in business and he's a vice president and he rocks so we also had one of our sdr's who came through the u.s ended up transferring to help lead the uk is running a uk team now for us and runs the whole sdr team in the uk for us and is thinking about her next role too so just i think there are so many examples and i think we just need to keep those coming if we're going to fill all those roles everybody was talking about yeah i'll just said we also highlight um for lack of a better word the losers but the people who have been on performance plans and they've they've beat them and they've gone on to succeed and become managers or directors so we do these forums of people that were very close to being let go and how they were able to turn it around and what they did and what their mindset was and what they worked on and how they partnered with their peers people that were doing it well their manager and so we do a lot of those highlights of people who were on the brink of being let go and how they turned that story around which really helps with that retention as well when it might feel bleak for these you know underperformers yeah there's success stories not losers yeah it is well in turn something like that around you learn so much right you learn so much okay so not all companies use their best bdr's sdrs for the sales function um and how do you define this at your company maybe let's start there are they doing something besides sales how are you segmenting out amy you want to kick off yeah so is this just the age-old question stick them in marketing stick them in sales yeah yeah a little bit of that yes definitely that's definitely part of that part of the question i think i think it depends on what the what you want like what the outcome is right like so if you're in an organization where you are you need to grow people within sales because you have so many sales roles that's open that are opening up like if you're if you're in significant growth mode it makes a lot of sense to have them within a sales organization because they'll just carry that lead farther through the sales process like you can teach them how to do the early qualification i've also seen on the flip side i company i was with before was just acquired by vmware and all of the sdrs sat within marketing and they did a lot there were just a lot of leads to sort through so they did a whole bunch but then they what they had to do was a lead they didn't hand you something where they could tell you about the decision maker they could tell you about all the process or what the procurement you know anything they didn't do typical ban c or anything um so it was just a different way to structure it my preference obviously is to have it in sales but i do 100 believe in being very aligned with marketing because your sdrs or bdrs whatever you choose to call them are the first kind of out loud voice to the customer right and you want to make sure that it's the same voice as what marketing's voice is so i think it could go either way depending on what you want um do you have inbound versus outbound well i'm both right now so i've had other you're all inbound right so we're all we're actually considering so we have a bdr team for our mid market and our uh corporate segment and right now we have a proposal on the table to build out an inbound demand management team and i mean the great news about hubspot is we have we have so much inbound demand but how do we make our reps deal managers and hyper focus because not only do they do net new business acquisition but they're also on customer growth and expansion so we're trying to take away lead management and deal management and customer growth and expansion and so we're thinking about a new name inbound demand manager uh bad yeah whole new name that's a whole new name but but i'll say i'm i'm uh i'm a firm believer of the center of excellence that should live within sales um nothing against my friends in marketing but i do think there is a sales culture and a level of repetition that i think is beneficial to keep uh the bdr organization in sales so that's how i've always seen it in the organizations i've been in and i've seen it both ways right i've been in organizations where they've sat in sales sat in marketing at seismic sit in both that's a different conversation but what i will say is that it's the connective tissue between sales and marketing right so you need to be aligned to both sides of the house and uh and there really does need to be um deep alignment from all the way from the leadership perspective too you know leaning in um that's where you're gonna get the most volume and quality well and it's funny i think we have a pipeline management meeting every week and it is my demand gen sdr leader sales leader ops leader marketing leader and we do it together every week because it is one funnel people so it is one customer journey so the closer we connect the stuff the the better it is and i think the technology today is obviously really enabling that how are we seeing what messages work i mean how do you do that unless you're pulling all this team together no matter where it sits where are you pulling them together to have the conversation about what's the funnel looking like and how are we making it more successful where are we taking risks and trying things with new messaging or new markets you can do that if you have a cohesive strategy and know where you can make those plays so i think that is also huge okay um anything do you have any any of them switching we talked about this a little bit ago from lead to deal management on the str bdr side anybody doing deal management other than i was talking about that obviously as we look at our upper segments a little bit they're starting to do that yet another team that we haven't mentioned which is our chat inbound chat team okay and so that's the group actually amy and i worked together previous to our current roles we were at logged me in and we had a chat team there too we've seen you know that group at hubspot be able to take down those real kind of starter entry level i'm in here and i'm ready to buy we want to really reduce that friction if someone is just asking one last question instead of having a handoff to a wrap and then the rep trying to have them expand let's get them in the door and let's close them and send them a quick link um and then you know get them on the starter journey so that's the team that's that's doing those kind of quick hit conversions but we don't have our bdrs right now doing any of those um full sales cycle deals okay anybody in the audience have bdrs doing full sales cycle deals at all no no all right well here you go you heard it first [Laughter] start uh start maybe thinking about putting some of that in play because you got some talented people out there okay i'm gonna ask a question that wasn't in our pre-meeting because we've got a minute we got a minute what would you change about how the function of sdr bdr is set up it's you know we always take these steps back and we say okay there's pivotal points you were hitting that a minute ago michelle like how you think about the function and where it's going and there's pivotal points in the company of when you're changing it and we've been talking about a couple of them do you have them start managing some deals do you how where do they they're running with account plans um there's all these different ways that you can look at but there's also as we take a step back today with what we know in this remote environment in particular something you would change about how you see the function but i'll tell you this is one of the areas i'm trying to build out right now but for me it's really systems intelligence how do we get better propensity modeling ai ml when it comes to feeding bdr's accounts that are appropriate let them nurture let them work the accounts but serving that up when it really is that kind of open forest of just go and find something and there really isn't direction i think it's a real time waster and so the more that we can focus them on the right things at the right time with the right content knowing the sequences that work personalization that works i think that's really the winning combo it actually is a cost saver and you're not going to be so head count reliant the more system intelligence that you have to feed your team so that's what i would change because we're still in too much of a manual process and there are incredible tools out there um that you know really help that journey and i think that's where we'll be in the next two to three years no that's awesome amy i think i would just keep going with the something we were talking about earlier which is when um i think we think of it as a privilege now when an sdr gets to kind of stay on and watch the deal go through and see it to fruition and experience a close or a negotiation process and uh and in large and i think that happens sort of on a one-off like it happens maybe because it's a big deal or because somebody is being mentored but if that were actually built into the program you would need more sdrs um because they would have less time um and but i think if you did that it would make the ramp time into being a quota carrying rep that much faster and i think it would be interesting to explore that just having them stay apart they'd be listing out on every call they would be just understanding getting that mentorship kind of live and in action just while listening but you would just need a different little bit of a different structure because we still need those leads yeah it's funny i've coached some of the teams that are looking for different jobs like go listen to a qbr call with your customer success person on the deal you close right deal you brought in go listen to what it looks like successing that customer later because you're going to learn so much about what they cared about and what's going on so never be afraid because you can listen you can be a fly on the wall those are that's okay you can say hey here's the three deals like big you know deals that i was proud of last quarter i'm going to go listen to their first qbr's or second qbr's and that takes you know an hour out of a quarter right isn't that you will learn way more than an hour's worth of of understanding of what's going on at that company so i love that if this truly is a wish list um the one the one thing that i would uh add um is a hundred more sdrs no no bs right i think that they're uh their role in the organization is invaluable right they provide so much they're helping to drive the pipeline generation um when there is that tighter alignment um sdr to ae they can get more strategic about how they can go uh attack their tier ones tier twos or however you segment your your countless uh but have a more uh just a hyper-focused strategy behind how they're gonna go do that um so with more head count i can get more granular with doing that and uh it's a win-win more money in the bank no that's awesome it is uh it's been amazing to watch the orchestration and again back to like even utilizing on the account planning level right those teams working together to go how do i go after these accounts and what are we what are we targeting with a partnership between that ae and sdr i have seen just phenomenal things happen we do we call it a boom email so every time a deal closes there's a boom email that goes out to the company that boom email is the ae the sdr and the solutions consultant that was on those deals because it is and it should be marketing and it should be like it takes a village as we all know there's no you know one person that is doing all the work anymore um especially with the technology we have today all right we have hit some amazing topics we have an amazing audience here anything else that we didn't hit on that you think we should i would love to just come back to the diversity component because i think as any sales leader knows especially if you have an sdr organization if your company has a goal of changing sort of the composition of the organization we hire so many people in sales and they hire them in so much in that entry-level role and they can move up so quickly through the organization that you really can move the needle we just do so much hiring so making sure that you have a really strong and firm strategy in place for that you can impact the total organization's numbers and it's very impactful yeah we just started actually because this happens at all levels right so we were starting to recruit and similar to tony that's an amazing program it's ours isn't that extensive yet but it is even recruiting at the historically black colleges and we opened atlanta office you know having a locations that where you can hire diverse candidates in and giving them an opportunity to stay closer to home if that happens to be home for them i think is huge we also just started we launched it this week it's called our rise program so i'm taking our women sales managers and teaching them how to be vps so um i think we're i'm doing a small group they're they're my my guinea pigs we're going to take them through a nine month program um and we will see how this goes we're publishing it on linkedin so we'll talk about it live what works and what didn't we're gonna give everybody a blueprint when we're done cause i want every company to do this because it's not just for women it's for you know a lot of our leadership how do we do that and and how we pull that all together okay this has been fabulous thank you all for joining us for being part of this session we obviously um a lot of uh abundance of positions out there promote from within develop your teams invest in them bring diversity to the table you will win because of it thank you to these amazing sales leaders for joining us today [Music] you