How do you approach hiring, adjusting roles, and training when striving to become more data driven?
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Director of Sales5 months ago
We've been utilizing the Predictive Index and looking for people who are comfortable with risk and change, and who are curious. These types tend to do well as we move through the chain of data. Coachability and adaptability are huge, and asking situational questions during the interview process is crucial to see if these people are truly who they say they are.VP of Sales5 months ago
When hiring, I look for drive and the desire to learn. This is important across all levels, whether in revenue operations or sales. If a candidate has most of the skills required but shows a desire to learn, I believe our team can teach them the rest. The effort a candidate puts in is more important than someone who thinks they don't need to learn anything more.VP of Customer Success in Healthcare and Biotech5 months ago
When hiring, I look for people who are coachable and open to what the data might tell them. I ask potential hires to give me an example of how they've been coached or mentored, or how they've identified areas they need to improve on. Tools like Gong can be very transparent and can help identify issues, like if a seller is doing the majority of the talking in a conversation.VP Sales in Software5 months ago
In my case, I typically hire people for their first sales job. I look for competitiveness, and with that often comes a natural inclination towards data. I also consider their background in terms of how they've been coached and mentored in the past, and what gaps I might need to fill. It's also important to train them on using the systems with the data, showing them how to run reports, and promoting transparency.