Thứ Sáu, 2 tháng 11, 2018

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Today, we create a composter from concrete to last for eternity.

This story started with an attempt to repair our damaged swimming pool.

We bough an entire pallet of concrete for the pool repair.

After only one day it became clear that a repair would not be an option and we had to

come up with an idea what to do with the concrete.

We decided to build a composter out of concrete and directly got started with cleaning up

an area in the shade.

After cleaning and leveling the ground we created a frame from an old door and poured

a concrete foundation of one by two meters in size.

The thickness of the foundation is 10 cm and we placed some rebar in the foundation to

anchor the walls.

While the foundation cured we started to create the form for the concrete walls.

The forms are made from pine boards and construction lumber.

The wall thickness of the compost is 10 cm and we want two separate composters on the

platform.

So we are building the inner wall as a box of 90 by 80 cm.

The pine boards are screwed to the construction lumber and the box is reinforced by 4 additional

pieces of lumber so that it can easily support the concrete.

With construction adhesive and silicone we place two 3x3 cm styrofoam strips against

the inner walls.

This will create a recess for the wooden boards at the front to sit in.

We also put some styrofoam at three locations in the lower part of the middle wall so that

compost worms can move from one side to the other.

The outer wall was constructed the same way and we assembled everything on the foundation.

We then spend quite some time mixing concrete, bringing it with a wheelbarrow to the site

and place it in the form.

In total we used about one metric ton of concrete for the build.

In the lower third, around the middle and in the upper third we embedded a 8 mm diameter

steel rod as a ring anchor to reinforce the concrete walls.

After the first compartment is cured we assembled the form again on the right side and poured

the concrete for the second half.

The purpose of the concrete is to keep rats and other rodents out but we have to ensure

proper ventilation - otherwise the compost might turn bad.

We used four seven and a half cm diameter pipes for the venting.

On the CNC we cut a circle in the exact size of the pipe from scrap OSB pieces that we

glue and nail to lumber scraps and thus form a stand.

The pipes are placed in the compost and will provide a proper ventilation.

More air will come through the front.

We cut some of the remaining pine boards to length and adjust their width to 15 cm so

that they close the entire front but leave enough room for spacers between the boards.

After putting these in place the only area to be closed is the top.

For the top we cut 30 by 30 mm angle iron for a steel frame.

The corners have notches cut into them so that we can weld them into a stable frame.

The back corners are reinforced with short pieces of flatbar as we might install there

a pneumatic cylinder to carry part of the weight.

The backside gets a few holes for hinges.

The hinges are hold in place with pop rivets.

We predrill and countersink 6 holes in each frame to later hold the metal sheet roofing

material.

For further insulation we put XPS foam in the frame before putting it upside down on

scrap roofing material we had from another project.

We then drill through the predrilled holes, through the sheeting and secure everything

with machine screws.

From some rubbery insulation material we create or own rubber washers with a hole punch to

ensure a tight seal of the holes.

With wall anchors and a few screws the lids are secured to the walls.

While the overall piece is not the most beautiful it should be a ver functional compost and

hopefully is going to serve us well.

If you liked this video also check out some of our other videos, don't forget to subscribe

to keep up with new videos and follow us on Instagram for a look at future projects.

For more infomation >> How to build a DIY concrete composter - Duration: 5:06.

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How to build a garage in less than 10 Minutes - Duration: 9:12.

what is up everybody and welcome to another I don't know build video maybe

this will be a series I might try to fit it all into one video so you can kind of

just follow along and watch from start to finish this building back here we

built probably three years ago and the customer called us back there was a old

garage here that was pretty rickety pretty worn down and in you know

desperate need of repair but we made the decision to go ahead and just tear down

the foundation was in decent shape and went ahead and poured a new slab on the

inside so you guys always watch this build on dirt and say Kyle why don't you

you know pour concrete before you work well we finally get the opportunity

because there's a foundation wall to pour the pad and not have to you know

drill holes set brackets all that good stuff but what that means is we've got

to set our brackets in the concrete so we'll have to drill them we've got some

Simpson tighten HD anchor bolts that we use but we love building on a foundation

wall it's nice and clean we don't have to dig through the mud all that good

stuff so this is an 18 foot 27 foot long 18-foot wide it's just gonna have an 18

foot garage door on this end a walk door over here on this end and a couple

windows so something simple something just a little bit nicer than what was

here

you

For more infomation >> How to build a garage in less than 10 Minutes - Duration: 9:12.

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How To Build A Suitcase Drum Kit - Duration: 13:19.

- Believe it or not, in this suitcase you see right now,

I have a whole mini drum kit packed in there.

I have a couple snare drums, a full hi-hat stand,

even a drum throne, and some cymbals in there as well.

This is a suitcase drum kit.

It's super portable, these are super fun to use

for like cafe gigs, maybe busking outside,

or just take to your house and like jam in your room

or something, it's a lot of fun.

I was able to put this together pretty cheap.

I just bought a suitcase from the secondhand store,

and the only other thing I had to buy

were the little floor tom leg bracket mount you see

on the front there, but the rest was put together

with just drum hardware I already had.

Alright, so the main ingredient

for a suitcase drum kit is a suitcase.

I picked this one up at my local secondhand store

for like three dollars, and all you have to do

to kind of prep it to get ready for your kit

is open it up and take out all the lining inside.

So I've done that one here, you can see it looks kinda messy

and nasty, but that's what it looks like

when you take out all the lining.

And it'll just help everything fit in way easier

when you do that.

So the first step I'm gonna do here

is mount my floor tom legs,

and I'm gonna use these two brackets

that are just regular floor tom brackets, mine's Gibraltar.

You can buy them at your local music store

for like around $15 each,

and those are gonna be the support legs

for the front of the suitcase.

So when you're hitting the pedal on the back,

it's not gonna fall forward

because these things are gonna hold it up.

So the markings for these don't have

to be completely perfect

just because you can adjust the height

with these things this way.

So you just wanna make sure

that they're straight like this way.

(smooth jazz music)

I'm just gonna make a little mark.

Yeah, I'm gonna keep these little wing nuts

or whatever you wanna call 'em towards the outside

so that I'm not putting my fingers against this thing.

Alright.

So I just used a regular drill for this.

Chose the drill bit out first and measured it

with the screws here and yeah, it's just a regular drill.

You can use any kind.

Alright, so once you got that going,

take the screws off the back, try to fit in the holes.

If they're a little bit too small,

you can just go over them again, try and widen them.

Alright.

Now, I'm just gonna screw it in from the bottom.

Alright, so now, I have my brackets put on.

I'm gonna put the floor tom legs on, and then,

I'm gonna mount the bass drum pedal mount.

This, I actually just took off of

like one of those cheap bass drum risers that you can buy,

and it's just the bottom part.

So you can purchase that in a music store,

or if you don't have that, you can get creative

with some metal, maybe a piece of flashing or something.

And you create your own,

but I had this laying around so I decided to use it.

Alright, so just like the floor tom legs,

I'm gonna have to drill some holes

and mark where this is gonna go on the back.

Alright, again, just bolting it from the inside.

Now, we can mount our bass drum pedal on here

and be able to play some wicked beats.

So as you also notice, I've chosen a,

it's like one of the KAT electronic kit,

it's like a tennis ball beater.

It's like a much more soft, so it's not so like,

it doesn't sound like you're knocking on a door.

Sounds a little more--

Like a bass drum, so.

The bass drum's ready to go,

but I'm gonna also mount one cool,

fun little stack right here.

And I'm just gonna drill one more hole in there,

and then, I'll show you what I'm gonna do with that.

So I'm actually gonna mount it with an old hi-hat clutch,

and it's gonna go from inside the suitcase, hold on,

and then the stack is gonna go on top.

And then you can just screw it on.

And you can put anything you like on with this thing.

That'd be right about here.

Alright.

Now, I'll show you what I'm gonna do with the stack cymbals.

So I got a couple of little stacks here that I really like.

I'm using a Sabian AAX Air Splash

and then a Sabian Mini Holy China.

And they're stacked together like this,

and I'm gonna put them on there just like that,

but I need to put a fill on the bottom and one on the top.

So now, it's kinda like I have a mixed little hi-hat

or stack cymbal on the side of my bass drum.

So the hard part is over.

We just drilled a bunch of holes in this thing,

got it set up to be a bass drum.

Got some support on the front, got the pedal mounted,

and even a little stack cymbal on the front.

The next part here is getting all the hardware together

to complete your whole suitcase drum kit.

So I do have some hardware here already.

This is stuff I already had laying around.

It's nothing crazy and nothing super fancy,

but one thing I recommend doing

is when you get all this hardware together,

make sure it can fit in your suitcase first.

So kinda chose it out, and then fit it all in.

See if your hi-hat stand can fit,

see if your throne can fit,

and then take it all out and put it together.

So you might have to do that a couple times

'cause you probably will add little too many things

in there, so just do that a couple times.

I'm gonna start with the drum throne.

When I put this together, I made sure it'd fit

in the suitcase first, but I'm actually gonna use it

to hold onto my snare drum.

I picked out a little twelve-inch snare

that actually has a side clamp,

and that was so I didn't have to use a snare drum stand.

So here's what I'm gonna use for the snare drum clamp.

It's just like a cymbal arm made by Pearl,

and it's gonna clamp onto the bottom of the throne here.

And for the snare drum, I'm using this one.

It's a little twelve-inch Sonor snare,

and as you can see, it has this little mount right here,

which I can use for that cymbal on the clamp.

Alright, so I'm gonna mount my cymbal arm

right onto the base of the throne right here.

If you're scared it's gonna damage your throne,

then I wouldn't recommend doing it.

Maybe mount it down here or something like that,

but I think it's pretty safe to do that.

If you do do that, make sure you get the height

of your throne first 'cause you're not really gonna be able

to adjust it once you put that on.

And I also recommend putting the foot forward

to give you some more support when the snare drum's on here.

Otherwise, it'll fall forward on you, so.

Alright, now put the snare drum on, and...

I actually like playing traditional grip

so I don't mind if the snare drum

is tilted a little bit forward.

I actually prefer that myself.

Perfect, so that's the snare drum.

Obviously, if you can fit a snare drum stand

in your suitcase, you don't need to go this route,

but yeah, I recommend trying it out

'cause it might save you a lot of space

in your suitcase, so.

Alright, I'm gonna get the hi-hat together now.

So I do recommend when you use a hi-hat stand

that you use one of the folding ones

because it'll take up a lot less space in your suitcase,

and when you do take it apart,

make sure you take that apart as well

because it'll give you more room.

Perfect, so next, I'm gonna mount my,

I have like a little micro-snare.

It's a six-inch LP micro-snare, and that's gonna sit

just above my snare drum here

and acts just like another tom or an extra snare drum.

Just a little more things to hit.

So in order to mount this snare drum, I'm actually using,

it's a tom arm, and I'm gonna hook it

right onto the stand here

and then I'll move it close enough so that it sticks out.

So once you got it on there, make sure you get

to the height that you like, and you might adjust it

as you get everything together.

You might lower the heights or whatever.

Alright, so next, I'm gonna mount my crash cymbal

right here, and I have one more external cymbal arm clamp,

which I'm just gonna clamp to the hi-hat stand as well.

So for cymbal choice here,

I have some actually splash cymbals.

I'm gonna use those as my hi-hat cymbals.

They're nice and small.

Just 'cause everything is so close together here,

it just kinda fit, I thought, fit well.

And they sound cool together.

And I just have a 17-inch crash,

which is gonna act as a crash/ride cymbal.

So final step is just move your suitcase,

and you are ready to play on your kit.

Alright, guys, so that was pretty simple, pretty quick.

Let's get this thing mic'd up and see how it sounds.

For a tiny kit that fits into a suitcase,

this is a pretty killer option.

It was super easy to make, very cheap, tons of fun,

and I was able to mostly use things I already had.

So yeah, I hope you guys have fun with that.

Try on your own, try experiment

with some different hardware options, suitcase sizes.

I do recommend like the more firm suitcase though.

It's gonna give you a better sound.

With the set up I have here,

like what do you guys think I'm missing?

Would you add something different?

Or maybe when you make your own,

what would you guys add that you feel I'm missing here?

Hit us up in the comments, we'll catch you guys later.

For more infomation >> How To Build A Suitcase Drum Kit - Duration: 13:19.

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How to Create a Sales Hiring Strategy - Duration: 21:22.

- When it comes to hiring sales people

there are five things you need to put in place.

First, a well-defined, customer-centric sales process.

There's no such thing as innate sales skills.

When you're looking for new sales people

don't look for talent.

Look for people who can execute your sales process.

- The real thing is sales is a process.

Executing that process

is what a very successful salesperson does.

Believe it or not, you look for creativity in salespeople,

but you also look for people that are process oriented.

We all look for that diamond-in-the-rough salesperson,

the guy that's just naturally a salesperson.

But, really, what happens is I think

you have to find people that are motivated,

they wanna succeed, they wanna build their career,

they're intelligent, that they grasp what it is

that you're selling, or your organization is selling.

And I think that they also have to be

someone that's moldable a bit,

that you can actually teach them,

this is our process.

Sales is nothing but a process.

- Once you've defined your sales process,

the next thing you need to do

before you can hire salespeople

is get a deep understanding of your target persona.

Sales is very different from one industry to the next,

and from one kind of buyer to the next.

Hire salespeople who are going to succeed

when interacting with your target persona.

- As far as recruiting and hiring salespeople is concerned,

you really have to have some way of gauging

what type of, first of all, sale that you're doing

and whether that person matches up to it.

It's a fallacy that a good salesperson can sell everything.

That's just not the way life works.

It's not the way people work.

What you come to understand is that some people

are geared toward having business level conversations

in the C-suite.

Others are geared towards having

more of a process-level type of conversation

where, instead of CXOs,

it's more of, maybe, a VP or Director.

And there are others

that really are just very transactional.

And you can gauge when you're speaking with them

what type of seller that they're going to be.

If they use the pronoun, for example, I,

as in I have, or we, as in my company,

but mainly I have this.

That's all they're talking about

is the widgets that they sell,

then you have a very transactional type of seller.

If the pronoun that they use is more along lines of you,

as in you, Mr. Customer, what is it that you need,

and they're more of a consultative diagnostic

type of conversation,

that's gonna be something that's more in tune

with like a process type of seller.

'Kay?

Or we can go to market style.

It's gonna be a level two type of seller.

A level three type of seller is gonna be somebody

that can handle a conversation in a C-suite.

Topics revolve around much more strategic things,

such as cashflow and asset utilization, growth,

market share, that type of thing.

And so depending upon the level

that the person is comfortable actually having

that type of conversation,

it's kinda where we have to start plugging them in.

But one of the problems that we have in sales today

is that so many of them still work by territory

rather than something trying to match up

the seller with the buyer,

as to how much the buyer wishes to be interacted with.

And so consequently you'll have these sellers

that are put into these awful positions

where they expect them to go into the C-suite,

they arm them with a couple of conversational bits

just to get them past the gatekeepers,

and then once they start talking

about five minutes into the conversation

after they've exhausted the tricks that they actually have,

they start talking about the widgets.

And that's when the CXOs say, ah, I see,

you've lifted your veil now.

Now what you are is you're a technologist.

Let me walk you out of my office

and down to this person's office.

And have a nice day.

You can have the conversation from there,

never to get back into the C-suite again,

because you've labeled yourself as a technologist.

You really have to understand what your strategy is,

as far as how you intend to sell.

You have to understand how it is

that your customers wish you to interact with them,

'cause they don't all want to operate at the C-suite level

of conversation there or in process, however.

And then you have to find the right people

that can actually carry on the type of conversation

that you wish to have.

- Once you've defined your process and target persona

you need to create a profile of the kind of salesperson

who will succeed with that process and persona.

There are lots of fancy tests and evaluations

you can pay a lot of money to use for this,

but the simplest way to figure out

what a successful salesperson looks like

is to look at your current sales team

and figure out what makes them succeed of fail.

- There is no best practice, ideal sales hire

for all of business.

It is personalized to your context,

which partially we've defined with our buyer journey

and who you're selling to, but it's much broader than that.

What stage is your category?

Is this a new product or is it a product

that's been around for 50 years?

How much competition is there?

How complicated your product?

Are you selling $10 million jets?

Or $50 widgets?

There's what stage is your venture at.

Are you a new company or have you been around for 30 years?

These are all important contextual elements

that are going to define the ideal decisions

around demand gen and around your sales hires.

But there is a process to uncover these.

On the sales-hiring front,

one of the things that we underappreciate with sales hiring,

is the function of sales, success or failure,

is highly quantifiable.

Right?

It's really difficult to walk into a room of engineers

and be like, that right there,

that's my best engineer by 7%.

You just can't do it!

I can get pretty close with a room full of salespeople.

That person right there is my best salesperson by 7%.

But we don't take advantage of it in selling.

Right?

The process to do this is to quantify

the characteristics you're observing,

the behaviors, the skills you're observing

during the interview process, for your context,

giving your market maturity, giving your product complexity,

giving your buyer what is gonna be important characteristics

for the people you hire.

Is it that they have lots of experience?

Is it that they have experience selling

to this particular buyer?

Is it that they're really

run a consultative selling process?

Is they're high work ethic?

Is it they're extraordinarily convincing?

Is it that they're super smart?

Like what is it that's gonna make them really successful

in your environment?

Figure out what those attributes are,

define what a score of a one, a three, a five, a seven,

a ten would sound like,

and establish a weight of importance.

And start scoring your people,

even if you're gonna hire two sales reps next year.

You've gotta go through this process to get ready for scale.

And now we've established another

test, learn, iterate, feedback loop.

That, even if I hire three salespeople this year,

I guarantee you all three of them

will not perform the same way.

One or two, hopefully, will crush it.

And one or two, probably, will be mediocre or less.

And we'll be in a position now to say,

okay, why did that happen?

Why is Julie crushing it?

And why is Bob not doing so good?

What is it about them?

Were we assessing on that?

Did we assess on that during the interview process?

How did we miss it?

And, if so, how do we need to iterate the interview process?

So, we have to set up that feedback loop.

- [Instructor] Once you identify the things

that make a salesperson successful in your organization

you need to develop a robust standardized interview process

that will help you determine

whether someone fits that profile.

- As I like to say, the onboarding process actually starts

with the very first interview.

So, in hiring salespeople you wanna make sure

that you have identified, hey, you can't work here

unless you have these baseline competencies,

and then you have a process in your hiring approach

that assesses for those competencies.

- When it comes to assessing a candidate's competency

you have a few different options.

- So there's a personality assessment,

there's a behavioral assessment,

and then there's a skills assessment.

The personality assessment helps you understand

what that individual's makeup is,

the things that motivate them individually.

A behavioral assessment will let you know

how a person would work inside of an organization

or in collaboration with a team.

It kinda gives you a sense of a culture,

a flavor, if you're trying to build out a diverse team

in that respect.

A skills assessment tells you whether or not somebody

is coachable, trainable, and where they are today

as a snapshot on the spectrum of skills necessary

to perform in their function.

I think the most effective one for sales teams

is doing a skills assessment.

Unfortunately, most people either do a behavioral

or a personality assessment and they get somebody on board,

and they don't have any kind of tools by which to manage,

or to effectively coach, or to develop

a professional development program for that individual.

And so they throw them into the queue in a homogeneous way

and hope that they'll kinda get it.

They get the pat on the back.

- To prevent this from happening

you need to design your interview

to focus on what matters most.

- So, being able to create an experiential interview.

That doesn't mean sitting them down

and making them do cold calls,

but ask about things that would be

an indicator as to whether or not

someone would have call reluctance.

Ask about things that they've done in their past

that may align to whether or not

they've been metrics driven.

Don't forget that if you're hiring STRs and salespeople,

it's a research function.

It's not just a function of having conversations

with people on the phone,

but this person has to be diligent in setting aside time

to source, to evaluate, to even do admin tasks.

I know that's not what we hire salespeople to do,

but if you're gonna scale an organization,

you've gotta make sure that you're keeping good data.

- And if you're gonna hire somebody

and they're gonna be doing research five hours a week,

and they're gonna do admin tasks four hours a week,

and the job description, and the interview process

just focuses on, oh you're gonna close deals

and you're gonna be a hero,

there's a disconnect there.

And so, I think it's just about being honest.

What are you actually gonna do

when you show up for work day one?

- That's an important point.

Different sales roles require different skill sets,

and therefore, different interview techniques.

So you have to nail down a clear definition of the role

you're trying to fill.

- So the first thing that I always recommend

is step back and take a look at the roles

in your organization.

Understand what those roles entail,

especially the competencies, but if you can,

and if you have the ability to work with a psychometric firm

that does reliable, validated, psychometric assessments,

you can get a sort of a personality and competency profile

of what your top producers look like

compared to those who aren't top producers,

and start to look for differences and gaps

between those two profiles.

And so if you do that, you can start to use assessments,

or behavioral interviewing,

or competency modeling assessments

to help you select people that are the right fit

for the right role in your organization.

- Once you know the skill you're looking for,

you can start to define the interview experience

that will best identify those skills.

Get creative with the interview process.

Your interview shouldn't be just a series of questions

you fire at the candidate.

In fact, the typical job interview only predicts 14%

of a candidate's post-hire success.

Instead, find ways to evaluate the skills

you're interested in.

For example, coachability is an important trait

in any sales rep,

so try coaching candidates during the interview.

Instead of asking someone how coachable they are,

let them show you.

Have them do a role-play and then give them feedback.

Pay attention to how they respond.

Are they happy to receive feedback?

Or does it make them bristle?

After you give them feedback

have them do the role-play again,

and see if they implement the feedback you gave them.

Here's another example of a creative interview idea.

When your reps get on sales calls

you want them to be able to understand

a prospect's challenges

and consult them toward the right solution,

so treat the interview like a consultation.

Present them with a real problem

your team is currently facing

and ask them for advice on how to fix it.

This will give you a ton of information

about how good they are at asking questions

and uncovering solutions.

And it might give you some good ideas

for how to fix the problem.

That's much better than asking them something ridiculous

like how many golf balls

would fit inside a commercial airplane?

There are so many ways to make an interview

more than just a series of questions.

If you want more ideas HubSpot's Sales Blog

has a whole bunch of posts on interviewing and hiring

to help you get started,

which we've linked to in the additional resources section.

But, the best interview questions will be the ones

that are unique to your own team and process.

One word of caution here.

While it is important to get creative

with your interview process,

it's also important to standardize your interview process.

You need to ask the exact same question to every candidate.

Otherwise, you won't have a solid point of comparison.

You also need to have a standard grading rubric

for the answers to those questions.

Standardizing your questions and the way you assess answers

is a good practice in any hiring situation,

but it's especially important in sales.

- You need to have a hiring methodology

that emulates what someone is going to be doing in the wild

once they're hired.

It doesn't make sense

to have someone sit across a murder board of five people

who are asking questions

that have nothing to do with their role,

and they're simply satisfied

with the answers that they're getting.

I mean, if a person is a good (laughing) salesperson

they're probably gonna give you some good answers.

That doesn't necessarily mean that that's gonna show up

when they actually get to the workforce.

- Think of it this way.

If someone can trick you into hiring them,

they will probably deceive your customers too.

That might give you a short term bump in sales,

but it'll lead to lost trust and broken relationships,

and ultimately, that'll mean less sales for your company

in the long run.

By standardizing your interview process,

you can filter out the people

who don't have your company's best interests at heart.

One important thing to keep in mind here

is that some job candidates might be a good fit

for your company but not a good fit for your sales team.

In some cases, the candidates you get for sales roles

would do much better somewhere else in the company.

- You know, you may interview somebody

that, on the surface, seems to be the perfect person.

You know, he's just very outgoing, sales-type of person.

You know, this is the one you want on your team.

But, in doing that analysis, you may find out

that they are uncomfortable in that role.

The way they're coming across

is what they expect you like in that sorta thing.

They may be much more comfortable in a support role

or much more comfortable in a different administrative role

or something like that.

So, the identifying talent.

So, doing the assessment, doing the one-on-one interviews.

The other thing that we've always found with our teams

is to go ahead and have multiple people interview,

so not just the hiring manager

but also have the support folks: the sales support,

the sales team,

other members of the management team perhaps.

And one of the key ones is, I think,

is have that person interview

with someone that's been hired in the last six months

in your organization.

They will have much more of a one on one

of what's the organization really like,

what are you really looking for?

And if the person kind of makes it past

the first couple of rounds,

we'll actually have them go out on sales calls with our team

and actually go out and sit down with a client,

see how they act in that environment

and see if they enjoy that environment,

what that looks like.

- You don't want to just reject these candidates

and forget about them.

They might turn out to be valuable assets

in other parts of your company.

The last step is to create a recruiting strategy.

As you think about the different roles on your sales team,

keep in mind that they'll change as your company grows.

- When I joined almost three years ago,

we were about 35 people as a company.

So, I came in, just had a couple people on the team.

We've scaled that up, so, as a company,

we're over 300 people overall.

Between sales and customer success

and other other parts of the funnel,

we've got 70 to 80 people on that team right now.

And the key is, like early on was,

you kinda hire people that can do a lot of different things.

And then, as you find particular pockets,

you sorta specialize and scale.

So, we did that.

So, as we got more traction on the enterprise layer,

we segmented out the S&B once we saw

that was more transactional,

and we could cater to that in a specific way.

Once we got post-sale, we said,

all right, now it's time to bring in customer success

once we got to a certain volume.

We specialized inbound versus outbound

from a top-of-the-funnel perspective,

and we're continuing to stratify,

so as we move up funnel to bigger enterprise relationships,

we're moving up to the enterprise

and then the strategic layer

which is more of your traditional elephant hunters.

- Even if you company isn't in its early stages,

the needs of a sales organization change over time.

You need to constantly look ahead

so you aren't forced into a hiring crisis.

- The one thing I've gotten better at

over the last couple of years is thinking about

what's this company gonna look in six months

and how do I prepare now?

Because we know we could lose people,

we need to hire people,

and it takes time to train people and recruit people.

And so trying to really think

what do we need three or six months from now

instead of what do we need right now

is one way that I've been able to keep ahead of that.

- In order for that to work you need to not only plan ahead

but also start recruiting

before you're even looking to hire.

- It's like you've gotta go out there and start to nurture

and find sales talent way before you need it.

And that best sales talent

probably is already happy where they are

so you have to nurture them

and you have to use that kind of,

almost like a lead generation approach to talent.

It's hitting somebody who may not be ready to make a move.

It's identifying, either through tools like LinkedIn

and other social tools,

but it's finding and identifying salespeople

that you may wanna have join your organization

and you start to connect with them proactively.

What you're looking for is, you know, salespeople,

even great salespeople say, hey, I need to make a move,

because they just cut my territory in half,

or they changed the comp plan.

I don't like the comp plan.

When those salespeople are ready to make a change,

you wanna make sure you're first on their list

as those organizations that they reach out to.

- When you start looking for potential hires on LinkedIn,

there are a couple of different strategies

you'll want to use.

Building relationships with established sales talent

is a long-term strategy.

For example, if you want to build a pipeline

of potential account executives,

you need to recognize that it might be a long time

before top performers at other companies

will be looking for a change.

You should still nurture those relationships,

but you can supplement that strategy

with a short-term strategy of nurturing relationships

with high-performing business development reps.

BDRs typically stay in their roles for 10 to 19 months.

Knowing this, identify top reps

who are approaching the 10-month mark in their current role.

You'll likely find high-quality candidates

who are looking for an opportunity

to take on a new challenge.

Nurturing those relationships will bring results faster

than nurturing relationships with established salespeople

who have already landed the dream job.

So if you want to hire an all-star sales team,

start by making sure your sales process and target persona

are well defined.

Then, figure out what roles you need to fill

in order to execute that process

and what skills and competencies someone needs to have

to be successful in those roles.

To do that you need to figure out

what predicts the success of your current team members.

And once you know all that,

you can design a recruiting strategy

and an interview process

that will attract and secure the best possible new editions

to your team.

Following these steps will build a pipeline of sales talent

that will help your company grow better.

(bright music)

For more infomation >> How to Create a Sales Hiring Strategy - Duration: 21:22.

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Sims 4 Build a School and Listning to KPOP+Ariana Grande! - Duration: 24:05.

Ohh my

Why so big phh

So big, such a giant piece lol

I'm in love with this song lately

It is the day before yesterday...?

I think I heard it the day before yesterday

and I have been listning to this song in loop

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