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Do You Have Experience In Building & Scaling a Remote Sales Team?

I just interviewed for a position in which a big part of the role is to build out and scale a remote sales team, have you guys started a new office? Any tips or best practices would be greatly appreciated.

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    • 0
      Profile picture of John Moon
      @johnmoon
      ( 1k POINT )
      1 year, 4 months ago

      I’m on the frontline rep side of that equation – I’ve never met any member of my team. Fully remote from day 0.

      What’s been a huge game changer for us is leveraging our tech stack. This means being diligent about documentation on the CRM, fostering a culture of open dialogue on your internal chat (we use the Donut app on Slack to encourage this even further), and enabling not just knowledge storage (we use Google Drive and Confluence as our document repositories, for instance), but also actual knowledge sharing, which we do by way of our own software (Kiite).

      • 0
        Profile picture of Justin Hudson Sr
        @justinhudson
        ( 1k POINT )
        1 year, 4 months ago

        @johnmoon thanks, I do believe it is a process in place. The tech stack and existing training documentation are what I am looking into learning more about in the next steps of the interview process.

    • 0
      Profile picture of Macky Bradley
      @mackybradley
      ( 15.6k POINTS )
      1 year, 4 months ago

      First off, good luck on your interview/next steps/ selection process @justinhudson

      The first question I would want to know is how many reps you are going to be responsible for.

      Up to 7 or 8 is manageable for 1 person, as long as all the sales policies and procedures are well established.

      If it is a start up, then you need to have an assistant or team lead at least.

      Are you having to hire all new sales people as well, or is that already established.

      The biggest challenge after that is establishing communication processes.

      If you have 8 reps and you do for example 1 hour weekly 1:1’s and perhaps 1 hour of pipeline review- those two things already add up

      to 16 hours, almost half of the week. Not saying to do this format or anything like that, just be aware with like 8 people what a

      time commitment that can be.

      After you establish communication procedures, then the workflow, sales territories, customer list, etc.

      The main thing is the communication and product knowledge to begin with if taking over a new team.

      Don’t be afraid to ask for help from your leadership. And remember, Rome wasn’t built in a day.

      You got this. Good luck Justin!

      Macky

      • 0
        Profile picture of Justin Hudson Sr
        @justinhudson
        ( 1k POINT )
        1 year, 4 months ago

        @mackybradley thanks for the encouragement and support.
        4 to 5 brand new reps to start.
        I will assess skills and more importantly try to hire a team-lead in the first crop of employees as internal hiring/growth is a morale booster.
        Definitely have some programs that I ran in the past to help reps become subject matter experts as knowing the product is half the battle.
        I will ask leadership for input and guidance but, I also have the Sales Hacker Community to lean on.

    • 0
      Profile picture of Judy Lujan
      @judy-lujan
      ( 1k POINT )
      1 year, 4 months ago

      Hi Justin,

      Working in a start up is exciting and challenging. My advice is to document and build out your process from Day 1. Framework is important and you can add or update as you go along. Going from managing a Team in an office to 100% remote in March has taught me allot. We use a group chat in Whatsapp for fast communication and kudos! Everyone seems to see things faster on their phone. Microsoft Teams is great for building playbooks, video calls and document sharing. Touch points as a group at least twice day and once with each member of the Team with intention. Truly understand how to set them up for success with your tech stack, continuous training/coaching. Best of luck! Looking forward to hearing how you’re moving along. Judy

    • 0
      Profile picture of drew.coryer
      @drew-coryer
      ( 2.7k POINTS )
      1 year, 4 months ago

      I’ve been part of starting a new office and sales team in a previous role and now am leading a remote sales team and they are very different by nature. The foundation of an in-person office can be affected by the politics and interpersonal relationships that evolve along the way. If the right people are not in place in that scenario, you can’t scale because the foundation is unstable. Remote sales teams don’t have the benefit of learning by osmosis. Either way, having a documented plan that you can work and adjusting along the way is going to be a key to your success. Good luck with the next interview @justinhudson!

    • 0
      Profile picture of Bijay Mathew
      @bijay
      ( 880 POINTS )
      1 year, 4 months ago

      @justinhudson — good luck with your interview. Pay attention to the culture that you want to build. This is one of the challenges for a remote team. Make sure you have the tools for communication and collaboration in place. Give them time and space to connect with each other. Consider a weekly coffee talk meeting where you catch up on nonwork stuff.

    • 1
      Profile picture of Justin Hudson Sr
      @justinhudson
      ( 1k POINT )
      1 year, 4 months ago

      @johnmoon @mackybradley @judy-lujan @drew-coryer @bijay thanks for all the tips. I will keep you guys posted on how the process pans out.

    • 0
      Profile picture of Bobby Walter
      @bobby
      ( 610 POINTS )
      1 year, 4 months ago

      are you still interviewing and looking for interview advice or do you feel like you’re going to get the role and looking for remote management and sales advice?

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