IT Staffing Sales Effectiveness

Sales best practices for improving sales win rates, shortening the sales cycle and increasing overall quota attainment. Sales strategies to make revenue growth repeatable, and scalable

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talent management

Five Strategies For Retaining Your Employees in 2022

By: Dan Fisher
October 14th, 2021

Perhaps you heard the news, a record 4.3 million people quit their jobs in August.  You've seen the headlines or taglines, the Great Resignation, also known as the Big Quit, is the ongoing trend of employees voluntarily leaving their jobs. 

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sales enablement | talent management

Understanding The Forgetting Curve and How to Neutralize It

By: Dan Fisher
October 12th, 2021

"I've explained this to him a hundred times. Why do I have to continue to repeat myself?"

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Cold Calling Tips & Best Practices 2.0

Cold Calling Tips & Best Practices 2.0

Learn our proven 7 step methodology for turning cold calls into hot leads.

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talent management

To Grow Your IT Staffing Firm, Do a Job Scorecard First

By: Dan Fisher
May 3rd, 2016

If I had to name one thing holding back most IT staffing firms from growing beyond the startup phase, it would be their overreliance on one or two top-performing salespeople for most of their revenue. I see this in at least 85 percent of the firms I work with. The owner or the sales manager is making most of the deals while the rest of the sales team is struggling just to pay for their own seats. Most sales training programs aren’t cutting it — for reasons I’ve written about before. So to build a sales force with the skills to not only pay for their own seats, but contribute significantly to the growth of your IT staffing business, I recommend tearing down whatever inefficient, ROI-draining sales training program you’re using now and replacing it with a more effective, more scalable one.

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talent management

5 Tips For Turning New Hires into Sales Superstars

By: Dan Fisher
October 28th, 2014

We are paid professionals for identifying, interviewing, screening and delivering superstar candidates for our clients. We get paid handsome fees for our work. So why is it so darn difficult to turn our own internal hires into superstars?  After all, we're the experts, are we not? 

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