Dina Schweisthal

Compensation speaks volumes about how much you value your SDRs. Aligning pay with performance motivates and also retains top talent. If your SDRs are generating millions in pipeline but feel underpaid, they won’t stay. Compensation must be competitive, transparent, and rewarding. Key Tactics: Benchmark Against Industry Standards – Don’t lose talent over outdated pay scales. Variable Pay & Bonuses – Reward meetings booked, not just activity. Recognition Incentives – "SDR of the Month" boosts morale. Transparent Structure – Clearly explain how commissions work. Result: Companies with performance-aligned comp see 20%+ higher retention. Want a detailed breakdown of compensation models that work? Read the full guide, link in comments! #coldoutreach #networkingsuccess #relationshipbuilding #business #donemaker #entrepreneur #sales

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“We are a company of action and immediate action.” ZoomInfo CRO James Roth joined 🔌 Andy Mowat on the How I Hire Podcast to talk about what it really takes to set new hires up for success. His advice? Skip the six-month listening tour and get hands-on from day one. From a milestone-based onboarding doc to daily manager check-ins, James shares how ZoomInfo helps every new hire quickly learn the business, connect with the right people, and take action fast. Hear how James adopted this approach from Tim Strickland and why it’s still core to ZoomInfo’s onboarding today.

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If your comp plan doesn’t reflect how your team actually sells, you’re going to lose good people, or attract the wrong ones. Whether you're hiring SDRs, building an enterprise team, or running a hybrid model, your comp structure needs to match the role. This post breaks down 7 real-world comp plan examples, including tips on how to structure base, bonus, and accelerators. Link in comments. #salescompensation #salesleadership #salesmanagement #b2bsales #compplans #salesstrategy #salesrecruiting #peaksalesrecruiting

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What turns a good sales call into a closed-won deal? From C-level engagement to proposal timing and follow-up strategy, this call has lessons every rep should hear. Watch the full breakdown:

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We analyzed data from 100+ RevOps (shoutout to all of y'all for taking our survey) and found a clear disconnect between impact and pay. - Those who aren't on variable pay want it. - And those who are...they want something more aligned with the work they directly influence. Annual bonuses? 🚫 Quarterly commissions? 👀 Read the full report here: https://lnkd.in/dWP9SgHp And please join us on Feb. 11 when we continue the conversation (link in comments)

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Your recruiting team says they need more tools, more budget, more headcount. But what if the real problem isn't resources—it's process? Before your next investment, take 10 minutes to diagnose where your TA process is actually breaking down. This free audit helps 500+ TA leaders pinpoint inefficiencies across six critical areas: intake clarity, source of hire tracking, candidate experience, hiring manager alignment, outcome-based metrics, and scalability. Use this if you're: - Missing hiring targets without clear answers why - Increasing spend without improving results - Looking for data to justify your next investment Stop guessing where the gaps are. Get your free diagnostic: https://hubs.la/Q040YVHG0 #TalentAcquisition #Recruiting #HRStrategy

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Your SaaS hiring process is broken...and AI is why. Three-month onboarding cycles and static job descriptions worked when tools evolved every few years. Today, AI capabilities shift monthly. If your hiring process takes six weeks, you're losing top performers to faster competitors. The talent war has changed. The best candidates in 2025 aren't just product experts or senior engineers. They're professionals who multiply their output with AI. They prototype faster, automate intelligently, and know when human judgment beats automation. Here's what needs to change in your hiring strategy: -- Test for AI-augmented performance: Give candidates access to real AI tools during interviews. Watch how they leverage them to work faster and validate results when AI fails. -- Ask about experimentation: Top hires are constantly building with AI. Their recent experiments reveal learning speed and adaptability better than any resume. -- Hire mindset over mastery: AI tools shift almost daily. Curiosity and adaptability beat static expertise. -- Sell your AI vision: Serious talent evaluates your AI strategy before accepting offers. Be ready to articulate how AI powers your products and processes. -- Move faster: Use AI to automate early screening. Keep human insight for culture fit and final decisions. The old playbook was built for slow change. Posting jobs and waiting for applications doesn't cut it anymore. You're competing for people who treat AI as a productivity multiplier, not a novelty. Your next hire could accelerate your growth trajectory or slow it down. Are you ready to hire for the AI-powered future? #SaaS #SaaSHiring #TechHiring #SaaSLeadership #StartupHiring

Want to be a standout CSM? Master the art of the 90-day plan: 📌 Align on goals 📌 Map milestones 📌 Schedule value checkpoints It shows leadership, and protects your account.

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