Last week we sat down with Peter Phelan, the co-founder and CEO of ValuesCulture, to discuss the cross section of building winning cultures and how to best leverage data within an HR organization. Peter has a wealth of experience, spending over 20 years working with leading companies like Shutterstock, MediaMath, Bloomberg, Publicis Groupe, and WPP. We were excited to hear his thoughts on culture, data, and how HR teams are innovating.

 Tell us about ValuesCulture. Who do you work with and how do you help them?

I founded ValuesCulture to provide Culture Doctor services to growing Silicon Alley companies who want to maintain a healthy and resilient organizational culture. Like any good doctor, the first goal is to leverage experience and specialist training to diagnose objectively. Then, with a good desk-side manner, we provide accurate prescriptions on how to promote system health.

 How does a company create a winning culture?

In my experience – first knowing in very specific terms what winning looks like is step one. If you’re on the right track with this “What & Why” you should be able to capture it in a handful of words. After that, it’s incredibly important to establish a shared understanding of how this team will go about achieving the win together. Don’t make the mistake of throwing together some nice-sounding values and bring them down from the mountain to the team. If they don’t ring true to the team – you’ll cause cognitive dissonance and hurt trust. Discretionary effort might be the next victim. When ValuesCulture does a Values Definition Exercise it’s very data driven with lots of stakeholders ranking organizational competencies in a very structured way. We leverage any data we can access from employee surveys, client-facing brand positioning, and we have leaders use style assessment tools. We’re looking to get at making promises in values that the organization is wired to keep in a very fundamental, sometimes even subconscious, ways.

How should a company evaluate the strength of their culture?

We’re big believers in the power of data. Anonymous employee surveys are a great way to tap into how aligned a team is on “the way we get things done” (which I feel is great shorthand for organizational culture). There are lots of solid off-the-shelf tools for this purpose – many of which borrow from the classic Gallup 12 engagement questions.

Who within the company drives culture?

While everyone has the power to influence a culture in some way – those in leadership positions have an outside impact on setting the culture – none more so than the CEO. Where the People Team can be very impactful is in leveraging their expertise on culture to partner with leaders, so they’re tuned in to their impact on the culture and curate their signals accordingly. Great people leaders can guide leadership teams toward conscious competence in curating positive cultures that inspire discretionary effort.

How is it different between a 25-person company and a 500-person company?

Well, the stakes keep on getting higher. If a CEO unwittingly sends the wrong cultural message with 25 it might be possible to clean things up by doing 1:1 time with everyone and rebuilding trust. It’s harder to recover when you’ve disappointed/demotivated 500 people.

Can organizations use data-driven approaches to measure culture?

To know your culture well enough to help it scale and evolve, I believe a data-driven approach is the only way to curate a culture.

How do you source candidates with culture in mind?

“Cultural Fit” has been definitely weaponized in unhealthy ways. A candidate might be deemed to be “not a cultural fit” if they’re, for example, too old for the manager’s comfort level. So, to avoid behavior like that, it’s important to have a very clear sense of behavioral competencies that lead to good outcomes in your organization. Then, showcase that “clear sense of organizational self” in all of your job specs and employer branding. Then in every community where you spread the word about your organization – you’ll filter in and out talent effectively by showcasing your organization’s personality.

How do you interview for cultural fit?

If you do consistent structured behavioral interviewing that tests for values alignment (on values you’ve identified in an objective data-driven alignment process) by drawing out multiple examples of situations/scenarios – you won’t go far wrong!

How will technology change the way HR professionals do their jobs?

In a way, for the in-house People Pro, it’ll remain quite a human profession in that what’s routine or non-core to your business will be automated or outsourced.

What impact do you think Artificial Intelligence will have in the world of HR?

Well, Recruiting Coordinator may not be a job in five years. But, more significantly, I think that we’re about to enter a transformative time where data science and people analytics will be part of every People Team and AI will be an important tool. People are your single greatest asset/expense – so using the best tools available to optimize their success is just good business.

3 predictions for the HR industry in 2018?
  1. Data Science will open our eyes to the myriad ways we routinely shoot ourselves in the foot with talent!
  2. Sourcing will be increasingly automated, leveraging AI, for a growing number of roles.
  3. People will be routinely surprised that the person who set up their interview wasn’t a person.
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Over the last few months, we’ve talked with numerous companies of all sizes about their 2018 recruiting strategies and how they’re thinking about Artificial Intelligence (AI). AI is on everyone’s mind, but the industry is early in the process of figuring out how to best implement it across the recruiting function. Like any new transformational technology, there is a lot of speculation around it’s true impact. To help provide some clarity, we’ve highlighted the five most frequently asked questions from those conversations, and provided our perspective based on the last seven months of executing AI-driven recruiting for our clients.


1. How is Artificial Intelligence changing the recruiting function?

Recruiting is, and will continue to be, a mission critical function for companies of all sizes. It isn’t going anywhere. However, this very manually-oriented, time-consuming and expensive process is being disrupted and revolutionized by Artificial Intelligence, which is starting to play a massive role in making the recruiting process more predictive, efficient, and cost-effective.

According to, Artificial intelligence is fast establishing itself as a game-changer in the recruiting process, enabling organizations to more readily find and hire just the right candidate for the job1.

One of the biggest benefits of the advancements in AI and machine learning in recruiting is the improvement in efficiency. Using known data about the role and the business, AI removes massive inefficiencies from the recruiting process. Repetitive tasks can be condensed from weeks to minutes, allowing employees to allocate more time to higher value tasks.

Being able to crunch data in real-time allows recruiting teams to be more strategic by creating forecasts of time and level of effort required to hit hiring timelines. This allows recruiters to spend time on higher value activities like personalization, relationship building, and candidate nurturing.

Costs savings are derived through increased productivity per recruiter, less reliance on staffing firms, and other lower ROI-based spend.

In LinkedIn’s recently released Global Recruiting Trends 20182 survey, it identifies AI as one of the four trends that will shape the future of recruiting. Companies who move first will have a significant advantage over their competitors in the war for talent.


2. What are the requirements to implement an AI and data-driven system?

LinkedIn’s 2018 survey outlined the areas where AI will have the biggest impact on recruiting. These include repetitive tasks like candidate sourcing, resume collection/parsing and nurture marketing2. Recruiting teams should start applying AI to these activities, as they will provide the biggest positive impact to the process and fastest ROI.

In a recent blog post, we outlined the keys to getting started with AI. The actual requirements to get started using AI are very minimal. Three key steps to get underway:

  1. Gather the targeting parameters. A tool like Upsider leverages information you already have available, such as job requirements and metrics about the role. This includes the information hiring managers and recruiters are tracking on a regular basis. For example, for technical hires, data scientist, 10+ years experience, salary range $x-y, target hire date, etc.; or in a sales role, revenue goals, average order value, close rates, territory, and resulting comp package. Collect those metrics about the role and overall company business objectives.
  1. Run the facts about the role and business through the AI engine, which will analyze hundreds of variables across millions of companies. The AI engine will immediately identify the total pool of candidates who align with the role metrics. With the pool of candidates identified, recruiters can select any number of prospects with whom to start the engagement process with. 
  1. Execute outreach nurture messaging to connect with candidates, delivering relevant messages at the right time as they consider new career opportunities. Sell the role, highlight how the job will further career goals, eliminate objections. Deliver messages across email and social channels.


3. In light of the buzz around AI replacing jobs, how do I get my team to embrace AI tools?

It’s safe to say that recruiters may not love the tedious process of sourcing candidates, asking their hiring manager for the dreaded “list of companies” to target, or searching resume databases for days and weeks to find a list of reasonable candidates.

AI eliminates these manual tasks and allows the recruiter to spend their time on strategic activities like creating a more relevant outreach program, executing high-value candidate nurturing, doing deeper research on candidate background, and increasing their bandwidth to take on more roles. AI drives massive productivity gains.

We have experienced the productivity gains first hand. During our development process building the Upsider platform, we worked with a few dozen clients in full-service recruiting engagements. Most of these relationships started before the platform was ready for testing, so our recruiters transitioned from traditional recruiting tactics to AI automation. Once they began the AI assisted recruiting process, they immediately became 5x more productive. We detailed the process in a recent blog post.

AI won’t replace recruiting jobs. It will make those jobs better, eliminating the monotonous aspects, freeing up the recruiter to work on the more rewarding facets of the role – helping the hiring manager find great candidates (quickly) and assisting the best of those candidates to take new roles that help their careers. A win-win (and win for the recruiter).


4. How will AI impact my relationship with hiring managers?

We spent a lot of time with hiring managers while building the Upsider product. One of the biggest complaints we heard from their perspective: “Recruiting is like a black box. We submit our requirements, it goes dark, and then we get asked to review interested candidates. If there isn’t enough candidate flow, we typically do not know why, and we don’t hear much feedback from the recruiter during the process.”

AI and a data-driven platform can have a significant impact on this recruiter/hiring manager relationship. Because AI can analyze millions of candidates across hundreds of variables, it arms recruiting teams with deep data insights to impact the search, from requirements development through the recruiting process.

Once this recruiting process is underway, the AI system returns predictable conversion rates and timelines, enabling recruiters to communicate to hiring managers the number of candidates available for outreach, as well as the expected follow-on conversion rates: how many responses expected, number of screening calls that will be made, the size of the qualified candidate pool, and finally — the hire, and as important, how long that role will take to fill. Being able to present the required candidate pool size and the “projected role fill date” is an effective way to manage expectations.

This results in better predictability and accurate forecasts for candidate fulfillment, which is critical for managing the recruiter/hiring manager relationship. The black box is eliminated. Clearly, AI will have a major positive impact on this critical relationship.


5. How is ROI measured with AI-based tools?

AI introduces tools that make the recruiting process significantly more efficient. Recruiters become more impactful, productive, and strategic, allowing them to spend time on higher value activities like personalization, relationship building, and candidate nurturing.  Costs savings are derived through increased productivity per recruiter, less reliance on broad based candidate acquisition spending, and other lower ROI-based spend. AI’s impact can be tangibly measured throughout the recruiting process.

Key performance indicators include:

  • Time-to-hire
  • Conversion rates through the recruiting stages
  • Reduction in candidate-generation advertising spend
  • Overall cost per hire
  • Employee retention rates


Find out more about AI and Recruiting

If you’re interested in learning more about how other companies are taking advantage of AI in their recruiting process, and learn how you can use AI, you can easily contact us and/or schedule a demo at 


  1. Note. From “How AI is revolutionizing recruiting and hiring,” posted by CIO | September 1, 2017
  2. Note. From “2018 Global Recruiting Trends” posted by LinkedIn Talent Solutions | January, 2018
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LinkedIn recently released their Global Recruiting Trends 20181 survey results and highlighted Artificial Intelligence (AI) as one of the four key trends shaping the future of recruiting. As the paper says, “…(AI) is on its way to revolutionizing the talent industry.” The following chart from the survey highlights that Artificial Intelligence is also the earliest of the four trends, which creates a big opportunity for early adopters.  

Given the massive impact AI can have on recruiting productivity, speed, and cost savings, companies who adopt AI now will have a major advantage over their competitors. Harvard Business Review summarizes it perfectly: “If managers aren’t ramping up experiments in the area of machine learning, they aren’t doing their job. Over the next decade, AI won’t replace managers, but managers who use AI will replace those who don’t2.”

Getting Started

There is a lot of content produced about AI and its impact on recruiting, but the question we hear most often is, “How do I get started?” This LinkedIn survey chart highlights the key functional areas that will be impacted most by AI:

Upsider research has identified that over 60% of recruiting time is spent trying to find the right candidates. Based on those metrics, if you’re going to test AI, the biggest ROI opportunity is candidate sourcing.

When it comes to candidate sourcing, weeks and months of human work can be executed in a few seconds using AI. The system should take inputs about your role and business, and auto-generate an ideal set of candidates. Based on targeting parameters, AI will analyze hundreds of variables across millions of companies to define the right targets at a scale not possible in any other way. It will also analyze candidate data and surface a wider range of bias-free candidate pools based on sophisticated scoring techniques. All of this occurs in real-time – i.e. click button, see candidates.

Recruiters become more impactful, productive, and strategic, allowing them to spend time on higher value activities like personalization, relationship building, and candidate nurturing.  Cost savings are derived through increased productivity per recruiter, less reliance on staffing firms, and other lower ROI-based spend.

A client who launched on the Upsider platform earlier this month provides great example of the power of Artificial Intelligence. With 20 minutes’ worth of work, they were able to identify 100 high-quality candidates, reach out to 50, and have five screening calls scheduled within 48 hours.  It would take them three to four weeks to achieve the same results prior to using the Upsider platform.

How Upsider Helps  

For Upsider clients, getting started with AI is a quick and painless three-step process:

1) Gather metrics about the overall company business and role requirements
The requirements to kick off an AI sourcing process are incredibly simple. It starts with gathering the facts about the role requirements based on business parameters. This includes the information hiring managers and recruiters are tracking on a constant basis. For example, for technical hires, future technical requirements based on a product roadmap will surface role prerequisites – i.e. one senior engineer, expert on Ruby on Rails, 8+ years experience, salary range $x-y, location A, to-be-hired by end of Q1. In a sales role, sales cycle information and revenue goals will yield average order value, close rates, territory, and resulting comp package needs.  
Those key pieces of information are entered into the Upsider AI engine.

2) View real-time matches Here’s where the magic happens. The facts about the role and business are run through an AI engine, analyzing hundreds of variables across millions of companies.  With the click of a button, recruiters will immediately identify the total pool of candidates who align with the role metrics, saving weeks/months of time searching through resume databases and profile pages. With the tool pool of candidates identified, the process from here is simply selecting any number of candidates to start engaging.

3) Execute engagement campaigns Goal of engagement is to connect with your candidates, delivering relevant messages at the right time as they consider new career opportunities. Messages are delivered across email and social channels. Objectives of your messages should include:

  • Using data to show how this role and your company will help the prospect achieve their career and personal goals
  • Creating interest for further exploration, including decision motivators (sell it!) and removing perceived risks
  • Differentiation from competitors

You can use Upsider to set up an automated email nurture campaign, complementing your outreach across social channels. Reporting will allow for quick tests to be run to optimize subjects lines and messaging. Creating a dynamic, repeatable and measurable engagement process will drive higher conversions through the recruiting process.

If you’re interested in learning more about how other companies are taking advantage of AI in their recruiting process, and learn how you can use AI, you can easily contact us and/or schedule a demo at


1. Note. From “2018 Global Recruiting Trends” posted by LinkedIn Talent Solutions | January, 2018
2. Note. From “The Business of Artificial Intelligence,” published by Harvard Business Review | July 2017
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This past June I graduated from Princeton University and entered the business world. I interned in HR/Recruiting in summers past, and while I liked it, I learned pretty quickly that the space had a lot of room for innovation. So, I went into my job search with the goal of finding an innovative role in talent management or HR.

Enter Upsider: interviews with Upsider were informative and exciting – Upsider is using Artificial Intelligence (AI) to automate the most time-consuming parts of the sourcing process, and it clicked: this was the innovation that the recruiting space needed, and what I wanted to be a part of.

Old School

When I first joined Upsider, my time was spent as a recruiter, executing with traditional recruiting tactics – browsing resume databases, sourcing on social networks, etc. – for a group of full-service clients. The job requirements and hiring timelines were not based on data, but on an internal, client-imposed set of milestones, i.e. “Need a new salesperson to start next month in Phoenix!…”.  Forecasting candidate pools, conversion rates, and hiring timelines was complete guesswork. I spent most of my time just trying to find the right people to message, and it left little time for the strategic work of personalization and nurturing. Really, the whole process was pretty inefficient.

New School

My timing to join Upsider aligned well with their timeline to start internally testing their new AI recruiting tools. Before long, I transitioned to using the Upsider Recruiting Management System (RMS), and that was a huge game changer. Suddenly, my time was super optimized; when we took on a new role, instead of spending weeks trying to identify a target group of candidates, I was immediately presented with a list of candidates that aligned with the business and the specifics of the role. Additionally, there were data-driven insights that I could use in my outreach to the candidates. I was told by candidates I worked with that the data insights were also helpful to them in evaluating whether or not they wanted to learn more about the role and the employer.

Upsider’s AI tools allowed me to focus on high-value activities, like more personalized messages and establishing relationships with the candidates. I was able to spend more time on the things that mattered, instead of using it all up researching and looking through the haystack of profiles. Using our product, I saw my productivity metrics increased by 5x in the number of candidates calls I was having per week, and that continued on through the rest of my recruiting funnel (candidate submittals, interviews, etc.).

Example of our AI in Action:

We received a call from a client with an urgent need to backfill for someone who unexpectedly resigned. They let us know during this call that they’d reached out to four recruiting agencies to work on the role as well. Through the use of our RMS, we were able to submit eight well-matched candidates by the end of that week, while the four agencies submitted just one person. And that’s not one each, but one total!

AI is the Future, and the Future is Now

In 2017, AI was (and probably will continue to be) ubiquitous– it’s the subject of countless articles and the foundation of numerous startups, and while I’d heard and read a lot about how AI would impact industries and jobs, I never directly experienced AI in a specific application that impacted my workflow until I got to Upsider. While everyone talks about AI taking jobs, this is an application that makes me more valuable. My productivity measurably increased, and I was able to eliminate the monotonous aspects of recruiting – if this is the future, I am so in!

I know you recruiters out there would love to get in on this awesome technology, and that’s the best part! We’ve built our RMS to be accessible to any company and/or recruiter. If you’d like to see a demo, feel free to visit us here:

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Two years ago, we started Upsider to make the hiring process more predictable and data-driven. We spent nearly 15 years hiring and building our own teams, and our initial blog post discussed how frustrated we were with the hiring process – ponderous, labor-intensive, unpredictable, expensive. It was the hardest part of our jobs, to be honest. We weren’t sure how to fix it, but given our own less-than-pleasant experiences, we knew it needed to be done.

Our founding team has extensive backgrounds with the data-driven solutions available to marketers and investors. So we thought, why not apply a similar data-driven model to the world of recruiting?

In our initial attempt to solve this problem, Upsider started by manually recruiting for a handful of companies, using a data-driven approach to introduce roles and candidates. This process was very successful, so we built technology to automate the process, which came in the form of a sales-specific hiring marketplace. This business performed well (getting to breakeven one month post-launch), but in our hearts we felt like we weren’t addressing the problem at a deep enough level, so we took another look at the issues.

Going Deeper with Data & Artificial Intelligence

After talking with nearly 100 recruiting teams about their day-to-day process and pain points, we heard a few reoccurring themes as root causes of recruiting inefficiencies:

  • Headcount plans typically come top-down, with little to no consideration for available internal recruiting resources and marketplace considerations.
  • Recruiters spend 60-85% of their time just trying to identify candidates that meet top-down requirements, which is a very manual and repetitive task.
  • Recalibration of hiring requirements based on market availability is slow and drives a lot of wasted recruiting efforts. 
  • If hiring timelines start slipping, it can lead to expensive options like 3rd party recruiters.

 To address these problems at a more impactful level, we knew we could deliver a set of data-driven productivity tools to provide better visibility into talent pools, and automate a lot of the repetitive work that recruiters have to do every day. So we doubled down our candidate-employer matching algorithm, adding more sophisticated Artificial Intelligence (AI) functionality, and applied it to a data set of millions of candidates. We built an easy-to-use interface to allow clients to quickly execute their recruiting efforts. This combination of data, AI, and software enables recruiters to:

  • Accurately forecast time and resources required to hit hiring goals.
  • Automatically identify target candidates in any city in the US.
  • Automate the outreach to those candidates to improve conversion rates.

The Results

The new Upsider platform automates 90% of the work from job requisition to screening calls. The platform specifically addresses the biggest pain points we heard from recruiters, and initial results have exceeded our lofty expectations. A few examples:

  • A cloud infrastructure provider leveraged the Upsider platform to have an immediate impact on their hiring speed. Upsider candidate-identification AI allowed them to increase their sourcing velocity by 4x, freeing up their recruiting team to spend more time on strategic and customized outreach. They were able to use fewer recruiters on the roles while filling the hiring funnel 5x faster, increasing their candidate pipeline flow from 2 interviews per week to 10 per week.
  • In a thirty-day head-to-head test of person vs machine sourcing, the Upsider platform produced four times more candidates than any of the human recruiters in the test.
  • A SaaS company maximized their recruiting efficiency with the Upsider platform, increasing their candidate conversion rate 5x with the use of more data-driven messaging and automation.

Time, experience, learnings, insights. Two years is a lifetime in many ways. Upsider has come a long way and we are super excited to bring our Recruiting Management System to market. The initial impact has been impressive, and we look forward to helping more companies increase the efficiency and predictability of their recruiting efforts. 

Get More Information

If you’d like to see how Upsider can impact your recruiting efforts, please schedule a demo.

To learn how Artificial Intelligence is solving the biggest recruiting efficiencies, click here to get a copy of the informative whitepaper “Impact of Artificial Intelligence on Recruiting”. 

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Here is a story of how one superstar candidate who sold pharmaceuticals made the transition into a different role, overcame all objections before we could make them, and ended up getting hired by a sales manager who would never consider someone with her background.

Before working as a Talent Parter at Upsider, I recruited for a Consumer Packaged Goods (CPG) company where we hired Territory Sales Managers. For context, they sold product into brick and mortar locations. We had an opening in Eugene, OR, and I remember my hiring manager explicitly telling me on our intake call, “I don’t usually interview pharmaceutical sales reps”. Selling into pristine doctor’s offices with air conditioning and nurses walking around in scrubs was not the same environment as run down retail stores with bullet proof glass. The environment and products were on complete opposite spectrums.

So, when I came across a resume for a “National Award Winning Medical Sales Professional” who spent her entire career in pharmaceutical sales, I was hesitant. But, her accomplishments and numbers spoke for themselves, so I thought it would be worth a phone call.

Boy did she WOW me.

On our first phone interview, she demonstrated all the desirable soft skills such as visible displays of excitement and clearly communicating specific examples of her accomplishments and work history. She used the word “fun” way too many times, enough to get the point across.

But what really differentiated her from any other salesperson I’ve interviewed before and what sealed the deal for me was when she told me that before our phone interview, for 2 hours, she had driven around town visiting several local retail shops to see to see where we had distribution, spoke with the business owners about what determined price points and display space, and even bought a few of our products to see what the packaging was like. (Did I mention she didn’t even use our product?)

Needless to say, she carried that momentum into the rest of the interview. Throughout each step of the process, she wrote personalized notes to each interviewer explaining her key takeaways, reaffirming how she could contribute to our success, and thanking us all for our time. She even CC’ed the hiring team, including the hiring manager’s superior on an e-mail that pointed out qualities about the hiring manager that made him a desirable person to work under and learn from. People love genuine compliments.

The research she put into our company and products differentiated her, making her far more desirable than candidates even with relevant experience. The icing on the cake — after she was hired, she sent me a handwritten card.

Talk about building relationships. Every step of the way, she went above and beyond to stand out as the best salesperson I’ve ever interviewed.

Are you looking for a new job or know someone who is? Share these 5 tips with them on how to have the perfect interview.


1) Smile and Dial

Trust me. A recruiter can tell the difference between someone who is beaming with excitement versus someone who is sighing on the other end of the phone like it’s the end of a long day. Even if it is a bad day, suck it up. You have to sell yourself in an interview like you’re selling a product to a prospect.

2) Quantify your accomplishments and contributions

Anyone who watches Shark Tank understands that an investment rarely happens unless the financials make sense. My star candidate was a top performer so she wasn’t afraid to mention her numbers. 167% in 2015, 140% in 2014, 155% in 2013…. need she say more?

3) Use Stories

Maybe you’re not an exceptional performer or you sell Galaxy Note 7’s so you haven’t hit any of your goals. You need to use stories to explain why things did or didn’t go your way. She told an awesome story about how she managed to wiggle in the back door of a client and had a doctor throw a shoe at her, yet she still somehow managed to close the sale 10 minutes later. Make people like you, believe in you, and relate to you, especially if you don’t have the results to prove it.

4) Prove you can do the job before you get the job (especially if you’re changing industries)

Hiring managers, as my founder Drew Koloski sometimes says, can have incestuous hiring tendencies, only speaking with candidates who have relevant experience. It’s easy to prove you can do the job you are interviewing for if you have done it before. For someone looking to change industries, you need to research and hustle.

Do a pre-interview project. For my star candidate, that meant buying our product, pitching the idea to the retailers, and selling the concept. If you’re a salesperson in HRTech trying to break into MarTech, go onto the companies website, create a presentation of their product, and reach out to potential clients. I guarantee if you walk into your interview with 3 potential companies interested in buying their product, you’re chances of landing the job will skyrocket from “lost in the abyss of resumes” to “negotiating a 30% raise”.

5) Be likable

People want to work with people they can sit with 10 hours a day. After her last interview, our star candidate praised the hiring manager and CC’ed his boss. A little flattery goes a long way. After I got my own handwritten note, all of a sudden I wanted to move to Eugene, OR.


Daniel Ahn is currently a Talent Partner here at Upsider and helps salespeople use data to better understand and advance their career.  To learn more and get connected with Dan – visit our home page.

Watch Fifty Shades Darker (2017) Full Movie Online Streaming Online and Download

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Picture yourself as a hotshot Account Executive with three years of selling experience in your first sales job.

You are selling data-driven marketing software as a service (SaaS) to businesses.  You earn a $70,000 base salary and made about $160,000 all in this past year. Not too shabby for 3 years of sales experience (mom was so proud over the holidays). Your Average Order Value (AOV) is $18,000. Sales Cycle, only 38 days.  You hit over 125% of your goal the last two years since you graduated from the Sales Development Rep (SDR) program.  You doubled down early on and took a “blue-collar” approach by applying a tireless work ethic to prospecting.  You still use the skills you learned early on and continue to grind.  You cold prospect systematically, network, you are a leader, are creative – whatever it takes.  Your sales career is off to a fast start!

Now – Fast Forward to 2020. 

Trump is campaigning (and still tweeting…) for a second term, wow did that go fast! Life is good because you leveraged your sales metrics via Upsider to finally landed your first true Enterprise Sales Director role at a big time company. You start right away, congrats! You are excited. Big time deal sizes, challenging sales cycles, C-level decision makers, a legit expense account. Onward and upward, baby!

Start 2017 By Measuring Up to The Best Tech, SaaS & AdTech Sales Jobs in NYC.
Get Started by Entering Your Sales Metrics on our homepage

Your First day

After a 17 minute Hyperloop from 217 miles away, you walk in the door to your new office on your first day feeling confident, if not a little cocky.  Your awesome new company has a powerful brand, hot product and has invested heavily in the latest and greatest in sales development and inbound marketing.  First up? Sales team orientation. You put on your standard issue Virtual Reality (VR) headset for the new hire presentation and pass out some virtual fist bumps to your new teammates in other locations.  You are all sitting in a virtual tent at a virtual base camp on virtual Mount Everest. Nice touch, inspiring!

Continue reading AI or Bots Won’t Make You $200,000+ in Your Next Sales Job

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Have you ever wondered how sales job opportunities “open up”?  Is it because someone left the company? Did someone not hit their number and get fired? Does it come from the budget surplus of a sudden growth initiative? Maybe there was extra budget left over in Q4, and management is saying “it’s got to go somewhere!” or the hiring manager has the “use it or lose it” mentality.

Continue reading Your Dream Sales Job Is Probably Not Open

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typewriter_upsiderQ4 is coming soon, are you ready? It’s a critical time of year if you are in sales and it’s important to roll into October full steam ahead. Sure you can make more calls, send more emails – just do more, right? Alternatively – you can try to work smarter, and do something to differentiate yourself. What are you doing to start adding your knowledge or relevant personal experience to your prospecting to help convert outreach and move the sales cycle faster? Continue reading Q4 is Coming. Salespeople Write Something Immediately.

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After a lot of speculation, leaks and poorly kept secrets Apple announced the newiPhone 7 today. The big reveal: it doesn’t include the familiar analog headphone jack. There’s already much controversy and opinion on this potentially bold, if not risky, move for Apple. Not that they haven’t done it before.

Innovation always comes with risk. But sometimes it takes much longer than you may think for mainstream adoption.  It took about 3 years for the New York Times to mention the Wright brothers after their first flight — and that was for the accomplishment of enabling humans to fly.

The ways in which salespeople discover jobs and employers find salespeople is in need of the some serious innovation, particularly in regards to “the headphone jack of sales recruiting”: the resume.

James Martin/CNET

James Martin/CNET

Continue reading Killing the Headphone Jack for Sales Hiring

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