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Communications
As a recruiting firm for high growth enterprise scale technology product and service/consulting companies, Xtra Effort is frequently asked “What is HOT”? This message should answer that question. It summarizes Xtra Effort’s current client hiring requirements, including: Solution Offering Title/role Compensation Location Client’s Criteria for Candidate to be considered You may find it to be helpful...
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As an executive of a high growth enterprise technology or services company, you may constantly feel pressure to identify and hire the elusive ‘A’ player. The  biggest challenges with hiring the ‘A’ player: 1) Lack of agreement of what your ‘A’ player may look like.  An ‘A’ player for another employer may be improperly considered an ‘A’ player for...
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  Today, I received this reply from a potential candidate. I am not sure if I should feel like a pain in the neck and/or a recruiting savant.  As long as there is strong alignment between his background and the Xtra Effort client need, I can feel good about the process … and hopefully the...
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Xtra Effort’s Application Tracking System will occasionally post our job orders for “free” on Indeed, ZipRecruiter, etc… We get countless resumes from these sources for enterprise software sales and sales engineering roles that make us scratch our heads.  We suspect our clients’ internal HR organizations and hiring managers must be blitzed with such-off-the mark candidates....
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Xtra Effort is now offering Sales, Customer Success, and Sales Engineering Candidate Bench Building Services to help respond to unanticipated turnover disasters.
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I recently attended a Boston Enterprise Sales MeetUp. The topic was “Make Your Sales Team Rockstars!- Continuous Sales Development”. One of the guest panelists was Mary Rogul, VP of Enterprise Sales at Boston- based Mautic. She was previously with HubSpot and was a key sales player in their early stage growth. Mary made a comment that...
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Xtra Effort recently helped an enterprise SaaS company hire a top notch SaaS sales executive. She was particularly effective with business application software for Fortune 1000 companies. She referred a proven Sales ENGINEER who also had strong data analytics skills and sales savvy with the enterprise content and marketing segment. An Xtra Effort client hired...
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Xtra Effort has discovered that some of our more innovative and successful clients have embraced an approach to identifying talent that echoes Belichick. Specifically, to  have a deep understanding of what skills are truly needed for success within a given time period, process, and role. This helps them better SEE the right talent at the right...
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You have approximately 55+ work days (net of Thanksgiving and December holidays) to identify, evaluate, persuade, reference check, negotiate, and administratively process incoming recruits. You also need to allow for the candidate’s provision of a two week notice with their current employer.   Depending on your process, each recruit may require the following steps along the itemized time...
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