Hello. Can you hear me? Can you see good ad? Can you help me with your colleagues last name? Yeah. Thank you. I also teach Marketing at DOD. Me and I'd be subbing for him while he's teaching today. Ours out. Hi. Hi Jackie. Lot about the pronunciation of your last name, right? Why should I call it the presenter mode or yes? Yes, I will. I'm going to I'm trying to see what I can do here. Is everybody here has permission to share the screen. I think ideals. Are you able to share the screen? Yeah, you are. Okay. So that's I think the default setting. And I'm also going to make you the co-host in case you want to do anything else to answer questions, Jackie. So that way you will have all the privileges of showing the presentation and other things. We give it one more minute, so BB gun join us and then yeah. Okay, I think we can get started. What do you think is a good Okay, We're ready. Hello everyone. Welcome to the superstar selling Speaker Series. You guys have been to more of these than I have, but I'm very excited to be here today because we are joined by wonderful people from Beacon Hill staffing. We can l staffing is a big partner of the learner sales program. And our students have worked with an benefited a lot from this partnership. And today we have Laura, Jacob, and Jackie pull each year from Beacon Hill staffing. We're going to talk to all of us about how do you know that you've joined the right company or the wrong company relative to sales culture. So that's something really weird thing. Like sales is an integral part of everyone's life every day. So it's going to be interesting to all of us. I know students will have questions and then so all hold your questions till the end. And Jackie and Laura, I will tell you when they're ready to take questions. Please stay away, connected and if possible, turn your videos on through the lecture. Okay. Jackie and Laura road is all yours. Well, thank you for that introduction and thank you everyone for joining us. We are thrilled to be a partner of this incredible program and meet fantastic students semester after semester. And I, as the corporeal recruiting director, had been so lucky to meet so many great blue hands and partner with them as they were interviewing with our company. And Laura is one of those people and the word superstar could not be more fitting. I'm excited for her to tell you about her career trajectory, but she's very humble, so she's not going to brag the way I'm going to brag about her. She has accomplished incredible things since joining us. Joined us at a scary time to take on a sales role. Then maybe she'll give you a little bit more insight into what that was like. Literally, the pandemic hit and we had to shift out her start date. And just a very interesting story and I think really speaks fall to what resilience can bring in return when you are in a sales role and in a really challenging economy and challenging global, global conditions in general. I am happy to talk to anyone. We will take questions after the presentation. And if you're interested in doing what Laura does, we certainly want to talk to you more so juniors and seniors, but it's never too early to start thinking a full-time career opportunities. So without further ado, let's get started. Laura, time for you to take the floor and go ahead. Tell us a little bit more about your path to Beacon Hill, your time at UDL, and then I am excited to hear from your perspective what makes you feel like we are the right sales culture. Absolutely. And thank you so much for that lovely introduction Zak in. So nice to be here with all of you and honored to be a part of this speaking series. Like Jackie had mentioned, I am a senior staff and consult and over here at Beacon Hill, I work in our New York City office right by Bryant Park. I'm not sure how many of you are familiar with the area. I started with Beacon Hill in October of 2020. And having been a graduate, like Jackie said, during unprecedented times for everyone, not really knowing what to expect in a college or a first job right out of college in general, let alone in the midst of a pandemic. So kind of a tricky time. But Beacon Hill, I'm grateful to be here and I can't wait to tell you are my journey on and how I got there. So Jackie, without further ado, can go to the next slide. So I graduated from Delaware in May of 2020. I study communication in my undergrad and took a lot of marketing and PR focused classes and wasn't really sure what I wanted. To do after school, didn't really know if sales for something for me. I took some sales courses. I was in Greek life and you never really realized, know how sales-oriented that is. I'm not sure if any of you here today or in Greek life, but I'm sure if you are, you had to participate in the recruitment process and so that in and of itself, you're selling our sorority or fraternity or a club you might be in. I'm pitching the benefits to people. I also was a member of the running club and so we would have little pop-up tables around campus sharing the benefits of that, but never really realize it. But sales at the moment and had marketing and PR internships throughout the summer are paired with Nanyang and ultimately show is communication as my major in school because a, I love to talk and communicate with people. And B, I figured it was kinda like a broad horizon to what I would do after school. I had some family members in sales. My older sister is in product sales out in California and Illinois, eavesdrop on her calls whenever she would be home for break and I would listen in on the little competitive nature and the push back she would give to people on the other side of the phone. It I always thought it was so interesting, but I never knew how much it really resonated with me. I had a close relationship with a professor of mine at Delaware and the communication program, Dr. Moore and said, I'm not sure if any of you have had him. He's amazing and he was the first-person and kind of put recruiting on, on my radar. And he said, You know, it's kind of a great way to almost sell human beings and market back towards different companies and different opportunities. And so ultimately, when it came time to apply to jobs, That's kind of what we mean, surf around on the web for different recruiting companies. And I applied to Beacon Hill and lo and behold, Jackie O, the world too came across my resume EMS person who introduced me to begin Helm. And some things that kind of stood out to me about big inhale right off the bat was Unlimited Commission potential. A lot of companies within sales you have Commission cats. There were also a lot of clear metrics from the start that began Helen harvests in place that you hit these goals. You know what they are from the start, you get to the next step. Whereas a lot of companies, you have to be summary year to hit those goals. You're really a manager of your own destiny over there. And you can take for over here, I should say. And we can really take ownership of your position. Those are just some things aside from having a competitive background and playing sports my whole life being from a large family, that competitive edge was kind of something that mani be led me to sales and ultimately led me to Beacon Hill. See Jackie feel free to go to the next slide. So I was slated to start working at Beacon Hill in June of 2020. So right after graduation and obviously we're still in the midst of the pandemic. So that start date kept getting pushed back. And ultimately, I started in October of 2020. And I started as a staffing consultant, which essentially means I'm a recruiter. So I work on the candidate side that deals with all the people. Now at Beacon Hill, we have a sales side that consists of account executives neighboring of the copies. So they work with all the clients and they get in all the jobs. Then we have the recruiting side that consists of staff and consultants and we deal with all the candidate management. So we find the people that we send to these jobs. And so I work on temporary and temporary to permanent positions. So I place people in roles that look a little bit like subbing or the corporate world. We also have longer term contracts and then essentially permanent positions with trial periods where you start off campaign for a certain amount of time and then after that time period, you're converted to a permanent employee. The types of roles that I will con specifically are within the administrative and office Office Support roles. So those look like receptionists, admin assistant, executive impersonal assistant. Some marketing roles all fall under that umbrella. So pretty much anyone who provides support to an individual or an essay. And so kind of what my day looks like is I go through resumes in what we call an ad responses, my best friend, it's basically a software created that kind of funnels all external applicants into a database. So I look at people who have applied on career bell jar or an indeed a glass door. And I go through their resumes and I pick candidates, the people who are applying to jobs that stand out to me. And iPhone screen them. And if they sound good on the phone, I schedule and internal energy with that. Typically a phone screen is like less than five minutes and they usually know within the first minute or so, if the candidate is going to be strong enough to represent, they can help because we send them to the client so they can articulate their past experience. Wow, answer my questions directly. Have a warm, friendly tone over this. All, those are all kind of things that I look for and a strong candidate. And then I bring in those candidates. And from there, it's essentially like a matchmaking process began in these jobs from our account executives. And then I bring in the people. And so based on the profile of these candidates. I will meet with them and I'll find out what's motivating their job search. Are they looking for more compensation? Are they looking for a better company culture? Maybe they are cloud over there in cough h and y's. And then of course we'll walk through their resume and get a feel for what they'd done at each of their roles. We'll go over why they left each position. And then if they are qualified candidate, I'll do what we call a sub mill. And I'll put together a little send out that I send to clients. And so are a central or account executives. And then they kind of vet candidates from there and send them to the client. And so part of that submission, so mental process is compiling a little write up about a candidate, re-doing their resume. And in my little write-up about the candidate is kind of your way to sell the candidate to the clients into their account executives. And when I first started out in this position, the market looked a little bit different than it did now. There was certainly not as high of a volume of jobs you're working on. And so there were some competition internally. We would send all qualified candidates who are our account executives, and they would pick, say, the top three candidates from there. So I had to learn how to get creative and based on my conversation with this candidate and knowing more about them that way, pig clients can just see on paper, I had to kind of market their resume and sell them to my account executive who had been kind of sell them to the client. And why they should meet with this candidate or why is this candidate the perfect one for your job? And so I'm starting out in this job that was competitive, kind of getting your account executive to pick up on your resume. We also have temp jobs which are sort of those subbing for the corporate world that I was describing a few minutes ago. And so essentially, say a corporate company needs a receptionist for the day. Someone calls out sick last minute, it's fair game for everyone on my recruiting team. Call all their candidates that they've met with that meet the requirements for this job and fill the position. And so that's something that's very competitive. Everyone hops on the phone and they make calls. The first-person that fills the job places the position, or places the Canada, the position. So throughout the start of the pandemic, there was an add as many needs for that because working on Office Support roles. Think about it. You don't have as many receptionist in an office because in the beginning of the pandemic, people weren't going into offices. You didn't need anyone sitting at the front desk meeting and greeting people. You didn't need as many executive assistance booking a CEO's travel because the CEO wasn't going anywhere. So my job was a lot slower. And as I started in this position, I really saw how are as a GRU in this role and has the market changed? I really saw the volume of jobs increasing. I had to bring in more candidates. I had to work on more submittals, so how to send more people to clients? I constantly had a source for new candidates. And so with that, I really saw those metrics that were put in place for me from the start at Beacon Hill, I saw them that I could physically reach them. So I know I know prior slide we had that I hit rookie club. So essentially it back is a achievement that you can make. Only have one chance to get. A API can help the achievement you only have one chance to get. And that's because you can only reach it in your calendar year, your first calendar year. So I started October 3rd. I had until October second, but the following year to hit it. So basically you have to achieve $10 thousand and what we call spread. And so that's essentially like the breakdown of how much money you make off your candidates. You have to hit that. You've done $10 thousand and spread for two weeks. And if you hit that, you get Rookie fun. And if you have four weeks of $10 thousand and spread, then you hit senior staff and console, which is a promotion. And so Beacon Hill really had those clear milestones from to start. And they're very set in stone. But those milestones, you can't be $0.01 below 10 thousand or else you won't get it. And so I think that just gives yourself, the driver gave me the drive and motivation to hit those goals. There were clear metrics from the start. So that's kind of how I got to my position now. And so in talking about how the submittal process works and competing with my team members to get my candidate to the finish line or fill that last minute temp job. That's the sales nature of this position, which I love. Typically in a lot of sales roles, they're very independent. You're shooting for your own quotas are reaching that. It's something that really sets Beacon Hill apart, is that yes, we're competitive, but we're not competitive. Interrelate with one another. Something about Beacon Hill and being a recruiter. It's a little bit different than traditional sales, is that we are selling services and not necessarily a product. So when I get a candidate on the song and I want to meet with them, I'm selling Beacon Hill is a free service. The companies pay us, not the candidate. So essentially, someone who's looking for a job, a job seeker is using me as a free resource to be the middleman and their job search, send them to ten them to jobs that they might not have ever heard of. You know, be the person to edit their resume, prep them for an interview, helped them on a thank you note. So you really have to push the benefits of that. Also something in this sales job is you're only as beneficial as the candidates. You can really only benefit yourself, the mouse. So if you bring in good candidates, you're going to place them at jobs. More clients are going to want to hire your candidates, became a strong candidate. And really what you put into this job is what you're going to get out of it. There's no competition in all its sales roles. Something that you can before in this job is spread, kinda like what I was talking about, which gets you to hitting those achievements. And I'll get to some more in a bit as well. And so the harder you work and how do you compete in this job, the more scribe you're going to make. And ultimately that just means more money in your pocket. And so something about the culture over here and sells at Beacon Hill is that we're competitive, but we're not competitive with one another. Which is something that I think really sets us apart from other cells, base jobs. And so Jackie, you can go to the next slide now. And so, you know, how do you know if you've joined the right company relative to sales culture? And I'm going to tell you a little bit about Beacon Hill. Just a personal anecdote that I have about sales being individualistic, I think is something that really doesn't sand true at Beacon Hill, for instance, when I was really close to the finish line and hitting that with the club, Mark was my first days working in the office, having been remote throughout the pandemic and we got an attempt job. It was a temp cold calling job. There were there were only four slots to be built. And I was working on a team of 10. We all have a pipeline of candidates, which that basically means candidates that we've met in the past. So typically when attempt job comes out, it's fair game for everyone to call other canids and build the job. Well, lo and behold, all of my colleagues sit up from their desks knowing how close I was to hitting rookie club. And they said, Laura, what do you have? Give us a list of your candidates. And so as much as them filling a job, whatever helps them hit their Miles Jones, increase their spread, benefited them towards hitting the other accolades that we have in place. Everyone was just as competitive to have me reach the finish line and they wanted me to hit that rookie plug just as bad as they wanted to sell the job themselves. Those for cold calling positions are actually what pushed me over my spread and allowed me to achieve workweek lab time. Something that's also really unique about IQ and Hell's sales culture. And just something really positive about our sales culture is the camaraderie, for instance, resource candidates. So I might go on LinkedIn and those messages that you, I'll probably received from people. I'm not a robot or human beings. We, we run searches and we look for strong candidates for our jobs. And so we'll have team meetings and no one really, or it's their successful texts. We had one of our top performers on the recruiting team share all of their sourcing tips for how they got strong candidates and that ultimately and benefited the entire team. When someone is out. We're not just letting all of their work and their candidates fall to the wayside where covering for one another, it work in pots and we're constantly jumping in if someone can cover their desk. Been something that I mentioned prior is Beacon Health uncapped commission. That just really shows you that the sky's the limit and a lot of sales job kind of how caps on those. We also have incentives. For instance, we have team bonuses. If we achieve a team bonus for currently in a competition, if we hit a $757,500 thousand and spread, everyone on our team gets a $1000 bonus. Next one that we have to hit, its $200 thousand. If we hit that, we all receive $2 thousand and so on and so forth. And so that's just a nice friendly little competition that we're in now that's really pushing everyone to work their hardest. And we also will sometimes have competitions within our other offices. So for instance, my New York City office just had an interview competition with our Boston office are one of our quotas we have to admit meet on the recruiting team every week is that we have to interview a minimum of 15 candidates per week. So we had a competition with Boston and who could bring in the most candidates in a week. We ended up losing New York. Unfortunately, it was a great eight by eight in front of her and her risky and night out in their city. Totally expense to Beacon Hill, which is kinda just another great incentive. Everyone on my team that I work with myself included. We're very money motivated and we have team goals that are clearly were put in place for us to head. And so I think that's something that's just great. Another thing, starting out and sales position is that especially right after school, it can be tricky to navigate. You know, you're constantly looking for new tips on how to succeed or how to hit your numbers are or exceed your numbers from the prior week or the prior month. And so something that's really special over here at Beacon Hill is we have a mentor mentee program. It When you first started, it can help to start off having these weekly check-ins. I was a mentee and I had a mentor and they're just somebody can combine it. You can pick their brain. They're typically in another city or even state and Yale. So they can really kinda provide an insight to the role and give you tips on the sales culture. Which I think is something that really stands out with Beacon Hill and not a lot of people have, again, there's that individualistic. These things work for me. I'm going to keep that to myself because I'm doing so well. And I think we can hell, is really all about spreading the wealth in the literal sense, and also just as human beings and sharing those tips with one another. Her achievements that I myself hope to hit this year is something called top of the Hill. Beacon Hill of you reach a certain number and spread and you receive a 1000-dollar gift card and you get to on a shopping spree, some of my co-workers just did it if you'd be back and it was amazing party that comes to the office, they pick you up, you go on a shopping spree, and then the entire office meets you afterwards for pizza and just hanging out. And then we also have President's Club. And this is kind of like the, the top achievement. You can reach a peak and hell. And if you hit this, then you get to go to the breakers in Florida. You get spring of plus one. And so I think just something about company culture and knowing if you've joined the right sales company in regards to company culture is really finding a company that values your hard work. It gives you clear goals that you can work towards. And when you reach those, when you reach those goals gives me you're rewarded for that. Sales is a tough job. Minutes, something that's fast pace and there's always something for you to do. And so I think finding a company that values your efforts and is surrounded by people that wants you to succeed just as much as you want to succeed yourself is something that's super important. And just to look out for in sales culture that I think big intelligence embodied two to the max. And I could go on and on and on about so many other things that they can hell has to offer. And then I can write it out. And then Jackie, you can go to the next slide. And so I just wanted to end here with some tips on looking for a job after school and just kind of applying to some position. So something that I always ask my candidates before they are, when they're looking for a job. It's what's really motivating Yale. So you really want to accompany great company culture. Qy, something that's going to allow work-life balance. Do you want a certain industry size of companies? So really compile a list of what you're looking for. Outsiders. Don't be afraid of temp work. You know, I place a lot of candidates right out of school. We're looking to build corporate experience on their resume. And all it takes is one job to put on your resume that you've worked in a corporate capacity. So don't be afraid of temp work. This is just kind of Marsland, smaller scale things to help you throughout the interview process. You know, of course do your research on accompany. We're now gonna kinda crazy world. So navigating these new times as the role transitions back to a sense of normalcy, but some interviews or virtual out. And so that kind of creates a different element. You don't have that ability to create an initial connection with human beings by shaking their hands and looking them in the eyes. So I think some small things looking into a physical camera when you're meeting with an individual can go along way and really create that interpersonal connection that my lack in a virtual setting. Of course, come with strong relevant examples that your past experience, you know, sell yourself to these companies. You know what sets you apart that you can't see on your resume and come with those examples. And of course, you always, always write a thank you note some clients use it as a writing sample now, so really personalize them as much as possible. And we suggest, you know, jotting down some things that stood out in an interview right after you're finished. Or maybe a nice example you might have given to the person interviewing you to kinda close out on. Those are just some little tidbits of information that I would suggest in your job search. And I know by all means I can put my e-mail in the chat if any of them are actually further tips are to connect afterwards. Happy to be a resource. Beyond that, do you think we'll do questions at the end? You always say if, uh, if anyone has any. Jackie. Thank you so so much, Laura, I love. I mean, I've been able to bear witness to all of your success, but I love hearing you talk through some of those things. I did not know that about the four cold calling temps, that guy you to the finish line like I got chills because your team is so supportive. I mean, I see it in action anytime I'm in the New York office and they're all very, very collaborative. And so much of what Laura said is what's kept me here for nine years. It's an organization where you are rewarded on a lot of sales companies have the fun stuff. I think what I always say with us is the backbone of your day to day experience, the business that you do. It's going to be our core values, kindness, decency entire day. And I think that example you shared about everyone pitching in to help you accomplish it is such an incredible, incredible achievement in qualifying for Ricky club. It is. Perfect example of how those core values shine through and we really do all look out for one another. And your success is my success when we're on the same team. And I think everyone at Beacon Hill had that mentality. So thank you so much, Laura, for sharing and I definitely want to you as well answer any questions. I thought what I would do is elaborate a little bit more on Laura, how she explained her job, the day-to-day of our sales role as well, which is a little bit more business to business. So I thought I would share that. Laura, as a recruiter is really representing the job seeker, but we also have more of a true sales role as an account executive. That is cool companies and partnering with them when they have staffing needs. So kind of working on the other side of the deal internally. So that's the position that we're hiring for in addition to our recruiting focus rolls a lot of awards and recognition here at Beacon Hill. I mean, this is just a slice of the pie, this list, but we've been aimed more recently. A best CEO for diversity, I best CEO for women. Women and Leadership is actually something that I like to mention. Two out of three managers at Beacon Hill or female, 30 percent of the company is email. Diversity equity inclusion on that note is something that we definitely take seriously. We add a taskforce Co-Chair by our CEO. We're partnering with on the top consulting firms in the country right now. And one of the first things that we did this year actually was rollout unconscious bias training companywide. The past few years we've launched a diversity focused mentor program in addition to the mentor program that Laura mentioned, and also expanded or Holiday calendar to be more inclusive. And educative and training opportunities have increased on national level. But even Laura, her team has their own internal DEI task force and I think is it monthly now, the call that you guys have around like, I was once a month, it's awesome. We dedicate a half hour at the start of our choosing Miami, pick a different topic every month and you can always participate and run your own presentation as well. And it's amazing. I love that you guys do that. Again. The beautiful thing about us is we're privately owned and a lot of our opposites. Iep teams have their own boutique family feel. So it's kinda the best of both worlds because you have this huge company in this huge corporate structure. But then you and your own team could decide, Hey, we want to do more or we, we, uh, we want to embrace DEI on a micro level and talk about how we could apply it to our jobs specific way. And that's what this team has done. And when I'm on my Task Force calls with our CEO and our original VP who chair the larger taskforce, New York is often reference Laura's team as a group that is stand out in terms of like embracing what we're communicating to the company and running with that. So I just wanted to give Laura and the team a shout out for that because I know it's something that means a lot to everyone and it's on the radar of our CEO, which again, you don't have it every company here, you're not a name, you're not a number. Or hiring classes or, you know, maybe, I don't know, three to five people. So it's not like you're starting with 40 people where it's just like yours. Oh, maybe some of you will work out. Like we're investigating the people that we hire and again or success. Everything to do with how her if she worked. But I think we hired or knowing that she had that potential, it was never a question. It was like this is someone that we can really see being successful. And so we put that time in with vendors have with training, with the team, rallying around her. Some of the fun SAP I've been able to experience a lot of these things. Laura, you've never gotten an in-person holiday party at? Oh, my goodness. But yeah, I've gotten a virtual line. Graph balls. Yeah. Well, my new virtual ones, my peloton, everyone's late for the in-person lines. Here, they're crazy next year, next year. So this peloton bike i1 wrap-up. So talk about a good sales culture. Yeah, the holiday party, Anyone can when they're apples. And after eight years, the 2020 virtual holiday party is why I wanted a Peloton, So I was found that it was virtual back, I left with Peloton bike and tread, so I couldn't really complain. Next month, all the New York with team is going bowling together. We do currently outings. The picture of or I shared was Austin Central Park. We had a field day. I'll be something fun going on in terms of like offices in teams, getting together, mixing and mingling. There's about, I want to see like 60 to 70 of US based out of the Bryant Park office close to Delaware were also in Philadelphia, Washington DC. Chats Ford is really, really close. It's basically Delaware, Pennsylvania. But then we also have offices in Chicago in Boston. We have alumni in UDL, alumni in Chicago and Boston. That's why I mention them, as well as precipitate in New Jersey. I was just with that director today at another job fair in New Jersey and West Coast, Dallas, Austin, San Francisco. I mean, you name it. We're in 60 plus locations, so this isn't just about New York. I know we're highlighting New York a lot. Other cool stuff. Laura mentioned top of the hill President's Club. When you met five years, you've got a limo ride anywhere in the country for eight hours and a $500 gift card to spend on dinner and then whatever you want to buy. When you had ten years, you get a $10 thousand vacation. So not just, you know, I love it. Some of our rewards are things that are for everyone and already like just for achieving high levels of spread there, for royalty there, for just being an employee and giving it your all in a calendar year and being eligible to win a prize at our holiday parties. So that's also just some of the cool stuff that I think speaks to our culture. More it really talks about that just have staffing, so I'm not going to be too redundant on. It's just really simple. We're matchmakers between jobseekers in jobs. We work in all industries. So the UDL alumni, the company in the past, I've had people speak from our accounting and finance division. They place accounting and finance professionals to jobs. I Laura focuses mostly on administrative professionals with our administrative team. We have a you dealt grad 2021 who just hit her first week of being almost qualified or rookie cop. So she's one more week to go on the tech team in New York. I'm going we've so many people on the tech team from UDL as well that place IT professionals in IT job. Additionally, our resources team is airing, our legal teams are hiring in some cities, I would say most likely though a lot of the teams I mentioned earlier, we're looking for people for associates. Technology is accounting and finance recruiting. And then some other smaller offices were hiring for like a life sciences, HR and whatnot. I'm your main point of contact for all of that. So if any of that's interesting to you, we can always elaborate on it. But again, I want to keep on time in terms of being able to answer questions. Other than that, I think I covered a lot of this, so I think we're good. These are the entry-level roles. So Laura is a staffing console and I actually started as an account executive doing strictly sales. You still see console n has a unique role that only exist with our permanent teams. Arianna, well, we use a University of Delaware alumni. She was the Speaker Series last semester. She talks a little bit more about that. That's recruit recruiting for full-time permanent roles and very similar in terms of what Laura does. It's just a little bit different in the pace at which you're going to place people in these jobs because it takes a little bit more time. The mentor program, something I'm really proud of. I'm so happy Laura as a mentor now, which is really cool because she was a mentee. And that's something that within your first month you'll be paired with a mentor. Typically. There's also training opportunities, lunch and learns, division wide trainings, company-wide trainings like speaker series. There was a lot of fun stuff going on in terms of how you could grow your career. Promotions are all merit-based to Laura mentioned that she qualified for a promotion by hitting the goals that were set out for her. My first job out of college, it was me as a marketing assistant and then a marketing director. And when I left the company, she does still there eight years after I left. So like I would've never were grown in that role because it was a small business. There wasn't room for growth. And she said, I'm so I love that here. It's not like someone else to get promoted for you to get promoted. If you were working and operating at a senior level and making those accomplishments, you're going to get a senior title. It'll be more involved in interviewing and training and hiring and you'll be a mentor and beyond that have maybe one day be a manager or yourself. But another thing about us and there's no career path set in stone UP can help. You could decide to just be an individual contributor and keep running your own individually focused. But the business career, if you're not necessarily interested in management. We talked a lot about the culture, so I don't need to get into that. So that's really it. I mean, we want to be mindful of everyone's time. Also. I don't know about you, but it's a or just stay in New York. So hopefully you all can get out and enjoy this final sliver of sunshine. Yeah, I know it's spring semester and hopefully all are having fun and making memories and looking forward to spring break. We love our blue handouts. I were so so so happy that we got to be here tonight. I will open up the floor for questions on. Please feel free to email me directly and Laura will put her email in the chat. I know she will take an informational call with anyone who wants to know more about her experiences ball on. So both of us are, are really open and available if anyone's interested in learning more about our careers. Any questions? Hi, This isn't a question, but I'm actually some Hijacking. It's it's Maddie. I'm starting in July and I was just going to say that everyone should definitely reach out to Jackie because it's a great interview process. And so far, I'm very pleased to be working. Hi Laura. You are in the best. I'm so glad you said hi and I got to see Maddie on campus last week, which feels like a lifetime ago. But yeah, Maddie went through the interview process and, you know, I met her through Professor Scott's grimy sales class, which some of you might now be taking this semester. And Maddie, how many interviews? I think you had some phone screens than you did a look like virtuals with everyone. But I feel like it moved pretty quickly right now. It's pretty quiet. I would say a little bit, maybe like two months. But I gotta talk to a lot of people across like a bunch of position. So very informative and quick TO and that he will be joining this. Laura's team as an account executive. So when we talked about Laura filling the jobs that need to be starting in a role that really positions her to go into that true blue cold call Fail client facing role, which I had mentioned. I started out in working with the businesses. So if you are anything like Maddie or anything like we're at we want to talk to you and Maddie. I'm so glad you're here. So good to see you again. Yeah, No, Good to see you. Monday, May I ask you a question? What was the one thing that attracted you to this company? Maybe the students can benefit from understanding what your personal perspective. Yeah. So it's kinda like something Laura said, just like that untapped potential. So when I talk to the different positions, each one they like emphasized how you can keep like the uncapped Commission, as well as your ability to keep moving up the ladder. And like, if you hit the clear benchmarks, like you're able to move up. So that was an important thing, as well as the fact that Larissa does to, that There's not like a competition among one another, but that with outside but not inside competition, which I thought was really important. Already. Good. But that's a great point. Thank you, Maddie. It's always interesting to see why one picks a job. And Laura and Jackie did a fabulous job of listing so many benefits I wanted to see what was particularly attractive to many anymore questions. Anyone else? I also wanted to say that I was so Kicked about the diversity initiatives that you, that your company and your group was taking. I teach a course on race in business in the winter. And we look at 300 years of how different races have contributed to business. In the hopes that it will encourage people to engage in diversity initiatives wall and delete, instead of being forced by companies on the employer to do so. And it everything you listed was exactly what we want employees to be participating in voluntarily. And Laura, you said your team was doing much of this by choice and they're coming up with their own initiatives. That's a great place because that's a great situation to be in. Anybody who comes in. People of color by bulk are going to feel very welcome, right? Because everybody's coming up with ideas to participate. They're not doing it because the organization is forcing them to do it. So kudos to you and I would tell students to pay attention to that attribute when you're picking a place to work. And so I'm so glad that stands out to you. I think that in 2020, there was a lot of national conversation and a lot of companies pledging to do better and putting up black squares. And I write articles that slowly that stopped being the focus. You know, as soon as this conversation shifted away from that, it almost was like, Okay, we did what we had to do and so for us to keep going and and honestly, bringing in a consulting firm I think on with something that we realized ultimately was in our best interests, were more of a homegrown company. So for us to take that leap and trust this endeavor in the hands of a different organization. I think speaks to just how seriously my CEO was taking it because he was like, we're not the experts on this. You know, the first year, we were trying to figure out employee resource networking groups and do we do facilitated training or participatory? Like there were all these conversations on the task force. And we implemented some other like just really cool stuff in terms of like how we interview internally because that's obviously what I do in my team. But I also think we place people at jobs and so Like so important not only for our internal hairy, but the relationships we have with job seekers. And also I think oh, I I know at least when I was on the team and I got Laura would say the same when we feel like our clients have discriminatory practices. Now we're better equipped to call those out or challenge those because of the conversations and awareness that we're developing. Given the passion around these things and hopefully impacting not just the diversity, the makeup of Beacon Hill, but companies all throughout the New York area to on. And so it's been something that we're really proud of that. And I also think I'm proud of the fact that we're very open about the fact we do have a long way to go still on know that that is so important. I was just thinking that it's not just what you do internally, but you are now in a position to say, Hey, you guys are not doing it to do employees of the people who you're contacting nitrile we are trying to place, right? You can say, okay, this is the kind of environment. What do you get out of this? Is this suitable for you? You're making those judgment calls and you earn in a better position to do that. So that's something that, you know, kudos to coalesce. And on that note just one more quick thing because I want to, you know, we're talking about this. If this is import into any one thing that I offered throughout the interview process on If you feel you want more insight on what it is to be part of an under-represented group working with Beacon Hill, every single member of our task force is happy to take calls and have those types of conversations. Because again, I can only say so much, but my perspective is that of a straight white woman. And so if you're like, I love this company, but I want to know what it's like to be Asian American man on a team, like we will connect you with someone. So that's also something that's really important to us is it's not my story to tell. And I'm really proud of that even being part of the interview process that like everyone at Beacon Hill, but I'll I'll I'll talk to someone. I'll tell them I my experience. Something that I'm proud of in terms of the way that we're bringing people in that tone that we're sending from the SRD. Oh, that's great. That's good to know any other questions from anyone? And as Laura and Jackie mentioned, I think it's Laura as email that's in the chat. Yes, Laura has e-mails in the chat and we encourage you to reach out to her with questions. And this is one of us, right? Who's now one of them. So reach out to her and it's been fabulous having the two of you. It's like I said, I don't I'm not in the sales program. I don't attend this and now I'm going to then more of these because it's been eye-opening. Thank you so much to both of you for stepping into a brush. We say hello, he is wonderful. I can't say an upgrade me. E happens to be in class today and he is missing this. I'm glad I could step in and it's been enlightening 45 minutes with you, ladies, and it's been great spending time with you. And students. Please reach out if you have questions, I'll reach out to Sudesh and he'll connect you with either jackie, Laura appropriately. Okay. Thank you all. Have a great again. I can travel much later. Bye.
Superstar Selling: How Do You Know That You Have Joined the Right Company (or Wrong Company) Relative to Sales Culture?
From Kimberly Ragan March 17, 2022
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Wednesday, March 16, 2022
Laura Jacob, Beacon Hill
How Do You Know That You Have Joined the Right Company (or Wrong Company) Relative to Sales Culture?
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- Lerner College - Professional Selling and Sales Management
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