Category: SaaS

How to Use Case Studies to Convert More Leads

Posted on by Nick Mann

There are about 30,000 SaaS companies in 2023, and that number is quickly growing. By 2024, some experts believe that number will more than double to 72,000. This means competition is fierce, and customers have more choices than ever. While there are numerous ways to boost conversions and bring more leads to your company, one of the best pound-for-pound is using case studies to convert more leads.

In this post, I’ll show you just how big of an impact demonstrating customer success through case studies can have on SaaS sales and offer a real-life example for inspiration.

What Exactly is a Case Study?

First, let’s start with a clear definition. In the context of SaaS, it’s an in-depth study of a customer who used your product and the measurable outcome it had.

The specifics of a case study can vary, but there are five key elements you tend to see across the board.

First, there’s the introduction that explains who the customer is, the industry they’re in, and so on. Next, is the problem they were facing before using your SaaS product. Then comes the solution, which discusses why your product was a good fit. From there, a case study explains the result, ideally using concrete data to explain the quantifiable impact. And finally, it details where the customer was before and after using your SaaS solution.

Why Case Studies Are So Effective in SaaS

It’s simple. Using case studies to convert more leads works well because it’s the ultimate form of social proof.

While there are several other effective forms of social proof, with testimonials, reviews, and ratings being just a few examples, case studies break down the results an actual customer had after using your SaaS product. Rather than just saying, “Our SaaS product works great and can make your life easier, grow your business, etc.,” a case study takes a deep dive and shows firsthand what the impact has been using a real-life example.

And this is incredibly important in an age where 1) there’s so much competition and 2) many leads are skeptical of brands.

I like what HubSpot campaign manager Siobhan McGinty has to say about it.

“Do not underestimate the value of providing social proof at just the right time in order to add value and earn their business. Case studies are extremely effective in the consideration stage of the buyer’s journey when they are actively comparing solutions and providers to solve a problem they’re experiencing.”

So when a lead is at the consideration stage, a case study can be the perfect form of content for connecting the dots and showing them why your SaaS solution is the best option.

Instead of merely taking your word for it, a lead can see how a similar customer benefited from your product and how they can as well.

Eye-Catching Statistics

At this point, you’re probably wondering just how big of an impact case studies can truly have. To answer that, here are a few compelling statistics that illustrate the value they can bring to a SaaS marketing campaign.

First, 2022 research by The Content Marketing Institute found that 73% of the most successful content marketers used case studies in their campaigns.

Next, of the top content assets that marketers used in the last 12 months, case studies ranked number four, just behind videos and virtual events, which shows the growing ubiquity of this content medium.

And third, research from Uplift Content found that case studies were ranked as the number one most effective marketing tactic for increasing SaaS sales, with 39% of marketers saying they were effective. For perspective, case studies ranked higher than SEO, general website content, email marketing, eBooks, social media, and blogging.

By these numbers, it’s clear that using case studies to convert more leads can be an excellent addition to a SaaS marketing campaign. So if it’s something you haven’t tried yet, now is the perfect time to do so.

A Real-Life Example

Now that we know what case studies are and why they work so well, let’s look at inbound lead conversion and scheduling app Chili Piper to see how they use case studies so effectively.

Chili Piper is a SaaS company that uses content as an integral part of their marketing campaign, with blogs, guides, and podcasts being a few key examples. But in my opinion, where they really succeed is with their case studies or “customer stories” as they call them.

Chili Piper even has an entire section of their website devoted solely to case studies.

One that I think is especially good is where they featured BambooHR and discussed how the company was able to increase qualified meetings by 40% after using Chili Piper.

In this case study, Chili Piper provides:

  • An introduction and overview of BambooHR
  • The inefficiencies of their previous system before using Chili Piper
  • The solution that was implemented with the app
  • The results (increasing qualified meetings by 40%)

They even provide a video featuring BambooHR company rep Mary Nelson who discusses exactly how Chili Piper helped make their meeting scheduling process far more efficient for a “straight from the horse’s mouth” perspective.

It’s a simple, straightforward format that perfectly showcases the power of this SaaS product and helps leads envision how it could help their company as well. You can see the case study for yourself here.

And if you’d like to see Chili Piper’s full library of case studies for more ideas, you can find them here.

Using Case Studies to Convert More Leads

If you’re looking for the ultimate “show, don’t tell” marketing strategy, it doesn’t get much better than case studies. And while they can work well for many industries, they pair perfectly with SaaS because they enable you to show leads firsthand how a similar company benefited from using your product.

That’s why I can’t recommend this strategy enough, and it’s one that can be a great addition to your SaaS marketing arsenal.

Looking to build an all-star team of talented salespeople? Use HireDNA to recruit and retain top reps with cutting-edge technology.

Preventing Lost Customers: SaaS Retention Strategies to Reduce Churn

Posted on by Nick Mann

Churn is an inevitable part of running a SaaS company. No matter how great your product is, how streamlined your onboarding, and how quality your customer service, a certain percentage of customers will inevitably leave. That said, churn is definitely something to keep in check, especially when you consider that US businesses lose around $1.6 trillion annually because of it. On that note, here are some of the most helpful SaaS retention strategies to keep churn as low as possible.

Start By Perfecting Your SaaS Onboarding

The exact percentage will vary depending on who you ask, but in most cases, poor onboarding is the number one reason for churn. In fact, a recent study found that poor onboarding accounts for nearly 23% of all churn.

For that reason, I suggest making SaaS onboarding a top priority and continually striving to make it as seamless as possible. After all, the quality (or lack thereof) of the onboarding experience will make a lasting impression on each new customer. So you want to make sure you’re getting them up-to-speed quickly and not creating unnecessary friction.

To learn the fundamentals of quality SaaS onboarding, I recommend reading this post from HubSpot and following this checklist.

Be Committed to Ongoing Product Improvement

According to the same study, the second biggest reason for churn is an underperforming product, with just under 20% of customers leaving because of this.

And this shouldn’t come as a shock. Obviously, if a customer is underwhelmed with a SaaS product, they probably won’t stick around for long.

That’s why it’s so important to take an endlessly iterative approach to product development and improvement. In fact, if you look at the most successful companies, nearly all are constantly looking to identify flaws, fix issues, and make adjustments to help their product reach its full potential.

In other words, don’t treat building your SaaS product as a one-off type of deal. Instead, be committed to ongoing product improvement.

Be Committed to Building Long-Term Relationships

Third on the list of top reasons for churn is ineffective relationship building, with over 15% of customers leaving because of this.

Just like poor onboarding and an underperforming product, ineffective relationship building is a fundamental element of the customer experience. And when it’s neglected, you’re likely to see a higher churn rate than you’d like.

So how exactly can you build stronger relationships with your SaaS customers? Here are some ideas.

  • Maintain regular communication
  • Make it simple to reach customer service through a variety of mediums (website, email, social, etc.)
  • Give customers updates on product improvements, new features, and upcoming releases
  • Ask for their feedback and ways you could improve the product and enhance the overall customer experience
  • Offer discounts and other perks to loyal customers

Practice Proactive Customer Service

Reactive customer service is when you wait for customers to come to you with their problems and questions. Proactive customer service, on the other hand, is when you anticipate problems and questions and actively engage customers to not only ensure there are no deal-breaking issues but that they’re highly satisfied.

Here’s a side-by-side comparison of proactive versus reactive customer service.

Put yourself in the shoes of a SaaS customer for a second. Which type of customer service would you prefer?

It’s a no-brainer. In nearly every situation, customers will always opt for proactive customer service because it makes their lives easier, and they can get the absolute most from their investment.

That’s why I strongly suggest taking this approach if you’re not already. You can learn more about this topic in this guide from customer service software brand Tidio.

Offer Incentives for Customers to Hang Around

Getting customers to convert initially isn’t easy. But getting them to hang around for the long haul, especially when you’ve got competitors nipping at your heels is a whole other matter. One of the best SaaS retention strategies to fix this problem is to offer your loyal customers incentives to stick with you.

I like what Carly Stec of HubSpot has to say about this.

“Give customers a reason to stick around by offering them something special like a promo, discount, or loyalty program. This small effort can go a long way when it comes to showing your existing customers how much you value their business.”

If someone is happy with your SaaS product, they’ll be even happier. And if they were on the fence and potentially considering taking their business elsewhere, this can be just what you need to make them reconsider and remain a customer.

Figure Out Why Churn Happens

Finally, it’s incredibly important to understand what’s contributing to your churn because this will help you take the appropriate steps to lower it. Earlier, I mentioned that poor onboarding, poor product performance, and ineffective relationship building were the top three causes of SaaS churn across the board. But, of course, every situation is different, so you’ll want to know precisely what issues are the biggest contributors for your company.

A great starting point is to use exit surveys when customers leave, as this should provide you with a basic overview of the core causes. However, admittedly, only a certain percentage of customers will fill these out, and it won’t necessarily show the whole picture.

That’s where a retention analytics platform comes in. This is specifically designed to quantifiably measure churn to see why customers leave and what’s causing it. Further, this can also help you measure customer engagement so you can determine the behaviors that are leading to success.

There are numerous products on the market, but one of my personal favorites is Woopra which primarily focuses on the SaaS industry. For example, you can use it to determine how many users return after using a core product feature…

…or what your product retention is for mobile users.

Keeping More Customers with Winning SaaS Retention Strategies

It’s hard to stress enough the importance of minimizing churn. After all, it doesn’t matter how many new customers you gain if you can’t retain them. By using the right SaaS retention strategies, you should be able to tame your churn rate and build the foundation for a long-lasting brand.

If you’re looking to find A+ sales talent to propel your company, see how HireDNA can help.

SaaS Sales Management Strategy: Tactics to Improve Underperforming Teams and Drive Results

Posted on by Nick Mann

A recent survey found only 18% of sales teams were reaching 70% or more of their quotas. And only 43% were even hitting 50% of their quotas. Further, 58% of sales teams were only reaching 20-40% of their quota attainment or less, which clearly shows there’s room for improvement in the SaaS sales management strategy of many companies.

If you’ve been feeling underwhelmed with your team’s performance as of late, this post is for you. In it, I’ll offer a simple yet effective step-by-step SaaS sales management strategy that should get your numbers to where they need to be.

Assess Your Current Team to Identify Low Performers

The first step is to gain an objective understanding of who’s carrying their weight and who’s not. You’ll likely have an idea of who your top performers are, but it’s important to look at some concrete data to identify low performers.

I like CEO and co-founder of SaaStr Jason Lemkin’s take on it. According to him, “Realistically, in most cases, the best thing to do is let some of your low performers go and reroute those leads to your higher performers. Get back to a core group of folks that can close, and then keep the bar high, and add to it. No one is happy with < 50% quota attainment.”

So how do you identify low performers?

I suggest looking at these metrics:

  • How many conversions each salesperson has made in the past six months to a year
  • What each person’s close rate is
  • What each rep’s average deal size is
  • How much their accounts have grown or diminished
  • What their overall quota attainment rate momentum is (are they trending up or down?)

Looking at these numbers should provide clarification so you’ll know for a fact who the low performers are, which brings me to my next point.

Let the Low Performers Go

Once you know for certain who’s not carrying their weight, it’s a good time to let go of your low performers. While this isn’t always pleasant, and you’ll want to take any extenuating circumstances into account, “trimming the fat” and sending leads to your top performers is usually an effective way to recalibrate your sales team and get your quota attainment rate to an acceptable level.

As Lemkin explains, “The best sales teams really do see 70% or more of their team hitting quota, or at least 70% of scaled reps (which often means 60% or so overall). It just energizes everyone, and success builds on success.”

Offer Ongoing Sales Training

At this point, you’ll want to equip your top performers with the tools they need to be their best — something that can often be done with proper sales training. While a one-off course can be helpful, I find that it’s ideal to offer ongoing sales training given the fast-paced nature of the SaaS industry.

With trends constantly changing, the teams that perform the best are usually the ones that stay on top and continually refine their collective skillset.

To find a suitable sales training platform for your SaaS company, I recommend browsing through this list from HubSpot.

They offer 36 of the top programs that can fit every need and budget.

Use Sales Tech and Productivity Tools

Sales tech and productivity tools help improve efficiency and performance with less so you can sell more without adding headcount. And with AI becoming increasingly sophisticated and ubiquitous, the potential results you can get are off the charts.

A good example is using a scheduling tool like Calendly to allow leads to conveniently choose a time slot for a product demo.

Calendly kills two birds with one stone because it lets your sales team capitalize on the momentum and strike while the iron is hot while also saving your reps time. Rather than making a hot lead wait to get a response and schedule a demo, they can do it right away when they’re most interested.

And instead of wasting time back-and-forthing with leads, your reps can confirm demo times and automatically have them penciled into their calendars.

You can find a comprehensive list of sales tech and productivity tools here.

Hire Top Tier Talent

The last piece of the puzzle for our SaaS sales management strategy is to improve your SaaS sales hiring process from here on out. This doesn’t necessarily mean you’ll need to bring new team members on board immediately (even if you’ve let low performers go). But it’s important to fine-tune your hiring so you don’t run into the problem of low performers in the future.

Easier said than done, right?

While there is no magic bullet for finding elite talent 100% of the time, using a comprehensive sales assessment can accurately and consistently help you find top performers using objective data.

Objective Management Group’s Sales Assessment, for example, looks at critical criteria like the will to sell, how much a person enjoys selling, motivation, core competencies, and more to filter through a large pool of candidates and narrow it down to the best of the best. It can be customized for your unique selling environment and tailored to your specific needs. And it can be used for nearly any sales role.

So if you’re looking for a simple way to evaluate SaaS salespeople and pinpoint top tier talent, this is a good way to go about it.

In terms of results, 92% of the candidates that are recommended by the assessment go on to reach the top half of their sales force within their first year.

A SaaS Sales Management Strategy to Get Your Team on Track

If you’re less than excited about your current sales quota attainment rate, you’re not alone. Only 18% of sales teams are hitting 70% or more of their quotas.

But if you follow the SaaS sales management strategy outlined above, you should be able to 1) steady the ship to quickly bump up your quota attainment rate and 2) set the stage for continued success in the long run.

If you’re interested in learning more about Objective Management Group’s sales assessment, you can get the full details here.

Use These SaaS Selling Strategies to Close More Deals

Posted on by Nick Mann

As of 2023, the majority of business apps that today’s companies use are SaaS-based at 70%. And experts predict that number will grow to 85% by 2025. This means there’s abundant opportunity for SaaS companies. But to fully capitalize on it, you need to thoroughly understand which SaaS selling strategies are most effective.

That’s what I’ll be zeroing in on in this post. Without wasting any time, let’s dive into the best of the best SaaS selling strategies to close more deals.

Use Lead Scoring to Prequalify Prospects

A classic rookie mistake is approaching all prospects the same and assuming everyone is ready to buy right off the bat. This simply isn’t the case, and most experts say that only around 3% of prospects are ready to “buy now.” And with choosing the right SaaS product being such an integral part of running a business, seldom are prospects ready to instantly pull the trigger.

A critical precursor to closing more deals is first using lead scoring to separate prospects so you know who’s ready for a sales discussion and who still needs nurturing from your marketing team.

Here’s an example of how leads can be broken down based on quantifiable scores.

Those that receive a score of 10 or less are considered prospects. Those that receive a score of 50 are leads. Those that receive a score of 75 are marketing qualified leads (MQLs). And those that receive a score of 100 are sales qualified leads (SQLs).

Note that the scoring system can vary depending on the product, but using lead scoring where points are assigned based on behaviors like the ones below is one of the best ways to objectively assess where each person is at in the sales funnel and, in turn, who deserves immediate attention.

That alone can help your SaaS sales team dramatically optimize their time and put them on their way to closing more deals. As for specific lead scoring tools, you can find some of the top products on this list from G2.

Be Lightning Fast with Lead Outreach

Once you’ve developed a system for identifying SQLs, the next step is to accelerate your lead outreach so you can strike while the iron is hot. With the SaaS industry being so competitive, time is of the essence with lead outreach, and I can’t stress enough the importance of contacting SQLs before your competitors do.

For perspective, research has found that the first vendor to respond wins 35 – 50% of sales.

And to understand the correlation between outreach time and conversion rate, check out this graph.

On average, contacting a lead within 24 hours results in a 16% conversion rate improvement. However, that number increases to 36% when a lead is contacted within one hour and 62% if contacted within 30 minutes.

But hold the phone. If they’re contacted within just one minute, that number skyrockets all the way to 391%!

Admittedly, this fast of an outreach is often easier said than done, especially during non-business hours. While it’s not always feasible to have a salesperson communicate with a lead right away, you can always use an automated message on email, social media, or another platform to touch base and get your SaaS brand on their radar before competitors do.

This brings us to the next of our SaaS selling strategies.

Quickly Convey Value and Build Trust

Once a salesperson has made contact, their main objective is to show a lead why your SaaS product is valuable and that you’re a credible, trustworthy business. This could be an entire blog post itself, but some effective ways to accomplish this are to:

  • Use social proof like user reviews and testimonials
  • Offer case studies from companies in a relevant industry
  • Highlight notable companies that have benefited from your product
  • Provide customer success stories

Many leads may be skeptical of a SaaS brand initially, but this is one of the best ways to “disarm” them and lay the foundation for the essential rapport needed to ultimately convert.

Perfect the Demo

Let’s say that you’ve identified qualified leads, quickly initiated contact, demonstrated value, and built a baseline level of trust. This is the point in the SaaS sales funnel where many leads will want to check out a product demo. And it’s a point that can make or break your chances of converting.

If your salespeople consistently nail the demo, your conversion rates are nearly guaranteed to increase. That’s why it’s so important to perfect the SaaS sales demo — something that’s largely done by implementing the right formula and covering all the bases.

While the exact winning formula will vary, here’s a good basic structure to follow across the board:

  • Make a formal introduction and provide some general context, such as your UVP and the pain points your product solves
  • Explain core features and benefits
  • Cover the product interface
  • Mention software integrations
  • Explain analytics and reporting
  • Go over different plans and pricing
  • Discuss the basics of onboarding and customer support
  • Answer questions

I also suggest reading this guide from Gong.io, which is packed full of helpful information for mastering the art of the sales demo. It features concrete data on how long a demo should be, the ideal ratio of talking to listening, and much more.

Proven SaaS Selling Strategies for Increasing Conversions

There’s a lot that goes into effective SaaS selling and it requires a ton of experience and a natural aptitude to perfect. That said, when you break it all down, there are four main components — using lead scoring to efficiently qualify leads, accelerating your speed to lead outreach, conveying value and building trust, and perfecting the demo.

By deliberately working these into your SaaS sales strategies, you should be able to 1) know which leads to focus on and 2) how to best engage with those leads to scientifically increase your odds of converting.

And if you’re looking to assemble a winning sales team of elite talent, see how HireDNA can help you find the best of the best while eliminating 96% of hiring mistakes.

5 Must-Know SaaS Sales Roles and Definitions

Posted on by Nick Mann

The SaaS industry is huge and still growing. As of mid-2023, there were 17,000 SaaS companies in the US alone and over 30,000 worldwide.

And by 2024, some experts predict this number could more than double to as many as 72,000 SaaS companies. As the industry has evolved, so have the positions, and there are a variety of SaaS sales roles, ranging from basic entry-level jobs to high-ranking executive positions.

In this post, I’ll provide an overview of five essential SaaS sales roles so you can better understand the underlying structure and how the various positions come together to create a cohesive sales team.

1. Sales Development Representative

The main purpose of this role is to bridge the gap between marketing and sales. A sales development rep’s responsibility is to continually communicate with the marketing team to identify sales qualified leads (SQLs) that have a strong likelihood of buying.

Once SQLs have been identified, a sales development rep will then pass them on to a SaaS sales representative who will attempt to make a conversion (more on this in a moment). B2B sales consulting and training services company Winning By Design elaborates saying, “They have to start a conversation and provoke a decision maker into action, handle objections, and close on a call-to-action such as meeting with an account executive (AE) or attending an event.”

One of the most important traits to thrive in this position is strong communication.

2. SaaS Sales Representative

One of the most fundamental yet integral roles at any company is a SaaS sales representative. At its core, a person in this position is responsible for selling products to customers, which can include a wide variety of activities, including:

  • Reaching out to and following up with leads through email, social media, over the phone, video calls, and other mediums
  • Creating and performing sales presentations
  • Identifying the specific needs and pain points of leads
  • Providing relevant product recommendations
  • Answering lead questions
  • Negotiating product pricing
  • Acquiring new customers
  • Communicating with the software development team to relay customer feedback

SaaS sales reps are typically the ones “in the trenches” and play a vital role in getting conversions and setting the stage for a positive customer experience, which is important for increasing retention and lowering churn.

3. SaaS Account Manager

After a lead has purchased a SaaS product and a sale has officially been made, the customer falls into the hands of an account manager who’s involved with ensuring customer satisfaction and building a long-term relationship.

A SaaS account manager performs several tasks but has two primary goals.

  • Cater to each customer’s needs to sustain positive momentum, increase loyalty, and boost retention
  • Seek out new sales opportunities with existing customers

As for specific day-to-day activities, these can include:

  • Managing the account portfolio, while giving each customer personalized attention
  • Building and maintaining customer relationships
  • Serving as a dedicated point of contact for customer inquiries and questions
  • Resolving any issues that arise
  • Checking in with customers to ensure their key objectives are met
  • Identifying potential add-ons or upgrades that could provide additional customer value
  • Offering suggestions on how to improve product performance

This graphic illustrates nicely how a SaaS account manager fits into an organization.

4. SaaS Sales Engineer

First, note that this isn’t a role that’s required by all SaaS companies. It’s typically reserved for those that sell a complex, advanced product that your average customer won’t fully understand.

A SaaS sales engineer serves two main functions.

First, as HubSpot puts it, “They must be able to use their applied technical knowledge to help sales reps persuade prospects to choose their products.” That’s their job on the pre-sale side of things.

And for post-sale, a SaaS sales engineer assists with the integration of the product into a customer’s existing tech stack. This is important given the average company used 80 different SaaS apps in 2022.

To ensure the process goes smoothly, a SaaS sales engineer will oversee the integration and resolve any issues that may arise. In turn, they play a big role in ensuring customer satisfaction and maximizing retention.

5. Sales Manager

You can think of the previous SaaS sales roles as relay racers passing a baton.

The sales development rep identifies SQLs and passes them on to a SaaS sales representative. A SaaS sales representative then engages with a lead and seeks to convert them. Once converted, they then hand the customer off to a SaaS account manager who looks to further build the relationship and make additional sales to existing customers to maximize value. And throughout this process, a sales engineer is there to ensure that the technical side of things goes as smoothly as possible.

Overseeing everything is a SaaS sales manager who ties it all together. This role wears a lot of hats, but their core mission is to build the best sales team possible, establish goals and KPIs, provide motivation, continually monitor team member performance, and ultimately ensure that customers are happy.

Because of the hands-on nature of this role, a sales manager will need to possess excellent communication and leadership skills. They also need to be a bit of a psychologist where they manage different personalities to get everyone to operate at their best.

SaaS Sales Roles Coming Together to Create a Cohesive Team

Having a tight underlying structure is essential to the success of a SaaS company. Teams need to have clearly defined roles and understand how everyone works individually as well as a unified whole.

While the specific SaaS sales roles of an organization can vary slightly, the five mentioned here are the fundamentals that you’ll want to know about if you’re assembling a team.

If you want to recruit the best talent in your industry using a data-driven process, use HireDNA to post a job for free. It eliminates 96% of wrong hires and reduces turnover by 50%.

9 SaaS Sales Terms You Need to Know

Posted on by Nick Mann

The global SaaS market went from being worth just under $50 billion in 2016 to over $145 billion in 2022. With this growth comes a huge opportunity for hungry tech entrepreneurs and sales professionals. If you’re new to the industry, there are several SaaS sales terms you’ll need to know to get started on the right foot.

Here are nine to add to your vocabulary.

1. Customer Journey

Seldom do leads land on your website and whip out their payment card and buy right away. Usually, there are several touchpoints along the way where a prospect first learns about your product, interacts with content and sales materials, reviews the pros and cons, speaks with a SaaS sales rep, and so on before finally making the decision to buy.

And it doesn’t end there. Even after buying, there’s the post-purchase stage where a customer decides if they want to continue using your product and recommend it to others.

This is collectively known as the customer journey, which breaks down like this.

Having a clear idea of how the customer journey unfolds is a necessary precursor to equipping your sales team for success.

2. Freemium

An increasingly popular way to get your foot in the door with leads and motivate them to use your product is by offering a “freemium” version, which includes “basic or limited features to users at no cost and then charges a premium for supplemental or advanced features.”

While it’s not the right business model for everyone, it can be a smart move for many businesses. And training SaaS sales reps to push it can be instrumental in fueling growth.

3. Marketing Qualified Lead (MQL)

An MQL is a lead toward the top of the sales funnel who has expressed some level of interest in your product but not enough to be passed off to your sales team.

This type of lead may show promise but doesn’t have the same amount of intent as an SQL, which I’ll discuss next. Therefore, an MQL is a lead that still requires nurturing from your marketing team and isn’t one your sales team should focus on yet.

4. Sales Qualified Lead (SQL)

An SQL is someone who has moved down the sales funnel to either the decision or action stage.

They have expressed a strong intent to buy and have a high lead score. Therefore, an SQL is a high-priority lead that your sales team would want to swiftly reach out to over an MQL.

5. Product Qualified Lead (PQL)

A PQL is a lead that has used your product, typically via a free trial or freemium version. They have experienced it in action firsthand and understand the value it offers.

Because of this level of engagement, PQLs have a much higher chance of converting than a lead higher in the sales funnel like an MQL. As a result, you’ll want your SaaS sales team to place a high priority on PQLs and perform systematic outreach to increase the odds of converting.

6. Lead Velocity Rate (LVR)

LVR is the growth percentage of qualified leads you generate month-to-month. While it doesn’t necessarily tell the whole story and can be a “vanity metric” if misused, I believe LVR is definitely something you want to be aware of, as it gives you a baseline reading of the trajectory your sales team is on.

For example, a steady increase in the number of qualified leads month-to-month usually indicates you’re on the right track and positioned for growth. Of course, it doesn’t mean much if your sales team isn’t converting leads, but more often than not, a positive LVR shows you’re in a good place.

As for the formula for calculating LVR, it is as follows.

7. Customer Lifecycle

This overlaps somewhat with the customer journey but focuses more on the post-conversion part of the process. Simply put, it’s the series of steps involved in a lead’s decision-making and extends beyond the purchase to product activation, renewal, and referral.

HubSpot illustrates the SaaS customer lifecycle perfectly with this graphic.

A big part of creating a successful SaaS company is fine-tuning your customer lifecycle so you’re able to fluidly move customers through the process while minimizing friction. To learn the fundamentals of the customer journey, I suggest reading this post from HubSpot.

8. Cohorts

Cohorts are a group of customers that share something in common, such as specific traits or behavior. A simple example would be a group of customers that purchase your product at the same time and go through the same onboarding process.

Performing cohorts analysis is important because it helps you understand what contributes to success so you can replicate it while also eliminating inefficiencies. If, for example, after experimenting with a new sales technique there was a surge in the number of customers signing up, this is likely a strategy you would want to repeat.

9. Value Gap

This is the difference between what a customer expects and what they actually get. A large value gap is problematic because it usually leads to customer dissatisfaction, which can reduce loyalty and increase churn.

Lowering the value gap requires a two-pronged approach, involving sales and the post-sale process of onboarding and customer service. The latter I won’t get into, but from the sales side of things, this means setting the right expectations from the start and ensuring your sales team provides customers with a realistic overview of product features and capabilities, as well as limitations.

Adding Key SaaS Sales Terms to Your Vocabulary

There’s been an explosion in the SaaS industry as of late. With market growth and revenue continuing to increase, there’s plenty of opportunity.

A critical starting point for breaking into the SaaS industry is having a command of essential SaaS sales terms. While the full “dictionary” is an extensive one, the terms listed above should help you get a basic grasp and ensure you focus on the right areas.

Looking to build an elite SaaS sales team using cutting-edge, science-based technology? See how HireDNA can help you find the right talent with 4x greater accuracy than traditional resumes and phone screening.

SaaS Sales Salary in 2023: How Much Should You Pay Top Talent?

Posted on by hiredna

Last year I wrote a post about how much sales reps earned in 2022. It offers plenty of great data on how much salespeople earned on average and how much you can expect to pay. But for this post, I want to zero in specifically on SaaS sales salary in 2023, which, as we’ll find out, is substantially higher than what a regular salesperson earns.

So if you’re recruiting in the SaaS industry, this information should be highly valuable to you. Let’s get right into it.

Crunching Multiple Data Sources

First off, let me say that, depending on which source you look at, there can be a considerable disparity in SaaS sales salary data. To gain the most objective insights possible, I crunched the data from three reputable sources to come up with a reasonable average across the board.

Here’s what I found.

Comparably’s Data

To start, let’s look at recent data from Comparably. According to their research, the US average in 2023 is $109,335, which is the highest of the three sources I looked at.

Note that this data specifically references salespeople in tech, which is over $17,000 more than the average salary of a regular salesperson at just $92,000.

Glassdoor’s Data

Next, there’s Glassdoor, which lists a SaaS sales salary that’s very close to Comparably’s. According to their findings, the average SaaS salesperson earns $108,003 in 2023 — just over $1,000 less than what Comparably’s data found.

ZipRecruiter’s Data

Last, there’s ZipRecruiter, which says the average US-based SaaS salesperson earns $82,141 in 2023, which is dramatically lower than what Comparably and Glassdoor found.

Note that ZipRecruiter mentions that the top earners in this profession commonly get as much as $155,000 a year. But overall, they place the average at just over $82,000.

The Overall Average

Based on the data from Comparably, Glassdoor, and ZipRecruiter, the average SaaS sales salary across the board comes out to $99,826 — just under $100k. There are a ton of variables and factors that determine how much a SaaS salesperson gets paid, including education, experience, location, and market demand.

But I feel this is a reasonable estimate for 2023. So that’s a pretty good number to have in mind when you’re hiring for this position. This brings me to my next point.

Expect to Pay More for a SaaS Sales Salary Than a Regular Sales Salary

Most salespeople make decent money. But it should be noted that SaaS sales reps, in particular, earn significantly more than regular generalist sales reps.

Just how big is the disparity?

According Glassdoor, the average salesperson salary in 2023 is $85,130, which is nearly $23,000 less than the $108,003 a SaaS salesperson earns.

And according to ZipRecruiter, the average salesperson earns just $50,042 in 2023, which is over $30,000 less than the $82,141 SaaS salespeople earn.

So as you can see, you can expect to pay a SaaS salesperson far more than a someone who handles general sales. The reason for this disparity?

HubSpot notes that “SaaS reps generally have a higher base pay than other salespeople because of the training, expertise, and high motivation they need to succeed.” That’s why they tend to earn more, which is something you’ll want to keep in mind if you’re in the SaaS industry.

Finding Quality SaaS Salespeople for a Reasonable Salary

As we’ve just learned, most SaaS salespeople command top tollar in 2023. Especially those that bring a wealth of knowledge, experience, and skills to the table.

For the rest of this post, I’d like to talk about how you can find top-tier SaaS sales reps without overpaying.

Hands down, one of the best tools for this is SaaS sales recruiting platform HireDNA.

It offers a wide array of SaaS recruiting features, including comprehensive assessments, data-driven skills validation, candidate screening, and more. But it all starts with first creating an ideal candidate profile.

A candidate profile focuses on essentials like sales experience, product knowledge, role requirements, personality traits, and of course, compensation. This allows you to set exactly how much you’re willing to pay, and candidates are filtered accordingly.

That way you’re on the same page right with earnings from the start. And because of HireDNA’s rigorous science-based methodology for recruiting, you can be sure that any SaaS sales candidate that’s recommended is the cream of the crop.

In fact, 92% of candidates suggested by HireDNA go on to be top performers within their first year. Besides that, companies that use HireDNA have a lower turnover rate, this 83% of candidates still being employed after the first year.

So if you want to streamline and improve your recruiting while simultaneously addressing salary, this is a great tool to have.

Closing Thoughts

One of the most fundamental yet important factors to consider when assembling a SaaS sales team is salary. This heavily impacts the overall caliber of your team and how well you can keep up with competitors.

While data sources vary and there are numerous variables that affect pay, the average annual salary for most SaaS sales reps in 2023 is just under $100,000. So that’s about what you can expect to pay.

Note that salesperson salary is something we’re always keeping an eye on, so be sure to keep reading our blog as new trends emerge.

And if you’d like to learn more about HireDNA and see it in action, go ahead and schedule a live demo today. Just fill out the secure online form and a team member will be in touch with you shortly.

SaaS Sales Hiring for Beginners: How to Build a Winning Team From the Ground Up

Posted on by hiredna

Besides having an amazing product, SaaS sales hiring is arguably the most critical part of building a successful business. It’s also one of the most daunting, with Bersin Research, reporting that 75% of companies struggle with SaaS sales hiring.

Even for established companies with deep pockets and a dedicated recruiting team, it can be tricky. But if you’re a new startup just getting your bearings, it can be truly intimidating.

For this post, I’m going to lay down a simple template you can follow to build a winning SaaS sales team from the ground up so you’ll know which specific areas to address and assemble a team of true rockstars. Let’s get right into it.

Figure Out What Type of Culture You Want

It may sound a little cliche, but I believe that building a great SaaS sales team starts with first setting a firm foundation. And perhaps the most integral part of establishing a foundation is deciding what you want your culture to be like.

Why?

Because your culture will set the tone on how you approach sales hiring, what type of salespeople you want, what skills and characteristics you want them to have, and so on. Without a clearly defined culture, you’re almost guaranteed to lack direction, which will throw off every subsequent step in the formula.

So I recommend taking the time to crystallize exactly what type of culture you want. It will likely evolve over time, but having a clear initial snapshot should help you get started out on the right foot. For guidance on this, check out this Forbes article.

Create an Ideal Candidate Profile

Once you have a grasp on the company culture you’re going for, you’ll want to use that to create an ideal candidate profile. This can include industry experience, hard skills, soft skills, talent needs, working style, and so on. The more specific you get, the more likely you’ll be to find winning candidates that will thrive in your sales environment.

A tool you can use to streamline this process is HireDNA, which will help you build an ideal candidate from scratch.

With it, you can pinpoint exactly what you’re looking for in a SaaS salesperson, leaving no stone unturned, which brings us to our next step.

Use Data-Driven Sourcing, Assessments, and Screening

SaaS recruiting has advanced dramatically in recent years. Rather than relying on “old school” tactics for sourcing, assessing, and screening candidates, you can now leverage cutting-edge technology and concrete data that simply wasn’t possible in the past.

With HireDNA, for example, you can tap into a national network of hundreds of thousands of SaaS salespeople — both active and passive candidates — to find relevant professionals based on your ideal candidate profile.

For assessment, HireDNA uses a data-driven evaluation, looking at key factors like the role, your culture, required experiences, and unique selling skills. Each candidate receives a score in each category, and those with a match score of 75% or higher qualify for the position.

And for screening, HireDNA uses a sophisticated science-based skills assessment that tests 21 core selling competencies, such as the will to sell, motivation, and responsibility.

That way, every candidate in your talent pool is thoroughly vetted, and you can narrow it down to the absolute cream of the crop. From there, it’s just a matter of interviewing the list of candidates you’ve shortlisted and choosing those that best match your culture and ideal candidate profile.

Set Your Sales Reps Up for Success

Up until this point, I’ve talked about the steps leading up to the pre-hire moment. But for the rest of the post, I’ll focus on everything post-hire, starting with equipping your salespeople with what they need to succeed.

This typically begins with robust onboarding, which is something I’ve covered extensively in this post. Some essentials of SaaS onboarding include:

  • Offering new reps an end-all-be-all orientation resource to quickly get them up to speed
  • Formally training them on the software they’ll be selling
  • Educating them on buyer personas
  • Educating them on your UVP and competitor strengths and weaknesses

Another big piece of the puzzle is providing salespeople with proper mentorship and coaching, especially during the initial stages. This should ensure they have the built-in support system needed to “get in the groove” with minimal friction. Not to mention, it’s an effective way to reduce turnover.

Also, simply making it a point to consistently check in with SaaS salespeople to see how they’re doing and if they’re comfortable can go a long way.

Objectively Assess Performance with Analytics

Finally, you’ll want to identify a list of core metrics that most essential to success and stay on top of them with analytics. You don’t need to go crazy with it and measure every single metric, per se, but you should analyze those that are critical to your bottom line like maximizing revenue, increasing efficiency, and fueling growth.

Some examples include:

  • The number of qualified prospects a rep reaches out to
  • Conversion rate
  • Length of the sales cycle
  • Gross revenue
  • Long-term sales growth

You can find a list of the best SaaS sales analytics platforms here.

Winning with Your SaaS Sales Hiring

The fact that three-quarters of companies struggle with SaaS sales hiring speaks to the inherent difficulty of the process, especially for beginners. But by following a proven template that checks all the key boxes, you’ll know how to systematically approach the process and assemble a team of professionals that will position your business for success.

To learn more about how HireDNA can help with SaaS candidate sourcing, assessments, screening, and more, schedule a demo today. Companies that use HireDNA are able to cut their hiring time in half and eliminate 96% of hiring mistakes.

The Surefire Way to Create an Elite SaaS Sales Culture

Posted on by Nick Mann

Let’s be honest. The word “culture” has basically become a buzzword and, in many ways, is now diluted. But despite its slightly annoying ubiquity, having a strong SaaS sales culture is nevertheless highly important.

Why? Because it helps attract better reps, reduces turnover, increases synergy, and generally makes your company a better place to work. In turn, this makes your business more competitive, more profitable, and sets the stage for long-term growth.

While numerous factors contribute to an elite SaaS sales culture, here’s what you should focus on above all else.

Use a SaaS Sales Recruiting Platform to Find Top Talent

In my opinion, the first step of building a great culture starts from the top by not just finding next-level talent but finding next-level talent that’s compatible with your company. These days, a one-size-fits-all approach simply won’t cut it, and you only want to recruit candidates that check all the right boxes. This means choosing candidates based on obvious factors like knowledge, experience, and selling abilities, as well as more subtle factors like thriving in your unique selling environment and being a great cultural fit.

If you can do this effectively, you should make significantly fewer bad hires and lower turnover, which will naturally strengthen your culture.

A proven way to find top talent is by using a SaaS sales recruiting platform like HireDNA. It takes a scientific, data-driven approach where you first create an ideal candidate profile.

Based on this information, HireDNA sources top talent via a national network of active and passive candidates.

From there, candidates are screened…

…and the best ones are then given a sales skills assessment.

Then it’s just a matter of making your choice while having quantifiable data at your fingertips.

SaaS companies that use HireDNA are able to eliminate 96% of wrong hires and lower turnover by a staggering 50%. You can learn more about HireDNA’s recruiting process here.

Build a Framework That Promotes Collaboration and Communication

One of the quickest ways for a culture to turn toxic is to have reps silo information and “go rogue” where each person works individually instead of as a team. While independence is fine and should be encouraged to some extent, it’s important to create an environment where there’s strong collaboration and communication. And this won’t necessarily happen on its own.

As a leader, you’ll want to intentionally build a framework that facilitates this type of teamwork. A good example would be using Slack to create a centralized digital space where your reps can interact, share information, offer tips, and so on.

Besides that, it eliminates much of the back-and-forthing that comes from using email and is perfect for building rapport.

Encourage Friendly Competition

Another critical component of establishing a winning SaaS sales culture is creating an environment that’s conducive to friendly competition. Notice the key word here is “friendly” — not cutthroat where reps try to steal each other’s leads and outdo each other to the point that it becomes toxic.

Ideally, there will be an atmosphere where your sales team gets along and “has each other’s backs” but also has a healthy competitive spirit where everyone consistently does their best. But how do you achieve that?

Here are some ideas:

  • Offer incentives for top performers
  • Hold contests
  • Encourage reps to keep reaching new personal bests and beat their old records
  • Give kudos for achievements

Let Reps Be Themselves

Each salesperson has their own unique strengths and brings something of distinct value to the table. The last thing you want to do as a leader is to suppress that and try to put them into a box. Rather, you want to let each rep tap into their specific skillset and personality so they can fully leverage it and extract their full potential.

This, admittedly, is often easier said than done, and you want to obviously have some type of structure in place rather than letting reps “run wild.” But there are two specific things you can do that will help reps be themselves.

One is to avoid micromanaging and take a step back if you find yourself “hovering.” I think this quote from The Harvard Business Review sums it up perfectly. “Recognize that your way is not the only way, or even necessarily, the best way.” Adopting this mindset should help you avoid this common issue among many leaders.

The other strategy is to give your salespeople more freedom, which can include:

  • Letting them work from where they’re the most productive (e.g. home vs. in the office)
  • Giving them some wiggle room during sales presentations rather than following a detailed script
  • Offer support without telling them what to do

Promote Ongoing Learning

The final piece of the puzzle of building an amazing culture is making learning a habit. Here’s what Forbes has to say about it.

“One characteristic that routinely sets top-performing reps apart is their habit of always staying open to ongoing training, coaching, and development. When we surveyed more than 150 senior sales leaders, top performers earned an average score of 7.5 in this category versus 5.9 for the rest of the reps.”

Whether it’s giving them free access to innovative sales courses and lectures, having them participate in sales programs, or simply sending a team-wide email featuring an interesting YouTube video to help hone their craft, creating this type of atmosphere can do wonders for your culture.

Setting Your Team Up for Success

Given that SaaS sales culture trickles down into virtually every other area of your business, it’s something that demands top priority. While finding success will look a little different for each company, the strategies listed here address the key areas you’ll need to create the perfect environment.

And if you’d like to learn more about HireDNA and see it in action, be sure to schedule your free demo today.

SaaS Sales Recruiting: 5 Essential Tips for Hiring the Right Talent

Posted on by hiredna

In 2022, the United States contained more than 17,000 SaaS companies within its borders. Those 17,000 companies serve over 59 billion global customers. In 2023, Statista projects the global SaaS market to exceed $195 billion in market value.

What’s the common thread pinning these statistics together?

They wouldn’t be possible without SaaS sales jobs.

Salespeople deliver results that directly contribute to company (and industry) growth. But, selling SaaS products and solutions is not easy. Tech companies are observing major issues with their SaaS sales recruiting and staff retention metrics—why?

SaaS Sales Recruitment: Obstacles & Challenges

Companies are finding it extremely difficult to source, hire, and more importantly retain competent, high-performing sales staff. Below, I’ll examine some of the key reasons why businesses are experiencing these issues, and then how to revamp your sales hiring strategy.

It’s a Skill Issue—Soft Skill Issue

One of my past blogs was on sales recruiting challenges. In it, I detailed one of the biggest challenges for sales recruiters and SaaS hiring managers: lack of soft skills in new hires. Why is that one of the biggest challenges? It’s notoriously hard to quantify a candidate’s actual soft skill competence with hard data. Companies often hire salespeople who have underdeveloped soft skills.

Empathy, collaboration, the ability to build rapport, and communication skills have always been difficult to quantify with hard data. However, there have been many innovations in this arena in recent years. For example, certain forward-thinking recruiting platforms are providing companies with the ability to accurately quantify a candidate’s soft skill competence level.

For example, HireDNA is able to measure specific sales competencies, such as emotional regulation, foundational beliefs, and resilience in the face of rejection. This enables precise determinations of one’s sales potential. This capability can have a significant impact on SaaS recruiting and hiring success.

Inefficient Hiring Processes

The top salespeople don’t often stay between jobs for very long. In one of my past blogs, I mentioned that it’s common to have a window of only 10 days to find and hire the cream of the crop sales candidates. This is why inefficiency can destroy an organization’s ability to hire the best talent possible. In the fast-paced world of SaaS sales and IT sales recruitment, this rings especially true. 

Below are a few of my recommendations to improve your recruiting and hiring processes:

  • Have a clear understanding of the role you are hiring for and the goals you wish to achieve through this hire.
  • Leverage both passive and active candidates: A lot of the industry’s top talent will not be actively looking for a job.
  • Use a thorough pre-screening process that includes state-of-the-art tools and science-based evaluations. Interviews that focus on behavior, and an in-depth examination of candidates’ past performance, are also beneficial.
  • Employ a sales-specific assessment tool to ensure a candidate’s “sales DNA” competencies are accurately assessed and measured against your organizational needs.
  • Simplify the application process: It’s possible you are losing great candidates very early in the process simply because your application process is too complex or drawn out. I wrote more on this topic here.

Recommended Tools to Source, Screen, Interview, Hire, and Onboard Top SaaS Sales Talent

The end-to-end process of recruiting and hiring top sales professionals can be overwhelming and time-consuming, especially for SaaS companies. But it doesn’t have to be. I want to share with you two powerful tools that can help streamline your hiring process and ensure you find the optimal fit for your team.

eSkill

 eSkill provides a detailed evaluation of a candidate’s communication and collaboration skills. These traits are critical in a sales role. Here are a few of the main advantages that eSkill can provide your company:

  • Gain a deeper understanding of how well a candidate will work within your sales team, increasing the chances of a successful hire.
  • Easy to use and can be integrated into your existing hiring process, making it seamless and efficient.
  • Wide range of assessments, including pre-employment assessments, behavioral assessments, and skills assessments, allowing you to assess a candidate’s fit for the role and your company culture.
  • Detailed reports on each candidate, allowing you to make more informed hiring decisions.
  • Identify potential red flags early on in the hiring process, saving you time and resources.
  • Cost-effective and can help you save money by reducing the need for expensive and time-consuming interviews.
  • Determine the strengths and weaknesses of your candidates’ emotional intelligence, so you can provide specific, targeted training and development after they are hired to help them (and your company) flourish.

HireDNA

Using HireDNA as a part of their recruiting, hiring, onboarding, and training processes, SaaS companies can gain access to a powerful platform that leverages AI and science-based assessments to find the perfect fit for their sales team. Custom-developed for the needs of technology sales teams, HireDNA enables a faster and more streamlined pipeline of qualified candidates, accurate and predictive sales assessments, and effective onboarding and training.

Here is a short overview of our platform’s features and service offerings:

  • Powerful AI matching technology coupled with a proprietary sales recruiting platform, ensuring companies can source and attract top sales producers who fit their ideal candidate profile and selling environment.
  • Crowdsourcing and candidate referral models provide access to an extensive network of sales professionals. This creates a faster pipeline of qualified candidates.
  • Partnership with Objective Management Group (OMG) provides access to sales-specific candidate assessments and salesforce evaluations. These evaluations have been independently verified at 95% accuracy.
  • Onboarding and training processes designed to help new hires ramp up faster and improve retention. HireDNA’s training includes micro-learning, videos, quizzes, and action plans. All are tailored to the new hire’s sales DNA.
  • HireDNA’s results speak for themselves. 50% faster new hire ramp-up, 80% of searches ending in a successful placement, and 92% of candidates recommended and hired reaching the top half of the salesforce.

Using a science-based approach to SaaS sales hiring will continue to become more prevalent over the coming years. As tools like HireDNA and eSkill continue to evolve, companies will be able to attract, hire, and retain more of the best candidates possible—candidates who fit perfectly into their sales ecosystem, company culture, and performance requirements. 

Top 5 Best Practices for SaaS Sales Recruiting and Hiring

1. Have a deep understanding of your “why”

What is your company’s “why?” What about your sales department’s “why?” Culture, vision, goals, objectives, etc.—these all play an important role in the formation of your company’s “why.” When you lack a clear understanding of your company’s vision, ideals, and mission, it can be extremely difficult to find the right talent that fits into your brand’s unique culture and sales ecosystem.

2. Streamline and use a data-driven approach

Having a long, over-extended recruitment process is a talent killer. Luckily, recruiting in SaaS has come a long way (even compared to just a few years ago). Platforms like ours empower companies to fully transform the way they source, recruit, hire, and retain top sales talent. The importance of streamlining your approach to recruiting cannot be overstated. Likewise, leveraging the power of data and AI-driven recruiting tools can be a real game-changer for SaaS companies. 

3. Use your company’s value proposition

One of the more overlooked sales recruiting tips is leveraging your company’s value proposition. Your unique value proposition is a strong selling point to potential sales candidates. Using your value proposition during the recruitment process is crucial. It makes sure that potential hires align with the mission, culture, and “why” of your company. By clearly communicating your unique value proposition, you can ensure you are only bringing on individuals who are genuinely excited about what your company has to offer. 

4. Leverage the power of incentives

Incentives, for both on-hire and performance-based, can make a large difference in attracting top talent that is able to perform versus mid-range salespeople that deliver lukewarm results. Another major reason why incentives are vital to elevating your hiring strategy—passive candidates, which are often top performers, will typically need to be coaxed out of their current roles. Incentivizing passive candidates is highly recommended. Examples of compelling incentives include:

  • Bonus upon hiring
  • Compensation increase
  • Stock ownershp
  • Flexible and/or hybrid work environments
  • Growth opportunities within your organization
  • Ongoing SaaS sales training using industry-leading frameworks, workshops, and resources

5. Consider using SaaS sales recruiters

Delegating the traditionally resource-intensive process of recruitment to SaaS sales recruitment agencies can be helpful for certain companies. Top-notch agencies and their rosters of recruiters are experts at matching top talent with the right companies. However, many recruitment agencies in the tech industry use outdated methods and source poor-quality talent, so I recommend doing your due diligence if you’re considering hiring an agency.

Wrap-Up

Salespeople play a vital role in the growth of SaaS companies and the industry as a whole. Finding and retaining the industry’s top talent can be difficult, but the advice laid out above can help transform your recruiting process. A quick recap of what we covered:

  • Leverage next-gen recruiting platforms (e.g., eSkill, HireDNA, etc.) to help weed out poor-fit candidates.
  • Restructure your offer – focus on your value proposition, incentives, and attracting talent.
  • Recruit both active and passive candidates.
  • Streamline your processes.

Although companies face many challenges in SaaS hiring and recruitment, the strategies outlined in this blog can help maximize your recruiting efforts and source tier-one talent for your organization.