Podcasts about tito bohrt

This episode of the Sales Development Podcast features an in-depth conversation with Tito Bohrt, a leading figure in the sales development and technology sales arena. Tito discusses his journey in creating a pivotal sales tool that enhances pipeline and revenue generation for tech companies.The discussion delves into the specifics of sales strategies, the integration of data analytics, and the impactful use of SaaS platforms to optimize sales processes. Listeners will gain insights into the nuances of effective sales development, the importance of data-driven decision making, and how to leverage technology to maximize sales outcomes.The conversation also explores Tito's multifaceted business model, including his venture capital initiatives and the synergy between sales outsourcing, advisory roles, and technological solutions. This episode is a valuable resource for anyone looking to enhance their sales techniques and understand the dynamics of sales development in the tech industry.

Welcome to another episode of the SDR Game Podcast, where it is my job to deconstruct top sales performers to tease out the processes, routines, and habits that you can apply to your own career. This special in-betweenisode serves as a recap of the 10 most popular episodes from 2023.  It features a short clip from each conversation in one place so you can easily jump around to get a feel for the episode and guest. Please enjoy! Happy New Year! ✌️ ---

3 things you'll learn in this episode, the 3 pillars of successful sales development: Targeting Outreach Health Messaging Tito Bohrt is the CEO of Altisales Tito's results: Has built 70+ SDR teams from the ground up Sourced over $100M in revenue for his clients. Connect with Tito: ⁠https://www.linkedin.com/in/titobohrt/ Looking for an SDR job? https://www.altisales.com/careers Join the Sales Mad Scientist Series https://lu.ma/sales-mad-scientist ---

Sales isn't just about hitting the numbers; it's about creating transformative partnerships, driving revenue growth, and making Wall Street dreams a reality. In this episode, we dive deep into the world of sales development and go-to-market strategies with Tito Bohrt, founder and CEO of AltiSales. The discussion kicks off by shedding light on a common pitfall in sales development: focusing solely on meeting quotas. Tito reveals the flaw in this approach and explains why exceeding expectations and delivering real revenue outcomes should be the ultimate goal. As the discussion unfolds, Tito reveals how his company has transcended traditional sales development, transforming it into a venture capital powerhouse. He shares how his team not only sets up meetings but also invests in early-stage companies, taking on shared risks and reaping rewards alongside their partners. Tito also delves into the nitty-gritty of setting up successful sales development teams and shares the meticulous operation he has built. He emphasizes the importance of finding fulfillment beyond monetary gains and shares the heartwarming story of his promise to his mother. If you want to discover how to break free from conventional norms, deliver exceptional value, and ignite the true potential of your sales team, then this episode is for you. Tune in now!Love the show? Subscribe, rate, review, and share! http://stratyve.com/

Shredder! Tito Bohrt joins us on the Surf and Sales podcast.  Is AI annoying yet? Motivating your team through scary times of the economy and AI Be careful of the articulated AI lie Big props to Hubspot for making us a part of the Hubspot Podcasting Network! They even offer free tools to help your sales and marketing team. Click Here  Connect with us on LinkedIn Richard Harris Scott Leese Want to go to Costa Rica? Come to the next Surf and Sales event! Register Here!  

Are you confident that you're looking at your data the right way? In order to generate leads and sales, it's crucial to analyze your data in the correct way. In the Transform Sales Podcast #31, Tito Bohrt, CEO at AltiSales spoke to Amir Reiter about the most common mistakes and show you how to get accurate insights that will help you improve your B2B lead generation company growth. Want To Find the Right Agencies For Your Sales Team Quickly? Learn How You Can Use The CloudTask Marketplace here: https://www.cloudtask.com/find-agencies #TransformSales #leadgenerationcompanies #cloudtask

Outreach.io is one of the most well-know prospecting (or spam) software companies. Founded in 2014. In 2018, Outreach.io's first acquisition was Sales Hacker, the world's largest B2B Sales community and media company. Why did Outreach.io acquire Sales Hacker? Sales Hacker runs a community, physical and virtual conferences, and meetups. They produce content like webinars, blogs, podcast, templates, and videos. Their blog is 100% community-generated by Sales and Sales Development thought leaders and influences, including prospecting gurus like John Barrows, Richard Harris, Tito Bohrt, and Trish Bertuzzi. Sales Hacker produced content types like: tips, case studies, tear downs, guides, templates, checklists, research, surveys, polls, stats, and product reviews. Most of their blogs would get circulated by over 50 partners. They built a reputation for the go-to destination for unbiased thought leadership and actionable advice from peers—not vendors. They had a strong social media presence such as on LinkedIn, YouTube, and Facebook. Their Founder and CEO, Max Altschuler, wrote a book called “Hacking Sales” and built a strong reputation on social media. They had sponsorships from companies like Intercom, HubSpot, PipeDrive, and LinkedIn. Sales Hacker, whose audience was Sales, was built by Marketing. Gaetano DiNardi was the former VP of Marketing at Sales Hacker from January 2017 until the Outreach.io acquisition in September 2018. In a LinkedIn article, Gaetano outlines how a very small Marketing team, doing proper marketing, grew Sales Hacker 400% until it was acquired. While not a SaaS company, Sales Hacker is another ironic and logical example of a company that succeeds because of proper marketing—to a pro-prospecting audience. Founder and CEO of Outreach.io, Manny Medina, said at the time, “[Our buyers] don't know we exist as a category; they don't know that Sales Engagement is a solution. The main limiter to growth for us is actual knowledge, understanding there is a solution out there for their pain. We need to educate the community that Sales Engagement exists”. So, to generate awareness and demand about their prospecting software to prospectors, Outreach.io needed Marketing. So they bought it, via Sales Hacker. Today, Outreach.io does significant other Marketing efforts. When you think of Outreach.io, do you think of Sam Nelson (who creates a lot of LinkedIn content and dyed his hair blue), Scott Barker (who hosts their podcast), Max Altschuler (former CEO of Sales Hacker that also authored the book on Sales Engagement), or their CEO Manny Medina (who is quite active on LinkedIn)? Or do you think of Billy the SDR doing prospecting? Which type of marketing do you think drives their profits, growth, reputation, demand, word of mouth, and community—Sales Development or Marketing? How much marketing resources do you think Outreach.io invests in Sales Development versus Marketing? Does Sales Development do more harm than good? Only Outreach.io knows. Get started on implementing The Buyer Centric Revenue Model by making the business case for the experiments to prove it and achieve a gradual transition. Continue the discussion and get help implementing the model in the Buyer Centric Revenue Model community. Join the movement of forward-thinking peers liberating and modernizing B2B Marketing and Sales. Achieve a better growth playbook, a competitive advantage, and more productive and fulfilling careers. Enjoy insights, data, best practices, resources, and jobs. Plus, live Q&A on Thursdays at 1pm PST, 4pm EST. To learn more about the model and these topics, check out my book “The Death of the SDR: And the Birth of the Buyer Centric Revenue Model”. Available on Amazon in ebook, paperback, and audiobook.

Who benefits from prospecting? After all, it's not buyers, sellers, marketers, SDRs, companies, or VCs. Sure as hell isn't buyers. The only people that benefit from prospecting are those that sell prospecting: influencers, gurus, leaders, trainers, consultants, agencies, tech vendors, and community organizers. Ironically and logically, the peddlers of prospecting successfully market prospecting not by prospecting, but with proper marketing. They do content marketing, social media, comarketing, events, influencer marketing, referral and affiliate marketing, networking, reviews, partner marketing, win back campaigns, recycle campaigns, ads, community marketing, customer marketing, website, self-service to some extent etc. Talk about a trojan horse. People buy the horse (Marketing) but get trouble (prospecting). Observe that they do extensive Marketing, and that they are successful because of their Marketing, not their prospecting. In fact, you probably know and like them because of their Marketing. For example: 1) Agencies, Consultants, Trainers: Josh Braun, Morgan Ingram, John Barrows, Tito Bohrt, Trish Bertuzzi. 2) Tech Companies: Salesforce, Outreach.io, Salesloft, Gong, ConnectandSell Get started on implementing The Buyer Centric Revenue Model by making the business case for the experiments to prove it and achieve a gradual transition. Continue the discussion and get help implementing the model in the Buyer Centric Revenue Model community. Join the movement of forward-thinking peers liberating and modernizing B2B Marketing and Sales. Achieve a better growth playbook, a competitive advantage, and more productive and fulfilling careers. Enjoy insights, data, best practices, resources, and jobs. Plus, the live Q&A on Thursdays at 1pm PST, 4pm EST. Head over to BuyerCentricRevenue.com to sign up. If you want to learn more about the model and these topics, check out my book “The Death of the SDR: And the Birth of the Buyer Centric Revenue Model”. It's available on Amazon in ebook, paperback, and audiobook.

Tito Bohrt is the founder and CEO of AltiSales, a leading Sales Development Consultancy and Outsourcing company. Tito was awarded "Best SDR Leader of 2018" at the Sales Development Conference, and is a Certified Sales Expert by Sales Hacker. Tito has hired and trained over 100 SDRs and written extensively about Excellent Sales Development practices. Tito is an avid public speaker, having spoken at Outreach Unleash and The Sales Development Conference. He is also an investor and advisor to fast growing startups like Piio, LightningAI, and Kylie.ai and has sold software deals ranging from $1,000/yr to $1,000,000/yr all over videoconferencing. A weekly round up of the the latest actionable insights, strategies, and tips on outbound sales from around the web (Outbound Weekly): https://outboundweekly.substack.com Join the Facebook Group (B2B SaaS Cold Outreach Mastery): http://morgandwilliams.com/fbgroup --- Send in a voice message: https://anchor.fm/morgan-williams0/message

Meet Tito Bohrt, CEO & Founder of AltiSales. AltiSales is an Outsourced Sales Development as a Service Agency that's been in the game since 2012. Tito and the team have been pushing for remote roles since 2012 and when he brought this up to the world, everybody laughed at him. After COVID, many companies expired issues with running a collobraotaeve remote team. Tito has been ahead of the game and actually coached many teams on how to run an effective remote sales team, let alone track their work and make sure the reps are delivering on their promises. Tito is also an Angel Investor for Marpipe, Orum, Styra, Candex Inc., QuataPath, Kylie.ai, Verdigris and Piio Inc. In this episode, Tito shares his love, passion and Why behind Sales Development. www.altisales.com Connect with Tito here: https://www.linkedin.com/in/titobohrt/

Your host, Ry Russell, talks with Tito Bohrt of AltiSales on their sales experience and how to scale to larger and larger clients.

Tito Bohrt is the CEO of AltiSales. He is building the best company for SDRs. World-class training, the best management in the world, and a team of sales operations allow us to execute Sales Development like no other team.He is also the Interim VP of Sales, Investor, and Advisor at Maripipe. Marpipe is the first multivariate testing platform for creativity. You can find out more about Tito Bohrt and connect with him at LinkedIn, https://www.linkedin.com/in/titobohrt/.If you’re listening to the Sales Hustle podcast, please subscribe, share, and we’re listening for your feedback. If you are a sales professional looking to take your sales career to the next level, please visit us at https://salescast.co/ and set a time with Collin and co-founder Chris.Join Our Sales Motivational SMS list by texting Hustle to 424-378-6966. Please make sure to rate and review the show on Apple.

Welcome to the Recruitment Hackers Podcast. A show about innovations, technology and leaders in the recruitment industry. Brought to you by Talkpush the leading recruitment automation platform. Max: Hello everybody. And welcome back to The hacks from max,  our recruitment podcast for recruitment hackers and people who're interested in accelerating recruitment. Today we have a really exciting guest joining us who is not coming strictly from the world of recruitment and talent acquisition. But in fact, from the world of sales, Tito Borht is the founder and CEO of AltiSales, which is one of the leading sales development providers to the startup and tech world in the U.S. I met him in San Francisco a few years back, and I've been following him ever since on social media. Which he has turned into a hiring engine for his company. Tito, welcome to the show. Tito: Thanks Max. It's good to be here.Max: Thanks for coming. So on this show we talk a lot to Talent Acquisition professionals and we present content for people who are hiring thousands and thousands of people.And yesterday I was talking to somebody who hires 10,000 people a year. Your business is at the different end of the spectrum but I think that's what you've done at AltiSales can be really inspiring for companies of all sizes which is leveraging your voice on social media in order to attract exceptional talent. So that's where I'd like to take the conversation to. but first before we get going tell us a little bit about yourself.  What is the AltiSales.Tito: Cool. Yeah. Quick background here. So I started a sales development consulting and outsourcing company back in 2012. The idea came 2011 started really doing work 2012. And we're a really fun company to work for. I mean, we are a distributed company. We have employees and I think at one point we had like nine countries, I think now we're like seven different countries. A lot of people work from home. We have cool things happening like the quarterly president's club.So every, three months, everybody who's hit their goals for the company is flown over to a cool destination. We've done things like Cancun, Mexico, the Bahamas and places like that, we get the team together and we spend about a long weekend, with one another, just enjoying ourselves, getting to know the rest of the team and so on and so forth because the rest of things are just managed via Zoom. So we're really interacting, just via video conference.Max: So with this pandemic in place, no more quarterly president's club. I ImagineTito: Yeah, we're punting the President's Club for the future. So everybody who's qualified in Q1 and now is qualifying in Q2 is going to join me the same one  at some point and we're going to make it bigger and better once we can travel. But yes, coronavirus has ruined a little bit of the fun, you know, I sometimes joke with the employees and I say, you know, maybe the way we will run this is we'll just do president's club like this. Max: Ooh. Yeah. For those who are listening, Tito just switched on his zoom background with the Palm trees. Yeah, I think this is the closest, a lot of people have been to the beach, sad times.  But  you know, I mean, I don't want to talk about sales efficiency, but for Talkpush. We're spending less time traveling and more time selling, actually. Maybe you've seen the same thing.Tito: Yeah, that's right. I think companies that are commonly remote are doing so much better than the usual company. And then companies that are usually in house are struggling to figure it out. At the beginning it was figuring out their setup, meaning what do I need at home to be able to have the basic equipment so I can work.But nowadays it's productivity, you know, it's not easy to transition from working at the office to working from home and not wanting to take a nap from noon to 3:00 PM, right. Or whatever it is. Max: I already took mine.  So we're good.  Nothing wrong with taking a few naps, by the way. I mean, that can also be a productivity tip. but yeah, maybe not a two hour one.  I do think if you want to accelerate your time to nap, a glass of wine at lunch really,  does the trick. Tell us about AltiSales, the type of profiles that you're hiring for and maybe, you know, when you started this company how did you come up with a recruitment process  that was gonna speak to your values? That was going to speak to the kind of people you want to work with?Tito: Yeah. So it was funny because the company, the first thing we set up was based in LA Paz, Bolivia, and we hired half of our team in the U S and we offered them all expenses paid to Bolivia. This was  back in 2012.  And then we hired a few people locally in Bolivia, and we built a hybrid team, righ, of native Americans living in Bolivia for six months, doing some work and then some local people that would be more or stable throughout the years in terms of being able to work with us. Unless, because the visas get more complex the longer you want to keep people out of the country and working there.So, I think at the beginning it was very much trying to figure it out.  Where do we post in these different countries? What countries want to use websites like Indeed versus Craigslist versus local, even newspapers or stuff like that.  Finding the people with the basic requirements, like for us, we're an English we're speaking company. Then our main, you know, language is going to be English across the board.  But, then there are some teams that speak Spanish more than English. For example, we have a good amount of people in Latin America.  So the early days I think it was more figuring it out and understanding where to post and what to post,  in different places.But then as years went by the strategy evolved and nowadays we actually find about 80% of our employees directly through social media. I mean, LinkedIn is probably the biggest place. They come inbound. So, I post something about us recruiting and we just started getting applications, which is awesome.And then the other 20%, I think, comes from regionally sourced through current employees that understand their local countries and we know where to post. So we want to hire somebody in Colombia. We have somebody there that will tell us where to post. Somebody in Costa Rica, somebody in Bolivia, somebody in Argentina, we have all these different countries where we know what are the common places, where English speaking people, would be looking at.Max: You know, the good job boards and marketplaces. You were talking about the sourcing strategy from a posting and then how it moved to social media. In a bigger company you have let's say 20 or 30 people working in recruitment. You'd have half the team doing sourcing the other half doing interviewing.And then within the sourcing team, maybe you'd have a team that's dedicated to social media storytelling and answering questions. And if they're big enough, maybe they even have a chatbot, like the one we provide in order to handle these inquiries. I guess your time has, over the years, you've shifted more of your time into social media and into storytelling because you realized that it was gonna save you money on advertising or was it more about changing the quality of the traffic? How did this come about? Tito: Yeah I wish it was as strategic as you would make it seem. I think the way it worked is I just, I'm a very open and transparent person. So I started sharing a lot of things on social media, and I write blogs on LinkedIn and Sales Hacker about  how to run a company, better everything from commission structures to, you know, whatever, like SDR to handles some things that are very specific to my industry. But, I also share a lot about company culture. Like how do you build promotion paths? And how do you compensate your people?And why you should do president's club and why SDRs matter and blah, blah, blah, and things like that.And that's just attracted my audience, like the type of people that I hire align with those beliefs and they read my blogs and you know, my information online and they say, that's a company I'd love to work for. And then obviously it does have additional benefits. Like everybody working from home, you know, allows us to have a very broad market.So I don't need to be trying to recruit somebody in San Francisco or somebody in Boston or somebody in Texas.  You know, I can go and say, it doesn't matter where you work. It doesn't matter where you live. If you align with our mindset, apply. We hire everywhere and anywhere.Max: Yeah, that's, that's a good point. I hadn't thought of that. This is especially applicable for a company that is open to hiring remote, because when you're doing social media, you're investing your time in building content. You can't really decide where it ends up. It might be consumed anywhere in the world.And so you don't want that to be lost  Did you find that, you said 80% of the traffic or your hires now come from LinkedIn and what is it Instagram? What other channels are you using? Tito: Yeah. LinkedIn is maybe the place where we get the most sales development reps, just because of the following. We just got, god, I think 40 or 50 resumes from people in Latin America through just having our teams post on Instagram. I put a post, my employees, follow me on Instagram and share the post. And because they're regionally located and they have friends or friends of friends, they said we're recruiting. Help me spread the word. Here's what we need. Basic requirements ping me for a link to the job post. And then we got like 50 people in like two or three days and we wanted to hire two. We hired one very quickly. They had all the exact skills and requirements that we're looking for. It's an entry level position, but they were experienced already.They knew more about the world of data research than we expected to find and they were great. So, yeah, for us, it works really, really well. The more you grow outside your main city, the more valuable social media recruitment becomes. Because, as you said, you can't pick where they're going to read your content and therefore, the more open you are to hiring internationally or outside your HQ, the better Max: There are a lot of companies right now, which as a response to the pandemic have decided,  we're going to be working from home from now on, and this is how we're going to operate going forward. Even for positions that we thought were desk bound we've made the switch completely.So I think they're going to have to look at, let's maybe switch off some of our span  on the job boards and the CareerBuilder and Indeed and move some of that into investing, into creating quality content that people will share and reshare, et cetera — on LinkedIn. Your content is super targeted to the sales development community and it's almost like, it's got a very distinct voice where you sound like you're an industry lobbyist; that you're fighting for the little guy. Which is a great way to get some, I guess, attract certain types of profiles. I Imagine this kind of strategy could be replicated well for companies that hire a particular professional, a particular type of professional. Could be for a company that's hiring lawyers or maybe a company that's hiring sales insurance professionals or recruiters. If you have a big staffing firm, we could replicate that and get inspired from from your content.Do you think that would work?Tito: I think so. I think that this is applicable to  any company. And again, it depends. Who's writing the content? I think that if the content is coming from the CEO and it's a company wide kind of a mindset. It can apply to any company and it can apply to any position.Right? The idea that we take care of our employees, like I tell my team, I say, you know, 20 years down the road, you're going to look back at your career. When you think what was my best career decision I've ever made, if that decision wasn't to join our company, then I failed as a leader. And I repeat that several times and we operate with a mindset of that being the case.So we're really investing in coaching and training and helping our team do better and learn more and, you know, grow us as employees. They really appreciate it. I mean our employee turnover is almost nonexistent. I've only had, in the last three years, two employees leave our company voluntarily.Got another two or three due to low performance, which you know, will happen.  We tried training them forever and things didn't work. But well, truly, for a company with 25 employees having churn, I don't know, maybe six or seven employees in three years. it's something that we're proud of.Max: That's pretty outstanding. Either you're doing something right or you're hiring the worst performers in the market, they can't find a job elsewhere. Just kidding. I've had a few departures myself over the last year. Which you know, was always disappointing, but  mostly the people who left because they wanted to start their own company and they have a new startup, a new venture. And, you know, I take a little bit of satisfaction in knowing that I helped them to learn the trade and gain the confidence to become entrepreneurs themselves. So that's the kind of attrition I'm okay with, I guess. Tito: Yeah, that's right. I say that to my team all the time. I say if you're leaving, I actually just the one person where we recruited via social media recently, especially Instagram helped us a lot as our team shared.She's moving to the nonprofit world. So. That was her passion. She worked, you know, in Washington, in DC for a nonprofit before and now her old boss contacted her saying, if you want to come back, we're hiring remote and I can hire you regardless of where you are. She's in South America, as she said, I'm taking that one also because the pay they were offering her was way higher than she was making Latin America. She was getting essentially a U.S salary in Latin America. Max: So the nonprofit world, plus the salary. That's hard to beat. It's hard to fight against that. Tell me about, how do you feel about how your recruitment work has evolved over the years? What are some of the remaining pain points? You've solved around the issue of sourcing and you've got a good pipeline of candidates coming in, and it sounds like you could probably scale it up.I mean, I know you're still a relatively small business, but I would imagine that you could find potentially hundreds of sales reps to hire globally with a social media first strategy. I don't think that there's any limitations there because the universe is so big. but what are some of the limitations on your end where you feel like, wow, I wish this didn't take so much time? Or where do you think are still some of the opportunities or the pain points today? Tito: Yeah, that's so funny. When you say pain points, I can say I smell your sales sweat. Only people who have done enough sales would ever talk about  pain points. When I talk to my friends I don't talk in pain points. I talk in challenges or whatever, you know,  Max: I don't use challenges. I use pain points. Tito: Yeah. So like, hey, you know, team meeting! Okay, here are my pain points. What are the difficult parts? I mean, one of the things that we've done well is get way more strict on the process that we go through to make sure our candidate is qualified.Like we're going to do both the culture fit and a skills test. The skills test for the SDRs is we actually give them a bunch of online resources. We say go watch these videos, go read these things and then come back and, build a sequence of phones and emails and show us that you can do the work and you can do it well.And they need to pass that test in order to do well, so we're testing for both, their ability to learn quickly through only resources. And their ability to execute well, once they've learned something. So that that's helped us a lot. We do the same on our data research team. We have a few tasks, they gotta do an Excel, as part of the interview process and so on and so forth.so those scale pretty well and then our team retention is so good that  we don't need to hire a bunch of people. We're hiring five or six per year and we can get very strict on  quality. It's kind of the opposite of how most people think. Most people think, what's the minimum amount of money I can pay my employees while still being competitive in the market?And what's the minimum I can train them while they evolve their career? What's the minimum number of promotions I can give while they'll still not leave? And I think about it the complete opposite way, I think what's the maximum amount of effort I can put towards an employee while still making it profitable? And have that employee grow as much as possible within the company? How do I maximize the employee experience? So as a sales guy and a sales development person, my background is in psychology and I'm always thinking the opposite. I'm always thinking how do I maximize the experience of any other person interacting with us? When you look internally. I think about it in the exact same way. How do I maximize the employee experience? How do we maximize the fact that after them being with us for three months, they say, holy cow, that onboarding was incredible. Their training is incredible. I'm being helped. Employees make mistakes, how you treat them, how you manage your team… This great book called Radical Candor helps with that employee communication. It talks about like rockstar mindset versus superstar mindset and being radically candid. So we apply a lot of these principles to make sure, first, that our current employees are incredibly happy, and second, how do we find the people who will fit the skills that we're hiring for? And also fit the culture we are hiring for? If we hire the right person they're going to stick with us for many, many years.So, that's the mindset behind our recruitment strategy. Max: Well, it's lovely to be able to be so picky, Tito. And I think that your psychology background, that's what you said, that's what you studied in school?Tito: Decision neuroscience.Max: That sounds a little heavier than just psychology. Psychology is the most common major for people working in talent acquisition and HR, and they're very much focused on employee happiness. I think people who exercise that empathy muscle will have a bright future. I think that most of the challenge in recruitment and talent acquisition has moved away from how do we reduce the cost per lead as much as possible,  because it's really easy to get volume, actually, today. I mean, you can always buy volume. Your system sounds like you spend more time optimizing around that initial assessment and figuring out that very hard thing, which is can, somebody research and be curious,and solve problems in the course of that recruitment process.Is the interaction with the candidates happening over email, Skype? Or what are some of the tools you use?  Tito: It varies. I mean, when we've recruited internationally, number one is, do I have good enough English to be able to work on the team? So literally people send us a WhatsApp message. We ask them, you know, to do X, Y, Z, or introduce themselves or pitch something.And, and we just want to gauge the quality of their English, which is important.  Max: Do you eliminate anybody who uses the word pain point?Tito: Definitely, discarded, immediately. Forget about them. Joking aside, we do look at what are the basic skills that we need for the employee. And we've mostly recruited positions that are fairly entry-level and we grow our people.So, our managers internally, we recruited one SDR manager and he's grown a lot within the company, has gotten so much better. And then everybody else has been promoted into their leadership positions. So we really hire from the ground up and evolve our people and make them better than keep them in the company.So yeah, I really enjoy building it from the ground up. Increasing the loyalty rather than, like you said playing the game of lowering our cost per lead. What I want to do is maximize what I call ROTI and this I learned from a mentor of mine, Matt Cameron. This ROTI is return on time invested.Max: I know Matt, I met him in San Diego, before the crisis.Tito: Nice. He's amazing. All his trainings are great. But, the way you think about it is, how do you make sure that any employee joining your company or who's already at your company — when they look at all the options they have, they can go work other places, or whatever else. How do we maximize a return on their time invested?We're asking them to invest another two years. When I talk to an employee I'm like, why are you going to be here two years from now? What is this job giving you that makes it the best idea to be here for the next two years? And for some of them it's financial, Oh, I can make the most money here than anywhere else, because I'm going to work on my sales commissions, whatever, and our commissions are great. For other people,  growth learning, the opportunities. For other people as a job, flexibility for other people it's our management style, the lack of stress of the job, because we're very results oriented. Not, you know, time and effort oriented. Max: Sorry, don't mean to interrupt. I was thinking that those questions are questions that we'd love to get honest answers to. But when you ask a question like that, sometimes the candidate will just tell you what they want you to hear. And you know, they'll come up with some sort of cookie cutter answer about, Oh, I'm trying to blah, blah, blah, help you help me. It's hard sometimes to get honest answers, maybe it's because your team has been trained on this radical candor communication that helps you to  get more out of it. It's  a little bit harder with candidates. Tito: Yeah. You can't do it in the first interview. Right? You're not going to ask them, why do you want to join AltiSales? What's your ROTI? But, once you've gone through a couple of interviews and you're about to offer the job, and this will happen, they say, I have another three job offers. And we say, okay, great. Why in the world would you join us? Why wouldn't you go somewhere else?So, we're not saying justify the fact that you want to join us. I say justify the fact that you don't want to join anybody else. What makes us special? If we give you a job offer, would you take it? And why would you? I mean, isn't every job the same? And then what is funny is this is a little bit of reverse psychology, right? They'll do the opposite. It'll be like, Oh no, Tito, here are the three things I love about your company. I love that you're international. I love that I can work from home. I love this. I love that. And I really want to join you. And I say, are you sure? They're like, yes. I'm like, okay, so if I give you this job offer right now would you take it? They're like I would, I'm like, you already have it. That's it. Sign here. Right?And then with your employees you also want to be constantly talking about it. So like our managers to every employee, they ask him, what is your mindset? Are you in rockstar mindset or are you in superstar mindset? Superstar mindset means you want to work hard long hours. You want to get a promotion. You don't mind coming in early, leaving late. You're going to be assigned more responsibility.You want to expand your responsibilities beyond your primary area of expertise. You want us to train you and coach you and guide you and help you grow. If you're in rockstar mindset you're the opposite. You just want to do your job really well. And some people are rockstar mindsets with orientation about money. You're a sales rep. You just want to sell as much as you can. You don't want to learn about sales management. You don't want to learn about marketing. You don't want to learn about any of these. I'm going to sell day in and day out and make my money. And other people are rockstars oriented towards time off, they say, I'm just gonna come here, I'm going to do my work. I want to work six hours a day then I have to take care of my kids, or I love playing golf and go play golf twice a week. Or I want to do XYZ outside of my job. Dude, I'm getting married. I got to plan a wedding. I got stuff to do. I can't be working 10 hours a day, screw that.So we understand how employees think, how they behave, what they're looking for. We try to optimize the manager's efforts to help them achieve in the next few months, whatever they want to achieve, or they can be rotating. So monster in some quarters, they're in a rockstar mindset, some quarters they're in superstar mindset, and then they can shift back and forth and the managers learn how to manage to those mindsets. Max: Very good. Well, I don't know about the rest of the audience and our listeners, but personally, after, after hearing you. I kind of feel like applying for a job at AltiSales, just to see how I would fare in the recruitment process. I'd like you to try that reverse psychology on me in interview number three. And I think there was a lot to pick there not just for me, but for any company that wants to hire in sales. So thanks for sharing all those nuggets of wisdom, Tito.Tito: Of course, man, my pleasure. Unfortunately, you wouldn't be qualified to join us because you said pain points. Max: All right. Well then I won't or maybe,  I'll use one of my aliases and see how far I can get through. Thanks Tito, and , looking forward to meeting in person again when traveling is permitted.Tito: Well, let's make it happen. Thanks Max. Max: Cheers.Max: Awesome inspiring chat with Tito Bohrt Founder of CEO of AltiSales. Please check out AltiSales and add Tito to listen to his insights on how to build a sales development team. His content is the driving engine behind his recruitment. I think, a lesson for anybody who wants to build a large scale operation, large or small, especially if you're going to hire remote teams.Thank you, Tito. Hope you enjoyed it. If you want to hear more interviews with thought leaders in the recruitment space, subscribe to the Recruitment Hackers Podcast, leave us a review and invite your friends. Thank you. See you soon.

Cold calling is hard enough without doing it poorly.   Many contact marketers abandon cold calling prematurely, citing it as ineffective because the metrics don’t appear to be there.    On this episode, Tito Bohrt, Founder and CEO of AltiSales says there’s a method to the madness of customization.  Training yourself and others to engage potential clients well is the first step into effective cold calls.   So much happens before making the call.  Persistence is important, but listen to what Tito says you should be considering prior to picking up the phone. Learn more about your ad choices. Visit megaphone.fm/adchoices

Tito Bohrt is the founder and CEO of AltiSales, a global sales consultancy that provides services and solutions in technology, sales operations and development. As a sales trainer, Tito has helped many sales executives build world class sales teams, increase response rates and set more meetings. This episode is loaded with thought-provoking and actionable advice! Tito shares real life examples of how to make a great cold call, leave a voicemail that gets the prospects attention and more! Listen in and learn how to approach prospecting in a new and more efficient way and set more qualified meetings!   Here are some of the topics covered in this episode: Quick prospecting hack to set yourself up for success The most efficient way to get qualified leads How to leave successful voicemails - example from Tito How to make a cold call - role play with Tito and Steve How to follow up after meetings - concrete email example   If you want more in-depth tips on how to follow up after a sales meeting, check out Steve’s training video here. He shares when and how you need to follow up with prospects and other helpful tricks that will help you close deals faster!   You can listen to this episode on iTunes, Stitcher, Spotify, Google Play or wherever you get your favorite podcast!   About the Guest:  As the CEO of AltiSales, Tito Bohrt works with CEOs, VPs of Sales & Marketing who want to increase cold outreach response rates and ultimately set more qualified meetings. With employees in 4 cities in the US and 3 other countries, AltiSales drives innovation to improve the way Sales Development is executed. Tito is also a keynote speaker, has given a TED Talk and is a passionate B2B SaaS Angel Investor.   Website: http://altisales.com LinkedIn: https://www.linkedin.com/in/titobohrt   Listen to more episodes of the Outside Sales Talk here and watch the video here!  

In this episode, Mark talks with Tito Bohrt, Founder and CEO of AltiSales, about the changing landscape of sales engagement and Tito offers his best tips on landing high-value accounts. 

This week on the pod we have the ever fascinating Tito Bohrt, Founder/CEO of AltiSales and all-around Sales Development provocateur. Tito makes the strong case here and in his other writings that we have the whole SDR->AE thing backwards in our GTM strategy… https://www.linkedin.com/pulse/why-i-pay-my-best-outbound-sdrs-more-than-most-aes-you-tito-bohrt/i.e… actually hunting prospects and compelling them to take an appointment is the harder part of the process, versus running demos and closing deals. Agree? Disagree? Take a listen and leave a comment below! Let’s stir the pot a little here, because the old school SDR->AE process flow is getting diminishing returns and we definitely need some fresh ideas. Want to learn more about Tito? Come see him and an All-Star cast at The Sales Development Conference 2018 in San Francisco, coming up August 30th. Still haven’t picked up your tickets yet? This Conference will sell out so grab them today. Early Bird SOLD OUT but slide in to the comments for down low hook up. https://tenbound.com/conference #salesdev18#SDR #salesdevelopmentrep #salesdevelopment #salesdev18 #prospecting #coldcalling #salesloft #outreach #sales #tenbound #salesforce #salesappointment #revenue #salesops #marketingops #salesforce #tech #salestech #marketingtech #salestraining#salesenablement #discoverorg #leadgeneration #accountbasedmarketing #abm

Ryan O'Hara and Tito Bohrt talk about prospecting, how to structure SDR teams, and the future of researching prospects.

Tito's SDR teams have made over 1 million cold calls. 55% of the people his SDRs connect with book a meeting. In this episode Tito shares his techniques and methods for making effective cold calls.

Building sales pods is the latest fad to hit sales departments worldwide, but is it really the best way to set up your team? In this episode we’re chatting with Tito Bohrt, CEO of AltiSales and Chief of Sales Staff at AppBuddy, about his unique concept of architecture of the sales organization. Bohrt walks us through his philosophy on POD and round robin factory models of organization, and when the best time to use each is! Episode Highlights: Introducing Tito Bohrt Defining the POD and the round robin factory models When to use each type of organization model Client success stories When is the best time to implement a new organizational structure? Account based selling, prospects, and the POD and farming models Being pleasantly persistent Resources: “Sales Pods - Nice in Theory, Not so in Practice” blog post by Tito Bohrt The tech stack Tito Bohrt uses when building early stage sales teams:: CRM: Salesforce Lead Research: Linkedin Sales Navigator, ZoomInfo and Hunter.io Sales Automation: Outreach.io Phone system: Outreach.io + Jabra Headset Pipeline Management: GridBuddy E-Signatures: Rightsignature Why does he use these products? Salesforce: Good to start with this from day 1. There's no better CRM, and switching CRMs later can be costly Linkedin Sales Nav: The most up to date employees and titles to help you find Buyer Personas at your ICP ZoomInfo: The best source for direct lines, lots of accurate emails as well. Hunter.io: Good tech to help you guess emails if you don't find them on ZoomInfo Outreach.io: Allows the tracking of all KPIs for SDRs and has the dialer integrated. This is a must have for SDR teams at every B2B company. Very superior to SalesLoft when it comes to analytics and customizations Jabra Headset: Likely the best sound quality, but also pricey. If on a budget, any USB headset (even those for gaming) will be good enough. GridBuddy: GridBuddy gives you an excel-like interface to make sales reps lives easier and allowing sales leaders to capture all the data they need for accurate forecasts and analyzing KPIs. This is another must have if you are a data-driven company (and you should be). Rightsignature: All the e-sig capabilities you need for an affordable price. Want more from Tito Bohrt? Connect with him on Linkedin or send him an email: tito@altisales.com

Tito Bohrt ’13, founder of two startup companies, discusses his journey as an entrepreneur and how Duke helped guide him in the road to success.