ILIA Beauty’s Post

This company continues to rise 🚀🚀🚀🚀

The best sales reps go above and beyond their job description! Many times top B2B sales candidates are currently making more than what an entry-level aesthetic device TM (territory manager) makes in their 1st year. The key is for our Careers in Aesthetics LLC recruiters to connect them with me. I can tell them from personal experience that yes it's hard to take a step back for 12-18 months but the pot of gold at the end of the tunnel is more than they ever thought they could make. If a candidate is still on the fence we then connect them with one of our valued sales reps from that company who has walked in their shoes. Nearly every candidate we have placed who took this step back, especially from a salary perspective is making double, triple, and some even quadruple and most importantly are happier than they've ever been. So thank you to our valued candidates whom we've placed for going above and beyond. Sharing your story with prospects is often overlooked but it's helping attract the very best talent that will help propel your company to the next level. Do you promote this at your company?? It proves the corporate culture is money! Click follow #brandonjamesthompson #careersinaesthetics #medicaldevicesales #aesthetics #b2bsales #salesrecruiting

Saw this posted this morning. Is the dealership equivalent of who’s on first? I understand this title if used correctly, accurately and appropriately. A Sales Director/Director of Sales is a position in a Multi Rooftop operation not a single. They oversee the sales departments for profitability, efficiency, training, process development and management. Operating above GM’s focusing solely on Sales interactions. They are NOT a fancy title to hang on a door to make someone feel empowered or a position placed or oversee an operation below the GM. This will and does have a negative effect on the culture of the team. Think before you action a title as awarding it for the wrong reasons may be disastrous.

Enlighten your career with Shanta lifestyle

#hiring *US Sales Manager (Beauty / Haircare) CW23-054*, Acton, *United States*, fulltime #jobs #jobseekers #careers #Actonjobs #Californiajobs #SalesMarketing *Apply*: https://lnkd.in/gaJGdryA Job Title: US Sales Manager (Beauty / Haircare)Location: San Diego, CAAlternate location: Or Los Angeles, CAIndustry: Beauty (Haircare)Market: US Professional Haircare MarketChannel: Professional (hair salons)Reporting to: Americas DirectorDirect Reports: a local team of 4 peopleTraveling: 50%Salary Range: (USD) Around $130k in annual base salary bonusVisa: No sponsorship possible. Must have valid work authorizationJob ID: CW23-054TagsRemote work policy: Full remoteJob Seniority: Middle Management LevelCompany size: Small (1-50 ppl)Company Ownership:Industry(ies): Beauty,Function(s): Sales & Business Development (National),Region(s): NORTH AMERICA, USA, Los Angeles Area, California, San Diego AreaOur ClientOur client for this US Sales Manager position is a European beauty company focused primarily on haircare. They have an office in the US distributing their most technical brands to hair salons.ObjectiveThe US Sales Manager will be responsible for managing, coordinating and developing the business of 1 professional haircare brand across the USA, implementing commercial activities in the area aligned with the overall company and brand strategy in order to obtain and exceed the assigned targets (Net Sales, Gross Margin, Profitability).ResponsibilitiesContinuous market analysis in the USA (e.g. analyzing other competitors/brands presence and positioning in the market, pricing strategies and new product innovations);Manage and lead the existing Legal Entity and corporate duties, together with the resources (people, assets, etc);Develop the brand aligned with the current brand strategy and create a stronger sales strategy which supports the brand growth in all the States;Manage the Distributors and the customers portfolio and evaluate, together with the Sales Director for the Americas, existing customers future potential in order to optimize investments in the Country;Constantly evaluate customer performance and stay up to date with potential new customers in the existing market. Ability to find new customers/distributors/accounts in not covered territories.Provide feedbacks to HQ Brand department in order to implement new product lines and sub-brands, present promotions for existing lines as well as creating bespoke promotions to meet market specific needs;Support the customers and their distribution network with education to secure excellence in product performance in the market, in collaboration with the Education department of the brand.Responsible for analyzing sales results and profitability (P&L) by customer on a monthly basis, with accurate forecast and sales plans.Implement the pricing and discount strategy of the brand in the market, in alignment with Brand positioning and

Between the large orthopedic device companies and some of the smaller ones that have open position information on their websites, there are over 750 advertised sales positions in the US. The qualifications for these advertised roles are generally limited to candidates that have 5 or less years of experience. One company even says they only want "candidates with 1 year or less of light med device experience". Is it possible that the HR departments and hiring managers for these companies have no interest at all in candidates that have more than 5 years' experience? Is this a cost savings thing? Have candidates like me with a wealth of experience priced themselves out of the market? Is it ageism? Do they think we're too old? Where are the HR administrators and hiring managers that are looking to add a seasoned salesperson to their team? Is saving some money by adding a brand-new salesperson right out of school who will need to be trained and may not work out at all worth it instead of adding a seasoned salesperson that is a known commodity and will cost a little more? I'm not the only experienced person looking to join someone's team. All we need is an opportunity.

Having a diverse sales team is just as important as a competent one. Yes - I'm using the turtle as an example for this. Can you imagine if you had a team of just Jarrods? That's a bit too much energy and short attention spans for any manager to handle. Sports teams are the best analogy for this. They don't have one type of player. Everyone is different and serves a specific purpose. Having a diverse team is critical to its success and recently I've been seeing teams where the diversity simply lacks. Here are some things you should ask yourself to determine if your team is diverse; Is there; Too much of one gender? Too much of one personality? (Lone wolf, etc) Too much from one industry? (previous) Too much of one ethnicity? Just to name a few. When the team lacks diversity ❌ It lacks flexibility. ❌ It lacks creativity. Two important aspects that allow teams to penetrate markets and give different perspectives to the sales challenges and opportunities. So get a turtle, get a Jarrod, grab you a Lyndon, a Reesa, a Keron, a Lashaun. And I know this can't happen overnight but the next time you're hiring ask yourself. What type of sales professional am I missing? P.S. Repost if this applies not just to sales teams but to all teams. Also no turtles were harmed in the making of this post. 😁 Yellow Out 💛

Who do you know that is always the energy in the room and the one voted most likely to become mayor? Share this post, I would love to speak with them!

More hiring alert!! We are hiring Retail Sales Executives and lnterns at FemiSafe ✨ If you are good at selling anything and everything 🚀,drop in your resumes to [email protected]