Wie ein 18-Jähriger einen Job bei Acquisition.com bekam

0:00I have an 18-year-old who's on the team right now, on my team. 18. And he emailed every single person in my company and reached out to them and had a personalized like cover letter for every single person about why he would be an excellent add-on to our sales team. And the day he turned 18, he officially applied. And then I was like, [ __ ] how's this kid not going to be here? He beats me to the office. Right. >> He's he's here at 6:00, he leaves at 6:00, and he does this 7 days a week.

0:25And I'm like, dude, you should take the day off. And he's like, wow. He's just he's here. He's here to win. And so like, when you have that culture, like that everybody all the other guys are like, [ __ ] I got to I got to step my game up. >> Yeah, yeah, yeah. And the thing is that the hardest part This is This is my my belief on this is that the first three to five hires that you have for sales are so important because they solidify the culture. And I define culture as the series of rules, spoken or unspoken in an organization. So, this is how we behave. If this, then that. These are the rules that we have. Like, if it's Saturday, we we still show up. That's a rule. If if a prospect like if we get a lead, we always do the steps of lead nurture. We Like, what do you mean you didn't? Like Like, you didn't understand Like, what do you mean you didn't? Like, you just chose not to?

1:09I don't think he's going to be here long. Like, it's just immediately. >> Right. >> they start black sheep-ing them like they police themselves cuz they're like, it's an honor to be on this team. Correct. >> Right? And I want that culture, honestly, on all the teams of the company that we have. But sales, because we're talking about sales, like sales team six, man. Like, you are the best of the best to be here. Mhm. And I think that's part of like where BrandStuff starts to come into play where like this will be like acquisition.com will be on your resume and you can get a job wherever you want after that. >> Right. Right. And so they know, especially if they come on Alex's sales team, that people are going to be like, what are all the secrets? But the secrets are all the fundamentals. And I'm such a big advocate of this is like, there is no such thing as {quote} advanced sales. It's advanced sales people literally never don't do the basics.

1:50>> Right. >> It's the consistency of doing the basic. And the way So, I we have isms, but like simple scales, fancy fails. That's one of our little internal isms. And so like, in order to have a sales system, the reason we delete so much is because we can only pay attention to a handful of things. Like just from the attention of the team, the attention of the manager. And so we just want to make sure that the things that we are focusing on, that everyone does always, all the time, every day, are the things that matter. Mhm. And [clears throat] that's it. And so it's like, did you follow the script?

2:15Did you follow up? Did you work the lead? Did you make the offer if they were qualified? That's it. Right. And then we can see the metrics across the whole team. And if something's off, we know what the problem like we can usually quickly identify what the problem is. But I love a team where everyone's performing very, very high. And people get a ramp up, but like you get a couple weeks. But like after that, if you're not because we know this system works. And so if you're not if it isn't working for you, you are not working it.

2:41>> You don't try to say, "Oh, this is just our top 10% and other 90% should suck." No. No. You're saying it should be the opposite. [ __ ] the 90 80% should be the standard of people doing it right. And then 20% is like, you have some time to [ __ ] catch up, but this is the standard of winning right here, right? If you know how to properly train. And I think I just think the vast majority of people don't know how to train. I just think I think it's it's 95% of organizations don't know how to train anything. And so they basically just roll a dice when they hire somebody, and they have no idea whether to judge if somebody's a good salesperson or not, and they throw them in, and if they close, they say, "Awesome, this guy's a good salesperson." Which means he had all the building blocks already, which means it had nothing to do with you. And your sales system is you gave them a PDF and you said, "Please learn the script." And then they kind of disregard it because they had an experience that might have been better. They might be better at sales than you are. But unless like the worst thing that can happen for us, for example, not the worst thing, but like if someone comes in and he's like, "I'm an absolute hardcore whatever closer."

3:37Maybe he does have a really high closing rate. But if you come into our system, I prefer to be like the Patriots. Like we have a system. This is what we run here. This is how we do things. And if you come in and you go off script, you're not going to work here. That's all it is. Now, there's a hundred other companies that will take you and you can go mess up their sales teams. But you're not going to mess up mine. Right. If that guy's a team player and he says, "I will do your script. I have a handful of suggestions that I want to do." I'd be like, "Replicate before you iterate." That's one of my rules. Like, >> Love it. if you can meet everyone else's standards, then you can tell me your suggestion.

4:05Yeah, so and and so if they do that, then they say, "I think if we if we change this question, I think it would frame things." Then I'd be like, "Awesome. You change it. I'm going to keep the rest of the team the same. And if your close rate's higher, I'll put it team-wide." Uh And that's how we iterate. So, like, we'll still keep the whole like cuz you have to test things. I mean, I always like to test things in scale scripting, whatever. And so, it's like we're still going to keep the block of the team the same cuz we know the system works, and we'll change this one thing for you, and then we'll see if it works better. And if it doesn't, and most times there's just no change, in which case, get back on the script. Got it. Real quick, if you're business owner and you're not growing as fast as you'd like, I'd like to give you a free gift. So, my team and I put together the $100 million scaling roadmap, which is basically 200 hours of us looking over all the portfolio companies we've had and what stages of growth they went through and more importantly, where they got stuck and how they got past it. And so, we broke it in these 10 stages and we made this little kind of quiz thing where if you put in your business information, it'll tell you where you're at and the most important part for you, what to do for each of functions of the business across product, marketing, sales, customer success, recruiting, IT, human resources, and finance. And so, no matter what you're struggling with, someone else has already struggled with it and solved it. And so, I'd like to give you this thing absolutely free. You can go to acquisition.com/roadmap, plug in your business information, and if you want us to actually help you train the business and you're trying to scale, we'd love to help you out. On the thank you page, you can book a call with my team and we will look at the business, see if we can help, and if we can, we'll invite you out to Vegas and we'll do this in person live.