Delainey Turner, MBA

The Life of an SDR: Not Just Numbers, But Impact People often think being an SDR is just dialing all day and hitting quotas. But here’s the truth: Being a top SDR isn’t about how many calls you make, it’s about how many conversations you make meaningful. Here’s what separates the good from the great: 1️⃣ Precision over volume – Quality conversations beat hundreds of empty calls. 2️⃣ Curiosity wins – Ask questions that actually help prospects, not just fill a script. 3️⃣ Resilience matters – Every “no” is a step closer to a “yes.” 4️⃣ Celebrate small wins – Each booked meeting is a door to opportunity. 💡 Fun fact: The SDR role teaches skills you carry for life — empathy, persuasion, and persistence. If you’re in sales, SDR, or building your career, remember this: your effort directly drives impact, not just metrics. Drop a comment if you’ve ever turned a “no” into a meaningful conversation — let’s celebrate the hustle! 👊 #PreciseSelling #SalesDevelopment #ColdCalling

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Are bonuses actually good for your employer brand? Less than 40% of U.S. workers now receive an annual bonus, according to ADP payroll data. And it's been declining year after year since 2021. According to Fortune, bonuses are declining because pay transparency is rising. This creates an interesting shift for employer brands. If you can't offer a bonus, candidates (especially high performers) want to know exactly what you can offer: → A more competitive, transparent base salary → A clear career progression pathway → More guarantees over "maybe if the year goes well..." In 2026, strong employer brands will do something different: → Be clearer about base pay → Explain growth paths properly → Talk honestly about trade-offs Not dangle incentives that only some people see. After all, bonuses are great but they're full of uncertainty and bias. And a guarantee is always better than a maybe. Curious how other people teams are thinking about this. Are bonuses still a big part of your employer brand story, or are they quietly fading into the background? #employerbrand

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Over the past few months, I've had HR Screening calls with 300+ AEs, BDRs, CSMs, and Sales Leaders. And honestly, the best ones felt less like interviews and more like catching up with an old friend who really knows their craft. Here's what I consistently see from top candidates, and a bit of advice to improve your interviews and job search in general: - They define their ICP - and in a job search context, I mean their ideal company profile. Instead of mass applying, they go after specific segments: AI infrastructure, cybersecurity, MarTech, HRTech, data governance. They know the culture, the motion, the trajectory - and genuinely know what they want. - They track their funnel like a quota-carrying AE. They know exactly how many intros, interviews, and offers are in play - and adjust their approach the same way they'd work on a pipeline! - They tell a story, not just numbers. Not just "I hit 120% last year." They give context - PLG vs outbound, net new vs expansion, where they ranked, and how they won their most important deal. - They're honest about what they don't know - and own their losses. Candidates who say, "I haven't done that, but here's how I'd approach it," build trust faster than anyone who oversells. Low ego is genuinely rare nowadays - and I can see how hiring managers are valuing it more and more. Job searching is genuinely hard. But treating it with the same structure and intention you'd bring to your actual sales role makes a real difference. If you're a high-performing AE, BDR/SDR, CSM, or Sales Leader and want to approach your next move more strategically - let's connect! And if you work in recruiting, what would be your advice to candidates to be better at interviews? 💜 #GTMRecruiting #SalesRecruiting #StartupJobs #SalesJobs

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Salespeople, crushing quota alone won’t get you promoted. Learning how to navigate company politics will. As someone who got promoted 2x in 1 year. From Commercial AE to Corporate AE. From Corporate AE to MM AM. Here’s what worked for me: 1. Doing more than everyone else: I worked like a dog. I had a high volume of cols outreach & it showed in the Kpi’s. I was also growing my following on Linkedin which helped me stand out. 2. 1:1’s with leadership: From your director of sales, to your vp of sales, director of account managers, etc..play the game 3. 1:1’s with other top performers: Maybe you’re good at negotiating & closing but your discovery sucks. Or your pipeline management could be better. 4. Share your success with your teammates Think about it like this. when your manager hops on a call with your colleague & they ask, “yo John, I noticed you started doing this differently in your discovery, love what you’re doing. Then John says, “Yeah I actually hopped on a call with Elmer last week & he helped me out”. This gives you brownie points & helps with navigating company politics. In general, you should help out your teammates regardless tho lol. Tldr; Your numbers do play a factor of course but if the right people aren’t paying attention. Then none of that matters if you’re trying to get promoted. How did you get your promotion?

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