🧵Let me explain why fixing your resume is not what gets you interviews (and what actually does):
I’ve helped 300+ people (with but also without sales experience) land 6 figure+ sales roles across all top F500 & Unicorns logos

Most were stuck getting ghosted or rejected for months.

The problem wasn’t "skill" or "experience".

It was that hiring managers only saw them once.

Most candidates blow the “What made you #1 Sales rep on your team?” question.

They say things like:

🤡 “I just worked hard.”
🤡 “I love talking to people.”
🤡 “I’m competitive by nature.”

That tells the hiring manager nothing.

Here’s how top 1% reps answer: Weak candidates describe effort.

When you say ‘I’m a hard worker’, you sound replaceable.

Top performers describe *systems*.

Here’s how:

Next time they ask how ranked at the top of your team, pause.

Then say:

“I can think of a few reasons. I’ll give you three.”

Then hit them with:

1️⃣ Process
2️⃣ Twisting the knife
3️⃣ Doing the opposite

Most reps fail the “Why do you want to work here?” question.

They say:

🤡 “I love your mission.”
🤡 “I admire your company values.”
🤡 “I want to grow my career here.”

These answers tell the hiring manager *nothing*.

Here’s how to answer it like a top 1% candidate: Weak candidates answer with opinions.

The ones that get hired answer with facts, context, and proof.

Your goal isn’t to sound interested.

Your goal is to frame yourself as the ideal hire.

Here’s how:

Last week I asked my clients: "Why did you miss quota at your last company?"

Their answer were eye-opening.

The format for this thread will be:
🔎 5 blindspots that kill sales reps earning potential
🐲 questions to ask in interviews to protect yourself Mistake #1 - You think quota is real

Quota isn’t a performance metric, it’s a company decision.

If you see 60% of reps missing quota, the problem isn’t the sales team.

The problem is bad pipeline and unrealistic targets.

Here’s how to spot this before you sign an offer:

How to Compete Against Tech Sales Candidates That Have MORE Experience at BETTER Companies ?

Stop sounding average.

Here are 5 mistakes killing your chances and how to fix them: Mistake #1. Talking Like a Job Seeker

You sound like you’re begging for a shot.

🤡: “I’m just looking for an opportunity to prove myself.”

🐲: “I’m not looking for any job. I’m looking to marry the right team to kill and win with.”

Certainty sells. Hesitation kills.

Why strong candidates bomb interviews.

They *talk too much.*

Not because they’re bad communicators— because they’re trying too hard to sound smart.

Let’s break down why this happens, and how to fix it: 1/ Talking to fill space

Most reps ramble because they associate silence with ignorance.

But in interviews, concise = CONFIDENT.

Fix it with this mental shift:

“My job is to be sharp, not to be thorough.”

This earns attention and control.

Word Track:

The story you tell about your last company can get you hired—or instantly disqualified.

Most reps fumble this without knowing it.

Here’s why it matters, what hiring managers are really listening for, and how to nail it every time: 1. They own the chaos without blaming others

Companies don’t mind if your last org was a mess.

They do mind if you sound like a victim.

🤡:"My last company had no support, bad leadership."

🐲: "It was scrappy. I didn’t agree with every decision—but I still hit quota and owned my number."
That’s the frame shift.

But it gets better…

Most sales reps go into interviews trying to impress.

Top reps? They flip the script.

The right 5 questions will reveal:

✅ If the company actually sets reps up for success
✅ If you’ll have real pipeline
✅ If the comp plan is legit—or just a sales pitch

Here’s what to ask: The number of deals reps manage tells you everything about the company’s pipeline.

🚩 If they dodge this, reps are likely starving for pipeline.

🚩 If the number is low, deals are either big—or nonexistent.

Here’s how to dig deeper:

Most reps fail tech sales interviews before they even start.

It’s not because they lack experience.

It’s because they make *avoidable* mistakes that instantly disqualify them.

Here are the top 5 reasons future hires fail —and exactly how to fix them: 🚨 Mistake #1: Weak Opening

The first 5 min make or break your interview. Skip the elevator pitch—give them a story they’ll remember:

• How you got into sales (30 sec)
• When you knew this was your path
• How this role fits your bigger vision

Make it feel like meeting them was meant to happen.

Too many companies mislead job applicants to believe a role is Enterprise, when it’s *not*.

They play with words & role names to confuse you.

In this thread we cover:

a) What is Enterprise Sales? (where big $ seats)

b) How to spot the liars so they can never play you

👇 🐲

https://twitter.com/FidelCacheFlow/status/1702534570371952718

— Sales is broken in 2 categories:
👑 Enterprise Sales = BD = Outside sales
🧢 Volume sales = Inside sales

— Role Name:
👑 ENT = BDR + AE/MM/ENT (too many AE SMB are inside sales in disguise)

^ is *not enough* to delineate Enterprise from Volume Sales.

Use this instead 👇

Here are few 🐲 vs 🤡 that have got me more deals than I lost: 1) Understanding budget

🤡 : What's your budget?

🐲: Usually, a company of your size invests around XX dollars. Is that amount feasible for you?

If you can’t articulate the problems your solution fixes using your prospects language then you SHOULD NOT be on the phones

Here are 6-methods you can use today to upgrade your pitch and win more deals than you loose… a little 🧵 🧵 🐲 1) Watch CEO/COO early days videos or the VP leading the department you’re applying for.

There’s always a 1mn elevator pitch using the prospect language that encapsulates everything you need

example: DoorDash CEO video application to Y-Combinator.

🙎‍♂️:Cocoon… you say everyone has experience selling they can reframe/package in CV to Sales Hiring Manager.. but…but.. im a just golf instructor

🐲: Generated +$30k in recurring revenue over a 3-month period by conducting by conducting golf mentorship classes.

🙎‍♂️:i made $30k? 🙎‍♂️: My concern is the interviewer calling my past employer to verify and telling them I stretched the truth

🐲: Whats your hourly rate teaching those kids?

🙎‍♂️:100$/hr but classes are usually 2hrs.

🐲: ok so.. $200 per class * 3 students/class * 6 times/week * 12 weeks

Hiring Manager: You’ve been w/current company 8 months. Why leave so soon?

🤡: The leadership doesn’t know what they do, and no is hitting quota… its a mess

🐲: Don’t get me wrong Mr Hiring Manager, I absolutely love my company and have learned so much. That being said… i no longer see a perspective for the kind of growth i’m looking for in my career.

There are too many reps per territory, not enough accounts to pursue and no product innovation on the roadmap to enter new verticals and address the diminishing opportunity…

8-steps to fast track transition from SDR to AE... a small 🧵

0) Top performer for 6-12 months

1) Express to leadership ur interest for AE transition by next performance review cycle

2) Clarify the GAPS missing to provide evidence YOU can a) transition seamlessly and.. ..and b) make a good [AE | insert new role]

3) Your Promo = opportunity to bring someone else up -- Build action plan WITH YOUR MANAGER to address those gaps. The more effort they invest, the more likely they will support transition (sunk cost)

How some SDR/AE are enabled on how to land a tech sales job vs how they should be.. small 🧵👇

🤡 3-pager CV
🤡 Linkedin Account
🤡 Zero strategy — apply to all job posts of last 30d in one sitting
🤡 Go freestyle to the one interview because “i HaVe gOOd P3rsOnaLity BrOo” How they should be enabled and the REALITY:

🐲 1-pager CV + Cover Letter that answers 2 questions: Q1) why you're interested to join this particular org for this particular position Q2) why *you* are the right person to hire

THREAD

How to get *INTERVIEW* for ANY Fortune 500 SaaS or Tech Sales Job

AND

Clear $5-$15k/MO from Career

We’ll cover the PROCESS The COMPANIES and the COLD OUTREACH TEMPLATES

RT & like if you want part 2!

Here’s the blueprint:

🧵 STEP 1: Identify Best Sales Orgs

- On a Platter: Below is list of top sales orgs for SDR & AE (SMB, MM & ENT) with their compensation

docs.google.com/spreadsheets/d…

- DIOR (chad): You want to work for orgs growing like crazy —> they sell like crazy —> you will break your comp plan

Hiring Manager: How much time would you spend cultivating customer relationship VS prospect new leads?

You 🐲: Short answer is prospecting should ALWAYS be on & personally believe any GOOD REP should dedicate 20% of their time into generating new pipeline...👇 That being said, the BEST sales rep MONITOR CLOSELY at point in the quarter they are at VS how much of the pipeline can be closed.

They UNDERSTAND the health of their pipeline and can derive the best course of action.

..👇👇

The 8 Secret Frames to get *ANY* Fortune 500 SaaS or Tech Sales Job

AND

Make $100k/y

The secret?

a) BE CLEAR on what YOU are bringing to the table

b) proactively package your previous xp to needs of sale hiring manager

Apply these frames you’ll strike in bulls eye

👇 - Frame 1: hands on sales xp, top performer (Non Saas Sales (car salesmen, D2D etc)

- Frame 2 = easy to manage/train, high potential, high energy (New Grads etc)

- Frame 3: competence + executive presence (High status job like Management Consulting/IB)

My strategy to CRUSH any *role play* during the SALES INTERVIEW PROCESS is quite simple.

100% of my students that tried it, ended up getting the job

✅Works everytime
✅Is free
✅Can be repeated at scale
✅and can be done in 20mn Here's a high lvl overview of the role play/mock up call:

Assuming you're applying to a strong and legit sales org, you will 100% have a role play with the hiring manager where you will be asked to sell the product (or intrigue just enough to book a meeting for the AE).

Stuck in an SDR/lead gen limbo? Here are a few levers to expedite your transition to an AE/closing role in less than 10 months — ranked by order:

1/ Bring biggest deal in company history = automatic promotion

2/ Scale sales velocity across the *sales floor*

Identify shitty… process and take initiative to come up w/ better solution… if your initiative can scale sales velocity (increase conversion OR reduce sales cycle length OR increasing avg deal size) across the sales org = BINGO, you’ll make the biz lots of $$$ & it wont be unoticed

> Build a..