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..

Are you growing into a Sales Joe or Sales Chad, anon?

Chad Salesman Course by @BowTiedSalesGuy = *framework* that you want to *ADAPT* to the product/service you're selling

while chances you increase your commission paycheck after 1st read are 100%

Chad Salesmen are built👇 via the *ITERATIONS* on applying course content to YOUR situation. Read this twice. Read it again.

if you understand the above, the course can help 2x-3x your conversion rate

That means, you can work the SAME NUMBER OF HOURS you

You’re more likely to hit quota as an SDR vs. AE at your sales org.  What’s my point?  👇

AE OTE are usually 2-5x bigger than SDRs, so company will DO EVERYTHING to keep you around 100% attainment when you go AE

ENT AEs Top Performers are considerate ELITE because.. they’re not only fighting tide of their territory, they’re also playing rigged game against the house

it’s easier to book a meeting than to close

ie it’s easier to be top performer SDR than top performer AE

If you’re an SDR at a solid org with above average comp and a good..

Hiring Manager: Why do you want to work in sales?

🤡: hmmm hmm... Idk, I enjoy talking with ppl + I like to convince them about stuff

🐲: Besides the fact that it is the single most transferable skill, I can enumerate a thousand reasons why I want to get into sales. i'll give you four:

1) Human growth: You’re forced to become resilient, efficient and most importantly an optimistic person and these are values dear to me that I will a chance to practice everyday.

2) Financial aspect: There is..

The questions you ask during sales interview process are an EASY way to *stand out* against your competition

Salary and OTE are NOT the only thing that matters.

Broken down into 3 sections, here are a few ones:

1. SDR related
2. Company related
3. Manager related

👇👇 SDR Related:

-What is the average tenure on your SDR team? Are you happy with that as a manager?
-What % of your SDRs are hitting quota?
-How many SDRs got promoted to AEs in the last year?
-What is your average ramp time?
-What does your top SDR do that your other SDRs don't?