Abby Roderique
Jessica Jennings
Madeline Brockley
Weston Willis
S
Background
S Arck Systems manufactured & sold enterprise hardware
servers
S Rob Chatterji, CEO of Arck, decided to acquire Lux
Software
S Arck’s EVP of Sales, Bryan Mynor would now manage
both Lux’s and Arck’s current sales teams as separate
entities
Problems
S Hardware vs. Software approaches to selling
S Targeting different decision makers
S Differences in sales compensation plans at Arck and
Lux
S Mynor altered the compensation policies
S Existing salespeople quit
Mission Statement
Arcx’s mission is to deliver innovative and
technologically sound hardware/software
products in order to satisfy the needs of our
customers. We strive to provide the highest
quality service and support to remain a top
solutions provider within the technology industry.
SWOT Analysis
Strengths:
-
-
Currently, have knowledgeable and
qualified salespeople in both
software and hardware industries
-
Acquisition of Lux’s middleware –
increased efficiency
-
Opportunities:
-
Weaknesses:
Opportunities to recruit new, more
qualified salespeople
Possibility of hiring people who quit
(pre-qualified)
Take over a whole new segment of
market (software)
-
Changing company structure and
payment plan
Merging management styles
between Lux and Arck
Poor employee retention
Threats:
-
Remaining up to date with the fast
paced advancements in technology
-
Being able to remain a premiere
choice for hardware after acquiring
Lux
Rob Chatterji
CEO
Organizational Structure
Bryan Mynor
EVP of Sales
???
VP of
Hardware
SharonEsteves
VP of
Software
Regional 1
Manager
Regional 2
Manager
District Manager
1
Regional 3
Manager
District
Manager 2
5 Software Account Managers (Salespeople)
Regional Break-down
Job Analysis
S Important to Analyze differences between the hardware
and software account management roles
S What tasks, responsibilities, and environmental
influences are involved with each job:
S Hardware Analysis
S Software Analysis
Sales Team Recruitment
& Selection
Sources:
Internal (Employee Referrals)
External
 Job Boards (Monster.com, Indeed.com, Glassdoor.com)
 LinkedIn
 Industry Events/Trade Shows
Job Description
& Requirements
Software Account Manager
Hardware Account Manager
You are required to have a
strong consultative sales
approach, passion for the
IT/tech industry, as you will
serve as a trusted adviser for
all of your clients.
To be successful in this role,
you will need to be meticulous
in everything that you do. You
should also have extensive
computer hardware
knowledge and be able to
explain intricate concepts to
non-technical personnel.
Job Description &
Requirements Continued
Software Account Manager
Hardware Account Manager
Proven record of success in a similar role
Proven record of success in a similar
role
Exceptional closing skills and the ability to
capture a high volume of opportunities
Knowledge to engage with senior level
executives (prospects), with a high degree
of professionalism, accuracy and follow-up
Flexibility to travel and present to
prospective clients in person (up to 30%)
Effective organizational and
analytical skills
Knowledge to engage with senior
level executives (prospects), with a
high degree of professionalism,
accuracy and follow-up
Flexibility to travel and present to
prospective clients in person (up to
30%)
Interview Process Overview
1. Application Screen
2. Phone Screen
3. HR Generalist Interview
4. HR Manager Interview
5. Personality Assessments
6. District Sales Manager/Team Member Interview
Interview Process Part 1
Application Screen
Embedded into application, must be completed before database will accept
Phone Screen
Conducted by a general recruiter
Basic questions that will gauge the applicant’s skills with the job analysis
Interview with Head Recruiter
Conducted by recruiting manager
In person or over the phone
Contains questions that will gain insight on selling ability and
essential competencies.
Interview Process Part 2
Personality Assessments
 Two Different Assessments
 Test motivators, behaviors, mathematical and selling competencies
Final Round Interview
 Conducted by Sales Manager and a sales team member
 Personal interest and teaming ability questions
Offer
 Offered will be made by HR Manager to selected applicant
 Once an applicant accepts, they will be debriefed on assessments
Sample Interview Questions
1. What is your favorite piece of software? Sell it to me.
2. Tell me about a time when you failed to expectations.
3. What does success mean to you?
4. If you could go back in time and choose another job, what
would you choose if you had to?
Training
S Retained Employees
S Analyze the training needs of the retained sales force
S One week company orientation
S
Any changes in policies
S
Reporting structure changes
S
New culture
Training
S Week 1: company and industry orientation
S Week 2: team development training
•
All New hires complete weeks 1 and 2 together
S Weeks 3-6: Product and sales training within either
hardware or software division
S Weeks 7-8: OTJ Training with retained employee
•
Can also serve as new hire's mentor going forward
On-going Training
S Yearly conferences & Trade-shows
S New-product training as needed
S Updated product training
S Webinars, classroom training, workbooks/quizzes
Training Evaluation
S Pre and Post test
S To assess the salesperson’s understanding of the products
and concepts as well as their ability to use the learned skills
S Evaluation Questionnaire
S To assess favorability of the program
S To discover how to improve training in the future
Compensation Plan
S Combination plan: base salary + commissions
S Software base salary: $55,000
S Hardware base salary: $66,000
S No commissions cap
S No accelerators
S Commission based on size of discount offered with
sale
Commissions Table
Required Level of
Approval
Size of Discount
Commission Rate
No approval required
10% or lower
15%
District Manager
11-20%
12%
Regional Manager
21-30%
10%
Sharon Esteves
31-40%
8%
Bryan Mynor
41-50%
6%
CEO Robbie Chatterji
50% or above
4%
Pay Comparisons
Arcx
Lux
Arck
Base salary
$55,000 (SW)
$66,000 (HW)
$32,000
$65,000
Quota
$100,000/quarter
(SW)
$250,000/quarter
(HW)
$100,000/quarter
$1,000,000/yr
Sales
Commissions
Calculated by
size of
discount
offered with
sale
Base: 4% with Base: 9%
accelerators
without
accelerators
Cap
None
None
$6 million in
sales per
year
Employee Benefits
S Direct Reimbursement plans
(for reasonable spending)
S Advanced healthcare options
S Life insurance options
S 401K
Motivating the Sales Force
S Bi-annual Sales Competitions
S Continue Gold Star incentives and Hawking Club
S Salespeople have options for their rewards:
•
•
•
Original tropical vacation offered to members of the Hawking Club
or Top Guns
4 additional paid vacation days
Monetary bonus of equal value to 4 paid vacation days
Evaluation
S 360-Degree Feedback in Performance Evaluation
S Focus on the development and improvement of the sales team
S Self-Evaluation
S Other Sources
•
External Customers
•
Internal Customers
•
Fellow Sales Team Members
•
Bryan Mynor
Sources
S http://www.docstoc.com/docs/38680936/360-Degree-
Feedback-Form---PDF
S http://www.loc.gov/teachers/tps/images/usa.jpg
S http://www.staffing-and-recruiting-essentials.com/Sample-
Job-Analysis.html#axzz2RwQcO54h
QUESTIONS?