Description

For this package, if you complete every assigned action item and have not landed a first-round interview by day 30, I will keep coaching you at no additional cost, up to 3 additional hours. Applying to sales jobs through job boards is the least effective way to get a sales job, and it is what almost everyone does. It is also, ironically, a failure to sell. The people who break into SaaS sales run their search like a territory: a short list of real targets, several people worth talking to inside each one, direct outreach, and a repeatable pitch. That is what we build, and we do it in 30 days. Not 90. You are not being paid while you look, and a search that drags for a quarter is usually a search with no process, not a hard market. Thirty days is enough to do this properly if the work is concentrated, and the deadline is part of what makes it work. I have helped 20+ people land roles at companies including Salesforce, Zendesk, IBM, Pegasystems, and Samsara, and I am a practicing Salesforce AE, so the process we run is the one I run on my own accounts. How the 12 hours break down Nine hours are structured across nine one-hour sessions. Three are flex, and they are part of the 12, not extra. Roughly two to three sessions a week. Week 1: Positioning. 2 hours. Session 1, Kickoff and positioning (60 min). We start with what you have already tried and what happened, because a search that is not working usually breaks in one specific place and I want to find it before we build anything on top of it. Then we settle which slice of SaaS sales you are actually a fit for right now: SDR or AE, which segment, and whether you want a motion that is outbound-heavy or inbound-fed. Those choices drive everything downstream, from who we target to how you tell your story. We finish by drafting your positioning, the short version of your background that reads as a reason to hire you rather than something to explain away. You leave with your week one assignment and a clear picture of the next 30 days. Session 2, Resume and LinkedIn, built together (60 min). We work through both live and rewrite as we go. I am not going to take them away and hand you back something written in my voice, because you will have to defend every line of it in an interview. We rebuild your bullets until each one carries a number and a result, restructure the top third of your resume where recruiters actually spend their attention, and rewrite your LinkedIn headline and About so you surface in the searches recruiters run. You leave with strong working drafts, refine them on your own, and send them back. We keep iterating between sessions until you have a polished final version you would be happy to send anywhere. Week 2: Pipeline. 3 hours. Session 3, Build the target list (60 min). We score 20 to 30 companies together on fit, hiring velocity, path in, ramp quality, and comp structure, then cut hard to the five to ten you will actually pursue. The cutting is the valuable part, and it is the decision most job searches never make. Session 4, Research and multi-threading (60 min). For each active target we work out who is genuinely worth reaching. Hiring managers and recruiters are worth trying, but they are frequently impossible to identify with certainty and slow to respond, so we do not stop there. We find people currently doing the job you want, plus anyone else with a line into that team, and go multi-threaded on purpose. Reps in the seat will tell you what the interview process actually involves, what the team is really like, and often exactly how they got in themselves. Some will refer you. The ones who do not still hand you information that makes every other conversation sharper. Session 5, Write your outreach (60 min). We draft the four messages together, live. You write the words, I push until they land. Cold email, LinkedIn note, referral ask, and the follow-up sequence. Then you start sending that week. Weeks 3 and 4: Interview readiness. 4 hours. Session 6, Your first two answers (60 min). Tell me about yourself, and why sales. You will be asked both in essentially every interview you sit in, and they set the tone for everything after. We build them as outlines rather than scripts and run them live until each lands inside its target length. Session 7, Your second two answers (60 min). Why this company, and why you. By this point you have researched your targets properly, so the first one is already half built. The second is the close, and it is where good candidates talk themselves back down. Session 8, Story bank and behavioral round (60 min). Eight to ten stories mapped to what SaaS hiring managers actually score: resilience, coachability, ownership, competitive drive, metrics fluency. Run as a hiring manager round rather than a discussion. Session 9, Mock cold call (60 min). Recorded, scored, and run more than once so you feel the difference inside the session. Nearly every SaaS loop makes you perform live at least once. Weeks 3 and 4: Flex. 3 hours. Yours to direct, in 30 or 60 minute blocks, as your live process demands. Most people spend it on: Prep for a specific interview loop, once you have one booked A same-day debrief after a real round, so we adjust before the next one A final-round asset built with you: a 30-60-90 plan, a mock pitch, or a demo A panel simulation tailored to the company you are furthest along with More cold call or roleplay reps Refreshing your target list as companies close out and slots open Comp benchmarking and negotiation, when an offer actually lands I hold these open on purpose. By week three your process is real and specific, and I would rather spend the time on what is actually in front of you than on a session I planned before we met. What you will get from this package Documents you keep: A finished resume. Built with you, line by line, then refined between sessions until it is polished and it sounds like you. A rebuilt LinkedIn profile. Headline, About, and experience, written for how recruiters actually search. Your positioning statement. Who you are, why sales, why now, in the words you will use out loud. Your 30-Day Sprint Target List & Tracker. Every company you scored, your five to ten active targets with full research, the people worth reaching at each, and the funnel math that gives you a daily touch number. Your Outreach Playbook. The four messages, written by you in session and yours to reuse for the rest of your career. The Four Guaranteed Questions. Your finished outlines for tell me about yourself, why sales, why this company, and why you. The Questions That Get You Hired. Your own list of five to seven questions per interview round. Your STAR story bank. Eight to ten stories mapped to what SaaS hiring managers score. Live work: Recorded reps, scored. Mock interviews, cold call roleplay, and presentation practice, run against a six-dimension rubric. Most candidates perform live for the first time in the real thing. You will not. Written scorecards with specific feedback and your two or three focus areas ranked by impact. Same-day debriefs after every real interview round. Comp benchmarking and negotiation prep when an offer lands. And one thing that is not a document: you will know how to run this process again. Most people go through a job search learning nothing transferable. You will finish able to build a target list, find the people worth talking to inside a company, write something that gets answered, and prepare for a loop. That is a skill you will use every few years for the rest of your career. What I commit to If you complete every assigned action item and have not landed a first-round interview by day 30, I will keep coaching you at no additional cost, up to 3 additional hours. "Completed" means the weekly activity targets we agree on, tracked in your workbook. I will flag it early and clearly if you are falling behind, so this never comes as a surprise on day 30.