What are those non-revenue essentials that make a great salesperson?

Very good question.

And it's interesting that you mentioned that because, you know, I'm going to start by touching on the other topic about bringing somebody in who said that, hey, on my CV in my previous company, I was hitting 128%, 150%, 200% of my quota.

My first question when you tell me that is, well, then why would you want to move on? Because you're obviously killing it there, right? And then the other challenging thing is you have to consider that that particular person might be very familiar with a certain style of work, whether it's the environment, whether it's maybe a long leash that they get.

And if they come on board and join your team, how's your management style? How's your structure going to obviously accommodate a person with this particular profile, with this particular mentality or ego or these particular expectations? I've actually brought on people like that and unfortunately they weren't the right fit because the company that I was working for, we're about similar to what you mentioned when you sold off yours, 250, 300 internal.

But we also work with a lot of business partners across the world to ensure that we deliver the services that we committed to our customers.

But having said that, it's got a very startup startup-ish feel to it so you're responsible for doing a lot of things at the same time some of it is administrative work and some of it is uh work that hey you know if you work for a bigger company you might have a separate team that would you know support you and handle the bid management portion put the proposal together put the presentation deck together but here you're gonna have to update the crm you're gonna have to do this you're gonna have to do that and on top of that you're gonna have to deal with your customers itself it's not an easy job so then going back to your particular question about traits does the person want to learn is the person hungry and as i said earlier do i think that this particular person has that level of grit and perseverance to to succeed so if this person's hungry willing to learn and i can put them through the trenches and they're going to be you know obviously just fine but obviously i gotta guide them a little bit as well to make sure that uh you know i'm just you know not leaving them out there to rot you know because at the end of the day they're fresh grads they're green they need guidance and support but uh you'd be surprised um a lot of people who come out hungry and are willing to learn, pick up things a lot faster.

But what are those metrics that you're looking for in your sales department every Monday?