But although flexEngage’s ultimate goal is to help their retailer customers increase transactions, the flexEngage sales process is anything but transactional. Rather, it’s a complex one that can take the better part of a year, with deals that approach or exceed seven figures and “involve up to 15 people to herd and to close,” Sam explains.
Navigating that process and doing it well isn’t an undertaking that just any salesperson — even a seasoned one — can do, according to Sam. He says that it takes a specific combination of sales experiences: someone who knows both the SaaS technology and retail worlds. And then there are what Sam calls the “intangibles,” those qualities that can be difficult to find and difficult to ascertain during the hiring process but that are must-haves in his ideal candidate: “A natural problem solver, someone that thinks outside the box, that you don’t need to handhold, and that is also coachable. We need people who can pivot and adapt, especially in a nimble startup environment and culture.”
That’s where the RevsUp team came in. Sam had some familiarity with the company already, and was confident in their abilities to track down that elusive talent Sam was searching for, as well as in their knack for finding the right fit culturally.
One thing Sam particularly appreciates about RevsUp is the robust sales background of the RevsUp team members, including that of founder and president Mark DeChant. “Mark understands what makes a good salesperson a good salesperson, and so he’s already coming to the conversation with a good understanding of what I’m looking for,” Sam says. “That’s what he’s done. He’s lived and breathed that complex sales environment. He has those intangibles himself and he knows what other qualifications to layer in.”