The Sales Engagement Podcast
The Sales Engagement Podcast

Episode · 2 months ago

From Zero to BDR Team in Under 12 Months

ABOUT THIS EPISODE

You’re a BDR director who just joined a company with no prior BDR function at all. Your gut response is probably to start hiring right away, but that’s not the technique that worked best for today’s Sales Engagement guest.

In this episode, I interview Luke Boddis , BDR Director at Checkout.com , about building his BDR team from scratch.

Join us as we discuss:

The importance of constantly refreshing the playbook

Why video prospecting builds trust so quickly

Key characteristics of great BDR candidates

The onboarding/ramping program at Checkout.com

Check out these resources we mentioned during the podcast:

Legacy by James Kerr

For more engaging sales conversations, subscribe to The Sales Engagement Podcast on Apple Podcasts , on Spotify , or on our website .

Listening on a desktop & can’t see the links? Just search for Sales Engagement

in your favorite podcast player.

Welcome to the sales engagement, apodcast, this podcast is brought you by outreach, the leading sales engagementplatform and they just launched out reach on our reach. The place to learnhow out reach well does not reach learn how the team follows up with every leadin record time after virtual events and turns them into revenue. You can alsosee how out retines account based plays, manages reps and so much more usingtheir own sales engagement platform. Everything is backed by data pulledfrom out reach processes and customer base when you're done you'll be able todo it as good as they do had the outreach on io on out reach to see whatthey have going on now, let's get into the day's episode. Welcome everyone.Thanks for joining today for the sales engagement podcast, we have our specialguest Luke Bodist, with check outcome. Lout. Would you like to introduceyourself yeah? Of course I think firstly many many things for invitingme on here to give a quick introduction. My name is Luke. I'm the BED directorhere at check out been here since October of last year and kind of beforeI started check out, never had a beauty of function. We're growing out anincredible rate is a very, very exciting place to be, and- and you know,thank you for having me yes, so we are super excited for you to be on the showtoday as well. So put these are you out who do not know me? I'm Kalan Kelly andI leave the SDR team over here at outreach in Emin and, as many of youknow, Chechako has had extreme growth in they are also a Unicorn Company, sofor today's episodes super excited to talk about how you've been able toreally scale your sour function over a check, outcome, Luke and kind of getthat kicked off. You were one of the first stars over a check, outcome andkind of in, like that early start up phase and coming off of Oracle. Wherethere's a bit more structure. What were some of the biggest challenges that youreally faced, while you're getting the SR function off the ground in the earlydays? Yeah, no, it's a great question. So a little bit of background, I was abed manager, O rical net feet. I was there for for a year and a bit andobviously coming from Oracle to to check out where there was no bedfunction. I think the first thing was kind of getting the foundation set and,of course, when you started a new company, you can get very very excited.I think the first you to do is just high straight away, but the first thingwe did is kind of create DD playbook. So I was thinking back to when I was abed. What do I wish I had, and essentially in our playbook, we havedifferent messing that I used to use cadences, compare to analysis all thatkind of stuff. So essentially, when our B DRS were on boarding remotely, theyhad a play book, they could always refer back to, but I think the mostimportant thing is that we keep updating the playbook. Of course ourmessaging is changing. We don't want to play book that I created nearly a yearago now and then we don't adapt it or change it to to meet on you way ofselling. So that was definitely a key thing for us and obviously coming fromOracle. It was an established BEDR function. Already we had S. t reallyfirst see to find who are? I CP was a check out. We had to really then defineour kind of best selling practices as well. So essentially, I was a sponge. Iwas listening to as many sales calls as possible. I was really getting a Volvo,the raps and we're just trying to learn as much as I could and then once we hadthe bedall established, we then went into kind of our hiring. To be honestwith you, I got incredibly lucky with the first bde hide. Her name is Sabrinashe's now in a manager role, but she really set the standard, and then wehad our second bd arrive. Her name's bow a couple of weeks afterwards andthose who really said the standard they both came with with bd experiences, sothey could both kind of elevate me as a manager. By the same time, they knewwhat was working, but they were also...

...very, very keen to take on you ideas aswell. For example, they had never used video prospecting before and when Ikind of told them that I was going to be one of our key methods of our reach.They can't look to me like one Arorai about that is never going to work andthen from now, as kind of our main resource of meetings booked, butit was definitely getting the foundation said gay in that bed a playbig established, and that's now created this incredible success. We've seensince yeah. That's amazing. I think it always comes down like those initialhires that you do bring up it, bring in that's going to be like one of the mostimportant things there and amazing that they were able to. You know helpelevate you as your kind of building it and learning as you go throughout it aswell. Yeah Yeah, now completely it most of you. I kind of did my own kind oflinked in saucing when I first got in the row- and I came across our firstfor so Sabrina Valaria Marten Mateo. When I was on not there link tins, Ithought there's no way they're going to joind us a brand new BEDR team. Theyhave e our experience and we just got very very lucky and those who have beenfantastic and then they are going to grow into incredible sales peoplemoving forward as well. That's Ra! You must have had a good pitch when youwere in town of Lington. I hope so, but I really can't save themenough. They they have been been also and is a real pleasure working with ana kind of sing, their development as well, which has been great yeah. Thatis, that is huge. That's like one thing that I love to hear about. I'm likehigh performance and may be low experience, but how are you reallydeveloping them for this to be like the beginning of their sales career, whichis awesome? Yeah you'd mentioned something there that caught myattention, which is video prospecting, and I do have a question around that.The question is: Do you feel like the video prospect is definitely a channelthat isn't leverage enough? So I love that you guys are using it and kind ofare seeing the the impact of it. Do you feel like based off of the differentregions? There are specific regions that respond better to videoprospecting, or would you say it's pretty much across the board? Yeah again good question. I think Ithink firsty video prospecting has been so great for us is that I know when Iwas in sales and in a closing roll the hardest part of my my career was kindof building up that trust. I think sales people have this kind of terribleconnotation of just being money hungry doing anything for a very, very quickdeal. But when you said a video you're, putting your face that your name,essentially, you can tell it's not a method of mass out reach, it's very,very personalized and essentially want all about beds, heads to be the expertsexpert on all thing payments check out, but also to have that is the ground andthe latest developments of their industries and videos, a great way ofkind of cutting through the usual sales traffic. To Answer Your question: We'veseen video success in all regions, so so right now we have kind of our coreEuropean team. They sell into the UK. The dark market, southern Europe andFrance and video has brought our largest kind of merchants on board justfrom a very simple video through linkin or emailing, and we've never everreceived a bad response, even if someone is saying no to us they'llstill that take the time out to say I love this approach, never seen thisbefore completely unique and it gives a great buzz and in our slack channel Ialways say to the team: celebrate the nose share them with the group and thatjust builds a fantastic kind of, I guess, Politi around kind of gettingthose responses and again celebrating those noses yeah. I know definitely Er.Every now is one step closer to the S so lovely. So when you kind of think backto when you first started building it out, you'd mentioned the playbook thatyou really established early on in the days to help the team scale. was thereany other processes that you say that you would say you implemented that hada like the biggest impact outside of...

...the playbook yeah, I think for myselfit was kind of our sales methodology. I'm a massive believer and value baseselling, so I always say: is the team we're not selling the features of checkout, for example, for us there will never be a head of payments who wakes up every day,thinking about a single unified API solution, but they will be waking upand thinking. How can they say if their company time, how can they eliminatetheir risk and when we focus that in our messaging and we that reallyresonates about prospects? So I think the key thing for us was value basedselling. I think, secondly, as well as the creative outreach. The last thing Iwanted to do when kind of building out this function was to create anenvironment where our bedos fell almost changed their desks. They had to make xamounts of cools. That's what we want here. The videos have full creativelicense to do exactly as they want and when I say to the team whenever theyjoin, is assentially see this now as your own business within a massiveorganization, however hard you work, you're going to get rewardes, whetherthat is the recognition or the commission, whatever it may be.Whatever motivates you see that as taking you one step further, so I thinkthe big things for us was that badly based selling peace, bus that creativelicense to cut through the usual sales traffic as well yeah. Now, that is,that is huge when you think about I'm, giving them like the creativity to owntheir own number and kind of focus on the outcome, rather than the inputsthan that also creates a different type of culture to, and it really gets somebought into it where they like they're they're here to like achieve what theyhave to put their mind to not what their managers telling them to do.Essentially, exactly and again it's a team of individuals. They all have afantastic qualities that set them apart. Some of them really really push videoothers Brit. These. Incredibly, creative emails that I've never seenbefore and when you kind of put them all together in our weekly, kick of orweekly wrap ups, it's a fantastic space to kind of share ideas and anunderstanding it to what's working for one person be a those who things havereally accelerated the the bed function here, a check out awesome, so kind oflike looking ahead, and you know you really scaled the team from justyourself in the very beginning to over twenty raps. I know you have been likevery you've been kind of breaking into new market and it kind of let you toexpand so like just say it, so you guys are in Europe and you're liking to getinto a hag in the US as well, and so, when you're kind of doing that- and youare expending- we had talked a little bit about hiring the right people. What are some key care characteristicsthat you look for when you are bringing on an Yust yeah a lot. You said,there's been a I've been fortunate to me a lot of great candidates, but onething I really look for is the art of being curious and, for me, curiosity isbroken down to free parts, so one being that they're curious in themselves. So,of course, we all know the bedr robe were they doing outside of the Dr Rollto re, develop their learning and their their skills. Essentially, are theydoing additional courses reading additional materials? Are they leadingtraining sessions? How are they continuously developing their skill setso that that's number one I think? Secondly, it's curious in check out socheck out is evolving at a phenomenal rate. Again, it's an incrediblyexciting place to be, but are they invested in check outs values? Are theyinvested in our products? Are they really enhancing their skill, setagainst to become the experts expert in all things, payments and and check ourrelated and then, lastly, its been curious in our prospects and again weknow the bed role. Is there to help streamline the entire sales cycle? Arethey really asking those in depth, questions that can streamline thatentire approach and when they have that that curiosity in their prospects, itdevelops their messaging? It develops their cooling and they really have thateat the ground and all of the latest...

...developments and trends in thatindustry. So I think first, the it's being curious and in those otherfactors, of course, we look for for individuals who are motivated, who areorganized. I think a big thing for a manager as well. It is having someonewho is coachable again. We have bd who do have experience, but we want them tokind of admit that they need help in certain areas and what we do at check,how you provide a very, very tailored, personalized training program to kindof hit on those goals and what they want to achieve. So those factors forus make the perfect candidates. Oh fantastic. I love that you guys have apersonalized training program that is super unique. I haven't heard that veryoften, I feel like a lot of people kind of have like these programs that theyroll out, but not tailored, specifically to like that individualsuper power yeah. I think I think, obviously, the more traditional rooffor a Bdra go strained into an account exact position, but the video roll isevolving and Essentiae the beauty or as a fantastic platform, to pursue manydifferent transferable skills that can be used throughout an organization andwhat every VD will want to become an account exact. I've woled beds havegone on in to marketing into customer success. Account management even hadvideos that wanted to pursue the bd manager role and check how we providethat platform for them to be successful and and also have an open communicationwhereby they can approach us and say I want to work on this or I want toachieve this, and this is all set out on their very very first day of onboard and they know exactly what they need to do to take the next step. Butwe also kind of give them that that plan to say, if you want to achievethis, we will give you x and in return you can always come to us and get thathelp. You need okay, fantastic. You had mentioned that this all starts in theon boarding process so like in the very beginning, we're having thoseconversations about cre development and kind of being invested in to check outcom beyond just the SDR function or bet our function. How does kind of youronboard program really differ from other ones that you've seen throughoutyour experience? Yeah? No! Well, I think first, and it's give a massivethank you to to Michelle, who, I know will be listening. He is responsiblefor all of our on boarding and trading at check a, and he really really didhelp me building out this entire function. But how does this differ? Ithink will make it kind of the onboard plan differ. Is that the kind of help,if you er n the Guidance Stars Even Before Day One? So when we, when acandidate signs of contract with us, we want to hit the ground running asquickly as possible, so I always sent out a message saying: Hey, can't waitto work with you really excise. Have you joining the team and then I sayhere are some potential reading materials that could benefit you, andwhat we share is I some docks on check out, but we also share is a selectionof recorded discovery. Calls, I think, there's this massive fear of Co Cooling,especially if you're new to sales yeah. So we kind of want to break down thatand we share some real life. Examples of discovery cause of qualificationcalls. So they know exactly what it's like and then, when they actually starton day one. They already have this fantastic knowledge and what we do, butalso are Beale artim and our way of selling and then again our on boardingis essentially broken down into two parts. So one part being the businessintelligence piece so well about check out payments, competition of valuebased selling, all that kind of stuff, and then the second part is broken downinto sale skills. So Cocoon emailing all of our tools, all that kind ofstuff to give him the best platform, and in month one they don't have atarget. We want them to really meet as many people as possible, but up afantastic foundation to what we do and...

...then month to month, three, whenthey're still on boarding and getting used to the role they start working inboundles to build up practice, they start doing role plays they reallystart listening to more and more sales cools and essentially provide them thatplatform to be successful. So when they go into their second quarter with us,they have all the tools necessary to be the best, be the other they could be.But I think as well and one thing that's quite unique: at the trainingnever ever stops the bedite, especially there is training. I am going to sayevery single week from a team perspective, but then we also haveweekly won to ones, and we encourage bd to bring Artan to focus on so mabesorecorded cool. They want help on. We do training that way as well. So it'sreally something we put a lot of the emphasis on and we've seen incrediblesuccess and feedback from that as well. That is amazing. I this like one of thereasons why I love doing these podcast is because I learned something to everysingle time and- and you had mentioned, which is super unique, is you guys sendout those discovery calls and the cocales prior to them, starting whichis a brilliant idea? I'm actually going to steal that yeah, you a welcome. We send out like reading material andkind of, like you know, basically stuff to like prop them for the roll andStout, but I love the idea of like hey. This is actually what the job's goingto look like. This is what it may sound like for you, and it kind of willprobably eases the anxiety before they jump into it. On the first day, yeah-and I massy again thinking back to where, when I was a body, I wasterrified of the phone and I would almost do anything to not have to pickit up. I think you kind of straight away, think someone's going to shout atyou or or how to go at you, Wal, all that kind of stuff yeah when youactually hit some some real life examples and the examples we share onalways amazing cools that their calls that happen every single day and once a BEDR starting with us, here's themthey're coming okay, it's not you too bad yeah, and then we do ov thetraining and then they know exactly what it's going to be like from fromthat point on words, yeah, no, that's fantastic, so kind of transition likeoff the back end of that when you are bringing people on board it and yourguys are scaling. I know like one of the biggest struggles for companies iskind of blending, that gap of knowledge. We call it like tribal knowledge, buthow are you kind of or what processes have you really put into place toreally reduce those Ram periods and bring your new hires on board and up tothe level at those original? For that really set the bar for you, but thereany any process that you really implemented there to really help thatyeah, I think definitely creating almost like a mental ring par to peerlearning environments, where by no question is a is a stupid question, sothey have that kind of open form straight away. I think, as well thefour original leaders we had Sabrina Valaria Martin Tetao. They provide thefoundation, so I created my own kind of bedel it when I first started, but whatthose for diners have been made their own regional, specific playbooks andthat set the trend for all future regional bedas going into their kind ofteams. If you will- but I think is what was great about check out- is that wehave an organizational structure where part you can really reach out to anyoneand of course a lot of our on boarding previously was remote were now kind ofchanging ever so slightly. But it's really having that open forma by youcan ask anything and you'll always have someone better support you, so the mentouring thing and come at the pataer learning, or it was massive for us. Ithink as well. I know when I was a bed I used to always kind of go into theweekend. Thinking I an if I did that differently and well. Nesston me is, isa massive massive thing of importance, especially when it comes to sales, sowe always have Friday wrap ups there, a great way where we talk about what wentwell that week thing that didn't go well, that weekd and essentially Samoslike a safe space to share ideas, have...

...that collaborative learning. And againI got very, very lucky. The team we have here is the best team that I'veever worked with is an incredibly collaborative environment, whereby theyreally will do anything to get everyone not as to a hundred percent B to exceeda hundred percent on a monthly basis, though they are awesome. So I guesswhen it comes to learning the key thing proses having that collaborativeenvironment, but also pushing those for more into to leadershipresponsibilities and to share idea, share best practices and again theplaybook. The regional playbooks has really accelerated all of our ourgrowth and learning, but as well having the personalized training plans and theweekly one to ones they create that open forum, but by we know exactly whatwe can do to elevate or bd again, they'll be joining us at differentparts of their career. YEA, some of fresh graduates, some have salesexperience, and we want to give them that that platform to exceed. So it'salso about having that open forum to share ideas that it's been hasting. Itsounds like, in the last eighteen months, you've been able to developsome really strong, like drs, and also leaders on your team that have reallybeen able to lean in outside, of just like helping like lean and develop yournew hirers on board and continuing the growth that you guys have. How have youbeen able to really instill like the importance of then building their ownbrand personally yeah? So again, I think it's about goingoutside the rounds of the usual bdra and we were very, very lucky in thesales community and even the Bedr community that there are fantasticnetworks. You can be a part of that will will give you that additionallearning, if you will me myself, I'm learning every single day. I know I'mnot the the complete finished article. If you will, I still want to developand learn new skills and and ready, accelerate my own kind of growth andlearning as well. So the bed a thing for example. A lot of them are part ofthe scs of London group, which has been very very important for them, but alsowhen they are starting. The BEDR role they can network and speak with otherpeople in their situation, a kind of share ideas, best practices, that kindof stuff there's a lot of other groups. I I know I'm a part of it as well, suchas pavilion and s and the SCR leader group as well, which hasbeen fantastic again speaking to to those that have been in my role or haveset up teams from scratch as well. It's a great place to balance, ideas off ofand also kind of leverage or your internal network as well. So for us,it's very, very important, but also a check out as well. There is a lot ofdifferent groups. The team can can be a part of to again really leverage theirinternal networks as well lovely. What would be your advice that you wouldgive to an SDR who is just starting their career? I think first, the I isto have fun for me being a B. Dr was the the best career decision I evermade. You learn so many different transferable skills that can really beapplied to any role moving forward. For me, I was quite shy before I got intoto sales that the thought of doing something like this I'd be like no way, but you really develop your confidence.You get to meet the most amazing people every day is different as well, whichis great, so I think the key thing for anyone who's looking a get into a bedrrole, is to display that curiosity in those free parts- and that will giveyou the best stepping stone to be very, very successful when it comes to sales.I love that I think yeah, if you're not having fun in this, could probably be areally misers but yeah. I know that's tuna and it moves so quick and sales.That's the thing in every day is different, so the time just flies by solove that if you were a last lame, if you had to choose one book, that's hadan impact on your professional...

...development. What would that one bookbe yeah, so we got quite lucky, so we actually have a BEDR book club at checkout. So I've been inundated with with books that I've already an has mylearning, but if I kind of step aside from from that, I think the book thathad the biggest impact on me was legacy by James Car and essentially, what thatlooks into is the New Zealand all blacks, rugby team, who was saying shehave one? I think it's like seventy five percent of their internationalmatches over the last one hundred years. But what that book does it really has adeeper dive into uncovering what is actually needed to develop thoseextraordinary high performance culture and breaks down to fifteen business?Lessons, for example, purpose and why we should ask why and understanding howpurpose can prety make leaders and Bideos if you will create those beliefsin sense of direction? So for me that was a massive massive book for me to an hard my kind ofbusiness learning, but also I'm a massive into my sports. So it was agood read as well. That's fantastic! I think, there's a lot of I'm gonna haveto look up that book. Definitely I'm not very familiar with like ropy andstuff, but there's a lot of like sports teams and analogies that really helpwith developing kind of that winning mindset or not so definitely going tohave to look up legacy, but los. Thank you so much for joining us today on thesales engagement podcast, really appreciate Al the inside the trable toshare and how you've been able to scale your team so successfully over at checkout com. What would be the best way for people to connect with you if theywanted to reach out yeah? Well, no, no war is many thanks for having me. I'vereally really enjoyed this as well, but the best way is just linked in. I needto increase my my social setting. I can learn a lot of stuff from you, but nolinton is is the best way of reaching out all right, fantastic. Well, youheard it here. First reach out to Luke Betis on a Linkin, and also you canretract to myself as well. I think everyone, so thank you an this wasanother episode of the Sales Engagement podcast to help this get in front ofmore eyes and ears. Please leave us a shining five star with you join us atsales engagement for new episodes, resources in the book on salesengagement to get the most out of your sales engagement strategy, make sure tocheck out out reached Lio. The leading sales engagement platform see you onthe next episode a.

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