The Sales Engagement Podcast
The Sales Engagement Podcast

Episode · 3 months ago

From Zero to BDR Team in Under 12 Months


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 , 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

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 podcast.This podcast is brought you by outreach, the leading sales engagement platform, andthey just launched outreach on outreach, the place to learn how outreach well doesoutreach? Learn how the team follows up with every lead in record time aftervirtual events and turns them into revenue. You can also see how outreach runsaccount based plays, manages reps and so much more using their own sales engagementplatform. Everything is backed by data pulled from outreach processes and customer base.When you're done, you'll be able to do it as good as they do. Head to outreach Doo on outreach to see what they have going on.Now let's get into today's episode. Welcome everyone. Thanks for joining today forthe sales engagement podcasts, we have our special guest Luke Bodus with Checkoutcom Luke, would you like to introduce yourself? Yeah, of course, I thinkfirst eve any money. Thanks for inviting me on. Hey Up to givea quick introduction. My name is Luke. I'm the beauty out director here atcheckouts. been his since October of last year. I kind of beforeI started to check how never had a beauty off function with growing at anincredible rates. It is a very, very exciting place to be and andyet I thank you for having me yes so we are super excited for youto be on the show today as well. So, for these of you outwho do not know me, I'm Caitlin Kelly and I leave the strteam over here at outreach in a meum and, as many of you know, check outcom has had extreme growth and they are also a Unicorn Company.So for today's episode, super excited to talk about how you've been able toreally scale your SR function over at check outcom, Luke, and the kindof get that kicked off. You were one of the first strs over atcheck outcom and kind of in like that's early start up phase and coming offof Oracle where there's a bit more structure, what were some of the biggest challengesthat you really faced while you're getting the str function off the ground intheir early days? Yeah, no, it's it's a great question. Soa little bit of background. I was a bedr manager or record net sweets. I was therefore for a year and a bit and obviously, coming fromOracle to check out where there was no bedr function, I think the firstthing was kind of get in the foundation set and of course, when youstarted a new company, can get very, very excited and I think the firstyou to do is just hire straight away. But the first thing wedid is kind of creative Dr Playbook. So I was thinking back to whenI was a BEDR. What do I wish I had? And essentially inour playbook we have different messaging that I used to use. CADENCE has competitoranalysis, all that kind of stuff. So essentially, when our bed aswere on boarding remotely, they had a playbook they could always refer back to. But I think the most important thing is that we keep updating the playbook. Of course our messaging is changing. We don't want to playbook that Icreated about nearly a year ago now and then we don't adapt it or changeit to its meet a new way of selling. So that was definitely akey thing for us and obviously, coming from Oracle, it was an establishedBEDR function already. We had to really first seed to find who are ICPwas at checkout. We had to really then define our kind of best sellingpractices as well. So essentially I was a sponge. I was listening toas many sales cools as possible. I was really getting involved with the repsand really trying to learn as much as I could. And then once wehad the BEDR play because established, we then went into kind of our hiring. To be honest of you, I got incredibly lucky with the first bedrwe hired. Her name is Sabrina. She's now in a manager role,but she really set the standard. And then we had our second bedr arrive, her name's Val, a couple of weeks afterwards. And those who reallysaid the standard. They both came with with Bedr experiences, so they couldboth kind of elevate me as a manager, but at the same time they knewwhat was working, but they were...

...also very, very keen to takeon new ideas as well. For example, they had never used video prospecting beforeand when I kind of told them that I was going to be oneof our key methods of our reach. They can't look to me like onefor you talking about that is never gonna work. And then from now askind of our our main resource of meetings booked. But it was definitely gettingthe foundation set game, that BEDR play, that established, and that's now createdthis incredible success we've seen since. Yeah, that's amazing. I thinkit always comes down like those initial hires that you do bring up it bringin. That's going to be like one of the most important things they're in. Amazing that they were able to get, you know, help elevate you asyour kind of building it and learning as you go throughout it as well. Yeah, no, completely, it's most of you. I kind ofdid my own kind of Linkedin sourcing when I first got in the role andI came across our first for so Sabrina, Valeria Martyn Mateo. Yeah, whenI was a not their linkedins off, for there's no way they're gonna joinus a brand new BEDR team. They have me our experience and wejust got very, very lucky, and those four I've been fantastic and thenthey are going to grow into incredible salespeople moving forwards as well. That's right. You must have had a good pitch when you went and found the onelinkedin. I hope so, but now I really can't have them enough.They they have been been awesome and it is a real pleasure working with then kind of seeing their development as well, which has been great. Yeah,that is that is huge. That's like one thing that I love tohear about, like high performance and maybe low experience, but how are youreally developing them for this to be like the beginning of their sales career,which is awesome. Yeah, you'd mentioned something there that caught my attention,which is video prospecting. Yeah, and I do have a question around that. The question is, do you feel like the video prospect is definitely achannel that isn't leverage enough? So I love that you guys are using itand kind of are seeing the impact of it. Do you feel like,beast off of the different regions, there are specific regions that respond better tovideo prospecting, or would you say it's pretty much across the board? Yeah, again, good question, I think. I think, firstly video prospecting hasbeen so great for us is that I know when I was in salesand in a closing Rale, 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's yourname. Essentially, you can tell it's not a method of mass outreach. It's very, very personalized and essentially want all about bedrs here to bethe experts, expert on all thing payments check out, but also to havetheir is the ground in the latest developments of their industries and videos are greatway of kind of cutting through the usual sales traffic. To answer your question, we've seen video success in all regions. So so right now we have kindof our core European team. They sell into the UK, the darkmarket, southern Europe and France, and video has brought our largest kind ofmerchants on board just from a very simple video through linkedin or emailing, andwe've never ever received a bad response. Even if someone is saying no tous, they'll still that take the time out to say I love this approach. Never seen this before. Completely unique. Yeah, and it is the greatbuzz. And in our slack channel I always say to the team andcelebrate the nose, share them with the group and that just builds a fantastickind of, I guess, positivity around kind of getting those responses and againcelebrating those nose. Yeah, I know, definitely. Ever, every know,is one step closer to the as so lovely. So when you kindof think back to when you first started building it out, you'd mentioned theplaybook that you really established early on in the days to help the team scalewith. There any other processes that you say that you would say you implementedthat had a like the biggest impact outside...

...of the playbook? Yeah, Ithink for myself it was kind of our sales methodology. I'm a massive believerin value based selling, so I always says the team we're not selling thefeatures of check out, for example. For us there will never be aheadof payments. Who Wakes up every day thinking about a single unified API solution? But they will be waking up and thinking how can they say if theircompany time, how can they eliminate their risk? And when we focus thatin our messaging and we've that really resonates abour prospects. So I think thekey thing for us was value based selling. I think secondly, as well asthe creative outreach, the last thing I wanted to do when kind ofbuilding out this function was to create an environment where our beds felt almost changedtheir desks. They had to make x amount of cools. That's not wewant here. The bedeos have full creative license to do exactly as they want. And when I say to the team never they join is essentially see thisnow as your own business within a massive organization. However hard you work,you're going to get rewards. But that is the the recognition the commission,whatever it maybe whatever motivates you, see that as taking you one step further. So I think the big things rust was that value based selling piece,put us that creative license to cut through the usual sales traffic as well.Yeah, now, that is that is huge. When you think about I'mgiving them like the creativity to own their own number and kind of focus onthe outcome rather than the inputs. Then that also creates a different type ofculture too, and it really gets some bought into it where it's like they'rethey're here to like achieve what they have put their mind do not what theirmanagers telling them to do. Essentially exactly. And again it's a team of individuals. They all have a fantastic qualities that set them apart. Some ofthem really really push video. Others brought these incredibly created emails that I've neverseen before and when you kind of put them all together in our weekly kickoffsor weekly wrap ups, it's a fantastic space to kind of share ideas andget understanding. It's what's working for one person, but yet those who thinkshave really accelerated the the BEDR function here at check out awesome. So kindof like looking ahead and you know, you really scaled the team from justyourself in the very beginning to over twenty Reps. I know you have beenlike very you've been kind of breaking into new markets and kind of looking toexperience, excited like to say it. So you guys are in Europe,been you're looking to get into a hag in the US as well, andso when you're kind of doing that and you're explaining we had talked a littlebit about hiring the right people. What are some key care characteristics that youlook for when you are bringing on and you a SDR. Yeah, that'show you said. There's been a A. I've been fortunate to me a lotof great candidates, but one thing I really look for is the artof being curious, and for me curiosity is broken down into three parts.So one being that they're curious in themselves. So of course we will know theBEDR robber. Will they doing outside of the Bedr roll to redevelop theirlearning and they're their skills? Essentially? Are they doing additional courses, readingadditional materials? Are they leading training sessions? How are they continuously developing their skillsets? So that's number one, I think. Secondly, it's curiousin check out. So check out is evolving at a phenomenal rate. Again, it's an incredibly exciting place to be. But are they invested in checkouts values? Are they invested in our products? Are they really enhancing their skill setagainst become the experts, expert in all things payments and and check outrelated? And then, lastly, it is being curious in our prospects.And again we know the BEDR role is there to help streamline the entire salescycle. Are they really asking those indepth questions that can streamline that entire Roach? And when they have that, that curiosity in their prospects, it developstheir messaging, it develops their cooling and...

...they've already have their it the groundand all of the latest developments and trends in that industry. So I thinkfirstly is being curious in those other factors. Of course we look for individuals whoare motivated, who are organized. I think a big thing for amanager as well it is having someone who is coachable. Again, we havebedrs who do have experience, but we want them to kind of admit thatthey need help in a certain areas and what we do at check out waswe provide a very, very tailored, personalized training program to kind of hiton those girls and what they want to achieve. So those factors for usmake the the perfect candidate. Fantastic. I love that you guys have apersonalized training program that is super unique. I haven't heard that very often.I feel like a lot of people kind of have like these programs that theyroll out, but night tailored specifically to like that individual superpower. Yeah,I think. I think obviously the more traditional route for a Bedr to gostrained into an account exact position, but the video rollers evolving and essentially seethe BEDR ors a fantastic platform to pursue many different transferable skills that can beused for out an organization, and every BEDR will want to become an accountEXAC. I've worked with bedrs who have gone on into some marketing, intocustomer success, account management. Even had beds that wanted to pursue the BEDRmanager role and at check our we provide that platform for them to be successfuland and also have an open communication whereby they can approach us and say Iwant to work on this or I want to achieve this, and this isall set out on their very, very first day of on boarding. Theyknow exactly what they need to do to take the next step. But wealso kind of give them that that plan to say, if you want toachieve this, we will give you x and in return you can always cometo us and get that help you need. Okay, fantastic. You'd mentioned thatthis all starts in the onboarding process. So like in the very beginning we'rehaving those conversations about crew development and kind of being invested in to checkoutcom beyond just the stir function or Beadi. Our function. How does kind ofyour onboarding program really differ from other ones that you've seen throughout your experience? Yeah, no, well, I think first and it's give a massivethank you to some Michelle, who I know will be listening. He isresponsible for all of our on boarding and trading at check out, and hereally really did help me building out this entire function. But how does thisdiffer? I think what makes kind of the onboarding plant differ is that thethe kind of help, if you W on, the guidance starts even beforeday one. So when we when the candidate signs of contract with us,we want to hit the ground running as quickly as possible. So I alwayssent out a message saying hey, can't wait to work with you. Whoreally excited to have you joining the team. And then I say here are somepotential reading materials that could could benefit you. And what we share issome docks on checkout, but we also share is a selection of recorded discoverycools. I think there's this massive fear of cold cooling, especially if you'renew to sales. Yeah, so we kind of want to break down thatand we share some real life examples of discovery calls, of qualification calls,so they know exactly what it's like and then when they actually start on dayone, they already have this fantastic knowledge into what we do, but alsoour be the our team and our way of selling. And then again areon boarding is essentially broken down into two parts, so one part being thebusiness intelligence piece, so all about check out payments, our competition, ourvalue based selling, all that kind of stuff, and then the second partis broken down into sales skills, so cold cooling, emailing, all ofour tools, all that kind of stuff. It's to give them the best platformand in month one they don't have a target. We want them toreally meet as many people as possible, build up a fact, a fantasticfoundation into what we do and then,...

...month to month free when they're stillon boarding and getting used to the role, they start working in boundaries to buildup practice, they start doing role plays, they've already start listening tomore and more sales cools and essentially provide them that platform to be successful sowhen they go into their secon and courts with us, they have all thetools necessary to be the best bed the other they could be. But Ithink as well, and one thing that's quite unique at the training never everstops. The BEDR team especially, there is training, I'm going to sayevery single week from a team perspective, but then we also have weekly oneto ones and we encourage bedrs to bring air stone to focus on. Somaybe it's a recorded cool they want help on. Yeah, we do treadingthat way as well. So it's really something we put a lot of emphasison and we've seen incredible success and feedback from that as well. That isamazing. I this is like one of the reasons I love doing these podcastis because I learned something new every single time. And you'd mentioned which isSuper Unique, is you guys send out those discovery calls in the call callsprior to them starting, which is a brilliant idea. I'm actually going tosteal that. Yeah, you're welcome. We send out like reading material andkind of like, you know, basically stuff to like prep them for thethe wrong stuff. But I love the idea of like Hey, this isactually what the jobs going to look like, this is what it may sound likefor you, and it kind of will probably eases things I had beforethey jump into another first day. Yeah, and I'm massy again. Thinking backto when I was a body, I was terrified of the phone andI would almost do anything to not have to pick it up. So Ithink you kind of stray asway think someone's going to shout at you or howto go at you or all that kind of stuff. Yeah, when youactually hit some some real life examples, and the example we share on alwaysamazing cools, that they're cools that happen every single day and once a bedare starting with us his them, they're kind of okay, it's not actuallytoo bad. Yeah, and then we do all of the training and thenthey know exactly what it's going to be like from from that point onwards.Yeah, that's fantastic. So kind of transition like off the back end ofthat when you are bringing people on board it and your guys are scaling.I know like one of the biggest struggles for companies is kind of blending thatgap of knowledge. We call it like tribal knowledge. But how are youkind of or what processes have you really put into place to really reduce thoseRam periods in bring your new hires on board and up to the level atthose original for that really set the bar for you. But there any anyprocess that you really implemented there to really help that? Yeah, I thinkdefinitely creating almost like a mentor ring peer to peer learning environments whereby no questionis a is a stupid question. So they have that kind of open formstraight away, I think, as well the for original beat as we hadSabrino Valeria marks from the Teo. They provide the foundations. So I createdmy own kind of BEDR play it when I first started. But what thosefought it is that they made their own regional specific playbooks and that set thetrend for all future regional bed as going into their kind of teams, ifyou will. But I think is what's great about check out is that wehave an organizational struct where by you can really reach out to anyone and ofcourse a lot of our on boarding previously was remote. We're now kind ofchanging ever so slightly, but it's really having that open forum where by youcan ask anything and you'll always have someone better support you. So the mentoringthing and kind of the peer to peer learning, that was massive for us, I think as well. I know when I was a bed I usedto always kind of go into the weekend thinking off and if I did thatdifferently and wellness, the me is is a massive, massive thing of importance, especially when it comes to sales. So we always have Friday wrap ups. There are a great way where we talk about what went well that week. Think I didn't go well that week and essentially it's almost like a safespace to share ideas have that collaborative learning.

And again, I got very,very lucky, but the team we have here is the best team thatI've ever worked with. It's an incredibly collaborative environment whereby they really will doanything to get everyone not just to a hundred percent but to exceed a hundredpercent. On a monthly basis, though, they are awesome. So I guesswhen it comes to learning, the key thing for us was having thatcollaborative environment but also pushing those four more into to leadership responsibilities and to shareidea, share best practices. And again, the playbook, the regional playbooks,has really accelerated all of our growth and learning. But as well havingthe personalized training plans and the weekly one to ones. They create that openforum, but by we know exactly what we can do to elevate our bedrs. Again, they'll be joining us at different parts of their career. YEA, some are fresh graduates, some have sales experience and we want to givethem that, that platform to exceed. So it's aurce about having that openforum to share ideas, but it's fantastic. It sounds like in the last eighteenmonths you've been able to develop some really strong like bedrs and also leaderson your team that have really been able to lean in outside of just likehelping like lean and develop your new hirers on board and continuing in the growththat you guys have. How have you been able to really instill like theimportance of then building their own brand personally? Yeah, so again I think it'sabout going outside the realms of the usual bedr role and we're very,very lucky in the sales community and even the bed our community that there arefantastic networks you can be a part of that will will give you that additionallearning, if you will. Me Myself, I'm learning every single day. Iknow I'm not the the complete finished article, if you will. Istill want to develop and learn new skills and and really accelerate my own kindof growth and learning as well. So the BEDR seam, for example,a lot of them are part of the SCIS of London group, which hasbeen very, very important for them, but also when they are starting theBedr role they can network and speak with other people in their situation kind ofshare their ideas. Best practice is that kind of stuff. There's a lotof other groups, I know I'm a part of it as well, suchas pavilion and St and the see our leader group as well, which hasbeen fantastic. Again, speaking to those that have been in my role orhave set up teams from scratch as well, it's a great place to bounce ideasoff of and also kind of leverage your intern network as well. Sofor us it's very, very important, but also at check out as wellthere is a lot of different groups the team can can be a part oftoo, again really leverage their internal networks as well. Lovely. What wouldbe your advice that you would give to an str who is just starting theircareer? I think firstly is to have fun. For me, being aBEDR was the the best career decision I ever made. You learn so manydifferent transferable skills that can really be applied to any role. Moving forwards,for me I was quite shy before I got into two sales that the thoughtof doing something like this, I'd be like, no way, but youreally develop your confidence. You get to meet the most amazing people. Everyday is different as well, which is great. So I think the thekey thing for anyone who's looking again into a BEDR role is to display thatcuriosity in those free parts and that will give you the best stepping stone tobe very, very successful when it comes to sales. All Right, Ilove that. I think, yeah, if you're not having fun at this, could probably be a really miserable so but yeah, I know that's friendhas in it moves so quick and sales, that's the thing, and every dayis different, so the time just fice by. So love that.If you were lastly, if you had to choose one book that's had inimpacting your professional development, what would that... booget be? Yeah, sowe got quite lucky. So we actually have a Bedr Book Club at checkouts. So I've been in undated with with books that really and hards my learning. But if I kind of step aside from from that, I think thethe book that had the biggest impact on me was legacy by James Kerr,and essentially what that looks into is the New Zealand all blacks rugby team whoare saying she have one. I think it's like seventy five percent of theirinternational matches over the last one hundred years. But what that book does. Itreally has a deeper 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 how purpose can really makeleaders and and Bedeos, if you will, create those beliefs and sense of directions. So for me that was a massive, massive book for me toenhance my kind of business learning, but also a massive into my sports.So it was a good read as well. That's fantastic. I think there's alot of I'm gonna have to look up that book. Definitely I'm notfamiliar with like rugby and stuff, but there's a lot of like sports teamsand analogies that really help will developing kind of that winning mindset or not.So definitely gonna have to look up legacy. But, Luke, thank you somuch for joining us today on the sales engagement podcast. Really appreciate allthe insight they're able to share and how you've been able to scale yourteam so successfully over at check outcom. What would be the what best wayfor people to connect with you if they wanted to reach out? Yeah,well, no, no worries, many thanks for having me. I've alreadyready enjoyed this as well. But the best way it's just like said,I need to increase my my social setting. I can learn a lot of stufffrom you, but no, Linkedon is the best way of reaching out. All right, fantastic. Well, you heard it here. First,reach out to Luke Botus on Linkedin, and also you can reach out tomyself as well. Thanks everyone. So thank you say this was another episodeof the sales engagement podcast. To help this get in front of more eyesand ears, please leave us a shining five star review. Join US atsales engagementcom for new episodes. Resources in the book on sales engagement. Toget the most out of your sales engagement strategy, make sure to check outoutreach. That ioh, the leading sales engagement platform. See you on thenext episode.

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