How to Build Your U.S. Sales Team
They look to create a U.S. presence as businesses grow domestically and internationally. The U.S. creates opportunity and great possibilities, but in a competitive landscape it also comes with risk. It can prove lucrative with a higher return when done correctly. It can prove difficult and be a costly failure when performed impetuously and without testing.
You have to recruit the right sales experts and leaders to build a new region, break into a new industry, and achieve revenue growth in order to expand into the U.S.
It can be overwhelming to develop a U.S. sales team, especially if you’re unsure of where to start. It is easy to believe that your organization can run and achieve the same success as in other parts of the globe, but this assumption is incorrect.
There are many things for you to remember in order to enter into the U.S. sales market successfully. Not only does the product, service, or solution need to be different and better than current competition, but to effectively execute a U.S. sales plan, you must also have the financial capital and support.
First things first, good leadership needs to be in place. Decide whether to bring a current executive to the U.S. to oversee this program, or whether to start the sales team, you would need to employ a sales leader already in the U.S.
You will need a good salesperson who has experience with driving revenue, P&L tasks, recruiting and training salespeople, operations and efficiencies, and a strong understanding of the U.S. market, whatever you decide.
Your plan needs to be sustainable and flexible if you want to effectively launch and expand a U.S. presence, and that begins with good leadership. Since this entity will be the cornerstone, standards must be clearly set. When they work out the sales plan, they will need support as well as versatility.
First, good leadership needs to be in place. Decide whether to bring a current executive to the U.S. to oversee this project, or whether to start the sales team, you would need to employ a sales leader already in the U.S.
You will need a good salesperson who has experience with driving revenue, P&L tasks, recruiting and training salespeople, activities and efficiencies, and has a strong understanding of the U.S. market, whatever you decide.
Your strategy needs to be sustainable and scalable if you want to effectively launch and expand a U.S. presence, and that begins with good leadership. Expectations must be clearly established since the cornerstone will be this person. As they work out the sales plan, they may need encouragement as well as versatility.
Salary, Benefits, and Insurance
Even if you think you have the best product/service and company culture (and maybe you do), realize that in this competitive job market, attempting to recruit 100 percent commission sales reps would not succeed.
It becomes a job seeker’s market when unemployment is poor. This needs both a competitive base wage and a commission package to be offered.
Do the analysis and due diligence. To hire and retain talent, learn what fair salaries and compensation programs look like.
Do you have advantages that help an increasing sales team translate well into the U.S. market? What is your holiday program, health care coverage, and plan for 401k like?
It’s important to partner with a great consultant and advisor in the U.S. with various insurance plans, currency rates, and taxes to help you navigate the muddy waters around U.S. laws and laws.
We highly recommend Randy Johnson at Marsh & McLennan Agency if you are looking for a great insurance broker to help you find the best U.S. health insurance policy in the New England market.
You need to have a pulse in the job market before you can build a pool of talent. You need to understand the features of sales that best fit with your position in sales and the culture of sales. You will need to consider what kinds of applicants you want for the position to target. You must have an optimized recruiting process and someone in place who can easily handle the whole process.
You need to be educated about your sales hiring successes and your sales hiring problems based on reasonable expectations.
Align yourself with a trusted advisor who will be able to identify the eligible sales applicants you want on board. You will be exposed to applicants you won’t find on the job boards by working with the right sales recruiting agency. A network of thousands of sales candidates who already have a trusted and developed relationship with the recruitment firm will be tapped into you.
You will have a greater understanding of your own criteria and challenges for sales recruiting, and you will be better prepared to make the best sales recruit. To extend an offer to the right applicant, you will have the sales data you need to (s).
Know, to spearhead the sales campaign that needs to be the first and highest recruiting priority, whether you don’t already have a VP, Executive Officer, or General Manager in the U.S. Work down the list to recruit the rest of the team once sales leadership is identified. Your success and development in the US market is vital to getting the right sales recruiting partner in place.
U.S. Business Model
A U.S. business model blueprint needs to be in place for you. Understand your position, your rivals, the method of sale, who your customers are, the importance of the idea, and KPIs.
You will need to take the time to teach yourself about U.S. culture. There are typically subtleties that vary from country-to-country in business acumen. Do some research on the industry, or employ a business to do this for you. Consider how to reach the U.S. marketplace with your choices.
It would make it easier to recruit and employ top sales talent by creating a well-thought-out business model.
To make this a success, you will need the necessary people in place. You will need to be 100% dedicated to helping this growing overseas sales team. As a business leader, make sure that you or trusted partners are involved in seeing this transformation and success in the market.