Abby Roderique

Jessica Jennings
Madeline Brockley
Weston Willis


 Background

 Arck Systems manufactured & sold enterprise hardware

servers

 Rob Chatterji, CEO of Arck, decided to acquire Lux

Software

 Arck’s EVP of Sales, Bryan Mynor would now manage

both Lux’s and Arck’s current sales teams as separate
entities
 Problems

 Hardware vs. Software approaches to selling

 Targeting different decision makers

 Differences in sales compensation plans at Arck and

Lux
 Mynor altered the compensation policies
 Existing salespeople quit
 Mission Statement

Arcx’s mission is to deliver innovative and

technologically sound hardware/software
products in order to satisfy the needs of our
customers. We strive to provide the highest
quality service and support to remain a top
solutions provider within the technology industry.
 SWOT Analysis
S tre ng ths :
- Currently, have knowledgeable and
qualified salespeople in both
software and hardware industries
- Acquisition of Lux’s middleware –
increased efficiency
Oppo rtunitie s :
- Opportunities to recruit new, more
qualified salespeople
- Possibility of hiring people who quit
(pre-qualified)
- Take over a whole new segment of
market (software)
We akne s s e s :
- Changing company structure and
payment plan
- Merging management styles
between Lux and Arck
- Poor employee retention
Thre ats :
- Remaining up to date with the fast
paced advancements in technology
- Being able to remain a premiere
choice for hardware after acquiring
Lux
Organizational Structure
Regional Break-down
 Job Analysis

 Important to Analyze differences between the hardware

and software account management roles

 What tasks, responsibilities, and environmental

influences are involved with each job:
 Hardware Analysis
 Software Analysis
Sales Team Recruitment
& Selection

Sources:

Internal (Employee Referrals)

External

 Job Boards (Monster.com, Indeed.com, Glassdoor.com)

 LinkedIn

 Industry Events/Trade Shows

 Job Description
& Requirements
Software Account Manager
You are required to have a
strong consultative sales
approach, passion for the
IT/tech industry, as you will
serve as a trusted adviser for
all of your clients.
Hardware Account Manager
To be successful in this role,
you will need to be meticulous
in everything that you do. You
should also have extensive
computer hardware
knowledge and be able to
explain intricate concepts to
non-technical personnel.
 Job Description &
Requirements Continued
Software Account Manager
Proven record of success in a similar role
Exceptional closing skills and the ability to
capture a high volume of opportunities
Knowledge to engage with senior level
executives (prospects), with a high degree
of professionalism, accuracy and follow-up
Flexibility to travel and present to
prospective clients in person (up to 30%)
Hardware Account Manager
Proven record of success in a similar
role
Effective organizational and
analytical skills
Knowledge to engage with senior
level executives (prospects), with a
high degree of  professionalism,
accuracy and follow-up
Flexibility to travel and present to
prospective clients in person (up to
30%)
Interview Process Overview

1. Application Screen
2. Phone Screen
3. HR Generalist Interview
4. HR Manager Interview
5. Personality Assessments
6. District Sales Manager/Team Member Interview
 Interview Process Part 1

Application Screen

Embedded into application, must be completed before database will accept

Phone Screen
Conducted by a general recruiter
Basic questions that will gauge the applicant’s skills with the job analysis

Interview with Head Recruiter

Conducted by recruiting manager
In person or over the phone
Contains questions that will gain insight on selling ability and essential
 competencies.
 Interview Process Part 2

Personality Assessments
Two Different Assessments
Test motivators, behaviors, mathematical and selling competencies

Final Round Interview

Conducted by Sales Manager and a sales team member
Personal interest and teaming ability questions

Offer
Offered will be made by HR Manager to selected applicant
Once an applicant accepts, they will be debriefed on assessments
Sample Interview Questions

1. What is your favorite piece of software? Sell it to me.

2. Tell me about a time when you failed to expectations.

3. What does success mean to you?

4. If you could go back in time and choose another job, what

would you choose if you had to?

 Training

 Retained Employees
 Analyze the training needs of the retained sales force
 One week company orientation
 Any changes in policies
 Reporting structure changes
 New culture
 Training

 Week 1: company and industry orientation

 Week 2: team development training
• All New hires complete weeks 1 and 2 together
 Weeks 3-6: Product and sales training within either
hardware or software division
 Weeks 7-8: OTJ Training with retained employee
• Can also serve as new hire's mentor going forward
 On-going Training

 Yearly conferences & Trade-shows

 New-product training as needed

 Updated product training

 Webinars, classroom training, workbooks/quizzes
 Training Evaluation

 Pre and Post test

 To assess the salesperson’s understanding of the products
and concepts as well as their ability to use the learned skills

 Evaluation Questionnaire
 To assess favorability of the program
 To discover how to improve training in the future
 Compensation Plan

 Combination plan: base salary + commissions

 Software base salary: $55,000

 Hardware base salary: $66,000

 No commissions cap

 No accelerators

 Commission based on size of discount offered with

sale
 Commissions Table

Required Level of Size of Discount Commission Rate

Approval
No approval required 10% or lower 15%

District Manager 11-20% 12%

Regional Manager 21-30% 10%

Sharon Esteves 31-40% 8%

Bryan Mynor 41-50% 6%

CEO Robbie Chatterji 50% or above 4%

 Pay Comparisons
  Arcx Lux Arck

Base salary $55,000 (SW) $32,000 $65,000

$66,000 (HW)

Quota $100,000/quarter $100,000/quarter $1,000,000/yr

(SW)  
$250,000/quarter
(HW)

Sales Calculated by Base: 4% with Base: 9%

Commissions size of accelerators without
discount accelerators
offered with
sale

Cap None None $6 million in

sales per
year
Employee Benefits

 Direct Reimbursement plans

(for reasonable spending)
 Advanced healthcare options

 Life insurance options

 401K
 Motivating the Sales Force

 Bi-annual Sales Competitions

 Continue Gold Star incentives and Hawking Club
 Salespeople have options for their rewards:
• Original tropical vacation offered to members of the Hawking Club
or Top Guns
• 4 additional paid vacation days
• Monetary bonus of equal value to 4 paid vacation days
 Evaluation

 360-Degree Feedback in Performance Evaluation

 Focus on the development and improvement of the sales team
 Self-Evaluation
 Other Sources
• External Customers
• Internal Customers
• Fellow Sales Team Members
• Bryan Mynor
 Sources

 http://www.docstoc.com/docs/38680936/360-Degree-Feedba
ck-Form---PDF
 
 http://www.loc.gov/teachers/tps/images/usa.jpg

 
 http://www.staffing-and-recruiting-essentials.com/Sample-Job
-Analysis.html#axzz2RwQcO54h
QUESTIONS?