Hiring and Retaining Successful Salespeople: OMiga Case Study

By on November 21, 2016


Ed Hagen and Dan Sills founded OMiga in St. Louis as way to tailor back-office support for small to medium-sized businesses. Their expertise in finance, accounting, bookkeeping, payroll, human resources, and records management has helped businesses nationwide focus on their business while OMiga takes care of the rest.

Atomic Revenue came in to assist OMiga with their revenue operations and came away with incredible results. Read on to find out what happened, what we did and why we did it.

Hiring Our First Salesperson

As Founders often do, we became the salesmen for our own business. In 2015 OMiga grew to a level requiring our focus on managing operations in addition to accelerating sales growth. We engaged Atomic Revenue to help this process and could not be more pleased with our successful transition.

“Our first salesperson was selling at 136% of plan within 7 months of hire.”

How We Did It

We engaged Atomic Revenue to build our sales operations infrastructure so that a new sales hire could produce sales quickly with minimal training or management from us (after all, our expertise is in accounting). Using Atomic Revenue’s sales operations programs, we discovered that we could cost effectively hire more talented sales folks in a manner that still aligned with our planned growth budget.

“Atomic Revenue has greatly impacted my work experience at OMiga, by shortening my sales ramp-up period. Their sales tools have helped me communicate real value to the 17 new clients I have on-boarded since joining OMiga only 7 months ago. I appreciate OMiga’s understanding of the importance for putting the right infrastructure in place to allow me to be successful from the start. Atomic Revenue has worked with us to create highly compelling rationale on exactly why customers should buy from us.”

— Jason Clark, OMiga Sales

Return on Investment

In the 12 months following our Atomic Revenue engagement, we are tracking a 5.48x ROI (Return on Investment) due to the recurring monthly revenue on sales over performance alone. We expect ROI to grow year over year using these same sales operations tools.

What Atomic Revenue Did and Why

Sales Compensation Planning

Atomic Revenue modeled our sales compensation plan to care for recruiting and retaining a high-performing sales person as well as reducing our risk and protecting our profit margins.

Sales Talent Acquisition Program

The compensation plan and job description established clear sales productivity expectations for us and our new hire. Atomic Revenue brought their “Hire Hard and Manage Soft” interview process to help us select the right sales candidate for our needs.

Organizing for Sales Success

Atomic Revenue taught us that sales success requires both the right talent and the right tools. Our toolkit now includes:

  • Opportunity Qualification: To guide our sales team in identifying the most likely and most profitable prospects.
  • Value Propositions: To help our sales team communicate how OMiga adds value to a prospective organization.
  • Tactical Meeting Plan: To establish an agenda, guide preparation, and set next steps for every sales meeting.
– Ed Hagan and Dan Sills, Co-Founders and Partners at OMiga

 

Our thoughts: This is just one of our customer success stories here at Atomic Revenue. If you’d like to be featured in one of our case studies, then contact us right now to see what expertise and solutions we can provide to lead you through revenue operations.