BowTiedSystems | Sales + AI Systems

If you're coming from a normal job (retial, ops, customer support, accounting), whatever - and you want into tech sales, let me save you months of pain. The path is different for you, and nobody explains it clearly. There are basically 2 crowds trying to move into sales: 1) The high-status people (consulting, Big 4, PE/IB, etc.) 2)And then everyone else Teachers. Accountants. Ops. Corporate finance. Support. Retail. Blue collar. People who have never heard the word “SaaS.” Let’s call it what it is: those two groups don’t get treated the same. High-status candidates often skip the BDR grind altogether. If you’re in group #2, there’s one thing you need to understand early or this whole transition becomes way harder than it should be: Your résumé is not getting you into a top-tier sales org. Not in today’s market. Not with the volume of applicants. Not for BDR roles. BUT here’s the part people miss: You absolutely do NOT need a high-status background to break into a $100–125K BDR role at RepVue Top 20% companies. Happens all the time. You just need to play the game correctly. So here’s how is the NEW META of tech sales hiring: 1) Picking the right company is 80% of your career This matters more than everything else combined. If you sell for a company with high growth + high margins, life is easy: product sells, you get inbounds, you hit quota, you get promoted, everything compounds. BDR → AE in 18–24 months. $150–200K OTE. Better skills, better network, better upside. If you sell for a clown company with no PMF (startups or RepVue < 83%), you're playing the game on HARD MODE (and maximum pain!) You can be talented and still end up stuck. So yea, company selection is the real cheat code. But today isn’t about where to apply Today is about how non-high-status candidates actually get into these exclusive tech companies despite lacking the "pedrigree". Because most of them screw up step one: They think the interview is won through a perfect résumé. It isn’t. What actually gets you interviews is showing the hiring manager that despite your lack of experience, you can help their team hit revenue faster than every other candidates they’re talking to. That signal comes from 4 pillars. Pillar #1. Attitude (code outbound the hiring managers) This is where 90% of people blow it. They send messages like: “Hi, I saw the opening. Can we talk?” No. If you want to convince someone you can be good at outbound… you have to SHOW them you can do outbound. You have to cold email, or better cold call call hiring managers exactly the way you’d cold outreach prospects. Then you drive with pain (hint hint: raise the stakes of hiring the WRONG person!!!) This alone already filters you into the top 5% candidate and sets you in your own category (btw first impressions last) Pillar #2. Promise of competence (show you know what the job actually is) Most candidates can’t answer one simple question: “What does a great BDR actually DO in the first 30, 90, 365 days on the job?” If you can’t articulate that clearly in 5 minutes, how are they supposed to believe you’ll be good at it? This is where you send a short video BEFORE the interview where you literally walk them through: 1) how you’ll hit the ground running in your first 30 days 2) how you’ll crush your ramping quota in your first 90 days 3) how you’ll break into the top 10% of rep on the sales floor by Year One This loom video DEMONSTRATES you understand the job better than most people already in it. Pillar #3. Be ready to address concerns (they're SO PREDICTABLE!) Here’s the part that’s almost funny: Hiring managers always ask the same 10 - 15 questions & curveballs. Always. 1) “Tell me about yourself?” 2) “Why sales?” 3) “How will you build pipeline?” 4) “How do you handle rejection?” 5) “You don't have Tech experience” 6) “Why leave your current company?” 7) “Why should i hire you?” 8) Why us?” 9) “How do you close MORE deals FASTER?” 10) “What’s your strategy to generate leads/new business?” All predictable. If you prep those answers properly, you remove 90% of their concerns before they even notice them. Pillar #4: Demonstrated competence (SHOW ME THE MONEY!) This is the final piece. During the interview, you don’t want to go in and “promise” you’ll be good. 🤡Sit there. Smile. Answer their questions. And pray they call you back. 🐲You want to show *tactically* how you will add to their bottomline & improve the standards of the team: 1. Bring a *real* lead list specific to the company you're applying for (with phone numbers, emails, buying trigger etc.) 2. Bring an email sequence to generate meetings with those prospects 3. Bring a pitch script to qualify & close the leads When you walk in with concrete 1-pager assets you built yourself, the conversation shifts from: “Does this person have experience?” to “Holy shit, i can put them on the phone tomorrow.” And THAT'S when you get hired. Putting it all together Your CV simply exists because they need it to get you through the official hiring process. But what gets you interviews and actually hired - especially if you come from a "non-high-status" background - is: 1) Breaking into accounts elegantly: cold outreaching hiring managers like a pro BDR (pro tip: ask if interested in mitigating risks of hiring the wrong person) 2) Territory plan: demonstrating you understand EXACTLY what the job requires to be succesful with a work back schedule (30/90/365 territory plan) 3) Interview Collaterals to walk the talk of the strategy: showing tactical proof you can execute on the things you say (real lead list, email sequence, pitch script) 4) Interview Cheat Sheet: being prepared for the same predictable concerns and interview questions every hiring manager is taught to ask Do this, and you instantly become THE GREAT CATCH. Even with zero sales experience. Even if you’ve never worked in tech. Even if you’re coming from retail, ops, accounting, or a blue-collar job. Because at the end of the day, tech sales managers don’t care about your past. That's why you got people with college degrees working at Google. They care about one thing: “Can this person generate revenue for us, & how fast?” If the answer feels like a confident yes, they’ll hire you over people with 10x more “professional” backgrounds. THE END. - Cocoon

Gotta give the credit where it’s due. Worked with @BowTiedSystems on my new gig and the result has been phenomenal. Before BTS’s help, I was running around like a headless chicken trying to find meaningful salesforce reports, internal marketing tracking data, and build out HPP

BTS is putting together an incredible program for trigger-driven outbound. Anyone who follows me and what we're building with @ChatAE_ai knows how central we view Triggers as part of your account planning strategy. This pilot program would be 🔥 for any seller looking to master the best practices of modern day strategic outbound.