Hire an account executive: closing your deals to open your future

Hire an account executive (AE) and start generating revenue like a real contendant in your industry. Previously, we have talked about how sales development representatives can help your business take those steps between being known (marketing) and sales. SDRs create interest, but we all know several stories about clients who seem so convinced to buy, and then they suddenly disappear. Suppose some prospect has ghosted you even once; then you know how relevant closing the deal is. And even more, keep noticing needs and key points among your already engaged clients. 

Account executives are not just another role in your organization, they are the cornerstone of thriving sales operations. These specialists serve as a vital link between businesses and clients, facilitating clear communication, building trust, and driving revenue. But when is the right time to hire an account executive, and what makes this role indispensable for your organization? This comprehensive guide explores the answers, highlights the core attributes of exceptional candidates, elaborates on their responsibilities, and outlines the top assessment criteria.

When and why should you hire an account executive?

Determining the optimal time to hire an account executive hinges on your organization’s growth phase and sales objectives. Companies typically decide to hire an account executive under the following circumstances:

• Increasing sales complexity: If your sales process involves intricate touchpoints, ongoing relationship management, or detailed product demonstrations, an AE can expertly manage these demands.
• Prioritizing client retention: AEs play a critical role in ensuring customer loyalty by proactively addressing client concerns and maintaining satisfaction.
• Focusing on revenue expansion: Skilled AEs uncover upselling and cross-selling opportunities, significantly boosting your bottom line.
• Delegating for scalability: As your business scales, the founder or leadership team may need to relinquish direct client management to concentrate on strategic initiatives such as market expansion, product development, or strategic partnerships. This is where an account executive can step in and manage client relationships, allowing the leadership team to focus on these critical initiatives.

  By deciding to hire an account executive, businesses can look forward to streamlining their client engagement strategies, enhancing sales efficiency, and cultivating lasting relationships that fuel growth. Hiring remotely from LATAM also offers access to talented professionals who provide cost-effective solutions while blending seamlessly into global teams, opening up new possibilities for business expansion.

Core responsibilities of an account executive

Account Executives are pivotal in nurturing client relationships and achieving revenue targets. Their primary duties encompass:

An accomplished AE takes full ownership of its responsibilities, ensuring short-term wins and fostering long-term partnerships that align with organizational goals.

Traits of a rockstar account executive

To hire an account executive who stands out, the renowned professor Steve W. Martin suggests some great qualities. Our experience and his knowledge point to candidates with these key traits:

1. Goal-driven mentality

• High-performing AEs exhibit relentless ambition and discipline. They continuously aim to surpass targets, backed by a proven personal and professional success history.
• Look for individuals with notable achievements, such as excelling in competitive environments or accomplishing complex projects.

1. Exceptional relationship skills

• The ability to establish trust and nurture meaningful client connections is essential. Rockstar AEs understand the dynamics of varying relationship tiers, from transactional to strategic.
• Evaluate their interpersonal skills by observing their interactions during interviews or group discussions.

1. Emotional intelligence (EI)

• A high EI enables AEs to decipher subtle cues, empathize with clients, and handle intricate conversations effectively.
• Focus on candidates who adapt their communication style to suit diverse personalities and scenarios.
1. Resilience
• Sales involve frequent rejection. Top-tier AEs turn setbacks into learning opportunities and maintain their focus on closing the next deal.
• Assess their resilience by asking about challenges they have faced and how they overcame them.
2. Organizational expertise
• Multiple accounts, deadlines, and follow-ups require exceptional time management and precision.
• Select candidates who demonstrate their ability to stay organized and prioritize effectively.
3. Technological acumen
• Familiarity with CRM platforms and sales tools is crucial in today’s tech-centric sales landscape.
• Ensure candidates can quickly adopt and maximize new systems to enhance efficiency.
4. Curiosity and flexibility
• Successful AEs keep pace with industry trends and eagerly embrace new challenges. Their adaptability enables them to thrive in evolving environments.
• Prioritize candidates who display a keen interest in continuous learning and problem-solving.
  

  
  Best practices for account executive excellence

  An exceptional account executive sets a high standard for sales performance. Here are some well-researched key behaviors that distinguish top performers:

   

• Territory ownership: Outstanding AEs take full responsibility for driving revenue and ensuring client success within their territory.

• Pipeline proactivity: Instead of waiting for leads, great AEs actively build their pipeline and promptly follow up with inbound opportunities.

• Rigorous lead assessment: If you hire an account executive to stand out, they will spend time wisely focusing on leads that align with the company’s offerings and goals.

• Thorough meeting preparation: Effective AEs meticulously plan client interactions, from setting objectives to resolving potential technical issues.

• Action-oriented follow-ups: They conclude every meeting with a concrete next step, securing commitments that move deals forward.

• Optimal CRM usage: Top AEs treat CRM tools as essential for collaboration, efficiency, and data-driven decision-making.

• Ongoing skill enhancement: They prioritize continuous learning, openly seek feedback, and contribute insights to improve team performance.

Conversely, underperforming AEs often lack initiative, neglect essential tools, and fail to prepare adequately, leading to missed opportunities and weaker client relationships.

Top 10 criteria to assess an account executive

When you’re ready to hire an account executive, consider these 10 key criteria:

1. Integrity: Candidates must inspire confidence and demonstrate authenticity in their claims and behavior.
2. Work ethic: Look for signs of dedication, such as rapid career advancement or notable achievements requiring perseverance.
3. Analytical intelligence: Strong problem-solving skills and the ability to grasp complex concepts are vital for success.
4. Persuasive communication: The best AEs excel at listening, asking insightful questions, and effectively presenting solutions.
5. Adaptability: Seek candidates who are open to coaching and eager to refine their skills based on constructive feedback.
6. Self-reflection: Self-aware individuals are better equipped to recognize areas for improvement and implement changes effectively.
7. Process discipline: Evaluate their ability to maintain a structured approach to managing pipelines and closing deals.
8. Relevant experience: While industry expertise is a bonus, transferable skills often outweigh direct experience.
9. Team fit: A cultural match ensures harmonious collaboration within your organization.
10. Charisma: Clients prefer working with personable and engaging professionals, making likeability a valuable trait.

Hire an account executive: how do you do it?

A complete hiring process, starting when you define the role and set the goals, going all the way through the online posting, CV reviewing, screening, vetting, and final interviews, is a process that, on average, takes 34 days. The scary news is that the best candidates tend to be available at the market for an average of 10 days. So, the best way to save money and time and focus on your core business activities is outsourcing your recruitment processes; with Top Latin Talent, you get:

1. Access to vetted talent: We rigorously vet our candidates, ensuring you only see applicants who meet your criteria and standards.
2. 4-8 business days hiring process: Agencies manage everything from sourcing to initial interviews, allowing your in-house team time to focus on core business activities.
3. Reduced risk of misalignment: We are recruitment specialists with experience in the LATAM market, skilled at matching candidates with client requirements, minimizing the risk of hiring misalignments.

Experience, knowledge, and money-saving: By hiring an account executive from Latin America, you can employ at significantly lower salary ranges, as seen in this post. However, our competitive fees and risk-free guarantee will help you make this decision.

Final Thoughts

Deciding to hire an account executive is a strategic move toward scaling your business. By emphasizing the right attributes, leveraging the top 10 assessment criteria, and considering remote talent from LATAM, you can onboard AEs who excel in client satisfaction and revenue generation. A skilled account executive is more than just a salesperson; they’re a trusted partner who embodies your company’s values and drives its success. Begin your search today to assemble a high-performing sales team that propels your business forward.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.