Jacob Hopkins

Head of Sales | we are hiring sales reps & leaders. apply below ⬇️

[Elon Musk @elonmusk]

Evidence of exceptional ability and asking how they solved hard problems down to the brass tacks level is what matters.

Those who actually deserve credit know the details of the solution, because it was so hard it got seared into their brain. The phonies and posers who falsely claim credit will flounder at the second or third level of detail.

[Jacob Hopkins @JacobHopkins43]

RT @AlexHormozi: The reason so many very successful founder have a ‘touch of the tism’ is because what makes you more successful as a child…

[Jacob Hopkins @JacobHopkins43]

@qfulm Is that ye

[Jacob Hopkins @JacobHopkins43]

@readswithravi @elonmusk @grok what book is this

[Jacob Hopkins @JacobHopkins43]

Believe like you got what it takes, then work like you don’t.

[Startup Archive @StartupArchive_]

Mark Zuckerberg on why he prefers to recruit people directly out of college

In this interview from 2005, a 21-year-old Mark Zuckerberg is asked what he looks for in a new hire. There’s two things, he says.

“Number one is raw intelligence. You can hire someone who has been doing software engineering for 10 years, and if they’ve been doing it for 10 years, that’s probably what they’ll be doing for the rest of their life. That’s cool — there are some things that that person can do and they’re definitely useful in an organization and can do a lot of stuff. But if you find someone whose raw intelligence exceeds theirs but has 10 years less experience, they can probably adapt and learn way quicker. Within a very short amount of time they’ll be able to do a lot of things that [the person with 10 years of experience] will never be able to do. So that’s the most important thing that I look for.”

The second thing he looks for is alignment with what the company is trying to do:

“People can be really smart or have skills that are directly applicable, but if they don’t really believe in it, then they’re not going to work hard or care enough to develop the relevant experience in order to succeed. The best people I’ve hired so far have been people who didn’t really have that much engineering experience. I hired a couple of electric engineers out of Stanford to do programming stuff, and they had very little programming experience going in, but they were really smart and really willing to go at it. The guy who just wrote photos was one of those guys, and if you’re willing to just do whatever it takes to get photos out, then you’re probably more valuable than someone who is just a career software engineer.”

He concludes:

“Those are the things I’m looking for and why I would rather recruit people out of college.”

Video source: @ECorner (2005)

[Jacob Hopkins @JacobHopkins43]

@arlinmoore_ Long time no talk

[Jacob Hopkins @JacobHopkins43]

Apply here: https://t.co/m9jKGfcYZw

[Jacob Hopkins @JacobHopkins43]

We are hiring sales reps at https://t.co/McRVfhqVaC

Sales Team Vision

We are building a leadership factory. Meaning - we are looking for reps to come in and prove themselves, develop skills, and move fast in their career.

We aim to promote only from within. You have to prove you can set, before you can close. And once you do (and become a top rep) we are looking to develop you further.

We’ve had sales reps go from setter to closer, closer to senior leadership, and pretty much everywhere in-between.

Who this is for:

- You are a top performing rep at your company

- You have tried a business and it didn’t work out

- You are extremely hard working

- You are looking for growth

- You have business acumen (plus if you’ve sold to small business owners).

What we offer you:

- Daily Sales Training & 1-1 coaching

- Professional Skill Development (leadership, business strategy, marketing, etc)

- Performance based career growth (the best get promoted)

- Access to our team of A-Players

- Uncapped commissions

[Jacob Hopkins @JacobHopkins43]

Looking to expand our outbound team…every rep starts as a setter to prove themselves…if you know a great sales person…Or someone hungry to win…

Tag them below. Or shoot me a DM.

[Shayne Coplan 🦅 @shayne_coplan]

The Forbes cover piece mentions how I was emailing the SEC as a kid

Here it is, October 2013. Little did I know...

What people call an "overnight success" takes a decade. And still a looong way to go

[Sharran Srivatsaa @sharran]

If you are interviewing for jobs, read this:

We have 21 open roles at https://t.co/GgCRoq4CdR

I just did 17 interviews in the last 3 weeks.

As the interviewer, I prepare for every interview:

1. I look at resume and LinkedIn
2. I feed it into Ai and analyze it
3. I look at the past employer websites
4. I troll social
5. I look for you in blogs or YouTube

... and thats just the start.

It's a shame if you don't do a deep research on who you are going to meet for an interview.

🤖 Use this Ai prompt:
"Act as an intelligence analyst preparing a deep research dossier on [SHARRAN SRIVATSAA] as I am about to meet for a job interview"

Remember:
How you prepare shows just how much you care.

[Alex Hormozi @AlexHormozi]

If we lose the details, we lose it all.

- Walt Disney

[Jacob Hopkins @JacobHopkins43]

If you get the sales culture right, all the little things become easy.

[Jacob Hopkins @JacobHopkins43]

We are scaling fast. Life changing opportunity

[Jacob Hopkins @JacobHopkins43]

Core 4 to running a sales team (imo)

Call reviews
One-ones
Roleplay
End of days

The basics that get results

[Jacob Hopkins @JacobHopkins43]

speed is king

[Jacob Hopkins @JacobHopkins43]

It’s so important to understand what avatar works best on your sales team

[Jacob Hopkins @JacobHopkins43]

A lesson I continue to learn: keep things very simple. Simplicity creates clarity. Clarity creates conviction. Conviction creates action.