ContactOut

Negotiate contracts, pricing, and terms to secure profitable deals and maximize value for both the company and the client.

Stay updated on industry trends, competitive landscape, and market conditions to identify new business opportunities.

Prepare and deliver persuasive presentations, demonstrations, and proposals to clients, showcasing the value of the company's products or services.

Sales Development Representative

Tech Startup

Sales Development Representative at ContactOut

As a Sales Development Representative, I am fueled by my sincere desire to connect with individuals and aid them in discovering the solutions that will lead them to success. My unique blend of enthusiasm, strategic thinking, and technical expertise sets me apart. I have a proven track record of generating top-notch leads that convert into loyal customers.

With extensive experience in crafting and implementing effective sales development strategies across diverse industries, I have honed my ability to establish meaningful connections with people and fully grasp their needs. I leverage cutting-edge tools and technologies to optimize my sales strategies, relying on data-driven insights to consistently deliver exceptional results.

Above all, my commitment lies in providing outstanding customer service and cultivating long-term relationships built on trust and transparency. Whether you're a startup aiming to establish your presence in the market or an established company seeking to revitalize your sales development efforts, I possess the skills and expertise to help you achieve your goals.

If you're in search of a passionate Sales Development Representative who is dedicated to helping individuals succeed and surpassing expectations with exceptional outcomes, I invite you to connect with me. Let's collaborate and explore how we can propel your business forward.

Ella Chivers

An entrepreneur with a passion for Business and Sales.  "Solution-based thinking" 

Ensar Ziga

I’ve heard this sentence in so many calls it could be a drinking game:
“They looked perfect on paper.”

And usually, they did.

Strong CV.
Big names.
Great presence.

Three months later, the same team is quietly compensating for gaps.
No drama. No one’s “at fault.”

Just a mismatch that was invisible at the start.

Resumes tell stories.
Interviews sell stories.
Only work reveals truth.

How early are you actually seeing the truth?

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Posaox.ba is not just a job board; it's a community. We believe that the right job can transform a person's life and the right person can transform a business. That's why we're committed to fostering a vibrant ecosystem that supports growth, innovation, and success for everyone involved.

Whether you're seeking a new challenge in your career, searching for fresh talent to join your team, or exploring the industry landscape, Posaox.ba is your comprehensive resource. We feature a wide array of job listings spanning across diverse sectors, from tech and finance to healthcare, education, and beyond. Our user-friendly interface and advanced search filters make it simple to navigate through our extensive database, helping you find precisely what you're looking for.

Founder

Product Advisor

Director Of Sales And Business Development

Sales Leader

HR Specialist in Recruitment

Channel Business Manager

Sales Development

Online Sales Manager

Placing people in their dream jobs

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🍉 Placing people in their dream jobs

One of the hardest truths in hiring:

A poor performer isn’t always a poor candidate.
They’re often just in the wrong role.

Without skills-based screening, misalignment looks like incompetence.
With it, it looks like redirection.

That’s kinder.
And smarter.

Candidates don’t leave companies.
They leave processes.

Five rounds.
Unclear feedback.
Long silences.

By the time the offer comes, excitement is gone.

Here’s the paradox:
Long processes are meant to reduce risk.
They often increase it.

Good candidates don’t wait forever.
They choose clarity.

What does your process communicate when viewed from the other side?

On avg top performers are gone within 15 days, so yes, someone just stole your candidate🤪

You were under pressure.
Role open too long.
Hiring manager pushing.
Pipeline thin.

So you moved fast.

That decision made sense in the moment.
And now you’re paying for it in slow motion.

Speed isn’t the enemy. Unverified speed is.

Fix: ⬇️
Add one objective checkpoint before interviews.
One signal that doesn’t care about urgency.

The 10-minute hiring reality check

Do this today:

Answer these honestly:

1. Where do candidates drop off?
2. Time from application to decision?
3. Which hires performed best last year and why?
4. What do you assess that doesn’t predict performance?
5. Which step adds zero value? Could you remove it?

If these are hard to answer,
Your hiring process is guessing.

#Hiring #Recruitment #EmployerBranding #TestGorilla

One of the most uncomfortable moments in hiring meetings:

Silence after an interview.

“He didn’t really say much...”
“She wasn’t very confident...”

And then the decision stalls.

I’ve seen this flip completely once data enters the room.

Strong test results don’t argue.
They don’t defend themselves.
They just sit there and change the conversation.

Interviews reward volume.
Work rewards clarity.

Who is your process biased against right now?

Hiring mistakes don’t explode.
They leak.

Extra follow-ups.
Missed deadlines.
Subtle frustration.

Managers stop trusting the process.
They stop trusting HR.
They start hiring defensively.

That’s when collaboration breaks.

Evidence upfront isn’t about control.
It’s about protecting relationships downstream.

Who absorbs the cost of hiring mistakes in your org?

Talent Acquisition today feels like speed dating with consequences 😆

Thirty minutes to decide if someone will:
– perform
– stay
– grow
– fit the team

All while everyone is smiling.

TA teams aren’t failing.
They’re being asked to predict the future with limited data.

That pressure builds fast.

Hiring gets easier the moment you stop asking TA to guess
and start giving them signals.

What signals are you giving your TA team today?

Hiring feels harder because expectations are higher and tolerance is lower.

Teams move fast.
Mistakes cost more.
People leave quicker.

Old hiring methods weren’t built for this pace.
Interviews alone worked when roles were slower and careers were linear.

Today, hiring needs evidence early or regret later.

Which era is your hiring process still living in? 1957 or?

If you’re honest with yourself, you already know where this went wrong.

You didn’t hire a bad person.
You hired without verifying the work.

You trusted the interview.
You trusted alignment.
You trusted your instinct.

And now you’re dealing with performance gaps you can’t quite explain.

This isn’t a people problem.
It’s a process gap.

Fix:
Verify before the offer, not after onboarding.

What’s the one thing you assumed instead of tested?

When everyone agrees quickly, it feels safe.

No conflict.
No pushback.
No hard questions.

Six months later, the regret is quiet but constant.

Consensus isn’t validation. It’s comfort.

Fix:
Force one moment of friction in the process.

One place where opinions don’t decide, evidence does.

TA doesn’t need more responsibility.
They need better signals.

When hiring relies on interviews alone, TA is forced to predict outcomes with limited data.

That’s not fair to them.
And it’s not scalable.

Fix:
Give TA objective inputs before interviews.
Let them know, not guess.

HR isn’t tired because of the workload.
HR is tired because they’re stuck between everyone.

Candidates want speed.
Hiring managers want perfection.
Leadership wants numbers.

And HR is expected to magically balance all three.

Here’s what no one says out loud:
Most hiring stress comes from uncertainty.

Unclear signals.
Conflicting opinions.
Late-stage surprises.

When hiring is built on interviews alone, HR becomes the referee of opinions.
When hiring is built on evidence, HR becomes the decision maker.

Which role are you playing right now?

They didn’t ghost you randomly.

The process was long.
The steps were unclear.
The feedback was vague.

From their side, silence felt like disinterest.

Fix:
Shorten the process.
Clarify the steps.
Use testing to remove unnecessary rounds.

What does your process feel like from the candidate’s seat?

taplio

The Battle

Ella Chivers

Ensar Ziga

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taplio

The Battle

Ella Chivers

Ensar Ziga

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ensar Ziga's LinkedIn Performance

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Performance ScoreEnsar Ziga's LinkedIn Performance