Ricky Pearl

Grow without growing pains | Done for you outbound motions that don't suck | Call, Email or LinkedIn Outbound made easy

2025/6 Partnership Salary Survey:  https://survey.hockeystickadvisory.com/salary
Join Tech Sales ANZ https://rep.pointerstrategy.com/
Join Clay Club ANZ   https://nas.io/clay

⚡️ Helping companies train and hire reps that hit targets.
🇦🇺 B2B sales specialist. Pursuing growth for all who need it

🚩 No seller is perfect. 
🚩 They have potential and they have flaws
🚩 Their success will be determined by YOUR ability to maximise their potential, and coach out he flaws

✅  We do that for every rep we place

Recruitment @ 1.5%/m for 12 months (18% total) 

Membership @ $995 giving you access to entire team training and discounted recruitment

Talented individuals, enabled with world class training, coaching and mentorship. 
 
We help you hire better, scale faster, win more business, and reduce the burden on management of maintaining a high-performance sales department.


👉 DM me to get the details 👈

Founding Member - SDRs of APAC

SDRs of APAC is a collective where leaders in business development collaborate and communicate to drive the industry forward.

Tell your friends. We are having a legendary hiring day on the 20th of Jan
16 candidate BDRs enter the room
8 walk away with a contract

(The other 8 will get support and training to help land their next role - basically as good as a job offer)

If you know someone wanting to get into tech sales. This is the way.

Competitive days like this benefit everyone
1: The best on the day get the job
2: Hiring managers get to see how people operate through a full day 
3: No long drawn out processes for candidates
4: Build the team based on how they work together 
5: The reps not getting a job see who does gets the job and learns quickly where they need to level up (and are given support to get there) 

Share this with people you know

NO EXPERIENCE REQUIRED 


*This hiring day is for Melbourne only, but we have other roles if you are elsewhere in ANZ

GTM ANZ community | Creating high functioning revenue teams through performance based recruitment and outcomes based training

Call me 
Linkedin me
SMS me
Whatsapp me
Email me
Come knocking on my front door if you need to

With all seriousness, this is genuinely going to be a great role

You will scale then run an outbound team of 20 reps
You can then help them build their international market as they build their US team

We want the best BDR Manager

We are happy to talk to people stepping up into the role
Those already there,
Those that have done it before but want to move to a much better company for career opportunities. 


Friends don't let friends not consider this role. So share it privately with your mates.

We're kicking off 2026 with a big upgrade to the team.

This is the first of a few major announcements for Pointer

We upgraded in a big way

Nathan Clark is partnering with Pointer as a specialist recruiter - focused on Revenue Enablement roles

Why are we doing it? Well...

Companies are turning to Pointer for three main reasons

👉 Recruiters who've actually done the job
👉 Ongoing enablement so reps actually succeed
👉 Payment tied to the rep performance, not ours

But what if our enablement service is not enough?

What if a company needs a full-time revenue enablement professional?

Our hope is that every client eventually needs a dedicated revenue enablement pro (maybe to work alongside Pointer in enabling their team).

We wanted to make sure they had the best revenue enablement professionals supporting them through the hiring process. 

Enter Nathan! 

Someone who knows EXACTLY what is needed to succeed. 
Someone who understands the job even better than the people he is interviewing
Someone who has done it before, is still doing it and will repeatedly (and consistently) do it again 

Nathan is not just one of the best Revenue Enablement Professionals in Australia, but one of the best in the world. 

Give Nathan a Follow, and if you are a revenue enablement professional, jump into our GTM ANZ Community. This is where the community comes together to learn, grow, share and network. 

2026, LFG!

Join Revenue Enablement ANZ today
It's not a new community, it's a dedicated channel in GTM ANZ community

Tech Sales ANZ has been one of the best corners online. A group of highly skilled, community minded individuals all supporting each other. 

There is no selling
There is no pitching
There is only top quality advice, banter and support. 

BUT

We realised we needed some spaces for deeper conversation on specific topics

Yes, there is a main channel for most topics

But a few groups wanted to deep dive (and maybe have less noise)

We opened up dedicated channels for 

1: Revenue Enablement professionals
2: Revenue Operations professionals
3: Partnership Pros (channel is open, but we are only launching later this month) 

You can hop into one of those without needing to be in the main GTM ANZ chat

With the expansion to other revenue professionals, Tech sales ANZ is rebranding to GTM ANZ (maybe temporarily, maybe not) 

We don't want volume, we want quality!

https://lnkd.in/gWG6j3PZ

50% of those invited to attend will get a job. 
8 BDR roles filled in one day

Perfect way to break into tech sales

*oh and the job pays well above industry average. 


P.S we are also looking for Melbourne's best (current of future) BDR Manager to lead this scaling team. 

https://lnkd.in/gEsQbsXS

It's January 5th. 1% of the year completed
Most sales goals are already dead
They just don't know it yet

Here's what happens:
Week 1: "This is my year. I'm going to crush it."
Week 2: First deal slips.
Week 3: First deal lost
Week 4: Back to old habits. The goal becomes "survive until March."

Why does this keep happening?

Because most people confuse their desires with their goals

Goals need a plan
"I want to hit 120% of quota" is not a plan

It's a wish

Here is what top professionals are doing to make sure they actually do better in 2026

- They are focusing on the capabilities required to deliver the outcomes they want
- They are learning, they are practicing, they are reflecting and they are practicing their discipline

So here it is in black and white

If you have not spent time learning. If you don't have new skills to practice, if you are not actually bringing a better version of yourself than your 2025 self, guess what? your 2025 self will get you 2025 results in 2026

Most sales teams don't have a strategy.
They have a quota and a prayer.

Here's a quick maturity check for your revenue function:

Level 1: Chaos
→ Reps do their own thing
→ No consistent process
→ Success depends entirely on individual heroics
→ No clarity on leading KPI's 

Level 2: Documented
→ Playbooks exist (in a folder nobody opens)
→ Some process, inconsistently followed
→ New hires take 9+ months to ramp
→ Mixed bag of performance and lack of clarity on KPI performance


Level 3: Managed
→ Clear methodology adopted
→ Regular coaching and pipeline reviews
→ Reps know exactly what good looks like
→ Managers have clear real-time insights 


Level 4: Optimised
→ Capabilities measured and developed
→ Data drives decisions, not gut feel
→ Consistent performance across the team

Be honest: where does your team sit?

Most are stuck between 1 and 2. Convinced they're at 3.

The jump from 2 to 3 isn't more tools

It's capability investment.

There are some excellent tools that help a LOT, but let me make this clear. AI is not coming to save you. 

The right tools are mission critical. But its the combination of the right people, the right process and the right technology, all working together and implemented well, that gets you there.

Hiring hunger games completed. 
22 entered - 8 survived

Im joking, all 22 survived and all 22 were exceptional. All 22 will have a long and successful career in sales, and Pointer will continue to support them with their growth, learning and development. 

The benefit of the hiring day is you get to build the team, and see them operate as a team. 

Who instantly connected with who? Who become a peer leader? Who was the quiet contributor? Who showed the right self awareness? Who showed the right constraint and self control? 

Who thanked the person paying for lunch? Who held the door and let others walk through? Who thought to get water for the table and cups for everyone? 

Who jumped straight to the big picture and who picked up the details?
Who completed the assignment, and who understood what the assignment was actually testing

There are things that make great teams that are incredibly hard to find in most circumstances. 

But on a hiring day we get to see more. 

Its exhausting for everyone involved, and I have to thank the incredible reps that took themselves out of their comfort zone. 

I hope everyone got a lot out of it, even if it was not an offer of employment

The best part of the day is we got to have our two new team members join us.. 
Ill drop that announcement soon :) 

Have you ever done a hiring day? What do you think?

The community spoke, and we listened. 

We are kicking the year off with one of the most requested sessions

Setting up the GTM stack with Claude Code 

We don't sell any of this, so this is just hands on, walk you through getting this set up. 

No flashy slide decks, just screen shares


Marshy will demystify Claude Code and show you how to set up a GTM stack from scratch.

- Setting up Claude Code in terminal
- Getting started and your hands dirty
- Connecting GTM tools with APIs
- Orchestration with multiple tools

At the moment there is no better LLM tool than this (other than buying dedicated tool like Coachpilot - which is awesome)

Jump into the session and get stuck in.



P.S GTM ANZ Community is the Community where you will learn how to operate as a modern revenue professional

Hiring without an enablement plan is silly
It costs a lot more than paying for enablement. 

This is just a fact. 

Time to value is what matters

Having a rep take 3 month longer to ramp is where companies are wasting so much money

During ramp they saved $10K by not hiring through Pointer or getting enablement support (plenty options)

They wasted $50K in direct salary cost, 3 months in time/runway, and $300K in opportunity cost 

Ever had a weak onboarding? 



*There are plenty enablement professionals that can help you build the right plan for your company. We are happy to introduce them to you if ours is not right for you.

CRMs were supposed to give us superpowers.

Instead, they gave us admin hell.

Remember when Salesforce promised you'd close more deals?

Sell faster?
Know your pipeline inside out?

Here's what actually happened:

→ Reps spend 3 hours a day updating fields nobody reads
→ Managers spend more time auditing CRM hygiene than coaching
→ Deals get lost because someone forgot to change the stage

And my favourite: "Can you update your notes before the forecast call?"
Translation: We don't trust you, so prove it in writing.

But here's what nobody wants to admit:
We bought systems to compensate for capability gaps.

Can't remember your deals? CRM will do it.
Don't know how to forecast? Let the AI predict it.
Struggle with pipeline discipline? Automated reminders to the rescue.

Except none of that actually makes you better at selling.

It just makes you better at pretending you're organised.

70% of sales teams are just coasting. And most of them are drowning in systems that were supposed to set them free.

You want to close more deals?

Stop adding tools.

Start building capabilities.

What system did you implement thinking it'd save time, only to realise it just created more work?

GTM ANZ Community hit 600+ members in 2025. 

 In 2026, we're going to do even more for the community       

 Here's what's coming:                               
 → More curated round table dinners (BDR managers, partnerships, enablement)  
 → Clay Club and RevOps workshops for the tinkerers                   
 → Weekly webinars across 6 tracks hosted by the best in Aus                             
 → And a lot more pub socials                 

But here's the thing about this community:                          

There are NO sponsors - We don't want them.  It's not a place to spam your SaaS product.

This is a group of community minded people who recognise they don't have to reinvent the wheel

They know others have overcome the challenge before and its easier to ask than burn your fingers trying 

Ultimately, they are humble enough to know they are better off with community support

It's revenue professionals helping each other figure sh*t out. No fluff.                        
                                                
If you're in Australian tech and work in sales, marketing, enablement, partnerships, or RevOps - this is your crew.                                 
                                                

*In yesterday's chat I think we figured out one of our first community webinar topics. A live screen share session helping reps set up Claude Code for themselves - GPT is good, but everyone feels like getting claude code set up well is simply the best right now. There is a technical lift that Luke "Marshy" Marshall is going to help us get over. 

Jump in the community now

Teamtailor

Account Executive

Okta

Prospecting for new business opportunities via outbounding initiatives. 
Qualify, nurture and develop a volume of inbound leads on set target accounts.
Generate sales-ready meetings and opportunities for the Account Executives.
Research contacts and generate demand through call and email campaigns.
Utilize active listening skills to uncover customer needs and business outcomes.
Willingness to collaborate with other members of the sales and marketing organization to drive deals forward. 
Attend in-person and online marketing events to represent the xDR Organization.
Use and maintain our SaaS toolkit (SDFC, Outreach etc) to keep data accurate.

Senior Sales Development Representative l Strategic Accounts

Seismic

- Cold-calling into targeted accounts, lists or personally researched contacts within a specified region/market to uncover and qualify opportunities.
- Clearly communicating value proposition over the phone by thoroughly understanding Seismic’sproducts and business values.
- Identify client needs and develop positive rapport with both clients and the team.
- Building a network; research prospective clients through the use of web/social media, internaldatabases and external tools to identify leads.
- Documenting client interaction and/or prospecting efforts through the use of a CRM.
- Ensuring qualified leads meet quality standards and that channel partners actively engage in followingup on these leads
- Partnering and strategizing with Outside Sales to build pipeline and set monthly goals.

- Q3 2023 188%
-Q4 '23 100%

Sales Development Representative

JobAdder

JobAdder is a market-leading, cloud-based recruitment platform, that enables recruiters to spend more time doing work that adds real human value. Our platform is backed by award-winning support and trusted by businesses worldwide. Headquartered in Sydney, JobAdder operates globally with offices in New Zealand, United Kingdom and the United States of America.

*   Building a pipeline of leads for the sales team by identifying, researching, and generating new target prospects via all channels.
*   Strategically prospecting key account targets & contacts.
* Developing creative strategies for engaging and nurturing prospects using content, email, phone, and social media.
*   Converting target prospects to sales opportunities by exploring and understanding the clients' needs and challenges.
*   Conducting effective qualification conversations with prospects through your deep understanding of our product value proposition.
*   Setting prospect meetings with our Sales Executives.
*   Recording accurate information on both the prospects and your interaction within the CRM.

Sales Development Representative (APAC)

RedBeard Talent

Talent Scout - Team Lead

I contribute by developing a robust pipeline of talent to help fill hiring needs. To build these pipelines of both passive and active talent, I partner with other members of the Recruiting team, Hiring Managers, Executives at RedBeard Talent, and our clients to define what skillsets, backgrounds, and experiences are needed for a candidate to be successful in the role. Some of my responsibilities are to:

- Generating and Acquiring Talent Leads including working collaboratively with Talent Advisors, and Partners to determine the position requirements
- Drafting and managing job advertisements
- Interacting with talent on professional networks and other channels
- Crowdsourcing and networking with industry partners for referrals
- Identifying and qualifying active and passive candidates
- Booking Talent for screening calls with Talent Advisors and Partners
- Contributing to the innovation of lead generation, acquisition, and Talent sourcing strategies

Supporting Talent Management including:
- Following up on talent referrals
- Acting as the first point of contact for incoming inquiries
- Advising standard information to Talent and connecting them to relevant Talent Advisors and
   Partners

E: kaumini@redbeardtalent.com

Talent Scout

Paladin Analytics

Developing and implementing sales strategies, client service and retention plans, and analyzing sales data to inform or update marketing strategies.

Assist with drafting business plans, sales pitches, presentations, reference material, and other documents as required.

Cultivating strong relationships with new clients, while maintaining existing client relationships.

Conducting market research identifying new business opportunities and partners.

Product Growth Associate - Rooster Recruitment Platform

Indeed.com

First Onboarding Strategist in ANZ.

Service and support existing client base.
Advise clients on how to set up their account for successful hiring.
Drive growth by selling pay per click advertising services to small-to-medium sized employers
Help clients measure their success and ROI from Indeed.
Educate clients on our products and ensure their accounts are optimized.
Retain and grow accounts
Meet or exceed assigned quota on a quarterly basis.

Client Onboarding Strategist

Antyra Solutions

Innovate, research and come up with ideas for digital campaign executions.
Web content/copy writing (social media and website).
Monitor social and manager media platforms using social listening tools.
Assist in developing social media communication strategies and publish campaigns on schedule.
Day-to-Day monitoring and management of Advertising campaigns (PPC and SMO).

Digital Marketing Associate

Smarter enablement, better outcomes | Seismic

I specialize in identifying and qualifying high-quality leads and generating new business opportunities. With 3+ years of experience in B2B tech sales, I have a proven track record of delivering results through effective prospecting, lead generation, and strategic account-based prospecting. My strengths include active listening,solution-focused problem-solving, and an ability to tailor my approach to meet the specific needs of each client/prospect

Specialties: Prospecting, Cold Calling, Cold Emailing, Rapport Building, New Business Development, B2B Software Sales, Building Sales Sequences, Sales CRM knowledge, Lead Gen, Software-as-a-Service (SaaS)Product Demonstration, Social Media Savviness, Email Marketing.

Kaumini De Costa

I’m happy to share that I’m starting a new position as Account Executive - Mid Market at Teamtailor!

Mid Market Account Executive @ Teamtailor | ATS & Employer Branding Tech

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