 There’s a moment in a recent Make it Happen Mondays episode that got us thinking. In John Barrows’ interview with Marc Roberge (well worth a listen), a discussion about the future of sales turned to sales development representatives (SDRs) and hiring. They spend a bit of time discussing what they term ‘the inappropriate copy and paste’ - among other things, companies hiring SDRs solely because that’s what they see other successful companies doing. “I’ve seen so many reps who are the top rep at this company and then join (this new company) and they’re the worst rep,” Marc says. “Well, it’s because there’s no universal answer to the right rep for that job. It depends who you’re selling to and what you’re selling and what stage you’re at and what stage the category is at, and all these things.” This presents an interesting question for us at Bandalier, where we make it our business to ‘isolate the attitudes and aptitudes that wind up being predictive of a successful career in sales roles.’ At first glance, the challenge John and Marc articulate presents a foundational issue in our business model. After all, if the archetype for every inside sales rep differs based on industry / persona / sales cycle, how in the world are we supposed to isolate across these? Indeed, over four years in business, it’s certainly been a constant that different clients have different needs when it comes to our teams. As Marc describes, there are instances where the strongest team member on one client winds up less successful when they move on to a new engagement - and vice versa. That said, four years into collecting data from thousands of phone screens, in-person interviews, and ‘Zoom’ interviews, we have found some constants across virtually all inside sales roles that form the bedrock of our interviewing algorithm. We calibrate our process every 6-12 months based on performance data from our inside sales teams. Based on these calibrations, the ‘three constants’ we currently isolate for in our interview process for any sales-related role are resilience, coachability, and baseline communication skills. None of this is fixed, of course - as we collect more data, we might find some of the client-specific qualities are universal enough to warrant inclusion on our ‘constants’. With that in mind, here are the three we’ve found so far: Resilience: What we’re effectively isolating for here is how likely a team member is, having been shut down X number of times per day, to make the incremental cold call or e-mail follow-up. Some folks simply get crushed by the amount of rejection that is inherent to virtually any sales role; and while there are certainly some sales roles that involve more rejection than others, we haven’t come across any that don’t involve the need for at least a healthy dose of resilience. Coachability: One of the wonderful things about sales is that because of how trackable most activities are (e-mails can be reviewed, calls can be recorded), it’s extremely easy to give and receive feedback. And because sales is a naturally human function, it is critical to not just to receive feedback well but to actively solicit it from folks with different personalities - irrespective of the specific sales role you’re in. Interestingly, we find that many folks who are extremely resilient (or ‘stubborn’) struggle with taking feedback, and vice versa. We’re looking for the rare individual who excels in both categories. Communication skills: We always caveat this category by mentioning that thus far it seems to be the least important / predictive of our three constants. We track both verbal and written communication skills throughout the interview. While most of this can be taught in Bandalier University, there are limits: folks who have difficulty holding conversations or have significant difficulty with written communication often struggle in our roles, even with lots of training. We test for a ‘baseline’ of communication skills that can be built on as folks progress through their sales careers. The three constants form a baseline of what’s necessary for success in inside sales role, but they aren’t sufficient. Once folks pass our initial interviews, they go through a ‘client match’ process run by our recruiting team. This process is designed to isolate for the types of dependencies Marc spoke about - though we’ve found all clients need team members who excel in the three categories above, different clients need different types of experience, industry background, and rep demeanor, among other things. Through our onboarding process, we pinpoint the ‘additional qualities’ clients need and then do our best to match them with a team member who fits the bill. AuthorJeremy Ruch - Founder and CEO
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 This week, we wanted to write a fond farewell to one of our team members who works a bit more behind the scenes. James Boedicker has been a cornerstone of our Client Delivery team, and we wanted to take a few minutes to reflect on his experiences before he moves on to another opportunity. James joined our team in April of 2019. At the time, he was pursuing a career in marketing. When he joined our team, his goal was to build out his skill set and get closer to his dream role in tech marketing. “I was chatting with a mentor about the field, and they mentioned that marketing is tough to get into without previous client-facing experience. Marketing and sales go hand-in-hand, so I wanted to try it out. I learned a lot about sales from the Bandalier team - especially about how hard it can be." After getting a good taste of sales, James wanted to explore other parts of Bandalier. He reached out to Anton, our head of Client Delivery, about exploring a new role. In October of 2019, James joined Anton’s team. James leveraged his previous experience in customer service to excel in the role, and over time, worked with more and more of our clients to deliver data and insights from our team. Here’s how he described his favorite parts of the role: “It’s super gratifying to see a campaign succeed, knowing that it’s the culmination of work with our internal team and client. Seeing success spin up after a ramp is inspiring because it shows how collaboration can boost success. I love talking with people and helping make sure that everyone is on the same path towards the goal.” On top of running client meetings and helping program managers pin down the obstacles that their reps are running into, James has been a key member of our marketing team. Have you read a blog post in the last year and a half? James posted it! He’s been our marketing coordinator, making sure that all of our social media profiles stay up to date and helping the team come up with new topics to write about and share. James has been an integral part of our team over the last few years, and we’re sad to see him go - but we’re looking forward to seeing where his future adventures take him! AuthorAbagael Rudock - Jr. Program Manager  This week, we wanted to take some time to highlight our Junior Director of Programs, Courtney Simmons! Courtney joined Bandalier in November of 2018, and has been absolutely crushing it ever since. Having spent years working in the hospitality industry, Courtney has a naturally outgoing and vibrant personality that quickly translated to sales. A career in sales isn’t actually what brought her to Bandalier, though - she told us: "I actually had a friend that told me about Bandalier, and the thing that attracted me was actually the company culture." Since joining us as a rep, Courtney has been one of our most determined and impressive performers. If you’ve checked out our blog before, you’re probably familiar with the principle of kaizen - and Courtney’s been one of our most impressive examples of it. When she first started, she was making cold calls all day for her client, and then decided to get more creative with her outreach, taking advantage of LinkedIn and uniquely crafting personalized videos for prospects. It didn’t take long for Bandalier to recognize her potential as a leader, as she soon found herself leading a team of four reps. That small team quickly grew into a larger team, and Courtney became one of our Program Managers. She now finds herself in the position of Junior Director of Programs, and works diligently with each Program Manager to ensure the success of each program and to keep results coming! Courtney attributes her success with Bandalier from lessons she’s learned in her previous roles in the hospitality industry and from her managers here: "I learned a lot of customer service skills from bartending and serving, and those jobs really taught me how to read people. I also learned a lot from my managers here. They gave me a lot of help and I had some great guidance along the way." We’re excited to see Courtney keep flourishing in her latest role. If you’d like to know more about Bandalier or have an interest in joining our growing team of young professionals, head over to our website! AuthorBrenden Gorman - Inside Sales Associate at Bandalier  Building rapport with your prospects is key to a successful sales call. But it can be tough to make yourself likeable through a cold call - here are some tips from our team. Choose questions carefully. If you’ve been following our blog, you know that our team is always trying to ask better questions. Rapport building starts when the call does, and asking a good opening question helps conversations go more smoothly. We’ve moved away from classic questions like “How are you?” and “How’s your day going?”. Instead, our team practices selling with empathy, asking folks “How ya been?”. The informal phrasing implies a sense of familiarity, and piques the prospect’s curiosity. Throughout the conversation, our team members balance features and benefits with a mix of open-ended questions and close-ended questions. The balance of the two depends on how the conversation is going - in a lot of situations, if folks haven’t opened up yet, open-ended questions can help keep the conversation running. If they’re happy to talk, close-ended questions can help diagnose pain points and illuminate them. Listen carefully Asking good questions doesn’t do much if you can’t build on the answers you get. This is a common piece of feedback for new reps - folks tend to focus on delivering the information they have prepared, rather than looping around to it as the conversation veers into that topic. Nothing throws off a conversation more than getting a one-word acknowledgement after a lengthy answer. Our team uses the “Three A’s” of active listening to have better conversations:
Find common interests There’s a lot of ways to find common ground with someone. In some cases, you’ll see something intriguing and easy to mention on their social media pages before calling. In other cases, something will pop up during the conversation that’s pleasant to chat about. With our team working from home, that tends to be the sound of pets in the background. (And sometimes in the foreground during team Zoom meetings!) In some cases, it can be talking about the weather, or simply empathizing if the person you’re calling is having a tough day. At the end of the day - and the end of the call - most folks buy based on emotion, not on logic. In order to drive results, the best thing our team can do is quickly build a relationship with the prospect. We’ll keep asking better questions and share the tips here! If you’re a skilled communicator with a knack for asking great questions and quickly building relationships, we’d love to have you on the team - apply by following this link. AuthorAbagael Rudock - Junior Program Manager at Bandalier  If you’ve been following Bandalier, you know that we pride ourselves on hiring excellent team members. We’re looking for folks with grit, determination, and communication skills, and our interview process prompts applicants to demonstrate those skills. Our recruiting page outlines our usual hiring process. The overall structure is fairly traditional - send us your application, we’ll reply with an email, schedule a phone interview, and follow-up with an in-person interview. What sets us apart is our focus on data throughout the hiring process. “How did you hear about this role?” It’s asked on every application you’ve ever filled out - and for good reason. We track the source of our applications and keep an eye on retention. Bandalier’s best team members have consistently been referrals from other folks on the team. Friends and family members can make for excellent co-workers, and when you have a great culture, it’s easier for team members to recommend it. Throughout the spring, our team members encouraged more than 50 people to apply! Websites like LinkedIn and Indeed are handy too. It’s as easy to post a new role as it is to apply for one. Our experiences with students from Binghamton University encouraged us to recruit students from across the country. We rely on platforms like Handshake and data from sales competitions to help us find highly qualified candidates. Once an applicant reaches the phone screen, we start exchanging information. Bandalier values transparency, and we want to make sure folks make an informed decision before going through the rest of the interview process. Our phone screen largely consists of information exchange - we’ll tell folks about the position and ask a few questions. This is also the applicant’s first opportunity to ask us questions, and we love to hear them! Throughout the conversation, we’re listening for key indicators of success - questioning skills, tone, modulation, and interest in the role. Our questions are designed to dig into the applicant’s motivations and grit. Communication skills are key for our sales reps, so the next step in our hiring process is a writing sample. Written communication is crucial for a successful sales campaign - a highly personalized email can go a long way to help set up a meeting for our clients. At this point, we schedule successful applicants for their final interview. Some companies opt for intense hiring panels - we opt for a conversation with two people from our team. We have a big group that can run interviews. You’re just as likely to chat with two people from our leadership team as you are to meet our CEO and Head of Office. That may sound daunting, but we believe in having a conversation with potential candidates - not high-stress interviews. We start off by talking over the last few details of the job, and then go into our last few questions. Throughout the virtual interview, we’re listening carefully to the applicant’s answers and taking notes. Our team uses a consistent rubric to grade responses, and the two interviewers meet after each interview to review and consolidate their responses. While most of our rubric is geared toward evidence-based grading, we leave space for intuition at the end. We use this to iterate on our interview process over time. As we track disparities between our data points, intuition, and team member’s performance, we can find determine where we need to make changes to our interviewing rubric. Bandalier believes in what we refer to as “datagut” - use data to inform your actions and decisions, but don’t ignore a gut feeling. Over time, our goal is to reduce the impact of bias by making our processes more data-driven. It’s a delicate balance, but one that’s worked well for us so far! AuthorAbagael Rudock - Jr. Program Manager at Bandalier  Since we’ve gone fully remote, we at Bandalier have been fortunate enough to keep growing and welcome a number of new employees to the team! While our primary goal is to provide exceptional results for clients, we’ve had to change things up to roll with the punches. After our new hires complete Bandalier University, they then get matched with a client and join one of our internal pods with other reps. Michael Sullin, one of our newest team members, is part of Lydia's pod. Here’s how he described getting started with a new client: "Even though it was a little intimidating to jump in with a brand new client, I really liked that I was able to learn alongside them!" Most of our reps here spend the majority of their time doing outreach - whether it be emails, calls, or something more creative, like personalizing videos or experimenting with LinkedIn messaging. Often, the hardest part of being a remote rep can be staying focused in order to hit your numbers goals with all of the potential distractions that come with working from home. We asked Michael what he’s been learning in the time since he started: "I’ve heard a lot of people say it, but time management is something I’ve learned is really important, especially when working from home. I’ve had to learn how to plan out my week in order to really perform sometimes. I’ve also learned how important it is to balance being a salesperson while staying authentic at the same time." While feeling isolated is something that can come along with working remotely, team huddles to start off the morning, call reviews and scheduled “standup” meetings are a few things that each pod does regularly to catch up with other reps on the team and take a quick breather. Our newer reps like Michael often appreciate these team exercises in between outreach sessions: "I think there’s a good structure here for working remotely so that I still feel like I’m part of a team, which I think is something that can easily get lost without that structure." Balancing all of our meetings and catch-ups while taking “Zoom Fatigue” into account is something we’ve also been paying attention to. In an effort to keep us all fresh, we’ve introduced what we like to call “Low-Meeting Thursdays” to focus on what we need to get done that day. As we continue to welcome new reps to the team, we can’t help but to be excited to see them grow! If you’d like to know more about Bandalier, take a stroll through our website, and feel free to visit our careers page if you’re interested in sales or remote work positions! AuthorBrenden Gorman - Inside Sales Associate at Bandalier  Graduation season is upon us, and the Bandalier team has a lot to celebrate this year! When we’re looking for new team members, we prioritize folks with grit, creativity and great communication skills. As a result, we’ve always had a healthy handful of college students on our team. Now that our team is full remote, we’ve been able to work with students from a variety of great schools - from Binghamton University, near our home office, all the way to Eastern Kentucky University! We wanted to take some time to catch up with our recent graduates and celebrate their accomplishments. Tristan Hogan Tristan originally began college as an economics major at SUNY Cortland, but soon switched over to communications after realizing he was much more of a people person. He’s always been business-minded, and after sharpening his skills at Bandalier, he’s taken a liking to sales as well. As a full-time student working with us, Tristan is used to having a lot on his plate, but has adapted quickly! When asked about his experience, he told us: I’m used to the overload of work, so I saw this as a great opportunity to dive into the professional world while being a student. I’ve learned to represent myself and communicate with the team effectively, and I’ll probably be using these skills for the rest of my life! Osmar Harris Graduating with his Bachelor’s in Marketing and Information Systems, Osmar will begin pursuing his MBA in January. He’s been wowed by the flexibility he’s been afforded by his management team that’s allowed him to work around his schoolwork and class hours. Not only has he excelled in college, but also in our version of university - he told us: The Bandalier U Academy has helped me advance my sales skills and my overall concept of sales in a much more detailed way! Osmar is looking forward to taking the skills he’s learned and moving forward in his sales career! Laura Horton Laura is graduating from Bloomsburg University of Pennsylvania, where she studied marketing with a focus in professional sales. She’s often found herself applying the lessons she learned in school to her work at Bandalier, and sharing her experiences in the workplace with her professors and classmates! We asked Laura what some of the most valuable lessons she’s learned are. Her words of wisdom were: Emotional Intelligence and effective listening are the skills that I value the most. No matter where my career is going to take me, I know I can apply them every day. Renee Choong Renee just graduated from SUNY Plattsburgh with a Bachelors of Science in MIS, Management, Marketing and Business Administration. She’ll be continuing at Binghamton University for her Masters in Data Analytics, and plans to be a market research analyst in the future. Flexibility and the ability to work remote is something Renee says has helped her flourish. She told us: I’ve really been able to develop communication skills and professionalism. My team has been accommodating and helpful, and it’s nice that I’ve been able to feel like I’m in an office environment without actually having to be in the office! Lilia Nunez Guerrero As a Psychology Major at Berea College, Lilia has been able to apply her knowledge of psychology to the world of sales to produce results for her team. Working full-time while also a full-time student, she recognizes the importance of time management and prioritizing tasks. Lilia told us that the most important skill she’s learned while balancing school and working with Bandalier is resilience: Resilience is key. Sometimes certain tasks can be difficult, and I have to go about them differently than other people would, but I’m able to learn how to make everything work. All of these young professionals have had a great impact on Bandalier, and we’re sure that they’ll achieve amazing things in their future careers. Congratulations, and best of luck to our 2021 graduates! AuthorBrenden Gorman - Inside Sales Associate at Bandalier  Welcome back to the second installment of our newest series on our Junior Program Managers! To round out this section, we have three great leaders to introduce. Up first is Luke Graci! Luke joined our team near the start of the year, and he always has something interesting to share with the team. He shares music often, and always has great suggestions based on what other folks recommend. We asked his team lead, Dylan Smith, what it’s like to work with Luke, and here’s what he said: “Luke has taken the initiative to solve issues that come before him, while diligently working to improve himself and the team. He has brought great insight and additions to call reviews, roleplays, and trainings. He also led a workshop Wednesday session on Active Listening that was very well received by the team.” Next up is Jessica Kehoe! Jess joined our team last fall as a sales rep, but now works with our largest customer service client. She helps answer complex questions from the rest of the team - and field calls from frustrated clients. No matter what question you have, Jess is there to answer it with a smile. In her time at Bandalier, she’s exemplified kaizen - she’s always looking for ways to improve her performance and help the team improve, too. We asked Laura, another of our Junior PMs, what it’s been like to work alongside Jess: “I worked with Jess shortly after she joined Bandalier, and it’s been amazing to see her grow into her own leadership style. She was working on a few tough programs, but she always kept a positive attitude and showed up to meetings with a smile.” Last but not least is Jeffrey Sexton! He works alongside Jess answering questions and helping with complex calls. He has a wealth of diverse experiences, and has used all of them to drive his team towards success. Whenever the team has questions, Jeffrey is there to answer - whether it’s about navigating a specific platform, a detailed question about the client’s policies, or a more general question. Here’s how Jess describes working with Jeffrey: “Jeffrey is a very hard worker and great leader on his program. He is very reliable and attentive to the team. He also goes above and beyond for every single member. He makes every work day very enjoyable by sharing jokes and riddles with the team.” We’re looking forward to working with these Junior Program Managers as they grow fully into their roles! If you’re interested in working with outsourced inside sales team leads like these folks, submit your application at bandalier.co/careers. AuthorAbagael Rudock - Program Manager at Bandalier  Working in sales is tough, but great salespeople make it look easy. It’s not enough to be a good salesperson. If you are to gain sales success, you need to make great choices for your team. A great team is better than a single super-star. But, one poor decision can hinder your sales team from having an exceptional month or quarter. Let’s look at how you can skyrocket your sales by making some incredible choices for your team. 4 Top Strategies to Improve Your Sales Team Here are some game-changing decisions you can make to boost sales. #1 Using TaaS to save cost and time and leverage top talent on demand Talent-as-a-service (TaaS) is used in most major industries, and sales is not an exception. There are various advantages of using TaaS for sales organizations. With TaaS, you can get on-demand, flexible, and extraordinary sales talent with the required skill set to:
TaaS also gives you the advantage of adding new talent to your sales team and tapping into their rare experience working with different sales organizations and client-facing programs. You benefit from their cross-industry sales analytics, tactics, and expertise. Furthermore, TaaS enables you to quickly scale your sales team up or down as per your requirement, avoid the expensive cost of bad hiring, increase cost-effectiveness, boost sales efficiency, and handle unsteady sales workload. Some sales TaaS providers like Bandalier go the extra mile to benefit their customers. With Bandalier, you can get trained, pre-vetted remote customer experience and inside sales talent interviewed, onboarded, and deployed within 24 hours. They also provide on-demand custom analytics and data dashboards to review or analyze performance across different channels, messaging, lists, and team members. Moreover, you get to conduct bi-weekly/weekly strategy sessions with their client delivery experts. #2 Aligning sales and marketing teams to reach sales and revenue goals Sales and marketing alignment is a higher level of collaboration between the two teams. With better communication and transparency, they achieve the end goal of bringing in more sales and revenue. It facilitates increased conversion rates, sales productivity, and marketing ROI. Also, it allows simplified sales and marketing workflows, improves work culture, shortens sales cycles, enhances buyer experiences, and drives growth. 98% of sellers and 97% of marketers think that poor sales and marketing alignment negatively impacts the business and the customer. Other statistics show that aligning the two teams can help with 208% growth in marketing revenue, 38% higher sales win rates, and a 32% increase in YoY revenue growth. When your sales and marketing teams are out of sync, it takes a toll on your sales and revenue growth. Poor communication, missed sales opportunities, low-grade lead quality, sales reps not using marketing collaterals or guidance, and inconsistent sales and marketing messages indicate sales and marketing misalignment. Here’s how you can get your sales and marketing departments properly aligned:
#3 Gear up your sales team with advanced prospecting technology Sales prospecting can be quite a challenge if you’re not equipped with the right tools. Imagine having a foolproof prospecting strategy in place but not the tools required to execute it. All your efforts would be wasted. 9 in 10 companies use two or more lead enrichment tools to learn more about prospects. If you’re looking for affordable but effective sales prospecting tools, the free Chrome extension, RevDriver can be a great option. Your sales team can use it to collect 95% accurate, human-verified B2B data including contact and company information when prospecting across company websites or LinkedIn. As a freemium user, you can also export the data to your CRM or MAP. RevDriver speeds up prospecting by enabling you to quickly identify and reach decision-makers and influencers. Your sales team can also use website visitor intelligence as a sales prospecting tool. Once you know what type of prospects are visiting your website and their professional details, you can tailor prospecting or other sales efforts accordingly. VisitorIntel, an analytics-driven feature of SalesIntel, is a website visitor tracker that you can use to know what companies are visiting your site. This will help you reach prospects interested in your brand or product and customize your prospecting campaigns for them. #4 Use B2B intent data to reach potential buyers before they reach you Adopting a data-driven approach helps you take better control of the sales process. With B2B data, you can make highly informed sales decisions, whether it’s related to lead generation, nurturing, pricing, churn reduction, people management, closing, or post-sales. Buyer intent, firmographic, and technographic data are among the most-used forms of B2B data in the sales world. Combining them can significantly level up your sales performance and drive faster time-to-revenue. Intent data reveals businesses and individuals showing high interest in a brand or product and people increasingly researching a keyword or key intent search term. It does so by giving deep insights into their online behavior or activities and buyer intent signals. You are informed if a prospect is in their buying cycle or intending to buy from you, even before they reach you. According to SalesIntel, intent data can deliver up to 4X pipeline expansion and 300% marketing ROI. Sales teams can use buying intent signals to:
Wrapping Up Besides making these informed choices to gain sales success, you can start investing in regular training for your sales team. The ROI for sales training is 353%. Further, effective sales coaching can help a company improve win rates by as much as 29%. Your sales training should include important elements like an introduction to sales, modern sales tactics, client-specific training, data integrity training, systems training, role plays, and certifications. Bandalier University’s signature training boot camp, Inside Sales 101 is a perfect example to look at. Made available to the public for the first time, this is the same course Bandalier has been using to train their inside sales team. AuthorAriana Shannon - Marketing Director at SalesIntel  One thing that’s great about working for a startup like Bandalier is the chance to be able to grow alongside the company. Fortunately for us, we’ve been able to see some recent expansion, which brings opportunities for our outsourced inside sales reps to step into more leadership roles. For this week’s New Leaders Feature, we’re going to highlight four of them! Two of our youngest part-timers, Jarrod Pine and Matt Doscas, have recently stepped into Team Lead roles. Jarrod has worked with several SaaS clients in different industries since his start in Summer 2020, facing a lot of new challenges along the way. When asked about the most important thing he’s learned from these experiences, he said: “You have to be persistent. Even if you strike out, you want to slam the phone down, you never know what can happen next. When you keep smiling through it and stay positive, good things will come!” Matt, on the other hand, has been grinding out results for his client since his start with us in Fall 2020. Although he’s been with the same client this whole time, he’s had the opportunity to work under a couple of our seasoned Program Managers. He told us: “Seeing the different personalities and styles of our different leaders has been really cool. Everyone kind of has the freedom to operate how they like, but the similarity between our different teams is that everyone is driven and willing to help each other.” Jasmine Jordan, another Summer 2020 addition, was also recently promoted to a Junior Program Manager role! When we asked Jasmine about her experience transitioning from a rep to a junior program manager, she responded: “I’m excited for the opportunity to keep growing. I’ve had a number of jobs, and they all felt stagnant to me! At Bandalier, I’ve been able to grow with the clients I’ve worked with and also connect and grow with everyone here.” Lastly, another rep we’ve seen grow into a Junior Program Manager role is Laura Gordon. Laura is a bit different than some of our other reps in that she came into the job with years of sales experience prior to joining us. I asked Laura how her time at Bandalier has been different than her earlier sales roles, and she told us: “It’s been so much more collaborative than what I’m used to. Teaching, coaching, and working together are some of my favorite things to do. It’s been fantastic!” With so many new leaders emerging at the company, it’s an exciting time at Bandalier! It’s been amazing to see how they’ve all continued to crush it with their clients while assuming more responsibilities, and we’re looking forward to seeing what they’ll be able to accomplish in their new roles. If you’re interested in working in a collaborative space with young professionals like them, head over to our website! AuthorBrenden Gorman - Inside Sales Associate at Bandalier |