Lucy Williams-Jones and Daniel Acorda from Datadog joined us at MEDDICON to give us insights into why you should join a MEDDIC organization, as well as key tips for the joining process.
Lucy is a regional director at Datadog whilst Daniel is an area director. Both have a wealth of experience in the tech space and MEDDIC organizations. Their key points on why to join a MEDDIC organization were simple:
- Be part of an elite selling culture that strives for excellence
- Be part of a culture that thrives on earning and learning
“On a personal level, it has always made me better - I am fortunate to have learned from legends in the industry,” said Lucy. A lover of data and process, Lucy enjoys the framework which allows her to capture success on multiple levels (she is a 23-time Presidents Club winner!).
Daniel has had a more balanced experience in the industry, having worked on both sides of the fence when it comes to MEDDIC and non-MEDDIC organizations. “It’s a different world when you work with a framework that allows you to succeed and scale,” said Dan.
What They Look For When Hiring
“I look for three things: skills, knowledge, and quality. I am looking for hunters, who find creative ways to generate pipeline, who can pick up the phone and get in the weeds,” said Dan. The ability to be able to create pipelines and “hunt new logos” are huge skills that Dan and Lucy look for.
Daniel broke it down into the following:
“We work in a very technical space, so do you have the ability to identify using an account map or PRP? Do you know the objectives and the strategy behind these objectives? What are the initiatives behind these, and how can Datadog help with them?
Daniel hears a lot of the things he wants during interviews, but the best candidates have always been the ones that have shown him, rather than told him. “I had an interview three weeks ago where the candidate turned around and said, “Daniel, let me just show you.” It was awesome because it shows me that he does it in real life and I see the success of it.”
A lot of MEDDIC companies are technical sales, so it is important to know about AWS, Microservices, etc. In any organization you join, you should have domain expertise and understanding. You have to know what the technical elements are and how to engage with the thing you are selling.
This part is the one that Daniel self-admittedly focuses on for most of the interview. “It is the quality of the human - is the individual coachable, is he willing to learn, what drives them? he continued. “I can teach you about the domain but I can’t teach you to get out of bed in the morning.”
MEDDICC Framework for Recruiting
Both Lucy and Daniel qualify their candidates through the MEDDICC framework during recruitment, using the elements in a hiring element to qualify those applicants during the process. These are the key elements:
- Metrics - It’s about knowing your numbers, data points, and how you achieved your quota. Facts, figures, and achievements from your previous role can help push the ball in your favor.
- Economic Buyer - You should treat the interview process as a deal. Some as many people can say yes as well as no, and they won’t just be the hiring manager. Understanding those people across the entire organization can help you work out what makes them tick. You can map this out just like a deal, helping you nail the process.
- Decision Criteria - Understand the non-negotiables. You will want to know these early and make sure you can show as well as tell. Even if you don’t fill the non-negotiables of the role, you can still make a case in your favor.
- Implicate The Pain - Understand the Decision Criteria and work out why the hiring is happening in the first place. Is the organization going through a period of growth, or did someone leave the role? “Ensure it matches your reasons for joining, as there is nothing worse than starting a role and it not being what you signed up for,” said Lucy.
- Champion - The hiring manager is someone you want to get close to, but there are people around the process who can help. Lucy thinks that getting a good rapport with these people helps your case infinitely, saying: “cast your net wide and make sure you are getting the support from as many people as possible.”
- Competition - You should know who else is going for the role and how you stack up against them. Every stage of the process will see new people come in and drop out, so you will need to make sure that you are the shining star at each step of the way.
Finally, Daniel and Lucy gave us some handy ‘Do’s and Don’ts’ for when you are applying to join a MEDDIC organization.
Do’s & Don’ts
- Do research those within the interview process
- Don’t turn up without setting an agenda
- Do own the interview and ensure you understand the Decision Criteria of the hiring manager
- Don’t lie
- Do know your metrics, facts, and figures
- Don’t forget to ask for feedback and agree on the next steps
Daniel encapsulates these points by saying: “What defines someone great at anything is the preparation they put into it. Set an agenda for the interview - the way you position yourself in front of a hiring manager is the same way you’ll position yourself in front of the client. The only difference is that you’re selling yourself. Make sure you are asking the why behind the decision criteria of the hiring manager and align your answers with what they say.
“Don’t lie, this one happens a lot - the amount of time I have had someone round up, conflate, inflate, whichever word you want to use. I will have done a ton of research already. Tech is tiny and we all ask questions, so you will be found out. I am numbers based, so know your quota, how you achieved it, leading indicators, and conversion rates.
“Finally, get feedback - what was good or bad about the interview, what could I have improved on, what were the red flags. These will help you know what to work on and try and improve for the next step.”