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IN THIS EDITION
Every fourth year, we get a 29th in February (thanks leap year).
Meaning if your birthday is on 02/29, by the time you’re 20 you’ve only had 5 true birthdays.
Unlike your friends and family for most of your life, we will not be skipping 29 this week.
Here’s what you can expect in edition #29 of Because of Sales:
Recruiter shares insider tips for landing the job you want - Alec Minkoff
How people are game-planning around “spam likely” calls
What hiring managers are really looking for
And more…
LIVE FROM THE SALES FLOOR
Recent Events
Recruiting for $100k remote AE role, details here (Google Form)
Sales rep discuss who lies more: buyers vs. sellers (Reddit)
A very unique way to build sales team culture (LinkedIn)
Make the most of AI agents in your go-to-market strat (Highpoint)
Tips + Tricks
3-2-1 speaking trick to help you stop rambling (Youtube)
Call showing up as “spam likely”? Read this (Reddit)
13 years of cold calling advice in 60 seconds (LinkedIn)
How to make your sales job easier through compounding (X)
Other Stuff
Hiring managers aren’t looking to hire. They’re looking for this (X)
Hire badass SDR’s for less than your competition (ABC)
Why founder led sales is not a plus, but a requirement (Forbes)
Pipedrive vs. Salesforce, which is better for you? (MSN)
Don’t get SaaD. Get Rippling.
Remember when software made business simpler?
Today, the average company runs 100+ apps—each with its own logins, data, and headaches. HR can’t find employee info. IT fights security blind spots. Finance reconciles numbers instead of planning growth.
Our State of Software Sprawl report reveals the true cost of “Software as a Disservice” (SaaD)—and how much time, money, and sanity it’s draining from your teams.
The future of work is unified. Don’t get SaaD. Get Rippling.
SELLER’S SECRETS
Who is Alec Minkoff, and what is he up to?
Alec Minkoff is an Austin‑based sales recruiter and marketer who helps scale a door‑to‑door sales team by bringing in and vetting top 1% reps, landing 150+ hires per quarter.
Check out Alec’s full interview on Youtube, Spotify, or Apple Podcasts.
Alec’s come up (in 10 bullet points)
Started with videography agency when short‑form content boomed
Built studio/funnels for an info product in the mortgage lending space
Transitioned from info to a more “traditional business” model
Met a door‑to‑door/solar company owner in a mastermind (‘21‑’22)
Took on recruiting for the firm (built ads, appointment setting, sales scripts)
Created vetting process so only ~5% of applicants move forward
Slowly ramped up to now hiring over quality 150 reps/quarter
Shifted into an integrator role (marketing + ops + recruiting) vs. just sales
Now exploring BRRRR real‑estate investing alongside recruiting efforts
Focused on culture: “top 1% team” and fast‑firing bad culture fits
Alec’s hiring alpha and best practices
Treat your opportunity like a business, not a job
Reps in Alec’s org aren’t just knocking doors, they’re using their income to invest, learn operations, even grow their own recruiting systems. Your sales role is your first business. Want leverage? Know your numbers. Record your calls. Learn how the team works, not just the script.
Between building a recruiting downline or stacking income for future real estate plays, sales can be a great launchpad if you treat it like one.
Sales performance = marketing. Document it.
Alec personally gets a rev share based on how his recruits perform. That means every rep’s success creates more opportunity. If you’re a rep and want to recruit (or even just grow your reputation), show your receipts. Pay stubs, day-in-the-life, culture content.
The easiest way to win in recruiting is to stop “pitching” and just live it. Reps who document wins with authenticity attract others like them. Make your story part of the pitch.
Cast a wide net, but be extremely selective with hiring.
Alec emphasises that in recruiting for a high‑ticket door‑to‑door business, letting “anyone who applies” in is destructive. He built a marketing funnel that openly states the pay‑potential to attract many applicants, then applies a strict vetting process.
“We accept maybe ~5% of applicants.”
He leads early with questions regarding culture‑fit, prior adversity and personal vision. This produces a higher quality team and protects culture rather than chasing headcount.
4 things to steal, 4 tips to implement
#1: If the culture sucks, find a better one
A toxic sales team drags down even great performers
Watch how leadership handles low-performers or bad fits
If top earners are toxic, that’s a ceiling, not a launchpad
You’re not just selling, you’re building your habits for life
#2: Document your work to realize more upside
Post real pay-stub screenshots with clear disclaimers (not typical results, etc.)
Share day-in-the-life clips of you working, not just the outcomes
Talk about how you got results, not just that you did
This will build trust and open up recruiting, leadership, or referral opportunities
#3: Be the guy leadership wants to build around
Go above your role to find and fix bottlenecks
Suggest improvements to the script, CRM, or team process
Help onboard or support new reps, even informally if needed
Prove you can lead before being asked to
#4: Don’t blow your bag. Build a base for investing.
Pick a dollar amount each month to auto-save (start small)
Set a 6-month goal: cash for one property, business, or new vehicle
Learn from mentors in sales and money, prioritize both
Use wins from sales to buy yourself leverage and freedom
Connect with Alec
Apply to sell for Alec: https://lesson.royaltyrenewables.com/learn2-
Hear from Alec’s sales reps: https://www.youtube.com/channel/UCQ-6CwS9KPWk2-AmtlH9I7w
Check out Alec’s full interview on Youtube, Spotify, or Apple Podcasts.
BEFORE YOU GO
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