Why Flockjay’s Tech Sales Bootcamp Has Rolling Admissions

Why Flockjay’s Tech Sales Bootcamp Has Rolling Admissions

At Flockjay, we’re constantly growing and receiving investor support to help our students break into tech. To keep up with demand, we launch a new 10-week class every month and leverage rolling admissions to evaluate applications as soon as they come in rather than all at once after a certain deadline.

As a result, we’re able to help as many students as possible launch life-altering careers in tech sales. No prior sales experience is required to apply to Flockjay’s bootcamp, nor is a college degree. We are on a mission to make the tech sales career path more accessible to all. This is reflected in the diversity and success of our alumni. 

Whether you already have sales experience or are a beginner pivoting to tech from a different industry, we know that investing in your career growth is a huge decision!

Read on to learn more about why we believe in admitting students on a rolling basis. 

Rolling Admissions Give You Flexibility

We know that not everyone who learns about Flockjay will be in the position to immediately commit to accelerating their career. With rolling admissions, you can apply for our tech sales training program at any time that is best for you. There’s no hard deadline that you need to meet. Our students come from all kinds of backgrounds, careers, and age groups, so we want to accommodate as many lifestyles as possible during our application process. 

Read: Is Tech Sales Right for Me?

Elise Cox Flockjay testimonial

It Allows Us to Give You a Prompt Decision

With rolling admissions, we’re able to evaluate your application as soon as it comes in and then give you a decision relatively soon after you apply. Joining Flockjay is a part-time commitment with 3-hour classes, 4 nights a week. We want to give you as much time as possible to get your matters in order before class starts.

Once you submit an online application, you’ll hear back from Flockjay Admissions within 24 hours (likely even sooner). If you’re invited to interview, you’ll be able to interview as soon as you are prepared.  After your interview and digital fluency assessment is completed, you’ll hear back from Flockjay Admissions within 24 hours.

Read: 3 Things to Know Before Applying to Flockjay

Consider Applying to Flockjay’s Tech Sales Bootcamp

If you want to launch a life-altering career in tech sales, consider applying for our program today! Not only will you learn everything from sales techniques to sales software, but you’ll also get a chance to land a job with some of the top tech companies in the world, like Salesforce, Zoom, and Gong! Our next class starts on May 10, 2021, so be sure to apply before its application deadline of April 30th!

Remember, you can apply at any time and will be considered for the upcoming cohort. 

Your New Career in Tech Sales Starts Now

Sales is the best kept secret in tech, and Flockjay will show you the way. With online classes and live instructors, Flockjay teaches you everything you need to know to be job ready in just 10 weeks. Ready for a career change?

3 Things to Know Before Applying to Flockjay

3 Things to Know Before Applying to Flockjay

 

Applying to Flockjay’s 10-week tech sales bootcamp is fairly simple and straightforward.

But before you dive headfirst into it, we want to highlight three important things that can help you take your application to the next level. Read on to learn more!

“What I love most about being an Admissions Advisor is helping people change their lives! Flockjay is an amazing opportunity but you need to put the work in! I love getting messages from past students who I interviewed early along on their journey doing amazing things in their role as an SDR.”

 

Nagieb Musaid, Admissions Advisor at Flockjay

1. Get Familiar with What Tech Sales Actually Is

When you think about tech sales, the companies that might pop to mind first are Google, Amazon, and Apple. These companies are technically tech companies, but they’re actually not the type of tech companies that we partner with. We partner with SaaS (software as a service) companies that sell software, not hardware.

The type of software that SaaS companies offer is not your typical software. It’s cloud-based, which means their customers can access it on the internet. SaaS companies also sell their software to other businesses and charge a monthly subscription fee for them. It’s kind of like Netflix but for products that can help companies run virtually any facet of their business, such as marketing, sales, customer service, HR, engineering, finance, etc.

At Flockjay, our top-performing students are the ones who join the program with a baseline knowledge of SaaS and what to expect from working in the tech sales industry. To get a better grasp on SaaS and the tech industry as a whole, we recommend listening to podcasts like Breaking into Startups, This Week in Startups, and SaaStr.

We also recommend researching a SaaS company such as Salesforce or Gong and explaining what they do to someone who doesn’t know what SaaS is. This is the task that tech sales representatives do most on the job.

Learn what a tech sales development rep (SDR) does on the job.

2. Know Commitment is Key

At Flockjay, we partner with some of the top tech companies in the world like Salesforce, Zoom, and LinkedIn. In order to break in with companies of this caliber, commitment is key. And what you put into Flockjay is what you’ll get out of it.

Our program meets Monday through Thursday from 5 PM to 8 PM PST for 10 weeks. We made it part-time so that you don’t have to put your life on hold to join. However, we do have mandatory attendance, homework, and job readiness requirements that you must meet to stay enrolled in class, graduate, and qualify for introductions to our hiring partners.

3. The Top Students Do Work Outside of Class

What separates our top-performing students from the rest is that they take the initiative to put in extra effort outside of class by listening to sales podcasts and reading articles and books about sales. More importantly, though, they’re not just doing it because they feel forced to. They’re doing it because they want to.

Here’s a list of the top sales podcasts, blogs, and books that you can consume to put yourself a step above the rest.

Apply for Our Tech Sales Program Today

Now that you know how to take your application to the next level, consider applying for our tech sales program today! In just ten weeks, you’ll learn about everything from sales techniques to sales software and also potentially land a sales job at one of the top tech companies in the world!

If you aren’t ready to apply just yet but are interested in learning more about a tech sales career path, here are some resources to help guide you next: 

Have more questions about applying to Flockjay? Reach out to our team at admissions@flockjay.com

Your New Career in Tech Sales Starts Now

Sales is the best kept secret in tech, and Flockjay will show you the way. With online classes and live instructors, Flockjay teaches you everything you need to know to be job ready in just 10 weeks. Ready for a career change?

Is Tech Sales Right for Me?

Is Tech Sales Right for Me?

If tech sales as a career path piques your interest, but you’re unsure how to pursue it, we’ve got you covered. Tech sales reps hail from a variety of industries, like hospitality, for example.

If you don’t have prior sales experience, don’t fret. This career path is still accessible to you. Read on to uncover some common misconceptions and learn if you possess the most common traits found in top sales reps. (more…)

From Number Crunching to Tech Sales with Pedro Morfin

From Number Crunching to Tech Sales with Pedro Morfin

Pedro Morfin, a former Tech Fellow at Flockjay and a current SDR at Gusto, an HR platform for small businesses, recently sat down with us for an Ask-Me-Anything (AMA) interview. As someone who successfully pivoted from finance to tech sales, we talked about everything from Pedro’s Flockjay experience to his day-to-day at Gusto. Plus, he shared parting words of advice for wherever you are on your journey to tech sales. 

Read on to see what this alumni had to say. (more…)

Is Your Employee Lifecycle Equitable? Recap

Is Your Employee Lifecycle Equitable? Recap

“Equity is the acknowledgment that we have a history of unfairness in the United States and society as a whole,” says Hakemia Jackson, the moderator of our latest webinar with ThinkHuman and 15Five

“In many ways, reparation is needed to even that playing field. But when will we get to the point where we can simply say that we’re all on a level playing field? That’s when we can all bring equality into the equation.

However, we’re nowhere near that. And so at this moment, we have to engage in a conversation about equity. And until these systems of oppression are completely dismantled, we cannot have a conversation about equality because it doesn’t exist.”

Equity is not just a trendy topic that has caught fire in recent years. It’s a mainstay in the people operations field because it’s crucial for creating fair, safe workspaces that give everyone equal access to upward mobility. 

Last week, we partnered with ThinkHuman and 15Five to host a webinar with five of the brightest minds in people operations, Francesca Walker, Jennie Yang, Kavita Vora, Shaan Hathiramani, and Hakemia Jackson to discuss employee lifecycle equitability. 

Read on to learn about the key takeaways from the webinar. 

What Is an Equitable Employee Lifecycle and Why Is it Crucial for the Modern Workforce?

An equitable employee lifecycle is a framework for creating as much fairness and inclusion as possible in a corporate workforce. Equitable employee lifecycles create psychological safety for their employees, especially ones from marginalized groups, so they can be their authentic selves to work without fear of judgement or punishment. 

Equitable employee lifecycles also create a more fair and objective system for career development, which gives employees the hope and optimism that they can excel in their careers, regardless of their background. 

Make Sure You Stay Aligned With Your Values

After you design an equitable employee lifecycle for your company, you need to ensure that you actually practice what you preach. And according to Francesca Walker, the Assistant Director of Student Experience at New York University, one of the best ways to stay aligned with your values is to make sure that you don’t recreate the trauma that your employees have experienced at past workplaces. 

“If my team is comfortable sharing the ways that they might have experienced harm in other organizations, then I need to ask how can I ensure that I am not reproducing that harm. I think that there’s two things to that. One, it acknowledges that harm has and continues to be done. And two, there’s a commitment to action.”

She went on to say, “Of course, that’s not to say that I’m not going to make mistakes. I’m human. But what we’re doing there is we are opening the conversation to get feedback from the people that we are supporting and constantly holding ourselves accountable to what we say we value. And that puts you in a place of being proactive rather than reactive to what may potentially happen down the line.”

For Jennie Yang, the Vice President of People & Culture at 15Five, setting the tone that you want to hear everyone’s voice at each meeting is also an effective way to stay aligned with your values. It creates a safe space. 

“As a leader, I cultivate psychological safety on my teams at the beginning of our meetings, especially if it’s a brainstorming meeting or a post-mortem. This sets the intention that I want to hear everyone’s voices. I want to hear your opinion, your experience, and create an inclusive environment.”

Jenny added, “Because as we all know, there are going to be colleagues who are louder than others. So I think it’s also a matter of saying, ‘Hey, I want to hear from you’, but not necessarily doing it in a way that calls someone out for not talking. It’s more of an invitation than anything.”

To Hakemia Jackson, asking your employees who identify with marginalized groups about how you can help them reflect and heal the wounds that social injustice has inflicted on them is another way to stay aligned with your values. 

“I know that a lot of institutions, especially higher education institutions, had calls for employees to take a day off to reflect, heal, and deal with the challenges of what’s going on in our society right now. The challenge there is when you have employees who are already overworked, even the idea of taking a day off to heal actually feels unattainable.”

So in this particular moment, Hakemia suggested that what we should be doing is looking to our colleagues who identify with the Asian-American community and, “Ask them, ‘What can I take off of your plate right? And yes, you can actually have this time to heal.’ Those are the kinds of questions that we want to be asking from a place of genuinity so we can embody our values.”

How to Get the Majority to Commit to Equitable Employee Lifecycles

At first glance, it might seem like getting the majority to commit to equitable employee lifecycles might be a tall order. But according to Kavita Vora, the former Chief People Officer at Splice, Jopwell, and MakerBot, creating a safe space for them to discuss diversity and inclusion can clear a path towards greater understanding. 

“The majority needs psychological safety too. That’s why it’s important to create a space where we can provide them with feedback on how they are doing along the continuum of understanding cultural mindsets and how they can progress further along that continuum. Something that we did in my last company is ask the board and the executive team to take a self-assessment called the IDI continuum, where you can assess how you view yourself and people who are different from you.”

Through that, Kavita revealed, “We were able to see where we are and where we think we are. And newsflash, everyone thought they were further along than they actually were, including me. So we all learned that we have work to do and have blind spots and areas to focus on.”

In addition to creating a safe space to talk about diversity and inclusion, Hakemia Jackson recommends being human and realizing that everyone makes mistakes and is capable of change. This not only helps you bring the majority guard’s down but also makes them more receptive to your diversity and inclusion efforts. 

“You have to understand that mistakes and missteps happen and you’re not at a point of no return when it happens. You can repair harm. I don’t think that people hear this enough. You actually have the ability to repair harm that you’ve done.” 

3 Actions Organizations Take Right Now

In order to create as much equity as possible in the workforce, there are three actions that organizations can make today: Invest in coaching, add a bias checker to the compensation and promotion process, and fully commit to employee equitability. Here are three final actionable takeaways from this panel: 

Coaching

“Get coaching. If you need to tap into third-party organizations, do it. Whatever you do, you have to make sure that you’re committed to equitability and viewing it as a value add instead of a cost on your balance sheet.” –Hakemia Jackson

Bias Checkers

“Add a bias checker to the compensation and promotion process. That’s a big trend I’m seeing. So whether it’s somebody at your company or a neutral third party that trains managers on different types of bias, you need to have somebody who can call out bias if they think they are seeing it. It’ll make a huge difference in the compensation and promotion process and make employees feel that it’s more transparent and fair.” – Kavita Vora

Full Commitment 

“There are no half measures in this type of work. If your company supports initiatives that make you feel like you’re comfortable bringing your authentic self to work, but you do a sales call and your manager tells you to speak with more polish or professionalism, then that dissonance means that no matter how many resources that you’ve poured into employee equitability, there’s still more work to do.”

Shaan went on to suggest that:

“Viewing this work as a value as opposed to something that needs to be optimized and can hit a number will help many folks realize that they are part of a system that has centuries of compounding privilege in the workplace. This is full court press kind of work. Because even if there is a hint of that dissonance I mentioned above, then all the energy put into your initiatives is for not.” – Shaan Hathiramani, CEO of Flockjay

Want to learn more? To further digest this valuable information, watch the full webinar.

 

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