The database › Ryan V.
Business Development Manager · Johannesburg
Transport & logistics · fleet · 7.5 years in sales seats
Business development manager with about 7.5 years of dated sales seats on top of a longer technical career in IT. Most of his selling is telematics and IoT — tracking devices, cameras and fitments sold to commercial vehicle owners. In his last fleet-tracking seat he was promoted to team leader after six months and led nine relationship managers while carrying his own number. Since August 2026 he sells high-end pool projects into UK construction, remotely from South Africa, and made his first sale in his opening fortnight.
Employer names are in the full packet, which we send when you request an interview. 7.5 years in sales seats on top of a 13-year technical career in IT. Tenures longer than two years are marked.
Best placed where the brief is new business with a small team to run and a market he can learn quickly.
Eight things, every one backed by a number or a specific example. Verified — we tested it against the record. Candidate-stated — he said it and we have not confirmed it yet. Missing data lowers the score; it is never assumed.
Owned, quantified targets in his last fleet-tracking seat: four new commercial clients and 45 fitments a month personally, 436 fitments for the team at the point of leaving. Personal attainment is asserted but never quantified — "I always manage to get my budget number", then "three to four companies a month" against a four-deal target.
Fully self-sourced motion — the company supplied no leads. Volume and self-sourced share are stated and current, but no ratio or conversion figure was given (touches to meeting, meeting to close), which holds it below the top band.
Names the common objections — price and the incumbent supplier — and pre-empts the incumbent contract with a 15–20 minute look and an explicit walk-away. Both examples are recurring situations rather than named instances, and no lost deal was worked through.
Named one piece of critical feedback — a manager telling him to stop doing technical work and to stop letting customer conversations run for hours. The action described is vague (moving long calls to the evening) and no result was stated, so the loop is incomplete.
Structured the opener well and volunteered specific figures — 45 fitments, a 436 team target, a 175-vehicle largest deal — without being asked. He also contradicted himself, saying the role "wasn't really number focused" just before giving three separate targets; this reflects interview delivery only.
Defines the buyer by qualifying criteria rather than industry: any commercial vehicle owner qualifies, 20+ vehicles is worth the effort, 100+ is enterprise. Buyer pain points are thin and he states no disqualifying criteria.
Clear self-initiated effort beyond the role — he built his team a spreadsheet CRM and an area-scraping tool to fill reps' meeting counts on the road. The outcome is described generally, with no result figure, which keeps it below the top band.
All roles dated with two strong anchors. Three employers between August 2023 and December 2024, and he is now weeks into a new role while taking interviews.
Closed the largest deal in his then employer's history — 40,000 shipping containers in Saudi Arabia — while managing a portfolio of over 100 telematics and IoT accounts across Africa, Europe and the Middle East (2018–2023).
Every hire through HireSales comes with a coaching plan like this in your manager's hands on day one, plus a 30-day check-in.
He started his current role in August 2026 and was interviewing within two weeks, on top of three employer changes between August 2023 and December 2024. On performance, the CV says he consistently met and exceeded monthly and annual targets, while the interview gives the only counted attainment as the team hitting its 436-fitment budget four or five times in twelve months, and his personal attainment as three to four deals a month against a four-deal target. Both versions belong on the record; neither should be taken as settled. Both are best settled by reference.
Also validate at interview: his personal fitment attainment against the 45-a-month target across his final two quarters · the team's budget attainment under his leadership · what would make a next move a three-year one.
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