The database › Tanya S.
Sales Development Representative · Cape Town
B2B SaaS · 10+ years of sales experience
Sales development representative in Cape Town with 10+ years across SaaS, fintech, corporate and public-sector selling. She cold-calls small and medium businesses in the US market at 300+ calls a day on an automated dialler, pitching funding options, and closes the application on the call before it goes to underwriting. She was a founding employee at an education-technology company for eight years, where she helped secure its first major institutional client. She already works US hours.
Employer names are in the full packet, which we send when you request an interview. 10+ years of sales experience. Dates are year-only. Tenures longer than two years are marked.
Strong fit for phone-based selling, pipeline tracking and customer engagement; new-business and account roles once target and deal-size detail is confirmed.
Eight things, each scored from the CV before her interview notes were added — so coachability, communication and motivation carried low scores for missing evidence, not for anything she said. What she told us in the interview is shown as Candidate-stated below and is confirmed at reference before offer.
The CV shows 300+ calls a day, SaaS sales, monthly revenue targets met in conference sales and a first institutional client, but no target detail. In interview she gave a KPI of 12 applications a month, generally met.
B2B SaaS, partnerships, C-level engagement and full-cycle exposure are documented. Average deal size was not provided on the CV; in interview she put it at about $250,000 in funding.
Strong outbound evidence — cold calling, presentations, targeted prospecting and 300+ daily calls on an automated dialler. Leads in the current seat are supplied from a database; she has not used AI or research tools to source her own.
No feedback-to-action example on the CV, so this scored as missing. In interview she described early feedback on her professional demeanour and how she now adapts her tone to the client's industry — a loop we will re-score at interview.
The written CV is clear and sales-focused. Spoken communication could not be scored without a transcript; the interview video is available to registered users.
CV references public institutions, government, C-level executives, SaaS, fintech and corporate environments. Currently sells to small and medium businesses in the US market.
The CV presents a performance-driven, growth-minded profile; interview motivation evidence was not scored. In interview she said her current earnings do not match the work, and she wants a role with room to earn.
Eight years at one employer, from 2016 to 2024, supports stability. Shorter recent roles are partly explained by company changes. Dates are year-only.
Joined an education-technology start-up as one of its founding employees and helped scale it into an established platform, securing and developing the company's first major institutional client — a college contract she describes as the deal that turned the business around and set its benchmark.
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.
Her scorecard was built from the CV before the interview notes were added, so coachability, communication and motivation carried low scores for missing evidence rather than for anything she said. The interview notes since then give a feedback example, a KPI and a deal size — all candidate-stated. The first interview with her should confirm those three things, and the score will move once they are on record.
Also validate at interview: current targets and attainment month by month · average deal size and cycle length across recent roles · preferred role type and how she works when leads are not supplied.
More like Tanya
