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Sales Career

Solutions Consultant’s Unconventional Career Path Revealed

Ajay Singh
September 1, 2024
4 mins

Unconventional Path to Solutions Consulting: Can You Guess This SC’s Former Career?

I was signing up 100 new clients every year while maintaining positive relationships with my existing 300 customers. 

The market for new business deals was highly competitive. Our product had to stand out against other popular options. Although our offering was expensive and challenging to set up, it had a high return on investment. Each prospect needed personalized education on our 12 product offerings to determine the best fit. 

Due to the nature of our product, Trials were not possible. We could attempt to provide Proof of Concepts (POCs), but we ultimately had to build a relationship of trust with prospects to convince them to sign up. We used customer stories and real success metrics as support. 

Working cross-functionally was essential, whether in sales or customer support. Multiple stakeholders were always involved, both internally and externally, to ensure that every customer achieved their goals. 

Breaking down complex topics in easy language while demonstrating value was critical during the sales and post-sales processes. Prospects and customers had short attention spans and often questioned the relevance of what was being shown. They would also turn off their cameras during Zoom calls. You wouldn’t believe how often I’d catch customers playing Tetris during calls!

I had to be an excellent presenter, engaging, and make everything I said relevant to my customers' goals. I'm proud to say that I kept the churn rates low, but customers would inevitably churn after their fourth year. 

In addition to providing excellent customer service, we even took our clients on trips to Europe, Disneyworld, and Football Bowl Games! 

Have you figured out my former career yet?! I was a high school band director! Today, I’m proud to be a Solutions Consultant.

How did I make this career transition? 

How can you make a big career transition? 

How can HR teams spot talent from odd places?

Stay tuned for my thoughts on the above.

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