How to land good high-ticket sales jobs without much experience

What's up, you guys? So I've got a cool little board here that we're gonna get into, but I was recently getting back to some people in the community, talking to people about, you know, high-ticket sales as I do, working with people that are coming from all different backgrounds and everyone's situation is so unique. And so I've been thinking a lot about, let me shrink myself, this topic of how to bridge the gap between your current job and the job you want so you can get hired and leave the job you don't like and make the money you want. And I'm really trying to like boil it down to math because my brain likes math. My brain doesn't like these unknown variables that exist, you know, luck. Like, my brain likes math and science. And so that's what the point of this video is. It's kind of all over the place, but there's some decent models in here that I think are going to help you guys increase the likelihood that you land the job that you want, no matter what background you're coming from. Why Harvey Dent? I don't know. Old job, new job. Made sense in my head. You might be wondering, if you see this chart, you're seeing a lot of pyramids. Right? High Ticket Sales is not an MLM. We are focusing on throughput and by improving the throughput, breaking down different components of this funnel and then increasing odds through effort awareness and other X factors. We are taking a math-based approach that nobody else is taking. That's exactly how we get people into the jobs that they want, where other people might be more qualified or might do certain things better. We're using math, you guys, right? My brain likes math. You don't know me. This is the first time you ever seen me. Welcome. I've been running this business, the community that I run, working with people to get sales jobs since August 2022. We're somewhat at least halfway decent at doing what we do. We have no bad reviews like anywhere. By me saying this, we're probably gonna get some, but like using this a little bit lately because name one other person that has been doing this for that long. And all these people, I don't know, all these people, by the way, like I'm talking about the $10K per month guaranteed placement that, you know, all the crazy shit that people advertise. They won't be here in a year or two. We've been here for 3 years. We're good at expectation setting, I'll say that. I also worked with over 500 people to do this, and I have 13 hours of one-on-one interviews on my YouTube channel in a playlist called Community Member Interviews. 13 hours, one-on-one interviews. I also, just so you know, I'm like not completely not good at this myself. I scaled a high-ticket sales agency in 2024, $700K per month. Not once, we did it twice, and then I sold. So we had 30 reps under us, like we The point that I wanted to make that's been really top of mind for me that I think a lot of people don't focus on in this industry is like being a good sales rep doesn't make you a good employee. And a lot of people, they want to hire good employees, especially as we get down into the entry-level roles. Being a good sales rep does not make you a good employee. It can make you partially a good employee. You can't truly be a good employee unless you are a good sales rep. If you're in a sales position, it's kind of like a square can be a rectangle, but a rectangle can't be a square. You know what I mean? Another representation of this, just different shapes. We like shapes. All these things are very important to sales reps. Having run a sales agency, compliance, really important. Consistency and tracking and end-of-day reports, all that stuff, really important. Process improvement, really important. So the traits that make you a good employee aren't exclusive to you being a good sales rep. They're actually pretty different. This is a little hint at how you're going to position yourself. I like to think of it like a triangular glass of some sort. You know, the The top is usually a lot more voluminous than we think it is. If you're down here, the drink goes away a lot faster. Like, these might be equal parts. It could be, depends who you're speaking to. Another thing I wanted to show to you guys, in my mind, there's 2 main attributes that'll kind of recategorize where you fall in terms of how competitive the role is: your sales experience and your industry experience. If you have some of one and a lot of the other, or none of both, like, that kind of determines what you're able to apply to and actually be considered and how likely you are to land those jobs. So no sales experience, no industry experience, you're at the bottom, you're at the most competitive job that you're ever going to be applying to. Maybe some sales or industry experience. Yeah, you're in here more than most at one, some of the other, you're moving up less competitive, you're actually qualified for things that most people aren't. And then the top of the top guys, the guys making multiple 6 figures per year, they are better than you at sales and more experienced in this industry by a lot. As experience goes down, usually competition goes up. Very competitive at the bottom. Now for positioning, being a good sales rep on paper, it really comes down to 2 things. Did you talk to people? Did you sell things to people? Or did you have a hobbit job where you didn't talk to anyone ever? Maybe you were like a coder, I don't know. Even if you have like internal team communication, which most people do, we'll spin this in the right way. In my community, we have AI stuff that helps you do this and like writes this for you. Like every time I talk to AI or ChatGPT about high-ticket sales, I'll feed it this document to kind of let it know what I'm talking about. Because you're in this field, you know that nobody knows what you're talking about when high-ticket sales is brought up. So I tell ChatGPT what it is. So there's no room for error. If you're in my community and you want that, let me know. The main things that you're going to focus on when we're looking at written stuff is writing a good resume experience block. So performance-based, multiple data points, your actual results and not a job description, focusing on points of high overlap. And then you want to explain this like you're talking to someone who's 10 years old and they don't understand much. You have to build a lot of context and Example, it's like your 10-year-old niece. You wanna show them that you're awesome. How do I do that? I give them context and show them how I'm better than people based on what they do or what is expected of us. Here's an example of how I would write something up like this for a random sales role. So that's how we position ourselves to be a good rep on paper. And this is how we position ourselves to show that we are potentially a good employee. I have another video on like the job seeking funnel. Again, breaking this down into somewhat of a mathematic equation. More goes in the top, more goes through the middle, more comes out the bottom. That's how funnels work. If we put the application and job seeking stuff in chronological order, you can see here that these steps— let's call them timing, quality, preparedness, interview, and what you do post-interview— you could almost infer that the way that you do these things might represent you as a good or bad employee regardless of your sales experience. Pair the two together and you're a weapon. And the bar in this industry, so low, so low. The bar in every industry is low if you're a top performer because people hate doing this stuff because this stuff sucks. But the skill in high-ticket sales, in my opinion, it's not how good you are at selling, it's how good you are at landing good jobs. Because I know sales reps that I would otherwise think are $5K per month sales reps and make $30K plus. I know some sales reps that I would think are $30K plus reps and make $5K because they thought, you know what, I'm just going to sell, not going to focus on this stuff. And then they're offer hopping, then they're not having fun. So this is really important. And focusing on one step at a time Because if you're one in a sea of many here, the likelihood that you get to the second step of the funnel when you're looking at the last one, when there's all this competition, nah, it's just like a landing page. If any of you guys have ever done web design or marketing, when someone is filling out an application, the direct next step, the direct goal of the application is for them to book a call, right? Like they don't go from opt-in or like discover who you are to buying. When they discover you, the next goal is for them to opt-in or to learn or whatever your funnel is. Then it's to submit an application, then it's to book a call, then it's to show up to the Then it's to buy on the call and then become a customer. So focus on this just by putting your focus on it, higher probability. If you see this funnel again, timing is the number one thing. If your timing, you're number 1 out of 100 versus if you're 100 out of 100, imagine the difference. Like, I mean, the top 20% are gonna get the most consideration 'cause they're just front and center. Like they posted this job because they have a need and it's probably pretty painful. Like they're not gonna just sit, let 100 applications come in. and then start looking unless it's like some massive opportunity. Timing, though seemingly not as important, like in the grand scheme of things, you're like, oh, I need sales experience. Like, nope, timing is the most important thing in this funnel. Being one of the first applicants across many application processes increases the likelihood of your success so much. So, so, so much. Now, how do we do that? I mean, that's the hard part, right? These jobs aren't on LinkedIn. They're not on Indeed. Some, like some are, they're usually not good. They might be insurance. It might actually be an MLM. You could do it through our community. People join our community not for sales training. You could go on YouTube and find 10x better sales training than I'd ever give you. People join our community for proximity, proximity to jobs, proximity to other people. The way that you land the best jobs are not through cold applications. It's through introductions. It's through people you know. It's through being thought of. So if you can grow the number of people that you know that are invested and serious about this and have access to high volume of jobs, we posted 360 last month in July that are pre-vetted and you're fast and you know how to position yourself because inside we actually work on your resume for you. Here's just a quick representation of the timeline for our people that come in. We run typically 6-month access. We do have lifetime. We have a series of 1, 2, 3, 4, 5 calls that every new member goes through. We have 3 live calls per week, 5 set calls, and within the first 45 days we have 5 one-on-one CSM check-ins. All that data gets reported back to me and the team and we act accordingly. On these calls, we are setting goals based on your unique experience. We're rewriting resumes, we're tracking applications, We're reviewing job applications, we're reviewing Loom videos. We are giving you feedback and transparency into pretty much anything you need in this process and providing the jobs and giving you ongoing support when you get the jobs and connecting you to other people that are doing well at this. It's not free, it's not cheap. The network and the value inside that network would be basically zero if it were. And yes, it is called a community, but there, there's a pretty structured service that we have people go through and we track every single thing. So if you want to bridge the gap between the current job that you have and the job that you want, you need to focus on these things. You need to be a good employee over being a good sales rep. Being a good employee consists of you being a good sales rep. That is more desirable for these companies. If that is not desirable for them, they might not be around long and you might not want to work for them. Understand that this might be, depending on who you're speaking to, more important, you being a good employee than you being a good sales rep. They might feel so confident in their ability to train a good employee on being a good sales rep that they are looking for someone who has a little bit less experience. I've seen that a lot actually. Now when it comes to like just being a good sales rep, that's pretty easy. Like you either have sales experience or not. And with our AI stuff that we have in the group, we can rewrite a resume to look good on paper regardless if you have sales experience. We can make it transferable to high ticket. But being a good employee, you have to nail the application funnel. Like you really have to nail it. With timing being at the top of the funnel, there is an emphasis on how fast you apply to these jobs and Being fast applying to these jobs is not— it's just not as easy as you might hope it is. You need to know the right people, people that can vet these offers, people that can post these offers, people that can give you feedback on these offers, people that might know people that work at these offers. I was saying this in a live call, like, I hate the fact that this is so network dependent, but that's just the reality of it. If you're not following all these people on social media where they drive most of their traffic, where they get the most attention, you're not gonna see these jobs, right? Like, some are on LinkedIn, some are on Indeed, some are on Instagram, some are on Facebook, some are on X, some are on YouTube, and these people are busy, right? They're running cash-flowing businesses, not businesses that raised millions and millions of dollars most times. So the time for them to go through 10,000 free applicants that are from who knows what country, speak who knows what language, have who knows what experience level— it's very expensive. The company needs to be making money, and it usually requires them to be involved. So these people would rather go to sources like recruiters, sales agencies, high-level marketers, people that are complementary that might have pools of sales reps that are just more qualified off the bat because they'd rather get 10 applicants that are all considerably good than 100 where most of them are not because time is money. Time is money for both these companies. Time is money for you when you're submitting applications. Time is money for you in that job that you do not like, the one that you have to go to potentially tomorrow and the one that you're going to clock out of wondering when you're going to get out of it. I'd encourage you to make the jump in an educated way. And don't do anything stupid. Don't put yourself in any crazy situations. You can do this part-time, you can ease into it, you can transition, whatever. That's what we work with people on. It's a volatile industry, but this is one of those parts that we can make a whole lot less volatile. From how long it takes to the quality role that you get to how your expectations are managed. That's what makes us different than the sales trainer. The person that's going to tell you the reason you're not making $30K a month is because you're not good enough at sales. Whole time, someone in our community who's maybe not as good, as them at sales is making $30K per month because they just knew how to land that job. They just had access to that kind of opportunity and knew how to increase the odds of their application funnel at each step. So they got hired. I'm going to wrap up the video there, you guys. If you want to work with us to do this, you can find all the links down below. There's a couple of different options. I'll include some of these jobs that we've posted on the sheet. I'll include our community. I'll include our starter group. I'll include my newsletter. Whatever you want to see, it's down there. And leave a comment if you guys like this video. Let me know what you want to see in the next. Peace.