Infinity Wins Gold as National Sales Provider of the Year

Infinity won Gold Stevie® Awards in the Sales Provider of the Year and Sales Manager of the Year categories in the 11th annual Stevie Awards for Sales & Customer Service. Infinity’s high-potential sales team won Silver in the Sales Team of the Year category as well.

The recognition comes after a year-long transformation, during which Infinity Contact emerged as the rebranded Infinity (, a sales agency focused on engaging business-to-business relationships and offering revenue share pricing for clients.

“The rebranding was more than a new logo,” says Infinity President and CEO Thomas R. Leidigh. “We’ve launched Buyerlytics®, a new revenue system that raises the bar on what sales teams can achieve.”

Buyerlytics® is Infinity’s proprietary revenue system that makes it possible to achieve higher sales quotas—defining a New 100% sales quota for clients.

Buyerlytics® revolutionizes sales programs by integrating all of the components that lead to superior sales: strategy and design, human talent, data and analytics, and sales execution. Infinity applies the Buyerlytics® methodology to improve sales for clients who outsource sales programs to Infinity or seek to improve existing, internal teams.

As a result of the Buyerlytics® revenue system, Infinity sales teams broke one client’s global sales records and delivered 420% return on investment for another client. All clients have experienced 300% ROI and 100%+ revenue increases.

“This growth doesn’t only come with new clients and programs,” says Jay Davey, Infinity Chief Revenue Officer. “This growth is on top of already fine-performing sales programs that got a boost from the integrated strategy, human talent, and data and analytics that Buyerlytics® brings.”

This level of success was fueled by revenue share pricing between the client, Infinity, and the sales team. Infinity developed new pay-for-performance compensation plans and implemented new, enhanced training and analytics. The result has been a decreased time to first sale by 80% and increased account executives’ average compensation by 50%.

“Implementing Buyerlytics® has been a win-win-win for our clients, our company, and our account executives,” says Leidigh. “It truly was a company-wide effort, and being recognized by the Stevie Awards at the company, manager, and team levels is testament to that.”

Infinity was founded in 1996 as Infinity Contact, a direct marketing company serving the automotive industry. In 2000, Infinity Contact expanded to include business-to-business telemarketing services that focused on selling products to small and medium sized businesses in the automotive, financial, digital, and software industries. In 2015, the organization underwent a rebranding, and emerged in 2016 as Infinity, a professional sales agency. Key to the rebranding were a rejuvenation of company culture and implementing the proprietary revenue system, Buyerlytics®. Today, Infinity has locations in Cedar Rapids, Iowa, and Farmington Hills, Michigan. Thomas R. Leidigh has owned and led the company throughout its history.

The Stevie Awards for Sales & Customer Service are the world’s top honors for customer service, contact center, business development, and sales professionals. The awards were presented during a gala banquet on Friday, February 24 at Caesars Palace in Las Vegas, Nevada.  More than 650 executives from around the world attended.

More than 2,300 nominations from organizations of all sizes and in virtually every industry were evaluated in this year’s competition, an increase of 10% over 2016.  Finalists were determined by the average scores of 77 professionals worldwide, acting as preliminary judges.  Entries were considered in 61 categories for customer service and contact center achievements, including Contact Center of the Year, Award for Innovation in Customer Service, and Consulting Practice of the Year; more than 53 categories for sales and business development achievements, ranging from Senior Sales Executive of the Year to Business Development Achievement of the Year; and categories to recognize new products and services and solution providers.

More than 75 members of several specialized judging committees determined the Gold, Silver and Bronze Stevie Award placements from among the Finalists during final judging earlier this month. Another 77 judges determined finalists.

“The Stevie Awards for Sales & Customer Service continues to be among the most competitive and fastest-growing of our awards programs,” said Michael Gallagher, founder and president of the Stevie Awards.  “The growth of the program illustrates the importance of the functions highlighted – sales, business development and customer service – to successful enterprises of all types, and how integral recognition in these domains are to building and maintaining corporate reputations.”

Inc. 5000—Will you Make the List Next Year?

3 Tips to Being an Inc. 5000 Fastest Growing Company

All the companies on the annual Inc. 5000 list have one thing in common—growth! The key to making the list in next year is closing more deals, but of course it isn’t as simple as that. Getting the 40% to +60,000% growth needed to make the list takes more.

Now’s the time to start planning for the kind of big growth that will get you recognized on next year’s Inc 5000 list.

1. Know How Your Inside Sales Compares

They say the definition of insanity is doing the same thing over and over but expecting different results. Repeating the mistakes of others in the industry is just as bad.

To get prepped to make next year’s Inc. 5000 Fastest Growing Companies list, start by looking at the leading sales benchmarks that will drive improvement with your account executives and sales teams.

Identify a couple of elements of your sales program that could use a refresh, and focus on tackling those areas for the fastest improvement.

Need help identifying inside sales industry benchmarks? We’d be happy to share those with you!

2. Don’t Just Improve— Innovate!

Now that you know how you compare to others in the industry, you can address those specific areas. But don’t just improve—innovate!

It turns out it’s actually easy to innovate and think big, rather than implementing small incremental changes.

Innovation can take many forms.

When Infinity embarked on our 10X process, for example, we completely changed the way we recruit and hire sales professionals. We changed our talent strategy, developing hiring profiles to attract analytical high-performing sales people and supporting their initial and on-going development. By not simply hiring outgoing sales people, sales have increased—revenue per account executive jumped by 50% on many programs.

3. Find an Inside Sales Partner

Many companies look to channel programs to drive sales, but an inside sales partner can also support the growth you need to make the Inc. 5000.

A sales partner can support your inside sales efforts through outsourcing, contributing support to your internal teams, or providing consulting services.

At Infinity, our outsourced inside sales teams typically out-perform company’s current sales teams—internal or outsourced. In fact, we’ve developed the Champion/Challenger test as a way to prove Infinity’s inside sales for your product and your company.

Need Help?

Infinity leaders are attending Inc. 5000 and would be happy to meet with you to discuss inside sales benchmarks and challenges or even calculate your Infinity ROI.

Join Us at Inc. 5000
Infinity revolutionizes the art and science of sales to help leading brands find smarter, more effective ways of engaging small and medium-sized business customers. Contact us to learn more:

Infinity ROI—Preview Your New 100% Sales Quotas

Whether making a purchase in your personal or professional life, you probably want to know what to expect before you buy. Infinity takes the guess work out of outsourcing inside sales by offering a return on investment calculation to help our clients preview the value of what it would mean to work with us.

With The Infinity ROI, we gather the information needed to design pilot programs that will redefine new 100% sales targets for your company.

The Infinity ROI Process

The Infinity ROI is the first step toward launching a pilot sales program that will scale. It is more than a calculation to help you gauge the financial decision of outsourcing inside sales. The Infinity ROI provides the foundation for a true partnership between Infinity and our clients, helping us better understand client needs and goals. Here’s how it works.

1. Getting Started

The return on investment calculation starts with an assessment process in which we have strategic discussions with clients. During these conversations, we evaluate how we can build a strong partnership between our two companies. We take into account several pieces of detailed information that help us calculate an accurate return on investment, including sales headcount, average order value, conversion rates, costs, and margin.

2. Finalizing Go-to-Market Strategy

Using a company’s baseline information, Infinity collaborates with clients to determine a go-to-market strategy to get and keep customers. We design campaigns with A/B testing, talent strategies, quality and training parameters, and data and analytics plans. All of these elements are incorporated into a finalized, accurate return on investment calculation. (Most of the time, our ROI calculations show returns well over 300%.) This go-to-market strategy also serves as the foundation for a pilot sales program.

3. Optimizing Sales Programs

When Infinity implements pilot programs, clients start realizing return on their investment. During the pilot program phase, Infinity has the flexibility to enable on-going, continuous evaluation and improvements to optimize sales programs. Throughout the pilot process, Infinity shares results regularly with clients through formal and informal reviews, daily, weekly, and monthly.

4. Growing Your Return on Investment Through Scaling

Once optimized, pilot programs scale into larger programs. During this phase, a client’s return on investment grows as we collaborate with clients to develop mutually beneficial revenue share pricing. This pay-for-performance pricing structure allows for shared risk and reward and assures that we’re achieving the maximum service levels and revenue attainment. Although the sales program is no longer in pilot phase, Infinity continues with rigorous data and analytics to continuously evaluate and improve programs and sales execution. All of our evaluations are shared with clients through regular business updates and reviews.

What Makes the Infinity ROI Accurate?

Buyerlytics® is Infinity’s proprietary revenue system that integrates the best-in-class components of go-to-market strategy to get and keep customers. Because Buyerlytics® takes the guess work out of inside sales programs, our ROI calculations are reliable estimates of what new clients can expect working with Infinity.

Let Us Redefine Your 100% Sales Targets

Want to see what the future could be if you work with Infinity?

Contact us for a consultation, and we will calculate a return on investment that shows how we can redefine 100% sales targets for your company.

Join Us at Inc. 5000

Infinity Leads the Corridor in Work-Life Balance

3 Reasons Why Our Sales Pros Rate Us Above Other Employers in Work-Life Balance

When it comes to work-life balance, Infinity sales pros rate us 4.2 out of 5 stars—above the average rating of 3.3 and above most employers in our area!

The term work-life balance can have multiple meanings, but in general it means having a satisfying personal life and professional life. Regardless of the exact definition, experts say that work-life balance means balancing time, and they advise workers to manage their time effectively to get what they want out of their day.

In fact, when we asked our employees why they rate us so highly in work-life balance, they said it’s because Infinity makes that time management easier. Here’s how.

Work-Life Balance Value #1 — Predictability

When experts give advice on achieving work-life balance, they start by recommending that workers better organize their time.

Our employees point out that organizing time is easy at Infinity because our work hours are predictable. Infinity sells products to businesses and that means working typical business hours.

“Our hours are 8 to 4:30, which is when kids are in school, so it’s perfect hours. And we have weekends off. No split shifts or different days off every week. The schedule is always the same.”

Work-Life Balance Value #2 — Flexibility

Flexibility is key to job satisfaction, according to a recent survey. 84% of parents said that flexibility is important in the workplace, and Infinity’s parents are no different.

In fact, Infinity’s flexibility is another reason why our employees rate us so highly in work-life balance.

“I’m a single mom and sometimes that means I need to go to appointments or school activities for my son. My management team works with me to make it possible for me to not only make the appointments that I need to be at—but also make great money while I am at work.”

Work-Life Balance Value #3 — Compensation

That last comment is the third reason why Infinity employees rate us highly in work-life balance: compensation.

Not only do Infinity employees get predictability and flexibility for balancing their personal and professional lives, but our pay structure makes enjoying personal life affordable.

Earlier in 2016, Infinity converted all of our clients to a revenue share pricing model. For our employees achieving sales goal, this meant a more than 50% pay increase from a year ago.

Our Goal: A Great Place to Work

Infinity has been tremendously encouraged by this feedback, because it means our plans are working!

In July 2015, Infinity CEO Thomas Leidigh announced his commitment to a company rebranding. It included improving the professional culture and making Infinity a great place to work.

The recent rating of Infinity’s work-life balance is just one sign that the company is meeting this goal.

Want to join us in enjoying work-life balance?

Infinity is hiring in Cedar Rapids and Farmington Hills:

3 Reasons Why Talent Strategy Matters in an Inside Sales Workforce

If you ask some inside sales professionals the key to their success, they might credit their people skills or their ability to build relationships on the phone.

It’s true that the personality and energy a sales person brings to the table is important, but even the best sales person won’t be equally successful at selling every product.

This is where the sales agency comes in with a talent strategy to recruit, train, and support inside sales people so they can put their skills to use successfully.

1. Talent Strategy Focuses on Those Who Want a Career—not just a job

In a fast paced industry like sales, it can be easy to fall into short term thinking in recruiting: We need an employee who can fill this role today.

This thinking can skew your perception of what your company  needs for an employee to be successful throughout their career. You may also be setting yourself up for higher turnover.

A talent strategy starts by developing hiring profiles that go beyond the traditional factors of past experience/resume. It looks instead at all characteristics of performance and behavior that would make a person successful in the short-term and be the kind of employee you’d want to promote in the long-term.

2. Talent Strategy Starts New Employees Off on the Right Foot

Only 6% of companies say they’re ready to onboard and mentor new sales employees.

Considering that can take  months for a sales professional to build a pipeline and start showing results, the onboarding process is critical for a couple of reasons. First, to make sure sale pros start seeing progress early by focusing on factors that lead to sales, though the actual sale may take longer. When employees see positive progress, it ensures they are motivated to reach that two-to-six-month break-even point and stay longer in their careers. The onboarding process is also critical to ensuring that new sales pros are supported during the early months when waiting to get sales can be discouraging. You are investing a lot in someone by working through this learning curve. Maximize it by ensuring you don’t lose good people who need time.

3. Talent Strategy Supports Career-Long Development in Inside Sales

But on-boarding along doesn’t guarantee employee retention. That’s why a talent strategy needs to integrate on-going training, development, and career pathing.

Employees need to have a line of sight on a bright future in their position—otherwise it’s just a job. An employee who doesn’t see opportunity ahead is more likely to slip into mediocre performance or doing just enough to get by. They may also be tempted by the greener grass of promised opportunities at other companies.

Supporting career-long development means having a clear path for growth, but also developing the sales managers, who have the greatest direct impact on the job satisfaction of their team members. An investment in leadership development is also an investment in those they lead. Everyone benefits when supervisors are engaged.

Talent Strategy is a Key Component of Buyerlytics®

At Infinity, we see talent strategy as paramount to our success in outsourced inside sales. That’s why talent strategy is one of the components of our Buyerlytics® system, our proprietary revenue system that integrates best-in-class components of go-to-market strategy to get and keep customers.

Talent strategy has been key to integrating all of the elements that make a person successful in a sales career at Infinity, from attracting and retaining highly-qualified sales people to implementing sales development teams that provide training and quality.

Want to learn more about how our Talent Strategy has helped some of the most admired brands get customers and keep customers?

Infinity provides go-to-market strategy and sales execution to clients who outsource inside sales. We apply our Buyerlytics® system to help admired brands get customers and keep customers in small-and mid-sized business marketplace.

Join Us at Inc. 5000

Is Your Outsource Inside Sales Provider Protecting Your Brand Reputation?

5 Things to Look for to Make Sure Your Inside Sales Agency is Protecting Your Brand

When you’re a highly admired brand, you want to keep it that way.  At every level of your organization, you take measures to protect and enhance your brand reputation. Your brand—and the history and culture behind it—is often the first subject of new employee onboarding, and when executives are faced with tough decisions, impact on brand is often a deciding factor.

Simply put, protecting brand reputation is the top concern of most companies, and it’s a top priority for your outsourced inside sales agency—if you choose the right one.

Here’s what to look for when you’re trying to evaluate whether a company truly values and maintains your brand reputation.

1. Your Sales Pros are Dedicated Resources

Having a dedicated sales team that only sells your brand is the first step to protecting your brand. When a sales team only sells one brand, they avoid the pitfalls that could come from multitasking—like misidentification or script slip-ups.

Over time your sales team will no longer think of themselves as representatives of your brand, they will think of themselves as a part of your brand.

2. Your Company Collaborates on Onboarding and Training

Not only should your sales resources be focused solely on your product, they should be on-boarded and trained with materials that your brand has contributed to and approved.

At Infinity, for example, we have a discovery and implementation process where we drill down into the essence of your brand and collaborate on best ways to help our account executives internalize and represent your brand.

3. Your Brand is Internalized and Visible

Having a strong collaboration is important because when your brand is protected it is both internalized and visible.

Not only should your outsourced inside sales team have a strong understanding of your brand, they should identify with it in everything they do—from identifying themselves as sales people on behalf of your company to using email addresses and email signatures with your branding.

During training, Infinity establishes the culture of “we” instead of “us and them.” It’s not enough to believe in the product or the service—the sales team needs to understand the culture and mission of the brand, buy into that mission, and work to deliver the brand promise.

4. You’re Given an Open Invitation to Review Calls

When your outsource inside sales team starts selling, you should expect complete transparency and opportunity to review calls or talk with individual sales people. Without this level of partnership, you cannot know whether your brand is truly being protected and maintained on a day-to-day basis.

Beware of any outsourced inside sales agency that places barriers between you and the people representing your brand. Avoid outsource sales agencies when you see these red flags: not allowing you to listen or talk to certain sales people, strictly controlling your access to training and/or strategic planning, or simply being evasive or vague when answering your questions.

5. Your Provider is Proactive in Sharing Market Insights

Sales calls provide a great opportunity to gather extended data. At Infinity, we work with our clients to identify areas where our sales pros can help, either by doing simple tasks like improving your client data bases by updating contact information, or something more complex, like probing into technology partners and internal systems that offer opportunity to identify needed product enhancements, pricing, and relevant business partnerships.

Our clients have remarked that Infinity’s outsourced inside sales team is usually more candid with unbiased market interactions compared to an in-house sales team, which can be hesitant to reveal insights that could affect individual job security.

When you partner with an inside sales agency like Infinity, you gain hundreds of years of combined sales and marketing experience. Combine that with an unbiased candor that an outsourced partner can bring and you will gain new clarity on factors, both positive and negative, that drive your brand image.

Protecting Brand Reputation at Infinity

At Infinity, we employ all of these strategies to ensure that our client’s brand reputation is protected and maintained by our sales teams. It’s through this careful brand maintenance that we built close relationships that now span decades with some of America’s most admired brands.

What can our inside sales teams do for you?

Infinity provides go-to-market strategy and sales execution to clients who outsource inside sales. We apply our Buyerlytics® system to help admired brands get customers and keep customers in the small-and mid-sized business marketplace.


Exceed Your Sales Targets—on Budget?

 Exceed Your Sales Targets and Grow Revenue

Exceeding your sales targets and growing revenue might sound difficult, but at Infinity, it’s kind of what we do.

Infinity provides our clients with go-to-market strategy and sales execution. By applying our Buyerlytics® system, we help some of the most admired brands get customers and keep customers in the small and mid-sized business marketplace.

And in our most recent ebook we outline how Buyerlytics® grows revenue. Download “The New 100%” ebook from our downloads page here:

Gain the Power of Buyerlytics®

Buyerlytics® is Infinity’s proprietary revenue system for developing go-to-market strategy and executing sales campaigns. It’s the foundation of all that we do and the key to how we systemize success in outsourced inside sales for our clients.

In our new ebook, we will discuss Buyerlytics® and show you how we implement the four components—strategic relationships with clients, sales execution, data and analytics, and talent strategy—to lead to big growth for our clients.

One example we’ll share in the ebook is a 133% increase in revenue in quarter one year-over-year!

Stay Within Budget

We also share how this growth is possible within your current budget. At Infinity, we are confident that we can out-perform your current team. So much so, that we offer a Champion/Challenger Test. We will work with your company’s leaders to develop a go-to-market strategy that Infinity will implement. We always out-perform the lowest 25% of current performers—and we expect to out-perform your top sales people too!

Define “The New 100%” Sales Target

What to know more?

Download “The New 100%” ebook from our downloads page here:

Want a personalize consultation about how we can implement our proprietary revenue engine, Buyerlytics®, to exceed your company’s sales targets? Let us know.

Company Wellness Plans and Competition

With the requirements of the Affordable Care Act (ACA), and many small businesses having to purchase group insurance for the first time, many companies are now employing company wellness plans. Under the ACA, employers are allowed to “increase cost sharing for health coverage by 30% for employees with health risks and 50% for smokers, if they offer a wellness program.”

There are two main types of programs – but which one saves the most money? Furthermore, how can companies increase employee participation in these wellness plans?

How do the company and employees participate in a way that is cost-effective and mutually beneficial?

Company Wellness Plans and Competition 1

Wellness Plans

There are two main types of wellness plans: lifestyle and disease/condition management.

Lifestyle Plans

The lifestyle plan is the most common. These programs are usually structured around physical well-being, involvement in the community, and challenges with incentives: weight loss, for example.

The idea behind these types of programs is to gradually change the company environment by encouraging healthier lifestyles for employees. In the long run, the goal is for the company to save money due to people not calling in sick or developing major health problems due to unhealthy living.

Disease/Condition Management Plans

Disease and condition management plans directly tie into the group insurance program. This concept is based on staying healthy and managing existing conditions like diabetes or heart disease. A team of nurses conducts yearly physicals and reminds people when it may be time to see their physicians.

The incentive is a much lower insurance rate and is based on the “score” of the physical. Those who qualify as “well” receive significantly lower rates than those who don’t, and choose not to get better.

Which Plan is Best?

Disease and condition management plans will save companies the most money in the short-run. The lifestyle plans tend to lead to better outcomes over the long run. Then which one is the best?

Well, combining the two seems to be the right way to go.

Studies have found that comprehensive wellness programs that employ both lifestyle change and disease management lead to higher participation and positive outcomes. This is due in part to the types of incentives and penalties encompassed in a comprehensive plan. It also is due in part to the Herd Mentality. Disease management programs are great for saving money, however, when coupled with a lifestyle plan, it can save a company culture.

Company Wellness Plans and Competition 2

Drive Participation By Making a Healthy Competition

People are competitive. This is no clearer then when on a sales floor. Sales people compete with each other, other teams, and themselves. Incentives based on “wellness points” can greatly increase participation in the comprehensive program. When focusing on all types of wellness, the company can design a program with challenges and contests to get employee buy-in.

Employees who are actively challenging themselves and earning points start to see benefits like: water bottles, salad shakers, bags, 1 hour of PTO, lunch, all the way up to tickets to a sporting event or a drawing for a prize at the end of the year.

What they get will not go unnoticed by their colleagues. The “I want what they’ve got” mentality will light a fire.

When employees are receiving a huge break on their insurance premiums and striving to meet the challenges set before them in a well-rounded wellness program, the sky is the limit on what they can accomplish and morale can greatly increase.

When employees believe their company actively cares about their health and well-being, they start to care more as well. When they see their leadership, managers, and colleagues all reaping the same consistent rewards, a sense of belonging won’t be far behind.

Win-Win-Win in Insides Sales

Redefining Success in Outsourced Inside Sales with Revenue Sharing

This April, Infinity successfully transitioned all of our clients to a revenue sharing model. It’s made a big difference in the results for our clients, our account executives, and our company. Now we design all of our pilot programs with an eye toward scaling for revenue share.

At Accelerate 2016, I’ll present a case study of how we increased revenue for one client by 133% quarter one year-over-year.


While that’s an amazing success story, we’re finding that the revenue sharing model is redefining success for all of our clients.

What’s So Different About Revenue Sharing in Inside Sales

Typically, when you outsource inside sales, you have to pay an hourly rate per sales person, and that rate remains stable regardless of whether they are a high or low performer. Before we transitioned to revenue sharing, we found that this structure didn’t really ensure the best results for clients. When sales were low, our clients’ costs were the same. When sales skyrocketed, our people didn’t have incentive to keep performing or stay in their position.

With revenue sharing, there is total alignment of goals between our clients, our sales team, and our company—it’s really a win-win-win scenario.

Win #1: Life-Changing Opportunity for Our Sales Team

Once we implemented revenue sharing, we redefined our performance culture. Now our account executives have a business owner mentality and see their personal success tied to their results at work. This kind of position can be a life-changing experience for our account executives in the short-term with increased commission structure, but over the long-term with our career pathing strategies.

Win #2: Redefining 100% for Our Clients

At Accelerate 2016, I’ll talk about one example of our client’s success with revenue sharing.

We’re literally redefining 100% of goal for our clients.

Win #3: Investing in Our Continued Improvement

Infinity is committed to the continued success of our clients, our sales teams, and our company. We have made investments in our quality and training functions in our sales development team, expanded performance and campaign analytics, and have revamped our talent acquisition strategies to pull in high-skilled account executives. By reinvesting in our company, we can continue innovating and redefining 100% for our clients.


If you want to hear more, I’ll be at #Accelerate16 and SiriusDecisions #SDSummit.



Don’t Let the Headsets Fool You

3 Big Differences between Call Centers and Inside Sales Agencies

Walk into an Infinity office, and you will see groups of our account executives wearing headsets, on phone calls. It may look like a call center, but looks can be deceiving.

Call centers can be great when sales come from playing the odds, those situations when having many telemarketers placing many calls is all you really need for sales success. An inside sales agency like Infinity doesn’t have to rely on odds for success.

We gather insights and apply these to our campaigns to ensure success.

1. Inside Sales Agencies Have Highly Trained, Dedicated Account Executives

At Infinity, account executives undergo a four-week, two-level training and certification program to ensure they are fully on boarded. In those first weeks, account executives receive product training, systems training, and intense sales acumen. Following initial certification, they work with the sales development team to outline individual development plans.

And because account executives sell one product, every calibration, review, and training touch point is tailored to helping account executives improve sales techniques specific to the product they’re selling.

Compare that to a call center, where a telemarketer receives little training and may have several scripts on several products throughout the day. Any feedback they receive would be most applicable to only a small portion of their sales calls during the day.

2. Inside Sales Agencies Have Systematic Ways to Predict Success

In an inside sales agency, you don’t need to play the odds, when you can predict the future. Using Buyerlytics™, Infinity constantly benchmarks and monitors campaign performance.

Having these insights means that we can introduce incremental changes and test segmentation strategies on an on-going basis to maximize overall key performance indicators throughout the campaign, setting our account executives up for success.

In a call center that bills hourly per telemarketer, this kind of attention to detail gets lost.

After all, why invest in constantly refining your process when you’re getting paid hourly per agent regardless of whether they sell?

This brings us to maybe one of the most important differentiators:

3. Inside Sales Agencies Offer Revenue Sharing

Because salespeople at an inside sales agency are dedicated, trained, and constantly improving, it opens the door for a revenue sharing model. Account executives receive a quota that pays for their seat, and they take home a percentage on every dollar of revenue they sell above that quota. Now account executives have incentive to go beyond the minimum targets set by clients.

When they do, they build the business of clients, the sales team, and themselves—a win-win-win scenario.

Want to see what our sales agency can do for you?