BDR Training Flashcards
MEDDPICC
METRICS
ECONOMIC BUYER
DECISION CRITERIA
DECISION PROCESS
PAPER PROCESS
IDENTIFY PAIN
CHAMPION
COMPETITION
Employer of Record (EOR)
Allows customers to hire globally without setting up an entity, lifting the burden of global hiring, benefits, onboarding & offboarding, payroll, corporate tax, HR matters, M&A, and compliance.
Support
Team of Legal and HR experts for questions specific to region
Dedicated CSM to guide through platform and product support
24/7 Live Agent Support/Help Desk
GIA, G-P’s very own AI platform
“Best in Class” Partners
We have partnerships with reputable companies, utilizing the expertise in their fields, that integrate seamlessly within our platform.
ADP, UKG, Workday, Greenhouse, Paychex, TriNet,
Competitors
Deel
Remote
Velocity
Papaya
Oyster
Safeguard Global
Rippling
Atlas
Omnipresent
Horizons
Required Questions
HQ?
Expanded before?
Country?
How many employees?
Full time?
Title?
Salary?
Start date?
Current payroll provider or recruiting system?
Timeline?
OO: COST
Customers have seen significant ROI by eliminating having to set up local entities.
Minimizes risk of hefty non-compliance penalties.
I understand that budget constraints can be challenging. Can we talk a little bit more about some of the reasons you initially had when choosing to explore an EOR? Often, the ROI from our solution can justify the initial investment. Happy to share case studies of customers who were initially hesitant as well.
OO: COMPETITOR
What sets us apart?
Cutting-edge technology
Unmatched, multi-faceted customer support
Comprehensive, in-region support
Technology integration with reputable companies
96% Customer Satisfaction Rating
“Yes, our competitors are proposing an all in one model. That can certainly help smaller teams but we just don’t see a provider with the best version of all of these offerings, which is why we partner with such reputable companies, utilizing experts in their field since they are technically ADP employees, allowing you to seamlessly integrate your existing payroll into our EOR. It all boils down to the fact that you’re going to end up with an ok version of a lot of things. The alleged “time you save” in all in one platform is negated by all the time you spend trying to get in touch with support that uses LSP’s, so definitely something to consider.”
Your mentioned your company is growing rapidly. We find many of our clients coming from an all in one platform are switching because it wasn’t supporting their growth.
Data Security
We adhere to the highest standards of data security and privacy. Our platform uses state of the art encryption and security protocols to protect your sensitive information including SOC I, SOC II, GDAP, ISO27001. I’m happy to provide more detailed documentation on our security measures.
OO: LACK OF NEED
Futureproofing: Even if an EOR might not seem necessary at the moment, having a partner ready to help scale quickly and efficiently is paramount in easing any future expansion plans.
Would you mind walking me through your current processes in more detail? Companies sometimes discover that having an EOR can solve problems they didn’t even realize they had, such as hidden compliance risks or inefficiencies in managing international payroll.
OO: PREFER IN HOUSE
Our EOR solution doesn’t take control away from you; instead, it enhances your control by ensuring that all international HR processes are handled in compliance with local laws, rather than dealing with the administrative burden.
We work closely with your HR team to ensure that all policies and procedures align with your company’s standards and culture. You maintain oversight, while we handle the complexities.
OO: ALREADY INTERNATIONAL
How do you manage your international employees/hires?
Do you have entities of your own in all the countries you have a presence?
Were you involved in the entity setup process?
How did you go about navigating that expansion?
How long did it take for you to fully operate in international countries?
What was the main challenge when setting up your own entity?
Have you experienced any challenges with global payroll, benefits, or compliance?
Are you planning to expand to new countries?
OO: WANTS ENTITY
Are there any challenges you anticipate or are currently experiencing in setting up an entity on your own?
I understand that your ultimate goal is setting up an entity. As I’m sure you know, that process can be costly and time consuming, not to mention the administrative and legal burdens. Why not get started with an EOR, remain compliant, cancel EOR once the entity is set up. We’ve had clients do this exact thing and saw a significant ROI by just using EOR. I’d be happy to share customer success stories.
Since you mentioned wanting to establish your own entity rather than using an EOR, I’m curious about your thoughts would be if we could assist you with the entity set through our advisory services, while getting your hire started in the meantime? Is this something you’d be open to?
What if we can expedite this process for you? You mentioned already having talent, and I’d hate to see you potentially lose them due to time constraints.
Active Listening Techniques
Mirroring
Paraphrasing
Respond with relevant follow up questions
Summarize
From everything we’ve talked about so far, is there anything that stands out most? or be most beneficial?
Responding to Negative Feedback
What are your main concerns from the reviews/feedback that you read through?
Address any misconceptions. Utilize case studies and success stories to demonstrate how we’ve helped other customers in similar situations, highlighting key differentiators and the value of our solution compared to competitors.
RECAP
Next steps
Confirm contact info
Summarize
GATEKEEPERS
Do you have any involvement?
Are you familiar with G-P, EOR?
Try to get direct line
PEO ONLY WORKS IF…
you already have an entity established.
RELOCATION/VISA (PARTNER)
Are you planning to hire employees currently residing in country?
Will they be requiring a VISA?
Will you be sponsoring their work VISA?
SUMMARY/WRAP UP
My suggestion would be to connect with one of our Global Growth Experts. They will be able to go into further detail about [RECAP MAIN PAIN POINTS] as well as show you around our EOR platform. What does your schedule look like in the next couple of days for a quick zoom?
Is there anyone else that i should include on the invite?
Confirm all contact info
Did you have any other top of mind questions?
Thank you again for your time, [NAME].
Please keep an eye out for the meeting invite and let me know if anything else comes up in the meantime.
Battle Card: REMOTE
Emphasize our years of experience and in-region support:
G-P founded in 2012, Remote founded in 2019
A lot of Remote’s entities are not fully operational and do not have the dedicated internal HR and legal experts to support professionals in-country, and therefore rely on local service providers to deliver the service.
If price is the only factor, then it certainly makes sense to go with Remote. But if there are concerns about customer and employee experience, they should consider if the cheaper price correlates to poor service.
Battle Cards: VELOCITY
We regularly hear reports of delayed start dates and in some cases, customers losing candidates because Velocity was not able to move quickly enough. No chatbot for employee queries and the platform is only in English.
