Sales Opening/Prospecting 
1. How to Sell Success Moves

2. Questions and objections that come up and how to respond.

3. The GRIP product explained
4. The Interview Process Day product explained
5. How to Network and Prospect at an EXPO or trade exhibition.

How to Sell Success Moves Sales : Core Instructions for New Consultants

Your goal on every call is to create trust, gather intelligence, and position our unique recruitment solutions in a way that matches the prospect’s priorities. Before you make any practice calls to our AI voice agents, you must understand the following foundations.

1. Understand Our Two Core Recruitment Products and get excited about them.

a) IP Day – Interview Process Day

This is our flagship solution for companies needing multiple high‑quality salespeople quickly.

• We host a full assessment day in a four‑star hotel.

• The room is filled with pre‑qualified candidates.

• Our presenters run them through challenging sales exercises.

• The client can immediately identify the elite performers and remove the unsuitable ones.

• Candidates value the offer more because they have worked hard to earn it.

• Pricing: can be a fixed fee, but usually a recruitment fee per hire.

• A deposit of £3,000 is paid upfront.

This dramatically reduces time‑to‑hire and gives clients a genuine A‑Team selection process.

b) GRIP – Guaranteed Replacement Interview Programme

This is our simplest and most popular product.

• Instead of a typical recruitment fee (e.g., 20% of salary with a short rebate period), GRIP spreads the cost monthly.

• Typical terms: 6 or 12 months.

• Two versions:

• GRIP (retained) — one payment upfront.

• GRIP Contingency — one payment after placement.

• Clients love it because it removes risk and gives them predictable cost and guaranteed replacement.

c) AI Support (Optional Add‑Ons)

We also offer AI tools to accelerate performance:

• AI Inside Sales Agents for inbound enquiries.

• AI outbound openers.

• AI training tools to improve the success of placed candidates.

These are valuable additions but remember: we are a recruitment company first. Lead with recruitment, then add AI as an enhancer.

2. What You Must Do Before Every Call

• Research the company: size, sector, recent news, hiring patterns.

• Identify the correct decision-maker.

• Prepare 3–5 intelligent questions that show you understand their world.

• Know our products well enough to explain them clearly and confidently.

This preparation allows you to tailor your approach and sound credible from the first sentence.

3. What You Must Do During the Call

a). Build Rapport. Show genuine interest in their company.

Examples:

• “How long has the company been going?”

• “What are your growth plans for this year?”

• “How is your sales team structured at the moment?”

People enjoy talking about their business. The more they talk, the more they trust you.

b). Mirror Their Communication Style

Match their pace and tone.

• If they are direct and time‑stretched, be concise.

• If they are relaxed and conversational, allow space for dialogue.

This builds subconscious alignment.

c). Gather Key Intelligence

You must extract the following early in the call:

• Size of their sales team.

• Revenue and growth targets.

• Number of salespeople they want to hire.

• Profiles required (internal sales, field sales, SDRs, etc.).

• Urgency and hiring challenges.

Knowledge is power. Your proposal later must reflect what they said matters most.

d). Handle Objections Confidently

If they say they have used recruiters before:

• Explain how GRIP removes risk with guaranteed replacement.

• Explain how IP Day dramatically cuts time-to-hire for multiple roles.

• Reinforce that we specialise in sales recruitment and deliver elite performers.

e). Introduce AI Only When Relevant

Position AI as an optional performance accelerator, not the main product.

Example: “We can also support your new hires with AI Inside Sales Agents to handle inbound or outbound activity, if that would help your growth plans.”

f). Close for a Teams Meeting

Your objective is not to sell on the first call. It is to secure a follow‑up meeting.

Say something like: “I would recommend we set up a short Teams call. You’re welcome to bring a colleague, and I will bring senior management so we can tailor a plan for you.”

g). Pass to Your Team Leader When Needed

If the prospect asks for more details or wants to explore options, your team leader will join the follow‑up call.

4. How to Use What They Tell You

When they answer your questions, reflect their priorities back to them.

Example: If they say they want:

• candidates quickly

• an A‑Team

• people with industry experience

Then your proposal should emphasise how our unique product dovetail perfectly with he needs.

5. Your Three Main Offers (In Order)

1.            GRIP — safest, simplest, lowest‑risk recruitment model.

2.            IP Day — best for hiring multiple salespeople quickly.

3.            AI Agents — optional add‑ons to boost performance.

38 Success Moves Sales Objections with suggested responses.

1. “How do I know your candidates are actually better than what we can find ourselves?”
We headhunt using latest AI tools that we have developed ourselves to the passive as well as the active market. And we guarantee results

2. “What’s different about your recruitment model compared to traditional agencies?”
Traditional agencies send CVs from job boards. We design our service bespoke to the client and support placements with AI tools for lead generation and training to sell your specific products.  We also charge on results.

3. “How do you filter out time‑wasters?”
“Our Interview Process Day is designed specifically to remove time‑wasters before they ever reach you. We run the entire recruitment campaign in one focused day at a hotel, and to deliver around 25 strong candidates, we deliberately invite and confirm double that number. We know from experience that roughly half will naturally filter themselves out through the preparation steps, confirmations, and attendance requirements.

The result is simple: you only meet committed, motivated candidates, and you do not spend a single minute dealing with people who are not serious.”

4. “What’s your guarantee if the candidate doesn’t perform?”
Our GRIP contract replaces them at no additional cost. Our Sales Partnership Contract charges a percentage of sales results. We call it risk reversal.

5. “How quickly can you get people in front of me?”
An Interview Process Day is 3 weeks to market to attract applicants.  Candidates Individual placement is 24-72 hours. Our pipeline is always active, so you are not starting from zero.

6. “Do you specialise in my industry or is this generic?”
We have worked in your industry previously. We specialise in salespeople who thrive in fast‑growth environments. That is the real requirement. Industry knowledge can be trained, which we can add to the package, mindset, attitude, and money hunger cannot.

7. “How do you assess whether someone can actually sell?”
On our Interview Process Day they must perform live and pass several role play exercises.  We put them into live selling scenarios. You see how they think, communicate, and handle pressure.

8. “What’s your retention rate like?”
Very strong, because we focus on mindset, not just experience. That is why we give guarantees. Please also bear in mind the biggest factor of retention is the management, products, and training etc of the placed company. Although we also advise and directly help with that.

9. “We have an internal HR term that does all of our recruitment.”
HR is brilliant at policy and people management, but sales recruitment is a race. The company that moves fastest wins the best people.

Most HR teams simply do not have the time to run a high‑volume, performance‑based sales assessment. They end up relying on agencies anyway, which slows everything down and increases cost.

Our Interview Process Day compresses the entire recruitment cycle into one day. You see real performance, not CV claims, and you hire faster than your competitors. HR stays involved, but you gain a commercial advantage.

10. “What exactly happens on the Interview Process Day?”
You see candidates perform live and choose the best. We run structured tasks that reveal attitude, communication, resilience, and coachability,  the traits that predict sales success.

11. “How many candidates typically attend and Interview Process Day?”
25. We typically would make sure we have at least double that number confirm attendance that we have already filtered. The half that show up are the better half already.

12. “How do you ensure quality over quantity on an Interview Process Day?”
Eliminate after each role play through the day.

13. “Do I need to be present for the whole interview process day?”
On first one yes. We do all the work. And after each role play, we need to know your thoughts to become more experts on the finer points you are looking for.

14. “What if none of the candidates are suitable?”
Then we run another day at no extra cost. We guarantee your satisfaction. You only hire when you are confident.

15. “How do you stop people just performing well on the day but failing later?”
We test consistency, not one‑off performance. Multiple exercises reveal patterns, not moments. We asses them from th moment they arrive at the venue.

16. “How does this save me time compared to doing it myself?”
Recruit a team, on one day. No drip feeds of interviews and second interviews neither of which are effective sales assessment techniques.

17. “What is GRIP and how does it work and benefit me?”
“GRIP — our Guaranteed Replacement Interview Programme — gives you a clear, predictable spread of fees and a guaranteed period of replacement support. You can choose GRIP for 6, 9, 12 or even 24 months. You gain cash flow spread and confidence you will not be charged re-recruitment fees in the event of drop outs.

You simply pay one month at a time, starting in advance. If a salesperson drops out or fails for any reason during your GRIP period, the contract pauses immediately and we replace that person at no additional cost.

Whichever GRIP term you select, you are guaranteed a full period of service and replacement cover for that entire duration. It gives you certainty, continuity, and complete protection on your sales hires.”

18. “Can you recruit  a remote results rewarded sales team?”

“Yes, we call it our Sales Partnership Contract if the commercial offer is genuinely attractive. Commission‑only works brilliantly when the product already sells, has healthy margins, or generates repeat orders. That gives the salesperson the confidence that they can earn serious money.

Once we are convinced the opportunity is strong, we can build a commission‑only remote team for you and enhance the package with AI‑powered training tools tailored to your product. We can also use our AI systems to generate leads, so your team always has warm prospects to speak to.

There is a setup fee for the infrastructure, but most of our model is results‑based. We can even handle payments directly to the salespeople if you want a completely hands‑off solution.”

19. “Can you work entirely on percentage of results?”
No. To do the job properly we have set up and direct costs depending on the complete package. We also need commitment for our clients.

20. “Where do your leads come from?”
We use advanced AI‑driven lead‑sourcing platforms that scan LinkedIn and the wider internet to identify, filter, and enrich data based on your exact Ideal Customer Profile. Once we know who you want to target, our system builds highly accurate, up‑to‑date prospect lists for your sales team.

Beyond that, our AI can also run follow‑ups, opening emails, and even AI agent outbound calls to warm up prospects before your team speaks to them. We can also create eBooks and other lead‑magnet content to support your campaigns.

So, you are not just getting data, you are getting a complete AI‑enhanced lead generation engine.”

21. “Are these leads exclusive to us?”
Yes. Once we build a list for you, it is yours alone.

22. “Do you provide emails, phone numbers, or both?”
Both plus company details, LinkedIn profiles, and decision‑maker roles. Plus, any data enrichment you require. Capital raising, searching for offices, in the news, etc

23. “Can you actually find good people willing to work commission‑only?”
Yes and in fact, many of the strongest salespeople prefer commission‑only because it gives them far greater earning potential. They are not limited by a fixed salary structure that funds non‑productive staff. They want to be rewarded purely on performance, and commission‑only gives them that freedom.

It also gives them more job security, not less. Top performers know the truth: the illusion of a basic salary disappears the moment someone is not profitable. In a commission‑only model, they control their own income and are never at risk of being let go simply because they are carrying overhead.

The key is that the offer must be commercially strong. When the product already sells, has healthy margins, or generates repeat business, entrepreneurial salespeople see it as a genuine opportunity. These are individuals who think more like business partners than employees.

When those conditions are in place, we can attract high‑performing, self‑motivated people who thrive in a results‑driven environment and want uncapped earning potential.”

24. “Do you help onboard them?”
Yes. We provide onboarding frameworks, so they start fast and stay engaged.

25. “Why do you charge a deposit?”
“We charge a deposit because we start working immediately and commit real resources from day one. There are direct costs, specialist time, and a bespoke campaign to build and we prioritise clients who are serious about moving fast.

The deposit simply secures your project and locks in our commitment. It ensures momentum, removes delays, and guarantees that your campaign gets the full attention it needs to deliver high‑quality salespeople. Without that upfront commitment, no recruitment partner can operate at the speed or standard required.”

26. “Can we pay after we hire someone?”
We can operate on a contingency introduction only basis.  There is no bespoke work or support services. Frankly, our GRIP contract would be much better value for money, cash flow, and less risk. So, no-one has chosen this option.

27. “What makes your sales training different?”
Our training is built on educational expertise. The company was founded by a qualified teacher who has also published several sales training books on Amazon. So, the methodology is structured, proven, and designed to create measurable behavioural change, not just motivation.

We also integrate our own AI‑driven training tools, built specifically around your product and sales process. Your team does not just learn theory; they practise live, receive instant feedback, and improve in real time.

And unlike traditional trainers who charge for hours spent in a room, we charge on results. You are paying for performance improvement, not time on a clock. That is why our clients see faster adoption, stronger consistency, and commercial impact.”

28. “Do you train my existing team or only new hires?”
Both. We strengthen your current team and ensure new hires start strong.

29. “How do you tailor training to my industry?”
We analyse your product, market, and sales cycle, then customise the training so it fits your world exactly. We can incorporate your materials.

30. “I am too busy, can you call back later?”
Of course.  I will send you something valuable now and ring you next week.

31. “I am not interested.”
I understand — but let me be direct. Every founder who initially said ‘not interested’ changed their mind once they saw what we are doing with AI‑driven sales performance. This is one of those things you do not want to miss. I will send you a 30‑second overview now if it is not relevant, delete it. If it is, we will speak next week.”

32. “We don’t have a budget.”
I understand  and that’s exactly why companies use us. We help increase sales performance without adding fixed salary costs. Once revenue increases, budget stops being the issue.”

33. “Send me some information.”
Absolutely. I will send you something valuable now. Just so I send the right thing, what specifically would be your most important challenge sales wise now?”

34. “We already have a supplier.”
That is great, it means you value sales performance. We are not here to replace anyone; we simply give you an advantage they cannot. Let me show you how we complement what you already have.”

35.  “We’re doing this internally.”
Perfect internal teams are essential. What we do is the part internal teams rarely have the bandwidth for: high‑speed sourcing, performance‑based assessment, and AI‑enhanced training. It strengthens what you already have.

36.  “We tried AI in sales before, and it didn’t work.”
I hear that a lot — and it usually fails for the same reason. Most companies hand AI projects to technical people who think sales is just uploading a brochure into an AI agent. That approach always collapses because it ignores the psychology, structure, and commercial reality of selling.

Our system is completely different. You do not have to learn AI or build anything yourself  we do everything for you. AI to generate leads, AI to train your team, AI to recruit salespeople, and AI to manage accounts. All built on frameworks that are already working in real companies.

And because we believe in the system, we charge primarily on results. The risk sits with us, not you.

37. “We’re not hiring right now.”
That is fine, in fact, it means I have caught you at the perfect time. Whether you are hiring or not is not the issue. The real question is: would you like more sales?

We place commission‑only, remote salespeople who do not need office space, salaries, or overhead. After a small setup fee, everything is results‑based — they are paid on performance, not payroll. So, you do not need a hiring budget, you do not need desks, and you do not need headcount approval.

This is not traditional recruitment. It is a way to increase revenue without increasing fixed costs.”

38. “We don’t work with agencies.”
That makes sense, traditional agencies are slow and expensive. We are a performance partner: fast, AI‑enhanced, and results‑driven. Let me show you the difference.

The GRIP Recruitment Service

Success Moves offers two tailored individual recruitment solutions: Retained (GRIP Retained) and Contingency (GRIP Contingency). Both options include our GRIP Contract — a guaranteed replacement and flexible payment plan for a fixed monthly period, which protects clients cash flow and removes the risk of candidate dropout. Payments pause while we source a replacement, and when a termination occurs the client becomes a priority with a dedicated lead focused on delivering a replacement quickly. This offers a lot of value to clients and is popular.

How the GRIP Contract works (Guaranteed Replacement Interview Programme)

• Replacement guarantee. If a placed candidate leaves within the agreed period, we replace them at no extra placement fee.

• Flexible payment schedule. Choose GRIP 6 (six-month term, split into six payments) or GRIP 12 (12-month term, split into 12 payments). Other periods available.

• Payment freeze during replacement. Monthly payments stop while we are actively sourcing a replacement.

• Priority resourcing. Clients with an active replacement request receive a dedicated lead and accelerated resourcing until the role is filled.

• Pricing rationale. GRIP pricing reflects the extended guarantee, increased placement risk, and market inflation.

GRIP Retained. Premium service (recommended)

Recommended as more service and guarantee for less cost)

Structure and payments

• First payment taken in advance; second payment after the first month of service.

• Retained model secures priority resourcing and exclusive candidate outreach.

• Priority client status, faster turnaround and dedicated senior lead.

• Exclusive candidates and search programme, candidates sourced for you will not be submitted to other firms.

• Culture and best fit assessment, bespoke profiling of client firm’s culture and selling points to attract the right hires.

• AI-enhanced headhunting, targeted outreach via filtered databases using email, SMS, voice, and human-first contact.

• Thorough candidate vetting — reference checks (always good for lead generation), cultural fit assessment, strengths/weaknesses, personal goals; optional video interview summaries and candidate assessment reports.

GRIP Contingency — Performance-based option

Structure and payments

• Choose GRIP 6 or GRIP 12; billing begins on the candidate’s start date.

• We prefer GRIP for Accountancy and Technical positions rather than sales where the drop out rates are far higher.

• Contingency is competitive with other agencies but includes our GRIP guarantees and premium support options, which is reflected in the fee.

What you get

• Full access to our candidate pool and AI-targeted search.

• Replacement guarantee and payment freeze while we source a replacement.

• Option to upgrade to retained-level services for exclusivity and priority.

GRIP Retained Offer: There is a 20% discount on GRIP 12 and 20% on GRIP 6 if whole contract paid upfront. Replacement Guarantee still for whole period.

You can even sweeten the deal by offering that they pay on credit card. This gives us cash immediately and them 6 weeks to pay which they can further delay if they pay the with credit card bank interest.  For sales people this make sense as they can have a sales income from the person placed potentially making it self-financing.
 

The GRIP Retained contract benefits you as it locks in the client to use us exclusively.  For just one payment we could have cut out 3 to 6 other agencies sending people which makes the deal many times more profitable. Althoough you wait for your commission you are charging them more and the small monthly fee is a lot easier to sell. 

Pricing examples (illustrative)
Example: for a hire on a £20,000 pa salary the above monthly fees apply pro rata.

So double for a £40,000 salary and so on.

GRIP Retained               6 Months          £650 per month

GRIP Retained               12 Months        £325 per month

GRIP Contingency      6 Months          £700 per month

GRIP Contingency      12 Months        £375 per month

The Interview Process Day Explained
To attract and secure the best, motivated productive sales and marketing professionals we utilise in most assignments our unique and copyrighted Interview Process Day, all included in the recruitment fee. Please see below for why a prospective clioent must seriously consider this option if you have high growth ambitions and want the top 1% of sales and marketing professionals in your team. Make no mistake Success Moves Sales is for those companies who want to secure the best people long term and stream ahead of their competitors.

The Advantages of Recruiting through our Interview Process Days are significant.

We carry out fast but essential set up foundations, making sure all is ready to ensure we recruit the top 1% and they are consistently productive and profitable with our client. It includes various key foundational work.

A Typical Interview Process Day. (IPDay)
We invite thirty people to a hotel venue all of whom confirm their attendance, 15 arrive. It is usually held on a Saturday, and we put candidates through various role plays and reject throughout the day.  You get the best, the winner(s) at the end of the event.  All interviewing is done on one day saving you substantial lost time and expense. As an option we can send a shortlist to a meeting in the office the following Monday to meet other partners. We emphasise that the winner(s) will be very ‘fired up’ and it is important to get them started asap.

We filter for people who can start immediately. After applying to adverts we send them to a more detailed job description. This will also include a video on the opportunity and an earnings matrix of ‘below’ and ‘above’ average performers in year one month by month.
 

A Plan for your Recruitment Day (The day is run in a 4 star hotel)

Outline of a Recruitment Day 

10:30 – 11:00 Registration
Applicants arrive to register.  They must sign our disclaimer to behave respectfully, confidentially, and honestly.  We verify identity. Whilst waiting to start we observe how they behave.  Who can mingle with others naturally?  Who are the leaders?

11:00 – Presentation by us first
We talk for 30 minutes to the group about the role, the company, the job.  Focus on the job pressures.  Paint a realistic picture and talk about the work, dealing with challenges, commitment until success is achieved.  We put off the weak and those who are thinking of trying their best. This saves you considerable time repeating the same message to everyone individually.

Then break for just 5 minutes and we invite anyone to drop out.

11:45 – Personal Presentations
We invite each person to make a 1-minute presentation.  You will see their confidence, (although interview nerves can be a positive thing), clarity of communication, persuasiveness, personality and how well they have listened to the previous talk and can use it in theirs.

12:15 – Team Leadership Role Play
We design an exercise where they must in a team present as a group and sell to the audience a similar product to that of the client.  You will immediately see the strong leaders when you ask them to form into 3/4 groups of their own choice.

Following the now two role plays, we add up the scores and reject those with lower scores.  We announce the rejections  in the nicest way as possible.

Those that remain are feeling naturally good whilst aware that the competition is increasing.

We take just a half an hour lunch break.

13:30 – Sales and Marketing Training (Optional and Geared to Role)
We give a basic training related to the job being recruited for.  Following this we put all applicants in a circle.

14:00 -15:30 Individual Sales and Communication Skills Role Play
We place all candidates in a circle. Invite them one by one to enter the circle and pitch a product that we state, to everyone around them. If no sales, they are out.  They must do the whole sales process. Get attention, establish rapport, identity someone with a need, open, objection handle, close. We also look for creativity, energy, passion, and determination to succeed. This exercise tests the sales skills thoroughly, which is also relevant to Marketing professionals.

Following this exercise, we again reduce the group size.

You now have an elite group of people, winners, who have proved that they can sell and are very motivated to win the job offer.

16:00 – Individual Interviews
You now have a select motivated group who want to pass to the last stage and win the offer.  We interview them with you, one by one. Before this we speak to the remaining elite as a group, to cover all the questions that they would all ask to save time.  This keeps the interviews short.

17:00 – Offers and Acceptances
Make final offer and starting decisions after reviewing all candidates.

The client will have an elite team, who greatly value your offer and are determined to make every effort towards success.

If your client wants productive high performing motivated sales and marketing professionals, this product will put them ahead.  

Your Recruitment Day – A better way to recruit

The process is simple, although there are many highly efficient processes to make it cost effective and efficient in delivering results.

Say you want to recruit between 1 to 6 sales and/or marketing people to add to your team to fuel expansion. Sales and profit growth.

First makes sure you have administration, marketing and sales support all in place for your new team to secure and amplify their productivity.   We will  now need to mass market through an automated system to trawl in a large group of applicants.  We filter by adding pre-qualifying questions in our adverts then direct appropriate applicants to a comprehensive job description, including multi media.

We also use recruitment funnels and AI enabled headhunting on Linkedin where it is easier to attract an appropriate audience.   This is a filtering and selling tool that is essential.  This job description also might give them recommended reading and pre-interview preparation tasks. We always ask them to confirm attendance.  On average even having confirmed only half will show up, the better half. To get a group of 15 we target 30+ confirmations.  All  of this is automated and can be re-run to keep building your remote or office based team.

Our process involves a lot of initial set up work and ensuring all the support services are in place. All interviewees are processed on the one day.  No drip feed over weeks of people coming in to see you once, then back again. No wasted time on ‘no shows’.
 

Where do we get candidates from?
a) Our own databases from previous contacts.  Including our own personal networks and followers.
b) We have built a self-employed sales community. We have done this on Facebook, Linkedin, YouTube and thorough our websites.
c) Recruitment advertising, chatbots and funnels on Facebook and Linkedin.
d) Community building programmes on Facebook and Linkedin usually offering free eBook downloads to build a self-employed sales community.
e) Job board and other media advertising. Buy in adverts in bulk from a media buyer.  As a bulk recruitment industry buyer we pay a fraction of retail prices. We have experts for copywriting and who know  the optimum days/times to publish.  We place multiple headings to match the variety of search criterion candidates use.
f) CV database email marketing
g) Exhibitions, events and giving talks
 

How long does it take to recruit?
Allow 2 weeks to gather a group together before your Recruitment Day. Then make offers and conclude acceptances on the day. Always start them as soon as possible.

Can you include selling exercises using my products?
Yes, In designing group and individual role plays we will use your own products and sales scripts.  You need to see them live as if working for you.  As well as increase your ability to judge it will also increase their reality of what the job entails.
 

Information you need to establish before you start.

Tips on how to network to win hot prospects at an EXPO.
The most important things is that success at EXPOs is about Networking not Selling. You need to understand the difference. The secret of Networking success can be summarised in two words. “Givers Gain”. You are looking to get into their network not just pitch them. Networking is a process you should take part in before, during and after the EXPO. Like all recruitment success move fast.

1. Identify your ideal prospective customers

Study beforehand who the exhibitors of the event are, especially the companies you are most interested in. Who are their leaders? Connect with them now on LinkedIn and refer to the EXPO. Know what they will be interested in. Enter them on Nutshell and add notes. Use a highlight pen on the EXPO map so that you waste no time going to the key stands.
 

2. Set goals for the day
Focus on results. You are there for hot prospects to develop into customers. Wait until you have two hot prospects before you go for a coffee break. Another two before lunch. Never leave without at least six you believe you can convert.
 

3. Have business cards at hand
Take business cards which must be printed with a clear promotion on the back. “Get A GRIP: Recruitment with 12 months payment spread and replacement guarantee” Or “We build sales team fast in any country”. You also must include your LinkedIn address which you have personalised. Collect cards and send a connection request on your phone as you are talking to them. 
 

4. Make your approach
No time to linger, delay or be shy. Do not wait for them to talk to you. Exhibitors are there to be talked to.

a) Mirror them. Then say hello my name is XXXX. Tell me about what you offer? Develop rapport, trust, and have a genuine interest in what they are doing.

b) Let them do all the talking. Ascertain if and where the opportunities for Success Moves might be. You want to make them a trusted friend. Think about how you can help them and they will think about how they can help you.

c) At some point they will say, “And what do you do?”
Respond. We help growth companies scale by building them a high-performance sales team fast. Often with a 12-month payment spread and replacement guarantee”. Remember they have a stand and are there to win new sales and we can help them, perhaps by helping them get more customers. If they are a Director this will be interested. Talk like an educator not a sales person. If they are an employee find out the key contacts and best approaches.
 

5. Join in speed networking events and avoid seminars.
Seminars are non-productive, noisy and burn precious time, and whereas you get to know the talker, they do not see you. Pointless waste of time. Instead sign up for speed networking. You will get one minute and then move on.
 

6. Give out your card and say.
“Hi I am Alex We help growth companies scale by building a high-performance sales team fast.  Often with a 12-month payment spread and replacement guarantee. That is all. Do not add to this, let them speak. Ascertain if they are a good prospect or not. Those that are not put their card in a different pocket. To the valuable ones and make a LinkedIn connection request immediately after the event from their card.
 

7. Talk to your neighbour 
When you sit down for a coffee or lunch break, talk to the person next to you. Business people always open to a friendly hello. Might just be a good contact.
 

8. Listen more than talk.
Networking at trade shows involves being warm, without being intrusive and over the top, maintaining an open attitude, being ready to listen, asking questions and demonstrating a genuine interest in the other person. If you are interested, they too will be interested. Offer them help.
 

9. Qualify then stay talking or move On.
If you talk to someone interesting and nice but not a prospect or likely to have useful contacts, grab a few free sweats plus pens and move on. Time is key to hit your goal of 6 hot leads from the event.
 

10. Use the learning. 
Talking with the movers and shakers at an EXPO will get you up to date in what is happening in your niche faster than any other activity. That will happen anyway so keep to your hot prospect target.
 

11. Follow Up.
After the event follow up.