EX-Bigtech Sales - What Happens Next?

The badge looks great on a CV.

It signals experience at world-class companies, elite training, and exposure to cutting-edge tech. But in today’s job market, does that prestige guarantee a seamless transition into a new role? Not quite.

For Candidates: The Benefits & The Challenges

What Works in Your Favour?

? Instant credibility – Your past employer is a known entity. Hiring managers will assume you’ve worked with the best.

? Access to top-tier networks – Connections from Big Tech are gold in job hunting and deal-making.

? Rigorous training & processes – Structured sales methodologies and world-class onboarding give you a solid foundation.

? Name recognition with prospects – Customers will take your call if your email signature once said “Google” or “Microsoft.”

? Experience in large-scale deals – Having closed multimillion-dollar contracts, you bring invaluable negotiation skills to the table.

? A results-driven mindset – Success in Big Tech environments requires data-driven decision-making and high accountability.

?? Pro Tip: Leverage your network early. Reach out before you need a job and explore opportunities proactively rather than reactively.

What Works Against You?

?? Big name ≠ automatic hire – It’s a competitive market. Everyone is watching budgets, and prestige alone won’t get you a job.

?? The ‘Specialist’ Trap – Many ex-Big Tech employees were hyper-specialized. Can you thrive in a role that requires more adaptability?

?? Process vs. Agility – Startups and scaleups don’t have a playbook for everything. You’ll need to unlearn some of the corporate structure you were used to.

?? Comp expectations – Salaries and OTEs aren’t what they were two years ago. Be ready to adjust.

?? Cultural Fit – The environment at a smaller firm can be vastly different. Are you ready for less structure and more hands-on execution?

?? Pro Tip: Highlight transferable skills. Demonstrate how your structured experience can translate into the agility required in a smaller firm.

For Employers: Should You Hire Ex-Big Tech Talent?

Why They’re a Great Hire

? World-class training – These candidates come with a structured approach to sales, marketing, and operations.

? Credibility with clients – “Our new VP of Sales was at AWS for five years.” Instantly builds trust.

? Experience in complex deals – They’ve handled enterprise-level negotiations and know how to navigate long sales cycles.

? Process-driven mindset – They bring playbooks, discipline, and efficiency.

? Ability to scale sales teams – Many have experience managing large sales teams and growing revenue pipelines.

? International market understanding – If they’ve worked in global teams, they can navigate cultural nuances in sales.

?? Pro Tip: Set clear expectations early. Ensure they understand how your company operates compared to Big Tech environments.

Why You Should Think Twice

?? Adjusting to startup life – Can they operate without an SDR team, a big brand behind them, and unlimited resources?

?? Expectation mismatch – Ex-Big Tech employees might be used to bigger salaries, higher budgets, and more support.

?? Cultural fit – Some struggle with the shift from corporate structure to a leaner, fast-moving environment.

?? Over-reliance on brand – Can they sell without the weight of a trillion-dollar company behind them?

?? Bureaucratic mindset – Some may be used to lengthy decision-making processes that don’t work in smaller, agile firms.

?? Pro Tip: Look for candidates who have shown adaptability in past roles—those who have experience in both corporate and smaller, high-growth environments.

Key Considerations for Ex-Big Tech Candidates Moving to Smaller Firms

1?? Be adaptable – Startups and mid-size firms require flexibility, self-sufficiency, and a hands-on approach.

2?? Sell yourself differently – Instead of just listing past employers, highlight your ability to drive growth in smaller, less structured environments.

3?? Understand the new sales motion – Enterprise sales at Google is very different from closing deals at a Series B startup.

4?? Manage your expectations – There’s often less structure, smaller deal sizes, and a different pace to the role.

?? Pro Tip: During interviews, ask about the company’s sales structure, tools, and team size to assess the real scope of your role.

How EBAS Helps

At EBAS, we specialize in placing top-tier sales and marketing talent in roles where they’ll thrive, not just survive. We bridge the gap between ex-Big Tech professionals looking for their next challenge and forward-thinking companies searching for impact players.

? Tailored job matching—We assess both technical skills and cultural fit.

? Interview prep—We help candidates reposition their experience for different company sizes.

? Salary & expectation setting—We guide both candidates and hiring managers to ensure realistic, mutually beneficial outcomes.

Whether you’re a hiring manager looking to bring in Big Tech expertise or a candidate trying to navigate the next step, let’s chat.