Companies Halter

Halter

Boulder

Total Offices: 2

350 Total Employees

Year Founded: 2016

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Sales 99+ Engineering 39 Customer Success & Experience 20 HR & Recruiting 18 Marketing 11 Operations & Support 8 Finance 7 Supply Chain & Procurement 5 Design 4 Product Management 4 Program & Project Management 4 AI & Machine Learning 3 Data & Analytics 2 Consulting 1

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Halter Career Growth & Development

Updated on October 26, 2026

Halter Employee Perspectives

How have these skills enabled you to heighten your impact on Halter or grow your career?

These skills helped me grow from an individual contributor into a strategic leader. Utilizing critical thinking has generated new ideas that have turned into new products and, ultimately, new sources of revenue for the company. Approaching customers with empathy and building trust was translatable when I stepped into people leadership. Prioritization is increasingly important with the increasing responsibility I have taken on.

What are some resources and/or sources of inspiration you’d recommend for reps eager to refine their sales skills? Are there resources Halter has provided to support this growth?

I’d recommend Radical Candor by Kim Scott, The Transparency Sale by Todd Caponi and How to Win Friends and Influence People In the Digital Age by Dale Carnegie.

My company has done a great job providing resources for reps to grow their sales skills. It’s the best sales onboarding process I’ve ever been a part of. We have a well-crafted sales methodology that comes with a thorough playbook. We conduct structured role-play sessions to help reps develop each element of our sales approach. Our top sales reps and leaders also contribute to an internal podcast that addresses different sales topics and aspects specific to our sales cycle.

Shannon Colligan, Sales Manager

From the article: 14 Sales Professionals Share The Skills and Resources They Lean on to Make an Impact

What People Are Saying About Halter

Advancement Opportunities: Examples on the careers page show employees progressing from junior roles into Director and VP positions within a few years. This indicates room to take on larger scope and responsibility relatively quickly.
Challenging Assignments: Work spans software, hardware, and real-world operations with an emphasis on first-principles thinking, ownership, and experimentation. This points to learning through complex, meaningful problems and end-to-end project responsibility.
Skill Development Resources: Hiring materials describe autonomy, mastery, and learning as core to the model and include an annual personal growth fund of about $1,000. These signals suggest tangible support for ongoing skill building alongside on-the-job development.