Recruiting talented sales and marketing individuals is part art, part science. Finding a great salesperson isn’t just about past performance, while important, and usually, a good indicator, how you fit with the company matters just as much. Every company has a unique personality that guides the hiring process, along with the type of product or service they sell.
How We Consider Sales and Marketing Candidates
We take a holistic interview approach to sales recruiting, when we talk to candidates, we dive into the following:
What is your personal sales philosophy?
Do you understand the nuances of what makes someone great at sales?
Do you listen well?
Do you ask good (relevant) questions?
What is your approach to developing client relationships?
What types of quotas have you sold against? How often have you met/exceeded them?
Reviewing Sales and Marketing Resumes
When we are reviewing a resume and having a phone call with a candidate, we are also considering the following for our clients. Remember, what you say is just as important as how you say things. Are you coming across as genuinely interested or are you just “looking for a job”? For sales roles, more than most others, this is a big difference maker. We want to know that you can carry a conversation, not be rote in your explanations, and be able to explain why your experience is the right fit (or not) for this role. Honesty is the best policy.
The type of products or services they sell and how that fits with your industry knowledge, if it is an Enterprise AE – SaaS role, your background in commercial pump sales might not be the right fit. Regardless of how successful you have been.
Can you generate your own leads, are you used to leaning on a marketing team?
How are sales teams aligned, geographically, account based, size, free for all?
What makes it unique to work there, are they collaborative, do they need lone wolves?
Does your personal purpose and mission align with our client?
There are a LOT of sales jobs out there right now, why should you want to come work for our client?
What to Consider as a Candidate
Things you should think about as a candidate when talking to someone (either an external or internal recruiter) about a new role. This is important, if you are considering a switch to a new company. You have to make sure they can sell you on the opportunity as much as you want to sell yourself to them. Like any sale, it is a two-way street, you have to find the pain point they are looking to solve and see if you have the solution (yourself) they are looking for to solve that problem.
What is my earning potential if I hit my quota?
Why are they hiring this role now?
What kind of turnover has this team experienced? (You should always expect some in a sales team, but too much can be a red flag)
What is the potential for advancement?
How long has the company been around? Is this is a new product for them?
What does the company’s overall revenue forecast look like? Where does the thing I will be selling fit into the bigger picture?
How much can I leverage my existing contacts to hit the ground running or do I need to start from scratch?
If you can sell us on why you would be a great fit, then and only then, will you move on in the process! We are listening for culture fit and queues about the type of sales environment they thrive in based on the above, to ultimately judge for fit. Every person and every company have a particular style, it is our job to make sure we find the alignment that will make everyone happy and successful.
Typical Job Titles that our Clients are Looking to Hire