Most sales recruitment goes wrong in the same few places. A vague brief, a job advert flung at the usual boards, a pile of CVs, a couple of rushed interviews, and a hire made under pressure that may or may not work out. We built our process to remove those failure points one by one. Here is how we actually run a sales search, step by step, so you can see where the quality comes from.
1. We get the brief right first
Before anything else, we dig into what the role actually is. Hunter or farmer, the sale, the culture, what good looks like in a year. Most bad hires are traceable to a fuzzy brief, so we spend real time here rather than rushing to advertise.
2. We map the market, not just the applicants
We do not wait for applications from whoever happens to be looking. Instead we work out who the strong salespeople in your space are, including the ones sitting happily in a job right now, and we build a target list from the whole market rather than the small slice that is actively job-hunting.
3. We approach passive talent directly
The people you most want are usually not applying anywhere. So we go to them, quietly and directly, and open a conversation. This is the slow, relationship-led work that a job advert cannot do, and it is where most of the best hires come from.
4. We screen hard before you see anyone
Every candidate is spoken to properly, assessed against the brief, and read for the things a CV hides, motivation, resilience, fit for your particular sale. The point is that you never sift through half-relevant CVs. You only meet people who can already do the job.
5. We present a real shortlist
You get a small number of actually suitable people with honest notes on each, not a stack to wade through. If someone has a wobble on paper but is worth seeing anyway, we tell you why. And if someone looks perfect but has a catch, we tell you that too.
6. We manage the process and the candidate
We keep things moving so you do not lose people to a slow diary, coordinate interviews, gather feedback both ways, and keep the candidate warm and honest through to offer. A lot of good hires are lost in the gaps between interviews, and we mind those gaps.
7. Handling the offer and the counter-offer
Searches fall apart right here, when a current employer panics and throws money at your candidate. We prepare for it, manage the conversation honestly, and reduce the odds of an eleventh-hour surprise that sends you back to square one.
8. Standing behind the hire
The job is not done when they sign. And we stay in touch through onboarding, and every placement comes with a rebate and replacement guarantee. If it does not work out, that risk sits with us, not with you.
None of this is magic. It is just the unglamorous work done properly rather than skipped, and it is why our hires tend to stick. If you would rather your next sales search ran like this than like the usual scramble, here is more on how we work, or book a call and tell us what you are trying to fill.
