Why It's So Hard to Hire Mid-Level Salespeople Right Now

Struggling to hire mid-level salespeople? Discover why it’s tougher than ever and what strategies can help you secure the right talent quickly.

Why Hiring Mid-Level Salespeople is Tougher Than Ever

Struggling to fill mid-level sales roles in your organisation? You’re not alone.

Right now, mid-level sales hiring issues are one of the biggest headaches for businesses across industries. Why? Because finding skilled, experienced sales professionals who can hit the ground running has become a monumental challenge.

The sales landscape has shifted. Candidates are more selective, the talent pool has shrunk, and competition for top performers is fiercer than ever. If your sales team is feeling the squeeze, it’s time to take a closer look at what’s causing these hiring bottlenecks—and how to fix them.

The Perfect Storm Behind Mid-Level Sales Hiring Issues

So, why is it so hard to find the right mid-level sales talent?

Several factors are converging to create the perfect storm of hiring challenges:

Candidate Shortages: The number of skilled, mid-level salespeople actively looking for new roles has decreased. Many are choosing to stay in secure positions rather than risk a move in uncertain times.
High Expectations: Employers want candidates with proven track records, industry expertise, and the ability to step into a role without extensive training. But finding someone who ticks all those boxes is easier said than done.

And it’s not just about finding someone—it’s about finding the right person. The wrong hire can cost you time, money, and even clients.

The Consequences of Getting It Wrong

Let’s face it: sales is the engine that drives your business. If your sales team isn’t performing, your revenue takes a hit.

When mid-level roles go unfilled, or worse, when they’re filled by the wrong people, the ripple effects can be devastating:

Missed Revenue Targets: Without skilled salespeople in place, your ability to close deals and meet financial goals suffers.
Team Morale Drops: Overburdening your existing team to pick up the slack can lead to burnout and decreased performance.
Customer Relationships Suffer: A revolving door of sales reps can erode trust and consistency with your clients.

These issues don’t just hurt your bottom line—they hurt your reputation. And in sales, reputation is everything.

What’s Going Wrong with Traditional Hiring Approaches?

Still relying on job boards and generic hiring processes to find sales talent? That could be part of the problem.

Here’s why traditional methods often fail when it comes to mid-level sales recruitment:

1. One-Size-Fits-All Hiring Strategies

Sales roles are incredibly nuanced. The skills needed to sell software are completely different from those required to sell industrial equipment. Yet many companies use the same cookie-cutter approach to hire for vastly different roles.

2. Overemphasis on Experience

While experience is important, it’s not the only thing that matters. Traits like adaptability, resilience, and the ability to build relationships are just as critical. Traditional hiring processes often overlook these softer skills.

3. Slow Decision-Making

In a competitive job market, top candidates won’t wait around. If your hiring process takes weeks (or months), you risk losing out to competitors who move faster.

These inefficiencies mean you’re not just losing time—you’re losing money, opportunities, and potentially great talent.

How Coburg Banks Can Solve Your Mid-Level Sales Hiring Challenges

Feeling stuck? That’s where Coburg Banks comes in.

Our Sales Recruitment division specialises in finding high-performing sales professionals who can drive revenue growth and make an immediate impact on your business.

What Makes Coburg Banks Different?

Here’s how we help businesses overcome mid-level sales hiring issues:

Tailored Recruitment Strategies: We know that no two sales roles are the same. That’s why we take the time to understand your specific needs, goals, and challenges before crafting a bespoke recruitment plan.
Access to Hidden Talent: Many top sales professionals aren’t actively job hunting. We tap into our extensive network to find and engage passive candidates who might not see your job posting otherwise.
Expert Assessment: We don’t just look at CVs. Our recruitment experts evaluate candidates based on their skills, personality, and cultural fit, ensuring you get someone who can thrive in your organisation.

From entry-level sales reps to experienced account managers, we’ve got the expertise to find the right people for the right roles—quickly and efficiently.