Pursuit

Hiring sales is different from hiring any other position. Why? Recruiting shifts when you have to vet out the soft skills required for sales, rather than matching resumes with open positions. Hard skills are easier to find as they are 'measurable' and soft skills are not; a lot more strategy, preparation, and intentionality are required to seek out the soft skills needed for sales roles. We have placed numerous candidates that weren't a fit on paper but were a strong fit for the actual role. A resume never tells the whole story.

The reality is that most top performers aren't going to be applying to your job posting. They're happily employed, making great money, and way more hesitant to make a move in an uncertain market. So, how do you get a top performer on your team? We've hired top talent for hundreds of companies over the years and know what works and what doesn't. Next week, our VP of Partnerships, Jake Vines, is breaking down what it takes to identify and attract elite players to scale your sales team. Register here ➡️https://lnkd.in/gwPR6uH9

Learn how to find + recruit top talent in our live session! Top performers aren't just hard to find—they're even harder to hire. And today’s market isn’t making it any easier. We’re hosting a live, interactive session to share the strategies we’ve used to help hundreds of companies hire elite performers. In this session, we’ll cover: ✅ Defining what an A-Player looks like for your role ✅ How to identify and engage top candidates ✅ Creating an interview process that attracts top talent ✅ Best practices throughout the recruiting process From defining your ideal hire to nailing the interview process, we'll give you first-hand insights to level up your hiring strategy. 📅 Register here: https://lnkd.in/gwPR6uH9

The best talent is hard to find, typically even harder to hire. And the current market isn't making it any easier. Over the years, we've helped hundreds of companies hire elite talent and know what works to attract top players to your team (& what doesn't). In this live session, we're breaking down how to: - Define what an A-Player looks like for your role - Identify and engage top players throughout the hiring process - Nail an interview process to attract top talent - Best practices throughout the recruiting process From defining an A-Player for your role, to nailing the interview process; join us in an interactive, live session walking through how to find and recruit top talent in 2025. Register here➡️ https://lnkd.in/gwPR6uH9

"You don't have enough experience" "You're lacking industry knowledge" "You've never done this role before" These are typical objections you might hear from the hiring manager when interviewing for a sales role. It doesn't mean you won't get the role, but how you respond to these objections makes a huge impact on you landing the role. If you're in sales, you're going to get even more and potentially bigger objections when you're actually in the role. When you're interviewing, you're showing the hiring manager how you'd overcome those objections if they were to give you the role. Overcoming objections in the interview process is key to landing the role!

As a hiring manager, you're not just interviewing, you're selling the opportunity. Interviewing is a two-way street, especially in a competitive market. If you want a top performer on your team, your company/role has to offer them value in some way. - Highlight career growth opportunities. - Share success stories from current employees. - Be transparent about team culture and company goals. A-Players will be evaluating everything - the role, your company, your team. A polished interview process is necessary to win the talent you want.

Numbers speak louder than words🗣️ When interviewing for a sales role, showcasing metrics from your past experience is one of the most powerful ways to demonstrate your value. So, which numbers pack the biggest punch?⤵️ 1️⃣ Quota Attainment: How consistently did you hit or exceed your targets? 2️⃣ Pipeline Growth: How much new business did you generate? 3️⃣ Deal Size: What were the biggest deals you closed? 4️⃣ Conversion Rates: How often did you turn prospects into clients? 5️⃣ Retention or Upsell Rates: How did you grow existing accounts or retain key clients? Tailor these metrics to the role you’re pursuing to show employers exactly how you’ll drive results for their team.

Go the extra 5% in 2025💪 The candidates we consistently see winning jobs are those willing to go above and beyond. This could look like: - Instead of just researching the company you're interviewing with, research some of their clients to know their pain points - With your post-interview thank you, include ideas on how you'd add value to the position or company instead of just a thank you - Cater your resume and cover letter to the role/company - Show them how you'd perform in the role rather than just telling them Your willingness to go the extra mile during the interview process reflects the effort you’d bring as an employee.

If you're trying to hire an A-Player at the end of the year, they will likely have more hesitations about leaving their role right now. ⬇️

'Tis the season for giving back! We were so blessed to partner with Forerunner Mentoring to bring this sweet family some Christmas joy 🎄