Our Vetting Process
As a Technology CRO or Sales Leader, you know:
- The importance of hiring quality sales professionals.
- You can’t tell the quality of a candidate by the resume alone.
- You can waste an enormous amount of time interviewing candidates who weren’t adequately screened.
That’s why our vetting process digs deep into understanding our candidates. This way, you invest your time interviewing candidates who fit your role and are poised to “hit the ground running” when they join your team.
Below are the four vetting elements we apply before we submit candidates to you.
01
Skills and experience
Most companies want to hire tech salespeople with the smallest learning curve who can hit the ground running at your company. Below are the three elements of skills and experience we screen for:
- Same Audience: The more familiar salespeople are with your audience, the quicker their success and the lower their risk of failure.
- Same solutions: When candidates have relevant experience selling solutions that are similar to yours, you lower theirn risk of failure and accelerate their revenue production.
- Same size: When candidates demonstrate a proven track record closing similar-sized deals as yours, you increase your odds of a successful transition.
02
The motivators
Our vetting process digs into the WHATS of each candidate:
- What’s lacking that would cause them to be open to a new opportunity?
- What do they value and want to move towards?
- What do they wish to avoid and move away from?
- What compensation range is required to leave their current role
When people are motivated to succeed in your position, they are far more likely to be a successful salesperson at your company.
03
Personal considerations
You’ve probably seen situations where people failed because personal factors got in the way of their success. Sometimes, the job is right, but the timing isn’t. That’s why we openly discuss the impact moving to your company would have on their:
- Family life
- Personal relationships
- Personal goals and commitments
04
Counteroffers
We want to ensure that candidates are committed to your opportunity. If it is just a money play, it’s unlikely to work. We discuss the specific reasons they want to move to your company to ensure their decision is as ironclad as possible. We also prepare them for a counteroffer and gain their commitment to decline it.
Closing Thoughts.
Even though no process is perfect or 100% foolproof, the above vetting process has consistently resulted in our clients achieving a high success rate when hiring through Tech Sales Talent!
If our screening approach aligns with what you are looking for, let’s talk about how we can help you hire the right Tech Sales Talent!
