TL;DR: In 2025, the most competitive sales teams aren’t choosing one hiring model—they’re choosing the right model for each role. Onsite hybrid remote 2025 sales hiring strategies show that remote is standard for SDRs, hybrid dominates for AEs, and onsite is rebounding for leadership. Flexibility is still key, but clarity and intentionality are what seal the hire.
1. Remote-First Still Works—But Mostly for Early-Career Roles
Sales Development Reps (SDRs) and Business Development Reps (BDRs) are thriving in remote setups. Clear quotas, CRM tracking, and digital playbooks make these roles perfect for distributed teams. And the pay shows it: in remote-friendly cities like Salt Lake City, Denver, and Raleigh, OTEs for SDRs average $83K–$90K.
If you’re hiring for high-volume outbound, remote-first is still the smart move in 2025—especially for small and mid-market teams looking to scale without high overhead.
2. Hybrid Is the Sweet Spot for Mid to Senior Reps
For account executives handling mid-market or enterprise deals, hybrid models are winning. These reps want autonomy but know that face-to-face meetings still drive major conversions.
In markets like New York and San Francisco, where top AEs command $300K+ in OTE, being available for in-person demos, strategy sessions, or client dinners is often part of the job. Hiring managers are designing hybrid roles with clear expectations—e.g. 2–3 office days per week or monthly travel.
Hybrid isn’t a compromise anymore—it’s a competitive advantage when done with intent.
3. Sales Leadership Is Shifting Back Onsite
VPs of Sales, CROs, and Directors are being pulled back into the office—because leadership still thrives on proximity. Culture, coaching, and cross-functional collaboration don’t scale as well remotely.
Enterprise VPs of Sales are earning $500K–$650K in total comp in 2025, and most of them are expected to be onsite at least three days per week. These roles require physical presence to influence product, marketing, and strategy in real time.
Fully remote leadership hires are now the exception, not the rule.
4. Candidates Want Flexibility—But Also Transparency
It’s not just about being “remote-friendly.” Candidates in 2025 want specificity:
What’s the actual schedule?
Will I need to relocate?
How often is travel required?
Salespeople are still leaving offers on the table due to vague job descriptions. Hiring managers need to stop listing “hybrid” without clarification and start mapping expectations to the calendar.
5. Compensation Aligns with Location—and Role Criticality
Contrary to what some hoped, remote doesn’t mean cheaper talent. A remote AE closing national accounts in Denver may still expect $220K+ OTE.
Meanwhile, onsite and hybrid roles in major metros still demand high-end pay:
Boston AEs: $240K OTE
Chicago Sales Directors: $245K base
San Francisco VPs: $500K–$600K+ OTE
Comp benchmarks need to reflect job complexity, not just geography.
Final Takeaway
Sales hiring in 2025 is about precision. The best companies are:
Hiring SDRs remotely to scale fast
Offering hybrid roles to high-performing closers
Bringing sales leaders back onsite to drive alignment
Paying competitive comp regardless of zip code
It’s not about choosing between remote, hybrid, or onsite—it’s about aligning each model with the role’s reality.
https://www.rainmakers.co/blog/wp-content/uploads/2025/08/fintech-sales-in-emerging-markets-1.png34566912Brian Heilhttps://rmblogdev.wpengine.com/wp-content/uploads/2017/11/logo.pngBrian Heil2025-08-19 20:27:472025-08-19 20:28:14Remote, Hybrid, or Onsite? Where Sales Hiring Is Heading in 2025
TL;DR: AI is transforming the sales world, reshaping not just how deals are closed but how top sales talent must be identified, hired, and upskilled. As routine tasks are automated, AI Sales Hiring Strategies must evolve to prioritize consultative skills, digital fluency, and adaptability over traditional “closer” profiles.
Why AI Is Changing the Sales Hiring Game
Artificial intelligence isn’t just another tool. It has become the essential co-pilot in modern sales teams. From hyper-personalized customer outreach to lead scoring and forecasting, AI now enables a level of precision and scale that human reps alone cannot match. As a result, the competencies that define a top-performing salesperson in 2025 look very different from those of just five years ago.
Sales organizations must now seek talent that excels at strategic thinking, relationship building, and digital engagement. In other words, hiring for grit and quota-busting instincts is no longer enough. Hiring for AI fluency and empathy is the new mandate, making effective AI Sales Hiring Strategies crucial.
3 Must-Have Traits for Sales Hires in the AI Era
1. Consultative Selling Skills
With 80% of B2B buyer interactions expected to happen online by 2025, today’s buyers expect guidance, not a sales pitch. Reps must understand customer pain points deeply and craft personalized, strategic solutions. That’s only possible if they have experience with value-based selling and can navigate complex buying committees, an integral part of AI Sales Hiring Strategies.
2. AI and Tech Proficiency
AI tools now automate lead prioritization, CRM updates, email sequences, and more. Sales candidates must show they can integrate tools like Salesforce Einstein, ChatGPT, or Copilot into their workflows. Ask in interviews: “How have you used AI tools to improve your pipeline management or outreach effectiveness?”
3. Emotional Intelligence and Adaptability
As AI takes over repetitive tasks, human skills become even more critical. The best reps in 2025 will win by being emotionally intelligent, coachable, and adaptive to new technology. They will build trust in a digital marketplace where buyers are wary of interactions that feel robotic.
Redefining Sales Candidate Profiles
Aggressive “hunters” are no longer the gold standard. The ideal candidate today blends human-centric competencies with digital fluency. They must be:
Empathetic and customer-centric
Skilled in tools like CRM automation, conversational intelligence, and digital sales rooms
Comfortable making data-driven decisions based on AI-generated insights and adept in AI Sales Hiring Strategies
Interview strategies should now include soft skills assessments, role-playing value-based sales scenarios, and digital tool walkthroughs in addition to reviewing sales performance metrics.
What This Means for Compensation
As roles become more specialized and skill-intensive, compensation expectations have increased. According to our 2025 Sales Compensation Report:
Enterprise AEs earn a median of $150K base and $300K OTE
SaaS sales leaders regularly exceed $300K to $500K OTE
Digital-first CSMs in top metros now command $130K to $170K OTE
Recruiters should be ready to pay for proven digital fluency and consultative excellence. Undervaluing these roles risks losing top candidates to AI-savvy competitors.
Hiring Tips for 2025 and Beyond
Add AI fluency to job descriptions. Make proficiency in tools like Salesforce AI, Gong, or LinkedIn Sales Navigator a core requirement.
Use AI in hiring. Consider engagement tracking or predictive hiring tools to gauge candidate fit and interest before the interview.
Invest in onboarding and training. With 88% of sales leaders prioritizing AI adoption, ensure your new hires receive strong upskilling in both tech tools and human skills.
Build a strong employer brand. Digital-native reps are attracted to companies that lead in innovation and offer clear paths for growth and learning.
Final Word
AI will not replace great salespeople. It will redefine what makes them great. The future belongs to organizations that can identify and empower “augmented” sales talent. These are professionals who merge empathy with analytics and relationship skills with automation tools. Rethinking your AI Sales Hiring Strategies today is not optional—it is essential.
https://www.rainmakers.co/blog/wp-content/uploads/2025/07/Copy-of-fintech-sales-in-emerging-markets.png34566912Brian Heilhttps://rmblogdev.wpengine.com/wp-content/uploads/2017/11/logo.pngBrian Heil2025-07-30 17:26:222025-07-30 17:26:24How AI is Redefining Sales Hiring and What Hiring Managers Must Do Now
TL;DR: By strategically hiring for remote FinTech sales teams in emerging U.S. markets like Raleigh, Salt Lake City, Austin, and Denver, fintech companies can cut compensation costs by 20–35% compared to major markets like New York and San Francisco. Remote flexibility unlocks access to high-caliber reps who prefer cost-effective, lifestyle-friendly locations.
Why Fintech Sales Thrives in a Remote-First World
Fintech sales requires more than charisma. It demands reps who can explain complex products, navigate regulatory nuances, and build long-term trust with buyers. These are high-performance, consultative roles—yet they don’t require a daily presence in a Manhattan or Silicon Valley office. Remote work makes it possible to recruit top talent nationwide, while aligning comp with cost-of-living realities. Fintech Sales in U.S. Emerging Markets enable companies to reach wider talent pools.
The Emerging Sales Hubs Saving Fintechs Millions
The Cost Advantage
According to the 2025 Sales Compensation Report, hiring for fintech sales teams in emerging markets can save:
25–30% less in AE compensation in cities like Raleigh, Salt Lake City, and Denver versus New York or San Francisco.
20–35% less on total comp packages across SDR, AE, and CSM roles in Austin and Charlotte compared to coastal hubs, highlighting the importance of Fintech Sales in U.S. Emerging Markets.
This means that for every five reps hired in an emerging market, you could afford to hire an additional team member—or reinvest savings into sales enablement, tech stack, or incentive bonuses.
Where to Hire and Why
Raleigh, NC
Ideal for enterprise fintechs and regtech products. Strong educational pipelines and a concentration of healthcare and finance enterprises make this a top market for consultative sellers.
Austin, TX
A hybrid haven for fintech startups, Austin’s culture attracts technical and product-savvy sales professionals who’ve migrated from the Bay Area. It’s particularly well-suited for SDR pods and early-stage GTM builds.
Salt Lake City, UT
An underrated hub for payments and lending fintechs. Salt Lake’s talent pool is strong in outbound sales and partnerships, supported by a thriving B2B SaaS community and well-suited for fintech sales teams in emerging markets, essential for Fintech Sales in U.S. Emerging Markets.
Denver, CO
Great for national coverage and customer success roles. Its central time zone and high quality of life draw experienced sellers and mid-level leaders alike, reinforcing Fintech Sales in U.S. Emerging Markets.
Why Lower Costs Don’t Mean Lower Talent
Here’s the real opportunity: with location flexibility, you can now recruit premium talent who’ve voluntarily left high-cost metros for lifestyle and affordability. Many of these sellers bring big-market experience but now prefer Raleigh to Brooklyn, or Salt Lake over Palo Alto.
Remote hiring also enables:
Wider funnel access: You’re no longer limited to 10-mile radiuses around HQs.
Higher acceptance rates: Reps in emerging markets often view your offer as top-tier within their region, improving close rates and loyalty.
Team diversity: Hiring for fintech sales teams in emerging markets brings regional perspectives and broader customer insight.
Best Practices for Building Your Team Remotely
1. Structure Hiring by Region
Place SDRs in outbound-focused hubs like Austin, AEs in consultative metros like Raleigh, and CSMs closer to client concentrations. Align roles with the strengths of each geography.
2. Standardize Training and Tools
Equip remote hires with consistent onboarding, compliance education, and enablement tools. Use LMS platforms, video libraries, and clear playbooks to maintain performance parity.
3. Offer Regional Incentives
Tailor perks—like co-working stipends or quarterly travel budgets—to help your remote team feel connected and motivated, without needing full-scale office space.
Final Takeaway
Building fintech sales teams in emerging markets in 2025 no longer means crowding everyone into Manhattan or the Bay Area. By leveraging emerging markets, you unlock a triple win: lower costs, broader reach, and access to elite remote talent. Fintech Sales in U.S. Emerging Markets isn’t just cheaper—it’s smarter.
Rainmakers’ platform can host vetted sales candidates in emerging markets just for you. Interested in learning more. Reach out to us here.
https://www.rainmakers.co/blog/wp-content/uploads/2025/05/fintech-sales-in-emerging-markets-2.png34566912Brian Heilhttps://rmblogdev.wpengine.com/wp-content/uploads/2017/11/logo.pngBrian Heil2025-05-28 17:14:042025-05-28 20:08:33How to Build a Remote Fintech Sales Force Using U.S. Emerging Markets
In 2025, Multi-Offer Candidates Dominate the Market
The war for top sales talent has escalated. Today’s highest-performing candidates aren’t sitting around waiting for offers. They’re evaluating multiple opportunities. Often, within 10 to 14 days of entering the market, multi-offer sales candidates are making swift decisions. Data from Rainmakers and broader market research shows this trend in the domain of these candidates:
78% of top sales candidates received at least two offers in Q1 2025.
41% of VP-level sellers were evaluating three or more offers.
The average job search duration for high-performing salespeople is now under three weeks.
The message is clear: if you want to hire the best, you must compete like you’re in the finals from the very first conversation.
Why Are Sales Candidates Receiving Multiple Offers?
Several market dynamics are fueling the surge in multi-offer scenarios:
Limited supply of proven sellers – The talent pool for quota-hitting salespeople remains tight. Everyone wants reps who’ve consistently exceeded targets, ramped quickly, and driven revenue.
VC funding rebound – U.S. startups raised over $140 billion in venture capital last year, reigniting aggressive sales hiring across tech and SaaS sectors.
Global hiring expansion – Remote work has permanently widened the field. Top candidates are fielding offers not just from local firms but from across the country and internationally.
Takeaway: Your competition isn’t just the company across town—it’s everyone, everywhere, with budget and ambition.
What Do Multi-Offer Candidates Care About Most?
To win top-tier talent, employers must understand what matters most to candidates navigating multiple options:
Speed of process – The hiring process is a race. Offers made within 7 to 10 days of initial outreach are more likely to be accepted.
Transparent compensation – Candidates move on quickly from unclear offers. Studies show 64% drop out when total compensation isn’t discussed early and clearly.
Hiring manager reputation – Candidates are researching you. Leadership with strong personal brands, positive reviews, and a track record of team development significantly influence decisions.
Clarity of role and expectations – Vague job descriptions and undefined success metrics are immediate turnoffs. Today’s candidates want specificity around quota, territory, support structure, and ramp expectations.
Takeaway: Top candidates are vetting you as rigorously as you’re vetting them.
How Can Employers Stand Out?
Standing out in a sea of offers means delivering a world-class candidate experience. Strategies that are working right now include:
Build a strong employer brand – Mission clarity, executive visibility, and employee testimonials help create emotional connection early in the process.
Streamline the interview process – Companies with 2-3 step interview flows fill roles 35% faster than those with drawn-out timelines.
Use data to support your pitch – Highlight OTE benchmarks, historical quota attainment, and average ramp times. Candidates expect hard numbers.
Deliver polished, branded offers – A well-designed offer packet signals professionalism and care. Top candidates expect a “wow” moment when receiving an offer—just like your prospects do.
Takeaway: Treat the hiring process like a sales process. Every step matters.
What Mistakes Should You Avoid?
With competition this fierce, minor missteps have major consequences. Some of the most common (and costly) mistakes include:
Slow or inconsistent communication – Delays in feedback and status updates are one of the top reasons candidates drop out of hiring funnels.
Changing compensation or role scope late – Shifting terms at the last minute signals internal misalignment and destroys trust.
Vague or outdated job descriptions – Candidates expect clear goals and performance expectations from day one.
Takeaway: Small red flags can lose you your top choice.
Final Thoughts
Winning multi-offer sales candidates requires precision, speed, and intention. The best talent expects:
Fast, respectful hiring processes
Transparent communication about compensation and expectations
https://www.rainmakers.co/blog/wp-content/uploads/2025/05/Copy-of-q2-2025-us-sales-hiring-trends-2-1.png34566912Brian Heilhttps://rmblogdev.wpengine.com/wp-content/uploads/2017/11/logo.pngBrian Heil2025-05-16 13:37:072025-05-16 13:44:13The Rise of the Multi-Offer Sales Candidate: How to Win Them
The best tech sales organizations do not treat hiring as an administrative function. They treat it like a core revenue motion: methodical, data-driven, and outcome-focused. If you want to build a high-performing sales team, you must approach hiring the same way you approach building pipeline. Here is a complete guide to using the tech sales hiring funnel that mirrors your selling process.
What Does a High-Performance Tech Sales Hiring Funnel Look Like?
1. Top of Funnel: Targeted Sourcing
Effective tech sales hiring starts with a strong top-of-funnel approach. Instead of posting jobs and hoping great candidates apply, proactive organizations use outbound sourcing strategies. This includes leveraging specialized platforms like Rainmakers, reaching out to targeted profiles on LinkedIn, and activating referral networks, essential components of the tech hiring funnel.
The goal is to identify candidates who are already fluent in key elements of tech sales, particularly product demonstrations, discovery calls, and consultative selling. If a candidate has experience leading live demos or walking prospects through technical solutions, they are much more likely to succeed in a SaaS or B2B sales environment. Just like building a prospect list, targeted sourcing gives you control over the quality of your candidate pool.
2. Mid-Funnel: Smart Screening and Evaluation
Once candidates are in your pipeline, screening and evaluation need to be structured and deliberate. Rather than relying on vague interviews, top organizations use assessments that directly mirror the day-to-day sales activities the role demands. The tech sales hiring funnel becomes more apparent through deliberate and smart evaluation techniques.
Structured interviews should focus on key sales competencies: discovery, solution mapping, product demonstration, objection handling, and closing. Many companies incorporate practical exercises like role plays, mock demos, or deal breakdowns into the interview process. These exercises provide clear evidence of how a candidate sells, not just how they talk about selling.
Importantly, this stage is where you differentiate between candidates who can “talk sales” versus those who can actually execute in a live environment. The best predictors of success are candidates who can adapt on the fly, run a thoughtful discovery process, and deliver value-driven demos without needing extensive coaching.
3. Bottom of Funnel: Fast and Clear Offers
Speed and clarity are critical when closing top sales talent. Set clear expectations on compensation, commission structures, career pathing, and start dates early in the process. The most successful organizations use decision rubrics for final debriefs, which eliminate ambiguity and bias from hiring decisions, thus streamlining the tech sales funnel process.
Top tech sales professionals are in high demand. If your hiring process is slow or unclear, you risk losing them to competitors. Just like in sales, hesitation at the bottom of the funnel can cost you valuable deals — and valuable hires.
What Tools Should You Use Along the Way?
Hiring tools should mirror your sales tools. Just as a strong sales process relies on accurate forecasting and pipeline visibility, tech sales hiring requires systems that prioritize clarity, consistency, and speed.
Complement platforms like Rainmakers with structured internal tools:
Scorecards aligned to ramp success metrics ensure every interviewer is assessing candidates against the right outcomes.
Asynchronous pitch videos allow early-stage candidates to showcase their communication and selling skills without slowing down your process — effectively becoming part of the hiring funnel.
CRM-style tracking systems provide visibility into candidate pipeline health, interview progress, and offer status.
Structured systems reduce friction, build transparency, and help sales hiring teams focus on evaluating outcomes, not impressions.
How Do You Align Hiring with Your Sales Strategy?
Hiring should not happen in a vacuum. Your hiring approach must align with your revenue stage and go-to-market needs. For example:
Early-stage companies need scrappy AEs who can generate and close their own pipeline.
Growth-stage companies require specialists who can sell into specific industries or verticals.
Late-stage organizations need enterprise sellers who can manage complex deal cycles with multiple stakeholders.
Define success metrics upfront. Common examples include quota attainment within 90 days, pipeline creation targets, or customer expansion goals. Involve frontline sales leaders in the interview process to ensure alignment between hiring decisions and revenue expectations, which are integral to an effective tech sales hiring funnel.
Hiring is not just an HR responsibility. It is a revenue-critical leadership function that requires the same level of rigor, structure, and ownership as building a sales pipeline.
Key Takeaways
Treat hiring like a funnel: source, qualify, and close candidates methodically.
Prioritize structured interviews and practical skill assessments over gut feel.
Move quickly, communicate clearly, and remove friction at every stage.
Align hiring strategies with your sales growth plans and revenue stages.
Tech sales hiring is not a side project. It is a core part of your revenue strategy. When you hire the right people, using the right process, you do not just fill seats — you drive growth with an efficient tech sales hiring funnel.
Recruiting in the health tech industry is a growing challenge, especially finding talented salespeople who can effectively connect with potential clients. The demand for health tech sales professionals is rising as technological advancements continue to transform the healthcare landscape.
In this article, we will explore the various aspects of recruiting in the health tech industry, including the key skills needed to find the right salespeople, challenges to overcome, and some considerations for career seekers. So, let’s dive in and explore the world of recruiting in the health tech industry.
What Salespeople Do for Your Health Tech Business
Having a good product helps make your salespeople’s jobs easy. This is no different for those in health technology, as your product should ultimately contribute to patient care. But, healthcare tech companies still need to find effective talent who excels at their duties.
Here are some skills and their benefits when seeking effective potential employees:
Strong communication skills:
Salespeople are experts at building relationships and effectively communicating with clients. This skill is essential in the healthcare technology industry, where salespeople can bridge the gap between technical teams and healthcare professionals, ensuring that products meet the market’s specific needs.
Industry knowledge:
Salespeople with experience in the healthcare industry bring valuable insights and an understanding of regulations, compliance, and the unique challenges healthcare providers face. This knowledge can help companies tailor their products and services to serve the market better and navigate complex healthcare systems.
Revenue generation:
Salespeople are instrumental in driving revenue for health tech companies by identifying and capitalizing on new business opportunities, closing deals, and expanding the customer base. Their ability to build and maintain relationships with clients can lead to long-term partnerships and sustained growth.
Market insights:
Salespeople are on the front lines of the market, interacting with healthcare professionals and understanding their pain points and needs. This valuable feedback can inform product development, marketing strategies, and overall business decisions, helping companies stay competitive and relevant in the rapidly evolving healthcare technology landscape.
Strategic partnerships:
Salespeople can forge strategic partnerships with key players in the healthcare industry, such as hospitals, insurance providers, and pharmaceutical companies. These partnerships can lead to mutually beneficial collaborations, increased market visibility, and enhanced credibility for the company.
The Challenges of Finding a Good Health Tech Salesperson
1. Understanding of Healthcare Industry Regulations:
One of the biggest challenges in finding a good health tech salesperson is their understanding of healthcare industry regulations. A successful salesperson in this field needs to have a deep knowledge of regulations such as HIPAA to sell products and services to healthcare organizations effectively. With this understanding, they may be able to navigate the industry’s complexities and build trust with potential clients.
2. Technical Knowledge and Expertise:
Another challenge is finding a salesperson who understands the healthcare industry and has technical knowledge and expertise in healthcare solutions. They need to effectively communicate the benefits of these solutions to clients, understand the technical aspects of the products they are selling, and provide support during the implementation process. Finding a salesperson who possesses both healthcare industry knowledge and technical expertise can be a difficult task.
3. Communication and Relationship Building Skills:
Health tech sales is a relationship-driven field, and salespeople need strong communication and relationship-building skills to succeed. They must be able to effectively communicate with healthcare professionals, understand their needs and challenges, and build trust with potential clients. Finding a salesperson who excels in these areas can be challenging, as it requires a unique combination of interpersonal and communication skills.
4. Ability to Adapt to Rapidly Changing Industry Trends:
The healthcare industry is constantly evolving, with new technologies and trends emerging rapidly. A good health tech salesperson needs to be able to adapt to these changes, stay informed about industry trends, and adjust their sales strategies accordingly. Finding a salesperson who can keep up with the industry’s fast-paced nature can be a challenge, as it requires a high level of flexibility and adaptability.
What if I’m Seeking a Health Tech Sales Career?
The health tech industry is rapidly evolving and becoming increasingly competitive as technological advancements continue to shape the future of healthcare. With a growing demand for qualified and specialized talent in this sector, individuals looking to pursue a career in health tech sales need to be proactive and strategic in their approach.
Here are some key tips to help you kickstart your career in health tech sales:
1. Develop a Strong Understanding of the Industry:
To excel in health tech sales, it is essential to have a deep understanding of the healthcare industry, including regulations, compliance standards, and common medical terminologies. This knowledge will not only help you communicate effectively with healthcare professionals but also enable you to design and build software solutions that meet their needs.
2. Enhance Your Communication Skills:
Effective communication is key in health tech sales, as you will constantly interact with team members, healthcare professionals, and potential clients. Strong interpersonal and written communication skills will help you build relationships, convey technical information clearly, and keep projects on track.
3. Build a Network:
Networking is crucial in the health tech industry, as it can open doors to new opportunities and connections. Attend industry events, conferences, and seminars to meet professionals in the field, and leverage online platforms like LinkedIn to expand your network.
4. Pursue Relevant Education and Certifications:
Consider pursuing additional education or certifications in health tech sales, healthcare management, or related fields to enhance your knowledge and skills. This will make you more competitive in the job market and demonstrate your commitment to professional development.
5. Seek Mentorship and Guidance:
Finding a mentor or seeking guidance from experienced professionals in the health tech industry can provide valuable insights and advice on navigating your career path. Look for opportunities to learn from others who have successfully established themselves.
6. Use Rainmakers
Whether you’re an employee or an employer, Rainmakers helps connect talented salespeople with top health tech sales careers.
For employees, this means using your proven background and sending you offers as you’re available. Even if you’re currently employed, staying updated on our database can get you better opportunities. You don’t have to be active in the job market to find something better.
For employers, this means connecting your hiring staff with skilled professionals with a proven background. You get in-depth data that includes actual sales stats, which helps you stay confident when finding qualified candidates.
https://www.rainmakers.co/blog/wp-content/uploads/2024/03/healthcare-sales-recruiting-agency.png9241640Joe Rhttps://rmblogdev.wpengine.com/wp-content/uploads/2017/11/logo.pngJoe R2024-03-26 14:31:322024-03-26 14:31:33Guide to Health Tech Sales Recruitment
In today’s fast-paced business environment, integrating technology has become imperative for companies striving to maintain a competitive edge. As organizations across industries increasingly embrace digital transformation, the demand for skilled tech sales professionals within the supply chain sector has surged dramatically.
This comprehensive guide is crafted to provide valuable insights and strategies tailored to job seekers and employers. Whether searching for a job or recruiting top talent, this guide equips you with the knowledge and resources needed to thrive.
Endless Opportunities
Supply chain tech sales incorporate various roles, from Sales Development Representatives to Account Executives and Sales Engineers. These positions characterize a unique blend of technical proficiency, industry expertise, and sales intelligence.
According to recent industry reports, the demand for tech sales professionals in the supply chain sector is projected to grow at an annual rate of 7.3% over the next five years, significantly outpacing the overall job market growth rate of 4.2%.
Most Popular Jobs in Construction Tech Sales
Sales roles serve as the driving force behind innovation, efficiency, and industry advancement. As construction companies eagerly adopt digital solutions to optimize their operations, the demand for proficient sales professionals in this sector has surged.
Check out the most sought-after jobs in construction tech sales, illuminating the responsibilities, qualifications, and promising opportunities that define each role.
Sales Development Representative (SDR): SDRs are the frontline champions of a company’s sales efforts, responsible for drumming up and qualifying leads, launching outreach campaigns, and nurturing connections with potential clients. In construction tech sales, SDRs are pivotal in spotting opportunities for technology adoption within the industry. They need strong communication skills, resilience, and a solid grasp of construction processes and challenges.
Account Executive (AE): AEs are relationship builders tasked with understanding clients’ needs, pain points, and aspirations and tailoring solutions to meet them. In construction tech sales, AEs collaborate closely with construction firms to showcase how technology solutions can enhance project efficiency, cost-effectiveness, and overall outcomes. They require a mix of sales savvy, industry know-how, and the ability to articulate technical concepts clearly and persuasively.
Sales Engineer: Bridging technical expertise with sales finesse, Sales Engineers provide comprehensive product demos, technical consultations, and support throughout the sales journey. In construction tech sales, they’re instrumental in illustrating the functionality and advantages of technology solutions, addressing client queries, and ensuring seamless integration into existing workflows.
Implementation Specialist: Implementation Specialists oversee the smooth deployment and integration of tech solutions within client organizations. In construction tech sales, they collaborate closely with clients to understand their unique needs, develop tailored implementation plans, and offer training and support for successful adoption
Customer Success Manager: Dedicated to ensuring clients’ long-term satisfaction and success, Customer Success Managers advocate for their needs and drive ongoing value from tech investments. They excel in interpersonal skills, problem-solving, and a genuine commitment to client happiness.
Tips for Job Seekers
Job seekers looking to excel in supply chain tech sales should leverage their technical expertise, industry knowledge, and sales prowess.
According to LinkedIn’s analysis of job postings, the most sought-after skills for supply chain tech sales roles include proficiency in data analytics, software solutions, and customer relationship management (CRM) platforms.
Additionally, networking plays a crucial role in job search success.
Trends to Watch
Several key trends are reshaping the supply chain tech sales landscape as technology evolves. According to a report by Deloitte, 69% of supply chain executives believe that digital transformation will significantly impact their operations in the next two years.
Artificial intelligence (AI), machine learning, and data analytics are revolutionizing sales strategies, enabling companies to leverage predictive insights and optimize their supply chain processes for greater efficiency and cost-effectiveness.
Salary, Compensation, Bonuses
Understanding salary expectations and compensation structures is vital in construction tech sales, where various factors such as experience, location, company size, and education significantly impact pay. Key points to consider include:
Base Salary: Typically forms the foundation of compensation packages.
Commissions: Additional earnings based on sales performance.
Bonuses: Rewards for achieving predetermined targets or milestones.
Benefits: Additional perks include healthcare, retirement plans, and stock options.
Average salaries for roles like Sales Development Representative range from $40,000 to $60,000 per year, while Account Executives can expect between $60,000 and $100,000 annually. Effective salary and compensation negotiation is paramount for job seekers and employers.
Candidates should research industry standards and highlight their value proposition, while employers must offer competitive packages aligned with market trends and candidate expectations. Ultimately, successful salary and pay negotiation in construction tech sales requires a balanced approach that prioritizes mutual success and industry norms.
Data from the Bureau of Labor Statistics indicates that the median annual wage for sales engineers, a prominent role within the supply chain tech sales domain, is $103,900, surpassing the median salary for all occupations.
Additionally, commission-based structures and performance incentives provide top-performing tech sales professionals with the potential to earn well into the six-figure range.
Challenges and Opportunities for Employers
Attracting and retaining top talent in the supply chain tech sales arena presents significant challenges for employers. A survey conducted by McKinsey & Company found that 83% of supply chain executives consider talent shortages to be one of the most significant barriers to achieving their strategic objectives.
Additionally, with the rise of remote work and virtual sales environments, adapting to changing recruitment strategies and embracing digital platforms has become imperative for companies seeking to remain competitive in talent acquisition.
Employers seeking to attract and retain top talent in supply chain tech sales should prioritize fostering a culture of innovation and continuous learning. According to a survey by Glassdoor, 72% of employees cite opportunities for career advancement as a key factor in job satisfaction.
Comprehensive training and professional development programs can enhance employee engagement and retention and empower sales teams to drive business growth and success.
Work With Rainmakers
Are you ready to dive into the thriving supply chain tech sales field? Rainmakers is your partner in unlocking the potential of this dynamic industry.
Linking Sales Talent with Cybersecurity Organizations
In an era where digital threats loom larger than ever, companies’ need to fortify their defenses with effective cybersecurity solutions has skyrocketed.
At Rainmakers, we specialize in connecting companies with the industry’s most skilled sales talent—individuals who understand the nuances of cyber threats and communicate the value of sophisticated cybersecurity solutions.
The Critical Role of Skilled Sales Professionals
Knowledge of the complex world of cyber threats requires a unique blend of expertise. Beyond a deep technical understanding, it demands sales professionals who practice translating the critical importance of cybersecurity measures into strategic business advantages.
Our mission is to connect your company with sales professionals with this rare combination of skills, ensuring your business’s digital assets are robustly protected against the dynamic threats of today and tomorrow.
Types of Roles We Fill Our platform revolutionizes how sales professionals engage with the job market, especially in the dynamic cybersecurity sector. You attract top cybersecurity companies needing your skills by showcasing your successes and setting your own job preferences. This then enables cybersecurity companies to find you.
Explore the variety of roles we specialize in connecting you with:
Sales Director/Manager: Strategize and lead sales teams towards achieving business goals.
Vice President of Sales: Guide the overarching sales strategy to new heights in the cybersecurity landscape.
Our Value Proposition
Rainmakers stands out among traditional recruiting agencies by matching your company with sales professionals who boast a proven track record in the cybersecurity domain.
Our extensive vetting process rigorously evaluates candidates for the necessary certifications, in-depth industry experience, and an intimate understanding of the cybersecurity challenges facing businesses today.
This ensures that the professionals we connect you with are qualified and poised to impact your sales and security strategies from day one substantially.
Challenges, Learning, and Strategic Impact
Cybersecurity sales careers are at the forefront of the tech industry, blending the intricate worlds of technology, strategy, and customer interaction. These positions are characterized by a fast-paced environment and the need for continuous personal development, making them a perfect match for those passionate about making a difference while advancing their skills.
Here’s what sets cybersecurity sales roles apart:
Cybersecurity sales jobs are situated at the crossroads of technology, sales, and security, offering a unique career path that is both challenging and rewarding.
These roles demand a commitment to staying updated on the latest cyber threats and defense strategies, ideal for individuals naturally inclined towards continuous learning and adaptation.
Professionals in this field can significantly influence the security posture of organizations, thereby contributing to a safer digital world.
The job involves creative problem-solving and strategic thinking, as salespeople customize solutions to meet each client’s unique needs.
This customization and solution-based selling approach increases job satisfaction and encourages innovative thinking and personal growth within the tech industry.
Why Cybersecurity Sales Is Your Next Career Milestone
If your passion lies at the intersection of sales and cybersecurity, welcome to your next big opportunity. The cybersecurity sales landscape is bursting with potential for significant career advancement, competitive compensation, and the chance to play a crucial role in safeguarding the digital frontier.
This career path offers substantial financial rewards, including competitive salaries and performance-based incentives, and the profound satisfaction of contributing to protecting essential digital infrastructures across industries.
Career and Professional Growth
At Rainmakers, we’re not just about connecting you with your next job; we’re invested in your long-term career success in the cybersecurity industry. Beyond placement, we’re committed to your ongoing development as a cybersecurity sales powerhouse, providing the resources you need to stay ahead in this fast-paced field.
Exclusive Job Opportunities: Access top-tier positions within the most esteemed cybersecurity companies.
Bespoke Job Matching: Our service aligns your specific skills and ambitions with roles that challenge and grow your professional capabilities.
Professional Development Resources: Benefit from comprehensive support, including certification guidance and the latest industry insights, to keep you at the forefront of cybersecurity sales.
Cutting-Edge Sales Strategies: Stay updated with innovative sales techniques and technologies that enhance your effectiveness and marketability in cybersecurity.
About Rainmakers
Our mission at Rainmakers is to create powerful synergies between the brightest minds in cybersecurity sales and the most forward-thinking companies. Our team, deeply rooted in cybersecurity and sales, is dedicated to understanding and addressing the unique challenges and aspirations of employers and job seekers in this sector.
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For Employers: Share with us the qualities of your ideal cybersecurity sales candidate. Our tailored matching process is designed to efficiently identify professionals who meet and exceed your expectations, ensuring a perfect synergy between your company’s needs and our candidates’ expertise. Sign-up now!
For Job Seekers: Begin by crafting your profile, detailing your professional achievements and career objectives. Our targeted approach ensures that you’re matched with positions that align with your skills and propel you toward your long-term career goals in cybersecurity sales. Sign-up now!
Exciting times are ahead in the construction industry, all thanks to the rapid technological advancements we’re witnessing.
From the wonders of augmented reality to the efficiencies brought by advanced project management software, technology is enhancing safety and efficiency on-site and carving out new opportunities for sales professionals. This transformative phase is ripe with prospects and challenges for both organizations seeking to bolster their teams and individuals aiming to carve out careers in construction tech sales.
Let’s explore what this means to job seekers and employers in the industry.
Types of Construction Tech Sales Jobs
The construction tech industry offers a variety of roles for sales professionals, each catering to different skill sets, interests, and career aspirations. Understanding the scope and responsibilities of these positions can help job seekers find a role that aligns with their goals, and employers identify the type of talent they need.
Here’s an overview of some key construction tech sales jobs:
Sales Development Representative (SDR) – SDRs are typically at the entry-level of the sales team, responsible for generating new leads and qualifying prospects. They reach out to potential clients through cold calls, emails, and social media to gauge interest in construction tech products or services. The role is crucial for building a sales pipeline and requires excellent communication skills and a persistent, proactive approach.
Account Executive (AE) – Account Executives manage the entire sales cycle, from initial contact to closing deals. They perform product demos, negotiate contracts, and ensure customer satisfaction. AEs in the construction tech industry need a deep understanding of their products’ technical aspects and how they can solve specific problems within the construction sector. Success in this role depends on strong relationship-building and negotiation skills.
Customer Success Manager (CSM) – CSMs ensure clients are satisfied with their purchased construction tech solutions. They help clients implement the technology, troubleshoot issues, and maximize the product’s value. While not a sales role in the traditional sense, CSMs often identify upselling and cross-selling opportunities by maintaining a strong relationship with existing customers.
Technical Sales Engineer – Technical Sales Engineers combine in-depth product knowledge with sales skills to explain the features and benefits of construction tech products to potential clients. They often have a background in engineering or technology, enabling them to address technical questions and tailor solutions to meet specific customer needs.
Regional Sales Manager – These Managers oversee sales operations within a specific geographic area. They manage a team of sales representatives, set sales targets, and develop strategies to achieve those goals. This role requires a good balance of sales expertise, leadership skills, and the ability to analyze market trends to identify opportunities within the construction industry.
Enterprise Sales Executive– Enterprise Execs focus on securing large, strategic accounts with significant revenue potential. They work with top-tier construction firms and stakeholders, offering comprehensive construction tech solutions that meet the needs of large-scale projects. The role demands a strategic mindset, excellent negotiation skills, and the ability to manage complex sales cycles.
For Job Seekers
The construction sector rapidly integrates augmented and virtual reality (AR/VR) technologies, drones, and advanced project management tools. These advancements are revolutionizing how projects are planned, executed, and managed, opening up a new realm of possibilities for sales roles focused on construction technology.
Understanding these trends is crucial for anyone looking to make their mark in construction tech sales.
Skills and Qualifications Needed
A career in construction tech sales demands a blend of technical knowledge, sales expertise, and a deep understanding of construction processes. Professionals aiming to excel in this field must have a strong foundation in these areas, potentially through targeted educational programs or industry experience.
Familiarity with the latest construction technologies and proven sales strategies sets the groundwork for success in this niche.
Knowing the Job Market
Landing a dream job in construction tech sales involves strategy, connections, and smart tools. It’s not just about searching; it’s about making yourself visible and attractive to the right employers. That’s where platforms like Rainmakers come into play, offering a direct line to some of the industry’s top companies.
Here’s how to get started:
Strategically Position Yourself: Highlight your unique skills and experience relevant to the construction tech industry.
Leverage Your Network: Use your professional connections to discover new opportunities and get introductions.
Utilize Platforms Like Rainmakers: Use specialized platforms to showcase your profile to potential employers actively seeking talent.
For Employers
Hunting for the best sales talent in the construction tech world is all about finding gems that bring more than just tech-savvy and sales chops to the table. The real superstars are those who get the construction industry inside out.
They’re the ones who can combine their deep industry insights with their knack for sales, creating a powerful combo that can push your business forward. So, keep your eyes peeled for those who can effortlessly bridge this gap, as they’re the key players who’ll help our teams innovate and grow.
Recruitment Strategies That Work
Attracting skilled sales professionals requires a multifaceted approach. Employers need to adopt effective recruitment strategies, including leveraging technology and social media to reach potential candidates.
Showcasing company culture and providing clear insights into career growth opportunities can also significantly contribute to attracting the right talent.
Retaining and Developing Talent
Keeping your best sales professionals isn’t just about the paycheck. It’s about crafting a workplace that nurtures growth, enhances skills, and supports career advancement, especially in the fast-paced world of construction tech sales. Here’s what can make the difference:
Foster a Supportive Environment: Create a culture that encourages learning and innovation.
Invest in Training: Offer programs specifically designed for the construction tech sales field.
Encourage Career Progression: Provide clear paths for professional development and advancement.
Work With Rainmakers
Ready to dive into the exciting world of construction tech? Whether you’re a sales pro on the hunt for your next adventure or a company looking to jazz up your team with some fresh talent, Rainmakers is here to make it happen. We’re all about connecting brilliant people with amazing companies in the construction tech space.
If you’re eager to explore new career heights, Rainmakers is your go-to. With just a few clicks, you could be on your way to meeting companies that can’t wait to get to know you and what makes you tick. Create a free profile.
For companies looking for someone special to join their team, let’s cut through the hassle. Rainmakers brings the talent to you, making it easy to find that perfect match ready to take your sales game to the next level. Easily sign up now.
So, what are you waiting for? Join Rainmakers today, and let’s start this exciting journey together in the construction tech world. Whether you’re looking to expand your horizons or your team, your next big opportunity is just around the corner with us!
Attracting Top Sales Talent in the Logistics Industry
Logistics is an industry pulsating with the constant flow of goods, underpinning the global economy. E-commerce, which spurs the industry’s growth, provides ample opportunities for logistics companies to follow suit. To leverage this growth, you need a good salesperson.
In this article, you’ll learn how to find top sales talent as an employee and what it takes to become top sales talent. Whether you’re a salesperson or a supply chain expert, understanding what it takes to get a competitive edge helps.
Logistics Sales Recruitment Process
Recruiting top-tier sales talent within the logistics tech industry is a precise endeavor that requires a tailored strategy and deep industry insight. Many companies recognize the challenges of sourcing such talent and opt to partner with specialized recruitment or staffing agencies.
An executive search firm often commences with a comprehensive assessment of the organization’s current needs and future objectives. Recruitment experts leverage their deep understanding of the logistics and transportation industry to identify the precise skills and characteristics that candidates must have to drive sales and foster business growth.
But some get so involved that they forget the reason companies hire salespeople: to find someone to make sales. Companies might focus on fancy titles or irrelevant skills. That’s why Rainmakers provides information on the sales stats of your potential new hire. To learn more about how employers can leverage this proven process, click here.
Identifying Sales Recruitment Needs in the Logistics Industry
Sales experts drive revenue growth, build lasting customer relationships, and create new business opportunities. In a dynamic and fast-paced environment like logistics, companies need sales professionals who can effectively navigate the industry’s complexities and provide exceptional service to clients.
Two crucial elements in sales recruitment are industry knowledge and the ability to meet sales targets.
Sales experts must deeply understand the logistics industry, including different transportation modes, regulatory frameworks, and market trends. They should be able to quickly adapt to new technologies and processes to meet customers’ evolving needs and stay ahead of the competition. Additionally, sales experts should have a proven track record of achieving sales goals and generating revenue for their company. They should be results-oriented and motivated to drive business growth through strategic sales initiatives.
Here is a list of other qualities:
Strong Communication Skills: Effective communication is essential for building client relationships and closing deals in the logistics sales industry.
Negotiation Skills: Negotiating terms and pricing with clients is crucial for maximizing profits and securing business in logistics sales.
Attention to Detail: Being detail-oriented ensures accuracy in orders, shipments, and contracts, leading to smooth operations and satisfied customers in logistics sales.
Problem-Solving Ability: Quick thinking and problem-solving skills are valuable in resolving issues that may arise during the sales process in the logistics industry.
Adaptability: Given the fast-paced and ever-changing nature of the logistics industry, adaptability is key to staying ahead of the competition and meeting client needs effectively.
Strategies for Attracting and Retaining Top Sales Talent in Logistics
Knowing who to look for is a good start, but how do you get them? Here are some strategies you can use to attract top sales talent:
Utilize social media platforms: Social media allows for targeted advertising and reaching a larger audience of potential candidates, increasing the chances of attracting top talent.
Networking events and industry conferences: Attending industry events can help create connections with logistics industry professionals, allowing potential talent to be identified and recruited.
Employee referral programs: Encouraging current employees to refer potential candidates can lead to quality hires, as current employees are likely to recommend individuals who fit well with the company culture.
Offer competitive compensation packages: Competitive salaries and benefits can attract top talent who are looking for growth and development opportunities in the logistics industry.
Utilize recruitment agencies: Working with specialized recruitment agencies can help identify and attract qualified professionals specifically looking for logistics opportunities.
Once you get the talent, you can use these retention strategies:
Competitive Compensation Packages: Offering competitive salaries, bonuses, and benefits to attract and retain top sales talent in the logistics industry.
Continuous Training and Development: Providing ongoing training and development opportunities to help sales professionals grow their skills and advance in their careers within the company.
Recognition and Rewards: Implementing a recognition and rewards program to acknowledge and incentivize sales team members for their hard work and achievements.
Promotion Opportunities: Creating a clear path for career advancement within the organization, with opportunities for sales professionals to move into leadership roles.
Supportive Work Environment: Fostering a positive and supportive work environment where sales team members feel valued, supported, and motivated to excel in their roles.
As an employer, attraction and retention go hand-in-hand. Often, it comes down to creating a good work culture, attracting the right people to that culture, and treating them well. Introduction
If you want more perspective from the other side of recruitment, we dig into that next.
The Employee Perspective: How to Find Sales Career Opportunities in Logistics
A tech sales representative is responsible for selling technology solutions. In this case, we’re concerned about specialized, specifically skilled professionals in the logistics industry.
These individuals work to identify potential clients, understand their needs and challenges, demonstrate how the technology can address those issues, and close sales deals. They also build and maintain client relationships, provide ongoing support, and collaborate with the technical team to ensure the technology’s successful implementation.
Here are some tips to get a job as a logistics tech sales representative:
Understand the logistics industry: Familiarize yourself with the key players, trends, challenges, and technologies in the logistics industry. This knowledge will help you speak knowledgeably with potential clients and differentiate yourself from other candidates.
Develop sales skills: Hone your communication, negotiation, and presentation skills. Sales experience, even in a different industry, can be valuable for a role in logistics tech sales.
Learn about logistics technology: Familiarize yourself with popular logistics applications like DAT, BlueGrace, TomTom, PC Miler, and LOADPlus. Understand how these technologies can improve logistics companies’ efficiency and profitability.
Network: Attend industry events, join online forums, and connect with professionals in the logistics and technology sectors. Networking can help you learn about job opportunities and build relationships with potential clients.
Gain relevant experience: To gain experience and build your resume, consider internships, part-time roles, or volunteering opportunities in the logistics or technology sectors.
Showcase your skills: In your resume and cover letter, highlight your sales experience, knowledge of the logistics industry, and understanding of technology. During interviews, be prepared to discuss how your skills and experience make you a strong candidate for a logistics tech sales role.
Another effective way to get noticed is to demonstrate knowledge of the latest logistics technologies and trends, which will set you apart in this tech-driven field. Familiarity with Customer Relationship Management (CRM) systems can be a significant advantage, as they are vital for tracking sales metrics such as lanes won and profit margins per lane type. In this avenue, building a compelling profile with quantifiable achievements on platforms like LinkedIn acts as both a resume and a sales pitch to potential employers.
Thankfully, Rainmakers provides a solid platform for showcasing your sales metrics and credentials. To learn how it works, sing-up for an account today.
https://www.rainmakers.co/blog/wp-content/uploads/2024/03/logistics-recruiting-agency.png9241640Joe Rhttps://rmblogdev.wpengine.com/wp-content/uploads/2017/11/logo.pngJoe R2024-02-11 15:56:002024-03-26 17:19:48The Future of Sales Recruiting in Logistics [For Seekers and Employers]
