Invest In Your Sales Team

Working with a sales recruiting firm can provide various advantages to businesses of all sizes, both financially and in terms of operations. For example, they can increase cost efficiency, hire better candidates, and allocate resources more effectively.

Your decision to hire the services of an experienced sales recruitment agency will depend on various factors such as budget, urgency, positions needed, and your in-house capabilities. Outsourcing the task of hiring is often the best solution.

Here’s why.

Access To Top-Tier Passive Candidates

Because top-tier prospects are frequently not actively looking for work, they are less likely to respond to typical outbound recruitment efforts, such as social media posts and job advertisements. Therefore, using the services of a recruiter allows for a more direct line of access to high-quality candidates and provides greater value to the hiring process.

Access to a Larger Number of Qualified Candidates

One of the most significant advantages sales recruitment firms offers is the access they provide to a massive and consistently expanding candidate pool. In addition, experienced recruiters are always working to build their professional networks, which is one of the reasons why they can attract top-tier talent. Unfortunately, in-house recruitment teams may receive a different volume of responses for a job posting due to this lack of connections.

Comprehensive Market Knowledge

Professional recruiting agencies possess in-depth expertise about various industries, local employment conditions, staffing and recruiting trends, and other relevant topics. A skilled recruiter can also be an excellent consultant, offering first-hand, real-world knowledge that is not readily available to many in-house recruiters. This knowledge represents a significant advantage of working with an outside recruiter.

More Efficient Recruiting, Screening, and Hiring

Because professional sales recruiting firms have access to an extensive network, this enables them to act promptly when identifying and vetting qualified candidates. Recruitment agencies maintain relationships with tens of thousands of passive applicants and stay current with their qualifications, education, and accomplishments. They keep detailed notes throughout the interviewing process and can help guide you in selecting top candidates who can be hired with minimal delay.

Eliminate New Hire Turnover

Several costs associated with a vacant sales position take time to be apparent, most notably the time and resources required to recruit, acquire, and train a new salesperson. In addition, if the new hire is unsuccessful in their role, the hiring process needs to start again with someone new. When a sales recruitment firm with a proven track record of success assists in placing the most qualified applicants in the relevant jobs on the first try, it enhances retention rates and reduces turnover.

Expertise On Proven Hiring Techniques

A good sales recruiting agency will use the insights gained from getting to know its clients to improve its recruitment efforts further. This includes learning about each client’s traditions and working conditions to find candidates whose particular skills match the qualifications required by each company.

Removes the Time Sink

When you spend countless hours posting job opportunities, sourcing applicants, and screening resumes, your time and energy divert from essential day-to-day responsibilities. In addition, most front-end hiring operations are handled by recruiting firms, freeing your internal staff to work on activities that will yield higher returns for your company.

Hiring Strategy Advice

How many employees should you hire to achieve your staffing objectives over the upcoming year? What qualities should you seek in a candidate for a particular position regarding skills and personality? Should you look for a traditional hire or a contract employee? If you’re unsure about your responses to these questions, a sales recruitment firm can offer valuable insight and advice to develop your hiring strategy best.

What Is Recruitment ROI and How Is It Calculated?

Recruitment ROI (return on investment) is a metric that looks at the financial value added to your company compared to how much is spent on salaries and other benefits. Essentially, Recruitment ROI measures employee financial contributions against what it costs to bring them in, onboard them, and get them on your sales team.

HR managers look at several factors to help determine their Recruitment ROI.

Application Complete Rate

This recruiting metric reveals how many candidates complete your initial application form. If the application is shorter, more concise, and asks for more personal information, applicants may keep it. On the other hand, it may indicate a technical difficulty. A low application completion rate could suggest that you need to adjust your hiring process.

Offer Acceptance Rate (OAR)

An offer acceptance rate (OAR) displays how many people accepted your company’s formal job offer letter. A good OAR shows that the recruiting firm or hiring team has filled a pipeline with qualified candidates, had constructive and intensive meetings, thought about the up-and-comer experience, and helped the hiring manager make the right offer to the right candidate.

Time-To-Hire

Time-to-hire describes the time that elapses between a company’s initial contact with a job candidate and their acceptance of the employment offer. This can help measure the success ratios of the HR recruitment staff or recruitment agency.

Time-To-Fill

Time-to-fill is the total amount of time you need to fill a particular position. This recruitment metric helps you plan your recruitment and can indicate when your recruitment process takes too much time.

Cost-Per-Hire

Cost-per-hire is one of the most important and frequently used hiring and recruiting indicators. Cost per hire is the dollar amount assigned to the company’s financial investments to attract and hire new employees.

Quality-To-Hire

Quality-to-hire measures the value a new hire adds to your sales team based on how much they contribute to your business’s long-term success. To count as a quality hire, the contributions the new hire generates while working for your company should be greater than the costs of recruiting them. Quality-to-hire metrics also help determine the effectiveness of your company’s hiring process.

Recruiting With Rainmakers

To make your job easier when looking for top-tier applications, reviewing resumes, and interviewing, consider working with a top sales recruiting firm such as Rainmakers. Their proven history in matching the best candidates with businesses means everyone wins. In addition, you can keep your staffing costs down with sales employees who are qualified, experienced, and committed to helping your business grow and succeed.

Create a profile with Rainmakers and start finding top candidates for your team!

Streamline Your Sales Hiring with a Sales Recruiter

Finding quality tech sales representatives or management can take work. There’s a high demand for top talent, and many skilled prospective candidates may be currently satisfied with where they are. You must find that talent, reach out, and draw them to your company.

It’s essential for your business’s success to source top talent on your team. The issue is that many small and medium-sized enterprises don’t know how to approach this. Networking yields some results, but this approach doesn’t do enough to attract top talent to your door in the long run.

That’s when working with a sales recruitment agency can make a difference. Here’s how. 

1) They Connect You to Candidates Not On the Job Boards 

A sales recruitment agency can connect with other professionals and find talent not listed on active job boards. Salespeople confident in their abilities tend to only show up on job boards. Instead, they go directly to recruiters and wait for the right employer to get in touch with them.

When you require a top-notch sales representative or sales manager, a recruiting agency will match you up with the best candidates for the position. They are constantly networking, making connections, and interviewing potential employees, so they have access to talent that you do not.

2) You Need New Talent Right Away

How long will it take to find new sales talent and get them on the job? It could take a month or more. You could be missing out on potential sales as you go through the long process of searching, interviewing, and hiring.

This procedure can be sped up by a sales recruitment firm, cutting down on the time it takes to source and onboard a new hire. In a matter of days, not weeks, a professional can have qualified candidates waiting for you at your desk.

3) You’ve Got Enough Going On

Finding applicants involves more than just advertising open positions and hoping someone with the necessary talent will express interest. You must develop a strategy to source candidates effectively, which takes time.

Building applicant personality profiles and thoroughly analyzing the job specifications are just the beginning. Finding passive candidates and ensuring the caliber of those who advance to the top of the list are the main goals of talent sourcing.

The truth is that you don’t have enough time to handle everything. You’re too busy building the kind of company that attracts top talent. Hiring an experienced, well-connected sales recruitment agency to manage your sales candidate sourcing frees you up to take on other tasks, such as increasing your company’s revenue.

4) They Have Industry Expertise

An effective sales recruitment agency will have specialized professionals who work with clients in various industries. Work with a recruitment agency that is familiar with your particular business sector. They will be able to provide you with industry-specific information about sales trends, salary levels, and the skills necessary to be successful in your industry. 

Recruiters that specialize in specific fields also have access to individuals whose skills are relevant to those same fields.

Agency Recruitment Vs. In-House Recruitment

The entirety of the hiring process can be a very stressful, time-consuming, and expensive endeavor that, if not handled properly, can have far-reaching repercussions for both you and your company. Most employers—including internal HR Teams—say that recruitment is part of their job that causes them the most stress.

The time may have come to consider outsourcing this process to an agency specializing in recruitment. This company could relieve some of the burdens and enable you to return to the vital work of building your business.

Here are some benefits and drawbacks of working with a recruiting agency instead of tackling the task alone.

Using In-House Recruitment

There are some pros to handling sales staff recruitment yourself. First, you remain in control of the entire search and hiring processes and don’t pay agency fees. You can also personally review all the candidates to see how well they fit into your company’s culture. You also decide when and where a job posting is made. 

On the other hand, the time spent posting, searching, vetting, interviewing, and hiring takes a considerable amount of time. This is time you and your team can better spend developing and selling your products or services. The process can take even longer if you’re handling recruitment all on your own. 

Another drawback is your limited knowledge of companies with many qualified salespeople employed who may be interested in new opportunities. That makes it more challenging to fill the post you are looking for successfully. 

Using a Sales Recruitment Agency 

One of the first and most important advantages of a sales recruitment agency is that you will get access to a team of experienced recruitment consultants rather than just one individual who will be trying to find your candidates. Also, professional recruiters have access to a broader pool of qualified applicants. Recruiters spend their days contacting hundreds of new people monthly via social media and job-hunting websites, fostering new relationships. As a result, even if a good candidate is not looking right now, a recruitment consultant will typically be the first to know when they are looking or open to a better offer.

While internal HR teams deal with many tasks daily, the sole mission of recruitment agencies is to locate high-quality candidates with the skill sets and attributes needed to satisfy your business’s needs.

The only real drawback is that you will have to take some time to nurture a relationship with your sales recruiting agency so they fully understand your business’s culture and needs. And while it’s true there is a fee for their services, in nearly all cases, this fee only comes into play after your ideal candidate accepts a job offer and starts work.

Rainmakers: Your Premier Sales Recruiting Agency

The level of expertise possessed by a company’s salespeople directly correlates to that company’s level of success. Consider conversing with an experienced tech sales recruiting agency such as Rainmakers to help guide your company to further growth and profit. 

Contact us today to learn more about how we can help.

Evaluating Sales Potential – Checklist for Hiring Managers

One of the most challenging tasks Sales Managers must deal with is evaluating a candidate in a job interview. With entry-level positions such as Sales Development Representatives (SDRs) and even Account Executives (AEs), many won’t have a wealth of sales experience. On top of that, entry-level roles tend to get a lot of applicants, and trying to isolate the best candidates from the crowd is challenging.

The good news is that there are reliable ways to evaluate sales candidates at every stage, from initial screening to final interviews. 

Here are some essential recruitment tips for hiring managers.

Reviewing Resumes

While the stack of resumes on your desk is daunting, there are simple ways to identify the best candidates among job applicants. First, use this method to kick off your screening process:

Does It Look Professional?

A resume’s format can disclose a lot about a job seeker. For example, a well-structured resume with few or no spelling errors suggests the individual is committed, detail-oriented, and possesses a sense of professionalism.

Was It Written For Your Company?

Check the candidate’s cover letter and job objectives. Does the candidate seem to understand your business, or does it seem they sent the same resume to dozens of companies? Give preference to candidates who have done some research and know your company’s needs, history, and mission. 

Reviewing Work Experience and References

Every candidate should have at least a little work experience or an internship for you to review. The candidate’s work experience can provide insight into their values, work ethic, and skills.

When considering a candidate, contact their professional references to learn more about them. Avoid candidates who provide only personal references.

Reviewing Skills and Experience

Your company’s product or service may require technical knowledge or industry experience. Therefore, favor those applicants who already possess the abilities and expertise you need.

Keep an open mind when looking at skills and experience. You may discover unique yet promising skills that could prove helpful. They could even provide some fresh perspectives to your sales team.

Did They Try To “Game” the System?

This is a relatively recent phenomenon in which some applicants may try to embed specific phrases into a resume that aren’t visible to human readers but are picked up by hiring software looking for particular keywords.

While the technical know-how to pull this off may seem impressive to some hiring managers, it does suggest a certain lack of ethics and respect for the hiring process. Proceed with caution.

Are There Numbers and Metrics In The Resume?

One of the most foolproof ways to assess a sales candidate is by the numbers they have produced in past roles. This might mean emails sent, revenue produced, or contracts upsold. 

A good sales candidate should never be shy or try to hide their numbers. In fact, they should be proud of any quotas or goals they have beaten in the past. 

The Initial Interview

An initial interview—phone or in person—will assist you in deciding if a candidate is right for your department. Here are some things to consider. 

Do They Come Across As Professional?

Look at how the applicant conducts themself. This will demonstrate how they will come across to potential clients. Professionalism is a must. So are punctuality, sincerity, and politeness. All the better if the candidate also demonstrates comprehensive knowledge of your business’s products or services.

In many ways, an initial interview is a sales pitch. Use that perspective to help assess the interviewee.

How Well Do They Communicate on the Phone?

Many sales or hiring managers conduct initial interviews via phone. This provides an opportunity to see how well a candidate communicates by phone. Considering many sales calls are started this way, it’s an essential skill to filter for. Also, have the applicant leave a sample voicemail message. This, too, will help you see how effectively they can communicate with prospects.

Do They Possess the Traits You Value Most for Your Sales Team?

Effective sales departments prioritize skills like drive, thoroughness, and communication. Create a list to score candidates on your top sales rep attributes. You can use these scores to help compare and contrast various skill levels if you have multiple applicants.

Ask Challenging Questions

How well does a candidate respond to difficult questions? Can they think (and answer) under pressure? Consider asking how they deal with rejection. Ask them about how they managed to learn a complicated skill. Ask about past challenges and how they overcame them. 

The classic “what would you say is your biggest weakness?” question may seem cliche, but it helps learn how self-aware and open to feedback a candidate is. It also demonstrates how seriously they respond to the question and how honest they are.

The Later Stage Interviews

After interviewing an exhaustive list of candidates, you can narrow the search and bring in only the most promising candidates for a more in-depth discussion. 

Ask for a sales demonstration.

Before they come in, request that candidates prepare a sample sales presentation. This should ideally be for one of your products or services so the candidate can display their knowledge, or they could choose something entirely different to see how well they can convince you to buy something you’re unfamiliar with. 

The actual purpose of the demonstration is to see how much sales potential they have. It may be challenging, but it can give you a good feel for their fundamental sales abilities and their approach to the challenge and the process.

Take on the role of a potential customer who objects to the sales pitch. Take into account how the candidate responds to these concerns. Do they listen well, or do they immediately go on to the pitch’s next section?

After the presentation, provide the candidate with practical criticism to determine whether or not they are coachable.

Ask Out About Long-Term Goals

When you hire a new sales representative, you expect they’ll find a way to grow with your business. So inquire about the candidate’s long-term objectives and passions. Are they hoping to take on high-ticket clients? Are they interested in management? Do they have a particular affinity for marketing or customer service?

Think about how realistic these objectives are. Can you see this person progressing within your business?

Conduct a Culture Check Walkthrough

Talk a walk through the company and introduce the candidate to others. Try to hit different levels within the company, such as other salespeople, receptionists, factory floor employees, and members of upper management. 

Can you see this candidate blending in with your culture, or do they withdraw when the CEO or a Senior Sales Manager is around? Remember that a candidate’s capacity for good communication with management can indicate their potential for interaction with sales prospects.

Offer the candidate the chance to see your business in operation. Invite the applicant to listen in on a sales call with one of your Account Executives. Their follow-up questions will reveal a lot about their sales philosophy and suitability for your business.

Also, after the interview, ask the people who met the candidate on your walkthrough for their opinions. Even though, as the hiring manager, the final decision is yours, input from others can always be helpful. 

Recruiting With Rainmakers

Following the above should handily assist you in finding the ideal applicant for your open entry-level sales representative position. The most important factors to remember are the candidate’s professional demeanor, applicable skill set, and cultural compatibility.

When faced with many applicants, consider hiring recruitment specialists such as the ones at Rainmakers to help make your job easier. They have a proven history of matching ideal candidates with the best businesses, so everyone wins in the end.

Sign up and connect with our team today to learn more.

Finding The Best Sales Recruiters

Job searches are many things. Among them, they are tedious, frustrating, complicated, and lengthy. This applies not only to job seekers but recruiters as well. According to the job review website Glassdoor, each corporate job attracts an average of 250 applicants for one opening.

That’s a lot of resumes to go through.

If you’re a business looking for qualified tech sales personnel, it behooves you to find that perfect recruit in as little time as possible so they can begin earning. But, simultaneously, you want to feel confident you’re hiring the best person for the position. We are in the sales recruiting business and know the best of the best.

Here is our list of the 10 Best Sales Recruiters in the US.

The Best Sales Recruiters in the US

1) Rainmakers

The leading tech recruiting platform hiring tech and SaaS salespeople.  Rainmakers brings data into sales hiring and utilizes the latest sourcing technology to help companies build their sales teams efficiently. Hire qualified and diverse salespeople through a quick and scalable platform. They offer both self-service and managed solutions. Operates US-wide.

Learn more: rainmakers.co

2) Hirewell

Hirewell is a Chicago-based talent solutions provider.  They have over 200 recruiters globally, focusing on sales (15+ sales recruiters).  They work with hundreds of companies across the US, ranging from early-stage tech companies to enterprise tech organizations. Hirewell helps companies hire one-off sales executives and build out teams of SDRs, AEs, and GTM teams. Hirewell also partners with companies for their sales hiring efforts through its OnDemand Recruiting offering, where it embeds a Hirewell recruiter into its recruiting function.

Learn more: hirewell.com

3) The Collective Search 

Boutique agency specializing in sales hires for venture-backed SaaS/tech companies. They are known for their incredibly personal, meticulous, caring approach to each placement, emphasizing personality/culture fit. Strong, loyal community of sales professionals who care about thriving and succeeding. Started in SF and now have a presence on both coasts.

4) True Search

A diversified recruiting agency with a focus on working with venture-backed tech companies. They have a broad focus across many disciplines, including sales, technology, and finance. 

5) Betts Recruiting

Betts recruiting focuses on sales, marketing, and executive hires for Venture Backed startups and technology companies

6) CloserIQ

The firm is HQ’d in New York and has a strong presence with East Coast employers. They specialize in Sales, Technology, and Executive Search.

7) HuntClub

An executive search firm with a strong focus on Go-To-Market leadership

8) RJR Partners

A traditional executive search and recruiting firm with experience in sales, marketing, and product, among others. 

What Is a Tech Sales Recruiter?

A sales recruiter is a specialist who works with businesses to find the best candidates for sales positions of all levels, from Sales Development Representatives (SDR) and Account Executives (AE) to Sales Managers and VPs of Sales. To match job seekers with the appropriate opportunities, they work with applicants to determine their skills, experience, and goals.

Tech sales recruiters specifically aim to help salespeople with experience or interest in technically-oriented businesses—whether they be focused on hardware, software, cybersecurity, SaaS, PaaS, IaaS, telecom, or more—find the best opportunities by introducing them to jobs and organizations they may not have been aware of.

They accomplish this by leveraging excellent communication and networking skills, industry knowledge, and the ability to match job seekers with hiring managers.

How To Find a Recruiter for Your Business

Finding a sales recruiter isn’t as difficult as one might imagine. Here are the key points to keep in mind.

Industry-Specific or General?

If you’re looking for a sales position that doesn’t require much-specialized knowledge, you can go with a recruiter that works with all sorts of applicants. This can be advantageous because it gives you a larger pool of potential applicants. The downside is that you may get more misses than hits if your company focuses on specialized knowledge, such as tech.

If you choose a recruiter, such as Rainmakers, specializing in tech-related positions, you’re more likely to get promising candidates right from the start.

Long Term or Short Term?

Generally, there are two types of recruiters—staffing agencies and permanent placement recruiters.

Staffing agencies hire for temporary or temp-to-perm hourly positions and then contract them to employers, collecting a percentage of the hourly fee as a markup.

Permanent placement recruiters focus on long-term hiring opportunities. The recruitment agency finds, evaluates, and represents talent, while the hiring manager hires the prospect as a full-time employee.

Researching Recruiters Online

You can find many professional sales recruiters in various areas. Two top places to start would be Google and, perhaps better, LinkedIn. Start with some keyword searches that apply to your business or the specific sales position you intend to fill. Some examples might include:

• “Sales recruitment”
• “Talent acquisition”
• “Headhunter sales tech”
• “Sales executive recruitment”
• “SDR hiring”
• “Account Executive/AE tech hiring”

Word of Mouth

One of the best and most reliable ways to find a trustworthy recruiter is to contact your professional network. If the hiring manager of a business in the same industry as yours reports success using a particular recruitment platform, it’s a good bet you may as well.

The Top Recruitment Markets

You’ll want a recruitment agency with knowledge and access to candidates in the top tech sales markets in the country. Ensure your recruiter knows where to find potential salespeople in major U.S. cities like San Francisco, Austin, Chicago, New York City, Denver, Phoenix, Los Angeles, and Raleigh.

What Are the Best Recruiting Tips For Tech Companies?

Hiring the best tech salespeople is not easy. However, top performers are in high demand, and working in the tech industry can be particularly challenging. Here are some tips that should better your chances of locating and hiring the right people for your business.

Clearly Define the Position

Be straightforward about the qualities you’re looking for in a sales professional before you start recruiting them. Similarly, have clear job descriptions available either as part of a hiring pitch or easily located online.

Lay out the knowledge, abilities, and other attributes required for the hire to succeed. When these are in place, it will be simpler to evaluate each candidate.

Use a Personal Approach

When reaching out to a potential hire, address them by name and avoid any appearance of their name being inserted into a form. While talking about compensation is important, don’t forget to speak about company culture and the unique benefits of working for your company.

Many leave their positions due to poor compensation and a hostile company atmosphere. Put the candidate’s worry to rest by selling them the benefits of hiring with you.

Don’t Make Them Wait

It’s become almost a bad joke—the amount of time and number of hoops candidates have to jump through to go from initial interview to final hire.

That won’t work for tech sales positions that are in high demand. You want to streamline the process or, at least, ensure the candidate knows where they are in the hiring process and the expected timeline. Tech sales candidates are likely considering several offers. You don’t want to draw the process out so long that you lose a potentially great new hire to another company because you didn’t move fast enough.

An experienced recruiting agency like Rainmakers can help make the hiring process quicker, so this is less likely.

Make the Right Offer

Many tech salespeople start with a basic salary between $40,000 and $92,000, with incentives and commissions ranging from hundreds to thousands of dollars, with many earning over $100,000 annually. If you can’t give competitive pay, your candidate will go elsewhere.

Also, consider additional incentives or benefits during the offer stage to help close the deal. You may even want to consider a sign-on bonus.

Should I Connect With Recruiters On LinkedIn?

The short answer? Absolutely.

There are several reasons why looking for recruiters on LinkedIn is a good idea.

LinkedIn is the largest platform for professionals of all types worldwide. As a result, it’s often the first place companies list open positions and where hiring managers begin looking for potential candidates. Likewise, it’s where many sales professionals post their availability or interest in looking for a sales position.

Because LinkedIn is so large, it can be daunting to look for candidates individually, no matter how narrow you make your keyword searches. By looking for a professional recruiting agency on LinkedIn, you can find the right agency for your business to help you in your search.

Sales Recruitment Solutions At Rainmakers

Rainmakers accepts only quality applicants, so you can be confident that you’re interviewing the top sales talent around. In addition, when we look at potential candidates, you can see all their sales stats, such as performance, what they’ve sold, and who they’ve sold to. This allows you to save valuable time by quickly identifying candidates with the skills, experience, and fit you’re looking for.

Contact us today to learn more about how we can help fill your tech sales needs.

Salespeople get a negative reputation for “only caring about money.”  I am sure that most of you have heard this and many probably believe it.  In fact, this doesn’t seem like a controversial statement at all.

Let’s look at the data and see if this is true

As a reminder, Rainmakers is the leading software and community for hiring SaaS sales professionals like Account Executives and Sales Development Reps.  We have collected data from thousands of candidates working across thousands of companies in tech.

Entry-level Account Executives and Sales Development Reps

When we look at salespeople earlier in their sales career, like SDR’s and Junior AE’s, we do see a demand for higher salaries.  On average salespeople with a base salary from $40k-$70k are looking for a pay increase of ~$15K in their next role.  While this may seem like a lot, these are generally people that are earlier in their career and hungrier. They likely don’t have a lot of savings and are looking to level up in their careers.  Many of these folks are looking to be promoted from an SDR to an AE, which also naturally comes with a pay increase.  On the hiring side, this is why it can be challenging to hire “experienced SDR’s” with only a small increase in comp.  These salespeople are looking to take their career to the next level. (Side note- if you do need to hire experienced SDR’s, message me as Rainmakers has helped a lot of companies here).

Mid-level reps

Looking at salespeople in the $70k-$80k base range, they are looking for an ~$8k pay bump.  These are still reps earlier in their career and they are looking to continue to move up.

However, once we get beyond that comp level, things start to change.  When we look at reps with a $80k-$140k base, these reps are only looking for on average a ~$3k bump.  This is pretty insignificant at these levels – only a 3% or less increase in base. 

Enterprise salespeople

And let’s take a look at reps at the next level.  Reps making +$140k are actually open to DECREASES in base and this decrease increases as their base increases.  So these are the top, highest paid reps and they “don’t care about money?”

When we actually look into the data, we will see that salespeople don’t only care about money.  When salespeople are younger and earlier in their career, building their life, learning, of course they want to get promoted and earn more.  And the ones that continue to progress deserve that too, as they are generating significant value for their companies.  *Remember that salespeople are what is driving the majority of revenue at most SaaS companies.* Most people in all industries, earlier in their career would be looking to make more money. This is not something unique to salespeople.

But once salespeople get to a mid-level and higher, money becomes significantly less important.  These people may be looking for a small bump, of course people like to feel wanted and appreciated.  But really other factors are more important than just the cash.  Experienced salespeople are not looking to change jobs just to make $3k more. 

Once salespeople are at the higher levels of comp, salespeople are legitimately open to make less money.   Why would they want to switch jobs and make the same or less money?  

Changing the narrative

Let’s change the narrative and start spreading the truth about salespeople. Salespeople aren’t just hired guns that only care about money. Salespeople care about product, culture, team, growth, and much more.  They want to find where they and their skills fit best and where they can contribute strongly to their teams and companies.