Are you looking to make a career move that also has the potential to bring in a little extra cash and pay you what you’re worth? Then, check out the top 10 openings in San Francisco for AE, SDR, and BDR roles.

Account Executive Positions

Job Title: Enterprise Account Executive

Location: San Francisco

Number of Employees: 51-200

More info on Terminus: “Terminus is a fast-growing technology company in Atlanta, challenging the status quo of B2B marketing. We’ve built an industry-leading Account-Based Marketing (ABM) platform that enables our customers to be more targeted in reaching their ideal customers, driving powerful business outcomes, including an increase in revenue and acceleration of pipeline velocity.”

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Job Title: Account Executive – Enterprise

Location: San Francisco

Number of Employees: 11-50

More info on RapidAPI: “RapidAPI lets developers find, try and connect to APIs more easily. Call an API directly from your browser and export the code into your app in whatever language you like (NodeJS, PHP, Python, cURL, Java, Objective C). As you connect to multiple APIs, you just call Rapid instead of calling each individual API. RapidAPI manages all those connections and saves all your API keys. That way, you can keep your code nice and clean and focus on creating”

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Job Title: Senior Enterprise Account Executive

Location: San Francisco

Number of Employees:

More info on Process Street: “Process Street is a SaaS platform that helps companies manage their processes and workflows. We are a lean, flexible, 100% distributed team that relies on systems to improve output 10X. Process Street is a venture-backed startup and an AngelPad alum (the #1 Accelerator in the US).”

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Job Title: Senior Account Executive

Location: San Francisco

Number of Employees: 51-200

More info on Adikteev: “Adikteev works with app advertisers to retarget their users while they use other apps to generate more revenue (increase LTV) or bring back churned users (increase DAU). The main focus of our campaigns is often incrementality, meaning we measure the uplift using a control/target group setup. We are connected to all major ad exchanges and display our ads only on in-app inventory. We focus on playable & interactive rich media ads that we build in-house (we have an in-house creative studio).”

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Job Title: Global Enterprise Account Executive

Location: San Francisco

Number of Employees: 201-500

More info on GoCardless: “Our platform makes it easy to collect Direct Debit payments. It’s perfect for invoice payments of variable amounts, subscriptions, and fees.”

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sales recruiters

Job Title: Senior Account Executive

Location: San Francisco

Number of Employees: 51-200

More info on Pusher: “Pusher is the category leader in delightful APIs for app developers building communication and collaboration features. Using its core product, Channels, developers can easily create interactive features such as in-app notifications, activity streams, chat, real-time dashboards, and multi-user collaborative apps.”

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Job Title: Account Executive

Location: San Francisco

Number of Employees: 51-200

More info on BrightIdea: “We sell software to the most innovative companies in the world. Our customers have reported more than $5B worth of net impact to their organizations. We’re the #1 player in the market and have plans to grow dramatically over the next few years.”

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Job Title: Account Executive

Location: San Francisco

Number of Employees: 11-50

More info on Acquire: “Acquires users are support agents who help online customers. One of the most requested tools for support agents is to allow them to see and interact with the customer screen visually since they typically use a basic chat solution or over the phone. In this scenario, agents typically try to guide the customer blindly, increasing handle time and decreasing conversions.”

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Job Title: Account Executive

Location: San Francisco

Number of Employees: 11-50

More info on Atrium: “At Atrium, we use data and smart analytics to help teams make better-informed work decisions. The company is based in San Francisco and is backed by Charles River Ventures, First Round Capital, and notable individual investors. Join us ( to enable an effective change in how people work.”

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Job Title: Enterprise Account Executive

Location: San Francisco

Number of Employees: 11-50

More info on Strong DM: “Centrally manage access to every database & server in every environment.”

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Sales Development Rep Positions

Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on Hevo Data: “At Hevo, we are building the world’s most secure and scalable data integration platform as a service (PaaS). There has been a fundamental change in the number of data companies are generating these days. More and more users in an organization are looking at data now. Data is no longer a second-class citizen, and companies see data as a competitive advantage rather than a geek’s obsession.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees:

More info on Juniper Square: “Juniper Square is transforming the real estate investment experience for both sponsors and investors.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 51-200

More info on Kong: “We are the company behind Kong, the most widely adopted open-source API gateway. We have a world-class Enterprise platform, and our mission is to facilitate a new revolution in software production by serving as the backbone of the distribution and consumption of data and services through APIs.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on Intricately: “We give marketing and sales teams an inside look into the spending, usage, and adoption of cloud technologies to predict revenue opportunities. We work with marketing and sales teams to provide an unfair advantage in finding and acquiring new customers through our spend intelligence data which monitor how companies consume cloud products across every application.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on “ is a search-as-a-service company that provides AI-first search to companies like and Expensify. We focus on four key pillars to deliver an amazing search experience: natural language processing, automatic re-ranking of results driven by machine learning, collaborative personalization, and industry-leading merchant controls.”

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best tech sales jobs contact

Job Title: Senior Sales Development Representative

Location: San Francisco

Number of Employees: 51-200

More info on Adikteev: “Adikteev works with app advertisers to retarget their users while they use other apps to generate more revenue (increase LTV) or bring back churned users (increase DAU).”

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Job Title: Senior Sales Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on Leapfin: “Leapfin is the leading unified financial data platform for modern businesses. Leapfin automates financial data management and complex processes. Our customers include Flexport, Canva, Vimeo, Top Hat, Salesforce, and thredUP.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 51-200

More info on Rainforest: “Rainforest QA is modern testing for web and mobile apps. The Rainforest platform delivers all the resources needed for fast, efficient QA. Rainforest combines a massive crowd of human testers with algorithmic management and virtual machines to execute web and mobile regression testing for continuous deployment.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 51-200

More info on Mixmax: “Mixmax makes email as powerful as web pages by enabling actions like completing purchases, confirming expense reports, scheduling events, and answering surveys—all within an email, no plugins required. Any developer can bring interactive apps into email using Mixmax as a platform without worrying about client peculiarities.”

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Job Title: Sales Development Representative

Location: San Francisco

Number of Employees: 51-200

More info on Heap: “Heap builds analytics infrastructure that powers decisions for over 6,000 online businesses. Connect your customer data sources with a few clicks. Then, Heap will start capturing _every single_ user interaction automatically — clicks, swipes, gestures, form submissions, emails, support tickets, and more.”

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Business Development Representative Positions

Job Title: Business Development Associate

Location: San Francisco

Number of Employees: 1-10

More info on Janeous: “Janeous is a mobile-first digital job fair platform that uses algorithms to match the right companies with the right candidates for 2-way video interviews. Our data-driven speed interview platform will reduce your process from 5 weeks to 5 minutes so you can easily identify your next professional-level hire.”

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Job Title: Business Development – FinTech Partnerships

Location: San Francisco

Number of Employees: 51-200

More info on Synapse: “Synapse builds tools that allow companies to integrate banking products into their applications. We power everything from rental and invoicing platforms to payment apps, crowdfunding sites, and currency exchanges.”

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Job Title: Business Development Associate

Location: San Francisco

Number of Employees: 11-50

More info on Textline: “Textline is Software as a Service (SaaS) that lets customers text message businesses, rather than call or email.”

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Job Title: Business Development Associate

Location: San Francisco

Number of Employees: 11-50

More info on Injective Protocol: “Backed by Binance Labs, we are building a layer-2 front-running resistant decentralized exchange that can support advanced trading features such as margin trading and derivatives.”

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Job Title: Business Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on Nylas: “Nylas is building a new API to power software with email, calendar, and contacts data and functionality, starting with simple REST APIs and infrastructure for developers.”

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contact rainmakers

Job Title: Business Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on Beyond Pricing: “Beyond Pricing is a SaaS product to help owners in the $85B vacation rental and home-sharing market maximize revenue from their homes with data-driven dynamic pricing.  We are the main platform for managing revenue for the 3 million vacation rentals in the US, Europe, and beyond.”

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Job Title: Business Development Representative

Location: San Francisco

Number of Employees: 11-50

More info on WorkRamp: “WorkRamp empowers employees to reach their full potential. We build onboarding, training, and development products businesses use to accelerate employee growth.”

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Job Title: Business Development Representative

Location: San Francisco

Number of Employees: 51-200

More info on Algolia: “Algolia’s hosted search API supplies the building blocks for creating great search to connect your users with what matters most to them. Our hosted search API powers billions of queries for thousands of websites & mobile applications every month, delivering relevant results in an as-you-type search experience in under 50ms anywhere in the world.”

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Job Title: Business Development Associate / Manager

Location: San Francisco

Number of Employees: 1-10

More info on Cognition IP: “Our technology company is currently working on tools to help increase the efficiency of the patent prosecution pipeline from client intake to management to attorney review. Our tools also leverage advances in artificial intelligence to enable our attorneys and staff to work faster and smarter.”

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Job Title: Business Development Representative

Location: San Francisco

Number of Employees: 1-10

More info on ScoreScrub: “SourceScrub’s origination intelligence platform was built for origination professionals by investment professionals. Our platform streamlines the process of target identification through on-demand access to thousands of industry conferences, buyers guides, and award publications, as well as the ability to build your company, lists via keyword, geography, and firmographic details such as size & ownership.”

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The first problem when beginning the application process is the seemingly endless routine of submitting applications and not getting any response. We’ve heard stories of people sending out hundreds of resumes with almost zero responses. This is a real issue, but fortunately for job hunters everywhere, we have the solution.

Just like in the sales process, there are tons of people in the industry who are trying the same basic methods to make sales. This mirrors the same mistake people make during the application process. Just sending out generic resumes will blend you in with all the other people fighting for the same position. You need to either make your application pop or find a different way to reach your potential employer.

Why Aren’t I Getting Interviews?

The first step in the process of upgrading your application process is narrowing down the companies you want to work for. Everybody wants to work for the largest most well-known companies. They have the luxury of handpicking only the very best talent available to them. If you are still relatively new to the industry, then your best bet is to target companies closer to your range. This doesn’t mean the big companies are out of reach forever. Keep the dream job in mind and use it as motivation throughout your career.

Just like a focused salesperson, scan the field for targets that you know you can best serve. No matter what your skill level, there is a company out there that needs you. Beginners sometimes feel as though they have nothing to contribute to a company that needs a sales rock star. What they don’t realize is that sometimes a company just needs a motivated individual with a positive attitude who’s willing to learn.

Building Your List

The best place to start when picking companies to apply to is to first find overlap. Maybe they work with a type of product you already sell or they are the type of industry you want to sell to. Find similar deal sizes, similar sales cycle times, similar decision makers that you pitch to, similar departments that you are already familiar with.

Once you pick 5 to 10 companies that fit your skills and requirements, then the real work begins. Treat this process as a sales process. You want to make a connection with a high touch approach. The best way to make a low touch approach is to simply email them a bland resume. High touch approaches can be done through a variety of creative ways.

Before you make any attempt to reach out to a potential employer make sure all of your online profiles are updated and clean. Making a good impression on someone may lead to them doing a bit of research on you. Having problems with your online presence may lead to a potential lead to go cold instantly.

Making the contract requires you to be creative and not overly aggressive. Sometimes overzealous sales, people do things like wait outside the office every day or try and trap the CEO in an elevator to make their pitch. In rare cases, these outlandish acts can work, but the chances of having the police called on you are high.

Better ways to make the connection is finding out where the company usually networks. Do they attend any weekly, monthly, yearly events? Do they target a particular community that you can become a part of? Are they active on social media?

How To Prepare For The Onsite Interview

The onsite interview can be an intimidating stage of the hiring process. After all the work you’ve put in, you’re finally getting a shot to prove yourself. The following tips will help you answer questions and stand out from your competition.

Research the entire organization.

There are a lot of tools available that will help you do in-depth research on the company you are interviewing for. Tools like Vault, CareerSearch or The Riley Guide will provide a macro-level analysis of the organization and the industry as a whole.

It may seem simple but, visit the organization’s website. Make sure you understand exactly what they are offering. You can determine a lot about a company culture by looking at their website carefully. For example, make sure to check out their mission statement. Are they advocating from a moral cause? Are they trying to be the best in the industry? How can you help them achieve there mission?

Assess their products, services and client base. The key word here is “assess.” Don’t just get an understanding of what their product is, but understand its faults and strengths. When discussing the product offer suggestions about what, in your opinion, could be done better. Be cautious here, they probably know more about their product than you do, you don’t want to come off as naive by making a suggestion they have written off 6 months ago.

Get an idea of where the company has been and where it’s going. Reading relevant articles concerning the companies stability and future growth will provide you with great opportunities to show your understanding of the companies destiny.

Have some questions prepared? A company expects you to be curious about the position. They want you to show interest by asking good questions they themselves might not have answered in the interview.


First impressions are the most important. If you walk into your interview sloppy and unprepared, they will have no choice but to consider you sloppy and unprepared. At a bare minimum make sure that you’re wearing clean business casual attire that fits you well.

The default for any interview is conservative business attire, such as a neutral-colored suit and professional shoes. Some companies suggest “business casual.” Your best bet in this situation is always to err formal. It’s always best to appear a little too formal rather than a little too informal.

Iron your clothes before attending the interview. This falls into the category of presenting yourself as a clean and efficient person. A crisp ironed suit will not only look good, but it will speak volumes about your character.

Your presentation also depends on how prepared you are, here are a few things you should have ready during the interview:

  • Extra copies of your resume on quality paper
  • A notepad or professional binder and pen
  • A list of references
  • The information you might need to complete an application
  • A portfolio with samples of your work, if relevant

Closing The Interview

Ending the interview can be tricky. The last impression is sometimes the 2nd most memorable thing about your interview. To impress at the end of the interview make sure you have some in-depth questions about the company or your position/responsibilities. Questions that show that you have done your homework and are genuinely curious.

This is a good time to confront any issues you may be facing. No job is perfect, so making sure any negative aspects of the position are fully discussed and made clear. Once that’s done be sure to remind them of your skills and your passion for the position. Ask about the necessary next steps and if they need any more information from you.

End politely. A bit of wit and a smile can go a long way at the end of the interview.

Follow up

Always say thank you after the interview. You can do this through e-mail or even send an actual note. Make sure you show them you are grateful for their time. Even if you know you won’t be working there for whatever reason, it’s important to show that you are diligent in your process. The hiring process is stressful for everybody involved, it’s nice to get some positive feedback even for the employer.

Additionally, it may even prompt the employer to give you some helpful feedback. Sometimes we can have an interview and the interview never lets us know what went right and what went wrong. Getting as much information as you can is very important, this is another reason why the follow up is necessary.


The habits you develop during the interview process will carry over to your habits in sales. Being prepared, knowledgeable, and respectful will pave the way to success for you everything you do. These skills are more than just basic interview do’s and don’ts. They are skills that represent who you are as a professional.

Negotiating Your Sales Job Offer

How To Negotiate A Job Offer

You did it. You received an offer. All of your hard work has paid off, and now all you have to do is accept and reap the benefits…

Not really. The question you should be asking yourself here is, “Is this a good offer?” Instead of jumping for joy and accepting your new position, read the offer’s details and weigh the pros and cons. As we discussed in the last article, there’s no such thing as a perfect job. Your offer will have weaknesses; it’s your job to find them and see if you can improve the circumstances through negotiation.

If it’s lower than you expected, never turn it down on the spot.

Don’t be too hard-nosed when it comes to negotiation. Sometimes ambitious job seekers draw a line and refuse to go lower than they desire. This could be a good thing and a bad thing. In order to draw this line, ensure you understand the value you’re providing to the company.

Do you really want the job? Are you ready to commit to a high standard of professionalism? Are you confident you will be successful in the position? How much money do you actually need? You must answer all these questions to know best what you should be paid. The market isn’t often wrong. Your value usually clearly translates to a company depending on commitment and revenue potential.

Be realistic about your position in your career. This will help you see clearly when going over the terms of the offer.

how to negotiate salary

Tell them you’d like some time to think about it.

If you’re having difficulty coming to a decision, ask for more time. A corporation pressuring you to make a decision quickly is usually a bad sign. This decision is essential; you may need extra time to ensure you come to the correct conclusion.

Use this move sparingly. Nobody is going to wait forever for you to make a decision. Sometimes you may not know the right number for your salary or whether this company is the right one for you. But this is the nature of the business. Nobody ever has complete certainty, no matter how many excel spreadsheets they used to help them make a decision.

What will make you outstanding in your career in sales is learning how to trust intuition. Always do your due diligence, but sometimes you have to wing it.

Prepare a counter offer and explain why you feel you deserve it.

Let’s say you decide to accept the position, but you know you are worth more than they are offering. Now is the time for negotiation.

Initially, the salary they offer you doesn’t have to be the final number. When you have the opportunity to negotiate the deal, make sure you emphasize your ability to make money for the company. Project your anticipated long-term sales to show how much of a valuable investment you will be. Provide as much evidence as possible to prove how valuable you will be to the company. If you make a good case, it will be hard for your employer to turn you down.

You don’t need to act tough in the negotiation; show why you deserve x amount of dollars a year with facts and reason. Then, if they don’t budge, you can continuously pursue your other opportunities.

negotiating a new salary tips

Always mention if you have any other opportunities in play to create urgency and healthy competition.

There’s an art to mentioning that you have other opportunities available tactfully. It would be best to make that clear before the offer is made in the initial interview.

Nervously saying, “I have another opportunity that will pay me to double!” will show desperation and reduce your bargaining power. Instead, let’s say you received an opportunity after making the offer. In that case, you can be honest. Tell them something better has popped up since the offer, and you are considering accepting. Don’t use it as a tool to insult them, be as honest as you can about the situation.

The increased sense of urgency may cause them to sweeten the pot to secure your position. If this happens, and you decide to accept, do it gracefully. The last thing you want to do after accepting an offer is to give your employer the feeling of “I win”; it will color your relationship negatively from that point on.

Always show enthusiasm and appreciation for an offer, even if it’s lower than expected.

You never want to insult the person offering you a deal. Even if the negotiation didn’t go as planned, you showed charisma and a desire to pursue what you wanted. The worst thing you can do at this moment is to show disdain.

The salary you accept when you take the job isn’t permanent. If you genuinely got less than you wanted, use that fuel to work even harder. Earn that next raise and make it come sooner rather than later. Prove to them that you will make it rain for the company. There will be no doubt that you deserve a more significant salary if you can consistently perform well.


At this point, you know everything you need to know about the hiring process. But, again, the habits you develop here will translate into how you perform in sales. Challenge yourself to be the best you can be. If you can achieve this, you cannot limit what you can earn.

If you are exploring new sales opportunities, consider working with Rainmakers! Apply now and view opportunities!

The goal of any recruiting agency is to help companies develop an organized revenue generating sales team. Many agencies seek to achieve this goal but few know how to actually get there. When working with an ad agency you must do some research into their practices to see if they hit these basic ideas:

  1. Hiring the appropriate employee
  2. Identifying Sales Talent
  3. Focus on Diversity

Most important of all is hiring the right employee. The right employee doesn’t necessarily mean the best, the sharpest, or the most ambitious. Hiring for a position is a case by case process. The first red flag when dealing with a hiring agency is distinguishing between hiring just anybody with interest vs hiring the right person for the right position.

Hiring the Appropriate Employee

A hiring agency must be aware of the importance of Account Executives. Every company needs at least one and usually should be the first sales hire.

They will be ‘full cycle’ AE’s in that they will handle the business relationship from beginning to finish.

There are many career paths for an AE, but in this case, they will essentially be an SDR, AE, and AM simultaneously.

  • Hiring only one AE removes competition from the sales process and disables you from seeing any sort of ‘average’ in terms of performance levels.
  • Before hiring SDR’s to book meetings for your AE’s, you need to make sure you have AE’s that can close deals.

Something that makes different from agencies is their understanding of the mindset of hiring the right salespeople. Particularly for hiring for startups and other companies with little brand recognition, there needs to be a hungry entrepreneurial spirit in the individual. Most agencies are just looking for polished and refined salespeople, but this isn’t always the right approach.

Agencies need to focus on people who close deals and nothing else. It doesn’t matter what the history or experience of the AM is, if they can close deals they are hireable.

There should be a focus on improving the SDR team’s output or improve marketing efforts before hiring more AE’s. A lot of agencies just funnel AE’s into a company and then they have to divide the opportunities so much that no AE meets their quota. This is bad for moral and financially inefficient.

AE conversion rates must be clear so the company knows exactly when to hire and when not to.

By the way, hiring for SDRs is a different ballgame. Great SDRs will certainly have adjacent skills to AEs, but they are not necessarily one in the same. Make sure the agency you’re hiring has an idea of the differences here. Without this kind of fundamental understanding, the recruiting agency is just a spot filler and not a company grower.



Identifying Sales Talent

Sales talent is unique and not necessarily easy to spot. For engineers and musicians, we can always see their talent in their final product. Salespeople have to be effective communicators, socially strategic, technical, hardworking and patient.

Any decent sales agency knows how to identify the following traits:


Agencies that focus on straight-A students from Ivy League schools are often missing the point of what makes a good salesperson. The best way to judge someone’s intelligence is through conversation and not reviewing their resume.

To really test the depths of a person’s mind, mega-investor Peter Thiel used to ask this question.

“What is an opinion you have the most other people disagree with?”

An intelligent person will be able to give a thoughtful response because intelligent people think outside of the box.

Ability to Grow:

Commonly referred to as being ‘Coachable’ but this doesn’t always work if the company has no idea how to properly implement sales. The hiring agency needs to identify people who are looking to grow and can benefit from their own mistakes. One of the most important traits is being humble and curious.


Hiring agencies need to find people who are hungry are ready to work. People like this are hard to come by but this is what separates a good agency from a bad one. They need to show you that the type of salespeople they are looking for are the ones that are truly out to grow, learn, and close deals.

Focus on Diversity

We think diversity is perhaps the most important component for having a successful sales team. This has nothing to do with any kind of political agenda or hiring quota. Having gender, cultural, and experience based diversity will grant a company-wide base of human knowledge to draw from. It’s even more important for internal culture, however, as teams that lack diversity often form cliques, and the development of cliques at a startup is highly counterproductive.

We think you should try your best to hire for the following kinds of diversity when building your early sales team:

Gender diversity:

Study after study has concluded that sales teams with a sizable portion of women almost always outperform their male-dominated counterparts. For various reasons (perhaps being more empathetic generally), women are typically 5% more likely to close a deal then male salespeople.

Cultural diversity:

Having a mixture of cultural backgrounds at a company is vital to having a strong company culture. The more backgrounds there are, the more perspectives and ideas permeate the company. The more cultures you have represented within your company the wider the audience you can appeal to. This helps your sales team generate more leads and ultimately close more deals.

Experience diversity:

As we mentioned earlier it is important for early sales hires to be aggressive and hungry. This often times means hiring salespeople with less experience than usual who can ‘grow with’ the company so to speak. However, when a company starts selling large contracts to Fortune 500 companies, it most likely will need to hire more experienced sales reps who have done something similar. That being said, with a mixture (for example one experienced rep and two less experienced) the experienced rep can coach the newer ones, while the newer ones keep the experienced rep hungry and on her toes.


If the agencies you are looking at can’t articulate these fundamental ideas, run away. Here at we pride ourselves at hiring the perfect person for each particular sales job. Our focus isn’t on a hire’s GPA or long-term sales experience. Not because we are counterculture, but simply because that’s not what works. Are you hungry and ready to grow? Then we’re the agency for you.


If you are looking to get a new job in sales, then you need to master the interview. The first impression you make on your potential employer will make all the difference, so it helps to get into the head of your sales manager or hiring manager. Here are the various things they’ll be focused on, so you can prepare your interview and increase your chances of landing your ideal position. 

Can I Trust You?

People want to do business with those they know, like, and trust. This includes who they hire. If your sales manager doesn’t feel they can trust you, then they won’t want you out in the field with real customers.

Don’t hold anything back in your interview. Be honest with them. If you have a troubled past, or certain weaknesses, think of how to present them to the manager while making them seem like they are faults that you can easily overcome. This is better than letting them find something bad out after the fact.

Are You Motivated?

Sales is not easy. If it were, everyone under the sun would be doing it. However, with the right motivation, you can succeed by getting more customers in the door and sales ringing at the register.

This is one of the first things on a sales manager’s mind, too. They want to be sure that you aren’t just talking the talk, but that you are deeply motivated to walk the walk. So ask your sales manager what kind of exciting goals they have and communicate that you are excited to achieve them for the company.

Do You Keep Yourself Organized?

One of the marks of a great salesperson is the ability to keep themselves organized. When you are cluttered, you can’t focus as much. You spend more time finding papers and getting into the zone than with customers. This is a recipe for disaster.

Any sales manager will want to see that you present yourself well, keep yourself in line, and maintain a clean work area. You can communicate this by the way you dress, talk, and act during the interview. Ideally, they will simply pick up on it thanks to the way you carry yourself.

What Kind of Experience Do You Have?

No matter how great of a candidate you are, the more experience you have the better. Sales managers love it when someone who has sold before walks into their door. It means they don’t have to teach you the basics of sales. Instead, they can train you on their specific way of doing things.

Think creatively about your experience in sales. You might not think you have a lot of experience, but in reality you could have more than you think. Anything that involves talking to customers and helping them solve their problems could be characterized as selling, so don’t leave anything off your resume that sounds relevant.

What’s Your Attitude Like?

A great attitude is one of the best things you can have in like. Your sales interviewer is thinking about your attitude the entire time they are with you. They are picking up on signs, small and large, that you are either a positive or a negative person.

Don’t make the mistake of talking about inappropriate things or having a poor attitude in the interview. Read some positive books or blogs before coming into the meeting. It will put you in the right frame of mind and let you radiate a positive attitude.

When it comes to sales today, it is more competitive than ever. You need to have the right strategies if you are going to work for a company you love. Sales managers want to produce more sales for their companies by hiring people who understand what is most important to them. So prepare your interview by reviewing the items above to show them you are on the same page.


-Guest Post by Craig Middleton-

Craig has worked as a Business Consultant, Real Estate Agent, and HR businesses for most of his professional career. He graduated at UC Berkeley with a bachelor’s degree in Marketing.

how to update your sales resume

How To Update Your Resume

Resumes still matter. While a LinkedIn profile is significant, some organizations (especially enterprise companies) will want to see an outline for you to apply. In this guide, we’ll provide 23 actionable sales resume tips so you can land the sales job you’ve always dreamed about.

The resume is continually evolving, and what seemed standard and beneficial just a few years ago can become a disadvantage in the current recruiting environment. With employers receiving an average of 50 to 75 resumes per role they post, making your resume stand out can sometimes seem like a moonshot. Making matters worse, your resume generally has less than 10 seconds to make a positive impression and avoid being flushed down the drain.

Under these dismal conditions, what should an intelligent sales professional on the lookout for a dream job do?

First, don’t panic. If there’s a science to selling, there’s an art to writing resumes. All you have to do is learn it. Fortunately, career sites, professional coaches, and hiring managers have shared their insights on how best to make your resume shine.

Here are 23 sales resume hacks that will compel recruiters to take your application to the next level.

1) Go for high impact.

Ideally, resumes should pack a punch. But that is hardly the case in real life. In fact, recruiting managers regularly receive hundreds of generic resumes that look and sound similar, echoing the same cliches and even sharing the same grammatical errors. So, not surprisingly, weak resumes become fodder for the recycling bin at the end of every recruiting period.

Remember, the three goals of sending a resume are…

1) to signal an Intention.

2) to convey Information.

3) to make an Impact.

So create one that is unique, memorable, personalized for each employer, and clear about the value and benefits you offer. You can’t sell yourself by being generic or timid.

sales resume tips

2) Leave a strongly positive impression.

Making an impact is good, but standing out for the wrong reasons is definitely bad. A resume that seeks to differentiate itself through artificial methods (i.e., larger/smaller paper size, loud colors, too many images, arrogant/disrespectful language, radically different content formats, etc.) will likely get the resume owner on a blacklist.

Do this instead: you can still be creative and impactful while adopting best practices, maintaining high standards, and conforming to practical formats. In addition, there are many ways to leave a positive impression: crisp language, elegant and readable formatting, relevant but rare sales skills, remarkable sales accomplishments, highly sought-after certifications, awards, and accolades.

 3) Customize your message for every employer.

Your resume may be about you, but it is also about the recruiter. So avoid sending a one-size-fits-all resume, especially to employers you admire and want to join.

As a rule of thumb, always think about the specific recruiter or employer you aim for when authoring or structuring your resume. Consider one or more of the following —

  1. Mention the specific employer in the Current Career Objective section (if you intend to have one.)
  2. Respond directly to the employer’s job post or ad by highlighting your skills, certifications, training, or qualifications using the recruiter’s style, ordering, or language.
  3. Research the services and products of the employer and make a case for how you can sell such offerings.
  4. Showcase the value and benefits the employer gets if they were to hire you.

4) Make it sweet and short.

Your resume is the elevator pitch you use in the job market. So go ahead: Be impactful and make an impression but do both as fast as possible. Go for a single-page resume whenever possible and avoid exceeding two pages. Unless specifically requested by the recruiter, never send multi-page resumes.

5) Always have a summary section.

Provide a quick way for the recruiter to assess your credentials and potential value using a summary section near the beginning of your resume. If you are not using an Objective area, then positioning your career or profile summary just after your Contact Information section is best.

In summary, showcase unique experiences and accomplishments. Mention the demonstrable benefits the employer can expect when hiring you. The summary section should be articulated using elegant and crisp language and communicate your value proposition.

sales resume writing tips

6) Watch your language.

Avoid trite, formal, legalistic, or jargon-ridden text. Think about recruiters forced to skim through dozens of resumes that sound like a lease agreement or a personal policy statement daily.

Instead, go for a bright and casual business tone using crisp and simple but elegant language. Use power words (contextual terms that resonate with specific types of employers) but refrain from cliches and stale expressions.

If you get that interview, watch your body language too!

7) Be readable.

Your resume’s formatting, sectioning, print quality, fonts, language, etc., should be optimized for readability. Think of your resume as an app or a website and recruiters as users. Therefore, user experience (UX) must be optimal for recruiters even to consider reading critical sections of your resume. Recruiters will be more irritated than impressed if your resume is haphazardly formatted or uses confusing language.

8) Think strategically.

You can use historical, functional, hybrid, or other resumes depending on your situation. For example, consider complementing a standard curriculum vitae with a video resume if you want a job with a media or advertising company. On the other hand, use a functional resume if you are entering the workplace fresh from college and have a minimum employment history. Always adopt what is best for your particular situation.

9) Answer common questions recruiter/employer

Anticipate the questions employers ask when looking for top talent. Using your resume, provide quick answers to the most pressing questions they might ask. Here are some you should consider:

  1. What are your most significant achievements when it comes to sales?
  2. Have you won any awards or accolades?
  3. How did your previous employers benefit from your performance?
  4. What is your average win rate for all the employers and products you worked with (Do not answer if your performance is less than sterling.)
  5. What’s the estimated value in real dollars of the deals you have successfully closed for each employer?
  6. Which sales skills or techniques have you mastered? Show proof.
  7. How do you handle challenging leads or situations.

10) Formatting matters.

Adopt a stylish format but don’t get too creative that recruiters begin to focus more on visuals and optics instead of your core message. Consider the aesthetics of your resume but not to the point that you de-prioritize brevity, readability, or conciseness. Use prominent section headings to help recruiters quickly find what they are looking for. Deploy bullet points instead of long paragraphs whenever applicable.

11) Organize your profile into clearly defined sections.

The main sections of a standard resume are —

  1. Contact Information
  2. Profile Summary
  3. Relevant Certifications, Licenses, or Awards
  4. Work Experience (typically arranged in reverse chronological order)
  5. Education

Depending on the situation, your strategy, or the availability of information or support, you can include one or more of the following optional elements:

  1. Personal Brand Tagline (this can be a personal quote or a catchy description that highlights your credentials, favorite technique, or mantra/philosophy as a professional)
  2. Current Career Objective
  3. Achievements (Bulleted items. Use if f there are too many to include in the short summary)
  4. Personal Info (Use only if somewhat relevant to the role or company you are focusing on. If so, you can mention volunteer work, hobbies you are passionate about, or non-work-related achievements that enhance your character. Avoid mentioning sensitive issues such as politics and religion).
  5. Character References

12) Provide complete and clean contact information.

Make it easy and convenient for recruiters or employers to get back to you when they need clarifications or when they want to go ahead with a job interview. Give clear, complete, and correct email addresses, phone numbers, and home address. In addition, provide the links to your LinkedIn profile, portfolio site, blog, or other personal/professional websites.

However, do not use or mention email addresses, blogs, or other identifiers that do not help your personal brand. For example, email addresses such as or blog sites such as Bad Girl’s Revenge hardly exude competence or professionalism.

13) Achievements vs. Responsibilities

Always favor accomplishment over responsibility. Describing your skills, tasks, and functions is ok, but telling a story about how you used those skills or performed those tasks to achieve organizational goals is much better. So instead of merely saying that you served sales ops functions as an analyst, you can say that you created a data-driven strategy that helped sellers improve their win rate by 10%.

14) Don’t include the Stone Age in your Work Experience section.

If you have been in the job market for a while and have worked for several employers, focus on your career milestones in the last ten years. Recruiters are more interested in your current and recent employment history than in your stint as a part-time librarian in high school. For the same reason, arrange your employment history in reverse chronological order. Use brief descriptions and cite noteworthy achievements whenever applicable.

15) Even an A+ won’t compensate for poor sales metrics.

Highlight your academic achievements if you are new to the workplace. Mention relevant papers or projects you’ve made and honors you earned as a student. If you’ve been around, prioritize work experience and accomplishments over education. That means positioning employment history above education in your resume.

16) Certified, trained, and ready to roll.

Recruiters seek candidates who have undergone verifiable training programs or have earned relevant field certifications. Position the Training and Certification section if the role you are applying for strongly requires such qualifications. For example, some of the most coveted certifications in sales include the Certified Professional Sales Person (CPSP), Certified Sales Executive (CSE), and Cornell University’s Executive Leadership Certification.

17) Get personal if it helps your brand.

You can add a Personal Information section in your resume if space permits and if mentioning something beyond your sales career enhances your professional brand. For example, volunteer work for a worthy (non-divisive) cause certainly helps create a picture of social responsibility and commitment to a community. A hobby such as scale modeling may explain how you have developed discipline and keen attention to detail. On the other hand, your sports life may explain your highly competitive nature.

18) Sales is a numbers game.

Quotas, win rates, and revenue is all expressed as numbers. Likewise, your sales performance is measured in metrics. That is why a salesperson’s resume without the correct numbers will never be cut. Therefore, quantify your achievements whenever possible to help recruiters assess your potential.

resume writing sales pro

19) Get Visual.

If you can fit them in your resume, visual aids such as graphs and charts can add style and clarity to your message. Some resumes look exactly like infographics. However, you should only add visuals if it matches your message and is relevant to the particular employer you are currently engaging.

20) Inaccuracy will destroy you.

The work history, achievements, figures, dates, and other information in your resume should always be accurate. At worst, inadvertent errors will erode your chances of getting selected, especially if you have comparable rivals for the position who have submitted error-free resumes. On the other hand, intentional inaccuracies (i.e., lies) — when caught — can send your name into a database of blacklisted jobseekers. More importantly, you wouldn’t want to be branded as “dishonest” in an industry that already attracts its hefty share of suspicion.

21) ABC means “always be consistent.”

Structurally and content-wise, your resume should demonstrate a high degree of consistency. That means section headings and line spacings should be rendered the same throughout the document, and the entire resume should conform to a recognizable and visually appealing format.

Content-wise, the resume should have a uniform tone and language when articulating your value proposition or describing your achievements. Furthermore, all information you include in the resume must agree with all the information about you that can be accessed publicly (such as your profile on LinkedIn and other social media sites). Most profile inconsistencies are likely minor, but a few might erode your authenticity as a sales professional.

how to get a sales job

22) Review, update, and polish.

Unless you’re close to retiring, resumes are always a work in progress that requires constant review, updating, and polishing.

Proofread your resume for structural, grammatical, or factual errors. Allow your friends or a professional editor to help you polish your resume. Remember, incorrect grammar and spelling impact how recruiters view your professionalism, discipline, and attention to detail. Use relevant, crisp, and intelligent language to show the depth of your understanding and demonstrate your potential as a sales leader.

23) Go beyond a resume or a LinkedIn profile.

Resumes have traditionally been the primary ticket for navigating the job market. You send a resume to signal that you’re interested in applying for a job at a particular employer.

There are now many other channels for reaching businesses looking for talent. These include LinkedIn, online portfolio sites, and referral systems. There are even tools that allow you to create infographics and video resumes. These forms are becoming more popular. Lastly, don’t overlook specialist services that provide profile pages for field/sector-specific professionals. Salespeople, for example, can create compelling online profiles on Rainmakers.

24) Make your brand worth selling.

You are a brand as much as a seller. If you can sell esoteric products and services few people care about, you should be able to sell yourself.

As an integral element of your sales and marketing kit, your resume is crucial in getting you through the screening door and into the position you aim for.

sales recruiters


You’re good at selling, so practice what you do best: research crazy about the customer (employer), customize your pitch to establish a strong connection, articulate your value proposition (the benefits the employer gets by hiring you), and clinch the deal.

If you’re hungry for more tips, check out this great video by David Bagga about the importance of including sales numbers in your resume:

sales recruiter vs job search pros and cons

Should I use a sales recruiter to advance my career? Or is it better to search for a sales job the traditional way? In this article we’ll be diving into the pros and cons of each.

Whether you are an employer or a job seeker, success at finding top-notch sales talent for your business or at nabbing the dream job that leads to your ideal career path in sales depends on the particular recruitment method you choose.

Employers can run a careers page on their company website, post urgent vacancies on job boards, participate in job fairs, give shoutouts over social media, or partner with specialist recruiters and search consultants.

Job seekers on the other hand, can explore the same platforms businesses use to find talent. They can join local career events or engage employers on social networks. They can also check out a company’s careers page, probe popular job boards, seek the help of specialist recruiters in their industry.

Each of these methods have their merits and drawbacks. But given the daunting challenges both employers and job seekers face in the highly competitive world of sales, identifying the best recruitment method right at the onset for your unique situation can be a game changer.

To help you out, here’s a rundown of the advantages and disadvantages of common traditional job search methods as well as those associated with specialist sales recruiters and search consultants.

Using Sales Recruiters: Pros & Cons

While specialist recruiters and talent search consultants have been offering job-matching services for years, not many employers and jobseekers are aware of the unique and tremendous value they provide. This is unfortunate considering the shrinking ratio of ideal matches to the number of completed onboarding engagements as the talent market becomes more competitive and complicated.

Job recruiting agencies specialize in bridging the goals and needs of an organization with those of highly skilled professionals. Often, businesses consult these agencies only when they need to fill high level positions or when they need to keep their search off the radar.


  1. Industry-wide connections. Specialist job recruiters virtually know all business leaders in their industry who are relevant to talent recruitment. In particular, sales recruiters know which specific enterprises (and their associated decision-makers) have an urgent need for fresh sales talent. They also know which sales leader or which sales organization have ample leg room (wait, a new series B funding?) to hire exceptional sellers even when the actual need in terms of headcount has yet to materialize. They are even aware of open jobs that stay under the radar. These HR veterans know exactly who to call up and how to engage these people with the aim of creating recruitment opportunities and completing a hiring cycle.
  2. Domain knowledge. Tech recruiters know the fundamental aspects regarding the human component of technology development just as sales recruiters know which skills are in high demand among sales teams; and how people can proactively fit into the selling process. They know account-based, social, solution-based, and other methods of selling; and which type of selling credentials or experience matches each framework. Specialist job recruiters under retainer arrangement with top brands know the corporate culture and preferred worker personas of the companies they serve. This insider knowledge enables sales recruiters to orchestrate the best and longest lasting people-job matches in the industry.
  3. Time-saving. Because sales recruiters operate with surgical precision, both employers and job seekers who use their services save considerable amount of time compared to casting very wide nets using traditional ways of job search. Sales recruiters unburden employers from the task of creating a shortlist of good candidates. They also help job seekers avoid doing multiple interviews for each company they apply to by simulating the filtering effect of the interview process for them.
  4. Trust. Top sales recruiters know the terrain and the dynamics of what they are doing such that they consistently deliver acceptable outcomes. This reliability builds trust, especially among hiring managers who are often beset with hundreds of diverse resumes that require long, tedious hours of diligent review just to sift a few good candidates from hordes of unqualified applicants. Job seekers handled by leading sales recruiters get extra mileage on their application, as a result of employer trust.
  5. Passion/driven to perform. Aside from being experts, specialist job recruiters are passionate about their role and are driven to perform because outcomes dictate their profitability. Like sales professionals, for example, sales recruiters need to “close winning deals” between a company and a sales applicant. The more such deals they close, the better their revenue and reputation get. That means you can expect job recruiters to share the responsibility of job-hunting for you.
  6. Cost-effective (for job seekers). Some sales recruiters do not charge fees from job seekers up front. That means sales professionals can seek help from multiple job recruiters without paying anything until they successfully land a job. However, payback happens upon any successful onboarding. Some recruiters — especially those focusing on the C-suite — which provide premium services do require payment at the onset. Nearly all job recruiters charge participating employers for their specialist services, either via a retainer, contingency, or other types of arrangement.
  7. Good hand in the negotiation table. Job recruiters have excellent negotiation skills, developed from years of balancing employer, job seeker, and sales recruiter priorities (they make money by playing off the relative values being exchanged by jobseekers and employers). These negotiation skills sometimes result to better compensation packages for jobs seekers but not always.
  8. Game-changing career advice. Some specialist job recruiters provide crucial career advice for free. Because they need to close acceptable deals with employers, they need to prime all talents under their care for every hiring challenge ahead. As domain experts, they know which skills, certifications, or credentials a job seeker needs to successfully land a particular sales role. They even advise applicants on how they should behave and answer questions during interviews.


  1. Incurs costs. While the cost of engaging specialist sales recruiters differs across companies and sectors, their services always come at a price. Both employers and recruiters contribute to job recruiter revenue, with employers — especially those that retain third-party recruiters and talent scouts — generally accounting for the larger share. However, there might be arrangements where potential salaries of new hires get undercut to partially subsidize business costs.
  2. Mismatching. While job recruiters are expected to know the career landscape and the businesses that make up their industry, a few desperate recruiters may tag a job seeker for an opening that poorly fits the applicant’s skills just to force a deal into conclusion. This unfortunate behavior results to disappointment on both the employer and the job seeker.
  3. Underselling. To make a hire more palatable to employers, job recruiters sometimes agree to less than optimal employment packages relative to a candidate’s credentials. While these recruiters know an applicant’s true worth, the lower pay grade or sterner benefits makes it easier to close the hiring loop and move on to the next applicant. .
  4. Difficulty in identifying trustworthy recruiters. The specialist job recruitment and talent search industry has grown over the years, with many new players adopting lower operational and ethical standards. This makes it more likely to engage misguided agencies — especially those operating within a contingency arrangement — who might forego high standards (re: perfect talent-job matching, cost assessments, etc.) just to close a recruitment deal.

Tips for Dealing With Sales Recruiters:

Deal only with reliable job recruiters. Check their reviews on Google and Glassdoor, and always check references.

Don’t neglect traditional job search methods — especially those that take place on interactive social channels — even when you do decide to work with a specialist recruiter.

Traditional Job Search: Pros & Cons

This category covers how to get a sales job by using online job boards, career websites, professional networks/trade portals, job fairs, and print-based/publisher-driven classified ads.

We’ve written about ways you can hack the job search process before, so check that out as well!


  1. Ubiquity. Millions of jobseekers/career professionals and thousands of companies/ employers use job boards, and most have accounts on networking sites like Facebook and LinkedIn.
  2. Familiarity. Extensive usage and broad exposure make online job boards, print media advertising, and social/professional networks highly familiar to both employer and jobseeker. Posting a job ad over these traditional channels will almost certainly be noticed by active job seekers who can, in turn, easily send applications, create online worker profiles, or upload resumes.
  3. Searchability. Most job boards and web-based networks provide advanced targeted search functionalities, allowing both employer and job applicants to streamline their search based on location, industry, compensation preferences, experience, and other factors.
  4. Ready access and ease of use. Nearly all companies and professionals who have an internet connection can easily access, use, and optimize job boards and social networks for the purpose of seeking employment or hiring talent. Over the years, both parties have become quite familiar with the interfaces and inner workings of these online talent marketplaces.
  5. Fast turnaround. Posting job ads, resumes, and applications takes very little time. Depending on the job requirements and the availability of native messaging functionalities, getting responses tend to be reasonably fast.
  6. Multiple portals, publishers, and channels to choose from. While professional networks like LinkedIn are relatively uncommon, there are literally hundreds — maybe even thousands — of job boards to choose from. Aside from the Big Three (,,, other notable players include Glassdoor, SimplyHired, USAJobs, CraigsList,, and Robert Half. There are also regional and industry-specific talent marketplaces like Behance (for digital creatives) and StackOverflow (for software programmers).
  7. Low cost. Professionals who are job hunting can use social networks and job boards for free. On the other hand, employers have to shell out some amount to post job ads over most of these channels. Meanwhile, big-name brands with high employer ratings can expect steady traffic on their own career web pages, which they can leverage for free.
  8. Flexible posting terms. Job boards offer highly customizable post parameters and arrangements for employers when it comes to ad copy, duration, and targeting.
  9. Linkable. Online ad posts and worker profiles can be hyperlinked to company websites or online portfolios so that searchers can get more details about an employer (corporate culture, brand, etc.) or a job applicant (work samples, recommendations, etc.).
  10. Interactive/network-building. Online job boards and social networks are highly interactive, with a few having their own native messaging capability. Even when interactions don’t immediately result to onboarding, applicant-employer engagements help grow a job seeker’s professional network or a company’s talent pool.


  1. Multiple channels to engage. Given the runaway number of job boards and social networking sites, both employer and job applicant need to maintain presence and update their accounts on multiple platforms. Doing so requires additional time, effort, and focus.
  2. Intense competition. Because professionals and companies go to job boards and professional networking sites by default, competition for top-notch talent and highly desirable employers intensifies.
  3. Prolonged processing time. Employers often need to review dozens to hundreds of applications for each position. This makes the process of short listing ideal candidates quite time-consuming even as sending applications can be lighting-fast.
  4. Posting costs can pile up for hard-to-fill positions. Jobs with a long or a highly demanding list of requirements may attract many unqualified applicants but few candidates who have the necessary skills to competently assume the role. The relative rarity of qualified candidates may compel employers to keep their posts active on job boards for longer periods.
  5. Generic applications to job posts. Job seekers who explore multiple job boards may send the same generic application and resume across different platforms. This behavior results to less-than-ideal applicant-job matches because job seekers give inadequate focus on the unique needs of each employer.
  6. Possibility of good candidates not making targeted search results. Many job seekers optimize their profiles and resumes for a job board’s native search engine, primarily by using keywords. Depending on the search parameters activated, this may result to some good candidates slipping through an employer’s hiring funnel.
how to get a sales management job

Sales leadership positions are held by the elite. The men and women who earn a sales management job in tech startups or enterprises are the people who bring massive revenue and inspire huge results with their teams.

They have the strategy, experience, and methods to bring what the business needs to the table for their employer, their prospects, and their current customers, as well.

If you want one of these hot-seat roles, it’s not going to be an easy interview. You need to treat the process like a sale itself.

Here’s 8 things you need to do in order to land a successful sales management job:

  1. Know your ideal position.
  2. Find a niche.
  3. Understand how to identify key stakeholders.
  4. Make sure your job search is targeted.
  5. Be an advocate for your potential employer.
  6. Treat your interview like the sales process.
  7. Know how you’ll add value in the first 90 days.
  8. Get to know the people you’ll be working with.

1) Know Your Ideal Position

Within sales, there are many different departments that require leadership. For example, business development teams need different leadership and management compared to sales enablement or field sales reps.

If you happen to specialize in one or two of these departments, you need to look at larger companies to join.

Think about it. The VP Sales or CSO at a bootstrapped tech startup is going to have everything on his shoulders – the training, process creation and development, hiring, coaching and stack development.

But the VP of Business Development at an enterprise organization will have more narrow, specific focuses. This may suit your skillset better, as well as your previous work experience.

Consider if you prefer a department-based leadership role or being the head-honcho of the whole sales organization.

Finally, think about what type of work you most like to do. If you love to help people, being the business development leader will allow you to coach the SDR or BDR team. They’re learning, are thirsty for knowledge, and want to improve so they get promoted. This is a good fit for you.

Put together a list what you like doing and the corresponding positions that match your interests.

2) Find a Niche

You may already be working with a company that works with clients in the industry you are passionate about. You may be selling something you really care about. But, if this is not your current situation, it is extremely important to find it ASAP. Sales leadership roles are reserved for the elite, and sales leaders are expected to deliver elite results. There is enormous pressure in these roles. You do not want to question your choice of industry or employer after a few months in a new job.

It’s also important to remember that enterprise companies have numerous verticals they sell into. For example, you may think that joining the Salesforce sales leadership team means you would sell to X type of company, but not every rep and team faces the same niche. There will be room for movement when you consider this.

3) Understand How To Identify Key Stakeholders

Identify accounts – not employers – but continue your search by identifying which businesses are ready to bring you in.

Newly funded, growing, or even those businesses currently hiring are all viable accounts for you to review. Make a list of 10 at a time and research them extensively.

Think of the phrase “Go for the No” in sales. Research the companies in your chosen niche and industries until you find the red flag that indicates you wouldn’t want to work there.

Build a comprehensive list of target accounts for which you would want to work.

4) Make Sure Your Job Search Is Targeted

Listen to leading sales podcasts and you’ll hear the top performing sales reps tell the story of how they joined their company. Often, they have sold themselves an interview with their chosen account exactly how they would prospect into that same account.

This shows inventiveness, gives the business a taste of what you can do and what their team would be able to do under your tenure.

Map out the account, identifying the senior leadership team members. Find out who is on the sales team, look at their site, find their upcoming webinars, blog posts, join their email newsletter. Do everything to gather intelligence on the business so you can perform the best outreach your leadership has received at the company.

Don’t just drop in your resume and apply for a job via their site, or email the hiring manager. You can do that, but to have the best chance to land a great job and proving you are the right fit, do things the right way.

5) Be An Advocate For Your Potential Employer

One way to gain visibility and recognition is to socially surround the leadership team and the sales team. This will give you one-to-one recognition when you share the leadership team’s content. When they come to interview you or see you are showing interest, you already have the familiarity with the team.

It’s a great way to upgrade the standard conversation you have when you first walk into an interview. Instead of the small talk about your journey into the office or the weather, you get the “Oh, you shared my webinar last week, right? Thanks for doing that, we had a ton of sign ups!”.

Don’t just do that for the people on the team, do it for the business pages too. The marketing team will notice, and the network you already have might benefit from sharing of useful content from the potential employer (a win-win for both you and the network that benefits from the content).

Finally, imagine if you got the job and gained an inbound lead prior to your first day. Wouldn’t that be impressive?

6) Treat Your Interview Like The Sales Process

If you understand what the business needs or who it wants to hire, you can rest assured they want to bring change to the sales organization. Treat the interview like a pitch for a large business.

Prepare. Prepare. And prepare some more. Present exactly what you want to do and how you’ll do it. Remove the feeling and use of the word “If” from the thinking of the interviewers as much as possible.

Of course, you won’t have 100% of the information and understanding of the business during the interview, but be as close to 99.9% as you can and leave your future colleagues certain of exactly what you would do on Day 1 and beyond.

Allow for questions, come prepared with questions, and generally bring a solution to the table that makes good business sense. If you notice the sales team is young and you love to help coach, explain exactly that and lay out how you propose to help the young team learn and go on a journey to become better and winning reps.

Don’t come to an interview for a prestigious position and ask a couple of questions, answer theirs and leave like you’d been interviewed for a mid-management job. Leadership positions require leader-like preparation and strategy.

7) Know How You’ll Add Value In Your First 90 Days

Plan exactly what will happen with your arrival at the company. What tools will you want to use or look at, and why. What new processes might you want to explore, what new tactics do you have in your playbook that you would want to test? Share this during your interview process when you are at the more serious stages of the interview, not as soon as you sit down.

It’s important to stress with that you need to think hypothetically, but make your plan as realistic as possible. You don’t know the budget, nor what tools the company already uses. Explain that you want to give an idea of exactly what happens in your mind when you picture the first 60 days, 6 months, whatever time period is most comfortable for you.

This helps the leadership team work out what direction you’ll take. It’s not a land the job and assess and move; you’re showing you come prepared with a plan.

8) Get To Know The People You’ll Be Working With

This process has an element of scale where you’re not going to engage in 1200 conversations with potential colleagues when you’re at the early stages of formulating your top company list.

The benefit of this is to build relationships within the team and to show your real intention to join the team for reasons other than the salary. The one thing to be careful of is to not go too far with talking about where you are with the interview process and equally too far on the specifics of the work the people are doing.

companies hiring salespeople

Hot Sales Jobs

Are you looking for your next sales job? We’re here to help. We’ve searched various sources to find the best 25 tech sales companies hiring like crazy for multiple sales roles.

We hope you enjoy this list as much as we enjoyed making it. Also, please note that some things (such as salaries listed) are estimates and should be nearly accurate but not 100%.

Here are some abbreviations used:

  • SDR – Sales Development Representative
  • ADR – Account Development Representative
  • BDR – Business Development Representative
  • ISR – Inside Sales Rep
  • SMB AE – Small business Account Executive
  • MM AE – Mid-market Account Executive
  • EAE – Enterprise AE
  • MNG – Management

1) Salesforce

Image result for salesforce logo
  • Location: San Francisco, NYC, Dallas, Chicago, Irvine, etc.
  • Types of jobs: SDR, BDR, SMB AE, MM AE, E AE, Mng
  • Compensation: Variety
  • Glassdoor: 4.3 with 3k+ reviews

2) Oracle

Image result for oracle logo
  • Location: Redwood City, NYC, Austin, etc
  • Types of jobs: Various AE roles, most of which require at least three years of experience. Enterprise sales roles typically require seven years of experience.
  • Compensation: The average sales rep earns $110,000, the top 20%er’s earn approximately $250,000, and the best sales reps earn around $500,000.
  • Glassdoor: 3.4 with 17k+ reviews

3) Mulesoft

Image result for mulesoft logo
  • Location: San Francisco, NYC, London, Sydney, etc
  • Types of Jobs: ADR (their version of SDR), E AE
  • Compensation: ADR base salary is between 50k-70k, and the AE’s have an estimated base of 90k-140k.
  • Glassdoor: 4.2 with 200+ reviews

4) Cisco Meraki

Image result for cisco meraki logo
  • Location: San Francisco
  • Types of Jobs: ADR, ISR, SMB AE, MM AE
  • Compensation: Base salaries range from below 50k for sales development jobs to above 70k for AE roles
  • Glassdoor: 3.8 with 193 reviews

5) Tibco

Image result for tibco logo
  • Location: San Francisco, Boston, NYC, Austin, Denver, etc
  • Types of jobs: BDR, ISR, E AE
  • Compensation: Base salaries range from below 50k for sales development jobs to above 100k for Account Executive jobs. Tibco is rumored to have even higher-paid top salespeople than Oracle. If you’re looking to make a bunch of money, this could be the place to go.
  • Glassdoor: 3.4 with 900+ reviews

6) Flexport

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  • Location: San Francisco, Los Angeles, Atlanta, Amsterdam, Hamburg, etc
  • Types of Jobs: SDR, AE, Mng
  • Compensation: SDR bases range from 50-70k, AE bases range from 70-110k
  • Glassdoor: 4.2 with 50+ reviews

7) Sumo Logic

Image result for sumo logic logo
  • Location: Redwood City, Denver, London, etc
  • Types of Jobs: SDR, AE, E AE
  • Compensation: SDR average is $64,000 and AE average is $140,000 (total compensation)
  • Glassdoor: 3.6 with 179 reviews

8) Amplitude Analytics

Image result for amplitude analytics logo
  • Location: San Francisco, Amsterdam
  • Types of Jobs: SDR, AE, E AE, Sales Engineer
  • Compensation: SDR base is around $50,000, and AE bases are between 85k and 110k
  • Glassdoor: 5 with 37 reviews

9) Thankx

Image result for thanx logo
  • Location: Denver, San Francisco
  • Types of Jobs: SDR, AE, Sales Director
  • Compensation: SDR base is around $50,000, and AE bases are around 70k
  • Glassdoor: 4.8 with 53 reviews

10) Invite Manager

Image result for invite manager logo
  • Location: NYC, Chicago, Dublin
  • Types of Jobs: BDR, CM, E AE
  • Compensation: SDR base is around $40,000, and AE base is approximately $90,000
  • Glassdoor: 4.8 with 37 reviews

11) Braze

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  • Location: SF, NYC
  • Types of Jobs: Enterprise AE, Mng
  • Compensation: Bases for AE’s are in the mid $100,000’s
  • Glassdoor: 4.4 with 24 reviews

12) ClearCompany

Image result for clear company logo
  • Location: Fort Collins, Boulder
  • Types of Jobs: ADR, AE, E AE
  • Compensation: ADRs have bases of $50,000, and AE’s have bases of approximately $100,000.
  • Glassdoor: 4.7 with 32 reviews

13) Skillz

Image result for skillz logo
  • Location: San Francisco
  • Types of Jobs: SDR, AE, E AE
  • Compensation: SDR’s base salary is approximately $60,000, AE $90,000
  • Glassdoor: 3.8 with 63 reviews

14) Apptus

Image result for apptus logo
  • Location: San Mateo, Los Angeles, Chicago, Boston
  • Types of Jobs: BDR, E AE, Strategic AE
  • Compensation: Average AE compensation is 95k
  • Glassdoor: 3.5 with 350+ reviews

15) Nginx

Image result for nginx logo
  • Location: San Francisco, Dallas, Dublin, etc
  • Types of Jobs: SDR, AE, E AE
  • Compensation: Average AE base is 72k
  • Glassdoor: 4.2 with under ten reviews

16) Dealpath

Image result for dealpath logo
  • Location: San Francisco
  • Types of Jobs: AE, E AE, Sales Ops Manager
  • Compensation: AE base is between 80-120k
  • Glassdoor: 4 stars with under ten reviews

17) Airtable

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  • Location: San Francisco
  • Types of Jobs: SDR, AE, CSM
  • Compensation:
  • Glassdoor: Not enough data

18) Iterable

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  • Location: San Francisco
  • Types of Jobs: SDR Manager, AE
  • Compensation: AE base is between 60-80k
  • Glassdoor: 4.9 of 17 reviews

19) Lever

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  • Location: San Francisco
  • Types of Jobs: AE, E AE, MM Sales Director
  • Compensation: AE base is between 60-110k (depending on the seniority of role)
  • Glassdoor: 4.7 with 59 reviews

20) Talkdesk

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  • Location: San Francisco
  • Types of Jobs: SDR, SMB AE, MM AE, Mng
  • Compensation: Average AE base is 78k
  • Glassdoor: 3.4 with 143 reviews

21) Zendesk

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  • Location: San Francisco, Dublin
  • Types of Jobs: SDR, AE, Sales Director, SDR Manager
  • Compensation: Average AE base is 66k
  • Glassdoor: 4.4 with 329 reviews

22) Slack

Image result for slack logo
  • Location: San Francisco, NYC, Dublin, Tokyo
  • Types of Jobs: AE, E AE, Sales Engineer
  • Compensation: Average Enterprise AE base is 120k
  • Glassdoor: 4.8 with 106 reviews

23) Lyft

Lyft logo
  • Location: San Francisco, Dallas, NYC
  • Types of Jobs: BDR, Senior Field AE
  • Compensation: Average Senior AE base is 109,000k
  • Glassdoor: 3.8 with 222 reviews

24) Prosperworks

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  • Location: San Francisco
  • Types of Jobs: SDR, AE
  • Compensation: Average AE base is 66k
  • Glassdoor: 4.4 with 38 reviews

25) Lattice Engines

Image result for lattice engines logo
  • Location: San Mateo
  • Types of Jobs: SDR, AE, Field Sales Director
  • Compensation: Average AE base is between 100-120k
  • Glassdoor: 3.7 of 72 reviews

Are you an employer looking to get added to this list? Or, are you searching for a new career opportunity and want to get your foot in the door with one of these companies? Contact Rainmakers to get started!