salary guide tech sales

Brought you by Rainmakers x Sales Assembly.

How the Sales Hiring Landscape Has Changed

Since its debut in 2018, Rainmakers has worked with thousands of sales candidates and hundreds of businesses in the tech and SaaS sectors. Rainmakers specializes in guiding technology firms through the complex hiring and compensation processes, focusing on acquiring the best salespeople for your business. 

With that in mind, Rainmakers has gathered the most comprehensive and accurate data on tech sales trends, markets, and remuneration based on national industry averages balanced with add-on factors such as equity, benefits, and remote flexibility.

Should you wish to delve deeper into the information Rainmakers has gathered and learn more about particular responsibilities and pay scales, don’t hesitate to contact the Rainmakers staff at, and we’ll be pleased to answer your questions.

The Sales Hiring Landscape Is Changing

The top IT sales talent market is more competitive than ever, even in light of recent reports of layoffs in some areas. On LinkedIn, internal and external recruiters frequently reach out to qualified AEs (account executives) and SDRs (sales development representatives). However, internal hiring teams often find themselves at odds in their continuous search for fresh candidates. 

Due to the COVID-19 pandemic, a large number of sales personnel available for work are currently seeking remote employment alternatives. This is happening all across the U.S. This raises concerns about where to find candidates and how much base pay and OTE to offer these reps.

As industry pioneers in tech sales hiring, Rainmakers offers a transparent, data-driven platform to effectively pair top sales reps with the most desirable and innovative companies in the tech space. As a result, the best AEs and SDRs are paired with the most relevant and appropriate opportunities available.

Data From the Rainmakers Team

The vast amount of unique data collected from thousands of candidates who have applied to the Rainmakers platform reveals clear trends regarding what sales candidates can potentially earn in the tech industry.

Here’s some of what’s been learned. 

Account Executives

Are San Francisco and New York still the tech sales hubs?

Before 2020, the majority of tech salespeople were located in San Francisco and New York. In fact, we initially launched in just those two geographies. Since 2020, we see the geographical distribution to be much more even – and thus so are the salaries. 

While the compensation averages are still highest in San Francisco, other cities are quickly catching up as we see salaries starting to normalize across the United States due to the increase in remote hiring. 

account executive salaries
Does AE compensation vary by the buyer they are selling into?

It’s common to hear hiring managers say, “We want someone who has a track record of selling into engineering or IT.” 

The question then becomes, how much will that cost?

That partly depends on how the product affects the sales cycle. For example, a software scheduling tool can be up and running in minutes. Still, a new digital operations platform (DOP) or enterprise resource planning (ERP) system must sync with existing customer tools. This requires a more specialized sales rep. 

The following table shows that sales reps who have closed sales with product engineering, legal, operations, and procurement departments tend to demand the highest salaries.

account executive salary information
What are AEs earning relative to their quotas? 

Another frequently asked question is, “What should we be paying a rep if we want them to close a certain dollar amount in year 1?” 

Sales representatives make an average commission of slightly under 10% up to around $1M in quota. Note that despite the rise in quota from $1M to $2M, earnings tend not to improve significantly.

You can compare how much sales reps are making and their yearly quotas with the data below.

How does ACV affect yearly earnings? 

The data reveals that a sales representative’s ACV can affect yearly profits, but not in the way one might assume.

Naturally, larger contracts require a more seasoned salesperson to close them. Still, with the emergence of product-led SaaS businesses, some salespeople exceed large annual quotas with just modestly sized individual contracts. 

The graph outlines this.

what does an account executive make

Sales Development Representatives

What is the going rate for an SDR? 

Sales Development Representative (SDR) positions tend to be entry-level. As such, it’s often difficult to determine accurate compensation because most candidates have little or sometimes no sales experience. 

According to information acquired from the Rainmakers platform, an SDR’s typical base income is just under $59k, with an OTE of about $81k. However, since geographical regions vary in living costs, SDR compensation will also change. 

This is how it breaks down:

sales development representative salary information
Does more SDR experience command more pay?

Given the entry-level nature of an SDR position, pay tends not to increase dramatically with experience. Rainmakers’ research suggests that on-target earnings decrease between 5 and 7 years of experience. Growth happens again after seven years, typically because many of these sales reps advance to lead and management roles.

sdr salary information

About Sales Assembly

Since 2017, Sales Assembly has revolutionized how B2B tech companies scale. They believe that team and individual growth should be ongoing, dynamic, and in a setting of peers as opposed to isolated “corporate events.” According to them, developing a business’s strategy and infrastructure should be a dynamic process that complements learning and growth.

Sales Assembly’s unique structure combines contemporary learning and development for all commercial roles with crucial consulting and strategy formulation, a strong peer network, and effective implementation and enablement tools.

About Rainmakers

Rainmakers is the only recruiting platform built specifically to help Technology and SaaS companies hire top-notch tech sales talent. 

They help leading companies grow their sales teams. Some of our satisfied clients include:

  • NextRoll
  • Wellsaid Labs
  • EcoVadis
  • Paperless Parts
  • Visier
  • Modern Health

Why Companies Use Rainmakers

  • We use the latest sales sourcing technology, so you no longer have to rely on old-fashioned job boards and “one size fits all” hiring platforms. 
  • We identify the right sales reps for you. They conduct deep dives into candidate sales data, including the candidate’s quota, deal information, buyer profile, and compensation requirements.
  • Rainmakers can also dramatically reduce your time to hire. Employers see a 92% response rate from pre-screened candidates on the platform.
  • We can help increase diversity in your sales team. Over 52% of all candidates hired through Rainmakers come from underrepresented backgrounds.

To learn more about how Rainmakers can help your business, fill out a profile to get started.

best sales recruiting agency

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 we 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 efficiently build their sales teams. Hire qualified and diverse salespeople through a quick and scalable platform. They offer both self-service and managed solutions. Operates US-wide.

2) Hirewell

Hirewell is a Chicago-based talent solutions provider.  They have over 200 recruiters globally, with a deep focus 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 their recruiting function.

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 – lots of emphasis on personality/culture fit. Strong, loyal community of sales professionals who care about thriving as well as 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?

contact rainmakers

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 general 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 if your company focuses on specialized knowledge, such as tech, you may get more misses than hits.

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.

recruiting tech sales

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 reach out to 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 it’s important to talk about compensation, 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/or 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 be able to streamline the process or, at least, make sure the candidate knows where they are in the hiring process and what the expected timeline is. 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 there is less chance of this happening.

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 per year. 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 good reasons why it’s a good idea to look for recruiters on LinkedIn.

For one, LinkedIn is the largest platform for professionals of all types in the world. 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.

sdr plan guide

Sales Development Representative Compensation Guide

On-target earnings (OTE) are a great way to motivate sales development reps (SDRs). This policy will help them perform better and generate more sales-qualified leads. If their base salary and variable pay depend on performance, they’ll work hard to meet their goals.

You must consider several factors for a sales compensation plan to be effective. Failing to do so risks demotivating or depressing your SDRs—which could hurt profits and employee retention.

However, when done right, SDRs can become productive and motivated and create more sales opportunities.

But what goes into effective commission plans? What should you consider when developing yours? In this post, we’ll look at these questions in more detail and give you the steps you’ll need to follow to build your company’s sales development compensation plan.

What makes commission plans effective? What should yours include?

Here are some ideas.

tech sales jobs salary

Why Have a Sales Development Compensation Plan?

Before discussing how to create a sales development compensation plan, let’s review why you would want one to begin with. These are the main benefits of having a well-thought-out sales compensation plan.

  • Incentivizes SDRs
  • Increased transparency
  • More structure
  • Easier planning and budgeting

Now that we understand why let’s look at the how.

Building an Effective SDR Compensation Plan

Some of the following steps may vary based on your specific needs. Some businesses may not need all the steps, while others may need more.

Determine On-Target Earnings

On-target earnings (OTE) are an SDR’s annual base salary plus on-target commissions (OTC). Consider national, local, and regional average SDR OTE. Glassdoor and PayScale can help you calculate an accurate price estimate.

From there, you can adjust the OTE based on the following factors:

  • Experience
  • Job complexity
  • Product
  • Benefits gained
  • Employee Attrition rate
tech sales hiring

Decide Upon Pay Mix

Pay mix is an SDR’s base salary to variable pay ratio. This reflects the risk of earning the OTE. For instance, some SDRs could perceive a 40/60 base salary/commission pay mix as too risky.

If your base salary is too low, SDR motivation and company performance will suffer. If your base salary is too high, your SDRs won’t gain if they hit their goals. Keeping SDRs productive requires the right pay mix. Like OTE, you can check national, regional, and local averages to compare prices. In the Tech and SaaS world, we find that 65 – 75% base is fairly common.

Measuring SDR Performance

After determining OTE and pay mix, decide how to measure SDRs’ performance. On what metric will your quotas be based? Finally, focus on revenue-generating activities for these metrics.

Focusing on a metric like call volume emphasizes quantity over quality. For example, an SDR can make 50 calls per day without generating a single sales opportunity. Therefore, it’s better to use a metric tied to quality, such as sales qualified prospects (SQO) and sales qualified leads (SQL).

Setting Quotas

As an example of setting quotes, we’ll look at the SQO metric.

SDRs, on average, usually generate seven SQOs per month or about one every three working days. You can set quotas and adjust as necessary from this average, depending on your company.

When setting quotas, ensure they’re realistic. According to research, 68% of SDRs meet their quotas. With that in mind, you should aim for an achievable quota between 60 and 70% of your SDRs.

tech sales careers

Thresholds and Accelerators

Using thresholds and accelerators can improve SDR performance. They can recognize high-achievers and motivate low-performers.

Thresholds are minimum performance levels below which an SDR does not earn any commission. Typically, this threshold would fall between 40 and 50%.

On the other hand, Accelerators motivate SDRs by increasing commission rates once they meet their quota. Say an SDR’s quota is nine SQLs per month, and they’re paid 70/30. With accelerators, you can increase the commission for high performers. 

Establishing a Performance Period

After tackling the above tasks, determine the period over which you’ll measure SDR performance. SDRs can achieve results faster than sales reps whose commissions depend on closed sales. Usually, this will be monthly, with commissions calculated at the end of the month.

Testing Your Compensation Plan

After planning, you can execute. But it’s a good idea to test your plan before implementing it on SDRs. This will show you how well it works and if you missed any issues when developing the compensation plan.

Use historical data to test your plan’s parameters. If historical data is not available, try using hypothetical SDRs. After getting the results, you should be able to determine if your pay is competitive and sustainable.

tech sales jobs

The One-Size-Fits-All Problem

In short, one size does not fit all.

As good an idea is to research what other companies are doing and paying, copying them may not work well. Instead, it would help to consider individual factors such as your business’s size, market maturity, product maturity, and customer segmentation.

More importantly, as your sales teams and company mature, you should be prepared to tweak your SDR compensation plan to keep ahead of the game.

A Plan In Action

Depending on the scale of your business and the number of SDRs you have, you may find it challenging to keep up on all the calculations at first. That’s why it’s essential to have your plan laid out in advance, tested, and adjusted where necessary.

The result should be a satisfied SDR crew who are motivated to work on developing your sales and who feel encouraged by upper management.

If you need help assembling a sales team that fits with your compensation plan, let Rainmakers help! Start browsing for applicants now!

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.

Tech to Improve Remote Sales Team Productivity 

Now that you’ve landed the sales job you’ve been searching for, you might be thinking about some added benefits that could make your day-to-day a little bit easier. Often, working from home is a luxury most businesses don’t think to offer to their sales professionals. However, sales jobs offer a unique opportunity: as long as you, the salesperson, are producing results on track with your assigned goals, you can work from just about anywhere with your laptop, an internet connection, and your mobile device. 

Find the Right Setting

With tech sales specifically, the sales process can be completed with communication, and most importantly, research. Research, or preparation, is a large part of the sales process, and this is mainly completed through internet searches and reading.

A quiet, more comfortable setting, much like one’s own home or a small coffee shop, encourages better focus and dedication to the task of research. A noisy office setting with coworkers and conversation as a distraction, doesn’t exactly promote in-depth focus on discovering the best angle to pitch your products or services to new customers. If employees set themselves up for success, working remotely in a productive setting—with the proper tools—they will have great success in achieving their sales goals, whether they’re traveling to the next client or settled in a local coworking space.

Strengthen Communication

Employers and salespeople alike may worry about the difficulties of team collaboration and communication when working from home, or anywhere outside of the office, making the use of the right technology and tools necessary to help eliminate these concerns. 

Keeping in close contact with team members when working on a project is a must. Unified communication software allows for all digital, work-related communication channels to be in-sync with one another. This makes efficient communication more than possible for remote sales professionals. Not only this, but conversations can take place digitally, just as they would in an office setting, helping collaboration and communication feel natural. Remote employees will still feel connected to their coworkers working in the office or elsewhere.

Additionally, having the right communication tools will allow for excellent discourse with the customer, the most important piece of the sales equation. Being able to reach your customers and prospects with reliable platforms from any location will help keep the sales process effortless from any location. So long as you can reach your customers and they can reach you, it doesn’t matter where you work.

Achieve your Goals

Setting time-sensitive goals will help keep salespeople working remotely on track and accountable when away from the office. Not only this, but managers can observe these goals and achievements with project management software

Utilizing a software program that managers and employees can use will help to keep track of employee performance and progress, as well as collect other insights on employee performance such as time estimation for certain tasks. Tracking and understanding the amount of time it takes your sales employees to complete certain tasks that help to close a sale helps to better assign time and resources accordingly. Fortunately, employee time can be tracked without employees being in the office, thanks to project management tools that operate over the internet. This gives your salespeople more freedom and comfortability to accomplish their goals without close supervision, which often helps employees feel more at ease, ultimately producing greater results. 

Organize your Process

Customer relationship management software is a must for any business looking to make repeated sales with valued customers. CRM tools are especially useful for remote sales professionals to stay on top of a pipeline of new and repeat customers when away from a team or office. 

Having a resource tool like CRM software helps keep all team members on the same page with a customer’s process, and offers other organizational features to help the salesperson keep track of important events and meetings when synchronizing CRM software with other business applications. This feature is of the utmost importance when working remotely, as salespeople have only themselves to rely on, and therefore must stay organized to make sure they have all the information they need on a customer’s history with the company, their contact information, and any crucial insights that CRM data can provide to close the sale. 

Let your Tech Sweat the Small Stuff

Freeing up any time during your workflow will make for increased sales productivity. Make use of sales automation software, which has the ability to send automatic initial and follow-up emails to new and existing clients. Saving time by not busying yourself with the minutiae of email dialogue and answering the same few questions repeatedly will allow for more time to be spent on finding new clients and retaining current ones. 

Allowing your technology to manage these small tasks for you will allow remote sales professionals to better allocate their time to unique customer needs and tailor their knowledge and offerings to the ideal audience. Remote sales people will have more freedom to work on their own schedule with little management, so making use of any and all time spent working to make greater progress toward closing a sale is extremely important. And because automation software can accomplish work around the clock wherever you may be, you and the rest of your sales teams will still be able to get work done, even during business travel excursions and after office hours.

Dreamforce 2019 is right around the corner! I hope that everyone has their pitches rehearsed and their business card ready. Networking is an important piece of running your booth, but don’t forget that the networking doesn’t end when you leave San Francisco. You can’t forget the parties, and who has time to research all of them? Don’t worry – Rainmakers has created a 2019 Dreamforce Party Guide, sorted by date, so you can plan accordingly.

Register soon before all of your favorite events are filled!

Featured Event


All Events

Monday, November 18th, 2019

Simplus Power Up Party

Time: 8:00 pm

Hosted/Sponsored By: Simplus, Salesforce, MuleSoft, and Prodly

Summary: This don’t-miss party has everything you need to charge up and kick off the week in style! Whether you are looking to blow off some steam from all your Dreamforce prep or want to relax before a very important week, this is the party for you. Food, drinks, friends and great views of San Francisco await you at Cityscape at the top of the Hilton Union Square. The view alone will get you energized for the week ahead. Dance, eat, and game the night away upstairs. Then, when you’re ready to relax, journey to the recessed Zen Room for massages, shoe shines, and more. 

Where: Cityscape at The Hilton Union Square

Sign Up Here

Karaoke for a Cause

Time: 7:30 PM

Hosted/Sponsored By: PepUp Tech

Summary: We are back for the third year in a row with Karaoke for a Cause! Come out and meet PepUP Tech supporter Bret Taylor. Bret Taylor is the President and CPO at and co-Founder of Quip. Bret was also co-creator of Google Maps, CTO of Facebook, and is responsible for Facebook’s “like” button.

Your ticket purchase includes drinks, food, amazing company, lots of fun and will help PepUp Tech support tech training programs for underrepresented children and adults across the United States. Help us make a difference and have fun while doing it! 

Where: Pandora Karaoke (please note this is a new venue location at 50 Mason Street in San Francisco)

Sign Up Here

Tuesday, November 19th, 2019


Time: 6:00 PM – 2:00 AM

Hosted/Sponsored By: Zennify and Salesforce

Summary: Are you interested in joing Zennify and Salesforce at Black Cat, a swanky jazz lounge, cocktail bar and New American bistro? They’ll be plenty of appetizers, craft cocktails, and a live band to accompany a night full of networking and connecting with like-minded individuals.

Black Cat is located in the heart of San Francisco’s Tenderloin neighborhood, the historic arts and entertainment district once home to great supper clubs and fabled live jazz venues.

Where: Black Cat, 400 Eddy Street

Sign Up Here

Dreamforce’s Silent Disco

Time: 7:00 PM – 11:00 PM

Hosted/Sponsored By: Conga

Summary: Sign up to be the first to know all the details of our highly-anticipated Silent Disco. Join us across the street from Moscone where we’ll transform ThirstyBear Brewing Company into a one-of-a-kind dance party you won’t want to miss. Enjoy sets from multiple DJs, complimentary food and drink, and an all around unforgettable night.

Where: ThirstyBear Brewing Company

Sign Up Here

Wednesday, November 20th, 2019

Party at Anaplan Headquarters

Time: 4:00 pm – 7:00 pm

Hosted/Sponsored By: Dreamforce

Summary: Kick Dreamforce 2019 off right and join us for a blowout party at the Anaplan headquarters. Come for the refreshing drinks and delicious appetizers and stay for the live band, high-energy DJ, old-school arcade games, and more!

Where: 50 Hawthorne Street (Between Howard and Folsom)

Sign Up Here

The Concert for UCSF Benioff Children’s Hospitals

Time: 6:30 pm – 1:00 am

Hosted/Sponsored By: Salesforce & UCFS Benioff Children’s Hospitals

Summary: At UCSF Benioff Children’s Hospitals, a steadfast commitment drives everything we do: to deliver world-class medicine to every child in need. But it’s not just what we do, it’s who we are. It’s clear in the doctors who expertly tailor care to each child’s individual needs, the researchers who discover new cures previous generations could not have dreamed of, and the therapists who use the healing power of music and art to give children the power to hope, dream, and heal. This commitment is also upheld by our generous supporters, who have partnered with us for more than 100 years to ensure that even the most vulnerable families in our community always have access to top-tier medical care. Together, we are moving medicine forward for kids around the block and across the globe.

Where: Oracle Park

Sign Up Here

Thursday, November 21, 2019

Party @ Temple

Time: 9:00 pm – 12:30 am

Hosted/Sponsored By: Demandbase

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———-This is a repost from my Sales Hiring article that was published in the Acceleprise blog————-

Now more than ever, business organizations need buyer-focused sales professionals who possess the character and the competencies to deliver high value to both the customers they serve and the companies they work for.

In a highly competitive talent market, the process of finding, hiring, and keeping these high-performing sellers can be quite challenging.

Sure, technology can help heat up your metrics, but it will only go so far. Talent is the only thing that can sell your brand at the end of the day and will determine the difference between sales organizations that are well-positioned to win the future and those that struggle just to survive the challenges of the present.

As customer centricity, account-based selling, and artificial intelligence redraw the contours of business, talent will become more crucial to keeping pipelines full, flowing, and fruitful. If your organization lacks the will to attract, recruit, and retain excellent sales professionals, then you are just exerting futile efforts at postponing failure to a later date.

After all, only sales professionals with the right skills and mindset can drive meaningful conversations with prospects and orchestrate the outcomes customers expect. Today’s consumers — especially in the B2B space — are empowered buyers looking for trustworthy consultants who can help them achieve success. They are not keen on taking cold calls from desperate sellers who primarily engage people just to make a sale and meet quotas.

Why is it so hard to find good sales reps?

Forward-looking enterprises often implement aggressive recruitment and retention strategies for top sales talent. These enterprises already deploy many excellent professionals on their sales floor. Given the emerging business realities, these highly competitive companies simply couldn’t afford not to.

For one thing, businesses improve profitability by as much as 30% when they hire top-notch candidates, according to a Gallup poll. In the B2B space, moreover, corporate clients have nearly unlimited access to information about alternative products, and virtually nothing prevents them from brand-hopping at will. If your sellers lack the skills at building effective solutions and at keeping these solutions relevant throughout the customer lifecycle, then closing deals and reducing customer churn will both be very difficult. Which, as you well know, leads to diluted revenue, profit margins, and morale.

Hiring anyone just to fill the vacuum wouldn’t do, either. In fact, poor hires cost a lot more in direct and collateral damage than not hiring in the first place. A bad hire causes your team to lose a substantial amount of time, money, and energy, with some estimates placing financial loss at hundreds of thousands to millions of dollars per year just for one bad hiring decision.

Meanwhile, the challenges of selling as a field also cause most people to shun sales as a career option, even compelling a significant number of practitioners to shift their line of work. Either effect further trims the number of competent sales professionals in the market.

Best channels to find good sales reps

If your organization plans to recruit the best sellers, there are a few places you would want to check out.

Start with your personal network

Your social and professional network covers your family and friends as well as acquaintances from grade school, the fitness club, and the workplace. Your network will likely include a number of competent sales practitioners, professionals who enjoy working with people, or individuals who are good at articulating value and convincing others to view things from a particular perspective. You can reach out to these people and probe whether some are open to working in a sales organization with you.

  • Pros: Reconnecting with people you already know could be fun and won’t take as much effort.
  • Cons: The process of identifying competent sales professionals or individuals with high potential in sales would be informal at best and largely dependent on your hunch/intuition. Overpromising on the benefits may also cause a strain in otherwise friendly relationships.
  • Tips: Don’t overlook your alumni association from high school and college, as well as the business associations and social clubs you’ve joined in the past. Also consider sales professionals who have reached out to you regarding business matters. If they’ve managed to make you sign a subscription, perhaps they’ll be good at selling your product as well.

Ask for referrals and recommendations

If gleaning potential sales superstars from your network doesn’t work as planned, you can always request for referrals. Just like you, your friend or acquaintance knows somebody who works as a high-flying real estate agent or someone who has an uncanny ability at persuading people. Unless you have other options with higher odds of success, referred candidates would be worth checking out.

  • Pros:  Building new relationships is easier when you have common reference points: in these case, your mutual contact and your shared interest in selling.
  • Cons: The competency or potential of the recommended individual depends on how the referrer defines what a “good seller” is.
  • Tips: Remember to request for updated contact information and as much detail about the person as possible. Also, getting referrals from acquaintances who work as recruiters or sales leaders would be doubly valuable since you can assume these recommendations have been vetted more professionally.

Optimize events and meetups

Industry events such as seminars, trade shows, workshops, and conferences are premium opportunities for relationship building. They’re also great for sniffing out and assessing potential hires.

  • Pros: Social events that relate to your industry help narrow the talent pool to those who are highly relevant to your business.
  • Cons: Most attendees would already be connected to other companies and brands. However, the vast majority of them are also likely to be looking for better career opportunities, according to HubSpot.
  • Tips: Tread lightly and be subtle. Limit yourself to building connections if your new prospect does not send positive signals that he or she is looking for a new employer. It’s not good to antagonize other industry players and be tagged as a “talent poacher.” Also, hang-out in places where executives and sellers usually go. There might be opportunities of discovering eager talent once in a while.

Squeeze LinkedIn dry

The planet’s largest professional network is perhaps the best place to build a shortlist of potential sales hires. The site’s powerful search functions can help you find qualified (but often presently employed) sellers in your particular market niche. You can also post job ads and reach thousands of professionals who meet your standards and qualifications.

  • Pros: LinkedIn is purposely designed for businesses, professionals, and everything in between. It is a vast marketplace of ideas, products, and talent.
  • Cons: Applying to job postings over LinkedIn is so easy your recruitment campaign might be swamped with applications too quickly for you to catch up and effectively select candidates who meet your requirements.
  • Tips: Require additional information, a portfolio if appropriate, and a cover letter. These will help you get more pertinent information on top of what’s already available in candidates’ account profiles. Moreover, these will help you gauge whether a particular candidate is really interested in your posting (i.e., less interested candidates will not bother to submit additional requirements). Having said that, be wary also of desperate job hunters who’ll do anything to get an interview.

Explore other social media sites

If you need an entire brigade to fill your sales floor, then you can go beyond LinkedIn to other social media networks such as Facebook, Instagram, SnapChat, and Quora. Hundreds of millions of people visit these networks regularly to communicate their message and join conversations that matter to them.

  • Pros: It’s free. You can start with your online social network and expand the search from there. There are also communities — especially on Instagram and Facebook — that could be very relevant to your business. Moreover, any sales candidate gleaned from these networks can arguably be considered “social media savvy,” a desired trait for new generations of sellers.
  • Cons: There are a lot of noise on social media that will make your search hazy. You can easily get distracted and lose precious time navigating random distractions.
  • Tips: You can use market research to target specific demographics you are envisioning for your salesforce. Millennials and younger workers, for example, tend to use Instagram and SnapChat more while highly knowledgeable and opinionated professionals follow conversations on Quora.

Conduct campus recruitment

Leverage the good relationships you’ve built at your alma mater. For open internships at your sales organization, your old campus may just be the hunting ground you need. Go beyond your college to other academic institutions in the area if you need to create a larger talent pool.

  • Pros: College students and new grads are generally eager to enter the workplace. They are more flexible and trainable compared to candidates who have been in the job market for a while.
  • Cons: It may take tons of training to get young talent truly prepared for the tough world of selling.
  • Tips: Look for the right attitude, motivation, and behavior.

Traditional sales recruiters, headhunters, and job sites

Job sites such as Monster, Glassdoor, and provide the online interfaces that connect recruiters with job applicants. Like LinkedIn and specialist career marketplaces, job recruiting sites offer the best success rates for your staffing needs.

  • Pros: You get straightforward recruiting services. You also gain insightful job market data such as median salaries for specific positions, industry, and locations.
  • Cons: Getting the best results might entail costs. You will also be competing with similar recruiters targeting the same subset of applicants on the site.
  • Tips: Streamline and clarify your job posting. Make it stand out from the posts of rival recruiters. Use site features such as Glassdoor’s employer reviews to gather worker sentiment and find professionals who might be “open” to trying out other employers.

Fine-tune your search via career marketplaces

Online career marketplaces such as Rainmakers attract the best employers and the top practitioners in a specific field. When these parties meet, excellence happens.

  • Pros: Sales-oriented career marketplaces like Rainmakers already screen candidates for different sales roles and allow only highly competent practitioners to join its marketplace. Talent profiles are generally more in-depth than their accounts on LinkedIn, saving recruiters precious research time when hiring salespeople.
  • Cons: Top-notch services usually come with a price tag.
  • Tips: Use special features such as Rainmakers’ sales performance history to better assess a candidate’s credentials.

Online vs Offline?

Staffing your sales organization can take the offline or online route, or both. Depending on the situation, you can get the best of online and offline recruitment to benefit the final makeup of your sales team. So, make the best of in-person meet-ups during events and conferences. But don’t forget to put your best foot forward when hunting for talent online.

Some final tips and tactics

Sales recruitment is not only a challenging task, but one whose impact can create a powerful chain reaction far down the road. If you’ve hired the right people, then expect positive outcomes to pop up here and there. But if you enable bad candidates to come on board, the damage in terms of time, money, and morale can be devastating. Zappos CEO Tony Hsieh once claimed that bad hires cost the company $100 million.

So take sales recruitment seriously. Hire specifically for the task you need done but never discount character and motivation. Technical skills should always go hand-on-hand with attitude. For experienced roles, consider the candidate’s professional selling history, relevant training, and certifications.

Don’t settle for less. Do your homework as a diligent recruiter and the rest will follow. Remember, nothing else can move your business further than highly motivated talent.

Businesses strive to keep lines of communication open between all of their departments. In particular, organizations aim to keep the sales team in conversation with the rest of the business. The sales team’s gathered information is a goldmine of opportunity for every department, from marketing to finance.

Companies that keep the conversations and discussions happening see numerous benefits. From improving sales processes to aiding project management, teams that implement effective communication channels can continue to grow their sales opportunities.

Why Communication is Important

Sales teams spend an enormous amount of time gathering information about a prospective client during the sales process. Even after a client has signed a contract, sales team members hold valuable information and notes from client discussions, all of which are valuable insights for other departments in the company.

By sharing this information, sales teams can lead the company to a successful relationship with a client. Material collected by either sales or other departments benefits everyone in the company. Sharing this information or organizing it in one location through project management helps everyone use it. Sales teams that take the time to discuss when projects need to be completed and what information they’ve gathered on a client aid in the continued success with a client.

Suggestions for Improving Communication

How do businesses bridge the transmission of information from sales to the rest of the company? Try some of the following suggestions to open the lines of communication between the sales team and other departments.

Encourage face-to-face meetings

Businesses can help build conversations between departments by setting aside time for face-to-face discussions. In the digital age, companies can fall prey to doing everything via email. Sitting down for a meeting can help clear up any confusion or reduce the time spent going back and forth with team members.

These sit-down meetings are also an opportunity to discuss goals for each department. Companies can either review individual department goals or cross-department collaborations. Individuals who understand client goals are less likely to spend time doing irrelevant tasks.

The sharing of information during these meetings has benefits for everyone. For the sales department, information swapping helps them gain insights into what options they can offer to prospective clients. For the marketing team, they’ll learn what problems new clients had in the past and what solutions they’ve used.

Find a way to share client data with various departments

Companies need a system to share the sales team’s client information with the rest of the team. This information should include all the relevant data from calls, emails, and in-person visits with a client during the sales process. When the sales team shares this profile with everyone else, other departments have a clearer picture of their client.

Businesses can purchase software systems or platforms for storing and sharing data. Once companies implement this technology, they should do their best to establish a procedure and stick to it. Right now, businesses are using multiple platforms or singular platforms for data collection or predictive analysis.

Project management components of an enterprise resource planning system can help transition new clients from sales to delivery departments. Through planning tools and collaboration abilities, an ERP system keeps data in one place. An additional benefit of this system is businesses can use this data for creating future financial predictions for clients.

Include more cross-departmental roles

In many companies, only sales team members sit in during sales calls. Companies could do better by offering members outside of the sales team the opportunity to attend these calls. By including these people on the call, individuals gain insights from not only what sales does, but what the prospective client wants from the company. This gives non-sales team members a head start on fulfilling client needs after the deal is closed.

Businesses should also offer the opportunity for sales team members to visit other departments. By bringing sales into other business areas, organizations build cross-functional collaboration opportunities and individual understanding of what other people do for a client.

Another way for companies to shift their communications is by creating a place for individuals to share their process- or product-improvement ideas. Requests from individuals can range from different ways of completing a task, to a new product for completing a job. Businesses need to sift through these ideas in order to find the best solution for helping communications or improving processes. By listening to their employees, organizations can increase employee morale and productivity.

Closing Remarks

Companies benefit from encouraging dialogue between departments. This improved communication can help better define client goals, share knowledge for better product delivery, and create new opportunities for productivity gains.

To encourage dialogue, organizations can hold more face-to-face discussions, create procedures for individuals to follow, and expand opportunities for employee inclusion. Companies that carry out any of these practices can help their whole team and their own bottom line.

Sales has quickly become the #1 hiring priority among tech companies, and the market is more competitive than ever. Not only is it more challenging to find and attract salespeople, but also to retain them.

Come and join your peers and top industry experts as we discuss strategies to keep up with the ever-changing sales hiring and recruiting market. The goal is for all of us to walk away with actionable insights on how to improve (or build) our own processes.

Some of the topics we’ll be covering:

  • Inbound pipeline – employer branding and creative ways to bring the candidates to you
  • Sourcing – tools and methodologies for finding and contacting those hard-to-reach candidates
  • Retaining – best practices for making your company the right environment for the salespeople you hire
  • Diversity – how to find and attract diverse sales candidates, and create an environment of inclusion

If sales hiring is a priority, you won’t want to miss this.

This event is exclusively for internal recruiting teams and internal talent and HR leadership. Please, no third party / agency recruiters!

When: June 13, 2019 – Thursday.  6:00pm – 8:30pmWhen – 6-7pm, but advertise for earlierSetup: 4:30pm – 5pm

Where: 181 2nd Street – Main Lounge

Why: Sales recruiting is a challenge. Let’s help each other.

About the speakers:

Jessica Bent:

Jessica Bent currently works in the San Francisco Bay Area as a Recruiter for Crunchbase, a platform for finding information about private and public businesses. She revamped Crunchbase’s hiring processes company wide, created a referral program resulting in 20% more referrals within the first two quarters, and is responsible for developing onboarding processes to mentor and train new hires.

Jessica’s received her Bachelor of Arts degree from San Francisco State University and her former roles include being a Recruiter for Wish, an HR/Admin Associate for Foreo, and a Benefits Administrator for Restoration Hardware.

Luke Baseda:

Luke Baseda is the VP of Talent for Lightspeed Venture Partners, an early-state venture capital firm located in Menlo Park, CA that focuses on accelerating innovations and trends in the Enterprise and Consumer sectors. Lightspeed has helped build over 300 companies including Nutanix, AppDynamics, MuleSoft, and The Honest Company.

Luke recived his Bachelor of Arts degree from Syracuse University and his prior roles include Head of Recruiting for Flurry, Inc. and Head of Talent Acquisition at

Gordon Lewis:

Gordon Lewis is the Head of Talent & Recruiting at Scout RFP in San Francisco, CA. Scout RFP is a sourcing and supplier engagement platform used to streamline procurement processes for SaaS companies.

Gordon’s former roles include being an Advisory Board Member for, Talent Staffing Consultant for TapInfluence, and Interm Head of Talent for LendUp. He attended the University of California, Berkeley.

Mario Espindola:

Mario Espindola is the Head of Recruiting and Talent for BuildingConnected in San Francisco, CA. Mario has developed several company wide talent programs including referral programs, health/wellness programs, and company performance management.

Mario received his Bachelor of Arts degree from California State University-Chico and his prior roles include Advisor for PeopleTech Partners, Advisor for, and Consultant – Talent for Connery Consulting.

About Rainmakers:

Rainmakers is the data-driven sales hiring platform. The coolest tech companies utilize Rainmakers to hire top, diverse sales talent including Crunchbase, Affirm, Algolia, JFrog, BuildingConnected, and Scout RFP.

So if you’re looking to build or scale your sales team, and want to connect directly with pre-screened candidates, come and chat with a member of our team or email us directly at Attracting top sales talent.

Your company is in need of a salesperson, but not just any salesperson, you need a rockstar. So how do you go about hiring a top inside salesperson?

First, determine your needs

It’s important to meet with your team to determine what to look for in a candidate. Think about your needs. You may need someone with specific sales experience in your industry/vertical, or maybe you just want someone with key affiliations or networks that your business can tap into. Opening these questions up to your team will shape the vision for your ideal candidate.

Come up with an offer

What type of competitive package can you put together to attract the right talent? Don’t just consider compensation, but also bonuses, benefits, and additional perks. It’s all about the complete package when winning over top salespeople who may be considering others from multiple companies.

• Compensation – The base salary, which does not include commission or bonuses. This can be considered a “base” for a sales person to build their annual salary off of.

• Bonuses – This can include annual bonuses, spot bonuses, or milestone bonuses. Bonuses can be used as both an incentive for performance and as an effective way to show thanks for hard working employees.

• Benefits – This can include healthcare, paid time off, retirement savings plans, and maternity/paternity leave. Often times benefits are a competitive aspect of the overall job offer.

• Setting on-track earnings expectations – This is what a salesperson can expect their final annual earnings to be, rolling together both their salary and their commission potential. This shows them what is possible if they are on track with, or exceed, expectations.

• Additional perks – Working remotely, wellness programs, training opportunities, and volunteer-time-off are all attractive perks for a potential candidate to consider. These can be viewed as “icing on the cake” to all of the above.

Start the Search

Start with your personal network. Reach out to colleagues and other business leaders in your network to let them know about your needs and see if they know anybody who would fit the role. Look through your Linkedin and Facebook contacts to refresh your memory of possible people to reach out to, and don’t forget to ask your team to keep the open position in mind while looking at their own networks.

Action Plan:

Here is an easy action plan that utilizes your network to get things rolling:

1. Start making a list of the best salespeople you know, even if you know they aren’t available for hire.  Go through your LinkedIn and Facebook connections to make sure you don’t miss anybody.

2. Reach out and schedule lunch or dinner with them to talk about the opportunity

3. Ask the question – “Would you consider joining us?

4. Follow up with the next question – “If you did join us, which salespeople would you most want to bring on board too?”

5. Ask for an introduction to the salespeople they refer.

6. Repeat steps 2 – 5 with those who were referred.

7. Repeat steps 1 – 6 until a hire is made.

Hype it up online by posting about the job on LinkedIn and any other company social media accounts with exciting verbiage about the opportunity and an eye-catching image. If possible, promote the announcement so it reaches a larger, more specific audience, and be sure to emphasize the exciting opportunities for growth and success for whoever gets the new sales role.

Post the job to a localized and specialized platform that focuses on your industry/vertical, such as BuiltIn or Rainmakers. Specialized platforms like these filter out many of the unqualified candidates that clog up traditional mass-hiring platforms. For example, Rainmakers specializes in finding jobs for established, top-tier salespeople who are looking to make their next big move. Depending on your needs, there are additional resources like Stack Overflow Jobs, the monthly Hacker News “Who is Hiring” thread, and AngelList.

  • BuiltIn (NYC/SF/Chicago…) BuiltIn is an online community for startups in the tech hubs of Austin, Boston, Chicago, Colorado, Los Angeles, NYC, and Seattle.
  • Rainmakers (NYC/SF…) Rainmakers specializes in connecting high-performing salespeople with companies that need people with proven sales results

  • Glassdoor Glassdoor is a platform that hosts millions of jobs and includes information on salary and anonymous company reviews.

You or your internal recruiters can cold outreach by searching on LinkedIn for possible candidates and reaching out through a message on LinkedIn and through email. Remember to only contact individuals through their personal emails and not their company emails to avoid being blocked. If a recruiter is doing the outreach it’s important that they know the qualities to look for in your ideal candidate before initiating contact. While it may take longer to find a good candidate through cold outreach, it’s a good practice to keep up while your other plans are in motion.

Get local with membership groups and meetups

LinkedIn Local – LinkedIn Local is a global platform for organizing and attending networking events, roundtable discussions, and workshops in cities near you.

Modern Sales Pro – Modern Sales Pro (MSP) hosts regular in-person and online events focused around sales techniques and best practices for salespeople and businesses. This event in May of 2019 focused on growing a large sales organization while still being nimble. – Sales Assembly helps tech/SaaS companies sale by providing resources, tools, and a peer based community that hosts regular events and workshops In a recent event called “Amplifying the Top of the Sales Funnel,” they discussed strategies for amplifying initial interest from potential customers. – Victory Lap is a talent platform for sales professionals that links them up with the companies that need them. They also specialize in helping companies train and retain top sales talent.

Start a Meetup group and schedule a recruiting event. Meetups are easy to organize and can bring out good local talent for face-to-face introductory conversations. Search for examples of Sales Meetups on to get ideas on locations and event itineraries. You may also consider hosting “lunch and learn” events focused on salespeople and growing a successful career based on sales to attract candidates.




Hiring the right salesperson can be tough, but there are many useful and creative ways to find who you are looking for. Leveraging your network, using strategic digital platforms, and hosting events are all possible ways to help you spend time on the right types of candidates and lead to your new top inside salesperson coming on board!