I recruit
MONEY
MAKERS
for ambitious CEOs
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55% of people in sales shouldn’t be and 25% are selling the wrong thing.
~ Caliper Corporation
It’s no surprise your company’s sales team isn’t living up to expectations.
It’s hard to spot relevant sales talent.
This leads to open sales roles or, worse, filling sales roles with underperforming or mediocre sales reps.
Both have serious financial and reputational consequences with:
Wasted recruiting, onboarding, and ramp up costs
Unmet
quotas
Customer
impact
Employee
morale
That can cost your company $100,000 or more.
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These are some common frustrations we hear from company leaders when it comes to hiring sales talent:
- Limited sales talent pool
- Costly, ineffective job boards
- Expensive third-party recruiters
- Lost revenue from unfilled seats
- Market share loss
- Underserved customers
- High turnover of inexperienced sales professionals
We have more in common than you think
As CEO at my first business, I thought I had a pretty good handle on hiring.
I was wrong.
The first salesperson I hired had to push start his VW bug in front of client and prospects’ offices!
Subsequent sales hires weren’t a whole lot better.
Even as a trained sales professional, my salesperson “picker” was way off the mark.
This cost me customers, reputation, and revenue.
Seasoned CEOs, sales managers, recruiters, HR, and other executives I’ve worked with all followed the same recruiting and hiring path:
Create convoluted job description
Post job to prohibitively costly and ineffective job boards
Wait for résumés from irrelevant candidates
Ask (impotent, generic, unlawful, biased, absurd) screening and interview questions
Use gut to make hiring decision
Wait for 34% turnover
Start insanity all over again to achieve same result
I Hate to Admit it But…
When I started SalesFit, a sales recruiting agency, I followed the same flawed recruiting path.
I had to get smart for my clients.
Leveraging everything I learned in graduate school, 30+ years of enterprise sales experience, and years in employee selection science, I built a system that took me from not knowing the first thing about recruiting to delivering well-qualified and vetted candidates to clients in an average of 18.4 days with an 80%+ candidate placement rate – in an industry that nets an average 20%.
This meant predictable hiring results.
And that means predictable profits.
My proprietary 7-step talent acquisition process for hiring high performing sales professionals, includes:
INTAKE - In-depth data collection of elements required for job success
POSITIONING – Revitalization of the job description to vividly depict a compelling opportunity
TARGETING - Aligning required knowledge, skills, abilities to relevant, highly skilled candidates
ATTRACTING - Drawing target candidates with intentional messaging that compels response
EVALUATING - 2-step candidate screening to reveal depth of knowledge, skills, and abilities, candidate pain points (why they’re open to opportunities), their successes, and their optimal work environment
PRESENTING - Comprehensive candidate profiles + résumés showcasing candidates for consideration
REPORTING - Weekly candidate pipeline, insights, and recruiting activities
If you’ll give me just a few minutes of your time, in just one call, I’ll share how my recruiting process will:
Collect critical knowledge, skills, abilities, competencies, experience, and education information from your hiring managers for pinpoint candidate identification
Create Opportunity Descriptions to stir greater candidate enthusiasm and engagement while being transparent with company expectations
Identify and engage high performing sales candidates with messaging that makes them NEED to talk with you
Ensure HR and hiring managers spend time only with relevant, interested, and available candidates and enjoy a seamless and time efficient h
Deliver comprehensive candidate information that demonstrates candidates’ ability to successfully perform the tasks that deliver the greatest rewards
Routinely report candidate pipeline and status, potential challenges, market insights, and recruiting activities to all designated stakeholders
When you don’t know what you need to know, you look for answers.
But what if those you look to also have the same questions and less than sufficient answers?
My ignorance cost me a fortune in frustration, time, and money as hiring and training people who can’t do the job from the start isn’t cheap.
It’s why I want to help company leaders build high performing sales teams that can transform their organization.
A little about Kathy
Kathy is a recognized sales and talent acquisition expert, generating more than $100M in revenue throughout her career. She has developed employee selection programs for national and international clients like TransAmerica, Forever 21, and City of Los Angeles that continue to save and generate millions of dollars in revenue.
She has three decades of enterprise sales experience, including ten in employee selection, a Master’s in Organizational Management, and founded two successful recruitment solutions companies. She is an award-winning author and an international speaker highly regarded by CEOs.
RecruitSolut provides B2B companies with a science-based recruitment process to quickly and efficiently identify, attract, and vet high performing sales candidates to increase revenue by up to 340%.