Filling sales positions differs from other roles in how you evaluate candidates. Salespeople are skilled in selling. You need to use practical exercises or role-playing scenarios to gauge how they handle real-life sales situations. This will give you a clear sense of their skills and approach.
You could go about it on your own, creating sales hiring-specific processes for each role. Or you could work with a sales recruiter.
A sales recruiter brings expertise to critical areas like candidate evaluation, cultural fit, cost and timelines. Here are 11 must-know insights about working with recruiters (also called talent acquisition partners) to guide your choice.
11 FAQs About Working with Sales Recruiters
1. How do I find a sales recruiter?
Start your search with a mix of research and due diligence.
- Research agencies specializing in sales talent acquisition.
- Ask for referrals from trusted business contacts.
- Evaluate recruiter expertise through testimonials and case studies.
Then reach out to your top contenders to set up a discovery call.
2. What do you charge for sales recruiting services?
This is an essential question to ask every firm you evaluate because it varies depending on the recruiting model used. At ProActivate, we use a flat fee rate, not one based on compensation. Contact us to learn more and hear how this protects you against recruiters who earn high fees by coaching candidates on what to say to get the job.
3. How do you recruit salespeople?
From day one, ProActivate has focused on finding candidates who are already successful (working and winning) in their current roles. Over the 20 years since we started, we have expanded our network and incorporated new tools into existing processes we know work. The result is a highly effective, recruiting strategy that is customized for each client and role.
After an initial call where we discuss your goals, we:
- Introduce you to your dedicated talent manager to guide you through the process
- Develop your ideal candidate profile. (This is not a job description – call us to learn why.)
- Source proven top performers, with 90% already employed
- Evaluate each candidate’s skills, experience and mindset through scenario-based simulations to evaluate real-world abilities.
- Present a shortlist of qualified candidates for you to review and extend an offer to the best fit.
4. How long will it take to fill the position?
It will take 60 to 75 days to hire a salesperson when you work with us (data based on past clients). For other firms, or if hiring on your own, it could take months, and you are not guaranteed results.
5. When will our new salesperson start driving results?
According to a recent analysis, you should expect three phases to your onboarding with benchmarks at three, nine, and 15 months.
- 3 months: How long it takes for the average seller to complete initial onboarding and start interacting with buyers
- 9 months: When the average salesperson reaches competency
- 15 months: Over a year after hiring, the average salesperson has gained the company-specific experience to be a top performer
6. What happens if the hire doesn’t work out?
Not every recruiter assists you if your new salesperson leaves shortly after hiring. We do. First, we take a detailed approach to guarantee you extend an offer to the best available candidate. It’s why our clients have a 95% retention rate with their hires.
However, if within the first 90 days your new employee parts ways with the company, we will replace them at no additional cost to you.
7. Do I need a firm that specializes in filling sales positions?
It’s not essential, but partnering with a firm like ProActivate that specializes in filling sales positions can significantly improve the quality of candidates, as they understand the skills and traits that drive sales success. Specialized recruiters have access to passive candidates and industry-specific talent networks, giving you a competitive edge.
8. Can you help with executive-level hires or just sales reps?
Not every recruiter conducts executive searches and fills sales rep roles. Before choosing a partner, find a firm that has a track record of sourcing, engaging and qualifying talent at every level.
Businesses select ProActivate because we can help them fill any role, from entry-level to executive. We become their single recruiting partner, simplifying their hiring process.
9. How do you assess a salesperson’s skills and potential?
Talent managers use behavioral interviews and role-playing exercises to evaluate traits like resilience, coachability and adaptability. This proven process our team follows identifies driven professionals who unlock your company’s revenue potential, build a thriving culture and drive your organization toward exceptional success.
10. Will the candidates fit my company culture?
Many recruiters prioritize quick placements, often focusing solely on qualifications and experience, which can leave cultural fit as an afterthought. ProActivate is different. We go beyond traditional screenings and gauge how well a candidate will integrate with your team and uphold your company culture. Our goal is to present candidates who not only bring top performance but also enhance your workplace dynamic from day one.
11. What compensation should I offer?
A candidate’s ideal compensation package changes based on their experience and geographic location. In general, design a package that combines a base salary with commission. This offers stability and incentivizes high performance from your sales team. Then, add on perks and highly sought-after benefits to further boost engagement by aligning individual success with company growth.
For compensation information specific to your role and company, contact us. We use a collaborative approach and guide our clients on how to create offers that draw in top performers who are motivated to drive results.
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