Define the work before the profile.
Will the person develop new contacts, handle existing enquiries or support customers? The audience, offer, authority and collaboration make the role concrete. A list of desirable traits is not enough.
Sales recruitment
The right role. Then the right person.
You want someone in sales. Which part of the work should they take off your hands: developing new contacts, responding to enquiries or growing existing relationships? A clear task turns “we need a salesperson” into a useful hiring brief.
Understand the contributionTHE QUESTION THAT MATTERS
What should an employed salesperson own?
This route is for businesses that want to hire employees. Responsibilities, management, pay and working arrangements differ from engaging independent sales partners.
Make working reality clear.
Location, management, available contacts, tools and compensation components belong in the brief. Conditions are determined by the hiring company, not promised by a general website.
Assess against the work.
A relevant conversation exercise or task discussion can show how someone understands needs and prepares decisions. Assess observable behaviour using consistent criteria rather than broad personality assumptions.
Include the first weeks.
Who introduces the offer, answers questions and gives feedback? Without that ownership, a suitable person can struggle. Recruiting contribution, selection responsibility and handover are agreed before engagement.
AN EXAMPLE TO THINK THROUGH
One job description. Three different jobs.
Imagine one person is expected to develop new contacts, handle every incoming proposal and look after existing customers. Before searching, agree priorities, available support and a realistic workload. Otherwise, you advertise a role that nobody can clearly own in practice.
BEFORE YOU CHOOSE A PROVIDER
Ask the questions. Including us.
A useful profile goes beyond “hungry” or “good communicator”. It explains tasks, conditions and collaboration. Ask how those points are actually assessed. This is an employer enquiry, not an application for a vacancy.
- How will you turn our daily work into a specific role profile?
- Which consistent criteria guide interviews and work examples?
- Who makes the hiring decision, and how is the person handed over to our team?
BEFORE THE FIRST CONVERSATION
Four things that create clarity.
- Which employed role is needed?
- Which duties, conditions and management are defined?
- Who makes the hiring decision?
- Who owns onboarding and feedback?
Clear questions.
Is this a job advert?
No. It describes support for employers. It does not advertise a specific vacancy or request a CV.
How does this differ from independent partners?
This route concerns employees in your company. Independent collaboration has different task, contract and responsibility questions and is discussed separately.
Your situation. Our next conversation.
Three questions about your sales situation, then your contact details. Review before sending. For email contact, confirm your address afterwards.
YOUR SALES ROUTE