Pursuit

Hiring sales is different from hiring any other position. Why? Recruiting shifts when you have to vet out the soft skills required for sales, rather than matching resumes with open positions. Hard skills are easier to find as they are 'measurable' and soft skills are not; a lot more strategy, preparation, and intentionality are required to seek out the soft skills needed for sales roles. We have placed numerous candidates that weren't a fit on paper but were a strong fit for the actual role. A resume never tells the whole story.

Time kills all deals - sometimes even when you think the deal is done. Creating momentum throughout the hiring process is key to landing an A-Player. But that momentum can’t stop once they sign the offer. After a candidate signs paperwork, a few things can happen: - Their current employer counters when they go to resign. - If they were interviewing at other companies, they might continue to get additional offers and decide to take one of those instead. - They hear nothing from you after signing, and doubt creeps in. As a hiring manager, your job isn't over when the paperwork is signed. Find ways to keep them engaged up until their first day.

Lack of momentum is a silent killer in the hiring process. A disorganized or drawn-out interview process can lose A-Players. Top players aren't waiting around, might get other offers, or decide to stay where they're at - likely already making great money and winning. If you want to land TOP performers for your team, you need a hiring process that attracts top performers.

Top talent doesn't make lateral moves. If you want to attract an A-Player, you have to offer them something better than what they currently have. What does "better" mean to an A-Player? Examples could be⬇️ - Promotion/title change - More flexibility - Work-life balance - Culture/leadership - Growth Opportunity Understanding what is important to a candidate is key to getting them on your team. At the end of the day, hiring is a sales process and you have to position your opportunity as a step up for that specific candidate.

We are HIRING 📣 Reach out to Elijah Rodriguez or send resumes to erodriguez@pursuitsalessolutions.com. Sales Recruiter: What to know ⬇️ - February/early March start date 💰 Base Salary + Uncapped Commissions (paid out quarterly) - Incredible Culture: Monthly company-wide culture events, happy hours, tight-knit team, ongoing training/development - Hybrid work model - 3 days in office in Deep Ellum (Mon. - Wed.) - can earn more WFH days - Casual office environment 🏖️ P-Club Trips! - Great health benefits + 401k - 3x Inc. 5000 winner, 3x Dallas Best Places to Work, and SMU Cox Dallas fastest growing companies - Opportunity for growth as our company grows - move into sales/account management, become a team lead, or expand into new roles as they pop up within the company! Who should reach out? 👇 - Bachelor's Degree required - Ideal Experience: Sales Recruiting or Recruiting experience, B2B sales experience (inside/outside sales), Sales Internships, etc. 📍 Must live in or near Dallas - office located in Deep Ellum! - Someone with a competitive mindset + mentality who is hungry for success

The reality is that most top performers aren't going to be applying to your job posting. They're happily employed, making great money, and way more hesitant to make a move in an uncertain market. So, how do you get a top performer on your team? We've hired top talent for hundreds of companies over the years and know what works and what doesn't. Next week, our VP of Partnerships, Jake Vines, is breaking down what it takes to identify and attract elite players to scale your sales team. Register here ➡️https://lnkd.in/gwPR6uH9

Learn how to find + recruit top talent in our live session! Top performers aren't just hard to find—they're even harder to hire. And today’s market isn’t making it any easier. We’re hosting a live, interactive session to share the strategies we’ve used to help hundreds of companies hire elite performers. In this session, we’ll cover: ✅ Defining what an A-Player looks like for your role ✅ How to identify and engage top candidates ✅ Creating an interview process that attracts top talent ✅ Best practices throughout the recruiting process From defining your ideal hire to nailing the interview process, we'll give you first-hand insights to level up your hiring strategy. 📅 Register here: https://lnkd.in/gwPR6uH9

The best talent is hard to find, typically even harder to hire. And the current market isn't making it any easier. Over the years, we've helped hundreds of companies hire elite talent and know what works to attract top players to your team (& what doesn't). In this live session, we're breaking down how to: - Define what an A-Player looks like for your role - Identify and engage top players throughout the hiring process - Nail an interview process to attract top talent - Best practices throughout the recruiting process From defining an A-Player for your role, to nailing the interview process; join us in an interactive, live session walking through how to find and recruit top talent in 2025. Register here➡️ https://lnkd.in/gwPR6uH9

"You don't have enough experience" "You're lacking industry knowledge" "You've never done this role before" These are typical objections you might hear from the hiring manager when interviewing for a sales role. It doesn't mean you won't get the role, but how you respond to these objections makes a huge impact on you landing the role. If you're in sales, you're going to get even more and potentially bigger objections when you're actually in the role. When you're interviewing, you're showing the hiring manager how you'd overcome those objections if they were to give you the role. Overcoming objections in the interview process is key to landing the role!

As a hiring manager, you're not just interviewing, you're selling the opportunity. Interviewing is a two-way street, especially in a competitive market. If you want a top performer on your team, your company/role has to offer them value in some way. - Highlight career growth opportunities. - Share success stories from current employees. - Be transparent about team culture and company goals. A-Players will be evaluating everything - the role, your company, your team. A polished interview process is necessary to win the talent you want.